Formed by postal railway clerks in 1898, the Accident Benefit Association (ABA) today is a non-profit organization operated by the union to provide benefits to APWU members and their beneficiaries in case of temporary disability, dismemberment, or death resulting directly from a covered accident.
Whether you are injured on the job or off, both the ABA's Advantage and Value plans offer financial benefits — even if you are also eligible for OWCP or other compensation.
To learn more about ABA's benefits, contact your local president or visit the ABA's Web site, www.apw-aba.org.
The Health Plan conference was filled with lots of information. I will break them down between the down Separately.
HIGH OPTION
We had a 97% retention in the High Option and added over 5,000 new members. Anyone hired prior to May 23, 2011 (Catagory 2) will only have an increase of $2.39 for single (36.52 a pay period) and a $5.40 increase for family (82.57 a pay period).
Changes
You can get a colonoscopy after age 50 as many times as you want. No more limits. Despite my obvious humor this is a great benefit for someone that may need more than one to detect a serioux medical problem.
The plan has introduced a Weight Management Program that will pay the full cost to see a in-network Dietician or Nutrionist. This program comes with Health and Wellness coaches and a work book and tool kit to keep you track.. I love the plan's approach. Get you healthy and medical issues will decrease. We had a presentation from a Dietician at the conference and I have already made several diet changes. It only takes 21 days to change a habit and the results last a lifetime.
There is now DNA testing for Plavix. This is a drug that you may not be responding too and your doctor doesn't know it. Instead of getting worse you can get the test to see if this is the best option for your health.
Things you need to know
We have a Diabetes and Hypertention program where you get free office visits and most supplies and generic medication at no cost as long as you talk to a nurse every three months. You are mailed separate cards for these programs and you need to keep ALL CARDS! Use the card that applies to your visit. If you are there for a visit unrelated to Diabetes or Hypertention use your regular card.
You need to Preauthorize Brand name prescription drugs. Here is the scenario: Drug costs $500. No authorization you pay 25% of $200 dollars and then pay the remaining $300. If you preauthorize you only pay 25% of $200.
Hearing Aids
Starky out of Minnesota gives our members 60% off retail costs and then you get a $1,500 dollar benefit from the health plan. I was told a story of a retiree being told that their hearing aids would cost $6,000 but after they found out about this their out of pocket cost was $1,500. Amazing!
CONSUMER DRIVEN OPTION
If you are a full dues paying member of APWU you only pay $8.24 for single coverage and $18.53 for family coverage.
Changes
Enhanced Customer Service. When you have a problem you have the same customer represetative from start to finish. When you call back it is the same person. There is no reexplaining your situation to a new representive.
DNA testing for Plavix, Tamoxifen, & Warifen. This is incredible. A lot of women going through breast cancer just assume the drug is working but many find out that it doesn't work on them. This testing will insure that the treatment is working. All you have to do is submit a cheek swab.
Online
There is treatment cost estimators, enhanced personal health record, and mobile access to myuhc.com. This enables you to download a copy of your health insurance card to show them your card on your phone.
Wellness coaching
This is available online or by phone: Do you need help with Stress, Exercise, Weightloss, or Heart Wellness trained experts will help you obtain your goals.
Special Programs
The Consumer Driven plan offers a Diabetes Program, Healthy Pregnancy Program, and a Healthy Back Program. The Diabetes program offers you free visits to the doctor plus many supplies for free if purchased with an in-network provider. The Healthy Pregnancy and Healthy Back Programs provide you with Health Coaches that will help you ensure that you are getting the best treatment available.
I encourage all of our members to look at our APWU health plans. They are progressive, affordable, and are dedicated to your health.
With the transition of Personnel Services to the new HR Shared Services environment, I will periodically be sending email messages highlighting various HR processes and tools that are at your fingertips. Please feel free to share with your employees.
The link below has information regarding the forms required to change or designate beneficiaries and where those forms are to be transmitted.
Please check the Hawkeye District / Human Resources / Local Services / HR Shared Services website for additional information.
P.O. BOX 1501 (50305-1501) 2525 E. EUCLID AVE, SUITE 102 DES MOINES IOWA 50317 515-266-5105 (VOICE) 515-266-0600 (TTY AND VIDEO PHONE) 515-266-5728 (FAX) deafac@aol.com (EMAIL) asl4dm@aol.com (EMAIL FOR SIGN CLASS)
The Deaf/Hard of Hearing Task Force is a forum for APWU members to address their unique problems and concerns in the workplace, union, and society. Established in 1988 by an amendment to the APWU National Constitution, its goals include: better communication, better representation; better training, a better workplace, a better union, and building friendship.
Five regional representatives selected at the National Deaf/Hard of Hearing Conference serve as spokespeople for the committee.
The Collective Bargaining Agreement between the USPS and APWU includes a Memorandum of Understanding [PDF], which outlines management's obligation to provide "reasonable accommodation" to deaf and hard of hearing workers.
Accomplishments
Important achievements of the Deaf/Hard of Hearing Task Force include winning rights at work, within the union, and in the community.
Reasonable Accommodations in Union Activities Include:
National conventions use real-time captioning, enabling Deaf/Hard of Hearing members to participate fully;
All union videos offer closed captioning;
TTY telecommunication devices are available at the union's national headquarters and in the offices of all five APWU Regional Coordinators.
Reasonable Accommodations at Work:
Visual light-alarm systems have been installed in many post offices;
Vibrating beeper-pager systems are utilized in many post offices;
Flashing lights, mirrors, and other safety and health items are in use at many post offices.
Strides in Education and Communication:
The Task Force has sponsored national, regional, state, and local conferences on the rights of Deaf/Hard of Hearing union members;
Task force members have taught workshops on subjects such as, sensitivity training for the hearing APWU officers and stewards, and steward training for Deaf/Hard of Hearing members.
Community Projects
The Deaf/Hard of Hearing Task Force successfully lobbied for the "ILY" ("I Love You" in sign language) postage stamp;
The Task Force works with the AFL-CIO Workers with Disabilities Project;
The Task Force was awarded the "Spirit of NAD" award in 1996 from the National Association for the Deaf.
Lawsuit
In May 2003 five deaf employees filed a class-action lawsuit against the USPS, charging that their civil rights were violated when management failed to provide qualified sign-language interpreters at work meetings, including those that addressed anthrax or other safety concerns.
2051 Westown Parkway West Des Moines, IA 50265 Phone 515-224-4300 Fax 515-224-4306
Eastown Branch
303 Euclid Avenue Des Moines, IA 50313 Phone 515-282-7363 Fax 515-282-6860
Sioux City Branch
930 3rd Street Sioux City, IA 51101 Phone 712-258-8680 Fax 712-258-5426
The Municipal Credit Union
A Shared Service Center For First Class Credit Union
103 S. Fairmont Sioux City, IA 51106 Phone 712-255-4300
Iowa Postal Credit Union was organized in 1925 to serve Postal employees. We grew to serve Postal Employees and their families. We also serve small employee groups.
With the merger of First Iowa Community Credit Union, formed in 1925, we are now First Class Credit Union and serve the community.
First Class Credit Union is a full service financial institution with branches in Des Moines, Sioux City, and West Des Moines that cater to the members needs. These needs are met every day with over 390 years of combined experience.
First Class Credit Union offers a wide variety of services such as savings, checking, loans, IRAs, CDs, on-line statement information, and on-line teller to name a few. Our employees are always ready and willing to help the members to understand and use all of our services.
The Quad Cities Postal Credit Union is a cooperative organization owned by its members. The Quad Cities Postal Credit Union was established in 1938 to serve the Postal employees of Rock Island, IL.
Membership is now open to Rock Island mail processing center and its associate offices and any Federal Department agency served by the above. We have also opened up membership to many surrounding area occupational groups to whom we can offer financial services.
A minimum deposit of $25.00 is required. The $25.00 must stay on deposit with us until the account is closed.
Branch Office - Hiawatha Office open Monday – Friday from 8:00 am to 5:00 pm Saturdays from 9:00 am – 12:00 pm. Drive-through open until 6pm on Fridays
Notify employee's immediate supervisor, postmaster or manager. Give time and location of memorial services.
Fill out forms (obtain from USPS personnel section); application for death benefits under the retirement system; claim for unpaid compensation; claim for FEGLI death benefits.
If the postal employee had a Thrift Savings Plan (TSP) account, notify the Thrift Savings Plan Service Center, National Finance Center, P.O. Box 61500, New Orleans, LA 70161-1500 or call 877-968-3778.
If applicable, notify the postal employee's postal labor union.
Notify banks and other financial institutions.
Call the local office of the Social Security Administration or toll-free 800-772-1213. More Social Security info...
Obtain enough certified death certificates for your needs.
When a Retired Postal Employee Dies
Notify U.S. Office of Personnel Management (OPM), Retirement Operations Center, Boyers, PA 16017, call toll-free 888-767-6738, or via Web, and provide: full name of deceased; date of birth; date of death; Social Security number; CSA claim number; and survivor's name, address and relationship to the deceased. More OPM information...
Return any uncashed annuity checks to the address on the accompanying Treasury Department envelope. If payments are being deposited directly to a bank or other financial institution, contact them with the retiree's date of death and advise them to return any future payments to the Treasury Department.
If the retired employee had a Thrift Savings Plan (TSP) account, notify the Thrift Savings Plan Service Center, National Finance Center, P.O. Box 61500, New Orleans, LA 70161-1500 or call 877-968-3778.
If applicable, notify the postal employee's postal labor union.
587.11 General A basic employee death benefit is payable to the current spouse if the following conditions are met:
a. The employee dies after completing 18 months of creditable civilian service; and
b. The marriage has lasted at least 9 months; or
c. A child was born of the marriage; or
d. The death was accidental.
587.12 Amount The basic employee death benefit consists of
a. 50 percent of the final annual rate of basic pay, and
b. $21,335.30 in 1998 and as adjusted under title 5, United States Code, 8462.
587.13 Payment A spouse may elect to receive the basic employee death benefit as either
a. A one-time payment, or
b. Thirty-six equal monthly installments.
587.2 Survivor Benefit - Spousal
587.21 General When an employee dies after completing at least 10 years of creditable service, the spouse is entitled to an annuity equal to 50 percent of the annuity the employee had earned through the day of death. This is in addition to the basic employee death benefit. (see 587.1)
587.22 Beginning and Ending Date
587.221 Beginning An annuity begins on the day after the death of the employee on whose service the annuity is based.
587.222 Ending An annuity ends on the last day of the month before the spouse remarries before age 55 or dies.
587.223 Reinstatement If a current spouse annuity is terminated because of a remarriage, the annuity can be reinstated on the day of the termination of the remarriage. A former spouse annuity may never be reinstated.
587.3 Refund of Contributions
587.31 Eligibility If there is no survivor entitled to monthly survivor annuity benefits, the employee's contribution to the retirement fund are paid in accordance with the normal order of precedence.
587.32 Normal Order of Precedence a. First, to the beneficiary or beneficiaries designated by the employee on SF 3102, Designation of Beneficiary;
b. Second, to the widow or widower;
c. Third, to the child or children of the employee;
d. Fourth, to the parents of the employee or the surviving parent;
e. Fifth, to the duly appointed executor or administrator of the estate;
f. Sixth, to such other next of kin of the employee as OPM determines to be entitled under the laws of the domicile of the employee at the date of death.
587.4 Former Spouse(s) Any benefit (or a portion of any benefit) payable to a current spouse is payable to a former spouse instead if the former spouse is entitled to the benefit under the terms of a qualifying court order.
587.5 Child Annuities
587.51 Eligibility A surviving child of an employee who dies after completing 18 months of creditable civilian service is entitled to an annuity.
587.52 Rates of Annuities The amount of the annuity payable is the difference between the amount that would be paid by CSRS and the amount actually paid by Social Security. In cases where the Social Security amount exceeds the amount otherwise payable under CSRS regulations, no payments are made from the retirement fund.
587.53 Beginning and Ending Dates
587.531 Beginning Date The annuity begins on the day after the employee dies.
587.532 Ending Date An annuity ends on the last day of the month before the child:
a. Becomes 18 years old unless she or he is a full-time student or incapable of self-support;
b. Becomes capable of self-support after becoming 18 years old unless a full-time student;
c. Becomes 22 years of age if he or she is a full-time student and capable of self-support;
d. Ceases to be a full-time student after becoming 18 years of age;
e. Marries or dies.
587.54 Disabilities A child is eligible for a continued annuity if the Social Security Administration finds that the child is incapable of self-support.
587.6 Procedures Upon Death of an Employee
587.61 Contacting Next of Kin When an employee dies, the employing office (a) contacts the next of kin and advises such person of benefits payable and of the right to apply for them and (b) renders every assistance in completing SF 3104, Application for Death Benefits. The family should also be referred to the Social Security Administration and assistance should be provided concerning the Thrift Savings Plan.
587.62 Filing Death Claim Applications SF 3104 is filed with the Eagan ASC through the employing office or sent directly to the:
RETIREMENT OPERATIONS CENTER OFFICE OF PERSONNEL MANAGEMENT PO BOX 200 BOYERS PA 16020-0200
You can have daily headlines from FedSmith.com delivered right to your desktop each business morning. The service is free and you don't get junk e-mail as the price of your subscription. Just visit our newsletter page to sign up!
John Grobe is a retired federal employee with over 25 years of experience in federal human resources and President of Federal Career Experts, a training and consulting firm that specializes in federal employee retirement and career transition issues.
What Happens to Your Benefits if You Die While Still Working?
This is a question we do not want to ponder, as we all plan on living long after we retire. When it comes to Ben Franklin's quote, "Plan like you'll live forever; pray like you'll die tomorrow", we all tend to focus on the first part. However, it is helpful to know what will happen to our federal benefits, should we die while still employed.
Your health insurance will no longer do you any good, but it may be a great deal for your surviving spouse. If your spouse is enrolled with you on a self and family policy on the date of your death, he/she will be able to continue federal employee health benefits and Uncle will continue to pay his share.
Your life insurance will be paid to your designated beneficiary. If the amount of your insurance is $5,000 or greater, your beneficiary will not receive a check. Rather, they will receive a money market account and a checkbook for the account.
Speaking of beneficiary forms, do you know who your beneficiaries are? If you have any doubt, you may wish to check your Official Personnel Folder (OPF). The last thing you want is having your ex-spouse walking off with all you have saved over your career.
If you are married at the time of your death, the survivor benefits your spouse will receive are dependent on your retirement system. If you are CSRS, your spouse will receive a full survivor annuity (55% of what your annuity would be). In the unlikely event you have less than 22 years of service, your spouse will receive a "guaranteed minimum" annuity.
If you are under FERS, your spouse will receive a lump-sum death benefit of ½ of your final salary (or high-3, if higher) and $28.093.53 (in 2008). If you have worked ten years or more, your spouse will be entitled to a full survivor annuity (50% of what your annuity would be).
Under both retirement systems, if your surviving spouse remarries before the age of 55, he/she forfeits the survivor annuity.
Your annual leave, credit hour and comp time balance are considered "unpaid compensation" and will be paid to your designated beneficiary.
Your TSP will go to your designated beneficiary. Your beneficiary may either take the money all at once (paying all the deferred taxes at once) or spread it out over his/her lifetime (paying all the deferred taxes a little bit at a time). If your spouse is a federal employee, they may combine your TSP account with their own.
What Happens to Your Benefits If You Die After You Retire?
You can have daily headlines from FedSmith.com delivered right to your desktop each business morning. The service is free and you don't get junk e-mail as the price of your subscription. Just visit our newsletter page to sign up!
John Grobe is a retired federal employee with over 25 years of experience in federal human resources and President of Federal Career Experts, a training and consulting firm that specializes in federal employee retirement and career transition issues.
This article considers the question: What happens to your benefits if you die after you retire?
Your spouse will be able to keep your health insurance if two conditions are met. First, you must have elected a survivor annuity. Second, your spouse must be enrolled with you on a self and family policy on the date of your death. If these conditions are met, you spouse will be able to continue your health insurance and Uncle will continue to pay his share.
Your life insurance will be paid to your designated beneficiary. If the amount of your insurance is $5,000 or greater, your beneficiary will not receive a check. Rather, they will receive a money market account and a checkbook for the account.
Speaking of beneficiary forms, do you know who your beneficiaries are? If you have any doubt, you may wish to check your Official Personnel Folder (OPF). The last thing you want is having your ex-spouse walking off with all you have saved over your career.
If you elected survivor benefits for your spouse at the time of retirement (or at the time of marriage, if after retirement) your spouse will begin collecting a survivor benefit after your death.
Under CSRS, survivor benefits can be as much as 55% of your annuity. You may elect lesser amounts, but spousal consent is required at the time.
Under FERS, survivor benefits can be either 50% or 25% of you annuity. Spousal consent is required for the 24% survivor benefit.
COLAs are paid on survivor benefits for CSRS and FERS. If your spouse remarries before the age of 55 they forfeit their survivor benefit.
If you did not elect a survivor benefit, your designated beneficiary is entitled to a refund of any of your contributions that have not been paid to you. OPM views you as recouping your contributions dollar-for-dollar beginning at retirement, so if you die more than a few years after retirement, there will be nothing to recoup.
Your TSP will go to your designated beneficiary. Your beneficiary may either take the money all at once (paying all the deferred taxes at once) or spread it out over his/her lifetime (paying all the deferred taxes a little bit at a time). If your spouse is a federal employee/retiree, they may combine your TSP account with their own.
(TTY 1-800-462-7585 for the speech or hearing impaired)
DISASTER ASSISTANCE INFORMATION
Or apply online at
Please have the following information available when you call:
A phone number and a reliable alternate in case we need to call you back
Address of the damaged property
Brief description of damages
Social Security Number
Insurance information (if you have insurance)
Current Mailing address
*Bank Account Information (
Be especially cautious at night when it is harder to recognize flood dangers.
Look before you step. After a flood, the ground is covered with both debris and mud.
This could very easily cause a slipping or tripping incident. Watch your Step.
Stay away from power lines and electrical wires. Electrocution is a major killer in floods.
Wash your hands before drinking and eating. Wash frequently using soap – especially disinfecting soap.
For Homeowners, renters, and businesses of all sizes, and private non-profit organizations affected by the severe storms, tornadoes and flooding beginning May 25.
To apply by phone call:
1-800-621-FEMA
if you are eligible for disaster assistance, you may choose to have the assistance check deposited directly into your bank account)
Government disaster assistance covers basic needs only and will not normally compensate you for your entire loss. If you have insurance, the government may help pay for basic needs not covered under your insurance policy. Some disaster aid does not have to be paid back, while other assistance may come in the form of loans.
For information on the process, or to register online, visit:
With all the flooding we’ve experienced this past week, now is a good time to review with your employees the dangers flooding presents.
Remind your employees that it only takes a mere six inches of fast-moving flood water to knock over an adult. It takes only two feet of rushing water to carry away most vehicles. This includes pickups and SUVs.
Most flood-related deaths and injuries could be avoided if people who come upon areas covered with water followed this simple advice:
Turn Around Don't Drown™.
Play it smart, play it safe. Whether driving or walking, any time you come to a flooded road, TURN AROUND, DON'T DROWN™!Turn Around Don't Drown™ NEVER drive through flooded roadways. Turn Around Don't Drown™
We encourage you and your employees to continuing working safely by following these simple safety guidelines:
Avoid areas already flooded, especially if the water is flowing fast. Do not attempt to cross flowing streams .
Road beds may be washed out under flood waters.
During flood cleanup, employees, householders and volunteers often pitch in together. Look out for each other because the hazards may be new to those who are helping.
(TTY 1-800-462-7585 for the speech or hearing impaired)
DISASTER ASSISTANCE INFORMATION
Or apply online at
IMPORTANT:
Please have the following information available when you call:
A phone number and a reliable alternate in case we need to call you back
Address of the damaged property
Brief description of damages
Social Security Number
Insurance information (if you have insurance)
Current Mailing address
*Bank Account Information (
Be especially cautious at night when it is harder to recognize flood dangers.
Look before you step. After a flood, the ground is covered with both debris and mud.
This could very easily cause a slipping or tripping incident. Watch your Step.
Stay away from power lines and electrical wires. Electrocution is a major killer in floods.
Wash your hands before drinking and eating. Wash frequently using soap – especially disinfecting soap.
if you are eligible for disaster assistance, you may choose to have the assistance check deposited directly into your bank account)
Government disaster assistance covers basic needs only and will not normally compensate you for your entire loss. If you have insurance, the government may help pay for basic needs not covered under your insurance policy. Some disaster aid does not have to be paid back, while other assistance may come in the form of loans.
For information on the process, or to register online, visit:
With all the flooding we’ve experienced this past week, now is a good time to review with your employees the dangers flooding presents.
Remind your employees that it only takes a mere six inches of fast-moving flood water to knock over an adult. It takes only two feet of rushing water to carry away most vehicles. This includes pickups and SUVs.
Most flood-related deaths and injuries could be avoided if people who come upon areas covered with water followed this simple advice:
Turn Around Don't Drown™.
Play it smart, play it safe. Whether driving or walking, any time you come to a flooded road, TURN AROUND, DON'T DROWN™!Turn Around Don't Drown™ NEVER drive through flooded roadways. Turn Around Don't Drown™
We encourage you and your employees to continuing working safely by following these simple safety guidelines:
Avoid areas already flooded, especially if the water is flowing fast. Do not attempt to cross flowing streams .
Road beds may be washed out under flood waters.
During flood cleanup, employees, householders and volunteers often pitch in together. Look out for each other because the hazards may be new to those who are helping.
For Homeowners, renters, and businesses of all sizes, and private non-profit organizations affected by the severe storms, tornadoes and flooding beginning May 25.
The Employee Assistance Program (EAP)is available to Postal employees and their immediate family. This program is not the old PAR program. EAP is paid for, but not run by, the Postal Service. The EAP is administered by the Federal Occupational Health service who has contracted with Magellan Health Service to operate the program. The EAP is staffed by professional counselors and their services are FREE. Counseling services are confidential and no information is provided to the USPS except the time an employee arrives and when he/she left the counselor's office (if the visit was on-the-clock).
Professional counseling is available for a wide range of issues, including Alcohol & Substance Abuse, Family Counseling, Depression, Marital issues, etc. Make no mistake about what you are getting, the EAPis a professional service staffed by private, professional counselors. If you sought out similar services on your own, you could expect to pay over $100.00/hr.
Our Local sits on the Hawkeye District Advisory Board for the Employee Assistance Program. Union participation on the advisory board was secured by the APWU at the headquarters level. This board meets on a regular basis to provide oversight for the program and to address problems that may arise. This board does not have access to information about individuals but will address problems and/or concerns regarding the implementation of the program.
If you need help or just want to talk to somebody about problems at home or at work, call an EAP counselor at 1-800-EAP-4YOU (1-800-327-4968) or visit their web site by clicking here.
If you or a family member needs help ... "Make the Call"
The cut-off for each pay period is 3:59 AM. Central Time, 2nd Wed. of pay period (day 12).
Flexible Spending Accounts
Flexible Spending Accounts (FSAs) allow career postal workers to use pre-tax dollars to pay for out-of-pocket health care, dental, and vision expenses not covered by insurance, including co-payments and deductibles.
Employees can also set up a Flexible Spending Account for dependent care expenses for children and aging parents.
The money withheld for FSAs is not subject to taxes.
There are two ways to enroll. Call PostalEase toll-free at 877-477-3273 or, at a USPS facility, log on to http://liteblue.usps.gov. Click on Employee Self-Service, then on PostalEase.
Understanding Flexible Spending Accounts:
If you have health care expenses not covered by your health insurance (like doctor and dentist visits, vision care, etc.) you can use Flexible Spending Accounts (FSAs) to get a tax break for those expenses. You contribute money from your paychecks to an FSA, which is an account that allows you to cover your eligible health care expenses throughout the year with tax-free money. Whatever you contribute isn't subject to Federal income tax, Social Security tax, or Medicare tax. Since you get a tax break each payday, it's cheaper to pay for your health care expenses through an FSA. Additionally, there is also a Dependent Care FSA which allows you to get the same tax breaks on dependent care (day care) for your eligible children, or for elder care.
How FSAs work:
First, you must estimate your yearly health care expenditures not covered by your health insurance. For example, last year you spent $500 on health plan deductibles, $100 for co-payments, $200 for prescriptions, $300 on eyeglasses, and $200 at the dentist's office - that's $1,300. Assume that you will spend the same amount this coming year. You enroll in the Health Care FSA for $1,300 during FSA Open Season. Beginning in Pay Period 1 of 2002 you'll have $50 automatically withheld from each paycheck ($50 x 26 pay periods in one year = $1,300). That $50 per pay period is not subject to Federal income tax, Social Security tax, or Medicare tax. So you'll be paying taxes on $50 less income than if you paid the additional health care expenses out of your pocket.
Whenever you have an eligible health care expense, you send in a claim form with proof of your actual out-of-pocket cost to the FSACustomerServiceCenter. Normally, within 2 to 3 weeks you will receive a check.
Dependent Care FSA:
The Dependent Care FSA is similar (but separate). First, you must estimate what you're going to spend next year on dependent care. Then you sign up to contribute that amount to your Dependent Care FSA.
For example, you expect to pay $3,250 next year for day care for your 4-year old son. You enroll in the Dependent Care FSA for $3,250 during FSA Open Season. Beginning in Pay Period 1 of 2002 you'll have $125 automatically withheld from each paycheck ($125 x 26 pay periods in one year = $3,250). If you're in the 27% Federal tax bracket and you're covered by FERS, your tax rate is 27% Federal + 6.2% Social Security + 1.45% Medicare = a tax rate of 34.65%. So $125 would go into your Dependent Care FSA each payday, but your paycheck would only go down by $82, because you'd be saving $43 in taxes ($125 x 34.65% = $43). By the end of the year you'd save over $1,126 in taxes.
Eligible Health Care FSA expenses:
Up to $2,600 of eligible out-of-pocket health care expenses (not covered by insurance) for you and your family if you are a bargaining unit employee and up to $5,000 if you are a nonbargaining unit employee. Expenses include:
Eyeglasses, contact lenses, and Lasik (laser) eye surgery
Prescription drugs
Dental services (exams, fillings, crowns, etc.)
Braces
Health plan deductibles
Co-payments for office visits
You cannot use a Health Care FSA to pay health insurance premiums. However, deductions from your paycheck for health insurance premiums are already tax-free under your health benefits program.
Eligible Dependent Care FSA expenses:
Up to $5,000 of dependent care (day care) expenses for your eligible children, or for elder care or day care for your adult dependents, because you (and your spouse if you're married) are working. Expenses include:
Day care in your home
A licensed child care center
A licensed elder care center
Nursery school
Summer day camp
After-school care
More Information:
Enrollment: Once you enroll, your FSA contribution amounts are set for the year. However, if you have certain events (like marriage or divorce) you may change your FSA contribution amounts in keeping with the event.
Taxes: There's one catch in regards to taxes. Any FSA money you haven't used, you lose. (You have an extra 6 months after the calendar year to file your FSA claims.)
Restrictions: Health Care FSA money can only be used for health care expenses and Dependent Care FSA money can only be used for dependent care expenses.
More information: FSACustomerServiceCenter - 1-800-842-2026 from 8:00 A.M. to 10:00 P.M. Eastern Time. They will be glad to answer any questions about FSAs that you may have.
FSA Tax Savings Estimator
FERS EMPLOYEES (and CSRS Offset Employees)
15%
Your Federal income tax bracket
27%
5%
State income tax (assumption)
5%
7.65%
Social Security/Medicare
7.65%
27.65%
TAX RATE
39.65%
Your estimated Annual Tax Savings
Your Savings
Your Annual Health Care and/or Dependent Care FSA Contribution
Your Savings
$138
$500
$198
$207
$750
$297
$277
$1,000
$397
$553
$2,000
$793
$830
$3,000
$1,190
$1,106
$4,000
$1,586
$1,383
$5,000
$1,983
$1,659
$6,000
$2,379
$1,936
$7,000
$2,776
$2,101
$7,600
$3,013
$2,765
$10,000*
$3,965
*Amount available only to nonbargaining employees
CSRS EMPLOYEES
15%
Your Federal income tax bracket
27%
5%
State income tax (assumption)
5%
1.45%
Medicare
1.45%
21.45%
TAX RATE
33.45%
Your estimated Annual Tax Savings
Your Savings
Your Annual Health Care and/or Dependent Care FSA Contribution
All bargaining unit employees are guaranteed work hours, depending on status and office size.
Full-time employees are guaranteed 8 hours work (or pay in lieu of work. If called in on a day off or holiday, then they are guaranteed 8 hours as well. If you are sent home prior to completion of this guarantee, you may need to file a grievance to get your guaranteed pay.
Part-time employees are guaranteed at least 4 hours work or pay on any day they are requested or scheduled to work in a 200, or more, man year office. Employees that work in offices less than 200 man year office is guaranteed 2 hours work or pay when requested or scheduled to work.
Part-time regulars are guaranteed the hours on their bid. If you work less than those bid hours, you are entitled to guaranteed pay as well.
Generally, if management tells you to clock out prior to your guaranteed time, you will have to obey that order and file a grievance for your guaranteed time.
A Call back is when an employee completes a scheduled tour and clocks out then is notified to clock back in and resume working. All career bargaining unit employees are guaranteed 4 hours work or pay if this happens. This applies to any size office.
When a part-time flexible employee is notified prior to clocking out that they are to return within 2 hours, this is considered a split shift and the guarantee may not apply. However, if prior to clocking out, the part-time flexible is told to return after 2 hours, that employee (in any size office) must be given a minimum of 2 hours of work, be paid.
It is a good idea to keep very good records of time worked, schedules and when told what on working.
If you believe your work hours have been violated, you need to contact a union official within 14 days of the incident.
By Lance Coles, Editor
All to often, there is game playing with Part-time Flexible and their use of the contractually earned right to use annual leave.
I hear often that an employee submits a request for leave, only to have the postmaster or supervisor changes that day to the employees scheduled day off.
You have a right to use your annual leave. Management does not have a right to change your leave to a non-scheduled day off. They often do this to make the employee available for work on what was the employees scheduled days off (prior to the change), or to avoid paying overtime later in the week.
This issue has been beaten to death in the grievance procedure and it is very clear that management can not do this.
Here is the language from an agreed to settlement. "…when a PTF employee has been previously granted annual leave, such leave will not be unilaterally changed to a nonscheduled day, solely to make the PTF available for an additional day of work, at the straight time rate…"
I know those lawyer wanna-be postmasters will try to read what they want into this language, but again this has been debated over and over.
Bottom line - if you ask for leave, and have it approved - you have leave. If they change your days off after you have this leave, you need to ask for a union steward.
Several months ago all of our Official Personnel Folders (OPFs) were sent to a contracted scanning source and are now available for employees to view from home via LiteBlue - eOPF Employee Self Service. www.LiteBlue.usps.gov They cannot be accessed from a Postal Computer.
You may view and print documents in your electronic Official Personnel Folder. You will need your Employee Identification Number and your USPSPersonal Identification Number (PIN) to access this system. If you've forgotten your PIN, dial 877-477-3273. Follow the steps and your USPS PIN number will be mailed to your address of record or request it via PostalEASE. https://ewss.usps.gov/esymain.htm
With the shift of personnel work out of local and district offices into the centralized Human Resources Shared Services center, more and more matters for Postal Service employees must be handled electronically, over the internet (or intranet from inside the Postal Service computing environment). Employees interested in reviewing their own Official Personnel Folder (OPF) are now required to view it in electronic format, not in hardcopy.
Everyone should be aware that there are times when material in the OPF is incorrect, outdated or incomplete and that the individual employee has certain rights to assure that the OPF information is correct and up to date. The Postal Service recently issued a form for the purpose of assisting employees in obtaining corrections to the OPF -- or eOPF in the new terminology. This is the PS Form 8043. It allows the individual employee to request amendments, for specific reasons, to be made to his or her eOPF. Please see the attached file for a copy of this form. (NBA's)
What is an eOPF? The Official Personnel Folder, or OPF, documents the employment history of individuals employed by the federal government. An OPF is established and maintained for each Postal Service employee regardless of appointment type or duration. Official Personnel Folders for active employees were converted from paper to electronic Official Personnel Folders (eOPFs) in 2008, and the eOPF became the official record. You can easily access, view and/or print documents from your eOPF from your home computer.
Is my eOPF Secure? Yes! Your eOPF can only be accessed by a limited number of Postal professionals who have a business need for your eOPF information (for example, HR Specialists in the Human Resources Shared Services Center who process service credit paperwork, benefits-related transactions, and selections and placements for postal positions). Your eOPF is encrypted over communication lines and stored in a secure enclave, which means it is safe and only visible on your computer and the workstations of authorized employees.
Who has access to my eOPF? Your eOPF can only be accessed by you (from LiteBlue with your Employee Identification Number and Personal Identity Number), and by Postal professionals in the course of their official duties with a need to know. For example, an HR professional may access your eOPF to process a transaction, like a bid or promotion or a benefit change.
What is appropriate documentation for my eOPF? OPF documents include personnel actions on PS Forms 50, appointment-related records like your application for employment, payroll records, benefits records like health and life insurance elections or changes, service credit records, discipline (if any), and "other" documents including records documenting civilian service in other agencies (if any). You can view a table of USPS OPF documents by clicking here.
What if I want to add something to my eOPF? Generally the documents that are included in your eOPF are placed there by HR professionals. If you want to add a document, for example, a DD214 to document recently-completed active duty military service or an official letter from the Veterans Administration supporting your claim for veterans' preference, make your request in writing on PS Form 8043, attach the document, and mail or deliver it to your district personnel HR Generalist. The HR Generalist will review to ensure it is an appropriate eOPF document (click here to view a table of USPS OPF documents) and if so, have it added. This may take 60-90 days.
What if I want to remove something from my eOPF? If you want to remove a document from your eOPF, make your request in writing on PS Form 8043, specifying exactly what document(s) you request be removed, and mail or deliver it to your district personnel HR Generalist. Note: Discipline can only be removed in accordance with collective bargaining agreements. Also, documents placed in your OPF by another agency cannot be removed.
Something is wrong with a document in my eOPF and I need it amended - how can I get it fixed? If you believe you need to amend a document in your eOPF, make your request in writing on PS Form 8043, specifying exactly the items and document(s) you want amended, and mail or deliver it to your district personnel HR Generalist. Note: Documents generated by another agency employer cannot necessarily be amended by the USPS without special authority to do so.
I want a copy of my eOPF - how can I get one? You can open and print any or all the documents in your eOPF. Just click on the document links to open each document and click the Print button. If you want the entire eOPF and would rather not print the documents yourself, you may request a copy of your eOPF. The first 100 pages are provided at no charge, and there is a 15 cent charge for each additional page. Make your request in writing and mail or deliver it to your district personnel HR Generalist. Your eOPF copy will be sent to you at your address of record.
I need a copy of selected documents from my eOPF - how can I get them? You can open and print any or all the documents in your eOPF. Just click on the document link to open the desired document and click the Print button.
Why are some of my eOPF documents dated 1/1/1900? When your OPF was converted from paper to electronic format, each document was indexed in a way to make retrieval easier for you. Documents that had no dates were indexed with the special 1/1/1900 date.
Why are some of the documents called "other"? When your OPF was converted from paper to electronic format, each document was indexed in a way to make retrieval easier for you. Documents identified as "other" do not match the master list of recognized OPF documents used by federal agencies, including the Postal Service.
It seems like my OPF used to contain additional records. Were some purged? Some records may have been removed in preparation for scanning the OPF. For example, medical and injury/illness-related records (if any) (e.g., the results of your preemployment medical assessment and reports of injury or illness) were purged to the extent they could be identified systematically. If you find medical records in your eOPF, you may request that they be removed. Make your request in writing on PS Form 8043, specifying exactly what document(s) you request be removed, and mail or deliver it to your district personnel HR Generalist.
The following tables describe documents authorized for filing in the electronic Official Personnel Folder (eOPF). The tables are placed in alphabetical order by document category, such as "administrative." Within each category, specific documents are listed. The documents and forms listed are illustrative, but not all-inclusive. Some of the forms listed are obsolete. The obsolete forms must be retained in the OPF because they were in use when retention and disposal authority was approved.
Table A - Administrative
DOCUMENT TYPE
DOCUMENT
NOTES
Transcript
Transcript of service showing appointments and position or salary changes created to reconstruct an employee's history when the OPF was lost or destroyed.
See 121.3.
OPF
Form 6100A, OPF Disclosure Accounting Form
Also file any statement of disagreement with denial of Privacy Act request to amend OPF record beneath the subject record.
Note: Form 6100-B, OPF Disclosure Accounting Form (used in documenting disclosures to law enforcement officials) should not be filed in the OPF.
Form 316, USPS Records Information Request
Form 1653, Postmaster Relief/ Leave Replacement Employment Data
Training Record
Form 2548, Individual Training Record
Training retains the form at one central location determined by the training supervisor or manager. Upon an employee's assignment to another installation, Form 2548 is forwarded to the personnel office for inclusion in the employee's official personnel file (OPF) for transfer to the receiving office.
Rural Route Description
Form 1734, Record of Training (obsolete)
Form 4003, Official Rural Route Description
Table B -Appointment Support
DOCUMENT TYPE
DOCUMENT
NOTES
Application
Form 2591, Application for Employment
Form 2591-A, Personal History Questionnaire (obsolete)
Form 2591-C, Application for Former Casual (Non-Career) Employment Eligibility
SF 171, Application for Federal Employment, and continuation sheets.
File when supporting a Form 50.
Include Certification letter from State Employment Office for referral for a casual vacancy (see EL-312, 234.66).
Review attachments to ensure that they are authorized for inclusion in the OPF; remove all prohibited documents.
Dual Compensation Waiver
Dual compensation waiver statement, approval of waiver, and annuitant notification letter.
Applies only to Postal Service annuitants who are hired to fill temporary relief carrier (TRC) or postmaster relief/leave replacement (PMR/LR) positions and for whom a dual compensation waiver has been approved. See Handbook EL-312, Appendix D-1.
Drug Screening Qualification
Drug Screening - Personnel Notification Form.
Selective Service Registration
Form 2591A, Applicant's Statement of Selective Service Registration Status(Obsolete)
Selective Service registration is now certified on Form 61, Appointment Affidavit.
Release of Information
Form 2181A, Authorization and Release for Pre-Employment Screening
Form 2181X, Authorization and Release for Pre-Employment Screening
Preemployment screening supplements to application for employment may be included.
Right to Work
Form I-9, Employment Eligibility Verification
Evidence of Date of Birth
Certified birth certificate.
Or any other certified record of birth when needed to verify that the DOB is correct.
Approvals/Authorizations
Verification of selection from Register of Eligibles.
Hiring Worksheet information is documented on the Form 50 using either free-form remarks, or Standard Remark Code 525.
Form 5912-A, Alphabetical Register Card
Eligible rating only - issued as the result of an in-service exam.
Military Service/Veterans Preference
SF 15, Aplication for 10-Point Veterance Perference
Includes any supporting documentation accepted as proof or verification used in determining veterans' preference.
DD 214, Certificate of Release or Discharge from Active Duty
Clearance/Investigation
Falsification and Postal Crime Affidavit.
Obsolete.
SF 85, Non-Sensitive Security Clearance (Obsolete)
SF 86, Security Investigation Data for Sensitive Position
This is not the same as the Form 86C used for OPM Special Agency Checks (SACs).
SF 85A, National Agency Check
Data for nonsensiive or noncritical-sensitive position.
Form 61, Appointment Affidavit (Obsolete)
POD 61, Appointment Affidavit (Obsolete)
POD 62, Appointment Affidavit (Obsolete)
Written waiver from contracting officer indicating that circumstances allow an applicant awarded a contract to be hired as an employee
Form 2013, Security Clearance Processing Request
Form 8139, Your Role in Protecting the Security of the United States Mail.
"Sanctity of the Mail" - requires employee's signature.
Table C - Compensation and Benefits
DOCUMENT TYPE
DOCUMENT
NOTES
Leave
Form 1150 or SF 1150, Record of Leave Data
Health Benefits
SF 2809, Health Benefits Registration Form
Includes any authorized attachments:
- Court or Administrative Order.
- Certificate/Statement of foster child status.
- Statement supporting late registration. - Medical documentation used in self-support determination for child 22 years of age or over.
Note: Medical documentation should be placed in a sealed envelope before being attached to enrollment forms.
All forms, current and previous, are retained for retirement records.
SF 2810, Notice of Change in Health Benefits Enrollment, and Memorandum About FEHB Enrollment, transferring enrollment.
All forms, current and previous, are retained for retirement records.
Form 3111, Federal Employees Health Benefits (FEHB) Coverage or Termination While in Leave Without Pay (LWOP) Status
Form 8201, Pre-Tax Health Insurance Premium Election/Waiver
Form 8202, Pre-Tax Health Insurance Premium Election/Waiver for Noncareer Employees
FEHB PostalEase Worksheet.
FEHB Military Worksheet.
Initiate when an employee goes on military LWOP. You will not have the information to complete the worksheet until the employee returns to pay status and provides copies of orders. A new worksheet is required for each military activation.
Form 202, Health Benefit Refund Payment Authorization
Life Insurance
SF 2817, Life Insurance Election (FEGLI)
All forms current and previous (including SF 176 and 176-T, Life Insurance Coverage) are retained for retirement records.
SF 2818, Continuation of Life Insurance Coverage as a Retiree or Compensationer
Used for long-term OWCP LWOP. All forms current and previous are retained for retirement records.
SF 2819, Notice of Conversion Privilege (FEGLI)
All forms current and previous are retained for retirement records.
SF 2821, Agency Certification of Insurance Status
All forms current and previous are retained for retirement records.
SF 2822, Request for Life Insuranc
SF 2823, Designation of Beneficiary (FEGLI)
All forms current and previous (including SF 54) are retained for retirement records.
RI 76-10, Assignment of FEGLI
File with SF2817, Life Insurance Election.
RI 76-27, FEGLI '99 Open Enrollment Period Election Form
Thrift Savings Plan
TSP 1, Thrift Savings Plan Election Form
TSP 19, Transfer of Thrift Savings Plan Information Between Agencies
PostalEase TSP Worksheet.
When used for exception processing.
Form 6886, TSP Request for Retroactive Contributions
Retirement
RI 20-97, Estimated Earnings during Military Service
RI 36-18, OPM Statement of Service Credit Payment
OPM Form 1514, Military Deposit Worksheet
Generated by payroll showing zero balance.
OPM Form 1515, Military Service Deposit Election
OPM Form 1555, FERS Election of Coverage
SF 144/Form 144, Statement of Prior Federal Civilian and Military Service
Any material accepted as proof or verification of service that is creditable for leave may be attached.
SF 813, Verification of a Military Retiree's Service in Nonwartime Campaigns or Expeditions
All forms current and previous are retained for retirement records.
SF 2803, Application to Make Deposit or Redeposit - CSRS
SF 2804, Application to Make Voluntary Contributions
Form 2805, Military Deposit Worksheet
Including related materials.
SF 2815, Employee Service Statement (Obsolete)
SF 3102, Designation of Beneficiary (FERS)
SF 3106, Application for Refund of Retirement Deducations (FERS)
SF 3108, Application to Make Deposit or Redeposit - FERS
SF 3109, Election of Coverage (FERS)
Previous version was SF 1555.
SF 3110, Former Spouse's Consent to FERS Election (FERS)
SF 3111, Request for Waiver, Extension, or Search in Connection with Election of FERS Coverage (FERS)
Notice of Approval of Disability Retirement Application.
Including previous versions of this notice.
National Personnel Records Center (NPRC) Transcript of Service
Other records and documents provided by the NPRC for OPF storage should also be considered permanent records.
FAX Request for Employee Retirement Contribution Information -Attachment D of Compensation Letter.
OPM verification of funds.
Worksheet for Determining Retirement Plan Code and Retirement Computation Date (RCD) for Career Employees with Civilian Service Prior to 1984.
RTR Employee Detail Report.
Verification of Retirement Contributions.
Notification of Earnings for Medicare Eligibility.
Printout.
NARECS Annuity Estimate.
Final estimate for retirement.
Death/Unpaid Compensation
FE 6, Claim for Death Benefits
SF 2800, Application for Death Benefits
Copy of death certificate or notice and related forms may be filed as permanent records.
SF 1152, Designation of Beneficiary - Unpaid Compensation of Deceased Civilian Employee
When changed or updated by the employee, the SF 1152 being replaced is removed from the OPF and either returned to the employee or destroyed.
SF 1153, Claim for Unpaid Compensation of Deceased Civilian Employee
IRS W4P, Withholding Certificate for Pension or Annuity Payments
IRS W15, State Withholding Tax Exemption Certificate
Form 4, Employee's City or County Withholding Certificate
Form 1198, Request for State Income Tax Withholding
The original form must be kept on file as a permanent record. IRS regulations require that the most current withholding exemption certificates be kept on file until superceded by a later change. The superseded (old) certificate must then be retained for four years from the date the current form was filed.
Terminal Leave Worksheet
Form 2246, Terminal Leave Worksheet
Commendations
Suggestion Award.
Copies of official letters and certificates related to receipt of awards including, but not limited to, Quality Step Increase, Incentive Award, Spot Award, and Special Achievement Award.
Copies of official letters recognizing length of service and retirement, letters of appreciation and commendations for performance.
Travel
Form 178, Specific Travel Order and Relocation Agreement
Salary
Employee election to continue to pay the full cost of benefits while on approved LWOP to serve in an employee organization.
Form 1303, Salary Change Notice (obsolete)
COLA Roll In Notices/Statements
Pay transcripts.
Including payroll records search requests.
Letter from Accounting Service Center and related documentation regarding Children's Equity Act of 2000.
Documentation of the application of grade or pay retention including copy of a letter to employee describing the circumstances warranting the retention and nature of the entitlement.
Union Dues
Form 1186, Cancellation of APWU Dues from Payroll Withholdings
Form 1187, Request for Payroll Deduction for Labor Organization Dues
Form 1188, Cancellation of Organization Dues from Payroll Withholdings
Court Orders
Court Orders affecting employee status or pay.
This does not include garnishment records.
Table E - Personnel Actions
DOCUMENT TYPE
DOCUMENT
NOTES
Personnel Action
PS Form 50 and SF 50, Notifica-tion of Personnel Action
SF 50-A, Notice of Short Term Employment (obsolete)
Report R0955, Salary and Placement Service History
File the OPF copy on the right side of the OPF. Documents supporting the personnel action should be filed immediately below the applicable Form 50.
Assignment
Form 222, Statement for Postmasters and Officers in Charge
Mass transfer lists.
If a document is filed in an employee's OPF listing the names and social security numbers (SSNs) of other employees, the document must be altered to eliminate the names, SSNs, and any other personal identifying information.
Reassignment
Record of qualification on in-service examination.
Form 5912-A, Alphabetical Register Card (eligible rating only), and other records of qualification issued as the result of an in-service examination, are considered permanent records and must be filed on the right side of the OPF.
Resignation
Form 2574, Resignation from the Postal Service
Includes letter of resignation submitted by the employee or, if oral resignation, supervisor's notice,.
Form 337, Clearance Record for Separated Employee, or equivalent
RIF Notice
Reduction In Force Notice.
The following table provides a partial list of the types of temporary documents authorized for filing in the eOPF. Temporary documents are generally valid for two years unless otherwise specified below.
DOCUMENT TYPE
DOCUMENT
NOTES
Personnel Action
SF 52, Request for Personnel Action
SF 127, Request for Official Personnel Folder
Form 1216, Employee's Current Mailing Address
Form 1750, Employee Probationary Period Evaluation Report
Form 2444, Agreement to Remain in the Postal Service
Or other continued service agreements.
TSP 41, Notification to TSP of Nonpay Status
7-year retention period.
Form 3074, Request for Waiver of Claim for Erroneous Payment of Pay
Form 8200, Flexible Spending Account Enrollment Form
Unofficial Commendations
Customer comment cards, letters, or notes.
Discipline
Disciplinary notice or decision letter.
Except as otherwise provided in an applicable collective bargaining agreement: - Retain in OPF for a period of 2 calendar years unless otherwise resolved or cited in subsequent disciplinary action. - Remove any disciplinary notice or decision letter, upon the employee's written request, from the employee's OPF after 2 years (if there has been no disciplinary action initiated against the employee in that 2-year period).
Employee Self-Service Exception Processing
PostalEASE/FSA Worksheet .
7-year retention period from date of employee signature.
Health Benefits: The Federal Employees Health Benefit Plan (FEHBP), administered by the Office of Personnel Management, is among the most generous and popular of all postal benefit plans. Depending on the employee's craft and selected health care plan, the USPS pays from 71% to about 88% of the premium.
Virtually all career USPS employees (and eligible family members) are covered by the FEHBP. Employees that are not eligible (with certain exceptions) include those serving in a temporary position lasting less than a year (including Casual and Temporary Employees, Substitute Rural Carriers, and Rural Carrier Associates). Other exclusions include non-citizens and employees paid on a contract or fee basis including contract job cleaners and contract carriers.
Several types of plans are available, including the Service Benefit Plan (available nationwide), Employee Organization Plans (available through employee organizations such as labor unions), and Comprehensive Medical Plans (group practice plans/HMOs) available regionally. You must consider your individual and family situation in deciding which health plan is best for you and your family.
For more information about your health benefits please consult the Employee and Labor Relations Manual (ELM) at USPS.com. Click here!
The following sites also have information about your health benefits:
www.healthgrades.com - The Healthcare Rating Experts: Rates hospitals, physicians, health plans and nursing homes, and profiles a host of other health care providers.
Members may need our help from donations of money, food, clothing or leave. They may need a phone call of support, or a card that we are thinking of them.
This page is where we can post information so we can help our Sisters and Brothers.
If you have someone you want posted on this page, please send the information to lanceapwu@yahoo.com.
Annual leave is provided to employees for paid time off from regularly scheduled work hours. The charts below show how much annual leave is accrued for full-time and part-time employees. Annual leave for full-time employees is credited at the beginning of the leave year, while annual leave for part-time employees is accrued in units of 20, 13, or 10 hours worked. Military service time (in most cases) counts towards USPS service time for determining annual leave per year. (For example: If you served four years in the U.S. military prior to your employment with the USPS your initial annual leave amount would be in the 3-15 year category).
Full-Time Employees
Service Time
Leave Per Year
Less than 3 years
104 hours (13 days)
3-15 years
160 hours (20 days)
15 years or more
208 hours (26 days)
Part-Time Employees
Service Time
Leave Per Year
Rate of Accrual
Less than 3 years
104 hours, or 13 days per 26-period leave year or 4 hours for each bi-weekly pay period.
1 hour for each unit of 20 hours pay in status.
3-15 years
160 hours, or 20 days per 26-period leave year or 6 hours for each full bi-weekly pay period, plus 4 hours in last pay period in leave year.
1 hour for each unit of 13 hours in pay status.
15 years or more
208 hours, or 26 days per 26-period leave year or 8 hours for each full biweekly pay period.
1 hour for each unit of 10 hours in pay status.
Maximum Leave Carryover Amounts
Bargaining Unit Employees: 440 hours (55 days)
Postal Career Executive Service (PCES) Employees: Greater of 560 hours or 16 days (128 hours)
EAS Employees: 560 hours (70 days)
Family Medical Leave Act
Your Rights Under the Family and Medical Leave Act of 1993 From the U.S. Department of Labor
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least 1 year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
REASONS FOR TAKING LEAVE: Unpaid leave must be granted for any of the following reasons: 1. to care for the employee's child after birth or placement for adoption or foster care; 2. to care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or 3. for a serious health condition that makes the employee unable to perform the employee's job. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.
ADVANCE NOTICE AND MEDICAL CERTIFICATION: The employee may be required to provide advance leave notice and medical certification. Taking leave may be denied if requirements are not met. 1. The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable." 2. An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.
JOB BENEFITS AND PROTECTION 1. For the duration of FMLA leave, the employer must maintain the employee's health coverage under any group health plan. 2. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. 3. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.
UNLAWFUL ACTS BY EMPLOYERS: FMLA makes it unlawful for any employer to: 1. interfere with, restrain, or deny the exercise of any right provided under FMLA. 2. discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA.
ENFORCEMENT: 1. The U.S. Department of Labor is authorized to investigate and resolve complaints of violations. 2. An eligible employee may bring a civil action against an employer for violations. - FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
Certification of Health Care Provider
You can have your "serious health condition" classified under FMLA if certain conditions are met. The advantage to you for FMLA classification is that leave taken for a "serious health condition" does not count against you for disciplinary purposes. You should have your health provider complete form WH-380 (see link below) for a "serious health condition" that involves one of the following. (Submit completed form WH-380 to your immediate supervisor.)
Hospital Care - inpatient care (i.e., an overnight stay)
Absence Plus Treatment - a period of incapacity of more than three consecutive calendar days that also involves treatment of two or more times.
Pregnancy - or for prenatal care
Chronic Conditions Requiring Treatments - requiring periodic treatments or for treatment of episodic events such as asthma, diabetes, epilepsy, etc.
Permanent/Long-term Conditions Requiring Supervision - permanent or ongoing incapacity due to a condition such as Alzheimer's, a severe stroke, or the terminal stages of a disease.
Multiple Treatments (Non-Chronic Conditions) - for multiple treatments such as for cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).
The above is a synopsis of WH-380. The complete form, which contains complete "serious health condition" categories, is available online at the Department of Labor. Click here! The Adobe Acrobat Reader is required (.pdf format).
Observed Holidays The following 10 days are observed as holidays by the U.S. Postal Service.
a.New Year’s Day - January 1. b. Martin Luther King, Jr.’s Birthday - 3rd Monday in January. c. Washington’s Birthday - 3rd Monday in February. d. Memorial Day - Last Monday in May. e. Independence Day - July 4. f. Labor Day - 1st Monday in September. g. Columbus Day - 2nd Monday in October. h. Veterans’ Day - November 11. i. Thanksgiving Day - 4th Thursday in November. j. Christmas Day - December 25.
Memorial Day of 2002 will be the first holiday on which mail handlers, if they choose, can take advantage of the new holiday leave provisions that are now part of Article 11 of the National Agreement. Under these new provisions, full-time and part-time regular employees may elect to receive up to eight hours of annual leave instead of holiday leave pay.
In particular, under the new contract language, eligible employees (which means regular employees who are in a pay status "the last hour of the employee's scheduled workday prior to or the first hour of the employee's scheduled workday after the holiday") who work any part of their holiday or the day designated as their holiday may choose to receive additional annual leave instead of additional pay for working on the holiday. The annual leave option is available whether or not the employee volunteers or is required to work on his/her holiday or day designated as his/her holiday.
If the employee elects to receive additional annual leave instead of additional holiday pay, the appropriate payment for hours that are actually worked on the holiday will still be paid. But holiday leave hours will not be paid, and instead the employee's annual leave balance will be adjusted by the number of hours to which the employee would be entitled (8 hours for full-time employees; up to 8 hours, depending on regular schedule, for part-time regular employees). Because the new leave will be credited as annual leave, it will be subject to the usual rules for using annual leave and/or losing annual leave if the employee is over the maximum leave carryover at the end of the leave year.
The Office of Personnel and Management (OPM) administers both USPS retirement programs - the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). The CSRS generally applies to employees who received a career appointment before January 1, 1984 while the FERS applies to employees whose initial career appointment was January 1, 1984 or later, and CSRS employees that elected to transfer to FERS. Both systems have the same purposes, however, both operate under a unique set of guidelines and rules.
Many employees believe that USPS retirement benefits are some of the most substantial in the nation. Many, upon reaching retirement age, are shocked to learn that they will be facing a 50% to 75% or more loss in income after retirement. Although, postal retirement benefits may not be all that public legend has them to be, they can provide a secure retirement with the proper planning. Below, are brief overviews of each retirement system. (Information is deemed reliable but not guaranteed.)
Life Insurance: The Office of Personnel Management administers the Federal Employees' Group Life Insurance (FEGLI) Program. Nearly all USPS employees receive Basic Life Insurance coverage, however, there are some exceptions. Substitute Rural Carriers, Casual or Temporary Employees (including Rural Carrier Associates) generally are excluded from the program. Full-time employees are covered by an amount of basic insurance based on their annual basic pay, while part-time employees are covered by an amount of basic insurance based on multiplying their basic hourly rate. Below, you will find information about your FEGLI insurance benefits. (Information is deemed reliable but not guaranteed.)
Basic Life (Free - for postal employees)
Your basic life insurance coverage amount depends on your annual basic pay (excludes COLA). Here's how to figure your total Basic Life Insurance:
Take your current annual base pay
If not an exact thousand, round up to next thousand
Add $2000 - This is your total Basic Life
Example:
Your annual base pay is $42,323
Round up to $43,000
Add $2000
Total: $45,000 - This is your total Basic Life
Extra Benefit:
Age
Factor
Age
Factor
0-35
2.0
41
1.4
36
1.9
42
1.3
37
1.8
43
1.2
38
1.7
44
1.1
39
1.6
45
0.0
40
1.5
To figure your total coverage with the extra benefit multiply your total Basic Life times the appropriate factor. For example:
You are 36 years old
Total Basic Life (from example above) $45,000
Multiply $45,000 x 1.9
Total: $85,500 - Total Insurance
Option A - Standard ($10,000)
Age Cat.
Group
Bi-Weekly
Monthly
1
Under age 35
$0.30
$0.65
2
35 through 39
$0.40
$0.87
3
40 through 44
$0.60
$1.30
4
45 through 49
$0.90
$1.95
5
50 through 54
$1.40
$3.03
6
55 through 59
$2.70
$5.85
7
60 through 64
$6.00
$13.00
8
65 through 69
$6.00
$13.00
9
70 and over
$6.00
$13.00
Option B - Additional
You can purchase 1, 2, 3, 4, or 5 times your Basic Life (rounded up to next thousand).
Withholding per $1,000 insurance
Age Cat.
Group
Bi-Weekly
Monthly
1
Under age 35
$0.03
$0.065
2
35 through 39
$0.04
$0.087
3
40 through 44
$0.06
$0.130
4
45 through 49
$0.10
$0.217
5
50 through 54
$0.15
$0.325
6
55 through 59
$0.31
$0.672
7
60 through 64
$0.70
$1.517
8
65 through 69
$0.90
$1.517
9
70 and over
$1.40
$1.517
Option C - Family
Purchase 1, 2, 3, 4, or 5 times: Spouse - $5,000 Child (also eligible for Foster) - $2,500
The Federal Employees' Group Life Insurance (FEGLI) covers more than 4 million postal and federal employees and retirees, as well as many of their family members.
Most new federal workers are automatically provided with Basic life insurance coverage under FEGLI. Payroll offices deduct premiums from your paycheck unless you waive this coverage.
In addition to the Basic, you can participate in three Optional FGLI insurance programs. Optional insurance is not automatic, and you must have Basic insurance in order to enroll in optional coverage.
Thanks to postal and other federal unions who helped create this benefit, the government pays one third of the cost of Basic life insurance under FEGLI, and your age does not affect the cost. However, you pay the full cost of Optional insurance, and the cost depends on your age.
FEGLI is operated by a private contractor and is administered by the U.S. Office of Personnel Management.
For information about coverage, see your personnel office the FEGLI pages of OPM's Web site.
FEGLI (Federal Employees' Group Life Insurance) offers Basic life insurance and three types of Optional life insurance at attractive group rates. Newly eligible employees may obtain coverage without having a physical or furnishing proof of insurability. Most employees are eligible to continue their FEGLI coverage when they retire.
Life Insurance Means Peace of Mind for You and Your Family
Almost everyone needs life insurance; how much is for you to decide. Through the Federal Employees' Group Life Insurance (FEGLI) Program, you have several choices in selecting the amount of life insurance that's right for you. FEGLI offers:
Basic insurance: equal to your salary rounded up to the next even thousand, plus two thousand dollars, and
Three types of Optional insurance:
Option A - Standard, in the amount of $10,000;
Option B - Additional, in an amount from one to five times your annual rate of basic pay after rounding your salary up to the next even $1,000;
Option C - Family, one to five multiples of coverage for your spouse and your eligible dependent children. Each multiple is equal to $5,000 for the death of your spouse and $2,500 for the death of each eligible dependent child.
Some important points to keep in mind:
If eligible, you are automatically covered under Basic life insurance, unless you waive it. You must take action, within strict time limits, to elect Optional insurance. If you elect it when you are first eligible, you can get it without having to provide medical information to prove insurability. The FEGLI Program offers group rates and convenient payroll deductions. The U.S. Postal Service pays the entire cost of your Basic life insurance. You pay 100% of the cost of Optional insurance. FEGLI is group term insurance. It does not have any cash or paid-up value. You cannot get a loan by borrowing from this insurance. The amount of life insurance one needs varies by individual.
Who Is Eligible?
Most U.S. Postal Service employees, including part-time employees, are eligible for Federal Employees' Group Life Insurance (FEGLI). If you have a question about eligibility, see your local personnel office. Participation is entirely voluntary. However, if you are eligible, you are automatically covered under Basic insurance, unless you waive this coverage. You will have Optional insurance only if you elect it. Remember, there are strict time limits to elect Optional insurance.
When Does My Coverage Begin?
Basic life insurance coverage for new employees is effective on the first day you are in a pay and duty status in an eligible position, unless you waive this coverage before the end of your first pay period. After your first pay period, you may cancel Basic at any time; the cancellation will be effective at the end of the last day of the pay period in which your local personnel office receives your cancellation.
Optional insurance for new employees is effective on the first day you are in a pay and duty status in an eligible position on or after the day your local personnel office receives your election. You only have 31 days from the date of your appointment to an eligible position to elect Optional insurance. Your opportunities to enroll in Optional insurance after those 31 days are limited.
Pay and duty status means you are not on annual leave, sick leave, donated leave, excused absence, or otherwise absent from duty.
New employees must complete a Life Insurance Election (SF 2817) to cancel Basic insurance or to elect Optional insurance. If you do not complete an election form, you will automatically be covered under Basic insurance only.
What Is Basic Insurance and How Much Does it Cost?
Basic insurance provides term life insurance at group rates. The U.S. Postal Service pays the entire cost of your Basic insurance. If you are eligible, you are automatically covered under Basic insurance, unless you waive this coverage.
Your Basic Insurance Amount (BIA) is equal to the greater of (a) your annual rate of basic pay rounded up to the next even $1,000 plus $2,000, or (b) $10,000.
Basic insurance also provides an Extra Benefit to employees under age 45, at no additional cost. This Extra Benefit doubles the amount of Basic insurance payable if you die when you are age 35 or younger. The Extra Benefit decreases 10% each year until there is no Extra Benefit if you die at age 45 or older.
How Do I Choose the Right Amount of Life Insurance?
Purchasing life insurance is a personal decision that only you can make. You should first consider the funds your survivors will need for immediate expenses, such as: uninsured medical costs, funeral expenses, lawyers' fees to settle an estate, debts, and taxes. Young single people, who often don't buy life insurance because they have no dependents, should consider that funeral expenses can amount to thousands of dollars and should be provided for in some way.
Here are some very general guidelines that may help you. Not everyone will need the same amount of life insurance. Fill in the blanks to estimate your family's needs. If a particular line doesn't apply, or you think it is too much coverage, just skip it. These results are just rules of thumb. For a complete analysis of your needs, you may want to consult a financial planner.
How Much Do I Need?
So you've decided that life insurance is a good idea. Now you'll want to determine how much you'll need. This simple chart can help you come up with an estimate. Fill in the blanks to estimate your family's needs.
LIFE INSURANCE... HOW MUCH DO I NEED?
1. Multiple of your annual income (in dollars) that you wish to provide your family if something were to happen to you $ __________(1)
2. Annual expenses above and beyond daily living costs for you and your dependents (e.g., tuition, care for a disabled child or parent) + __________(2)
3. Emergency funds (3 to 6 months of living expenses) + __________(3)
4. Estimated amount for your funeral expenses (U.S. average is $5,000 to $10,000) + __________(4)
5. Total the estimate of your family's needs (add lines 1 through 4) = __________(5)
6. Your total liquid assets (e.g., savings accounts, CDs, money market funds, existing life insurance) - __________(6)
7. Subtract line 6 from line 5 and enter the difference here: = $__________(7)
The net result (line 7) is an estimate of the shortfall your family could face upon your death. Remember, these results are just rules of thumb. For a complete analysis of your needs, you may want to consult a financial planner. The maximum coverage on your life available through FEGLI is about six times your salary (or about seven times for enrollees age 35 or under), through a combination of Basic, the Extra Benefit, Option A ($10,000), and Option B (maximum of 5 times your salary).
Credit cards are now part of the fabric of America. But sorting through credit card offers can be a daunting and time-consuming task. That’s why the union has endorsed a MasterCard exclusively for APWU members.
The APWU MasterCard offers union members special skip-payment options, low-rate balance transfer offers, no annual fee, competitive interest rates, and a unique member-advocacy program.
The APWU MasterCard is sponsored by Union Plus and was developed solely for union members by the AFL-CIO.
The charts below show how the APWU Union Plus MasterCard stacks up against some of the most popular credit cards in the marketplace today.
The APWU MasterCard Difference
Using the consumer strength of union members, the APWU card offers benefits that other leading credit cards can’t match.
APWU MasterCard
Other Leading Cards
Competitive Rates
Yes
Yes
Union Oversight Committee
Yes, monitors card program and contract to protect union members
No
Customer Service Calls Answered in USA
Yes, all calls answered by representatives in the USA — guaranteed by contract
May be outsourced
Financial Assistance for Cardholders
Yes, help for members with financial difficulties due to disaster, illness or disability and layoff
Not Available
Credit Building Services
Secured card for members with past credit problems or trying to build credit (not identified as secured on credit reports). Also offers credit education and counseling.
Reported as a secured credit card by credit bureaus.
Issuer-Funded Union Scholarship Fund
Supports the APWU scholarship program, which has helped more than 1,000 union family members with grants of $1.6 million over the last 10 years
Not Available
Raise Rates for Late Payments
No
Yes, as high as 28.49% - even for late payments on other bills!
Penalty for Paying Off Debt
No
Yes, some cards charge a $15 fee if inactive for 6 months
Union Member Advocate
Yes, full-time union member to help members with concerns
Not Available
Free Credit Counseling
Yes, to help members
Not available
The APWU MasterCard — and all of the other APWU benefits — work for working families.
APWU members can take advantage of a wide range of home-buying options through the Union Plus Mortgage and Real Estate program. Designed exclusively for union members and their families, the program makes buying, selling and refinancing a home easier and more affordable.
Financing is provided through Chase Home Finance, one of the largest lenders in the U.S. that has served homebuyers for over 90 years. Chase's mortgage counselors can help APWU members through the process and answer questions.
Affordable programs include FHA, VA loans, special programs for first-time homebuyers, and loans for manufactured homes. Programs for borrowers with exceptional credit and for borrowers with "less than perfect" credit are also available.
The Mortgage Assistance Program can help homeowners make their mortgage payments if they become unemployed as a result of a disability. This valuable program was developed solely for union members by the AFL-CIO - to provide peace of mid for union homeowners.
For more information, click here or call 1-800-416-5786.
Call PostalEASE toll-free at 1-877-4PS-EASE (1-877-477-3273)
PostalEASE
PostalEase is the U.S. Postal Service's telephone enrollment system for Thrift Savings Plan transactions, Direct Deposit/allotments and more. The USPS uses several PIN numbers. Please see our PIN Numbers page for a complete explanation of USPS PIN numbers.
Have the following information ready when calling PostalEASE: - Your Social Security Number (SSN) - Your Personal Identification Number (PIN). If you don't know your PIN, call PostalEASE and follow the prompts to request that your PIN be mailed to your address of record. (This takes 10 days or less.)
If using PostalEASE for your allotment/net to bank options, please have the following additional information ready: - Your 9 digit Financial Institution Routing Number (obtain from your financial institution) - Your Account Number and type of account
After completing your transaction you will hear your confirmation number, when your choices will be processed, and when your choices will be reflected in your paycheck. Record this information for your reference.
The Postal Employees Relief Fund (PERF) provides financial assistance for APWU members as well as other postal employees and retirees whose homes and property have been substantially damaged by natural disasters and home fires if the employees are not reimbursed by insurance or grants.
Supported and administered by all employee unions and the Postal Service, PERF is a tax-exempt charitable organization that is funded through donations from federal employees.
APWU encourages its members to support PERF by making charitable contributions to the fund through the Combined Federal Campaign, the government's annual workplace charity drive. (Use designation # 9891.) Each postal district is allotted a six-week period annually between Sept. 1 and Dec. 31 to solicit contributions. (Please contact your USPS District to find out when your CFC campaign will take place.)
New PERF brochures [PDF], posters and DVD’s are available to APWU local and state organizations to distribute during their district's Combined Federal Campaign season. These items can be obtained in limited quantities at no charge while supplies last, through the APWU Human Relations Department. (202-842-4271) Allow two weeks for delivery.
Since its establishment in 1990, PERF has provided nearly $5 million to help USPS employees all over the country recover from the effects of hurricanes, earthquakes, typhoons, floods, tornadoes, mudslides, and forest fires.
To learn more about eligibility for assistance or to obtain an application, please visit www.postalrelief.com, or write to:
Postal Employees Relief Fund P.O. Box 34500 Washington, DC 20043-4500 202-408-1869
APWU members who need assistance with PERF should contact the union's Human Relations Department. Please note that inquiries regarding the status of your application or relief grant must be addressed directly to PERF.
Note: Flexible Spending Accounts (FSAs) expire at the end of each year, but they can be renewed during FSA Open Season. Annual Leave Exchange (ALE) for next year’s leave requires an election during this ALE Open Season. Thrift Savings Plan (TSP) Catch Up Contributions expire at the end of each year, but elections can be made at any time.
Most career nonbargaining unit employees from Rate Schedule Codes (RSCs) E, F, S, V, U, and Z may exchange from 8 to 128 hours in whole-hour increments if their annual leave balance is at least 160 hours as of close of business on January 2, 2009.
Bargaining unit employees from RSCs C, K, M, N, P, T, and Y may exchange from 8 to 40 hours in whole-hour increments if their annual leave balance is at least 440 hours and if they have used less than 75 hours of sick leave for the leave year as of close of business on January 2, 2009.
For bargaining unit employees, the lump sum is calculated on salary as of January 3, 2009, and included in the January 23, 2009, paycheck. For nonbargaining unit employees, the lump sum is calculated on salary as of January 17, 2009, and included in the February 6, 2009, paycheck. These lump sum payments are taxable in 2009.
FERS employees who want to maximize contributions while avoiding the loss of USPS matching contributions should make a whole dollar contribution per pay period equal to the announced maximum divided by 26.
Catch-up contribution elections for 2009 will be accepted beginning at 4:30 a.m. CT on December 17, 2008. You must certify that your regular TSP contributions will reach the IRS maximum.
A few months ago all of our Official Personnel Folders (OPFs) were sent to a contracted scanning source and are now available for employees to view from home via LiteBlue - eOPF Employee Self Service. www.LiteBlue.usps.gov <file://www.LiteBlue.usps.gov/> They cannot be accessed from a Postal Computer.
You may view and print documents in your electronic Official Personnel Folder. You will need your Employee Identification Number and your USPS Personal Identification Number (PIN) to access this system. If you've forgotten your PIN, dial 877-477-3273. Follow the steps and your USPS PIN number will be mailed to your address of record or request it via PostalEASE. https://ewss.usps.gov/esymain.htm <https://ewss.usps.gov/esymain.htm>
Linda Jennings, PHR HR Generalist (Principal) Hawkeye District
Lite Blue is a collection of external websites and internal postal links. Listed below are the different links on Lite Blue and their web address or postal link.
You can visit LiteBlue 24/7 on any computer with internet connections. LiteBlue is the next generation in employee communications. Helping you to communicate faster and stay connected.
It's packed with the information you want about career development, revenue and service performance, products, recognition — you name it. There's even a place where you can give feedback. Did you know you may now view your OPF (Official Personnel Folder) online, request unscheduled leave online, and soon view your pay statements online? You also can access PostalEASE through LiteBlue and change your benefits selections during open season.
You can access information about your benefits, beneficiary forms, Uniform Program information, money management information, and a retirement seminar, all on-line. Also available is e:reassign, the method used to request reassignment to another office or craft. Current employee deals can be found, as well as postal publications such as the Postal Bulletin and NewsLink.
You will want to view LiteBlue often because it will continue to evolve — to transform — and deliver results that serve you better. It's the postal way!
How do you log onto LiteBlue?
You'll need your Employee ID and USPS PIN to log on to LiteBlue.
Your Employee ID is easy to find — just look at the top of your earnings statement. It's the 8-digit number printed just above the words "Employee ID."
Your USPS PIN number is the same one you use to access PostalEASE. If you've forgotten it, there is a Self Service Pin Reset feature on LiteBlue. Just click on "forget your Pin?" after entering your Employee ID.
Please Post
Services Avail Through
PostalEASE and
Lightblue
Telephone 1-877-477-3273
Talk to an operator - option 5
TDD/TTY 1-866-620-7507
Hours of operation 6 AM - 7:30 PM (Central Standard Time)
Lite Blue is a collection of external websites and internal postal links. Listed below are the different links on Lite Blue and their web address or postal link.
To access PostalEASE you need your Employee Identification Number (it can be found on your earning statement) and you USPS Personal Identification Number (PIN)
The Following benefits are accessible through Liteblue and PostalEASE:
Benefits and Compensation
* Health Benefits (FHEBA)
* Life Insurance (FEGLI)
* Beneficiary Forms
* Death Benefits
* Leave Policies
* Annual Leave Exchange
* Savings Bonds
* Uniform Allowance
* Civilian/Military Buybacks
* Donated Leave
* Flexible Savings Accounts (FSA)
* Thrift Savings Accounts (TSP) Enrollment and catch-up
* Allotments/Net to Bank
* Federal W4 Forms
* W2 forms Reprints
Retirement/Separations
* General Information on Retirement
* Requests to File Retirement Applications (Options and Disability)
* Individual Retirement Counseling
* Annuity Estimates
* Creditable Service History
* All Separation Requests
* Hard-copy informational material mailed to your home.
Retirement Seminar information will soon be available to all Postal Service employees through LiteBlue. The retirement presentation includes various segments representing the A to Z information you need to know for retirement planning - whether you are covered by CSRS, CSRS offsett or FERS retirement. All this will be available 24 hours a day 7 days a week via LiteBlue. This information will also be available in a DVD format in the near future.
Important Phone Numbers
Flexible Spending Account
1-800-842-2026
Employee Assistance Program (EAP)
1-800-EAP4YOU
Thrift Savings Plan
1-877-968-3778
Equal Employment Opportunity
1-888-EEOUSPS
Uniform Allowance
1-800-287-5003
National Emergency Hotline
1-888-363-7462
Telephone Job Bidding*
1-800-222-2415
TDD/TTY 1-800-520-0625
*Computer and Telephone Job Bidding Hours are: Monday-Friday, 3AM to Midnight, Central Time, including holidays. Saturday 3 AM to 6 PM Central Time, including holidays
1. One applicant must be a son or daughter of an ative or deceased member of the American Postal Workers Union (APWU) in an Iowa Postal Workers Union (IPWU) affiliated local or Member-at-Large of the IPWU.
One applicant must be an active member of the Iowa Postal Workers Union.
2. One applicant must be a senior attending high school.
One applicant must be a member in good standing with the IPWU.
If there are no applicants in one of these categories, then two will be awarded from on category.
3. The high school senior applicant's parents must have been a member in good standing for at least one year prior to application or must have been a member for one year immediately preceeding death.
4. The active member must have been a member in good standing for at least one year prior to application.
5. Application must be made on the official IPWU appliaction form and must be returned with the required essay to the address on the application.(to request an appliaction send a request to info@apwuiowa.com.)
6. Applicants will be judged on the essay. The essay must not be more than 300 words. The essay will be on the theme; "Why American needs a strong trade union movement."
7. Scholarship winners will be selected by an impartial panel of educators affiliated with the University of Iowa Labor Center.
8. Scholarship recipients must attend an accredited college of choice which does not discriminate due to race, creed, religion, color, sex, sexual orientation, handicap, political affiliation, age or national origin.
9, The award winners must show proof of enrollment, registration) in an accredited college, prior to receipt of the award. If the award winners fail to attend an accredited college or provide proof of enrollment in the award year, the sholarship will go to an alternate.
10. All applications and essays must be received at the post office box not later than June 1. (IPWU PO Box 539, Des Moines, IA. 50302.)
11. IPWU reserves the right to cancel or end this scholarship program at any time provided that all scholarships already granted or announced shall be awarded as stated.
APWU
Scholarship Programs
The APWU will award 15 scholarships in 2010 — ten academic scholarships and five vocational scholarships — to the children and grandchildren of APWU members.
The deadline for submission of applications is March 15, 2010. (See How to Apply below).
Please note that the APWU scholarship rules and the application form were revised for 2010. The appropriate individual application form must be used to apply for either the Hallbeck or Vocational scholarships. Old application forms will not be accepted.
Starting in 2010, The E.C. Hallbeck Memorial Scholarship will award $6,000 ($1,500 annually) to ten recipients (one male and one female from each of the five postal regions) to help pay for their four-year college tuition.
Vocational Scholarship winners will receive up to $3,000 ($1,000 annually) for specialized training in such fields as culinary arts, medical or dental assistant, electrician, real estate, auto mechanic, certified IT/computer education, cosmetology, or massage therapy, etc. Eligible programs can be of a nine-month to three-year duration.
The scholarships are open only to high school seniors.
Click here [PDF] to read about the 2009 APWU scholarship winners, their educational plans, and their parents.
Additional Scholarship Opportunities
In addition to the APWU Scholarship Program, you may wish to consider scholarship programs sponsored by Union Plus.
Since 1992, the Union Plus Scholarship Program, created by the AFL-CIO, has awarded over $2 million to union members and their families who want to begin or continue their post-secondary education at colleges or trade and technical schools. Their awards range from $500 to $4,000. For more information, visit www.unionplus.org/scholarships.
In addition, Union Plus sponsors the National Labor College Scholarship, which grants awards to union members who attend the National Labor College at the George Meany Center for Labor Studies in Silver Spring, MD.
Union Plus also offers a free Scholarship Search, with a database of more than 3,700 scholarships worth over $3.1 billion.
Iowa Federation of Labor
GRADUATE ASSISTANTSHIP
LABOR CENTER
The University of Iowa
The assistantship is offered for those students who have an interest in working in the Industrial Relations or Labor Education area, and it requires that they take an active part in the teaching, research, and/or service activities of the Labor Center.
Requirements to Be Considered for Qualifying for Assistantship Includes:
That the applicant be a member in good standing or the child or ward of a member in good standing (active, deceased or retired) of a local union affiliated with the Iowa Federation of Labor, AFL-CIO.
That the applicant be accepted into a graduate or professional program of study at The University of Iowa.
That the applicant demonstrate a need for financial assistance.
That the applicant profess an interest in labor education and research and have the capabilities to offer assistance to the program at the University.
The appointment requires that the student allocate 10 hours of professional activity per week.
The salary will be determined by The University of Iowa and UE COGS Collective Bargaining Agreement.
COLLEGE SCHOLARSHIP PROGRAM FOR CHILDREN OF FEDERAL EMPLOYEES EXPANDED
WAEPA, a non-profit association founded in 1943, has just announced a significant expansion of its college scholarship program. For the 2008-2009 academic year, the following scholarship awards have been established:
* $4,000 Scholarship -- One award, renewable up to three years. (Total value equals $16,000)
* $3,000 Scholarship -- Three awards, renewable up to two years. (Total value equals $9,000 per award)
* $2,000 Scholarship -- Six awards, renewable up to one year. (Total value equals $4,000 per award)
Plus, in recognition that 2008 will mark WAEPA's 65th anniversary, fifteen additional $1,000 awards have been added. As a result, there will be a total of sixty-five scholarships available for the 2008-2009 academic year.
"We introduced the WAEPA Scholarship program last year and the results were phenomenal -- the response was tremendous and the quality of applicants was exceptional," said John Seal, President of WAEPA. "Since there were so many deserving students, the Board of Directors decided to increase the number of scholarships for the second year of the program."
All applicants are evaluated by an independent firm on the basis of academic record, demonstrated leadership in school, community, or volunteer activities, honors, work experience, goals and aspirations, unusual personal or family circumstances, and an outside appraisal. Only children of WAEPA life policyholders are eligible for the WAEPA Scholarship Program.
ABOUT WAEPA ----------- WAEPA is a non-profit association that provides life insurance to civilian federal employees and their families. Over 40,000 members now belong to WAEPA, and life insurance in-force exceeds $8.3 billion. WAEPA is governed by a Board of Directors composed of senior career executives of the U.S. government who serve on a voluntary non-paid basis.
In addition, WAEPA has also established a premium refund policy. Since 1996 WAEPA has granted eleven premium refunds, which has resulted in WAEPA members receiving over $33 million in premium refunds. This past September WAEPA refunded over $5.3 million in returned premiums to its members.
WAEPA enables federal employees, and their families, to purchase better
life insurance at far better prices. As a superior alternative, or supplement to FEGLI, WAEPA gives its members more coverage, more benefits, and greater flexibility- yet costs much less. WAEPA currently protects over 40,000 federal employees and their families with over $8.3 billion
Iowa Credit Union Foundation Wants Applicants for the 2009 FIB Scholarships
Deadline is Friday, February 6, 2009
High school students will be on holiday break soon, so remind your members to apply for the 2009 Family Involvement Board Scholarship program. Two scholarships are available for non-traditional students as well.
Applicants must complete the entry form and write a 500-word essay on the following topic: Legislation should soon make certain that financial education be mandatory in Iowa schools. Taking the stance of pro-financial education, state your case why this legislation is necessary.
Every year applicants are disqualified because their essay is not close to 500 words. Please make sure you highlight this in your communications!
There are two scholarship programs available. The first is a scholarship for high school students classified as a senior with a projected graduation date of 2009. The nontraditional scholarship is open to any person who is entering or attending an accredited undergraduate, graduate or vocational program.
A total of $5,750 will be awarded. The high school scholarship competition will award a total of $3,750. The first place prize is $1,500; second place is $1,000; third place is $750 and fourth place is $500. The nontraditional scholarship category will award two $1,000 scholarships.
Judging will be based on originality, grammar, clarity and meaningful content of the essay. The deadline for applications is February 6, 2009. Winners will be notified via mail by April 17, and the results will be posted on IowaCreditUnions.com.
Electronic copies of the application can be found on the members-only site under Foundation location under the Community & Media Outreach tab. We encourage you to place the online application link on your website.
The Thrift Savings Plan (TSP) is an essential component of the three-tiered Federal Employees Retirement System (FERS): A FERS annuity, and Social Security and TSP payments that provide retirement income. TSP investments are also an income source for many retirees who receive Civil Service Retirement System
By participating in the TSP, postal and other federal workers have an opportunity to save part of their pre-tax income for retirement - and receive matching contributions from the Postal Service. You can decide how much of your pay to put in your TSP account, which fund to invest it in, and how you want to receive your money when you retire.
Additional information about the features and benefits of the TSP has is available from your personnel office or from the OPM or TSP web sites.
Thrift Savings Plan Information for Postal Employees Source: USPS ELM - Section 590 How To Retrieve Your TSP PIN: TSP PIN Info
The Thrift Savings Plan (TSP) is a retirement savings and investment plan for federal employees. It was authorized by Congress in the Federal Employees' Retirement System Act of 1986. The plan is administered by an independent government agency, the Federal Retirement Thrift Investment Board, whose sole purpose is to operate the plan for the benefit of the participants. Policies and regulations of the board are controlling in the event of conflict with the information contained in this subchapter.
TSP has established a TSP Web Site at http://www.tsp.gov to provide employees with general information, forms, and publications. Two telephone response systems are available for general information as well as personal account information. The TSP ThriftLine at (504) 255-8777 is an automated voice response system, and the Text Telephone at (504) 255-5113 is designed for hearing impaired employees. The TSPBK08, Summary of the Thrift Savings Plan for Federal Employees, and other TSP materials are available at local personnel services offices and on the web site.
TSP OPEN SEASON Open season is the period during which employees may make an election with respect to the TSP.
a. There are two open seasons each year. b. Each open season lasts for 2 and 1/2 months with the election period being the last month of the open season. c. Open seasons are from May 15 through July 31 and from November 15 through January 31.
During open season an eligible employee may submit an election to:
a. Begin contributions. b. Change the dollar amount or percentage of current contributions. c. Reallocate current contributions to different investment funds. d. Terminate contributions.
TSP CONTRIBUTIONS All contributions to the TSP are based on basic pay. Basic pay includes higher level pay but does not include cost-of-living adjustments (COLA, TCOLA), overtime pay, night differential, military pay, allowances, premium pay, or lump-sum terminal leave payments.
Contributions must be made in whole percentages or whole dollar amounts.
FERS Employees A FERS employee may contribute a percentage of basic pay up to a maximum of 10 percent or a whole dollar amount which does not exceed 10 percent of basic pay. Contributions are withheld each pay period.
CSRS Employees CSRS and CSRS offset employees may contribute a percentage of basic pay up to a maximum of 5 percent or a whole dollar amount which does not exceed 5 percent of basic pay. Contributions are withheld each pay period.
Automatic Contributions - FERS Employees The Postal Service automatically contributes an amount equal to 1 percent of the employee's basic salary every pay period. This agency automatic (1 percent) contribution starts the first pay period in the first election period that the employee is eligible to contribute and is made even if the employee chooses not to contribute. The employee's salary is not affected by this automatic contribution.
Automatic Contributions - CSRS Employees There is no agency automatic (1 percent) contribution for CSRS employees
What You Need to Know About the Thrift Savings Plan
By Kimberly Lankford, Contributing Editor, Kiplinger's Personal Finance
May 14, 2009
I invested in my former employer's 401(k) plan for years, then lost my job. I now work for the federal government and have the opportunity to invest in the Thrift Savings Plan. How does this plan work, and can I roll my 401(k) money into it?
The Thrift Savings Plan is a lot like a 401(k) for federal employees and members of the military, and many more people are likely to be introduced to it over the next year or so, as the federal government becomes a good source of new jobs in this economy.
As with a 401(k), your contributions to the TSP lower your taxable income and grow tax-deferred until retirement. Many federal employees get an employer match (it generally depends on the retirement system you belong to), although most members of the military do not. The contribution limits are similar to those in a 401(k) -- you can contribute up to $16,500 to the Thrift Savings Plan in 2009, plus an extra $5,500 in catch-up contributions if you're 50 or older. (Members of the military who are deployed can contribute all of their tax-exempt combat-zone pay, as long as their total contributions for the year don't exceed $49,000). You'll generally have to pay a 10% penalty - as you would with a 401(k) -- if you leave your job before age 55 and withdraw the money (there is an exception for eligible military reservists called to duty for more than 179 days).
You can roll your 401(k) money into the Thrift Savings Plan, which may be a good idea because it has incredibly low fees (18 cents to 19 cents a year for every $1,000 invested for most of the funds, which equals just $18 or $19 a year in investment-management fees on a $100,000 portfolio). Pre-tax money in a traditional IRA, 403(b) or 457 can also be rolled into the TSP.
Instead of providing a selection of well-known funds, the TSP offers five index funds, including ones that invests in large companies (called the C fund), small companies (S fund), international firms (I fund), fixed- income investments (F fund) and government securities (G fund).
Or you can opt for one of the Lifecycle funds, which builds a diversified portfolio of the other funds to match your retirement time horizon. A Lifecycle fund (called an L fund) starts out with more money invested in stock funds -- when you have many years before you plan to touch the money - then gradually become more conservative as your goals get closer. The fund automatically adjusts the investments every quarter, so you don't need to make any changes. You should pick the Lifecycle fund with a target date closest to when you plan to start withdrawing the money. Visit the L funds page at TSP.gov to see how the allocation becomes more conservative as time passes.
Visit the "Returns and Share Prices" page of the Thrift Savings Plan Web site for each fund's returns. See the "TSP Fund Information Sheets" for details about each fund.
You can keep the money in the TSP after you leave your federal job to benefit from the low fees, or you can roll over the money into an IRA or a new employer's 401(k), 403(b) or 457. You must start taking required minimum distributions from the TSP after you turn 70 ½ or the year you leave federal service, whichever is later (the minimum-distribution requirement was waived for 2009, just as it was for IRAs and 401(k)s). For details about the TSP withdrawal requirements, see "Important Tax Information About Your TSP Withdrawal and Required Minimum Distributions."
For more information about the TSP, click on "Forms and Publications" on the TSP.gov page, then "Publications," then "Booklets," then "Summary of the Thrift Savings Plan."
The APWU office of Industrial Relations has published this special issue of the CBR, addressing contract issues involved in employees' Voluntary Transfers. This CBR deals with contract rights that may become problems for our members who seek to transfer from one installation to another. (Please remember the term "transfer" does not properly apply to employees' changes from one craft to another within the same installation. A "transfer" is a move from one installation to another, with or without a change in job title or craft.) (NBA's)
Unemployment Compensation: The Unemployment Compensation for Federal Employees Program (UCFE) is administered by each state under separate agreements with the U.S. Secretary of Labor. Although unemployment compensation benefits vary from state to state in accordance to each state's employment security law, each state law requires that a claimant:
Be unemployed or be employed less than full-time as defined by the state employement security law with earnings less than an amount specified in the state law.
Register for work and file an unemployment compensation claim at a local state employment security office.
Have worked a specified amount of time or have earned a specified amount of wages, or both, within a certain period.
Be able to work.
Be available for work.
Be actively seeking work.
Report periodically to the local state employment security office.
For more information contact your state employment security office or consult the Employee and Labor Relations Manual (ELM) at USPS.com. Click here!
New Union Plus benefits help union members facing financial hardship
With many working families in financial distress as a result of the sharp downturn in the U.S. economy, Union Plus is launching a program of new and enhanced benefits to assist eligible union members facing hardships.
Union SAFE will provide $1 million in assistance to help eligible members. Benefits include:
Credit counseling
Save My Home Hotline
Hospital Care Grants
Job Loss Grants
Disability Grants
Mortgage Assistance
And, to help members finance their children’s college educations, Union SAFE offers College Savings Grants
This $1 million initiative offered by Union Plus to eligible union members demonstrates that the labor movement is answering President Obama’s call for a new era of responsibility to help those who have fallen on hard times, says Leslie Tolf, president of Union Privilege, provider of the Union Plus benefits.
"We are all hopeful today because President Obama is working to help middle-class Americans struggling in this worsening recession," Tolf says. "America’s unions and Union Plus are doing what we can right now to assist members in trouble – especially those who participate in a Union Plus program."
To learn more about all of the money-saving Union Plus benefits available to union members visit Union Plus.
U.S. Savings Bonds: Postal Employees may purchase U.S. Savings Bonds through payroll deduction. U.S. Savings Bonds can be a smart addition to a personal savings program. Advantages include stable rates, paying no state or local income taxes on Savings Bond interest, and no federal tax until you cash the bonds. Backed by the U.S. Treasury, U.S. Savings Bonds are one of the most secure investments that you can make. To learn more about U.S. Savings Bonds visit the Savings Bonds Web site or call 1-800-4US-BOND (1-800-487-2663). To enroll, request PS Form 1192 (U.S. Savings Bond Authorization for Purchase and Request for Change) from your local Human Resources office.
One thing in life that's guaranteed is our obligation to pay taxes. Did you know that you can change your Federal tax withholdings via PostalEASE? Current year W-2 information is available for viewing online via PostalEASE. In addition, you may request W-2 information from any of the last 15 years to be reprinted on an official document and mailed to you.
It all happens systematically and you can do it from the comfort of your home via LiteBLUE. All you need is your Employee Identification Number (EIN) and PostalEASE PIN. If you don't have your PIN, you can re-set it via PostalEASE as well.
Iowa and Illinois State W4 forms are available at the link below and should be mailed to the HRSSC in Greensboro, NC.
Just in time for summer vacation! Union families can now save as much as $26 on each Disney World ticket purchased for the four major theme parks. You can also use your Union Plus Entertainment Discount for discounted "park hopper" tickets that admit you to all four theme parks -- MagicKingdom, Epcot, Hollywood Studios, and Animal Kingdom -- plus water parks and more.
Already been to Disney World? Use your Union Plus Entertainment Discounts to save as much as 40% off regularly priced movie tickets, and get discounts on gift certificates, Major League baseball tickets, museum admissions, Broadway tickets, and a lot more.
Remember to use Company Member ID: 744387769 when calling or ordering tickets by mail.
Check out age and height requirements for any theme park attractions before arriving. You don't want your child to look forward to a ride he or she can't go on because of age or height. Save time and use the Disney World Fastpass. It's free, it's simple, and it saves you tons of time standing in line for those highly popular rides.
Discover ways to save money by avoiding credit card fees. Learn the value of boosting your credit score by just 30 points. Find out how to read your credit report. You'll learn this and more by watching the recent Webinar (“online seminar”) conducted for union members by credit expert and consumer advocate Gerri Detweiler.
Watch this 60-minute presentation now or whenever it fits your schedule. Then follow Gerri's proven tips for getting out of debt. They work for even the tightest budgets.
Check your credit report free at AnnualCreditReport.com. For help understanding what FICO credit scores mean and how they affect you and your family, check out myFICO from Union Plus. Or visit UnionPlus.org/CreditCounseling. You can also speak with a credit counselor by calling 1-877-833-1745.
Do you have a student in your family headed to college in fall of 2009? Union members, their spouses, and dependent children are eligible to apply for Union Plus Scholarships. Awards of $500 to $4,000 can be used at any accredited college, university, community college, or recognized technical or trade school. This also includes graduate school. Sign up to receive email notification when scholarship applications become available in September 2008.
Before your student leaves home for college make sure to have a serious discussion about the lifelong value of responsible financial management. Successful personal money management skills are every bit as important to lifelong success as earning a diploma. "Starter" tips include: (1) prepare and stick to your budget, and (2) use credit and debit cards with care. You and your student can read more at More Dollars and Cents Sense for New College Students.
Beginning July 11, 2008, the Apple iPhone will be added to the Union Plus AT&T Discount Program. Members will be able to purchase the new 3G iPhone at regular price and receive the 10% Union Plus discount off the AT&T service. Please note the discount only applies to service using the new 3G iPhone. There will be no discount for service using the original iPhone.
What's your new FICO 2008 credit score? If you don't know, you'll want to find out. Here's why.
Your FICO score is used by businesses to make credit, insurance and job-related decisions about you. Formulas used to develop these scores are updated periodically to reflect changing trends in consumer behavior. The most significant update in years was just introduced. As a result, you may see a change in your score even though your credit habits remain the same.
With a weak housing market in many parts of the country, some homeowners are uneasy. Even if their own mortgage loans are healthy, the experience of others may be depressing home values in their area and restricting mortgage programs. How healthy is your home mortgage? Find out by completing the Union Plus Home Mortgage Check-Up. It's free to union members.
The AFL-CIO General Board officially endorsed Senator Barack Obama and launched a new Web site to help educate union members about Sen. Obama’s background and his record of fighting for working families. The new Meet Barack Obama Web site features videos, downloadable fliers and a briefing book laying out his positions on issues key to working families.
"Let me know if you need any assistance with any of the Union Plus programs." Complete our feedback form and Tabitha Harris, the Union Plus Customer Service Manager and an OPEIU Local 2 member will follow up to ensure you're satisfied.
Did you know?: Look for the next E-News issue on August 12 from enews@unionprivilege.org: Computers, Internet service, and more.
EmailAdminCenter
Union Privilege backs all the Union Plus benefits so union members get the service they deserve. If you have questions or comments, please contact the Union Plus Customer Service here.
The December issue of the FedRooms Check-in, the FedRooms quarterly newsletter for travelers, is attached for your review. The newsletter contains FedRooms program information, tips for frequent travelers, and a survey requesting your feedback about the newsletter. Additionally, there are details about the upcoming "FedRooms 101" training Webinar. This newsletter will also be posted online at http://www.fedroomsinfo.com/travel_newsletter.html.
Please pass this information along to other travelers within your agency.
FedRooms, the only government-wide, GSA-sponsored hotel program, offers simplified hotel selection and rate protection for federal travelers. The FedRooms Rate. Ask for it by name. Accept no substitutes.
The Employee Assistance Program (EAP) is new and improved and every member should look into what the program has to offer. It's not just about drug and alcohol abuse, it's a whole lot more!
AFLAC
To the Members of the APWU,
There is some important news regarding your AFLAC benefits that I wanted all of you to be aware of. AFLAC has introduced a new Cancer policy that has increased treatment payouts and updated benefits that correspond with new procedures and technologies in the treatment of Cancer today.
If you already have Aflac’s Cancer Indemnity Plan: Your plan and rate is not being affected by this introduction. If you choose, AFLAC is offering a loyalty discount to anyone who currently has a cancer policy that has been in effect for 12 months; that wishes to convert to the new policy. This can be done once your current policy has been in force for 12 months. Please contact us if you would like to make a comparison. In addition, please let me know if you or a family member have had a cancer screening and have not used your Wellness Benefit.
Rate Bi-WeeklyIndividual1 Parent FamilyPrimary/Spouse 2 Parent Family
New- Age 18-35 13.68 13.68 26.46 26.46
New Age 36-45 19.74 19.74 36.42 36.42
New- Age 46-55 26.58 26.58 50.16 50.16
New- Age 56-70 32.88 32.88 63.66 63.66
While the coverage is stronger, the age bracket levels warrant careful consideration! By getting the current plan, you protect your family while minimizing your investment. No change is happening to rates on the current plan.If you would like to sign up for the current Cancer policy and get locked in to the current rate, you only have until October 20th and then it will be pulled from the market. After the 20th, it will no longer be available.
Please contact me with any questions you have concerning this matter.
This group is designed to have an avenue for all postal employees to have a place to chat about anything concerning our passion, motorcycling. We want to start a nationwide network of postal brothers and sisters, their families and friends.
RIDING TOGETHER is what it's all about, but even if you are between bikes, or thinking about buying your first bike, swap stories, swap information or parts. Buy or sell a bike! This site will develop and change to suit the members.
What a better way to plan your next trip. Contact brothers and sisters from all over the country, and find out what are the best, most scenic, or fastest routes through their neck of the woods. Maybe you can line up someone to ride with when you get to your destination?
Each city can have it's own club, so to speak, and they can draw information from all the other clubs. Think of it. How many motorcycles do you see parked at work each day? Many more people have bikes but don't ride to work. All together there must be tens of thousands of us. UNITE!
We don't care what brand you ride, as long as you RIDE! No officers, no rules, no fees! Just fun.
Since I have been in this group I have been on a dozen rides with new people. Every ride the group changes a little, depending on who shows up. I always have someone interesting to ride with!
The APWU and USPS have a joint program with LifeCare.com to provide services to APWU members and eligible family members.
Some of the services offered are: Prenatal services; Adoption Service; Child care services; Emergency care services; Special needs service; Summer care services; Academic services; Adult care services; and Personal services.
The IPWU yearly Scholarships of $500 each are offered to a child of an active or deceased member of the IPWU, and the other scholarship is offered to an member of the IPWU.
The APWU and other various labor organizations also offer scholarships. Watch this page for more info as they become available.
Union Plus is brought to you by Union Privilege, established by the AFL-CIO to provided consumer benefits to members and retirees of participating labor unions.
Union Plus
Congratulations!
Because you are a current or retired union member, you
and your family are automatically eligible to start using
your union's Union Plus benefits as described below.
You may be eligible for other benefits from your union.
Check www.apwu.org. For Union Plus benefits updates, visit www.unionplus.org. Take advantage of these
benefits today!
Union Plus benefits from Union Privilege are the only
consumer benefits endorsed by the AFL-CIO and your union.
benefits today!
Union Plus benefits from Union Privilege are the only
consumer benefits endorsed by the AFL-CIO and your union.
visit www.unionplus.org. Take advantage of these
benefits today!
Union Plus benefits from Union Privilege are the only
consumer benefits endorsed by the AFL-CIO and your union.
benefits today!
Union Plus benefits from Union Privilege are the only
consumer benefits endorsed by the AFL-CIO and your union.
Member Benefits
On the job, you get the protection of a contract and more strength in the workplace. Off the job, the Union
Plus programs, using the collective purchasing power of millions of union members, offer you a wide range of
high quality benefits with great value. Union Plus programs deliver the quality, service and savings that you
and your family deserve.
Member and Consumer Advocacy
The Union Plus Member Advocacy Program will assist you if you have questions or concerns about any of
the Union Plus programs. Full-time union member advocates are devoted solely to providing you immediate
help. Union Plus also provides a wealth of consumer information to help you improve the quality of your life
everyday.
Delivering Savings and Unique Benefits
With the Union Plus programs, you and your family will receive union member-only rates, discounts and
special features like skip payments and financial assistance in the event of disability or layoff. The Union
Plus programs are designed specifically for union members and their families. That is why you won't find the
savings and benefits associated with the Union Plus programs anywhere else.
Take Advantage of the Savings
Take a look at all of the money-saving benefits available to you as a union member. Then contact the
programs that can help you and your family today!
This program listing was last updated: October 11, 2007
Money & Credit
Credit Card
A union endorsed credit card, with low-rate balance
transfers, a competitive rate, no annual fee, strike
skip payments and a unique Member Advocacy
Program.
1-800-522-4000
UnionPlusCard.com
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Insurance Deals
Health & Well Being
Credit Counseling
Regain control of your finances and stop collection
calls. Get help from a high quality, non-profit
counseling service, with free counseling and debt
management plans.
1-877-833-1745
UnionPlus.org/CreditCounseling
Your Credit Score
Learn your credit score and get help improving it.
UnionPlus.org/CreditScore
Online Tax Service
Save big on online tax preparation compared to
TurboTax® and TaxCut®. Just answer some simple
questions to prepare your federal and state taxes,
then e-file your returns. Free federal returns for lower
income households.
UnionPlusRefund.com
Union-Made Checks
Union-printed checks and return-address labels that
feature your union logo.
1-888-864-6625
UnionPlus.org/Checks
Online Savings Account
Earn more on your savings by depositing your money
into an HSBCdirect Online Savings account. Union
members can earn a special bonus.
1-866-655-5334
UnionPlusSavings.com
Union Plus Secured Card
You can establish or rebuild your credit history with
this secured credit card. Unlike other secured cards,
there are no application or set up fees. Cardholders
can graduate to a regular unsecured credit card after
18 months of on-time payments.
1-800-651-5108
UnionPlus.org/SecuredCard
Pet Insurance
Cut the cost of owning a pet. Save 10% on pet health
insurance premiums.
1-866-473-7387
UnionPlus.org/Pets
Health Savings
Reduce your family’s out-of-pocket health care
expenses with discounts on dental and vision care,
prescription drugs, hearing, podiatry and diabetic
supplies.
1-877-570-4845
UnionPlus.org/HealthSavings
Health Club Discounts
Pre-negotiated 20% to 60% discounts on monthly
fees at over 1,500 health clubs.
1-888-294-1500
UnionPlus.org/HealthClubs
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Education Services
Auto Advantages
House & Home
Education Services
Provides information about loans, scholarships, how
to select a school, how to prepare for college entry
tests, and much more.
1-877-881-1022
UnionPlus.org/Education
Union Plus Scholarships
The Union Plus Scholarship awards $150,000
annually to members, their spouses and their children
who are pursuing a secondary education at a
university, college, trade or technical school. The
Union Leaders of Future Scholarship helps women
and people of color become union leaders. The Union
Plus National Labor College Scholarship awards
$25,000 annually to those enrolling in the National
Labor College.
UnionPlus.org/Scholarships
Car Rental Discounts
Save up to 25% on car rentals.
Avis 1-800-698-5685, ID# B723700
Budget 1-800-455-2848, ID# V816100
UnionPlus.org/CarRentals
Goodyear Tire & Service Discount
Save up to 10% when you service your car or buy
tires, and support union workers who make many
Goodyear tires.
UnionPlus.org/Goodyear
Motor Club
Have peace of mind on the road with a full-service
motor club that’s a better value than AAA. Get
emergency roadside assistance and locksmith
services (up to $100 per service call) from 40,000
service providers nationwide. All calls answered in
the U.S.
1-866-437-9274
UnionPlus.org/MotorClub
Auto Buying
Save time and money when you buy a new or used
car or truck. Get pre-negotiated fleet pricing on most
new vehicles, typically just 2-3% over dealer invoice.
1-866-437-2336
UnionPlus.org/AutoBuying
Mortgage & Real Estate
Makes buying or selling a home or refinancing a
mortgage easier and more affordable. Features
include strike, layoff and disability assistance, and an
easy over-the-phone application process.
1-800-848-6466
UnionPlus.org/Mortgage
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Everyday Savings
Travel & Recreation
Moving Discount
Preferred moving discounts.
1-800-593-2526
UnionPlus.org/Moving
Pet Savings
Cut the cost of owning a pet. Save 25% on
veterinarian services.
1-888-789-PETS (1-888-789-7387)
UnionPlus.org/Pets
Home Heating Oil Discounts
Save an average of $200-$300 a year on home
heating oil. Available in CT, MA, NJ, NY, RI, NH,
ME, PA, MD, DC and VA.
1-800-660-0691
UnionPlus.org/HeatingOil
ConsumerReports.org Discount
Save 27% on an annual subscription to
ConsumerReports.org, Consumer Reports’ online
consumer information web site featuring Product
Reviews, Product Ratings and Buying Guides. You’ll
also get the latest issue of the magazine online.
UnionPlus.org/ConsumerReports
Flower Discount
Save 20% when you send flowers.
1-888-667-7779
UnionPlus.org/Flowers
Union-Made Clothing Discounts
Buy union-made apparel and save with a minimum
5% discount on everything you buy. Jeans, dress
shirts, casual wear, jackets and more.
Justice Clothing Co. 1-888-661-0620
No Sweat Apparel 1-877-922-7827, Code:
UnionPlus
Union Jean & Apparel Co. 1-888-937-8009,
Code: UnionPlus
UnionPlus.org/Clothing
Powell's Bookstore
Save on new and used books and textbooks at this
discount unionized Internet bookseller.
UnionPlus.org/Books
Cruise Discounts
Save a minimum of 5% on cruises anywhere in the
world from Norwegian Cruise Line. Enjoy Hawaii with
NCL America, which operates US-flagged, all union
cruise ships.
1-866-867-0593
UnionPlus.org/Cruises
Worldwide Vacation Tours
Discounted international travel packages and tours.
Union members save $100.
1-800-590-1104
UnionPlus.org/Tours
Entertainment Discounts
Save on movie tickets and rentals, theme parks,
theaters, and sporting events.
1-800-565-3712, ID# 744387769
UnionPlus.org/Entertainment
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Computers & Tech
For up-to-date program information, sign up for E-News
at www.UnionPlus.org/Enews
The Union Plus benefits are brought to you by:
Union Privilege
1125 15th Street, NW, Suite 300
Washington, DC 20005
Visit UnionPlus.org for updates on all your union's Union Plus benefits.
No union dues are used to provide these benefits.
To print another copy of this guide, visit UnionPlus.org/PDFguide.
No union dues are used to provide these benefits.
To print another copy of this guide, visit UnionPlus.org/PDFguide.
10/11/07
Car Rental Discounts
Save up to 25% on car rentals.
Avis 1-800-698-5685, ID# B723700
Budget 1-800-455-2848, ID# V816100
Hertz 1-800-654-2200, ID# 205666
UnionPlus.org/CarRentals
Dell Computer Discounts
Discounts on computers and accessories.
1-800-695-8133
Member ID: PS16626766
UnionPlus.org/Computers
Internet Service Discount
Get huge savings on high-speed dial-up Internet
service. Features include pop-up blockers, spam
filters, virus protection and more.
1-888-868-6818
UnionPlus.net
Broadband Phone Service (VOIP)
Save up to 85% on your phone bill with Union Plus
Voice. It’s easy to use. Just connect to your existing
broadband Internet (cable or DSL) connection. A
variety of calling plans with low monthly rates are
available.
1-888-868-6818
UnionPlus.net/Voic
New policy rates are approximate; many options are available on the new plan to customize your coverage. Rate comparisons are using comparable coverage to the new plan. they may vary slightly from state to state.
If you do not have a cancer policy PLEASE READ CAREFULLY: While the current cancer policy is not age related, the new one is. The price difference if you are 46 or older is substantial as you can see from the chart below:
The Voluntary Benefits Plan provides voluntary insurance benefits designed especially for APWU members. It offers disability, life, dental, hospital indemnity and now automobile insurance, as well as numerous other programs.
These benefit plans are available only to dues-paying members of the American Postal Workers Union.
The Voluntary Benefits Plan also offers the most comprehensive prepaid Group Legal Services Plan.
The Voluntary Benefits Plan has been providing benefits to APWU members nationwide since 1986, with low group rates and convenient payroll deduction payment options. Benefit plans are available to active, retired and transitional members.
To learn more about the wide array of benefits available to APWU members, visit the Voluntary Benefits Plan Web site.
CSRS Death benefits.mht
South Central Scholarship App.doc
APWU Health Plan.pdf
Exists to help active and retired postal employees, both management and craft, who incur a significant loss in property damage
