Preparing for Retirement
January 15, 2025Retirees Director Nancy Olumekor urges postal workers, whether you’re 5, 10, or 30 years from retirement, to prepare by attending retirement planning seminars hosted by the APWU Retirees Department and staying abreast of relevant legislation.
magazineRetireesNancy Olumekor
Every year, we make New Year’s resolutions to plan for the future. One area to plan for is retirement. Whether your retirement is five, 10, or 30 years down the road, there are several questions you need to get answered: First, what is your retirement system? Is it the Federal Employees Retirement System (FERS) or Civil Service Retirement System (CSRS) Offset? Are you one of the handful of employees in CSRS, meaning that you already have over 42 years of service and will receive a pension of 80 percent? Do you know how your federal pension will be calculated when you retire, or what role Social Security will play in your retirement income? What about the Thrift Savings Plans (TSPs)? Do you understand how the money is invested, or why management pays a share? How does your sick and annual leave figure into the retirement equation?
These questions can all be answered in the retirement planning seminars conducted online by the APWU Retirees Department at least once a quarter. For dates and times, visit apwu.org/events. In addition, we conduct in-person seminars at the local, state, and national levels. Contact us at RetireeQandA@apwu.org if you have questions. Our counselors are very knowledgeable and experienced in the matters related to your retirement.
Legislative and Executive Actions
Legislative or executive decisions made by Congress or the White House may affect your retirement. We must remain vigilant and ready to act on legislative issues that impact your retirement benefits. Congress enacted Social Security in 1935. Social Security is the only source of retirement income for many Americans. Postal workers and most postal retirees have paid into Social Security. Current postal workers pay into three retirement programs – the FERS pension, Social Security, and TSP. The retirement benefits you pay for as you work must be protected from the whims and plots of politicians. Think tanks, with the help of Congress, are looking at ways to reduce your benefits without your advice or consent. The APWU supports the following legislative priorities to protect and improve your retirement benefits.
The Federal Retirement Fairness Act, if signed into law, would allow temporary postal and federal employees who are promoted to career status, the option of “buying back” the time that they worked as a noncareer employee to use toward their retirement. It would affect over 100,000 APWU members who have converted from temporary to career status.
The Equal COLA Act would fi x the cost-of-living adjustment (COLA) discrepancy created by Congress in the 1980s. Under the current system, all annual COLAs are based on the percentage increase in the Consumer Price Index (CPI) for urban wage earners and clerical workers (CPI-W). CSRS retirees receive a COLA equal to the CPI-W increase, while FERS retirees only receive an equal COLA if the CPI-W increase is 2 percent or below. If CPI-W is over 3 percent, 1 percent is subtracted from the CPI-W for FERS.
The Social Security Expansion Act would strengthen and enhance Social Security. Some features of the bill would subject income above $250,000 to Social Security taxes; calculate COLAs using the CPI for the Elderly (CPI-E), and make the Special Minimum Benefit 125 percent of the poverty line. It is estimated that this bill will make Social Security solvent for over 70 years, since the extremely wealthy would pay the same tax rate as the average employee.
The Social Security Fairness Act would repeal the Windfall Elimination Provision (WEP) and the Government Pension Offset (GPO), which are parts of a Social Security law enacted in the 1980s, that unfairly reduce, or sometimes eliminate, Social Security benefits for millions of local, state, and federal annuitants.
What steps will you to take to ensure that your representatives on Capitol Hill are aware of your position on these issues? ■
Preparing for Retirement0
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Progress Is A Must In This New Year
January 15, 2025Human Relations Director Daleo Freeman outlines goals for the department in 2025, including to continue trainings for locals and states, and to utilize Regional Resource Assistants to better assist locals and states with their issues.
magazineHuman RelationsDaleo Freeman
The Human Relations Department would like to wish everyone a Happy New Year. As another year rolls over, it is time to reflect and hope for a brighter future. In 2025, the Human Relations Department will hold its Educational Assembly in Houston, TX. We will build unity and solidarity and efficiently equip members through education and empowerment. During this educational event, members will be informed on topics such as the Office of Workers’ Compensation Program (OWCP), the Employee Assistance Program (EAP), Veterans’ Rights, Civil Rights, Voting Rights, Economic and Social Justice, and Equal Employment Opportunities (EEOs). We will do our best to inspire and energize in the new year.
The Employee Assistance Program
This year, we will be providing locals and states with more guidance on how to effectively utilize EAP in their local areas. We will continue to meet actively to stress the importance of assisting members as they need it.
The Office of Workers’ Compensation
After a successful year in 2024, we will keep the momentum going by conducting more training related to the OWCP. Although we organized many notable training courses across the country this past year, there is still more work to be done. In this new year, the Human Relations Department aims to continue trainings for locals and states, and to utilize Regional Resource Assistants to better assist locals and states with their issues. Our mission is to continue this year by building on our program and providing excellent training for all.
Veterans’ Rights and Benefits
As reported in 2023 and 2024, we initiated a program for our U.S. veteran service members, organized a database to recognize and encourage them, and to build a coalition. We are committed to using all the tools and resources at our disposal to build and mobilize our membership. Please stay informed and encourage all veterans to pay attention to our communication channels for resources and updates on our progress.
Civil Rights and Engagement
As we continue to strive for equality for all, I am excited to announce that our department takes on the issues of today. We are looking forward to this year. We are fueling the momentum we carried into this year by becoming more knowledgeable and empowered on all platforms, while stressing the importance of mobilizing and continuing to secure assistance for all who are in need.
Equal Employment Opportunity Commission
This year we will be providing our members with much-needed guidance on how the Equal Employment Opportunity Commission (EEOC) works, as well as an overall handbook of the EEOC process. We know how tedious the EEOC process can be, so your Human Relations Department intends to produce an informative manual specifically for APWU, on the EEOC rules and processes, and general guidelines on how to navigate through them. Currently, we are not providing representation, but it is important that we provide a resource that is readily accessible to all members. Please stay tuned for more information on the upcoming issue of the new EEOC booklet, which will be shared with all our members.
Lastly, I want to thank all who will be taking on the challenges that we face this year. I’m confident that all these challenges will better forge together the common goals we wish to accomplish in 2025. This department looks forward to addressing your needs, providing resources, and offering opportunities to get involved throughout the year. We can do it better when we work together. Thank you all. ■
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Understanding the Pregnancy Discrimination Act
January 15, 2025 Research & Education Director Joyce B. Robinson shares important information on the Pregnancy Discrimination Act from the US Equal Employment Opportunity Commission, and explains what to do if you feel you are a victim of pregnancy discrimination in the workplace.
magazineResearch and EducationJoyce B. Robinson
The Pregnancy Discrimination Act (PDA) of 1978 amends Title VII of the Civil Rights Act of 1964. Discrimination based on pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination. Pregnant women and their related conditions must be treated in the same manner as other employees with similar disabilities or inability to work. The Pregnant Workers Fairness Act (PWFA), effective June 27, 2023, strengthened the law.
Pregnancy Discrimination Violates the Collective Bargaining Agreement
Pregnancy discrimination violates Article 2, Non- Discrimination and Civil Rights, Section 1, Statement of Principle of the Collective Bargaining Agreement (CBA) between the Postal Service and the union, which states, “The Employer and the Union agree that there shall be no discrimination by the Employer or the Union against employees because of race, color, creed, religion, national origin, sex (including pregnancy), age, or marital status.” Therefore, if an employee is temporarily unable to perform her job due to pregnancy, the Postal Service must treat her the same as any other temporarily disabled employee by providing light duty, modified tasks, alternative assignments, disability leave, and leave without pay. In addition, it violates the Employee and Labor Relations Manual (ELM), Article 672.1 b.
Pregnancy and Maternity Leave
Under the PDA, employers must treat pregnant employees the same as other employees with temporary disabilities. If an employee has been absent from work due to a pregnancy related condition and recovers, her employer may not require her to remain on leave until the baby’s birth. Employers must provide reasonable accommodations to employees with limitations related to pregnancy, childbirth, or related medical conditions. This could include modified work schedules, more frequent breaks, or time off for medical appointments. Temporarily disabled leave or leave without pay must be granted for pregnancy. The job must be held open for a pregnancy-related absence the same as for employees on sick or temporary disability leave. It is illegal for the employer to retaliate against an employee for fi ling a discrimination charge or participating in an investigation on pregnancy discrimination.
What To Do If You Are a Victim of Pregnancy Discrimination
If you feel that you are a victim of pregnancy discrimination, take the following actions:
Write Down What Happened – Record the date, time, and place of the incident and include what was said and identify witnesses. Keep a copy of these notes at home.
Contact Your Union Representative – File a grievance within 14 days of the incident, citing a violation of Article 2, Article 13, Article 19, and Article 30.
Keep Copies of Job Evaluations – Keep records at home of all evaluations that show that you do a good job at work. Your supervisor may criticize your job performance later in order to defend the discrimination.
File an Equal Employment Opportunity Commission (EEOC) Complaint – A pregnancy discrimination charge must be fi led within 45 days of the discriminatory action to preserve your legal rights. EEOC regulations require that EEO complaints against the Postal Service must be fi led with the Postal Service. You may use PS Form 2565, EEO Complaint of Discrimination in the Postal Service, to fi le your formal EEO complaint. For a copy of PS Form 2565, EEO Complaint of Discrimination in the Postal Service, contact Research and Education Department Director Joyce B. Robinson at jrobinson@apwu.org. ■
Resources: Pregnancy Discrimination Act, US Equal Employment Opportunity Commission, Collective Bargaining Agreement between the APWU and the USPS, and the USPS Employee and Labor Relations Manual (ELM).
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Organizing for the Year Ahead
January 15, 2025Organizing Director Anna Smith shares tips on how to make union organizing a part of your new year’s resolutions.
magazineOrganizationAnna Smith
As we begin the new year, many of us take stock of our lives and set goals for improvement. Some of us may focus on our health, finances, or personal growth with each new year. But have you ever considered making union organizing your New Year’s resolution? I know we say it repeatedly, but collective action is more important than ever. The chatter of stagnant wages, unfair working conditions, and inequality continue to challenge workers across industries. Unionizing is a powerful tool to address the challenges we feel in our workplace. Building solidarity is the only path to securing better wages and benefits, giving workers a real voice, and addressing inequalities in our workplace.
Union organizing isn’t just about improving conditions for individual workers, it’s about creating a movement in our workplaces, our communities, and across the country, not just for postal workers but in every industry. We, as unionized postal workers, have made monumental gains over the past 50 years. The rights and benefits we enjoy today are because others stood together. Whether you want to just continue to enjoy what you currently have, or want more, in either case, only through organizing can we maintain, sustain, or improve.
When workers come together, dignity and empowerment can transform both our professional and personal lives.
Are You Ready to Make Union Organizing One of Your New Year’s Resolutions, But Don’t Know Where to Start?
Educate yourself – Learn about the history of the APWU and your local. The APWU website has a lot of information about our history, and how we got to where we are today, our struggles, and our triumphs. Visit apwu.org/apwu-history or the “Welcome to the APWU” book found on the Organization Department’s page: apwu.org/organizers-tool-kit
Connect with your coworkers – Talk to your coworkers about their workplace concerns and interests. Building relationships and trust is crucial for effective organizing. Everyone has something in common, so fi nd that common ground.
Reach out to your local union – Talk with your stewards and officers, attend your local membership meetings, and invite others to go with you. Get involved. I have never heard any union leader say they had too much help, or too many stewards.
Stay committed – Organizing is not easy by any means, and it most certainly is not a one-time task. It’s an everyday, all-the-time process, where persistence is key.
As you plan your resolutions this year, consider the impact you can have on collective action.
In 2025, resolve to stand up, speak out, and organize! ■
The winners and their organizing
goals from our raffle in the
Nov/Dec 2024 article are below!
Cancer awareness and advocacy highlighted at ALTS workshops
Experts and speakers focused on cancer prevention and early detection — empowering IAFF members to take charge of their health.
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Moving Forward in 2025
January 15, 2025Leg/Pol Director Judy Beard noted that while the 2024 elections brought change, we also saw wins on the state level.
magazineLegislative and PoliticalJudy Beard
With the 2024 elections behind us, we are now moving forward into our 2025 legislative agenda. While the results of the election are sure to bring major changes to the U.S. government, our commitment to advocate for our members and their families remains unchanged. We must continue to stay vigilant of attacks against working-class families. Proposals, such as imposing high tariffs that would raise consumer prices, reducing Social Security and Medicare benefits, raising the retirement age, and threats to both federal and union jobs, are all on our radar. Our fight has always been a collective one. This year, we must fight harder than ever before to protect and expand our rights.
Getting to know your elected officials is the first step toward making positive changes to federal and state law. If a bill exists that aligns with your ideas, ask for the support of your elected officials. If it does not yet exist, ask them to draft a bill. As a constituent, you have the right and power to ask your elected officials to fight for your interests.
The Makeup of Congress
Following the 2024 elections, Republicans maintained control of the House of Representatives and won control of the Senate, as well as the presidency. There are 220 Republican seats and 215 Democratic seats in the House of Representatives, and 53 Republican seats and 47 Democratic seats (including the independents who caucus with the Democrats) in the Senate. These results mean that Republicans and Democrats may need to work together to pass legislation. In the Senate, the filibuster means that 60 votes are needed to pass certain bills, which would require Democratic votes. We hope that these margins result in both parties working together to benefit the American people.
Legislative Priorities in the 119th Congress
The new 119th Congress began on Jan. 3, 2025. Two of the APWU’s most important legislative priorities this year are the Federal Retirement Fairness Act and the Shipping Equity Act. While these bills have not yet been reintroduced, we are currently working with potential lead congressional sponsors of each to ensure their reintroduction.
The Federal Retirement Fairness Act, if signed into law, would provide career employees the opportunity to make up contributions to their retirement benefits for the time they worked as a temporary postal employee. Currently, postal workers who begin their postal career as temporary employees (non-career employees such as postal support employees (PSEs), transitional employees, and casuals) are not allowed to make contributions to their retirement benefits until they become career employees. The goal of this bill is to allow employees to retire on time, with their full, hard-earned retirement benefits.
The Shipping Equity Act, if signed into law, would remove the current restriction on the Postal Service shipping beer, alcohol, and wine directly to consumers, and level the playing field between the Postal Service and private carriers. It’s time we lift this ban and enable the public Postal Service to realize the opportunity to increase revenue and expand on demanded services.
Ballot Measure Wins in 2024
While many federal races may not have gone as we had hoped, there were some notable wins at the state level. Currently, 26 states and the District of Columbia allow for citizen-initiated ballot measures. This means that voters, not state politicians, can decide if a law should be repealed or if an amendment should be made to their state constitution.
In 2024, seven states protected or strengthened the right to reproductive freedom, two states increased their state’s minimum wage, and two states expanded voting rights. These results clearly show that Americans from across the country support a variety of issues that better the lives of postal workers and their families. ■
Moving Forward in 20250
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Unsung Heroes
January 15, 2025Support Services Director Arrion Brown highlights the hard work of the Support Services Division during peak workload periods throughout the year.
magazineSupport Services DivisionArrion Brown
Happy New Year APWU family! I hope you and your family had a peaceful and joyous time celebrating the holiday season and are ready to start the year defending and growing our union.
The holiday season is a time for enjoyment, but it is also a time of hard work for bargaining-unit employees of the APWU. This time of year is the peak season for mail and parcel volume, which creates more work hours for the Clerk, Motor Vehicle Service, and Maintenance crafts. The sisters and brothers in these crafts sacrifice time away from home and their families to fulfill the postal mission of providing the nation with reliable, affordable universal mail service. I want to thank them for the work they do and let them know they are appreciated.
Our Support Services craft experiences peak season in a way different than the other crafts. While mail volume dictates an increase in work and work hours for the other crafts, the nature of work for each of our Support Services groups determines when we experience increased work volumes and hours. These occurrences can be seasonal or sporadic throughout the year. I would like to show appreciation for the hard work our craft does throughout the year by recognizing the situations that lead to an increased workload in Support Services.
The Information Technology and Accounting Service Center (IT/AS) bargaining unit have increased demands based on numerous scenarios. For the IT developers and programmers, deployment cycles of different applications and programs determine when there is an increase in workload. The cycles involve completing programming code, testing, and launching. These cycles happen at various times throughout the year, depending on the business needs of the Postal Service, to make updates or changes to the IT infrastructure.
The Accounting Services group has increased workloads based on various cutoff dates for financial information. Our finance employees experience cutoff dates in September each year based on the fiscal year information needs of the Postal Service. Payroll employees have an increased demand at the end of each year due to processing cutoff dates for information that allows for postal employees’ W-2 tax forms to be updated and created.
The private-sector mail-haul drivers experience peak season at the same time as the other crafts due to increases in mail volume. The over-the-road drivers may have more unscheduled layovers that prevent them from returning home at the conclusion of their shift. These drivers work under Hours-of-Service driving regulations and must complete their driving within a certain amount of time before a mandatory 10-hour break.
The Human Resources Shared Service Center (HRSSC) group experiences increased demand based on the section they work in. The Benefits and Phones sections have a high demand during Open Enrollment Season for health benefits due to employee changes in healthcare plans and questions related to those changes. The Family and Medical Leave Act (FMLA) section has increased demand in January due to employees submitting FMLA documents for recertification.
The Occupational Health Nurses (OHNs) have an increased work demand each year from January through March due to moving seasonal employees’ medical fi les from a folder of active employees to another folder for inactive employees. With the increase of seasonal employees during peak season, the OHNs have more fi les to transfer to the inactive folder at the beginning of each year.
The Material Support craft employees of the Western Area Supply Center experience an increased workload over the summer months. The Supply Center warehouses parts and supplies for postal machinery throughout the country. There is an increase in the need for machinery parts due to breakdown and malfunctions in the summertime that creates a larger workload for these employees.
Whether increased workloads are seasonal, monthly, or sporadic, we want to recognize the additional work that our Support Services workers do for the Postal Service.
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Updates on Scanner, Geotab Device Notifications
January 15, 2025MVS Director Michael Foster provides updates on the Postal Vehicle Service Scanners and the new Geotab GPS units for Postal Service vehicles.
magazineMVS DivisionMichael O. Foster
In the last issue, we reported that the Postal Service had notified the APWU about several changes and additions to Postal Vehicle Service (PVS) scanners. One of these changes is that they intend to add a feature for a Notice 76-T checklist, like the Notice 76 checklist performed by letter carriers on delivery vehicles each morning, prior to leaving the office for their routes. PVS operators should perform these inspections. During their vehicle inspections, prior to the operation of the trucks, it is important that the scanners and the PS Form 4533 allow enough time for the Department of Transportation (DOT) pre-trip and post-trip inspection.
Geotab
The Postal Service issued a contract for telematics integration of all Postal Service vehicles. The Geotab device is a GPS unit that logs location, speed, and vehicle condition information.
The data retention for Geotab is only three months. This information could be useful and helpful to the APWU in research and investigation, so a delay in requesting this information could make it difficult to obtain. This also could be helpful when we suspect that the Postal Service has edited the Surface Visibility logs for the scanners or has instructed the operators to input inaccurate information, such as arrival and departure times.
The MVS Division has received many calls and inquiries regarding the proper use of Geotab data in discipline, mainly regarding speeding from location to location. When the Postal Service notified the APWU about the pilot program for Geotab Telematics, we had many questions for the Postal Service, including “Will this information be used to issue discipline?” Their response was much like the 2017 Step 4 settlement (USPS# Q10V-4Q-C 16466169/APWU# HQTV 20160275) on scanners that said the data would not be the sole source of evidence.
Any discipline would be in accordance with Article 16 and management must carry out an investigation (see below). The Postal Service takes the position that employees jamming devices would be subject to discipline.
7. Could the telematics data information be utilized for discipline? Could this information be the sole source of discipline?
RESPONSE: As stated on the previous Fleet/APWU meeting on 05/04/2023, all discipline is handled at a local level based on local fact circumstances on a case-by-case basis. Although telematics data will not be a sole source for discipline, the data may be referenced as part of a larger body of facts.
Subcontracting Geotab Installation
Postal Service management continues to claim that any subcontracting of Geotab installation will be determined at the field level. This also means that the Local Fleet Management must give advanced notice of the subcontracting of the installation of the Geotab units, per Article 32.1 C. Many locations have received a form letter of “Due Consideration” that is identical to other Geotab installation notices throughout the country. In some locations, the fleet manager will even claim that USPS Headquarters told them they must subcontract the installation. If this is taking place in your location, you should perform a thorough Article 32.1C investigation and file a grievance if necessary (see below).
5. What time frame would the Article 32 notifications for the installation of the telematics device be given to the Local Union? Please provide copies of 32.1. C notifications by installation.
RESPONSE: As stated on the previous Fleet/APWU meeting on 05/04/2023, Article 32 notifications are managed at the local level. The decision to contract is at the VMF Managers discretion. VMF Managers were advised to provide Article 32 notification prior to the commencement of contracted work in accordance with Article 32.1.C. Telematics installation began in late January 2023.
If you have questions regarding the information usage from Geotab please see your steward. A copy of the USPS Geotab RFI response is also on the APWU website. ■
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Postal Service Implements Eagle Clean (e4776) Pilot
January 15, 2025Maintenance Craft Director Idowu Balogun discusses the Eagle Clean (e4776) scanner pilot program and introduces the new Maintenance Division Central Region National Business Agent ‘C’ Stephanie Logan who took office after Curtis Walker’s retirement.
magazineMaintenance DivisionIdowu Balogun
The Postal Service formally notified the APWU on June 20, 2024, that they believed the Eagle Clean (e4776) pilot program was a success and they would begin implementing Eagle Clean across the country. The Postal Service’s reasoning behind the pilot program, which began July 1, 2023, was to evaluate the efficiency and effectiveness of completing and submitting the PS Form 4776 using a Mobile Delivery Device scanner (MDD).
The Maintenance Council met with the Postal Service on Nov. 8, 2024, to further discuss Eagle Clean, and learned that custodians using the MDD have several options after logging in, such as: begin tour, in and out to lunch, end tour, move to different operation numbers, move to travel operation, and training. In addition, it is possible to add more operational numbers when necessary (i.e. steward duty time). Custodians can select daily routes (routine tasks) and track the time spent performing those routes. They can also select work orders (periodic tasks) for tasks required on a monthly, quarterly, or annual basis. Lastly, they can select ad-hoc tasks to track time spent performing work that is not necessarily contained within the custodial staffing package. For more information, see the Maintenance page.
Curtis Walker, Central Region National Business Agent ‘C’ Retires
Read More....2025 Nebraska State Convention
Room rate: $135/night. Deadline: March 7. Use code: American postal workers union convention. Registration fee: $120 before March 10; After $130. For questions, contact Matthew Cardwell at npwusec.tres@yahoo.com
April 4, 2025 – 8:45AM to April 5, 2025 – 5:45AMNorfolk Lodge and Suites4200 W Norfolk Ave,
Norfolk, NE 68701
LocalNoYes2025-01-15 00:00:002025 Nebraska State ConventionHotel Information
Norfolk Lodge and Suites
4200 W Norfolk Ave,
Norfolk, NE 68701
The room rate is $135/night if booked before March 7, 2025 under the American postal workers union convention.
Registration
The registration fee is $120 until March 10. After that, it will be $130 with the late fee. If there are questions, contact Matthew Cardwell at npwusec.tres@yahoo.com
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