APWU
National Colorectal Cancer Month
March 24, 2025Health Plan Director Sarah Jane Rodriguez highlights the importance of getting colorectal cancer screenings.
magazineHealth PlanSarah Jane Rodriguez
March is National Colorectal Cancer Month, and I would like to highlight the importance of getting your colorectal cancer screenings. At my recent annual physical, my doctor said that I was a good candidate to use the Cologuard test. It was delivered to my doorstep and only took a few minutes to complete the test. Very convenient and easy!
What Is Colon Cancer?
Colon cancer is a growth of cells that begins in a part of the large intestine called the colon. The colon is the rst and longest part of the large intestine. The large intestine is the last part of the digestive system. The digestive system breaks down food for the body to use.
Colon cancer typically affects older adults, though it can happen at any age. It usually begins as small clumps of cells called polyps that form inside the colon. Polyps generally are not cancerous, but some can turn into colon cancers over time. Polyps don’t often cause symptoms. For this reason, doctors recommend regular screening tests to look for polyps in the colon. Finding and removing polyps helps prevent colon cancer.
Colon cancer is sometimes called colorectal cancer. This term combines colon cancer and rectal cancer, which begins in the rectum.
High Option and Consumer Driven Option members pay nothing for preventive colorectal cancer screenings when visiting an innetwork provider.
If a surgical procedure is needed, regular plan bene ts apply. Screening options for colorectal cancer include tests that look for signs of cancer in the stool and visual exams of the colon and rectum. Recommended and approved testing from the Centers for Disease Control and Prevention (CDC) and Food and Drug Administration (FDA) includes:
Colonoscopy
A colonoscopy cancer test is when a doctor uses a long, thin, flexible, lighted tube to check for polyps or cancer inside the rectum and the entire colon. During the test, the doctor can find and remove most polyps and some cancers.
Before the procedure you will need to bowel prep, which is a process to clean out the colon so the doctor can see inside clearly. The prep may include fasting and drinking a liquid laxative. Most people do not feel any pain during the tests. If nothing is found, you can generally go up to 10 years without another test. As always, please consult your physician to see if they recommend you undergo the procedure.
Stool DNA test (Cologuard)
Cologuard is an FDA-approved type of at-home colon cancer test. It is available by prescription, and is ideal for some people looking for an alternative to a colonoscopy. One advantage of Cologuard is that it does not require any special diets, bowel prep, laxatives, or enemas. The patient collects a stool sample at home and mails it to a lab for analysis. Cologuard is not suitable for everyone. Some people will need to follow it up with a colonoscopy. To qualify for Cologuard, you must be at least 45 and have no symptoms or family history of colon cancer.
Whether or not Cologuard is right for you, be sure to ask your doctor about getting tested for colorectal cancer.
I understand some might feel reluctant, but it is important to know that any minor discomfort or embarrassment from a colon cancer screening is only temporary, and early detection could save your life.
To find an in-network provider, please visit apwuhp.com and click “Find Care.”
For more information, please go tocdc.gov and cancer.org. ■
National Colorectal Cancer
Month0
Strengthening Union Power
March 24, 2025Human Relations Director Daleo Freeman provides a summary of his time at the Dr. Martlin Luther Kring Jr. Human and Civil Rights Conference, and promotes the upcoming 2025 Human Relations Assembly.
magazineHuman RelationsDaleo Freeman
Dr. Martin Luther King Jr. Human and Civil Rights Conference
I was honored to help plan the Dr. Martin Luther King Jr. Human and Civil Rights Conference in Austin, TX with other Human and Civil Rights directors from across the country. Danielle Noelle, the AFL-CIO’s Human and Civil Rights Director, was a great leader who pulled us all together and united our interests to create a program that met every attendee’s interests. From immigration, collective bargaining, and women’s rights, many threads of commonplace issues were addressed, all centered around the framework that Dr. King stood for. That is how we landed on the theme “Reimagining the Fight for Justice, Freedom, and Progress…” For over nine months, we worked together to plan this exciting conference.
In the 1970s, the APWU convention body determined that the APWU shall align our union with other organizations that fight for equality in the workplace, the community, and the world. This conference is an important part of meeting that mandate and continuing the important civil rights work that the APWU does. As we know, workers’ rights are human rights.
2025 Human Relations Educational Assembly
I am excited to discuss the vital role of coalition building, alliances, and community outreach to strengthen union power as host of the upcoming APWU Human Relations Educational Assembly in June. Our objective is for you to understand the significance of these strategies and explore how they contribute to successful union work. Coalition building is integral to strengthening union power. It involves forming partnerships with diverse groups who share common goals. These alliances amplify our collective voice, provide resources, and bolster advocacy efforts. Community outreach is essential for unions to engage with the broader community beyond our membership. By actively participating in the community, we build trust, support, and mutual understanding. This engagement has a positive impact on our union’s goals and objectives, harnessing goodwill and solidarity. The Human Relations Conference will be held in Houston, TX between June 12-16, and we will delve into empowering and educating all attendees in civil rights and engagement, the Office of Workers’ Compensation Programs (OWCP), the Equal Employment Opportunity Commission (EEOC), Veterans’ rights and bene ts, the Postal Employee Relief Fund (PERF), and the Employee Assistance Program (EAP).
Click here for more information and to register for the 2025 Human Relations Educational Assembly.
Please make plans to attend. ■
Strengthening Union Power0
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Protecting the Postal Service, Our Livelihoods After the Election
March 24, 2025The new administration brings challenges that could directly have an impact on the Postal Service and the lives of postal workers. Our union must remain united and proactive in defending the Postal Service, our jobs, and the services we provide to the public.
magazineSouthern RegionYared Wonde
The recent election brought significant changes to the political landscape, and unfortunately, the candidate that the APWU endorsed, Kamala Harris, did not win. While this outcome is disappointing, it highlights the need for our union to remain united and proactive in defending the Postal Service, our jobs, and the services we provide to the public.
The new administration brings challenges that could directly have an impact on the Postal Service and the lives of postal workers. Policies aimed at privatizing parts of the Postal Service, or weakening collective bargaining rights, remain real threats. These actions not only jeopardize our livelihoods but also undermine the Postal Service’s critical role in serving communities, particularly in rural areas that rely heavily on us for essential deliveries.
The Risks Ahead
Under the Trump Administration, we could face:
Privatization Efforts: There is a continued push to privatize the USPS, which could lead to job losses, reduced wages, and diminished bene ts. Privatization would also prioritize pro ts over service, harming the public.
Weakened Labor Protections: The administration may support policies that undermine unions, threatening our ability to negotiate fair contracts and protect members’ rights.
Reduced Service Standards: Cuts to funding or operational changes could erode the quality of our services, affecting public trust and potentially reducing demand for USPS.
These risks highlight the urgency of standing together as a union to protect our rights, our jobs, and the public Postal Service.
What We Can Do
While the challenges are significant, we are not powerless. As APWU members, we have the strength of solidarity on our side. Here’s how we can take action:
Stay Involved: Attend union meetings, stay informed about legislative developments, and participate in union actions. A strong, uni ed membership is essential to pushing back against harmful policies.
Advocate for the USPS: Contact your elected representatives and urge them to support legislation that strengthens the Postal Service and protects union jobs. Encourage your coworkers, friends, and family to do the same.
Educate the Public: The public is one of our strongest allies. Share the importance of the USPS as a public institution and the risks posed by privatization and remind members of your community that the USPS is a service, not a business.
Hold Leadership Accountable: Monitor the new administration’s policies and work with the APWU to challenge any actions that threaten USPS or its employees.
A Call to Action
The election results may not have gone as we wanted, but this is not the time to lose hope. Instead, we must focus on what we can control – our solidarity, our advocacy, and our commitment to protecting the Postal Service and our union.
Every APWU member has a role to play in shaping the future. By staying informed, engaged, and united, we can ensure that our voices are heard and that the Postal Service remains a public institution dedicated to serving the people.
We have faced challenges before and emerged stronger because we stood together. Let’s continue to fight for what we believe in and protect the future of the Postal Service, our jobs, and the communities we serve. ■
Protecting the Postal Service, Our
Livelihoods After the Election0
Information Technology and Accounting Services Negotiations
March 24, 2025Support Services Director Arrion Brown provdes an update on the status of IT/AS negotiations.
magazineSupport Services DivisionArrion Brown
The Support Services Division negotiates several different contracts for postal and private-sector workers. The largest contract we lead in negotiations is the Information Technology and Accounting Services (IT/AS) contract, which covers nearly 1,000 bargaining unit postal workers. The current IT/AS contract expires May 17, 2025; we provided the Postal Service with an intent to bargain notice on Jan. 22, satisfying our contractual obligation to notify management no less than 90 days or more than 120 days before the expiration of the agreement.
For the upcoming IT/AS negotiations, the bargaining committee, which consists of national and local Support Services officers, met in the fall of 2024 to discuss proposals. Local leaders conveyed the most important issues that they would like to see addressed in our next contract based on input from their respective members. Our initial bargaining committee sessions were productive, and we will continue to meet to discuss additional proposals for negotiations, which are tentatively scheduled to begin in March.
This year, the APWU and USPS will also bargain to modify the IT/AS Telework Pilot Program agreements. These programs have been successful and bene cial to the bargaining unit and management. The ability to work from home has created a better work-life balance for workers by eliminating the commute time. Not having as many workers in the facility has also undoubtedly created energy savings for management with less equipment being utilized.
There has been concern from telework and remote workers in IT/AS and The Human Resource Shared Service Center (HRSSC) about the Return to In-Person Work Memorandum issued by President Trump and how it impacts postal workers. The memorandum issued by President Trump does not affect the postal workers who participate in telework or remote work. The Postal Service is not affected by executive orders or memorandums from the Executive Branch, unless speci cally cited. It will be critically important to remember postal workers are not directly impacted by executive orders or memorandums issued by the President for federal workers during the current administration. The APWU anticipates that the Project 2025 agenda will play a role in this administration, especially the segments of that plan that attack government employees.
Continued Negotiations
The Support Services Division continues to work with the National Negotiating Committee on the main APWU and USPS collective bargaining agreement. These negotiations have slowed since the contract expired in September 2024. The progress for Article 40 Operating Services and Article 41 has been frustrating and disappointing. The minor improvements we proposed in those articles have been denied by management. Currently, Article 40 does not contain non-bargaining unit detail language that prevents management from detailing craft workers to management positions for extended periods of time, leaving the craft employees’ work to be done by other craft employees. All other crafts under the main agreement have this protective language. It is reasonable to expect all crafts under the same agreement to have the same protections and rights. Management has not agreed to the proposal, nor provided legitimate explanations for why the proposal is not acceptable to them.
We are still negotiating the HRSSC agreement, which expired in October. We have made progress with the non-economic proposals and are currently working on the economics. These negotiations began very slowly, but through persistence and perseverance, we have been making progress on our proposals. We are looking forward to continuing and nishing these negotiations for our members.
We are also still negotiating with Albuquerque Mail Service (AMS) for the rst contract of its newly formed bargaining unit created in early 2024. We have had productive negotiations sessions with contributions from the Albuquerque Local 380 leadership and AMS bargaining committee. Negotiations have been delayed by the company’s inability to provide dates. We will continue to bargain to achieve a tentative agreement for our AMS drivers. ■
Information Technology
and Accounting Services
Negotiations0
Motor Vehicle Service Employees Are Essential
March 24, 2025Whether meeting with the Postmaster General (PMG), Deputy PMG, members of Congress, or national arbitrators, the Motor Vehicle Service (MVS) officers are always extolling the value of our craft employees.
magazineMVS DivisionMichael O. Foster
Voluntary Early Retirement
Whether meeting with the Postmaster General (PMG), Deputy PMG, members of Congress, or national arbitrators, the Motor Vehicle Service (MVS) officers are always extolling the value of our craft employees. The skill set and knowledge required to perform our duties, and the professionalism and pride of our members, should justify higher wages, better benefits, and the minimal contracting out of work.
The Postal Service recently offered Voluntary Early Retirement (VER) opportunities to eligible employees. These are occasionally offered over the years and can accomplish at least the reduction in the size of the bargaining unit and the ability to create lower-salary employees. While our value is obvious, the positions taken by the USPS during contract negotiations, interest arbitrations, and contracting-out decisions, makes essential employees appear to be expendable.
The USPS determined the MVS Craft employees to be essential, and only 12 percent of eligible employees would be allowed to complete the VER. If you choose to take it, you must make the Postal Service aware by March 7, 2025. If the 12 percent cap in MVS is exceeded, then the incentive will be granted based on total Postal Service seniority. The offer is also open to Part-Time Flexible employees on a pro-rated basis. The decision to retire is always a personal one, and for any APWU and MVS member who chooses the VER, congratulations and best wishes.
Position Papers Exchanged
The APWU and the USPS have exchanged their respective positions in MVS-filed national disputes on the following issues:
MVS Dispatch Coordinator
The first of several exchanges on this national dispute addressed the Postal Service’s creation of the MVS Dispatch Coordinator and the combination of duties across craft lines. We believe that the number of duties associated with this job description are so numerous that many contract violations occurred with the creation of this position. The job description encompasses the entire job description of the Clerk Vehicle Dispatcher, as well as duties from Vehicle Operations Assistant (Bulk Mail), Schedule Examiner Vehicle Runs (SEVR), as well as other APWU craft job descriptions. The MVS Dispatch Coordinator job description has the potential for employees to perform different duties daily, making it highly possible for management to begin siphoning work away from the bargaining unit. The Dispatch Coordinator is assigned to the MVS Craft.
Schedule Examiner Vehicle Runs (SEVR)
The SEVR dispute is about the shifting of those duties to management, which has been the subject of multiple Step 4 national disputes in the past. The Motor Vehicle Craft has had to ght for the SEVR position in the past and we have no intention of giving this work back to management.
Bulk Transportation of Mail
Bulk transportation of mail between facilities is the primary responsibility of the MVS Craft and Postal Vehicle Service (PVS) operators. In many locations, letter carriers or other employees are performing these duties. Where a Sorting and Delivery Center (S&DC) has been established, the USPS instructs the Letter Carrier Craft to transport mail between the hub and spoke of ces. This is a direct violation of the S&DC Memorandum of Understanding (MOU) and the history of the bargaining language.
Dynamic Route Optimization
Dynamic Route Optimization (DRO) was a plan by the Postal Service to change the Highway Contractor Route either weekly or even daily. However, when these routes became due for renewal, this dynamic routing did not allow for the APWU to fully exercise the rights we have bargained for in the contract. These programs utilize various methods of cost-saving strategies. DRO only uses a mileage calculation and does not include the hourly calculations required by Article 32.2.
As with all disputes, if you witness or have questions about these violations, please contact your local representatives, your National Business Agent, or the MVS Division.
Motor Vehicle Service
Employees Are Essential0
Statement of APWU President Mark Dimondstein on New Executive Order Attacking Workers Rights
March 28, 2025Workers and their unions are under attack with a new Executive Order issued by President Trump stripping the union rights of nearly a million federal workers. Trump’s executive order abolishes existing union contracts, eliminates collective bargaining rights, orders agencies to stop processing grievances, and prohibits payroll union dues collection.
Workers’ RightsMark Dimondstein
Workers and their unions are under attack with a new Executive Order issued by President Trump stripping the union rights of nearly a million federal workers. Trump’s Executive Order abolishes existing union contracts, eliminates collective bargaining rights, orders agencies to stop processing grievances, and prohibits payroll union dues collection.
Wrapped in the bogus guise of “national security concerns,” this is the most serious attack on unionized workers in this country in at least a generation.
The President of the United States claimed during the recent election to be a friend of working people. No “friend” of working people would take action to destroy, rather than uplift, unions and workers’ rights.
This Executive Order is part of an ongoing assault on all workers, and our First Amendment rights to freedom of speech and association. Make no mistake, postal workers will not be spared from this Administration and their billionaire benefactors’ war on workers.
These dictatorial actions, with no respect for the law, come right out of Adolph Hitler and the Nazi party’s playbook. Shortly after coming to power in 1933, the Nazis launched an assault on the independent trade union movement, dissolving unions, seizing union funds, and beating, imprisoning, and murdering union leaders.
Working people and our unions must face the seriousness of these attacks with our weapons of solidarity and action. President Trump has made his intentions clear – he is out to destroy the labor movement. Now is the time for every worker to stand up and fight back!
Our sisters and brothers at AFGE, the largest federal union, are urging every worker to take action today. Call your members of Congress at 817-904-8624 and urge them to stop this attack on working people. Digital actions are available at mobilize.us/afge
Stay tuned for more actions and demonstrations to come.
Statement of APWU President Mark Dimondstein on New Executive Order Attacking Workers Rights0
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Read More....APWU NSB 01-2025 Biden Signs Social Security Fairness Act
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Maintenance Craft In-Service Open Season March 1-31, 2025
March 1, 2025Once a year, during the month of March (March 1-31), ALL career employees may request to be tested for Maintenance Craft eligibility ratings and placement on In-Service Registers.
magazineMaintenance DivisionIdowu Balogun
From March 1-31, ALL career employees may request to be tested for Maintenance Craft eligibility ratings and placement on In-Service Registers. In March, career employees already on the In-Service Register can submit a written request to remain on those registers and avoid the annual purge that occurs on April 1.
Below are the January 18, 2023 Questions & Answers for the Memorandum of Understanding (MOU) Re: In-Service Examinations, Register and Eligibility:
National Q&As on the Memorandum of Understanding (MOU) Re: In-Service Examinations, Register and Eligibility Ratings
Is the March annual service wide opportunity to test for Maintenance Craft eligibility ratings limited to once per year during the month of March?
Yes.
Who is eligible to participate in the annual opportunity to test for Maintenance Craft eligibility ratings?
All career employees are eligible.
Can Maintenance Craft employees participate in the annual opportunity to test for Maintenance Craft eligibility ratings?
Yes.
If In-Service Registers do not exist, where are the exam results placed?
The HR MSS Coordinator is responsible for placing the results in the employee’s eOPF.
What form must career employees complete when submitting a written request to participate in the March annual In-Service opportunity?
Management shall provide an Employee Maintenance Position Selection (EMPS) form as found in the EL-304 to employees.
What occupational group can career employees request to receive eligibility ratings for?
All Maintenance Craft occupational groups (MSS and non-MSS) that require an examination, except National Service Technician ET-11.
Can non-Maintenance Craft, career employees that have already received eligibility ratings request to be tested again in subsequent years in an attempt to improve their scores?
Yes.
What options are available for non-Maintenance Craft employees who have failed the structured interview, but received an eligibility rating on examination 955?
In subsequent years, the employee may (1) request to retake the examination for the structured interview only or (2) can request the opportunity to retake both the examination 955 and the structured interview. If the employee retakes examination 955, the highest achieved score is used as the eligibility rating.
Can current Maintenance Craft employees that have received In-service eligibility ratings for occupational groups that are not in their facility, request to be tested again in subsequent years in an attempt to improve their scores?
Yes.
What happens if an employee is a “no show” for the proctored exam or structured interview during the In-Service process?
The employee is deemed ineligible and may request to take the exam/structured interview during the following year’s annual opportunity.
Are there any changes to the way employees are ranked on In-Service Registers?
No, there are no changes.
If non-custodial In-Service Registers exist, how will employees be added in subsequent years?
Merged in score order.
If an employee on an In-Service Register declines to accept a position in the Maintenance Craft, is that employee’s name removed from the In-Service Register?
No, the employee will be bypassed for that position.
When will In-Service Registers be purged?
Every year on April 1.
What must employees on In-Service Registers do to avoid the April purge and remain on In-Service Registers?
Employees must submit a written request by March 31 to the District HR MSS Coordinator. The exception is employees on custodial In-Service Registers, which are not purged.
Is there a specific form that employees must use to submit their notification to management of their intent to avoid the April purge and remain on In-Service Registers?
No, any written/emailed request to remain on the In-Service Registers will be accepted. ■
Maintenance Craft In-Service Open Season
March 1-31, 20250
Eliminating the Gender Pay Gap
March 24, 2025Research and Education Director Joyce Robinson provides information to illustrate the pay gap between men’s and women’s wages and legislation aimed to combat it.
magazineResearch and EducationJoyce B. Robinson
Because women earn less than men, they must work longer for the same amount of pay. Equal Pay Day originates from the 1996 National Committee on Pay Equity to illustrate the gap between men’s and women’s wages, and is the symbolic day when women’s earnings catch up to men’s earnings from the previous year. This year, National Equal Pay Day will be celebrated on Tuesday, March 25, 2025.
Gender Gap by Race and Age
Federal women employees are protected by The Equal Pay Act of 1963, which made it illegal for employers to pay unequal wages to men and women who perform equal work. But many states do not follow these laws. According to the Bureau of Labor Statistics, in the second quarter of 2024, the median weekly earnings was $1,253 for men and $1,017 for women. The data also revealed discrepancies by race. The median weekly earnings of white women were $1,037, while Black women’s earnings were $906, or 87.4 percent compared to white women. Latina women earned $831, or 80.1 percent of earnings per dollar by white women. Asian women earned $1,337, which was higher than white women. And by age, the median weekly earnings of women were highest for women ages 45 to 54 at $1,151, and lowest for women ages 16 to 24 at $771.
Institute for Women’s Policy Research Findings
According to the Institute for Women’s Policy Research, more than 36 million households in the U.S. are headed by women. Forty-eight percent of white mothers, 49 percent of Latina mothers, 79 percent of Black mothers, 64 percent of Native American mothers, and 43 percent of Asian and Paci c Islander mothers are breadwinners in their households. Yet, mothers overall are paid just 62 cents for every dollar paid to fathers.
The wage gap also varies by state and congressional district. In Utah, where the gap is the widest, women are paid only 61 cents for every dollar paid to men (a gap of 39 cents for every dollar). Even in Vermont, where the gap is the narrowest, women are paid just 83 cents for every dollar paid to men – a gap of 17 cents. In each of the 435 congressional districts across the country and the District of Columbia, the median annual pay for women is less than the median annual pay for men.
The Paycheck Fairness Act
The Paycheck Fairness Act (PFA) was a bill that addressed wage discrimination in the workplace. The House of Representatives formerly passed the bill in April 2021, during the 117th Congress, and it moved to the Senate in March 2023. However, it did not make it to the floor for a vote. If reintroduced and passed in the new Congress, the PFA would help strengthen the Equal Pay Act and eliminate wage discrimination by:
Limiting an employer’s defense that a pay differential is based on a factor other than sex to only bonafide job-related factors in wage discrimination claims,
Enhancing nonretaliation prohibitions,
Making it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee’s wages, and
Increasing civil penalties for violations of equal pay provisions.
Equal Pay Day is on March 25, 2025. Wear RED to show solidarity with the fight for pay equity and gender equality! ■
Resources: Institute for Women’s Policy Research, National Committee on Pay Equity, Bureau of Labor Statistics and the US Census Bureau.
Eliminating the Gender Pay Gap0
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