2019 2023 National Agreement Bookmarked

NATIONAL
AGREEMENT
2019-2023
Association
National
of Letter
Carriers
(AFL-CIO)
Service
United
States
Postal
2019–2023 NATIONAL AGREEMENT National Association of Letter Carriers
& the United States Postal Service
ii
TABLE OF CONTENTS
2019 NATIONAL AGREEMENT
Subject Page
Preamble 1
Article 1 Union Recognition 1
Article 2 Non-Discrimination and Civil Rights 3
Article 3 Management Rights 4
Article 4 Technological and Mechanization Changes 5
Article 5 Prohibition of Unilateral Action 6
Article 6 No Layoffs or Reduction in Force 7
Article 7 Employee Classifications 15
Article 8 Hours of Work 18
Article 9 Salaries and Wages 23
Article 10 Leave 27
Article 11 Holidays 30
Article 12 Principles of Seniority, Posting and
Reassignments 33
Article 13 Assignment of Ill or Injured Regular
Workforce Employees 51
Article 14 Safety and Health 58
Article 15 Grievance-Arbitration Procedure 66
Article 16 Discipline Procedure 79
Article 17 Representation 82
Article 18 No Strike 88
Article 19 Handbooks and Manuals 89
Article 20 Parking 90
Article 21 Benefit Plans 91
Article 22 Bulletin Boards 92
Article 23 Rights of Union Officials to
Enter Postal Installations 93
Article 24 Employees on Leave with Regard
to Union Business 93
Article 25 Higher Level Assignments 94
Article 26 Uniforms and Work Clothes 96
Article 27 Employee Claims 98
Article 28 Employer Claims 99
Article 29 Limitation on Revocation of Driving Privileges 101
Article 30 Local Implementation 102
Article 31 Union-Management Cooperation 105
Article 32 Subcontracting 106
Article 33 Promotions 107
Article 34 Work and/or Time Standards 108
Article 35 Employee Assistance Programs 110
Article 36 Credit Unions and Travel 112
Article 41 Letter Carrier Craft 113
Article 42 Energy Shortages 127
Article 43 Separability and Duration 128
iii
Appendix A
Night Differentials.................................................................... 129
Appendix B
Section I of the 2013 Das Award............................................. 131
Memorandums and Letters of Intent
Deaf and Hard of Hearing........................................................ 142
Article 7, 12 and 13— Cross Craft and Office Size................. 145
Article 7.1................................................................................. 146
Article 7.3................................................................................. 146
Maximization/Full-time Flexible-NALC.................................. 147
Maximization—Letter of Intent................................................ 147
Transitional Employees-Additional Provisions........................ 149
Transitional Employees/Part-Time Flexible Conversions........ 153
FSS Implementation................................................................. 156
FSS Work Methods................................................................... 157
Transitional Employees............................................................ 158
Part-Time Flexible Conversions............................................... 159
Part-Time Regular City Letter Carriers.................................... 159
City Carrier Assistants – Conversion to Career Status........ 160
Full-time Regular Opportunities – City Letter Carrier Craft............. 161
Sunday Delivery – City Carrier Assistant Staffing.................. 165
Complement and Staffing...................................................... 167
Delivery and Collection of Competitive Products................... 167
Article 8.................................................................................... 168
Overtime Issues......................................................................... 170
Work Assignment Overtime..................................................... 172
Article 8 Task Force................................................................. 174
Signing Overtime Lists............................................................. 175
Granting Step Increases............................................................ 176
Conversion of CCAs with Creditable TE Service.................... 176
Step Credit for Former Transitional Employees...................... 177
Pay Schedule Consolidation..................................................... 178
Elimination of Step CC Pay Rate in CCA Schedule........... 179
Leave Sharing........................................................................... 180
Sick Leave for Dependent Care................................................ 181
Return to Duty.......................................................................... 182
Bereavement Leave................................................................... 182
Leave Policy............................................................................. 183
Paid Leave and LWOP............................................................. 184
Clarification of Regulations for National Day of Observance..........184
PTF Court Leave....................................................................... 187
Qualifying Period - Exception for City Carrier Assistants.. 188
Transfers................................................................................... 189
City Carrier Assistant Transfers............................................... 193
Mutual Exchanges..................................................................... 193
Involuntary Reassignment Without Regard to Level............... 194
iv
Involuntary Reassignment-Preference Eligible........................ 195
City Carrier Assistant Return from
Non-Bargaining Unit Positions........................................... 197
Article 12 Work Group............................................................. 197
Joint Safety and Accident Control Teams................................ 198
District Safety Committees Pilot Program............................... 199
Smoking in Postal Vehicles...................................................... 200
Interest on Back Pay................................................................. 200
Article 15—ELM 436—Back Pay........................................... 201
Article 15—Dispute Resolution Process.................................. 201
Article 15 – Dispute Resolution Procedure Task Force............. 206
Arbitration Task Force.............................................................. 208
Processing of Post-Removal Grievances.................................. 209
Processing of Grievances.......................................................... 209
Dispute Resolution Process Testing......................................... 210
Expedited Arbitration............................................................... 210
Arbitration Scheduling Procedures – (LMOU)........................ 212
LOI – Representation – Acting as Steward.............................. 212
Article 17.7.D Payroll Deductions/Allotments......................... 213
Article 19.................................................................................. 214
City Carrier Uniform Task Force......................................... 216
Debts of Retired Employees..................................................... 217
Reinstatement of Driving Privileges......................................... 218
Local Implementation............................................................... 219
Bargaining Information............................................................. 221
Customer Connect Program...................................................... 222
Article 32 Committee............................................................... 223
Subcontracting.......................................................................... 224
Subcontracting MOU Issues..................................................... 224
Article 41—Bid Process........................................................... 225
LOI – Opting Duration............................................................. 226
Router, Carrier Craft................................................................. 227
Alternate Route Evaluation and Adjustment Process............... 228
Special Count and Inspection— City Delivery Routes............ 229
Training Committee.................................................................. 230
Multiple Days of Inspection..................................................... 231
City Delivery and Workplace Improvement Task Force .... 232
Use of Privately Owned Vehicles............................................. 235
Segmentation............................................................................. 236
Joint Agreements— 9-17-92..................................................... 239
Resolution of Issues Left Open by Mittenthal Award............. 242
X-Routes................................................................................... 245
City Letter Carrier DPS Work Methods................................... 250
Fleischli Award Implementation.............................................. 251
Joint Workplace Improvement Process.................................... 252
Managed Service Point Scans................................................ 254
New Product Development and Innovation Task Force..... 255
Subcontracting— List of 3,071 City Delivery Offices............ 256
v
Notes:
Bold Face Type in the text indicates revised or new lan-

1.
guage. Bold Face Type in headings does not necessarily
indicate change.
2. Cross-references to relevant Memorandums of Understanding

and Letters of Intent are included in the text of the
Agreement. The location of the cross-references is for the
convenience of the reader, and in no way affects the con-
tent or intent of the Agreement, the memorandums, or the
Letters of Intent.
3. This agreement was ratified by the voting membership of the

National Association of Letter Carriers on March 8, 2021.
vi
Article 1.2
PREAMBLE
This Agreement (referred to as the 2019 National Agreement)
is entered into by and between the United States Postal
Service (hereinafter referred to as the “Employer”) and the
National Association of Letter Carriers, AFL-CIO (hereinafter
referred to as the “Union”). The Agreement is effective as of
September 20, 2019 unless otherwise provided.
ARTICLE 1
UNION RECOGNITION
Section 1. Union
The Employer recognizes the National Association of Letter
Carriers, AFL-CIO as the exclusive bargaining representative
of all employees in the bargaining unit for which it has been
recognized and certified at the national level — City Letter
Carriers.
Section 2. Exclusions
The employee group set forth in Section 1 above does not
include, and this Agreement does not apply to:
1. Managerial and supervisory personnel;
2. Professional employees;
3. Employees engaged in personnel work in other
than a purely non-confidential clerical capacity;
4. Security guards as defined in Public Law 91-375,
1201(2);
5. All Postal Inspection Service employees;
6. Employees in the supplemental work force as
defined in Article 7;
7. Rural letter carriers;
8. Mail handlers;
9. Maintenance Employees;
10. Special Delivery Messengers;
11. Motor Vehicle Employees; or
12. Postal Clerks.
1
Article 1.3
Section 3. Facility Exclusions

This Agreement does not apply to employees who work in
other employer facilities which are not engaged in customer
services and mail processing, previously understood and
expressed by the parties to mean mail processing and deliv-
ery, including but not limited to Headquarters, Area Offices,
Information Service Centers, Postal Service Training and
Development Institute, Oklahoma Postal Training Operations,
Postal Academies, Postal Academy Training Institute, Stamped
Envelope Agency, Supply Centers, Mail Equipment Shops, or
Mail Transport Equipment Centers.
Section 4. Definition
Subject to the foregoing exclusions, this Agreement shall be
applicable to all employees in the regular work force of the
U.S. Postal Service, as defined in Article 7, at all present and
subsequently acquired installations, facilities, and operations
of the Employer, wherever located.
Section 5. New Positions
A. Each newly created position shall be assigned by the
Employer to the national craft unit most appropriate for such
position within thirty (30) days after its creation. Before
such assignment of each new position the Employer shall
consult with the Union for the purpose of assigning the new
position to the national craft unit most appropriate for such
position. The following criteria shall be used in making this
determination:
1. existing work assignment practices;
2. manpower costs;
3. avoidance of duplication of effort and “make
work” assignments;
4. effective utilization of manpower, including the
Postal Service’s need to assign employees across
craft lines on a temporary basis;
5. t he integral nature of all duties which comprise a
normal duty assignment;
2
Article 2.1
6. the contractual and legal obligations and require-

ments of the parties.
B. The Union shall be notified promptly by the Employer
regarding assignments made under this provision. Should the
Union dispute the assignment of the new position within thirty
(30) days from the date the Union has received notification of
the assignment of the position, the dispute shall be subject to
the provisions of the grievance and arbitration procedure pro-
vided for herein.
Section 6. Performance of Bargaining Unit Work
A. Supervisors are prohibited from performing bargaining
unit work at post offices with 100 or more bargaining unit
employees, except:
1. in an emergency;
2. for the purpose of training or instruction of employ-
ees;
3. to assure the proper operation of equipment;
4. to protect the safety of employees; or
5. to protect the property of the USPS.
B. In offices with less than 100 bargaining unit employees,
supervisors are prohibited from performing bargaining unit
work except as enumerated in Section 6.A.1 through 5 above
or when the duties are included in the supervisor’s position
description.
(The preceding Article, Article 1, shall apply to City
Carrier Assistant Employees.)
ARTICLE 2
NON-DISCRIMINATION AND CIVIL RIGHTS
Section 1. Statement of Principle
The Employer and the Union agree that there shall be no dis-
crimination by the Employer or the Union against employees
because of race, color, creed, religion, national origin, sex,
age, or marital status.
3
Article 2.1
In addition, consistent with the other provisions of this

Agreement, there shall be no unlawful discrimination against
handicapped employees, as prohibited by the Rehabilitation
Act.
[see Memo, page 142]
Section 2. Committees
There are established at the national and area levels Joint
Committees on Human Rights. The committees will be com-
posed of a representative of the Union and responsible man-
agement officials. The committees may develop affirmative
action proposals on all matters affecting minority groups. The
committees will also be advised of the plan for site selection
for facilities planned for national postal mail networks and
major metropolitan areas, and review availability of adequate
housing and public transportation. The committees shall meet
as required at mutually agreeable times.
Section 3. Grievances
Grievances arising under this Article may be filed at Formal
Step A of the grievance procedure within fourteen (14) days of
when the employee or the Union has first learned or may rea-
sonably have been expected to have learned of the alleged dis-
crimination, unless filed directly at the national level, in which
case the provisions of this Agreement for initiating grievances
at that level shall apply.
(The preceding Article, Article 2, shall apply to City Carrier
Assistant Employees.)
ARTICLE 3
MANAGEMENT RIGHTS
The Employer shall have the exclusive right, subject to the
provisions of this Agreement and consistent with applicable
laws and regulations:
A. To direct employees of the Employer in the performance
of official duties;
B. To hire, promote, transfer, assign, and retain employ-
ees in positions within the Postal Service and to suspend,
4
Article 4.2
demote, discharge, or take other disciplinary action against

such employees;
C. To maintain the efficiency of the operations entrusted to it;
D. To determine the methods, means, and personnel by
which such operations are to be conducted;
E. To prescribe a uniform dress to be worn by letter carriers
and other designated employees; and
F. To take whatever actions may be necessary to carry out
its mission in emergency situations, i.e., an unforeseen cir-
cumstance or a combination of circumstances which calls for
immediate action in a situation which is not expected to be of
a recurring nature.
Assistant Employees.)
ARTICLE 4
TECHNOLOGICAL AND MECHANIZATION
CHANGES
Both parties recognize the need for improvement of mail ser-
vice.
Section 1. Advance Notice

The Union will be informed as far in advance of implementa-
tion as practicable of technological or mechanization changes
which affect jobs including new or changed jobs in the area of
wages, hours or working conditions. When major new mech-
anization or equipment is to be purchased and installed, the
Union at the national level will be informed as far in advance
as practicable, but no less than 90 days in advance.
Section 2. Labor-Management Committee

There shall be established at the national level a Joint-Labor
Management Technological or Mechanization Changes
Committee composed of an equal number of representatives
of management and the Union. Notice to said Committee shall
satisfy the notice requirements of the preceding paragraph.
5
Article 4.2
Upon receiving notice, said Committee shall attempt to resolve

any questions as to the impact of the proposed change upon
affected employees and if such questions are not resolved
within a reasonable time after such change or changes are
operational, the unresolved questions may be submitted by the
Union to arbitration under the grievance-arbitration procedure.
Any arbitration arising under this Article will be given priority
in scheduling.
Section 3. New Jobs

Any new job or jobs created by technological or mechaniza-
tion changes shall be offered to present employees capable
of being trained to perform the new or changed job and the
Employer will provide such training. During training, the
employee will maintain his/her rate. It is understood that the
training herein referred to is on the job and not to exceed sixty
(60) days. Certain specialized technical jobs may require addi-
tional and off-site training.
An employee whose job is eliminated, if any, and who cannot
be placed in a job of equal grade shall receive rate protection
until such time as that employee fails to bid or apply for a
position in the employee’s former wage level.
The obligation hereinabove set forth shall not be construed to,
in any way, abridge the right of the Employer to make such
changes.
ARTICLE 5
PROHIBITION OF UNILATERAL ACTION
The Employer will not take any actions affecting wages, hours
and other terms and conditions of employment as defined in
Section 8(d) of the National Labor Relations Act which violate
the terms of this Agreement or are otherwise inconsistent with
its obligations under law.
6
Article 6
ARTICLE 6
NO LAYOFFS OR REDUCTION IN FORCE
(1) Each employee who is employed in the regular work
force as of the date of the Award of Arbitrator James J. Healy,
September 15, 1978, shall be protected henceforth against any
involuntary layoff or force reduction.
It is the intent of this provision to provide security to each
such employee during his or her work lifetime.
Members of the regular work force, as defined in Article 7 of
the Agreement, include full-time regulars, part-time employ-
ees assigned to regular schedules and part-time employees
assigned to flexible schedules.
(2) Employees who become members of the regular work
force after the date of this Award, September 15, 1978, shall
be provided the same protection afforded under (1) above
on completion of six years of continuous service and having
worked in at least 20 pay periods during each of the six years.
(3) With respect to employees hired into the regular work
force after the date of this Award and who have not acquired
the protection provided under (2) above, the Employer shall
have the right to effect layoffs for lack of work or for other
legitimate reasons. This right may be exercised in lieu of reas-
signing employees under the provisions of Article 12, except
as such right may be modified by agreement. Should the exer-
cise of the Employer’s right to lay off employees require the
application of the provisions of Chapter 35 of Title 5, United
States Code, employees covered by that Chapter with less
than three years of continuous civilian federal service will be
treated as “career conditional” employees.
The Employer’s right as established in this Section shall be
effective July 20, 1979.
The following terms as to the employees’ and Employer’s
rights and the rules and procedures to be followed in the
implementation of Article 6 are a part of the September 15,
1978 Final Resolution and shall be final and binding upon the
parties:
7
Article 6.A
A. Coverage
1. Employees protected against any involuntary layoff or
force reduction.
Those employees who occupy full-time, part-time regular
or part-time flexible positions in the regular work force (as
defined in Article 7) on September 15, 1978, are protected
against layoff and reduction in force during any period
of employment in the regular work force with the United
States Postal Service or successor organization in his or
her lifetime. Such employees are referred to as “protected
employees.”
Other employees achieve protected status under the provi-
sions of A.3 below.
2. Employees subject to involuntary layoff or force reduc-
tion.
Except as provided in A.1 and A.3, all employees who enter
the regular work force, whether by hire, transfer, demotion,
reassignment, reinstatement, and reemployment on or after
September 16, 1978, are subject to lay-off or force reduc-
tion and are referred to as “non-protected employees.”
3. Non-protected employees achieving protected status.
(a) A non-protected employee achieves protected status
upon completion of six years of continuous service
in their regular work force. The service requirement
is computed from the first day of the pay period in
which the employee enters the regular work force.
To receive credit for the year, the employee must
work at least one hour or receive a call-in guarantee
in lieu of work in at least 20 of the 26 pay periods
during that anniversary year.
Absence from actual duty for any of the following
reasons will be considered as “work” solely for the
purposes of this requirement:
(1) To the extent required by law, court leave, time
spent in military service covered by Chapter 43
of Title 38, or time spent on continuation of pay,
8
Article 6.B.1
leave without pay or on OWCP rolls because of

compensable injury on duty.
(2) Time spent on paid annual leave or sick leave,
as provided for in Article 10 of the Agreement.
(3) Leave without pay for performing Union
business as provided for in Article 24 of the
Agreement.
All other unpaid leave and periods of suspension
or time spent in layoff or RIF status will not be
considered work. Failure to meet the 20 pay
period requirement in any given anniversary
year means the employee must begin a new
six year continuous service period to achieve
protected status.
(b) Temporary details outside of the regular work force
in which the employee’s position of record remains
in the regular work force count toward fulfilling the
20 pay periods of work requirement per year.
(c) If a non-protected employee leaves the regular work
force for a position outside the Postal Service and
remains there more than 30 calendar days, upon
return the employee begins a new service period for
purposes of attaining six years continuous service.
(d) If a non-protected employee leaves the regular work
force and returns within two years from a position
within the Postal Service the employee will receive
credit for previously completed full anniversary years,
for purposes of attaining the six years continuous ser-
vice.
B. Preconditions for Implementation of Layoff and
Reduction in Force.
1. The affected Union(s) shall be notified at the
Regional level no less than 90 days in advance of
any layoff or reduction in force that an excess of
employees exists or will exist at an installation and
that a layoff and reduction in force may be necessary.
The Employer will explain to the Union(s) the basis
9
Article 6.B.1
for its conclusion that legitimate business reasons

require the excessing and possible separation of
employees.
2. N
o employee shall be reassigned under this Article
or laid off or reduced in force unless and until that
employee has been notified at least 60 days in
advance that he or she may be affected by one or the
other of these actions.
3. The maximum number of excess employees within
an installation shall be determined by seniority unit
within each category of employees (full-time, part-time
regular, part-time flexible). This number determined
by the Employer will be given to the Union(s) at the
time of the 90-day notice.
4. Before implementation of reassignment under this
Article or, if necessary, layoff and reduction in force
of excess employees within the installation, the
Employer will, to the fullest extent possible, separate
all casuals within the craft and minimize the amount
of overtime work and part-time flexible hours in
the positions or group of positions covered by
the seniority unit as defined in this Agreement or
as agreed to by the parties. In addition, the Employer
shall solicit volunteers from among employees in the
same craft within the installation to terminate their
employment with the Employer.
Employees who elect to terminate their employment
will receive a lump sum severance payment in the
amount provided by Part 435 of the Employee and
Labor Relations Manual, will receive benefit cover-
age to the extent provided by such Manual, and, if
eligible, will be given the early retirement benefits
provided by Section 8336(d)(2) of Title 5, United
States Code and the regulations implementing that
statute.
5. No less than 20 days prior to effecting a layoff, the
Employer will post a list of all vacancies in other
seniority units and crafts at the same or lower level
10
Article 6.C.3
which exist within the installation and within the

commuting area of the losing installation. Employees
in an affected seniority unit may, within 10 days after
the posting, request a reassignment under this Article
to a posted vacancy. Qualified employees will be
assigned to such vacancies on the basis of seniority.
If a senior non-preference eligible employee within
the seniority unit indicates no interest in available
reassignment, then such employee becomes exposed
to layoff. A preference eligible employee within
the seniority unit shall be required to accept such a
reassignment to a vacancy in the same level at the
installation, or, if none exists at the installation, to a
vacancy in the same level at an installation within the
commuting area of the losing installation.
If the reassignment is to a different craft, the employ-
ee’s seniority in the new craft shall be established in
accordance with the applicable seniority provisions
of the new craft.
C. Layoff and Reduction in Force
1. Definition. The term “layoff” as used herein refers
to the separation of non-protected, non-preference eli-
gible employees in the regular work force because
of lack of work or other legitimate, non-disciplinary
reasons. The term “reduction in force” as used herein
refers to the separation or reduction in the grade of
a non-protected veterans’ preference eligible in the
regular work force because of lack of work or other
legitimate non-disciplinary reasons.
2. Order of layoff. If an excess of employees exists at
an installation after satisfaction of the preconditions
set forth in (B) above, the Employer may lay off
employees within their respective seniority units as
defined in the Agreement.
3. Seniority units for purposes of layoff. Seniority
units within the categories of full-time regular, part-
time regular, and part-time flexible, will consist of
all non-protected persons at a given level within an
11
Article 6.C.3
established craft at an installation unless the parties

agree otherwise. It is the intent to provide the broad-
est possible unit consistent with the equities of senior
non-protected employees and with the efficient oper-
ation of the installation.
4. Union representation. Chief stewards and union
stewards whose responsibilities bear a direct relation-
ship to the effective and efficient representation of
bargaining unit employees shall be placed at the top
of the seniority unit roster in the order of their rela-
tive craft seniority for the purposes of layoff, reduc-
tion in force, and recall.
5. Reduction in force. If an excess of employees
exists at an installation after satisfaction of the pre-
conditions set forth in (B) above and after the lay-
off procedure has been applied, the Employer may
implement a reduction in force as defined above.
Such reduction will be conducted in accordance with
statutory and regulatory requirements that prevail at
the time the force reduction is effected. Should appli-
cable law and regulations require that other non-pro-
tected, non-preference eligible employees from other
seniority units be laid off prior to reduction in force,
such employees will be laid off in inverse order of
their craft seniority in the seniority unit.
In determining competitive levels and competitive
areas applicable in a force reduction, the Employer
will submit its proposal to the Union(s) at least 30
days prior to the reduction. The Union(s) will be
afforded a full opportunity to make suggested revi-
sions in the proposal. However, the Employer, having
the primary responsibility for compliance with the
statute and regulations, reserves the right to make
the final decision with respect to competitive levels
and competitive areas. In making its decision with
respect to competitive levels and competitive areas
the Employer shall give no greater retention security
12
Article 6.E.1
to preference eligibles than to non-preference eligi-

bles except as may be required by law.
D. Recall Rights
1. Employees who are laid off or reduced in force shall
be placed on recall lists within their seniority units and
shall be entitled to remain on such lists for two years.
Such employees shall keep the Employer informed of
their current address. Employees on the lists shall be
notified in order of craft seniority within the senior-
ity unit of all vacant assignments in the same category
and level from which they were laid off or reduced in
force. Preference eligibles will be accorded no recall
rights greater than non-preference eligibles except as
required by law. Notice of vacant assignments shall be
given by certified mail, return receipt requested, and a
copy of such notice shall be furnished to the local union
president. An employee so notified must acknowledge
receipt of the notice and advise the Employer of his or
her intentions within 5 days after receipt of the notice.
If the employee accepts the position offered he or she
must report for work within 2 weeks after receipt of
notice. If the employee fails to reply to the notice within
5 days after the notice is received or delivery cannot be
accomplished, the Employer shall offer the vacancy to
the next employee on the list. If an employee declines
the offer of a vacant assignment in his or her seniority
unit or does not have a satisfactory reason for failure to
reply to a notice, the employee shall be removed from
the recall list.
2. An employee reassigned from a losing installation
pursuant to B.5 above and who has retreat rights
shall be entitled under this Article to exercise those
retreat rights before a vacancy is offered to an
employee on the recall list who is junior to the reas-
signed employee in craft seniority.
E. Protective Benefits
1. Severance pay. Employees who are separated
because of a layoff or reduction in force shall be
13
Article 6.E.1
entitled to severance pay in accordance with Part

435 of the Employee and Labor Relations Manual.
2. Health and Life Insurance Coverage. Employees
who are separated because of a layoff or a reduction
in force shall be entitled to the health insurance and
life insurance coverage and to the conversion rights
provided for in the Employee and Labor Relations
Manual.
F. Union Representation Rights
1. The interpretation and application of the provisions
of this Award shall be grievable under Article 15.
Any such grievance may be introduced at Step B and
shall be subject to priority arbitration.
2. The Employer shall provide to the affected Union(s)
a quarterly report on all reassignments, layoff and
reductions in force made under this Article.
3. Preference eligibles are not deprived of whatever rights
of appeal such employees may have under applicable
laws and regulations. If the employee appeals under the
Veterans’ Preference Act, however, the time limits for
appeal to arbitration and the normal contractual arbitration
scheduling procedures are not to be delayed as a conse-
quence of that appeal; if there is an MSPB appeal pending
as of the date the arbitration is scheduled by the parties, the
grievant waives access to the grievance-arbitration proce-
dure beyond Step B.
G. Intent
The Employer shall not lay off, reduce in force, or take any
other action against a non-protected employee solely to pre-
vent the attainment of that employee of protection status.
(Additional no layoffs or reduction in force provisions
regarding City Carrier Assistant Employees are found in
Appendix B.)
14
Article 7.1.C.2
ARTICLE 7
EMPLOYEE CLASSIFICATIONS
Section 1. Definition and Use

A. Regular Work Force. The regular work force shall be
comprised of two categories of employees which are as fol-
lows:
1. Full-Time. Employees in this category shall be hired
pursuant to such procedures as the Employer may
establish and shall be assigned to regular schedules
consisting of five (5) eight (8) hour days in a service
week.
2. Part-Time. Employees in this category shall be hired
pursuant to such procedures as the Employer may
establish and shall be assigned to regular schedules
of less than forty (40) hours in a service week, or
shall be available to work flexible hours as assigned
by the Employer during the course of a service week.
B. RESERVED
C. City Carrier Assistant Employees (CCAs)
The city carrier assistant work force shall be comprised of
noncareer, bargaining unit employees, as follows:
1. City carrier assistants may perform the full range of
letter carrier duties. The number of city carrier assis-
tants who may be employed in any reporting period
shall not exceed 15% of the total number of full-time
career city carriers in that District.
2. In order to meet the fundamental changes in the busi-
ness environment, including, but not limited to flex-
ible windows which may be necessary to develop
and provide new products and services, the Employer
has the right to hire up to 8,000 CCAs in addition to
those authorized in paragraph 1, above. The number
of such city carrier assistants who may be employed in
any reporting period shall not exceed 8% of the total
number of full-time career city carriers in that District.
15
Article 7.1.C.2
CCAs hired under this Section will be so designated

on their PS Form 50.
3. City carrier assistants shall be hired pursuant to such
procedures as the Employer may establish. City
carrier assistants shall be hired for terms of 360 cal-
endar days and will have a break in service of 5 days
between appointments.
4. Over the course of a service week, the Employer
will make every effort to ensure that qualified and
available part-time flexible employees are utilized at
the straight-time rate prior to assigning such work to
CCAs working in the same work location and on the
same tour, provided that the reporting guarantee for
CCA employees is met.
Section 2. Employment and Work Assignments
A. Normally, work in different crafts, occupational groups
or levels will not be combined into one job. However, to pro-
vide maximum full-time employment and provide necessary
flexibility, management may establish full-time schedule assign-
ments by including work within different crafts or occupational
groups after the following sequential actions have been taken:
1. All available work within each separate craft by tour
has been combined.
2. Work of different crafts in the same wage level by tour
has been combined.
The appropriate representatives of the affected Unions will be
informed in advance of the reasons for establishing the com-
bination full-time assignments within different crafts in accor-
dance with this Article.
B. In the event of insufficient work on any particular day
or days in a full-time or part-time employee’s own scheduled
assignment, management may assign the employee to any
available work in the same wage level for which the employee
is qualified, consistent with the employee’s knowledge and
experience, in order to maintain the number of work hours of
the employee’s basic work schedule.
16
Article 7.3.D
C. During exceptionally heavy workload periods for one

occupational group, employees in an occupational group expe-
riencing a light workload period may be assigned to work in
the same wage level, commensurate with their capabilities, to
the heavy workload area for such time as management deter-
mines necessary.
Section 3. Employee Complements
A. The Employer will staff at least one full-time regular
city letter carrier per one full-time regular city letter car-
rier route, as defined in Article 41.1.A.1, plus each Carrier
Technician position; however, the Employer’s obligation shall
not exceed a ratio of 1.18 full-time regular city letter carriers
per full-time city letter carrier routes. As long as part-time
flexible employees remain on the rolls, the Employer shall
staff all postal installations which have 200 or more workyears
of employment in the regular work force as of the date of this
Agreement with 88% full-time employees in the letter carrier
craft.
B. The Employer shall maximize the number of full-time
employees and minimize the number of part-time employees
who have no fixed work schedules in all postal installations;
however, nothing in this paragraph B shall detract from the
USPS’ ability to use the awarded full-time/part-time ratio as
provided for in paragraph 3.A. above.
C. A part-time flexible employee working eight (8) hours
within ten (10), on the same five (5) days each week and the
same assignment over a six month period will demonstrate the
need for converting the assignment to a full-time position.
D. Where a count and inspection of an auxiliary city deliv-
ery assignment indicates that conversion to a full-time position
is in order, conversion will be made.
[see Memos and Letter of Intent, pages 139, 146-147]
17
Article 8
ARTICLE 8
HOURS OF WORK
Section 1. Work Week
The work week for full-time regulars shall be forty (40) hours
per week, eight (8) hours per day within ten (10) consecutive
hours, provided, however, that in all offices with more than
100 full-time employees in the bargaining units the normal
work week for full-time regular employees will be forty hours
per week, eight hours per day within nine (9) consecutive
hours. Shorter work weeks will, however, exist as needed for
part-time regulars.
Section 2. Work Schedules
A. The employee’s service week shall be a calendar week
beginning at 12:01 a.m. Saturday and ending at 12 midnight
the following Friday.
B. The employee’s service day is the calendar day on which
the majority of work is scheduled. Where the work schedule is
distributed evenly over two calendar days, the service day is
the calendar day on which such work schedule begins.
C. The employee’s normal work week is five (5) service
days, each consisting of eight (8) hours, within ten (10) con-
secutive hours, except as provided in Section 1 of this Article.
As far as practicable the five days shall be consecutive days
within the service week.
Section 3. Exceptions
The above shall not apply to part-time employees.
Part-time employees will be scheduled in accordance with the
above rules, except they may be scheduled for less than eight (8)
hours per service day and less than forty (40) hours per normal
work week.
CCA employees will be scheduled in accordance with Section
2, A and B, of this Article.
Section 4. Overtime Work
A. Overtime pay is to be paid at the rate of one and one-
half (1 1/2) times the base hourly straight time rate.
18
Article 8.5
(The preceding paragraph, Article 8.4.A., shall apply to

City Carrier Assistant Employees.)
B. Overtime shall be paid to employees for work per-
formed only after eight (8) hours on duty in any one service
day or forty (40) hours in any one service week. Nothing in
this Section shall be construed by the parties or any reviewing
authority to deny the payment of overtime to employees for
time worked outside of their regularly scheduled work week at
the request of the Employer.
(The preceding paragraph, Article 8.4.B., shall apply to
C. Penalty overtime pay is to be paid at the rate of two
(2) times the base hourly straight time rate. Penalty overtime
pay will not be paid for any hours worked in the month of
December.
(The preceding paragraph, Article 8.4.C., shall apply to
D. Penalty overtime pay will be paid to full-time regular
employees for any overtime work in contravention of the
restrictions in Section 5.F.
E. Excluding December, part-time flexible employees will
receive penalty overtime pay for all work in excess of ten (10)
hours in a service day or fifty-six (56) hours in a service week.
(The preceding paragraph, Article 8.4.E., shall apply to
F. Wherever two or more overtime or premium rates may
appear applicable to the same hour or hours worked by an
employee, there shall be no pyramiding or adding together
of such overtime or premium rates and only the higher of the
employee’s applicable rates shall apply.
(The preceding paragraph, Article 8.4.F., shall apply to City
Section 5. Overtime Assignments
When needed, overtime work for full-time employees shall
be scheduled among qualified employees doing similar work
19
Article 8.5
in the work location where the employees regularly work in

accordance with the following:
A. Employees desiring to work overtime shall place their
names on either the “Overtime Desired” list or the “Work
Assignment” list during the two weeks prior to the start of
the calendar quarter, and their names shall remain on the list
until such time as they remove their names from the
list. Employees may switch from one list to the other during
the two weeks prior to the start of the calendar quarter,
and the change will be effective beginning that new calendar
quarter.
B. “Overtime Desired” lists will be established by
craft, section or tour in accordance with Article 30, Local
Implementation.
C.1. (RESERVED)
C.2. a. When during the quarter the need for overtime
arises, employees with the necessary skills hav-
ing listed their names will be selected from the
“Overtime Desired” list.
b. During the quarter every effort will be made to
distribute equitably the opportunities for overtime
among those on the “Overtime Desired” list.
c. In order to insure equitable opportunities for over-
time, overtime hours worked and opportunities
offered will be posted and updated weekly.
d. Recourse to the “Overtime Desired” list is not nec-
essary in the case of a letter carrier working on the
employee’s own route on one of the employee’s
regularly scheduled days.
e. All overtime hours worked by, and all opportu-
nities offered to, employees on the “Overtime
Desired” list, regardless of whether the overtime/
opportunity is on or off the employee’s own route,
will be considered and counted when determining
quarterly equitability.
f. Only overtime hours worked or opportunities
offered beyond eight hours on a holiday or desig-
20
Article 8.5.G
nated holiday will be considered and counted when

determining equitability.
D. If the voluntary “Overtime Desired” list does not pro-
vide sufficient qualified people, qualified full-time regular
employees not on the list may be required to work overtime on
a rotating basis with the first opportunity assigned to the junior
employee.
E. Exceptions to C and D above if requested by the
employee may be approved by local management in excep-
tional cases based on equity (e.g., anniversaries, birthdays,
illness, deaths).
F. Excluding December, no full-time regular employee
will be required to work overtime on more than four (4) of the
employee’s five (5) scheduled days in a service week or work
over ten (10) hours on a regularly scheduled day, over eight
(8) hours on a non-scheduled day, or over six (6) days in a ser-
vice week.
G. Full-time employees not on the “Overtime Desired” list
may be required to work overtime only if all available employ-
ees on the “Overtime Desired” list have worked up to twelve
(12) hours in a day or sixty (60) hours in a service week.
Employees on the “Overtime Desired” list:
1. may be required to work up to twelve (12) hours in a
day and sixty (60) hours in a service week (subject to
payment of penalty overtime pay set forth in Section
4.D for contravention of Section 5.F); and
2. excluding December, shall be limited to no more than
twelve (12) hours of work in a day and no more than
sixty (60) hours of work in a service week.
However, the Employer is not required to utilize employees
on the “Overtime Desired” list at the penalty overtime rate if
qualified employees on the “Overtime Desired” list who are
not yet entitled to penalty overtime are available for the over-
time assignment.
[see Memos and Letter of Intent, pages 168-175]
21
Article 8.6
Section 6. Sunday Premium Payment

Each employee whose regular work schedule includes a period
of service, any part of which is within the period commencing at
midnight Saturday and ending at midnight Sunday, shall be paid
extra compensation at the rate of 25 percent of the employee’s
base hourly rate of compensation for each hour of work per-
formed during that period of service. An employee’s regularly
scheduled reporting time shall not be changed on Saturday or
Sunday solely to avoid the payment of Sunday premium payment.
Section 7. Night Shift Differential
For time worked between the hours of 6:00 p.m. and 6:00
a.m., career employees shall be paid additional compensation
at the applicable flat dollar amount at each pay grade and step
in accordance with Appendix A attached hereto.
(The preceding paragraph, Article 8.7, shall apply to City
Section 8. Guarantees
A. An employee called in outside the employee’s regular
work schedule shall be guaranteed a minimum of four (4) con-
secutive hours of work or pay in lieu thereof where less than
four (4) hours of work is available. Such guaranteed minimum
shall not apply to an employee called in who continues work-
ing on into the employee’s regularly scheduled shift.
B. When a full-time regular employee is called in on the
employee’s non-scheduled day, the employee will be guaran-
teed eight hours work or pay in lieu thereof.
C. The Employer will guarantee all employees at least four
(4) hours work or pay on any day they are requested or sched-
uled to work in a post office or facility with 200 or more work-
years of employment per year. All employees at other post
offices and facilities will be guaranteed two (2) hours work or
pay when requested or scheduled to work.
D. Any CCA employee who is scheduled to work and who
reports to work in a post office or facility with 200 or more
workyears of employment shall be guaranteed four (4) hours
of work or pay. CCAs at other post offices and facilities will
be guaranteed two (2) hours work or pay.
22
Article 9.2
Section 9. Wash-Up Time

Installation heads shall grant reasonable wash-up time to those
employees who perform dirty work or work with toxic materi-
als. The amount of wash-up time granted each employee shall
be subject to the grievance procedure.
(The preceding paragraph, Article 8.9, shall apply to City
ARTICLE 9
SALARIES AND WAGES
Section 1. Salary and Wage Schedules

Employees with career appointments before January 12, 2013
shall be paid and earn step increases according to the rates and
waiting periods outlined in Table One.
Employees appointed to career positions on or after January
12, 2013 shall be paid and earn step increases according to the
rates and waiting periods outlined in Table Two.
Section 2. Basic Annual Salary

Effective November 23, 2019—the basic annual salary for
each grade and step of Table One and Table Two shall
be increased by an amount equal to 1.1% of the basic
annual salary for the grade and step in effect on the date of
this Agreement.
Effective November 21, 2020—the basic annual salary
for each grade and step of Table One and Table Two
shall be increased by an amount equal to 1.1% of the basic
annual salary for the grade and step in effect on the date of
this Agreement.
shall be increased by an amount equal to 1.3% of the
basic annual salary for the grade and step in effect on
the date of this Agreement.
23
Article 9.2

shall be increased by an amount equal to 1.3% of the
basic annual salary for the grade and step in effect on
the date of this Agreement.
Section 3. Cost of Living Adjustment
A. Definitions
1.“Consumer Price Index” refers to the “National
Consumer Price Index for Urban Wage Earners and
Clerical Workers,” published by the Bureau of Labor
Statistics, United States Department of Labor (1967=100)
and referred to herein as the “Index.”
2. “Consumer Price Index Base” refers to the Consumer
Price Index for the month of July 2019 and is referred to
herein as the “Base Index.”
B. Effective Dates of Adjustment
Each eligible employee covered by this Agreement shall
receive cost-of-living adjustments, upward, in accordance
with the formula in Section 3.C, below, effective on the
following dates:
- the second full pay period after the release of the
January 2020 Index
- the second full pay period after the release of the July
2020 Index
January 2021 Index
2021 Index
January 2022 Index
2022 Index
January 2023 Index
24
Article 9.3.H
C. The basic salary schedules provided for in Table One

and Step O of Table Two of this Agreement shall be increased
one cent per hour for each full 0.4 of a point increase in the
applicable Index above the Base Index.
D. Steps A through N in the basic salary schedules provid-
ed for in Table Two of this Agreement shall receive COLAs
calculated using the formula in paragraph C adjusted pro-
portionally to each step’s percentage of Step O. Step AA of
the Hourly Basic Rates for Part-Time Flexible Employees
provided for in Table Two of this Agreement shall receive
COLA calculated using the same formula in paragraph C
adjusted proportionally to its percentage of Step O.
E. Effective November 19, 2022, Table One and Step
P of Table Two shall receive COLAs calculated using the
formula in paragraph C. Also effective November 19, 2022,
Steps A through O (including Step AA of the Hourly Basic
Rates for Part-Time Flexible Employees) in the basic sala-
ry schedules provided for in Table Two of this Agreement
shall receive COLAs calculated using the formula in para-
graph C adjusted proportionally to each Step’s percentage
of Step P.
F. In the event the appropriate Index is not published on
or before the beginning of the effective payroll period, any
adjustment required will be made effective at the beginning
of the second payroll period after publication of the appropri-
ate Index.
G. No adjustment, retroactive or otherwise, shall be made
due to any revision which may later be made in the published
figures for the Index for any month mentioned in 3.B, above.
H. If during the life of this Agreement, the BLS ceases to
make available the CPI-W (1967=100), the parties agree to use
the CPI-W (1982-84=100) at such time as BLS ceases to make
available the CPI-W (1967=100). At the time of change to the
CPI-W (1982-84=100), the cost-of-living formula in Section
3.C will be recalculated to provide the same cost-of-living
adjustment that would have been granted under the formula
using the CPI-W (1967=100).
25
Article 9.4
Section 4. Application of Salary Rates

The Employer shall continue the current application of sal-
ary rates for the duration of this Agreement.
Section 5. Granting Step Increases
The Employer will continue the program on granting step
increases for the duration of this Agreement.
Section 6. Protected Salary Rates
The Employer shall continue the current salary rate protec-
tion program for the duration of this Agreement.
Section 7. City Carrier Assistants (CCAs)
The CCA hourly rates in Table Three shall be adjusted by
the general increases provided for in Article 9.2. In addition,
CCAs will receive the following wage adjustments:
Effective November 23, 2019, the CCA hourly rates in
Table Three shall be increased by 1.0%.
Effective November 19, 2022, the CCA hourly rates
in Table Three shall be increased by 1.0%.
Section 8. New Steps
NALC RSC Q7 (Table Two) will be modified to include
a new entry Step AA for the Hourly Basic Rates of Part-
Time Flexible (PTF) Employees. The Step AA Hourly Basic
Rate will be equal to Step A of the Full-Time/Part-Time
Regular Employees Hourly Basic Rate in Table Two. The
waiting period from PTF Step AA to PTF Step A in Table
Two will be 46 weeks. Upon conversion to Full-Time, Part-
Time Flexible employees in RSC Q7 (Table Two) will be
slotted into the Full-Time Step commensurate with their
26
Article 10.3.C
number of weeks as a PTF, and retain their time credit

toward the next step.
Effective November 19, 2022, NALC RSC Q (Table One)
and NALC RSC Q7 (Table Two) will be modified to
include an additional Step P that is $444 more than Step
O of the basic salary schedule in Tables One and Two.
The waiting period in Step O to reach Step P of the basic
salary schedule in Tables One and Two will be 46 weeks.
Employees with at least 46 weeks in Step O of the basic sal-
ary schedule in Tables One and Two on November 19, 2022
will advance to Step P in the salary schedule, and employ-
ees with less than 46 weeks will advance upon reaching 46
weeks.
ARTICLE 10
LEAVE
Section 1. Funding
The Employer shall continue funding the leave program so as
to continue the current leave earning level for the duration of
this Agreement.
Section 2. Leave Regulations
The leave regulations in Subchapter 510 of the Employee
and Labor Relations Manual, insofar as such regulations
establish wages, hours and working conditions of employees
covered by this Agreement, shall remain in effect for the life
of this Agreement.
Section 3. Choice of Vacation Period
A. It is agreed to establish a nationwide program for vacation
planning for employees in the regular work force with emphasis
upon the choice vacation period(s) or variations thereof.
B. Care shall be exercised to assure that no employee is
required to forfeit any part of such employee’s annual leave.
C. The parties agree that the duration of the choice vaca-
tion period(s) in all postal installations shall be determined
pursuant to local implementation procedures.
27
Article 10.3.D
D. Annual leave shall be granted as follows:

1. Employees who earn 13 days annual leave per
year shall be granted up to ten (10) days of con-
tinuous annual leave during the choice period.
The number of days of annual leave, not to
exceed ten (10), shall be at the option of the
employee.
2. Employees who earn 20 or 26 days annual leave
per year shall be granted up to fifteen (15) days
of continuous annual leave during the choice
period. The number of days of annual leave, not
to exceed fifteen (15), shall be at the option of the
employee.
3. The subject of whether an employee may at the
employee’s option request two (2) selections
during the choice period(s), in units of either 5
or l0 working days, the total not to exceed the ten
(10) or fifteen (15) days above, may be deter-
mined pursuant to local implementation proce-
dures.
4. The remainder of the employee’s annual leave
may be granted at other times during the year, as
requested by the employee.
E. The vacation period shall start on the first day of the
employee’s basic work week. Exceptions may be granted by
agreement among the employee, the Union representative and
the Employer.
F. An employee who is called for jury duty during the
employee’s scheduled choice vacation period or who attends
a National, State, or Regional Convention (Assembly) during
the choice vacation period is eligible for another available
period provided this does not deprive any other employee of
first choice for scheduled vacation.
Section 4. Vacation Planning
The following general rules shall be observed in implementing
the vacation planning program:
28
Article 10.5.D
A. The Employer shall, no later than November l, pub-

licize on bulletin boards and by other appropriate means the
beginning date of the new leave year, which shall begin with
the first day of the first full pay period of the calendar year.
B. The installation head shall meet with the representa-
tives of the Union to review local service needs as soon after
January 1 as practical. The installation head shall then:
1. Determine the amount of annual leave accrued to
each employee’s credit including that for the current
year and the amount he/she expects to take in the
current year.
2. Determine a final date for submission of applications
for vacation period(s) of the employee’s choice dur-
ing the choice vacation period(s).
3. Provide official notice to each employee of the vaca-
tion schedule approved for each employee.
C. A procedure in each office for submission of applications
for annual leave for periods other than the choice period may be
established pursuant to the implementation procedure above.
D. All advance commitments for granting annual leave
must be honored except in serious emergency situations.
Section 5. Sick Leave
The Employer agrees to continue the administration of the
present sick leave program, which shall include the following
specific items:
A. Credit employees with sick leave as earned.
B. Charge to annual leave or leave without pay (at employ-
ee’s option) approved absence for which employee has insuffi-
cient sick leave.
C. Employee becoming ill while on annual leave may have
leave charged to sick leave upon request.
D. For periods of absence of three (3) days or less, a supervisor
may accept an employee’s certification as reason for an absence.
29
Article 10.6
Section 6. Minimum Charge for Leave

The minimum unit charged for sick leave and annual leave for
regular work force employees as defined in Article 7, Section
1.A, is one hundredth of an hour (.01 hour).
Employees may utilize annual and sick leave in conjunction
with leave without pay, subject to the approval of the leave
in accordance with normal leave approval procedures. The
Employer is not obligated to approve such leave for the last
hour of the employee’s scheduled workday prior to and/or the
first hour of the employee’s scheduled workday after a holiday.
[see Memos, pages 180-187]
(Additional leave provisions regarding City Carrier
Assistant Employees are found in Appendix B.)
ARTICLE 11
HOLIDAYS
Section 1. Holidays Observed

The following ten (l0) days shall be considered holidays for
full-time and part-time regular scheduled employees hereinaf-
ter referred to in this Article as “employees”:
New Year’s Day
Martin Luther King, Jr.’s Birthday
Presidents Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans’ Day
Thanksgiving Day
Christmas Day
Section 2. Eligibility
To be eligible for holiday pay, an employee must be 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.
30
Article 11.5.A
Section 3. Payment
A. An employee shall receive holiday pay at the employ-
ee’s base hourly straight time rate for a number of hours
equal to the employee’s regular daily working sched-
ule, not to exceed eight (8) hours. Effective with the 2021
Independence Day holiday, employees who work their hol-
iday, at their option, may elect to have their annual leave
balance credited with up to eight (8) hours of annual leave
in lieu of holiday leave pay.
B. Holiday pay is in lieu of other paid leave to which an
employee might otherwise be entitled on the employee’s holiday.
Section 4. Holiday Work
A. An employee required to work on a holiday other than
Christmas shall be paid the base hourly straight time rate for
each hour worked up to eight (8) hours. Effective with the
2021 Independence Day holiday, employees who work their
holiday, at their option, may elect to have their annual leave
balance credited with up to eight (8) hours of annual leave
or receive the holiday pay to which the employee is entitled as
above described.
B. An employee required to work on Christmas shall be
paid one and one-half (l 1/2) times the base hourly straight
time rate for each hour worked. Effective with the 2021
Independence Day holiday, employees who work their
holiday, at their option, may elect to have their annu-
al leave balance credited with up to eight (8) hours
of annual leave or receive the holiday pay to which the
employee is entitled as above described.
C. Deferred holiday leave credited in accordance with
Section 4.A or 4.B, above, will be subject to all applicable
rules for requesting and scheduling annual leave and shall
be combined with annual leave and counted as annual
leave for the purposes of annual leave carryover.
Section 5. Holiday on Non-Work Day
A. When a holiday falls on Sunday, the following Monday
will be observed as the holiday. When a holiday falls on
Saturday, the preceding Friday shall be observed as the holiday.
31
Article 11.5.B
B. When an employee’s scheduled non-work day falls on a day

observed as a holiday, the employee’s scheduled workday preced-
ing the holiday shall be designated as that employee’s holiday.
Section 6. Holiday Schedule
A. The Employer will determine the number and cat-
egories of employees needed for holiday work and a schedule
shall be posted as of the Tuesday preceding the service week
in which the holiday falls.
B. As many full-time and part-time regular schedule
employees as can be spared will be excused from duty on a
holiday or day designated as their holiday. Such employees
will not be required to work on a holiday or day designated
as their holiday unless all casuals and part-time flexibles are
utilized to the maximum extent possible, even if the payment
of overtime is required, and unless all full-time and part-time
regulars with the needed skills who wish to work on the holi-
day have been afforded an opportunity to do so.
C. An employee scheduled to work on a holiday who does not
work shall not receive holiday pay, unless such absence is based on
an extreme emergency situation and is excused by the Employer.
D. Qualified CCAs will be scheduled for work on a hol-
iday or designated holiday after all full-time volunteers are
scheduled to work on their holiday or designated holiday.
They will be scheduled, to the extent possible, prior to any
full-time volunteers or non-volunteers being scheduled to
work a nonscheduled day or any full-time non-volunteers
being required to work their holiday or designated holiday. If
the parties have locally negotiated a pecking order that would
schedule full-time volunteers on a nonscheduled day, the Local
Memorandum of Understanding will apply.
Section 7. Holiday Part-Time Employee
A part-time flexible schedule employee shall not receive
holiday pay as such. Part-Time Flexible employees other
than those in Step AA shall be compensated for the ten (10)
holidays by basing the employee’s regular straight time hourly
rate on the employee’s annual rate divided by 2,000 hours. For
work performed on December 25, a part-time flexible schedule
employee shall be paid in addition to the employee’s regular
straight time hourly rate, one-half (l/2) times the employee’s
32
Article 12.1.A
regular straight time hourly rate for each hour worked up to

eight (8) hours.
Section 8. City Carrier Assistant Holidays
A. Holidays Observed
The following six (6) days shall be considered holidays for
city carrier assistants (CCAs):
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
B. Eligibility
To be eligible for holiday pay, a CCA must be 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.
C. Payment
CCAs shall receive holiday pay at the employee’s base hourly
straight time rate. The number of hours of holiday leave pay
for a CCA will be determined by the size of the office in which
he/she works:
• 200 Workyear offices 8 hours
• POStPlan offices 4 hours
• All other offices 6 hours
Effective with the 2021 Independence Day holiday, CCAs
who work on a holiday may, at their option, elect to have
their annual leave balance credited with 4, 6, or 8 hours (as
applicable) of annual leave in lieu of receiving holiday pay.
ARTICLE 12
PRINCIPLES OF SENIORITY, POSTING AND
REASSIGNMENTS
Section 1. Probationary Period
A. The probationary period for a new employee shall be
ninety (90) calendar days. The Employer shall have the right
33
Article 12.1.A
to separate from its employ any probationary employee at any

time during the probationary period and these probationary
employees shall not be permitted access to the grievance proce-
dure in relation thereto. If the Employer intends to separate an
employee during the probationary period for scheme failure, the
employee shall be given at least seven (7) days advance notice
of such intent to separate the employee. If the employee quali-
fies on the scheme within the notice period, the employee will
not be separated for prior scheme failure.
B. The parties recognize that the failure of the Employer to
discover a falsification by an employee in the employment appli-
cation prior to the expiration of the probationary period shall not
bar the use of such falsification as a reason for discharge.
C. When an employee completes the probationary period,
seniority will be computed in accordance with this Agreement
as of the initial day of full-time or part-time employment.
D. When an employee who is separated from the Postal
Service for any reason is re-hired, the employee shall serve a
new probationary period. If the separation was due to disabili-
ty, the employee’s seniority shall be established in accordance
with Section 2, if applicable.
Section 2. Principles of Seniority
A. Except as specifically provided in this Article, the prin-
ciples of seniority are established in the craft Articles of this
Agreement.
B. An employee who left the bargaining unit on or after
July 21, 1973 and returns to the same craft:
1. will begin a new period of seniority if the employee
returns from a position outside the Postal Service; or
2. will begin a new period of seniority if the employee
returns from a non-bargaining unit position within
the Postal Service, unless the employee returns
within 2 years from the date the employee left the
unit.
Section 3. Principles of Posting
34
Article 12.4.B
A. To insure a more efficient and stable work force, an

employee may be designated a successful bidder no more than
six (6) times during the duration of this Agreement unless such
bid:
1. is to a job in a higher wage level;:
2. is due to elimination or reposting of the employee’s
duty assignment; or
3. enables an employee to become assigned to a station
closer to the employee’s place of residence.
B. Specific provisions for posting for each craft are con-
tained in the craft posting provisions of this Agreement.
Section 4. Principles of Reassignments
A. A primary principle in effecting reassignments will be
that dislocation and inconvenience to employees in the regular
work force shall be kept to a minimum, consistent with the
needs of the service. Reassignments will be made in accor-
dance with this Section and the provisions of Section 5 below.
B. When a major relocation of employees is planned in
major metropolitan areas or due to the implementation of
national postal mail networks, the Employer will apply this
Article in the development of the relocation and reassignment
plan. At least 90 days in advance of implementation of such
plan, the Employer will meet with the Unions at the national
level to fully advise the Unions how it intends to implement
the plan. If the Unions believes such plan violates the National
Agreement, the matter may be grieved.
Such plan shall include a meeting at the regional level in
advance (as much as six months whenever possible) of the
reassignments anticipated. The Employer will advise the
Unions, based on the best estimates available at the time, of
the anticipated impact; the numbers of employees affected by
craft; the locations to which they will be reassigned; and, in
the case of a new installation, the anticipated complement by
tour and craft. The Unions will be periodically updated by the
Region should any of the information change due to more cur-
rent data being available.
35
Article 12.4.C
C. When employees are excessed out of their installation,

the National Business Agent of the Union may request at the
Area level a comparative work hour report of the losing instal-
lation 60 days after the excessing of such employees.
If a review of the report does not substantiate that busi-
ness conditions warranted the action taken, such employees
shall have their retreat rights activated. If the retreat right is
denied, the employees have the right to the grievance-arbitra-
tion procedure.
D. In order to minimize the impact on employees in the
regular work force, the Employer agrees to separate, to the
extent possible, casual employees working in the affected craft
and installation prior to excessing any regular employee in that
craft out of the installation. The junior full-time employee who
is being excessed has the option of reverting to part-time flexi-
ble status in his/her craft, or of being reassigned to the gaining
installation.
Section 5. Reassignments
A. Basic Principles and Reassignments
When it is proposed to:
1. Discontinue an independent installation;
2. Consolidate an independent installation (i.e., discon-
tinue the independent identity of an installation by
making it part of another and continuing independent
installation);
3. Transfer a classified station or classified branch to
the jurisdiction of another installation or make an
independent installation;
4. Reassign within an installation employees excess to
the needs of a section of that installation;
5. Reduce the number of regular work force employees
of an installation other than by attrition;
36
Article 12.5.B.4
6. Centralized mail processing and/or delivery installa-

tion (Clerk Craft only);
7. Reassignment—motor vehicles;
8. Reassignment—part-time flexibles in excess of
quota; such actions shall be subject to the following
principles and requirements.
B. Principles and Requirements
1. Dislocation and inconvenience to full-time and part-
time flexible employees shall be kept to the mini-
mum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give
full consideration to withholding sufficient full-
time and part-time flexible positions within the
area for full-time and part-time flexible employees
who may be involuntarily reassigned. When posi-
tions are withheld, management will periodically
review the continuing need for withholding such
positions and discuss with the NBA the results of
such review.
3. No employee shall be allowed to displace, or “bump”
another employee, properly holding a position or
duty assignment.
4. Unions affected shall be notified in advance (as
much as six (6) months whenever possible), such
notification to be at the regional level, except under
A.4 above, which shall be at the local level.
5. Full-time and part-time flexible employees involun-
tarily detailed or reassigned from one installation to
another who qualify for relocation benefits shall
be given not less than 60 days advance notice, if
possible. They shall receive moving, mileage, per
diem and reimbursement for movement of household
goods, as appropriate, if legally payable, as governed
by the standardized Government travel regulations as
set forth in the applicable Handbook.
Full-time and part-time flexible employees invol-
untarily detailed or reassigned from one instal-
37
Article 12.5.B.4
lation to another who do not qualify for reloca-

tion benefits shall be given not less than 30 days
advance notice, if possible.
6. Any employee volunteering to accept reassignment
to another craft or occupational group, another
branch of the Postal Service, or another installation
shall start a new period of seniority beginning with
such assignment, except as provided herein.
7. Whenever changes in mail handling patterns are under-
taken in an area including one or more postal installa-
tions with resultant successive reassignments of clerks
from those installations to one or more central instal-
lations, the reassignment of clerks shall be treated as
details for the first 180 days in order to prevent inequi-
ties in the seniority lists at the gaining installations. The
180 days is computed from the date of the first detail of
a clerk to the central, consolidated or new installation
in that specific planning program. If a tie develops in
establishing the merged seniority roster at the gaining
installation, it shall be broken by total continuous ser-
vice in the regular work force in the same craft.
8. In determining seniority of special delivery messen-
gers who received career status under Civil Service
Regulation 3.101, that period of continuous service
as a special delivery messenger prior to attaining
career status shall be included.
9. Whenever in this Agreement provision is made for
reassignments, it is understood that any full-time or
part-time flexible employee reassigned must meet the
qualification requirements of the position to which
reassigned.
10. Whenever the provisions of this Section establishing
seniority are inconsistent with the provisions of the
Craft Article of this Agreement, the provisions of the
Craft Article shall prevail.
11. It is understood that any employee entitled hereunder
to a specific placement may exercise such entitle-
38
Article 12.5.C.1.c
ment only if no other employee has a superior claim

hereunder to the same position.
12. Surplus U.S. Postal Service Employees-Surplus U.S.
Postal Service employees from non-mail processing
and non-mail delivery installations, regional offices,
the U.S. Postal Service Headquarters or from other
Federal departments or agencies shall be placed at
the foot of the part-time flexible roll and begin a new
period of seniority effective the date of reassignment.
C. Special Provisions on Reassignments
In addition to the general principles and requirements above
specified, the following specific provisions are applicable:
1. Discontinuance of an Independent Installation
a. When an independent installation is discontinued, all
full-time and part-time flexible employees shall, to
the maximum extent possible, be involuntarily reas-
signed to continuing postal positions in accordance
with the following:
b. Involuntary reassignment of full-time employees
with their seniority for duty assignments to vacan-
cies in the same or lower level in the same craft or
occupational group in installations within 100 miles
of the discontinued installation, or in more distant
installations, if after consultation with the affected
Unions, it is determined that it is necessary. The
Postal Service will designate such installations for
the reassignment of excess full-time employees.
When two or more such vacancies are simultane-
ously available, first choice of duty assignment
shall go to the senior employee entitled by displace-
ment from a discontinued installation to such place-
ment.
c. Involuntary reassignment of full-time employees for
whom consultation did not provide for placement
under C.1.b above in other crafts or occupational
groups in which they meet minimum qualifications at
the same or lower level with permanent seniority for
39
Article 12.5.C.1.c
duty assignments under (1) and (2) below, whichever

is lesser:
(1) One day junior to the seniority of the junior
full-time employee in the same level and craft or
occupation in the installation to which assigned,
or
(2) The seniority the employee had in the craft
from which reassigned.
d. I nvoluntary reassignment of part-time flexible
employees with seniority in any vacancy in the part-
time flexible quota in the same craft or occupational
group at any installation within 100 miles of the
discontinued installation, or in more distant installa-
tions, if after consultation with the affected Unions it
is determined that it is necessary, the Postal Service
will designate such installations for the reassignment
of the part-time flexible employees.
e. Involuntary reassignment of part-time flexible
employees for whom consultation did not provide
for placement under C.1.d above in other crafts or
occupational groups in which they meet minimum
qualification at the same or lower level at the foot
of the existing part-time flexible roster at the receiv-
ing installation and begin a new period of seniority.
f. Full-time employees for whom no full-time vacan-
cies are available by the time the installation is
discontinued shall be changed to part-time flexible
employees in the same craft and placed as such,
but shall for six months retain placement rights to
full-time vacancies developing within that time
within any installation within 100 miles of the
discontinued installation, or in more distant instal-
lations, if after consultation with affected Unions
it is necessary, U.S. Postal Service will designate
such installations for the reassignment of excess
full-time employees on the same basis as if they had
remained full-time.
40
Article 12.5.C.3.a
g. Employees, full-time or part-time flexible, invol-

untarily reassigned as above provided shall upon
the reestablishment of the discontinued installation
be entitled to reassignment with full seniority to
the first vacancy in the reestablished installation in
the level, craft or occupational group from which
reassigned.
2. Consolidation of an Independent Installation
a. When an independent postal installation is consol-
idated with another postal installation, each full-
time or part-time flexible employee shall be invol-
untarily reassigned to the continuing installation
without loss of seniority in the employee’s craft or
occupational group.
b. Where reassignments under 2.a, preceding, result in
an excess of employees in any craft or occupational
group in the continuing installation, identification
and placement of excess employees shall be accom-
plished by the continuing installation in accordance
with the provisions of this Agreement covering such
situations.
c. If the consolidated installation again becomes an
independent installation, each full-time and part-
time flexible employee whose reassignment was
necessitated by the previous consolidation shall
be entitled to the first vacancy in the reestablished
installation in the level and craft or occupational
group held at the time the installation was discon-
tinued.
3. Transfer of a Classified Station or Classified
Branch to the Jurisdiction of Another Installation
or Made an Independent Installation
a. When a classified station or classified branch is
transferred to the jurisdiction of another installation
or made an independent installation, all full-time
employees shall at their option remain with the
classified station or classified branch without loss
of seniority, or remain with the installation from
41
Article 12.5.C.3.a
which the classified station or classified branch is

being transferred.
b. A realistic appraisal shall be made of the number
of employees by crafts or occupations who will be
needed in the station after transfer, and potential
vacancies within these requirements created by the
unwillingness of employees to follow the station
to the new jurisdiction shall be posted for bid on an
office-wide basis in the losing installation.
c. If the postings provided in paragraph 3.b, preceding,
do not result in sufficient employees to staff the trans-
ferred classified station or classified branch, junior
employees, by craft or occupational group on an
installation-wide seniority basis in the losing installa-
tion, shall be involuntarily reassigned to the classified
station or classified branch and each employee thus
involuntarily reassigned shall be entitled to the first
vacancy in such employee’s level and craft or occupa-
tional group in the installation from which transferred.
4. Reassignment Within an Installation of
Employees Excess to the Needs of a Section
a. The identification of assignments comprising for
this purpose a section shall be determined locally
by local negotiations. If no sections are established
immediately by local negotiations, the entire instal-
lation shall comprise the section.
b. Full-time employees, excess to the needs of a sec-
tion, starting with that employee who is junior in the
same craft or occupational group and in the same
level assigned in that section, shall be reassigned
outside the section but within the same craft or occu-
pational group. They shall retain their seniority and
may bid on any existing vacancies for which they
are eligible to bid. If they do not bid, they may be
assigned in any vacant duty assignment for which
there was no senior bidder in the same craft and
installation. Their preference is to be considered if
more than one such assignment is available.
42
Article 12.5.C.5.a.(3)
c. Such reassigned full-time employee retains the right

to retreat to the section from which withdrawn only
upon the occurrence of the first residual vacancy in
the salary level after employees in the section have
completed bidding. Such bidding in the section is
limited to employees in the same salary level as the
vacancy. Failure to bid for the first available vacancy
will end such retreat right. The right to retreat to the
section is optional with the employee who has retreat
rights with respect to a vacancy in a lower salary
level. Failure to exercise the option does not termi-
nate the retreat rights in the salary level in which
the employee was reassigned away from the section.
In the Clerk Craft, an employee may exercise the
option to retreat to a vacancy in a lower salary level
only to an assignment for which the employee would
have been otherwise eligible to bid.
d. The duty assignment vacated by the reassignment
of the junior full-time employee from the section
shall be posted for bid of the full-time employees in
the section. If there are no bids, the junior remain-
ing unassigned full-time employee in the section
shall be assigned to the vacancy.
5. Reduction in the Number of Employees in an
Installation Other Than by Attrition
a. Reassignments within installation. When for any
reason an installation must reduce the number of
employees more rapidly than is possible by normal
attrition, that installation:
(1) Shall determine by craft and occupational group
the number of excess employees;
(2) S hall, to the extent possible, minimize the
impact on regular work force employees by
separation of all casuals;
impact on full-time positions by reducing part-
time flexible hours;
43
Article 12.5.C.5.a.(4)

impact on full-time positions by reducing over-
time;
(5) Shall identify as excess the necessary number
of junior full-time employees in the salary
level, craft, and occupational group affected
on an installation-wide basis within the instal-
lation; make reassignments of excess full-time
employees who meet the minimum qualifica-
tions for vacant assignments in other crafts in
the same installation; involuntarily reassign
them (except as provided for letter carriers and
special delivery messengers and vehicle ser-
vice employees in Section C.5.b below) in the
same or lower level with seniority, whichever
is the lesser of:
(a) One day junior to the seniority of the junior
full-time employee in the same level and
craft or occupational group in the installation
to which assigned, or
(b) The seniority the employee had in the craft
(6) T he employee shall be returned at the first
opportunity to the craft from which reassigned.
(7) When returned, the employee retains seniority
previously attained in the craft augmented by
intervening employment in the other craft.
(8) T he right of election by a senior employee
provided in paragraph b(3), below is not avail-
able for this cross-craft reassignment within the
installation.
b. Reassignments to other installations after making
reassignments within the installation:
(1) I nvoluntarily reassign such excess full-time
employees starting with the junior with their
seniority for duty assignments to vacancies in
the same or lower level in the same craft or
occupational group in installations within 100
miles of the losing installation, or in more dis-
44
Article 12.5.C.5.b.(1).(c)
tant installations if after consultation with the

affected Union it is determined that it is neces-
sary, the Postal Service will designate such
installations for the reassignment of excess full-
time employees. However:
(a) Whenever full-time letter carrier routes,
carrier technician or router assignments are
transferred from one installation to another,
the full-time letter carriers whose complete
routes or assignments are transferred shall
have the option of transferring with their
routes or assignments, with their seniority. If
a full-time letter carrier declines the option
of transferring with the route or assignment,
any qualified full-time letter carrier in the
delivery unit may request, by seniority, to
be reassigned with the route or assignment,
with their seniority. The request of the senior
qualified carrier shall be granted, and shall be
counted in accordance with Article 12.3.
(b) Whenever full-time or part-time motor vehi-
cle craft assignments are discontinued in an
installation and there is an excess in a position
designation and salary level, the excess shall
be adjusted to the maximum extent possible
by making voluntary reassignments to vacant
motor vehicle craft positions in installations
within 100 miles unless the employee applies
for a vacancy in a more distant installation.
Senior qualified applicants for such vacant
positions shall be reassigned. When reassign-
ment is in the same designation and salary
level, the reassigned employee retains his/her
seniority.
(c) When the entire special delivery messenger
unit is moved from one independent instal-
lation to another and all special delivery
territory is transferred, the special delivery
messengers will be reassigned in the gaining
unit with full seniority credit for all seniority
45
Article 12.5.C.5.b.(1).(c)
gained in the craft and installation. When less

than the entire special delivery messenger
unit is transferred and it is necessary to reas-
sign one or more special delivery messen-
gers to the gaining installation, senior special
delivery messengers shall be given option for
reassignment. If no special delivery messen-
ger elects to be reassigned, the junior special
delivery messenger shall be reassigned.
(2) Involuntarily reassign full-time employees for
whom consultation did not provide for placement
under b(1) above in other crafts or occupational
groups in which they meet minimum qualifica-
tions at the same or lower level with permanent
seniority for duty assignments whichever is lesser
of:
(a) one day junior to the seniority of the junior
full-time employee in the same level and
to which assigned, or
(b) the seniority he/she had in the craft from
which reassigned.
(3) Any senior employee in the same craft or occu-
pational group in the same installation may
elect to be reassigned to the gaining installation
and take the seniority of the senior full-time
employee subject to involuntary reassignment.
Such senior employees who accept reassign-
ment to the gaining installation do not have
retreat rights.
(4) When two or more such vacancies are simulta-
neously available, first choice of duty assign-
ment shall go to the senior employee entitled by
displacement from a discontinued installation to
such placement.
(5) A full-time employee shall have the option of
changing to part-time flexible in the same craft
or occupational group in lieu of involuntary
reassignment.
46
Article 12.5.C.6.a
(6) Employees involuntarily reassigned under b(1)

and (2) above, other than senior employees
who elect to be reassigned in place of junior
employees, shall be entitled at the time of such
reassignment to file a written request to be
returned to the first vacancy in the level, in the
from which reassigned, and such request shall
be honored so long as the employee does not
withdraw it or decline to accept an opportunity
to return in accordance with such request.
In the Clerk Craft, an employee(s) involuntarily
reassigned shall be entitled at the time of such
reassignment to file a written request to return
to the first vacancy in the craft and installation
from which reassigned. Such request for retreat
rights must indicate whether the employee(s)
desires to retreat to the same, lower, and/or
higher salary level assignment and, if so, what
salary level(s). The employee(s) shall have the
right to bid for vacancies within the former
installation and the written request for retreat
rights shall serve as a bid for all vacancies in
the level from which the employee was reas-
signed and for all residual vacancies in other
levels for which the employee has expressed
a desire to retreat. The employee(s) may
retreat to only those assignments for which the
employee(s) would have been otherwise eligible
to bid. If vacancies are available in a specified
lower, higher or same salary level, the employ-
ee will be given the option. Failure to exercise
retreat rights to the first available vacancy ter-
minates such rights. Furthermore, employee(s)
electing to retreat to a lower level assignment
are not entitled to salary protection.
6. Centralized Mail, Processing and/or Delivery
Installation (Clerk Craft Only)
a. When the operations at a centralized installation or
other mail processing and/or delivery installation
47
Article 12.5.C.6.a
result in an excess of full-time clerks at another

installation(s), full-time clerks who are excess in
a losing installation(s) by reason of the change,
shall be reassigned as provided in Section C.5.b.
Reassignments of clerks shall be treated as details for
the first 180 days to avoid inequities in the selection
of preferred duty assignments by full-time clerks in
the gaining installation.
b. Previously established preferred duty assignments
which become vacant before expiration of the detail
period must be posted for bid and awarded to eli-
gible full-time clerks then permanently assigned in
the gaining installation. Excess part-time flexible
clerks may be reassigned as provided for in Section
C.8.
c. All new duty assignments created in the gaining
installation and all other vacant duty assignments in
the centralized installation shall be posted for bid.
One hundred eighty (180) days is computed from
the date of the first detail of an employee. Bidding
shall be open to all full-time clerks of the craft
involved at the gaining installation. This includes
full-time clerks assigned to the gaining installation.
d. When the centralized installation is a new one:
(1) Full-time clerks who apply for reassignment
from the losing installation, shall be reassigned
with their seniority.
(2) Reassignments shall be in the order of seniority
and shall not exceed the number of excess full-
time clerks in the losing installation.
(3) The provisions of 5.a, above, apply to reassign
junior full-time excess clerks, with their senior-
ity, when there are excess full-time clerks after
the reassignment of senior full-time clerks who
apply for reassignment.
7. Reassignments - Motor Vehicle
a. When a vehicle maintenance facility is established
to replace an auxiliary garage, full-time and part-
48
Article 12.5.C.8
time flexible craft positions in the gaining instal-

lation are to be posted in the losing installation for
applications by full-time and part-time flexible
employees, respectively. Senior qualified applicants
shall be reassigned without loss of seniority, but not
to exceed the number of excess employees in the
losing installation.
b. When a vehicle maintenance facility is established
to replace vehicle maintenance in a perimeter
office, full-time and part-time flexible craft posi-
tions in the new maintenance facility shall be posted
in the losing installation for applications by full-
time and part-time flexible employees, respectively.
Senior qualified applicants shall be reassigned with-
out loss of seniority, but not to exceed the number
of excess employees in the losing installation.
c. When vehicle operations are changed by trans-
fer from one installation to another, new full-time
and part-time flexible craft positions shall be post-
ed for applications in the losing installation by
full-time and part-time flexible employees in the
craft, respectively. Senior qualified applicants shall
be reassigned without loss of seniority, but not to
exceed the number of excess employees in the los-
ing installation.
d. After all reassignments have been made to the gain-
ing installation, pursuant to Subsections a, b and c,
the new full-time assignments in the gaining instal-
lation shall be posted for bids.
e. If, after establishment of a new installation, opera-
tions result in further excess at losing installation(s),
the procedures in Subsections a, b, c and d, above,
apply to reassign senior applicants from the losing
installation(s) to positions in the new installation.
8. Reassignment—Part-Time Flexible Employees in
Excess of Quota (Other Than Motor Vehicle)
Where there are part-time flexible employees in
excess of the part-time flexible quota for the craft
49
Article 12.5.C.8
for whom work is not available, part-time flexibles

lowest on the part-time flexible roll equal in number
to such excess may at their option be reassigned to
the foot of the part-time flexible roll in the same or
another craft in another installation.
a. An excess employee reassigned to another craft in
the same or another installation shall be assigned
to the foot of the part-time flexible roll and begin a
new period of seniority.
b. An excess part-time flexible employee reassigned to
the same craft in another installation shall be placed
at the foot of the part-time flexible roll. Upon change
to full-time from the top of the part-time flexible
roll, the employee’s seniority for preferred assign-
ments shall include the seniority the employee had
in losing installation augmented by part-time flexible
service in the gaining installation.
c. A senior part-time flexible in the same craft or
occupational group in the same installation may
elect to be reassigned in another installation in the
same or another craft and take the seniority, if any,
of the senior excess part-time flexible being reas-
signed, as set forth in a and b, above.
d. The Postal Service will designate, after consultation
with the affected Union, vacancies at installations
in which excess part-time flexibles may request to
be reassigned beginning with vacancies in other
crafts in the same installation; then vacancies in the
same craft in other installations; and finally vacan-
cies in other crafts in other installations making the
designations to minimize relocation hardships to
the extent practicable.
e. Part-time flexibles reassigned to another craft in
the same installation shall be returned to the first
part-time flexible vacancy within the craft and level
50
Article 13.1.A
f. Part-time flexibles reassigned to other installations

have retreat rights to the next such vacancy accord-
ing to their standing on the part-time flexible roll in
the losing installation but such retreat right does not
extend to part-time flexibles who elect to request
reassignment in place of the junior part-time flexi-
bles.
g. The right to return is dependent upon a written
request made at the time of reassignment from the
losing installation and such request shall be hon-
ored unless it is withdrawn or an opportunity to
return is declined.
D. Part-Time Regular Employees
Part-time regular employees assigned in the craft units shall be
considered to be in a separate category. All provisions of this
Section apply to part-time regular employees within their own
category.
Section 6. Transfers
A. Installation heads will consider requests for transfers
submitted by employees from other installations.
B. Providing a written request for a voluntary transfer has
been submitted, a written acknowledgement shall be given in a
timely manner.
(Additional reassignment and probationary period provi-
sions regarding City Carrier Assistant Employees are found in
Appendix B.)
ARTICLE 13
ASSIGNMENT OF ILL OR INJURED REGULAR
WORKFORCE EMPLOYEES
Section 1. Introduction
A. Part-time regular schedule employees assigned in the
craft unit shall be considered to be in a separate category. All
51
Article 13.1.A
provisions of this Article apply to part-time regular schedule

employees within their own category.
B. The U.S. Postal Service and the Union recognizing their
responsibility to aid and assist deserving full-time regular or
part-time flexible employees who through illness or injury
are unable to perform their regularly assigned duties, agree to
the following provisions and conditions for reassignment to
temporary or permanent light duty or other assignments. It will
be the responsibility of each installation head to implement the
provisions of this Agreement within the installation, after local
negotiations.
Section 2. Employee’s Request for Reassignment
A. Temporary Reassignment
Any full-time regular or part-time flexible employee recuper-
ating from a serious illness or injury and temporarily unable to
perform the assigned duties may voluntarily submit a written
request to the installation head for temporary assignment to
a light duty or other assignment. The request shall be sup-
ported by a medical statement from a licensed physician or by
a written statement from a licensed chiropractor stating, when
possible, the anticipated duration of the convalescence period.
Such employee agrees to submit to a further examination by a
physician designated by the installation head, if that official so
requests.
B. Permanent Reassignment
1. Any ill or injured full-time regular or part-time flex-
ible employee having a minimum of five years of
postal service, or any full-time regular or part-time
flexible employee who sustained injury on duty,
regardless of years of service, while performing
the assigned duties can submit a voluntary request
for permanent reassignment to light duty or other
assignment to the installation head if the employee
is permanently unable to perform all or part of the
assigned duties. The request shall be accompanied
by a medical certificate from a physician designated
by the installation head giving full evidence of the
physical condition of the employee, the need for
52
Article 13.3
reassignment, and the ability of the employee to per-

form other duties. A certificate from the employee’s
personal physician will not be acceptable.
2. The following procedures are the exclusive pro-
cedures for resolving a disagreement between the
employee’s physician and the physician designated
by the USPS concerning the medical condition of
an employee who has requested a permanent light
duty assignment. These procedures shall not apply to
cases where the employee’s medical condition arose
out of an occupational illness or injury. On request
of the Union, a third physician will be selected from
a list of five Board Certified Specialists in the medi-
cal field for the condition in question, the list to be
supplied by the local Medical Society. The physi-
cian will be selected by the alternate striking of
names from the list by the Union and the Employer.
The Employer will supply the selected physician
with all relevant facts including job description and
occupational physical requirements. The decision of
the third physician will be final as to the employee’s
medical condition and occupational limitations, if
any. Any other issues relating to the employee’s enti-
tlement to a light duty assignment shall be resolved
through the grievance-arbitration procedure. The
costs of the services of the third physician shall be
shared by the Union and the Employer.
C. Installation heads shall show the greatest consideration
for full-time regular or part-time flexible employees requiring
light duty or other assignments, giving each request careful
attention, and reassign such employees to the extent possible
in the employee’s office. When a request is refused, the instal-
lation head shall notify the concerned employee in writing,
stating the reasons for the inability to reassign the employee.
Section 3. Local Implementation
Due to varied size installations and conditions within instal-
lations, the following important items having a direct bearing
on these reassignment procedures (establishment of light duty
assignments) should be determined by local negotiations.
53
Article 13.3.A
A. Through local negotiations, each office will establish

the assignments that are to be considered light duty within
each craft represented in the office. These negotiations should
explore ways and means to make adjustments in normal
assignments, to convert them to light duty assignments without
seriously affecting the production of the assignment.
B. Light duty assignments may be established from part-
time hours, to consist of 8 hours or less in a service day and
40 hours or less in a service week. The establishment of such
assignment does not guarantee any hours to a part-time flexi-
ble employee.
C. Number of Light Duty Assignments. The number of
assignments within each craft that may be reserved for tempo-
rary or permanent light duty assignments, consistent with good
business practices, shall be determined by past experience as
to the number of reassignments that can be expected during
each year, and the method used in reserving these assignments
to insure that no assigned full-time regular employee will be
adversely affected, will be defined through local negotiations.
The light duty employee’s tour hours, work location and basic
work week shall be those of the light duty assignment and
the needs of the service, whether or not the same as for the
employee’s previous duty assignment.
Section 4. General Policy Procedures
A. Every effort shall be made to reassign the concerned
employee within the employee’s present craft or occupational
group, even if such assignment reduces the number of hours
of work for the supplemental work force. After all efforts are
exhausted in this area, consideration will be given to reassign-
ment to another craft or occupational group within the same
installation.
B. The full-time regular or part-time flexible employee
must be able to meet the qualifications of the position to which
the employee is reassigned on a permanent basis. On a tem-
porary reassignment, qualifications can be modified provided
excessive hours are not used in the operation.
54
Article 13.4.G
C. The reassignment of a full-time regular or part-time flex-

ible employee to a temporary or permanent light duty or other
assignment shall not be made to the detriment of any full-time
regular on a scheduled assignment or give a reassigned part-
time flexible preference over other part-time flexible employ-
ees.
D. The reassignment of a full-time regular or part-time
flexible employee under the provisions of this Article to
an agreed-upon light duty temporary or permanent or other
assignment within the office, such as type of assignment, area
of assignment, hours of duty, etc., will be the decision of the
installation head who will be guided by the examining physi-
cian’s report, employee’s ability to reach the place of employ-
ment and ability to perform the duties involved.
E. An additional full-time regular position can be autho-
rized within the craft or occupational group to which the
employee is being reassigned, if the additional position can be
established out of the part-time hours being used in that oper-
ation without increasing the overall hour usage. If this cannot
be accomplished, then consideration will be given to reassign-
ment to an existing vacancy.
F. The installation head shall review each light duty reas-
signment at least once each year, or at any time the instal-
lation head has reason to believe the incumbent is able to
perform satisfactorily in other than the light duty assignment
the employee occupies. This review is to determine the need
for continuation of the employee in the light duty assignment.
Such employee may be requested to submit to a medical
review by a physician designated by the installation head if the
installation head believes such examination to be necessary.
G. The following procedures are the exclusive procedures for
resolving a disagreement between the employee’s physician and
the physician designated by the USPS concerning the medical
condition of an employee who is on a light duty assignment.
These procedures shall not apply to cases where the employee’s
medical condition arose out of an occupational illness or injury.
On request of the Union, a third physician will be selected from a
list of five Board Certified Specialists in the medical field for the
condition in question, the list to be supplied by the local Medical
55
Article 13.4.G
Society. The physician will be selected by the alternate strik-

ing of names from the list by the Union and the Employer. The
Employer will supply the selected physician with all relevant facts
including job description and occupational physical requirements.
The decision of the third physician will be final as to the employ-
ee’s medical condition and occupational limitations, if any. Any
other issues relating to the employee’s entitlement to a light duty
assignment shall be resolved through the grievance-arbitration
procedure. The costs of the services of the third physician shall be
shared by the Union and the Employer.
H. When a full-time regular employee in a temporary light
duty assignment is declared recovered on medical review, the
employee shall be returned to the employee’s former duty
assignment, if it has not been discontinued. If such former reg-
ular assignment has been discontinued, the employee becomes
an unassigned full-time regular employee.
I. If a full-time regular employee is reassigned in another
craft for permanent light duty and later is declared recovered,
on medical review, the employee shall be returned to the first
available full-time regular vacancy in complement in the
employee’s former craft. Pending return to such former craft,
the employee shall be an unassigned full-time regular employ-
ee. The employee’s seniority shall be restored to include ser-
vice in the light duty assignment.
J. When a full-time regular employee who has been award-
ed a permanent light duty assignment within the employ-
ee’s own craft is declared recovered, on medical review,
the employee shall become an unassigned full-time regular
employee.
K. When a part-time flexible on temporary light duty is
declared recovered, the employee’s detail to light duty shall be
terminated.
L. When a part-time flexible who has been reassigned in
another craft on permanent light duty is declared recovered,
such assignment to light duty shall be terminated. Section 4.I,
above, does not apply even though the employee has advanced
to full-time regular while on light duty.
Section 5. Filling Vacancies Due to Reassignment of an
Employee to Another Craft
56
Article 13.6.A
When it is necessary to permanently reassign an ill or injured

full-time regular or part-time flexible employee who is unable
to perform the regularly assigned duties, from one craft to
another craft within the office, the following procedures will
be followed:
A. When the reassigned employee is a full-time regular
employee, the resulting full-time regular vacancy in the com-
plement, not necessarily in the particular duty assignment of
the losing craft from which the employee is being reassigned,
shall be posted to give the senior of the full-time regular
employees in the gaining craft the opportunity to be reassigned
to the vacancy, if desired.
B. If no full-time regular employee accepts the opportunity
to be assigned to the vacancy in the complement, not neces-
sarily in the particular duty assignment in the other craft, the
senior of the part-time flexibles on the opposite roll who wish-
es to accept the vacancy shall be assigned to the full-time reg-
ular vacancy in the complement of the craft of the reassigned
employee.
C. When the reassigned employee is a part-time flexible,
the resulting vacancy in the losing craft shall be posted to give
the senior of the full-time regular or part-time flexible employ-
ees in the gaining craft the opportunity to be assigned to the
part-time flexible vacancy, if desired, to begin a new period of
seniority at the foot of the part-time flexible roll.
D. The rule in A and B, above, applies when a full-time
regular employee on permanent light duty is declared recov-
ered and is returned to the employee’s former craft, to give the
senior of the full-time regular or part-time flexible employees
in the gaining craft the opportunity, if desired, to be assigned
in the resulting full-time regular vacancy in the complement,
not necessarily in the particular duty assignment of the losing
craft.
Section 6. Seniority of an Employee Assigned to Another
Craft
A. Except as provided for in Section 4.I, above, a full-time
regular employee assigned to another craft or occupational
group in the same or lower level in the same installation shall
57
Article 13.6.A
take the seniority for preferred tours and assignments, which-

ever is the lesser of (a) one day junior to the junior full-time
regular employee in the craft or occupational group, (b) retain
the seniority the employee had in the employee’s former craft.
B. A part-time flexible employee who is permanently
assigned to a full-time regular or part-time flexible assign-
ment in another craft, under the provisions of this Article, shall
begin a new period of seniority. If assigned as a part-time flex-
ible, it shall be at the foot of the part-time flexible roll.
ARTICLE 14
SAFETY AND HEALTH
Section 1. Responsibilities
It is the responsibility of management to provide safe working
conditions in all present and future installations and to develop
a safe working force. The Union will cooperate with and assist
management to live up to this responsibility. The Employer
will meet with the Union on a semiannual basis and inform
the Union of its automated systems development programs.
The Employer also agrees to give appropriate consideration
to human factors in the design and development of automated
systems. Human factors and ergonomics of new automated
systems are a proper subject for discussion at the National
Joint Labor-Management Safety Committee.
Section 2. Cooperation
The Employer and the Union insist on the observance of safe
rules and safe procedures by employees and insist on correc-
tion of unsafe conditions. Mechanization, vehicles and vehicle
equipment, and the work place must be maintained in a safe
and sanitary condition, including adequate occupational health
and environmental conditions. The Employer shall make
available at each installation forms to be used by employees
in reporting unsafe and unhealthful conditions. If an employee
believes he/she is being required to work under unsafe condi-
tions, such employee may:
58
Article 14.3.A
(a) notify such employee’s supervisor who will imme-

diately investigate the condition and take corrective
action if necessary;
(b) notify such employee’s steward, if available, who
may discuss the alleged unsafe condition with such
employee’s supervisor;
(c) file a grievance at Formal Step A of the grievance
procedure within fourteen (14) days of notifying such
employee’s supervisor if no corrective action is taken
during the employee’s tour; and/or
(d) make a written report to the Union representative
from the local Safety and Health Committee who
may discuss the report with such employee’s supervi-
sor.
Upon written request of the employee involved in an accident,
a copy of the PS Form 1769 (Accident Report) will be provid-
ed.
Any grievance which has as its subject a safety or health issue
directly affecting an employee(s) which is subsequently prop-
erly appealed to arbitration in accordance with the provisions
of Article 15 may be placed at the head of the appropriate arbi-
tration docket at the request of the Union.
Section 3. Implementation
To assist in the positive implementation of the program:
A. There shall be established at the Employer ’s
Headquarters level, a Joint Labor-Management Safety
Committee. Representation on the Committee, to be specifi-
cally determined by the Employer and the Union, shall include
one person from the Union and representatives from appropri-
ate Departments in the Postal Service. Not later than 60 days
following the effective date of this Collective Bargaining
Agreement, designated representatives of the Union and
Management will meet for the purpose of developing a
comprehensive agenda which will include all aspects of the
Employer’s Safety Program. Subsequent to the development of
this agenda priorities will be established and a tentative sched-
ule will be developed to insure full discussion of all topics.
Meetings may also be requested by either party for the specific
59
Article 14.3.A
purpose of discussing additional topics of interest within the

scope of the Committee.
The responsibility of the Committee will be to evaluate and
make recommendations on all aspects of the Employer’s
Safety Program, to include program adequacy, implementation
at the local level, and studies being conducted for improving
the work environment.
The Chair will be designated by the Employer. The Union may
designate a coordinator who, in conjunction with the Chair, shall
schedule the meetings, and recommended priorities on new
agenda items. In addition, the coordinator may assist the Chair
in conducting the activities of the Committee. The Employer
shall furnish the Union information relating to injuries, illness
and safety, including the morbidity and mortality experience of
employees. This report shall be in form of the reports furnished
to OSHA on a quarterly basis.
The Headquarters level Committee will meet quarterly and the
Employer and Union Representatives will exchange proposed
agenda items two weeks before the scheduled meetings. If
problems or items of significant, national nature arise between
scheduled quarterly meetings either party may request a spe-
cial meeting of the Committee. Either party will have the right
to be accompanied to any Committee meeting by no more than
two technical advisors.
B. There shall be established at the Employer’s Area level,
an Area Joint Labor-Management Safety Committee, which
will be scheduled to meet quarterly. The Employer and Union
Representatives will exchange proposed agenda items two
weeks before the scheduled meetings. If problems or items
of a significant, area nature arise between scheduled quar-
terly meetings, either party may request a special meeting of the
Committee. Either party will have the right to be accompanied to
any Committee meeting by no more than two technical advisors.
Representation on the Committee shall include one person
from the Union and appropriate representatives from the
Postal Service Area Office. The Chair will be designated by
the Employer.
60
Article 14.4
C. The Employer will make Health Service available for

the treatment of job related injury or illness where it deter-
mines they are needed. The Health Service will be available
from any of the following sources: U.S. Public Health Service;
other government or public medical sources within the area;
independent or private medical facilities or services that can be
contracted for; or in the event funds, spaces and personnel are
available for such purposes, they may be staffed at the instal-
lation. The Employer will promulgate appropriate regulations
which comply with applicable regulations of the Office of
Workers’ Compensation Programs, including employee choice
of health services.
D. The Employer will comply with Section 19 of the
Williams-Steiger Occupational Safety and Health Act.
Section 4. Local Safety Committee
At each postal installation having 50 or more employees,
a Joint Labor-Management Safety and Health Committee
will be established. In installations having fewer than 50
employees, installation heads are encouraged to establish
similar committees when requested by the Union. Where
no Safety and Health Committee exists, safety and health
items may be placed on the agenda and discussed at labor-
management meetings. There shall be equal representation on
the Committee between the Union and management. The rep-
resentation on the Committee to be specifically determined by
the Employer and the Union shall include one person from the
Union and appropriate management representatives. The Chair
will be designated by the Employer.
It is recognized that under some circumstances, the presence
of an additional employee employed at the installation will be
useful to the local Safety and Health Committee because of
that employee’s special expertise or experience with the agen-
da item being discussed. Under these circumstances, which
will not normally be applicable to most agenda items, the
employee may, at the request of the Union, be in attendance
only for the time necessary to discuss that item. Payment for
the actual time spent at such meetings by the employee will be
at the applicable straight-time rate, providing the time spent is
a part of the employee’s regular workday.
61
Article 14.5
Section 5. Subjects for Discussion

Individual grievances shall not be made the subject of discus-
sion during Safety and Health Committee meetings.
Section 6. Employee Participation
It is the intent of this program to insure broad exposure to
employees, to develop interest by active participation of
employees, to insure new ideas being presented to the
Committee and to make certain that employees in all areas of
an installation have an opportunity to be represented. At the
same time, it is recognized that for the program to be effec-
tive, it is desirable to provide for a continuity in the commit-
tee work from year to year. Therefore, except for the Chair
and Secretary, the Committee members shall serve three-year
terms and shall at the discretion of the Union be eligible to
succeed themselves.
Section 7. Local Committee Meetings
The Safety and Health Committee shall meet at least quarterly
and at such other times as requested by a Committee mem-
ber and approved by the Chair in order to discuss significant
problems or items. The meeting shall be on official time. Each
Committee member shall submit agenda items to the Secretary
at least three (3) days prior to the meeting. A member of the
Health Unit will be invited to participate in the meeting of the
Labor-Management Safety and Health Committee when agen-
da item(s) relate to the activities of the Health Unit.
Section 8. Local Committee Responsibilities

A. The Committee shall review the progress in accident
prevention and health at the installation; determine program
areas which should have increased emphasis; and it may inves-
tigate major accidents which result in disabling injuries. Items
properly relating to employee safety and health shall be con-
sidered appropriate discussion items. Upon a timely request,
information or records necessary for the local Safety and
Health Committee to investigate real or potential safety and
health issues will be made available to the Committee.
62
Article 14.8.A
In addition, the Committee shall promote the cause of safety

and health in the installation by:
1. Reviewing safety and health suggestions, safety
training records and reports of unsafe conditions or
practices.
2. Reviewing local safety and health rules.
3. Identifying employee unsafe work practices and
assisting in enforcing safety work rules.
4. Reviewing updated list of hazardous materials used
in the installation.
5. Reviewing local dog bite prevention efforts.
The Committee shall at its discretion render reports to the instal-
lation head and may at its discretion make recommendations to
the installation head for action on matters concerning safety and
health. The installation head shall within a reasonable period
of time advise the Committee that the recommended action
has been taken or advise the Headquarters Safety and Health
Committee and the President of the local Union as to why it has
not. Any member of the Committee may also submit a written
report to the Headquarters Safety and Health Committee in the
event the Committee’s recommendations are not implemented.
Upon proper written request to the Chair of the Committee,
on-the-spot inspection of particular troublesome areas may be
made by individual Committee members or a Subcommittee or
the Committee as a whole. Such request shall not be unreason-
ably denied. When so approved, the Committee members shall
be on official time while making such inspection.
The Union representative from the local Safety and Health
Committee may participate on the annual inspection, conducted
by district safety and health services personnel in accordance
with ELM Section 824, provided that the Union represents
employees at the facility being inspected. In no case shall there
be more than one NALC representative on such inspections.
Committee may participate on other inspections of the main facil-
ity of each post office or other installation with 100 or more work-
63
Article 14.8.A
years of employment in the regular work force, and of an individ-

ual station or branch where the station or branch has 100 or more
workyears of employment in the regular work force, provided that
the Union represents employees at the main facility or station or
branch and provided that the Union representative is domiciled at
the main facility or station or branch to be inspected. If the Union
representative to the local Safety and Health Committee is not
domiciled at the main facility or station or branch to be inspect-
ed and if the Union represents employees at the main facility or
station or branch, at the Union’s option, representatives from the
Committee may participate on the inspection (at no additional
cost for the Employer) or the Union may designate represen-
tatives domiciled at the main facility or station or branch to be
inspected to participate on the inspection. In no case shall there be
more than one NALC representative on such inspections.
Committee may participate on the annual inspection of each
installation with less than 100 workyears of employment in the
regular work force, where such Committee exists in the instal-
lation being inspected. In those installations that do not have
a Safety and Health Committee, the inspector shall afford the
opportunity for a bargaining unit employee from the Union, if
it represents employees in that installation, to accompany him/
her during these inspections. If requested, these bargaining unit
employees should be selected by the various exclusive bargaining
representatives in that installation. In no case shall there be more
than one NALC representative on such inspections.
B. An appointed member of a local committee will receive
an orientation by the Employer which will include:
1. Responsibilities of the Committee and its mem-
bers.
2. Basic elements of the Safety and Health Program.
3. Identification of hazards and unsafe practices.
4. Explanation of reports and statistics reviewed and
analyzed by the Committee.
C. Where an investigation board is appointed by a Vice
President, Area Operations or a District Manager to investi-
64
Article 14.9
gate a fatal or serious industrial non-criminal accident and/or

injury, the appropriate Union at the installation will be advised
promptly. When requested by the Union, a representative from
the local Safety and Health Committee will be permitted to
accompany the board in its investigation.
D. In installations where employees represented by the
Union accept, handle and/or transport hazardous materials, the
Employer will establish a program of promoting safety aware-
ness through communications and/or training, as appropriate.
Elements of such a program would include, but not be limited
to:
1. Informational postings, pamphlets or articles in
Postal Area Bulletins.
2. Distribution of Publication 52 to employees
whose duties require acceptance of and handling
hazardous or perishable items.
3. On-the-job training of employees whose duties
require the handling and/or transportation of haz-
ardous or perishable items. This training will
include, but is not limited to, hazard identifica-
tion; proper handling of hazardous materials;
personal protective equipment availability and its
use; cleanup and disposal requirements for haz-
ardous materials.
4. All mailbags containing any hazardous materials,
as defined in Publication 52, will be appropriately
identified so that the employee handling the mail
is aware that the mailbag contains one or more
hazardous material packages.
5. Personal protective equipment will be made
available to employees who are exposed to spills
and breakage of hazardous materials.
Section 9. Field Federal Safety and Health Councils
In those cities where Field Federal Safety and Health Councils
exist, one representative of the Union who is on the Local
Safety and Health Committee in an independent postal
65
Article 14.9
installation in that city and who serves as a member of such

Councils, will be permitted to attend the meetings. Such
employee will be excused from regularly assigned duties
without loss of pay. Employer authorized payment as outlined
above will be granted at the applicable straight time rate, pro-
vided the time spent in such meetings is a part of the employ-
ee’s regular work day.
ARTICLE 15
GRIEVANCE-ARBITRATION PROCEDURE
Section 1. Definition
A grievance is defined as a dispute, difference, disagreement
or complaint between the parties related to wages, hours, and
conditions of employment. A grievance shall include, but is not
limited to, the complaint of an employee or of the Union which
involves the interpretation, application of, or compliance with
the provisions of this Agreement or any local Memorandum of
Understanding not in conflict with this Agreement.
Section 2. Grievance Procedure—Steps
Informal Step A
(a) Any employee who feels aggrieved must discuss the griev-
ance with the employee’s immediate supervisor within fourteen
(14) days of the date on which the employee or the Union first
learned or may reasonably have been expected to have learned
of its cause. This constitutes the Informal Step A filing date. The
employee, if he or she so desires, may be accompanied and rep-
resented by the employee’s steward or a Union representative.
During the meeting the parties are encouraged to jointly review
all relevant documents to facilitate resolution of the dispute. The
Union also may initiate a grievance at Informal Step A within 14
days of the date the Union first became aware of (or reasonably
should have become aware of) the facts giving rise to the griev-
66
Article 15.2 Formal Step A (c)
ance. In such case the participation of an individual grievant is

not required. An Informal Step A Union grievance may involve a
complaint affecting more than one employee in the office.
(b) In any such discussion the supervisor shall have authority to
resolve the grievance. The steward or other Union representative
likewise shall have authority to resolve the grievance in whole or
in part. The local parties are not prohibited from using the Joint
Step A Grievance Form to memorialize a resolution reached at
an Informal Step A Meeting. No resolution reached as a result of
such discussion shall be a precedent for any purpose.
(c) If no resolution is reached as a result of such discussion, the
Union shall be entitled to file a written appeal to Formal Step
A of the grievance procedure within seven (7) days of the date
of the discussion. Such appeal shall be made by completing the
Informal Step A portion of the Joint Step A Grievance Form. At
the request of the Union, the supervisor shall print his/her name
on the Joint Step A Grievance Form and initial, confirming the
date of the discussion.
Formal Step A
(a) The Joint Step A Grievance Form appealing a grievance
to Formal Step A shall be filed with the installation head or
designee. In any associate post office of twenty (20) or less
employees, the Employer shall designate an official outside of
the installation as the Formal Step A official, and shall so noti-
fy the Union Formal Step A representative.
(b) Any grievance initiated at Formal Step A, pursuant to
Article 2 or 14 of this Agreement, must be filed by submitting
a Joint Step A Grievance Form directly with the installation
head within 14 days of the date on which the Union or the
employee first learned or may reasonably have been expected
to have learned of its cause.
(c) The installation head or designee will meet with the stew-
ard or a Union representative as expeditiously as possible, but
no later than seven (7) days following receipt of the Joint Step
A Grievance Form unless the parties agree upon a later date.
In all grievances at Formal Step A, the grievant shall be repre-
sented for all purposes by a steward or a Union representative
67
Article 15.2 Formal Step A (c)
who shall have authority to resolve the grievance as a result of

discussions or compromise in this Step. The installation head
or designee also shall have authority to resolve the grievance
in whole or in part.
(d) At the meeting the Union representative shall make a full
and detailed statement of facts relied upon, contractual provi-
sions involved, and remedy sought. The Union representative
may also furnish written statements from witnesses or other
individuals. The Employer representative shall also make
a full and detailed statement of facts and contractual provi-
sions relied upon. The parties’ representatives shall cooperate
fully in the effort to develop all necessary facts, including
the exchange of copies of all relevant papers or documents in
accordance with Articles 17 and 31. The parties’ representa-
tives may mutually agree to jointly interview witnesses where
desirable to assure full development of all facts and conten-
tions. In addition, in cases involving discharge either party
shall have the right to present no more than two witnesses.
Such right shall not preclude the parties from jointly agreeing
to interview additional witnesses as provided above.
(e) Any resolution of a grievance in Formal Step A shall be in
writing or shall be noted on the Joint Step A Grievance Form,
but shall not be a precedent for any purpose, unless the parties
specifically so agree or develop an agreement to dispose of
future similar or related problems. If the grievance is resolved,
a copy of the resolution will be sent to the steward and super-
visor who initially were unable to resolve the grievance.
(f) The Formal Step A decision is to be made and the Joint
Step A Grievance Form completed the day of the meeting,
unless the time frame is mutually extended. The Union may
appeal an impasse to Step B within seven (7) days of the date
of the decision.
(g) Additions and corrections to the Formal Step A record may
be submitted by the Union with the Step B appeal letter within
the time frame for initiating the Step B appeal with a copy to
the management Formal Step A official. Any such statement
must be included in the file as part of the grievance record in
the case.
68
Article 15.2 Step B (d)
Step B:
(a) Any appeal from an unresolved case in Formal Step A shall
be in writing to the Step B team at the appropriate Step B
office, with a copy to the Formal Step A representatives, and
will include a copy of the Joint Step A Grievance Form, and
shall specify the reasons for the appeal.
(b) The Step B team will review the appeal and issue a joint
report of the decision and any supporting findings within
fourteen (14) days of receipt of the appeal at Step B unless the
parties mutually agree to extend the fourteen (14) day period.
The Step B team will give priority consideration to discussion
and decision of removal cases followed by emergency pro-
cedure cases. In the event related removal and emergency
procedure cases involving the same grievant are awaiting
decision at Step B, the team shall give such consideration to
those cases consecutively. It is the responsibility of the Step B
team to ensure that the facts and contentions of grievances are
fully developed and considered, and resolve grievances jointly.
The Step B team may 1) resolve the grievance 2) declare an
impasse 3) hold the grievance pending resolution of a repre-
sentative case or national interpretive case or 4) remand the
grievance with specific instructions. In any case where the Step
B team mutually concludes that relevant facts or contentions
were not developed adequately in Formal Step A, they have
authority to return the grievance to the Formal Step A level for
full development of all facts and further consideration at that
level. If the grievance is remanded, the parties’ representatives
at Formal Step A shall meet within seven (7) days after the
grievance is returned to Formal Step A. Thereafter, the time
limits and procedures applicable to Formal Step A grievances
shall apply.
(c) The written Step B joint report shall state the reasons in
detail and shall include a statement of any additional facts and
contentions not previously set forth in the record of the griev-
ance as appealed from Formal Step A. The Step B team will
attach a list of all documents included in the file.
(d) The Union’s National Business Agent (NBA) or designee
may appeal an impasse directly to arbitration at the Grievance/
Arbitration Processing Center within fourteen (14) days after
69
Article 15.2 Step B (d)
the receipt of the Step B impasse in accordance with the proce-

dure hereinafter set forth.
(e) If either party’s representative at Step B or the NBA or
Employer’s Area representative thereafter maintains that the
grievance involves an interpretive issue under the National
Agreement, or some supplement thereto which may be of
general application, the issue will be discussed with the appro-
priate National Union/Management Representatives at the
Headquarters Level. If either party’s National Representative
determines the issue to be interpretive, a written notice will be
sent to the other party specifying in detail the facts giving rise
to the dispute, the precise interpretive issues to be decided and
the initiating party’s contention. The grievance(s) shall be held
at the Step B level pending discussion at the national level or
the outcome of a National Arbitration award.
Interpretive Step:
In any interpretive dispute properly initiated at this Step by
the appropriate National Union/Management Representative,
the parties shall meet at the National level promptly, but in no
event later than thirty (30) days after initiating such dispute
in an effort to define the precise issues involved, develop all
necessary facts and reach agreement. The Union representative
shall have authority to resolve the dispute in whole or in part.
The Employer’s representative shall have authority to resolve
the dispute in whole or in part. The parties’ national represen-
tatives may, by mutual agreement, return any dispute to Step B
where (a) the parties agree that no national interpretive issue
is fairly presented or (b) it appears that all relevant facts have
not been developed adequately. In such event, the parties shall
meet at Step B within fifteen (15) days after the dispute is
returned to Step B. Thereafter the procedures and time limits
applicable to Step B grievances shall apply. Should the par-
ties at the National level fail to reach agreement, then within
fifteen (15) days of such meeting each party shall provide the
other with a statement in writing of its understanding of the
issues involved, and the facts giving rise to the interpretive
dispute. In the event the parties have failed to reach agree-
ment within sixty (60) days of the initiation of the dispute, the
Union then may appeal it to national arbitration within thirty
70
Article 15.3.D
(30) days thereafter. Any local grievances filed on the specific

interpretive issue shall be held in abeyance at the appropriate
level pending resolution of the national interpretive dispute.
Section 3. Grievance Procedure—General
A. The parties expect that good faith observance, by their
respective representatives, of the principles and procedures
set forth above will result in resolution of substantially all
grievances initiated hereunder at the lowest possible step and
recognize their obligation to achieve that end. At each step of
the process the parties are required to jointly review the Joint
Contract Administration Manual (JCAM).
B. The failure of the employee or the Union in Informal
Step A, or the Union thereafter to meet the prescribed time
limits of the Steps of this procedure, including arbitration,
shall be considered as a waiver of the grievance. However, if
the Employer fails to raise the issue of timeliness at Formal
Step A, or at the step at which the employee or Union failed to
meet the prescribed time limits, whichever is later, such objec-
tion to the processing of the grievance is waived.
C. Failure by the Employer to schedule a meeting or render
a decision in any of the Steps of this procedure within the time
herein provided (including mutually agreed to extension peri-
ods) shall be deemed to move the grievance to the next Step of
the grievance-arbitration procedure.
D. Where the NBA believes that grievances involve the
same, or substantially similar issues or facts, one such griev-
ance to be selected by the NBA or designee shall be designated
the “representative” grievance. The Area Manager, Labor
Relations or designee will determine which, if any, of those
grievances will be held for the designated representative case.
If the Step B team needs to identify a representative grievance
for similar disputes in its jurisdiction, it must forward a copy
of the relevant case files to the appropriate NBA. The Step
B team will place those grievances on hold only until such
time as the NBA selects a representative case and the Area
Manager, Labor Relations or designee determines which, if
any, of those grievances are to be held pending resolution of
71
Article 15.3.D
the representative case. Where the NBA determines a rep-

resentative case will not be selected, the Step B team will
process the held grievances within fourteen (14) days of the
NBA’s decision. If not resolved at Step B, the “representa-
tive” grievance may be appealed to arbitration, or the issue
may be referred to the parties’ national representatives at
the Headquarters level in accordance with the provisions of
Article 15, Step B (e). A representative case appealed to arbi-
tration will be placed ahead of other contractual appeals on the
appropriate arbitration list.
E. Following resolution on the merits of the “representa-
tive” grievance, the parties involved in that grievance shall
meet at Step B to apply the resolution to the other pending
grievances.
F. It is agreed that in the event of a dispute between the
Union and the Employer as to the interpretation of this
Agreement, such dispute may be initiated at the national level
by the President of the Union. Such a dispute shall be initiated
in writing and must specify in detail the facts giving rise to
the dispute, the precise interpretive issues to be decided and
the contention of the Union. Thereafter the parties shall meet
at the interpretive step within thirty (30) days in an effort to
define the precise issues involved, develop all necessary facts,
and reach agreement. Should they fail to agree, then, within
fifteen (15) days of such meeting, each party shall provide the
other with a statement in writing of its understanding of the
issues involved, and the facts giving rise to such issues. In the
event the parties have failed to reach agreement within sixty
(60) days of the initiation of the dispute at the interpretive
step, the Union then may appeal it to arbitration, within thirty
(30) days thereafter. Any local grievances filed on the specific
interpretive issue shall be held in abeyance at the appropriate
level pending resolution of the national interpretive dispute.
Section 4. Arbitration
A. General Provisions
1. A request for arbitration shall be submitted within
the specified time limit for appeal.
72
Article 15.4.A.4
2. No grievance may be arbitrated at the National

level except when timely notice of appeal is given
the Employer in writing by the National President
of the Union. No grievance may be appealed to
Regular or Expedited arbitration except when
timely notice of appeal is given in writing to
the appropriate management official at the
Grievance/Arbitration Processing Center by the
certified representative of the Union. Such rep-
resentative shall be certified to appeal grievances
by the National President of the Union to the
Employer at the National level.
3. All grievances appealed to arbitration will be
placed on the appropriate pending arbitration list
in the order in which appealed. The Employer, in
consultation with the Union, will be responsible
for maintaining appropriate dockets of grievanc-
es, as appealed, and for administrative functions
necessary to assure efficient scheduling and hear-
ing of cases by arbitrators at all levels.
4. In order to avoid loss of available hearing time,
except in National level cases, back-up cases
should be scheduled to be heard in the event of
late settlement or withdrawal of grievances before
hearing. The designated advocates will discuss
the scheduled cases at least thirty (30) days prior
to the scheduled hearing date, if possible. In
the event that either party withdraws a case less
than five (5) days prior to the scheduled arbitra-
tion date, and the parties are unable to agree on
scheduling another case on that date, the party
withdrawing the case shall pay the full costs of
the arbitrator for that date. In the event that the
parties settle a case or either party withdraws a
case five (5) or more days prior to the scheduled
arbitration date, the back-up case on the appropri-
ate arbitration list shall be scheduled. If the par-
ties settle a case less than five (5) days prior to
the scheduled arbitration date and are unable to
73
Article 15.4.A.4
agree to schedule another case, the parties shall

share the costs of the arbitrator for that date. This
paragraph shall not apply to National level arbi-
tration cases.
5. Arbitration hearings normally will be held during
working hours where practical. Employees whose
attendance as witnesses is required at hearings
during their regular working hours shall be on
Employer time when appearing at the hearing,
provided the time spent as a witness is part of the
employee’s regular working hours.
6. All decisions of an arbitrator will be final and
binding. All decisions of arbitrators shall be limit-
ed to the terms and provisions of this Agreement,
and in no event may the terms and provisions of
this Agreement be altered, amended, or modified
by an arbitrator. Unless otherwise provided in this
Article, all costs, fees, and expenses charged by
an arbitrator will be shared equally by the parties.
7. All arbitrators on the Regular Panels and the
Expedited Panels and on the National Panel shall
serve for the term of this Agreement and shall
continue to serve for six (6) months after the con-
clusion of the collective bargaining process for a
successor Agreement, unless the parties otherwise
mutually agree.
8. Arbitrators on the National Panel and on the
Regular and Expedited Panels shall be selected
by the method agreed upon by the parties at the
National Level.
9. In any arbitration proceeding in which a Union
feels that its interests may be affected, it shall
be entitled to intervene and participate in such
arbitration proceeding, but it shall be required to
share the cost of such arbitration equally with any
or all other Union parties to such proceeding. Any
dispute as to arbitrability may be submitted to the
arbitrator and be determined by such arbitrator.
74
Article 15.4.B.5
The arbitrator’s determination shall be final and

binding.
B. Arbitration - Regular
1. At the Grievance/Arbitration Processing Center
three (3) separate lists of cases to be heard in
arbitration shall be maintained: (a) one for all
removal cases and cases involving suspensions
for more than 14 days, (b) one for all cases
referred to Expedited Arbitration, and (c) one for
all other cases appealed to Regular Arbitration.
Separate panels will be established for scheduling
(a) removal cases and cases involving suspen-
sions for more than 14 days, (b) for all cases
referred to Expedited Arbitration, and (c) for all
other cases appealed to Regular Arbitration.
2. Cases will be scheduled for arbitration in the
order in which appealed, unless the Union and
Employer otherwise agree.
3. Only discipline cases involving suspensions of
14 days or less and those other disputes as may
be mutually determined by the parties shall be
referred to Expedited Arbitration in accordance
with Section C hereof.
4. Cases referred to arbitration, which involve
removals or suspensions for more than 14 days,
shall be scheduled for hearing at the earliest pos-
sible date in the order in which appealed.
5. If either party concludes that a case referred to
Regular Arbitration involves an interpretive issue
under the National Agreement or some supple-
ment thereto which may be of general applica-
tion, that party’s representative shall request input
from their appropriate National Representatives
at the Headquarters level. If either party’s rep-
resentative at the Headquarters level determines
the case is interpretive, a notice will be sent to
the other party. The case will be held pending the
outcome of the National interpretive dispute. If
75
Article 15.4.B.5
both parties’ representatives determine the case

does not involve an interpretive issue, the case,
if already scheduled for arbitration, will be heard
before the same arbitrator who was originally
scheduled to hear the case. Further, if the hearing
had convened, the case will continue at the same
stage of arbitration.
6. The arbitrators on each Regular Panel shall be
scheduled to hear cases on a rotating system
basis, unless otherwise agreed by the parties.
7. Normally, there will be no transcripts of arbi-
tration hearings or filing of post-hearing briefs
in cases heard in Regular Arbitration, except
either party at the National level may request a
transcript, and either party at the hearing may
request to file a post-hearing brief. However, each
party may file a written statement setting forth
its understanding of the facts and issues and its
argument at the beginning of the hearing and also
shall be given an adequate opportunity to present
argument at the conclusion of the hearing.
8. The arbitrator in any given case should render an
award therein within thirty (30) days of the close
of the record in the case.
C. Arbitration - Expedited
1. The parties agree to continue the utilization of
an expedited arbitration system for disciplinary
cases of 14 days suspension or less which do
not involve interpretation of the Agreement and
for such other cases as the parties may mutually
determine.
2. If either party concludes that the issues involved
are of such complexity or significance as to war-
rant reference to the Regular Arbitration Panel,
that party shall notify the other party of such ref-
erence at least seven (7) days prior to the sched-
uled time for the expedited arbitration.
76
Article 15.4.D.1
3. The hearing shall be conducted in accordance

with the following:
a. the hearing shall be informal;
b. no briefs shall be filed or transcripts made;
c. there shall be no formal rules of evidence;
d. the hearing shall normally be completed
within one day;
e. if the arbitrator or the parties mutually con-
clude at the hearing that the issues involved
are of such complexity or significance as to
warrant reference to the Regular Arbitration
Panel, the case shall be referred to that panel;
and
f. the arbitrator may issue a bench decision
at the hearing but in any event shall ren-
der a decision within five calendar days
after conclusion of the hearing. Such deci-
sion shall be based on the record before the
arbitrator and may include a brief written
explanation of the basis for such conclu-
sion. These decisions will not be cited as a
precedent. The arbitrator’s decision shall be
final and binding. An arbitrator who issues
a bench decision shall furnish a written copy
of the award to the parties within forty-eight
(48) hours of the close of the hearing.
4. No decision by a member of the Expedited Panel
in such a case shall be regarded as a precedent
or be cited in any future proceeding except to
enforce its terms, but otherwise will be a final
and binding decision.
D. National Level Arbitration
1. Only cases involving interpretive issues under
this Agreement or supplements thereto of general
application will be arbitrated at the National level.
77
Article 15.4.D.2
2. A docket of cases appealed to arbitration at the

National level shall be maintained. The arbitrators on
the National Panel shall be scheduled to hear cases on
a rotating system basis, unless otherwise agreed by
the parties. Cases on the docket will be scheduled for
arbitration in the order in which appealed, unless the
Union and Employer otherwise agree.
Section 5. Administration
On a weekly basis, the Employer will furnish to the President of
the Union or his/her designee an electronic spreadsheet detailing
cases pending arbitration. This report will contain the following
sortable fields or their equivalents:
a. Area
b. Performance Cluster
c. Union
d. Appeal Step
e. Grievance Arbitration Tracking System Number
f. Local Union Grievance Number
g. Grievant
h. Finance Number
i. Installation Name
j. State
k. Issue Code
l. Issue Description
m. Received Date
n. Arbitration Class
o. Heard Indicator
p. Grievance Type
q. Discipline Code
r. Discipline Type
Assistant Employees. Additional grievance procedure provi-
sions regarding City Carrier Assistant Employees are found in
Appendix B.)
78
Article 16.4
ARTICLE 16
DISCIPLINE PROCEDURE
Section 1. Principles
In the administration of this Article, a basic principle shall be
that discipline should be corrective in nature, rather than puni-
tive. No employee may be disciplined or discharged except for
just cause such as, but not limited to, insubordination, pilferage,
intoxication (drugs or alcohol), incompetence, failure to perform
work as requested, violation of the terms of this Agreement, or
failure to observe safety rules and regulations. Any such disci-
pline or discharge shall be subject to the grievance-arbitration
procedure provided for in this Agreement, which could result in
reinstatement and restitution, including back pay.
Section 2. Discussion
For minor offenses by an employee, management has a
responsibility to discuss such matters with the employee.
Discussions of this type shall be held in private between
the employee and the supervisor. Such discussions are not
considered discipline and are not grievable. Following such
discussions, there is no prohibition against the supervisor and/
or the employee making a personal notation of the date and
subject matter for their own personal record(s). However, no
notation or other information pertaining to such discussion
shall be included in the employee’s personnel folder. While
such discussions may not be cited as an element of prior
adverse record in any subsequent disciplinary action against an
employee, they may be, where relevant and timely, relied upon
to establish that employees have been made aware of their
obligations and responsibilities.
Section 3. Letter of Warning
A letter of warning is a disciplinary notice in writing, identified
as an official disciplinary letter of warning, which shall include
an explanation of a deficiency or misconduct to be corrected.
Section 4. Suspensions of 14 Days or Less
In the case of discipline involving suspensions of fourteen (14)
days or less, the employee against whom disciplinary action is
79
Article 16.4
sought to be initiated shall be served with a written notice of the

charges against the employee and shall be further informed that
he/she will be suspended. A suspended employee will remain
on duty during the term of the suspension with no loss of pay.
These disciplinary actions shall, however, be considered to be
of the same degree of seriousness and satisfy the same correc-
tive steps in the pattern of progressive discipline as the time-
off suspensions. Such suspensions are equivalent to time-off
suspensions and may be cited as elements of past discipline in
subsequent discipline in accordance with Article 16.10.
Section 5. Suspensions of More Than 14 Days or Discharge
In the case of suspensions of more than fourteen (14) days, or
of discharge, any employee shall, unless otherwise provided
herein, be entitled to an advance written notice of the charges
against him/her and shall remain either on the job or on the
clock at the option of the Employer for a period of thirty (30)
days. Thereafter, the employee shall remain on the rolls (non-
pay status) until disposition of the case has been had either by
settlement with the Union or through exhaustion of the griev-
ance-arbitration procedure. A preference eligible who chooses
to appeal a suspension of more than fourteen (14) days or his/
her discharge to the Merit Systems Protection Board (MSPB)
rather than through the grievance-arbitration procedure shall
remain on the rolls (non-pay status) until disposition of the
case has been had either by settlement or through exhaustion
of his/her MSPB appeal. When there is reasonable cause to
believe an employee is guilty of a crime for which a sentence
of imprisonment can be imposed, the Employer is not required
to give the employee the full thirty (30) days advance written
notice in a discharge action, but shall give such lesser number
of days advance written notice as under the circumstances is
reasonable and can be justified. The employee is immediately
removed from a pay status at the end of the notice period.
Section 6. Indefinite Suspension - Crime Situation
A. The Employer may indefinitely suspend an employee in
those cases where the Employer has reasonable cause to believe
an employee is guilty of a crime for which a sentence of impris-
onment can be imposed. In such cases, the Employer is not
80
Article 16.8
required to give the employee the full thirty (30) days advance
notice of indefinite suspension, but shall give such lesser num-
ber of days of advance written notice as under the circumstances
is reasonable and can be justified. The employee is immediately
removed from a pay status at the end of the notice period.
B. The just cause of an indefinite suspension is grievable.
The arbitrator shall have the authority to reinstate and make the
employee whole for the entire period of the indefinite suspension.
C. If after further investigation or after resolution of the
criminal charges against the employee, the Employer deter-
mines to return the employee to a pay status, the employee
shall be entitled to back pay for the period that the indefinite
suspension exceeded seventy (70) days, if the employee was
otherwise available for duty, and without prejudice to any
grievance filed under B above.
D. The Employer may take action to discharge an employee
during the period of an indefinite suspension whether or not the
criminal charges have been resolved, and whether or not such
charges have been resolved in favor of the employee. Such
action must be for just cause, and is subject to the requirements
of Section 5 of this Article.
Section 7. Emergency Procedure
An employee may be immediately placed on an off-duty status
(without pay) by the Employer, but remain on the rolls where
the allegation involves intoxication (use of drugs or alcohol),
pilferage, or failure to observe safety rules and regulations, or
in cases where retaining the employee on duty may result in
damage to U.S. Postal Service property, loss of mail or funds,
or where the employee may be injurious to self or others. The
employee shall remain on the rolls (non-pay status) until dis-
position of the case has been had. If it is proposed to suspend
such an employee for more than thirty (30) days or discharge
the employee, the emergency action taken under this Section
may be made the subject of a separate grievance.
Section 8. Review of Discipline
In no case may a supervisor impose suspension or discharge
upon an employee unless the proposed disciplinary action by
81
Article 16.8
the supervisor has first been reviewed and concurred in by the

installation head or designee.
In post offices of twenty (20) or less employees, or where
there is no higher level supervisor than the supervisor who
proposes to initiate suspension or discharge, the proposed dis-
ciplinary action shall first be reviewed and concurred in by a
higher authority outside such installation or post office before
any proposed disciplinary action is taken.
Section 9. Veterans’ Preference
A preference eligible is not hereunder deprived of whatever
rights of appeal are applicable under the Veterans’ Preference
Act. If the employee appeals under the Veterans’ Preference
Act, however, the time limits for appeal to arbitration and the
normal contractual arbitration scheduling procedures are not
to be delayed as a consequence of that appeal; if there is an
MSPB appeal pending as of the date the arbitration is sched-
uled by the parties, the grievant waives access to the griev-
ance-arbitration procedure beyond Step B.
Section 10. Employee Discipline Records
The records of a disciplinary action against an employee shall
not be considered in any subsequent disciplinary action if there
has been no disciplinary action initiated against the employee
for a period of two years.
Upon the employee’s written request, any disciplinary notice
or decision letter will be removed from the employee’s official
personnel folder after two years if there has been no disciplinary
action initiated against the employee in that two-year period.
(Additional discipline procedure provisions regarding City
Carrier Assistant Employees are found in Appendix B.)
ARTICLE 17
REPRESENTATION
Section 1. Stewards
Stewards may be designated for the purpose of investigating,
presenting and adjusting grievances.
82
Article 17.2.D
Section 2. Appointment of Stewards

A. The Union will certify to the Employer in writing a
steward or stewards and alternates in accordance with the
following general guidelines. Where more than one steward is
appointed, one shall be designated chief steward. The selection
and appointment of stewards or chief stewards is the sole and
exclusive function of the Union. Stewards will be certified to
represent employees in specific work location(s) on their tour;
provided no more than one steward may be certified to repre-
sent employees in a particular work location(s). The number of
stewards certified shall not exceed, but may be less than, the
number provided by the formula hereinafter set forth.
Employees in the same craft per tour or station
Up to 49 1 steward
50 to 99 2 stewards
100 to 199 3 stewards
200 to 499 5 stewards
500 or more 5 stewards
plus additional steward
for each 100 employees
B. At an installation, the Union may designate in writing to
the Employer one Union representative actively employed at that
installation to act as a steward to investigate, present and adjust a
specific grievance or to investigate a specific problem to deter-
mine whether to file a grievance. The activities of such Union
representative shall be in lieu of a steward designated under the
formula in Section 2.A and shall be in accordance with Section 3.
Payment, when applicable, shall be in accordance with Section 4.
C. To provide steward service to installations with twenty or
less craft employees where the Union has not certified a steward,
a Union representative certified to the Employer in writing and
compensated by the Union may perform the duties of a steward.
D. At the option of the Union, representatives not on the
Employer’s payroll shall be entitled to perform the functions of a
steward or chief steward, provided such representatives are certified
in writing to the Employer at the area level and providing such rep-
83
Article 17.2.D
resentatives act in lieu of stewards designated under the provisions

of 2.A or 2.B above.
E. A steward may be designated to represent more than one craft,
or to act as a steward in a craft other than his/her own, whenever
the Union or Unions involved so agree, and notify the Employer in
writing. Any steward designations across craft lines must be in accor-
dance with the formula set forth in Section 2.A above.
Section 3. Rights of Stewards
When it is necessary for a steward to leave his/her work area
to investigate and adjust grievances or to investigate a specific
problem to determine whether to file a grievance, the steward
shall request permission from the immediate supervisor and
such request shall not be unreasonably denied.
In the event the duties require the steward leave the work area
and enter another area within the installation or post office, the
steward must also receive permission from the supervisor from
the other area he/she wishes to enter and such request shall not
be unreasonably denied.
The steward, chief steward or other Union representative prop-
erly certified in accordance with Section 2 above may request
and shall obtain access through the appropriate supervisor to
review the documents, files and other records necessary for
processing a grievance or determining if a grievance exists and
shall have the right to interview the aggrieved employee(s),
supervisors and witnesses during working hours. Such requests
shall not be unreasonably denied.
While serving as a steward or chief steward, an employee may
not be involuntarily transferred to another tour, to another
station or branch of the particular post office or to another
independent post office or installation unless there is no job for
which the employee is qualified on such tour, or in such sta-
tion or branch, or post office.
If an employee requests a steward or Union representative
to be present during the course of an interrogation by the
Inspection Service, such request will be granted. All polygraph
tests will continue to be on a voluntary basis.
84
Article 17.5.C
Section 4. Payment of Stewards

The Employer will authorize payment only under the follow-
ing conditions:
Grievances—Informal and Formal Step A: The aggrieved
and one Union steward (only as permitted under the formula
in Section 2.A) for time actually spent in grievance handling,
including investigation and meetings with the Employer. The
Employer will also compensate a steward for the time reason-
ably necessary to write a grievance. In addition, the Employer
will compensate any witnesses for the time required to attend
a Formal Step A meeting.
Meetings called by the Employer for information exchange
and other conditions designated by the Employer concern-
ing contract application.
Employer authorized payment as outlined above will be grant-
ed at the applicable straight time rate, providing the time spent
is a part of the employee’s or steward’s (only as provided for
under the formula in Section 2.A) regular work day.
The Postal Service will compensate the Union’s primary Step B rep-
resentatives at their appropriate rate of pay on a no loss, no gain basis.
Activated back up Step B representatives will be compensated on the
same basis for time actually spent as Step B representatives.
Section 5. Labor-Management Committee Meetings
A. The Union through its designated agents shall be enti-
tled at the national, area, and local levels, and at such other
intermediate levels as may be appropriate, to participate in
regularly scheduled Joint Labor-Management Committee
meetings for the purpose of discussing, exploring, and consid-
ering with management matters of mutual concern; provided
neither party shall attempt to change, add to or vary the terms
of this Collective Bargaining Agreement.
B. All other national level committees established pursuant
to the terms of this Agreement shall function as subcommittees
of the national level Labor-Management Committee.
C. Meetings at the national and area (except as to the
Christmas operation) levels will not be compensated by the
85
Article 17.5.C
Employer. The Employer will compensate one designated repre-

sentative from the Union for actual time spent in the meeting at
the applicable straight time rate, providing the time spent in such
meetings is a part of the employee’s regular scheduled work day.
Section 6. Union Participation in New Employee Orientation
During the course of any employment orientation program for
new employees, a representative of the Union representing the
craft to which the new employees are assigned shall be pro-
vided ample opportunity to address such new employees, pro-
vided that this provision does not preclude the Employer from
addressing employees concerning the same subject.
Health benefit enrollment information and forms will not be pro-
vided during orientation until such time as a representative of the
Union has had an opportunity to address such new employees.
Section 7. Checkoff
A. In conformity with Section 2 of the Act, 39 U.S.C. 1205,
without cost to the Union, the Employer shall deduct and remit
to the Union the regular and periodic Union dues from the pay
of employees who are members of the Union, provided that the
Employer has received a written assignment which shall be irrevo-
cable for a period of not more than one year, from each employee
on whose account such deductions are to be made. The Employer
agrees to remit to the Union all deductions to which it is entitled
fourteen (14) days after the end of the pay period for which such
deductions are made. Deductions shall be in such amounts as are
designated to the Employer in writing by the Union.
B. The authorization of such deductions shall be in the fol-
lowing form:
86
Article 17.7.C
UNITED STATES POSTAL SERVICE

AUTHORIZATION FOR DEDUCTION
OF UNION DUES
I hereby assign to the National Association of Letter
Carriers, AFL- CIO, from any salary or wages earned or
to be earned by me as your employee (in my present or
any future employment by you) such regular and peri-
odic membership dues as the Union may certify as due and
owing from me, as may be established from time to time
by said Union. I authorize and direct you to deduct such
amounts from my pay and to remit same to said Union
at such times and in such manner as may be agreed upon
between you and the Union at any time while this authori-
zation is in effect, which includes a $8.00 yearly subscrip-
tion to the Postal Record as part of the membership dues.
Notice: Contributions or gifts to the National Association
of Letter Carriers, AFL-CIO are not tax deductible as
charitable contributions for Federal income tax purposes.
However, they may be tax deductible under other provi-
sions of the Internal Revenue Code.
This assignment, authorization and direction shall be
irrevocable for a period of one (1) year from the date
of delivery hereof to you, and I agree and direct that
this assignment, authorization and direction shall be
automatically renewed, and shall be irrevocable for suc-
cessive periods of one (1) year, unless written notice is
given by me to you and the Union not more than twenty
(20) days and not less than ten (l0) days prior to the expi-
ration of each period of one (1) year. This assignment
is freely made pursuant to the provisions of the Postal
Reorganization Act and is not contingent upon the exis-
tence of any agreement between you and my Union.
(Form to be revised to conform to Postal Service Machine

Requirements as on SF 1187.)
C. Notwithstanding the foregoing, employees’ dues deduc-
tion authorizations (Standard Form 1187) which are presently
on file with the Employer on behalf of the Union shall continue
87
Article 17.7C
to be honored and given full force and effect by the Employer

unless and until revoked in accordance with their terms.
D. The Employer agrees that it will continue in effect, but
without cost to employees, its existing program of payroll
deductions at the request and on behalf of employees for
remittance to financial institutions including credit unions. In
addition the Employer agrees without cost to the employee
to make payroll deductions on behalf of such organization or
organizations as the Union shall designate to receive funds
to provide group automobile insurance and/or homeowners/
tenant liability insurance for employees, provided only one
insurance carrier is selected to provide such coverage.
ARTICLE 18
NO STRIKE
Section 1. Statement of Principle
The Union in behalf of its members agrees that it will not call
or sanction a strike or slowdown.
Section 2. Union Actions
The Union or its local Unions (whether called branches or by
other names) will take reasonable action to avoid such activity
and where such activity occurs, immediately inform striking
employees they are in violation of this Agreement and order
said employees back to work.
Section 3. Union Liability
It is agreed that the Union or its local Unions (whether called
branches or by other names) which comply with the require-
ments of this Article shall not be liable for the unauthorized
action of their members or other postal employees.
Section 4. Legal Impact
The parties agree that the provisions of this Article shall not
be used in any way to defeat any current or future legal action
88
Article 19
involving the constitutionality of existing or future legisla-

tion prohibiting Federal employees from engaging in strike
actions. The parties further agree that the obligations under-
taken in this Article are in no way contingent upon the final
determination of such constitutional issues.
ARTICLE 19
HANDBOOKS AND MANUALS
Those parts of all handbooks, manuals and published regula-
tions of the Postal Service, that directly relate to wages, hours
or working conditions, as they apply to employees covered by
this Agreement, shall contain nothing that conflicts with this
Agreement, and shall be continued in effect except that the
Employer shall have the right to make changes that are not
inconsistent with this Agreement and that are fair, reasonable,
and equitable. This includes, but is not limited to, the Postal
Service Manual and the F-21, Timekeeper’s Instructions.
Notice of such proposed changes that directly relate to wages,
hours, or working conditions will be furnished to the Union
at the national level at least sixty (60) days prior to issuance.
At the request of the Union, the parties shall meet concerning
such changes. If the Union, after the meeting, believes the
proposed changes violate the National Agreement (including
this Article), it may then submit the issue to arbitration in
accordance with the arbitration procedure within sixty (60)
days after receipt of the notice of proposed change. Copies
of those parts of all new handbooks, manuals and regulations
that directly relate to wages, hours or working conditions, as
they apply to employees covered by this Agreement, shall be
furnished the Union upon issuance.
Article 19 shall apply in that those parts of all handbooks,
manuals and published regulations of the Postal Service, which
directly relate to wages, hours or working conditions shall
apply to CCA employees only to the extent consistent with
other rights and characteristics of CCA employees provided for
89
Article 19
in this Agreement. The Employer shall have the right to make

changes to handbooks, manuals and published regulations as
they relate to CCA employees pursuant to the same standards
and procedures found in Article 19 of the National Agreement.
ARTICLE 20
PARKING
Section 1. National Study Committee
The existing parking program will remain in effect. A National
Study Committee on Parking will be established in order to
improve the parking program at existing facilities and to rec-
ommend such programs for new facilities.
Section 2. Security
Recognizing the need for adequate security for employees in
parking areas, and while en route to and from parking areas,
the Employer will take reasonable steps, based on the specific
needs of the individual location, to safeguard employee securi-
ty, including, but not limited to, establishing liaison with local
police authorities, requesting the assignment of additional uni-
formed police in the area, improving lighting and fencing, and,
where available, utilizing mobile security force patrols.
Section 3. Labor-Management Committee
Parking is a proper subject for discussion at local Labor-
Management Committee meetings. The location of new, addi-
tional, or improved parking facilities; the number of parking
spaces; security and lighting in the parking areas as well as
similar subjects are proper agenda items for such meetings.
The local Labor-Management Committee may make recom-
mendations to the installation head concerning such subjects.
90
Article 21.1.D
ARTICLE 21
BENEFIT PLANS
Section 1. Health Benefits
The method for determining the Employer bi-weekly contribu-
tions to the cost of employee health insurance programs under
the Federal Employees Health Benefits Program (FEHBP) will
be as follows:
A. The Office of Personnel Management shall calculate the
subscription charges under the FEHBP that will be in effect the
following January with respect to self only enrollments and
self and family enrollments.
B. The bi-weekly Employer contribution for self only,
self plus one, and self and family plans is adjusted to an
amount equal to 73% in 2020 and 2021, and 72.0% in 2022
and 2023, of the weighted average bi-weekly premiums
under the FEHBP as determined by the Office of Personnel
Management. The adjustment begins on the effective date
determined by the Office of Personnel Management in January
2020, January 2021, and January 2022, and January 2023.
C. The weight to be given to a particular subscription charge
for each FEHB plan and option will be based on the number of
enrollees in each such plan and option for whom contributions
have been received from employers covered by the FEHBP as
determined by the Office of Personnel Management.
D. The amount necessary to pay the total charge for enroll-
ment after the Employer’s contribution is deducted shall be
withheld from the pay of each enrolled employee. To the
extent permitted by law, the Employer shall permit employ-
ees covered by this Agreement to make their premium con-
tributions to the cost of each plan on a pre-tax basis, and
shall extend eligibility to such employees for the U.S. Postal
Service’s flexible spending account plans for unreimbursed
health care expenses and work-related dependent child care
and elder care expenses as authorized under Section 125 of the
Internal Revenue Code.
91
Article 21.1.E
E. The limitation upon the Employer’s contribution towards

any individual employee shall be 76% in 2020 and 2021, and
75% in 2022 and 2023 of the subscription charge under the
FEHBP in 2020, 2021, 2022, and 2023.
Section 2. Life Insurance
The Employer shall maintain the current life insurance pro-
gram in effect during the term of this Agreement.
Section 3. Retirement
The provisions of Chapter 83 and 84 of Title 5 U.S. Code, and
any amendments thereto, shall continue to apply to employees
covered by this Agreement.
Section 4. Injury Compensation
Employees covered by this Agreement shall be covered by
Subchapter I of Chapter 81 of Title 5, and any amendments
thereto, relating to compensation for work injuries. The
Employer will promulgate appropriate regulations which
comply with applicable regulations of the Office of Workers’
Compensation Programs and any amendments thereto.
Section 5. Health Benefit Brochures
When a new employee who is eligible for enrollment in the Federal
Employee’s Health Benefit Program enters the Postal Service, the
employee shall be furnished a copy of the Health Benefit Plan bro-
chure of the Union signatory to this Agreement which represents
the craft in which the employee is to be employed.
(Additional health insurance provisions regarding City Carrier
Assistant Employees are found in Appendix B, Section 3.F.)
ARTICLE 22
BULLETIN BOARDS
The Employer shall furnish separate bulletin boards for the
exclusive use of the Union, subject to the conditions stated here-
in, if space is available. If sufficient space is not available, at
least one will be provided for all Unions. The Union may place
92
Article 24.2.A
its literature racks in swing rooms, if space is available. Only

suitable notices and literature may be posted or placed in litera-
ture racks. There shall be no posting or placement of literature in
literature racks except upon the authority of officially designated
representatives of the Union.
ARTICLE 23
RIGHTS OF UNION OFFICIALS TO ENTER POSTAL
INSTALLATIONS
Upon reasonable notice to the Employer, duly authorized rep-
resentatives of the Union shall be permitted to enter postal
installations for the purpose of performing and engaging in
official union duties and business related to the Collective
Bargaining Agreement. There shall be no interruption of the
work of employees due to such visits and representatives shall
adhere to the established security regulations.
ARTICLE 24
EMPLOYEES ON LEAVE WITH
REGARD TO UNION BUSINESS
Section 1. Continuation of Benefits
Any employee on leave without pay to devote full or part-time
service to the Union shall be credited with step increases as if
in a pay status. Retirement benefits will accrue on the basis of
the employee’s step so attained, provided the employee makes
contributions to the retirement fund in accordance with current
procedure. Annual and sick leave will be earned in accordance
with existing procedures based on hours worked.
Section 2. Leave for Union Conventions
A. Full or part-time employees will be granted annual
leave or leave without pay at the election of the employee
93
Article 24.2.A
to attend National, State and Regional Union Conventions

(Assemblies) provided that a request for leave has been sub-
mitted by the employee to the installation head as soon as
practicable and provided that approval of such leave does not
seriously adversely affect the service needs of the installation.
B. If the requested leave falls within the choice vacation
period and if the request is submitted prior to the determina-
tion of the choice vacation period schedule, it will be granted
prior to making commitments for vacations during the choice
period, and will be considered part of the total choice vaca-
tion plan for the installation, unless agreed to the contrary at
the local level. Where the specific delegates to the Convention
(Assembly) have not yet been determined, upon the request
of the Union, the Employer will make provision for leave for
these delegates prior to making commitments for vacations.
C. If the requested leave falls within the choice vacation
period and the request is submitted after the determination of
the choice vacation period schedule, the Employer will make
every reasonable effort to grant such request, consistent with
service needs.
ARTICLE 25
HIGHER LEVEL ASSIGNMENTS
Section l. Definitions
Higher level work is defined as an assignment to a ranked
higher level position, whether or not such position has been
authorized at the installation.
Section 2. Higher Level Pay
An employee who is detailed to higher level work shall be
paid at the higher level for time actually spent on such job.
An employee’s higher level rate shall be determined as if pro-
moted to the position. An employee temporarily assigned or
94
Article 25.5
detailed to a lower level position shall be paid at the employ-

ee’s own rate.
Section 3. Written Orders
Any employee detailed to higher level work shall be given a
written management order, stating beginning and approximate
termination, and directing the employee to perform the duties
of the higher level position. Such written order shall be accept-
ed as authorization for the higher level pay. The failure of
management to give a written order is not grounds for denial
of higher level pay if the employee was otherwise directed to
perform the duties.
Section 4. Higher Level Details
Detailing of employees to higher level bargaining unit work in
each craft shall be from those eligible, qualified and available
employees in each craft in the immediate work area in which
the temporarily vacant higher level position exists. However,
for details of an anticipated duration of one week (five work-
ing days within seven calendar days) or longer to those higher
level craft positions enumerated in the craft Article of this
Agreement as being permanently filled on the basis of promo-
tion of the senior qualified employee, the senior, qualified,
eligible, available employee in the immediate work area in
which the temporarily vacant higher level position exists shall
be selected.
Section 5. Leave Pay
Leave pay for employees detailed to a higher level position
will be administered in accordance with the following:
Employees working short term on a higher level assignment or
detail will be entitled to approved sick and annual paid leave at
the higher level rate for a period not to exceed three days.
Short term shall mean an employee has been on an assignment
or detail to a higher level for a period of 29 consecutive work
days or less at the time leave is taken and such assignment or
detail to the higher level position is resumed upon return to
work. All short term assignments or details will be automati-
95
Article 25.5
cally canceled if replacements are required for absent detailed

employees.
Long term shall mean an employee has been on an assignment
or detail to the higher level position for a period of 30 consec-
utive workdays or longer at the time leave is taken and such
assignment or detail to the higher level position is resumed
upon return to work.
Terminal leave payments resulting from death will be paid at
the higher level for all employees who are assigned or detailed
to higher level assignments on their last workday.
ARTICLE 26
UNIFORMS AND WORK CLOTHES
Section 1. Uniform Control Committee
The parties agree that the National Joint Labor-Management
Uniform Control Committee shall be continued.
The Committee shall be composed of a representative of the
Union and a representative of the Employer. The Chair of the
Committee shall alternate each meeting between the Union
and the Postal Service.
The Committee shall meet at least once each three months and
at such other times as may be necessary or as requested by
either of the parties.
The Committee shall have jurisdiction to consider the mat-
ters set out below and all non-cost matters pertaining to the
Uniform Allowance Program, including but not limited to, the
uniform items or work clothes items for which allowances are
applicable; the design, color, quality and fabrics of authorized
reimbursable items.
All employees who are required to wear uniforms or work
clothes shall be furnished uniforms or work clothes or shall
be reimbursed for purchases of authorized items from duly
licensed vendors.
The current administration of the Uniform and Work Clothes
Program shall be continued unless otherwise changed by this
96
Article 26.2.B
Agreement or by the Employer based on recommendations of

the Committee.
“Wear-out” periods for uniform items being changed or
replaced shall be determined by the Committee and appropri-
ate recommendations made after giving full consideration to
the type of changes being made, the economic effect upon the
employees involved for replacement, and the overall appear-
ance of the uniform.
The Committee shall establish its own rules of procedure.
Recommendations of the Committee shall be addressed to the
Postmaster General or designee.
Section 2. Annual Allowance
The annual allowance for eligible employees in the reimburs-
able uniform program shall be as follows:
A. Effective May 21, 2021 the annual allowance for all
eligible employees shall be increased from present $464.00
per annum to $487.00 per annum. The increase shall become
effective on the employee’s anniversary date.
Effective May 21, 2022 the annual allowance for all eligible
employees shall be increased from $487.00 per annum to
$499.00 per annum. The increase shall become effective on the
employee’s anniversary date.
B. A newly eligible employee entering the reimbursable
uniform program will receive an additional credit to the
employee’s allowance as follows:
Effective May 21, 2021 - $113.00 if entitled to $487.00 per
annum.
Effective May 21, 2022 - $116.00 if entitled to $499.00 per
annum.
An eligible employee cannot receive this additional credit
more than once; however, the current procedures regarding
employees transferring from one allowance category to anoth-
er shall be continued.
97
Article 26.3
Section 3. City Carrier Assistant (CCA)

When the CCA has completed ninety (90) work days, or has been
employed for 120 calendar days, whichever comes first, the CCA
will be provided with an annual uniform allowance equal to the
amount provided to career employees in Section 2.A. Time served
as a Transitional Employee will count toward the 90/120 day
requirement.
The uniform purchases are reimbursed by the Postal Service
directly to the vendor. Uniforms will be returned by CCAs
separated and not reappointed.
ARTICLE 27
EMPLOYEE CLAIMS
Subject to a $60 minimum, an employee may file a claim
within fourteen (14) days of the date of loss or damage and
be reimbursed for loss or damage to his/her personal property
except for motor vehicles and the contents thereof taking into
consideration depreciation where the loss or damage was suf-
fered in connection with or incident to the employee’s employ-
ment while on duty or while on postal premises. The posses-
sion of the property must have been reasonable, or proper
under the circumstances and the damage or loss must not have
been caused in whole or in part by the negligent or wrongful
act of the employee. Loss or damage will not be compensated
when it resulted from normal wear and tear associated with
day-to-day living and working conditions.
Claims should be documented, if possible, and submitted with rec-
ommendations by the Union steward to the Employer at the local
level. The Employer will submit the claim, with the Employer’s
and the steward’s recommendation, within 15 days, to the Step B
Team for determination. An impasse on the claim may be appealed
to arbitration pursuant to Article 15, Step B (d) of this Agreement.
A decision letter impassing a claim in whole or in part will
include notification of the Union’s right to appeal the decision
to arbitration under Article 15.
98
Article 28.1.A
The Step B Team will provide the National Business Agent a

copy of the impasse referenced above, the claim form, and all
documentation submitted in connection with the claim.
The Step B Team will also provide a copy of the impasse to
the steward whose recommendation is part of the claim form.
The above procedure does not apply to privately owned motor
vehicles and the contents thereof. For such claims, employees
may utilize the procedures of the Federal Tort Claims Act in
accordance with Part 250 of the Administrative Support Manual.
The procedure specified therein shall be the exclusive proce-
dure for such claims, which shall not be subject to the griev-
ance-arbitration procedure.
A tort claim may be filed on SF 95 which will be made avail-
able by the installation head, or designee.
ARTICLE 28
EMPLOYER CLAIMS
The parties agree that continued public confidence in the
Postal Service requires the proper care and handling of the
USPS property, postal funds and the mails. In advance of any
money demand upon an employee for any reason, the employ-
ee must be informed in writing and the demand must include
the reasons therefor.
Section 1. Shortages in Fixed Credits
Employees who are assigned fixed credits or vending credits
shall be strictly accountable for the amount of the credit. If any
shortage occurs, the employee shall be financially liable unless
the employee exercises reasonable care in the performance of
his/her duties. In this regard, the Employer agrees to:
A. Continue to provide adequate security for all employees
responsible for postal funds;
99
Article 28.1.B
B. Prohibit an employee from using the fixed credit or

other financial accountability of any other employee without
permission;
C. Grant the opportunity to an employee to be present
whenever that employee’s fixed credit is being audited and if
the employee is not available to have a witness of the employ-
ee’s choice present;
D. Absolve an employee of any liability for loss from cash-
ing checks if the employee follows established procedures; and
E. Audit each employee’s fixed credit no less frequently
than once every four months.
Section 2. Loss or Damage of the Mails
An employee is responsible for the protection of the mails
entrusted to the employee. Such employee shall not be finan-
cially liable for any loss, rifling, damage, wrong delivery of, or
depredation on, the mails or failure to collect or remit C.O.D.
funds unless the employee failed to exercise reasonable care.
Section 3. Damage to USPS Property and Vehicles
An employee shall be financially liable for any loss or damage
to property of the Employer including leased property and
vehicles only when the loss or damage was the result of the
willful or deliberate misconduct of such employee.
Section 4. Collection Procedure
A. If a grievance is initiated and advanced through the
grievance/arbitration procedure or a petition has been filed
pursuant to the Debt Collection Act, regardless of the amount
and type of debt, collection of the debt will be delayed until
disposition of the grievance and/or petition has (have) been
had, either through settlement or exhaustion of contractual
and/or administrative remedies.
B. No more that 15 percent of an employee’s disposable
pay or 20 percent of the employee’s biweekly gross pay,
whichever is lower, may be deducted each pay period to sat-
isfy a postal debt, unless the parties agree, in writing, to a dif-
ferent amount.
100
Article 29

ARTICLE 29
LIMITATION ON REVOCATION OF
DRIVING PRIVILEGES
An employee’s driving privileges may be revoked or suspend-
ed when the on-duty record shows that the employee is an
unsafe driver.
Elements of an employee’s on-duty record which may be used
to determine whether the employee is an unsafe driver include
but are not limited to, traffic law violations, accidents or fail-
ure to meet required physical or operation standards.
The report of the Safe Driver Award Committee cannot be
used as a basis for revoking or suspending an employee’s driv-
ing privileges. When a revocation, suspension, or reissuance
of an employee’s driving privileges is under consideration,
only the on-duty record will be considered in making a final
determination. An employee’s driving privileges will be auto-
matically revoked or suspended concurrently with any revoca-
tion or suspension of State driver’s license and restored upon
reinstatement. Every reasonable effort will be made to reassign
such employee to non-driving duties in the employee’s craft
or in other crafts. In the event such revocation or suspen-
sion of the State driver’s license is with the condition that the
employee may operate a vehicle for employment purposes,
the employee’s driving privileges will not be automatically
revoked. When revocation or suspension of an employee’s
driving privileges is under consideration based on the on-duty
record, such conditional revocation or suspension of the state
driver’s license may be considered in making a final determi-
nation.
Initial issuance—an employee shall be issued a Certificate
of Vehicle Familiarization and Safe Operation when such
employee has a valid State driver’s license, passes the driving
test of the U.S. Postal Service, and has a satisfactory driving
history.
101
Article 29
An employee must inform the supervisor immediately of the

revocation or suspension of such employee’s State driver’s
license.
ARTICLE 30
LOCAL IMPLEMENTATION
A. Presently effective local memoranda of understand-
ing not inconsistent or in conflict with the 2019 National
Agreement shall remain in effect during the term of this
Agreement unless changed by mutual agreement pursuant to
the local implementation procedure set forth below or, as a
result of an arbitration award or settlement arising from either
party’s impasse of an item from the presently effective local
memorandum of understanding (LMOU).
B. There shall be a 30-day period of local implementation
to commence April 29, 2021 on the 22 specific items enumer-
ated below, provided that no LMOU may be inconsistent with
or vary the terms of the 2019 National Agreement:
1. Additional or longer wash-up periods.
2. The establishment of a regular work week of five
days with either fixed or rotating days off.
3. Guidelines for the curtailment or termination of postal
operations to conform to orders of local authorities or as
local conditions warrant because of emergency conditions.
4. Formulation of local leave program.
5. The duration of the choice vacation period(s).
6. The determination of the beginning day of an
employee’s vacation period.
7. Whether employees at their option may request two
selections during the choice vacation period, in units
of either 5 or 10 days.
102
Article 30.B.20
8. Whether jury duty and attendance at National or

State Conventions shall be charged to the choice
vacation period.
9. Determination of the maximum number of employ-
ees who shall receive leave each week during the
choice vacation period.
10. The issuance of official notices to each employee of
the vacation schedule approved for such employee.
11. Determination of the date and means of notifying
employees of the beginning of the new leave year.
12. The procedures for submission of applications for
annual leave during other than the choice vacation
period.
13. The method of selecting employees to work on a
holiday.
14. Whether “Overtime Desired” lists in Article 8 shall
be by section and/or tour.
15. The number of light duty assignments within each
craft or occupational group to be reserved for tempo-
rary or permanent light duty assignment.
16. The method to be used in reserving light duty assign-
ments so that no regularly assigned member of the
regular work force will be adversely affected.
17. The identification of assignments that are to be con-
sidered light duty within each craft represented in the
office.
18. The identification of assignments comprising a sec-
tion, when it is proposed to reassign within an instal-
lation employees excess to the needs of a section.
19. The assignment of employee parking spaces.
20. The determination as to whether annual leave to
attend Union activities requested prior to determina-
tion of the choice vacation schedule is to be part of
the total choice vacation plan.
103
Article 30.B.21
21. Those other items which are subject to local nego-

tiations as provided in the craft provisions of this
Agreement.
22. Local implementation of this Agreement relating to
seniority, reassignments and posting.
C. All proposals remaining in dispute may be submitted
to final and binding arbitration, with the written authoriza-
tion of the National Union President or the Vice President,
Labor Relations. The request for arbitration must be sub-
mitted within 10 days of the end of the local implementa-
tion period. However, where there is no agreement and the
matter is not referred to arbitration, the provisions of the
former LMOU shall apply. The parties may challenge a
provision(s) of an LMOU as inconsistent or in conflict with
the National Agreement only under the following circum-
stances:
1. Any LMOU provision(s) added or modified during
one local implementation period may be challenged as
inconsistent or in conflict with the National Agreement
only during the local implementation period of the suc-
cessor National Agreement.
2. At any time a provision(s) of an LMOU becomes incon-
sistent or in conflict as the result of a new or modified
provision(s) of the National Agreement.
3. At any time a provision(s) of an LMOU becomes incon-
sistent or in conflict as the result of the amendment or
modification of the National Agreement subsequent to
the local implementation period.
In such case, the party declaring a provision(s) inconsistent or in
conflict must provide the other party a detailed written explanation
of its position during the period of local implementation, but no
later than seven (7) days prior to the expiration of that period. If the
local parties are unable to resolve the issue(s) during the period of
local implementation, the union may appeal the impasse to arbitra-
tion pursuant to the procedures outlined above. If appealed, a provi-
sion(s) of an LMOU declared inconsistent or in conflict will remain
104
Article 31.2
in effect unless modified or eliminated through arbitration decision

or by mutual agreement.
D. An alleged violation of the terms of an LMOU shall be
subject to the grievance-arbitration procedure.
E. When installations are consolidated or when a new
installation is established, the parties shall conduct a thirty
(30) day period of local implementation, pursuant to Section
B. All proposals remaining in dispute may be submitted to
final and binding arbitration, with the written authorization
of the National Union President or the Vice President, Labor
Relations. The request for arbitration must be submitted
within 10 days of the end of the local implementation period.
F. Where the Postal Service, pursuant to Section C, sub-
mits a proposal remaining in dispute to arbitration, which
proposal seeks to change a presently-effective LMOU, the
Postal Service shall have the burden of establishing that con-
tinuation of the existing provision would represent an unrea-
sonable burden to the USPS.
ARTICLE 31
UNION-MANAGEMENT COOPERATION
Section 1. Membership Solicitation
The Union may, through employees employed by the
Employer, solicit employees for membership in the Union and
receive Union dues from employees in non-work areas of the
Employer’s premises, provided such activity is carried out in
a manner which does not interfere with the orderly conduct of
the Employer’s operation.
Section 2. Electronic Data
The Employer shall, on a bi-weekly basis, provide the Union
at its national headquarters the information set forth in the
Memorandum of Understanding regarding Article 31 by
encrypted/password protected Electronic File Exchange. If
105
Article 31.2
Electronic File Exchange is unavailable, the information will

be provided by disc.
Section 3. Information
The Employer will make available for inspection by the Union
all relevant information necessary for collective bargaining
or the enforcement, administration or interpretation of this
Agreement, including information necessary to determine
whether to file or to continue the processing of a grievance
under this Agreement. Upon the request of the Union, the
Employer will furnish such information, provided, however, that
the Employer may require the Union to reimburse the USPS for
any costs reasonably incurred in obtaining the information.
Requests for information relating to purely local matters
should be submitted by the local Union representative to the
installation head or designee. All other requests for informa-
tion shall be directed by the National President of the Union to
the Vice President, Labor Relations.
Nothing herein shall waive any rights the Union may have to obtain
information under the National Labor Relations Act, as amended.
ARTICLE 32
SUBCONTRACTING
Section 1. General Principles
A. The Employer will give due consideration to public
interest, cost, efficiency, availability of equipment, and quali-
fication of employees when evaluating the need to subcontract.
B. The Employer will give advance notification to the
Union at the national level when subcontracting which will
have a significant impact on bargaining unit work is being
considered and will meet to consider the Union’s view on min-
imizing such impact. No final decision on whether or not such
106
Article 33.2
work will be contracted out will be made until the matter is

discussed with the Union.
C. The Employer and the Union agree that upon the request
of the NALC National President, the Employer will furnish rel-
evant cost information prior to the commencement or renewal
of any contract delivery route which performs service formerly
performed in a particular installation by a city letter carrier. The
Employer’s decision as to whether to commence or renew the
contract delivery route will be made on a cost effective basis.
Section 2. Joint Committee
A joint committee is established at the national level to study
the problems in this area leading towards a meaningful evolu-
tionary approach to the issue of subcontracting.
ARTICLE 33
PROMOTIONS
Section 1. General Principles
The Employer agrees to place particular emphasis upon career
advancement opportunities. First opportunity for promotions
will be given to qualified career employees. The Employer
will assist employees to improve their own skills through
training and self-help programs, and will continue to expand
the Postal Employee Development Center concept.
Section 2. Craft Promotions
When an opportunity for promotion to a craft position exists
in an installation, an announcement shall be posted on offi-
cial bulletin boards soliciting applications from employees
of the appropriate craft. Craft employees meeting the qual-
ifications for the position shall be given first consideration.
Qualifications shall include, but not be limited to, ability to
perform the job, merit, experience, knowledge, and physical
ability. Where there are qualified applicants, the best qualified
applicant shall be selected; however, if there is no apprecia-
107
Article 33.2
ble difference in the qualifications of the best of the quali-

fied applicants and the Employer selects from among such
applicants, seniority shall be the determining factor. Written
examinations shall not be controlling in determining quali-
fications. If no craft employee is selected for the promotion,
the Employer will solicit applications from all other qualified
employees within the installation.
Promotions to positions enumerated in the craft Article of this
Agreement shall be made in accordance with such Article by selec-
tion of the senior qualified employee bidding for the position.
Section 3. Examinations
When an examination is given, there shall be no unreasonable
limitation on the number of examinations that may be taken by
an applicant.
ARTICLE 34
WORK AND/OR TIME STANDARDS
A. The principle of a fair day’s work for a fair day’s pay is
recognized by all parties to this Agreement.
B. The Employer agrees that any work measurement sys-
tems or time or work standards shall be fair, reasonable and
equitable. The Employer agrees that the Union concerned
through qualified representatives will be kept informed
during the making of time or work studies which are to
be used as a basis for changing current or instituting new
work measurement systems or work or time standards. The
Employer agrees that the National President of the Union
may designate a qualified representative who may enter post-
al installations for purposes of observing the making of time
or work studies which are to be used as the basis for chang-
ing current or instituting new work measurement systems or
work or time standards.
C. The Employer agrees that before changing any current or
instituting any new work measurement systems or work or time
standards, it will notify the Union concerned as far in advance
as practicable. When the Employer determines the need to
implement any new nationally developed and nationally appli-
108
Article 34.H
cable work or time standards, it will first conduct a test or tests

of the standards in one or more installations. The Employer will
notify the Union at least 15 days in advance of any such test.
D. If such test is deemed by the Employer to be satisfactory
and it subsequently intends to convert the test to live implemen-
tation in the test cities, it will notify the Union at least 30 days in
advance of such intended implementation. Within a reasonable
time not to exceed 10 days after the receipt of such notice, repre-
sentatives of the Union and the Employer shall meet for the pur-
pose of resolving any differences that may arise concerning such
proposed work measurement systems or work or time standards.
E. If no agreement is reached within five days after the
meetings begin, the Union may initiate a grievance at the
national level. If no grievance is initiated, the Employer will
implement the new work or time standards at its discretion.
If a grievance is filed and is unresolved within 10 days, and
the Union decides to arbitrate, the matter must be submitted to
priority arbitration by the Union within five days. The conver-
sion from a test basis to live implementation may proceed in
the test cities, except as provided in Paragraph I.
F. The arbitrator’s award will be issued no later than 60 days
after the commencement of the arbitration hearing. During the
period prior to the issuance of the arbitrator’s award, the new
work or time standards will not be implemented beyond the test
cities, and no new tests of the new standards will be initiated.
Data gathering efforts or work or time studies, however, may be
conducted during this period in any installation.
G. The issue before the arbitrator will be whether the
national concepts involved in the new work or time standards
are fair, reasonable and equitable.
H. In the event the arbitrator rules that the national concepts
involved in the new work or time standards are not fair, reason-
able and equitable, such standards may not be implemented by
the Employer until they are modified to comply with the arbi-
trator’s award. In the event the arbitrator rules that the national
concepts involved in the new work or time standards are fair,
reasonable and equitable, the Employer may implement such
109
Article 34.H
standards in any installation. No further grievances concerning

the national concepts involved may be initiated.
I. After receipt of notification provided for in Paragraph D
of this Article, the Union shall be permitted through qualified
representatives to make time or work studies in the test cities.
The Union shall notify the Employer within ten (l0) days of
its intent to conduct such studies. The Union studies shall not
exceed one-hundred fifty (150) days, from the date of such
notice, during which time the Employer agrees to postpone
implementation in the test cities for the first ninety (90) days.
There shall be no disruption of operations or of the work of
employees due to the making of such studies. Upon request,
the Employer will provide reasonable assistance in making
the study, provided, however, that the Employer may require
the Union to reimburse the USPS for any costs reasonably
incurred in providing such assistance. Upon request, the Union
representative shall be permitted to examine relevant available
technical information, including final data worksheets, that
were used by the Employer in the establishment of the new or
changed work or time standards. The Employer is to be kept
informed during the making of such Union studies and, upon
the Employer’s request the Employer shall be permitted to
examine relevant available technical information, including
final data worksheets, relied upon by the Union.
ARTICLE 35
EMPLOYEE ASSISTANCE PROGRAM
Section 1. Programs
The Employer and the Union express strong support for pro-
grams of self-help. The Employer shall provide and maintain
a program which shall encompass the education, identifica-
tion, referral, guidance and follow-up of those employees
afflicted by the disease of alcoholism and/or drug abuse.
110
Article 35.2
When an employee is referred to the EAP by the Employer,

the EAP staff will have a reasonable period of time to evalu-
ate the employee’s progress in the program. This program of
labor-management cooperation shall support the continuation
of the EAP for alcohol, drug abuse, and other family and/or
personal problems at the current level.
An employee’s voluntary participation in the EAP for assis-
tance with alcohol and/or drug abuse will be considered favor-
ably in disciplinary action proceedings.
Section 2. Joint Committee
For the term of the 2019 National Agreement, the Employer and
the Union agree to establish at the national level a National EAP
Committee. The Committee will have responsibility for jointly
assessing the effectiveness of EAPs operating inside and outside
the USPS, and for developing on an ongoing basis the general
guidelines with respect to the level of services and the mecha-
nisms by which the services will be provided.
The Committee is not responsible for day-to-day administra-
tion of the program.
The Committee shall convene at such times and places as it deems
appropriate during the term of the 2019 National Agreement.
No action or recommendations may be taken by the Committee
except by consensus of its members. In the event that the mem-
bers of the Committee are unable to agree within a reasonable
time on an appropriate course of action with respect to any aspect
of its responsibility, the Vice President, Labor Relations, and the
National Union President shall meet to resolve such issues.
The Committee is authorized to obtain expert advice and assis-
tance to aid its pursuit of its objectives. The apportionment of
any fees and expenses for any such experts shall be by consen-
sus of the Committee.
The Employer and the Union agree that they will cooperate
fully at all levels towards achieving the objectives of the EAP.
This joint effort will continue for the term of the 2019 National
Agreement.
111
Article 36
ARTICLE 36
CREDIT UNIONS AND TRAVEL
Section 1. Credit Unions
In the event that the Union or its local Unions (whether called
branches or by other names) presently operate or shall here-
after establish and charter credit unions, the Employer shall,
without charge, authorize and provide space, if available, for
the operation of such credit unions in Federal buildings, in
other than workroom space.
Any postal employee who is an employee of any such credit
union or an officer, official, or Board member of any such credit
union, shall, if such employee can be spared, be granted annual
leave or leave without pay, at the option of the employee, for up
to eight (8) hours daily, to perform credit union duties.
Section 2. Travel, Subsistence and Transportation
A. The Employer shall continue the current travel, subsis-
tence and transportation program.
B. Employees will be paid a mileage allowance for the use
of privately owned automobiles for travel on official business
when authorized by the Employer equal to the standard mile-
age rate for use of a privately owned automobile as authorized
by the General Services Administration (GSA). Any change
in the GSA standard mileage rate for use of a privately owned
automobile will be put into effect by the Employer within sixty
(60) days of the effective date of the GSA change.
ARTICLE 37
RESERVED
ARTICLE 38
RESERVED
ARTICLE 39
RESERVED
112
Article 41.1.A.1
ARTICLE 40
RESERVED
ARTICLE 41
LETTER CARRIER CRAFT
Section 1. Posting

Section 2. Seniority
Section 3. Miscellaneous Provisions
Section 4. City Carrier Transportation (Driveout)
Agreement
Section 5. National Joint City Delivery Committee
Section 1. Posting
A. In the Letter Carrier Craft, vacant craft duty assignments
shall be posted as follows:
1. A vacant or newly established duty assignment not
under consideration for reversion shall be post-
ed within fourteen calendar days from the day it
becomes vacant or is established, unless a longer
period of time is negotiated locally.
All city letter carrier craft full-time duty assignments
other than letter routes, Carrier Technician assignments,
parcel post routes, collection routes, combination
routes, official mail messenger service, special carrier
assignments and night routers, shall be known as full-
time Reserve Letter Carrier duty assignments. The term
“unassigned regular” is used in those instances where a
full-time letter carrier does not hold a duty assignment.
Positions currently designated in the Letter Carrier
Craft:
City Carrier (includes the duty assignment
of Official Mail Messenger Service in the
Washington, D.C. Post Office)
113
Article 41.1.A.1
Special Carrier
Carrier Technician
Positions that may in the future be designated in
the Letter Carrier Craft.
Changes in the foregoing position titles shall not
affect the application of this provision.
When a position is under consideration for reversion,
the decision to revert or not to revert the position
shall be made not later than 30 days after it becomes
vacant. If the decision is made not to revert, the
assignment must be posted within 30 days of the
date it becomes vacant. The Employer shall provide
written notice to the Union, at the local level, of the
assignments that are being considered for reversion
and of the results of such consideration.
2. Letter carriers temporarily detailed to a supervisory
position (204b) may not bid on vacant Letter Carrier
Craft duty assignments while so detailed. However,
nothing contained herein shall be construed to pre-
clude such temporarily detailed employees from
voluntarily terminating a 204b detail and returning to
their craft position. Upon return to the craft position,
such employees may exercise their right to bid on
vacant letter carrier craft duty assignments.
The duty assignment of a full-time carrier detailed
to a supervisory position, including a supervisory
training program in excess of four months shall be
declared vacant and shall be posted for bid in accor-
dance with this Article. Upon return to the craft the
carrier will become an unassigned regular. A letter
carrier temporarily detailed to a supervisory position
will not be returned to the craft solely to circumvent
the provisions of Section l.A.2.
Form 1723, Assignment Order, shall be used in
detailing letter carriers to temporary supervisor posi-
tions (204b). The Employer will provide the Union at
114
Article 41.1.B.1
the local level with a copy of Form(s) l723 showing

the beginning and ending of all such details.
3. The existing local procedures for scheduling fixed or
rotating non-work days and the existing local method
of posting and of installation-wide or sectional bid-
ding shall remain in effect unless changes are nego-
tiated locally.
4. No assignment shall be posted because of a change
in starting time or in non-scheduled days (except as
provided in Section l.A.5 below). No overtime pay-
ment will be made for a permanent change in starting
time.
5. Whether or not a letter carrier route will be posted
when there is a change of more than one (1) hour in
starting time shall be negotiated locally.
6. When a fixed schedule non-work day is permanently
changed, the new non-work day shall be posted.
7. Unassigned full-time carriers and full-time flexible
carriers may bid on duty assignments posted for bids
by employees in the craft. If the employee does not
bid, assignment of the employee may be made to
any vacant duty assignment for which there was no
senior bidder in the same craft and installation. In the
event there is more than one vacancy due to the lack
of bids, these vacancies may be filled by assigning
the unassigned full-time carriers and full-time flex-
ible carriers, who may exercise their preference by
use of their seniority. In the event that there are more
unassigned full-time carriers and full-time flexible
carriers than vacancies, these vacancies may be filled
by assigning the unassigned employees by juniority.
B. Method of Posting
1. The notice inviting bids for Letter Carrier Craft
assignments, and to such other assignments to which
a letter carrier is entitled to bid, shall be posted on all
official bulletin boards at the installation where the
vacancy exists, including stations and branches, as
115
Article 41.1.B.1
to assure that it comes to the attention of employees

eligible to submit bids. Copies of the notice shall be
given to the local Union. When an absent employee
has so requested in writing, stating a mailing address,
a copy of any notice inviting bids from the craft
employees shall be mailed to the employee by the
installation head.
2. Posting and bidding for duty assignments and/or
permanent changes in fixed non-work days shall be
installation-wide, unless local agreements or estab-
lished past practice provide for sectional bidding or
other local method currently in use.
3. The notice shall remain posted for 10 days, unless a
different length for the posting period is established
by local negotiations.
4. Information on notices shall be shown as below and
shall be specifically stated:
(a) The duty assignment by position title and num-
ber (e.g., Key or Standard).
(b) Grade.
(c) Hours of duty (beginning and ending), includ-
ing, in the case of a Carrier Technician assign-
ment, the hours of duty for each of the compo-
nent routes.
(d) The fixed or rotating schedule of days of work,
as appropriate.
(e) The principal assignment area (e.g., section
and/or location of activity).
(f) Invitation to employees to submit bids.
(g) Physical requirement unusual to the assign-
ment.
(h) If a city carrier route is involved, the carrier
route number shall be designated. If a Carrier
Technician assignment is involved, the route
number of the Carrier Technician assignment and
116
Article 41.2.A.1
the route numbers of the component routes shall

be designated.
(i) Date of last inspection and date of last adjust-
ment.
[see Memos, page 225, 227]
C. Successful Bidder
1. The senior bidder meeting the qualification standards
established for that position shall be designated the
“successful bidder.”
2. Within ten (10) days after the closing date of the
posting, the Employer shall post a notice indicating
the successful bidder, seniority date and number.
3. The successful bidder must be placed in the new
assignment within 15 days except in the month of
December.
4. The successful bidder shall work the duty assignment
as posted. Unanticipated circumstances may require
a temporary change in assignment. This same rule
shall apply to Carrier Technician assignments, unless
the local agreement provides otherwise.
D. Other Positions
City letter carriers shall continue to be entitled to bid or apply
for all other positions in the U.S. Postal Service for which they
have, in the past, been permitted to bid or apply, including the
positions listed below and any new positions added to the list:
SP 2-188 Examination Specialist
SP 2-195 Vehicle Operations-Maintenance Assistant
Section 2. Seniority
A. Coverage
1. This seniority section applies to all regular work
force Letter Carrier Craft employees when a guide
is necessary for filling assignments and for other
purposes and will be so used to the maximum extent
possible.
117
Article 41.2.A.2
2. Seniority is computed from date of appointment in

the Letter Carrier Craft and continues to accrue so
long as service is uninterrupted in the Letter Carrier
Craft in the same installation, except as otherwise
specifically provided.
3. No employee solely by reason of this Article shall be
displaced from an assignment the employee gained in
accordance with former rules.
B. Definitions
1. Seniority for bidding on preferred Letter Carrier
Craft duty assignments and for other purposes for
application of the terms of the National Agreement
shall be restricted to all full-time regular and full-
time flexible city letter carriers.
2. Part-time regular letter carriers are considered to be
a separate category and seniority for assignment and
other purposes shall be restricted to this category.
3. Full-time reserve letter carriers, and any unassigned
full-time letter carriers whose duty assignment has
been eliminated in the particular delivery unit, may
exercise their preference by use of their seniority
for available craft duty assignments of anticipated
duration of five (5) days or more in the delivery unit
within their bid assignment areas, except where the
local past practice provides for a shorter period.
4. Part-time flexible letter carriers may exercise their
preference by use of their seniority for vacation
scheduling and for available full-time craft duty
assignments of anticipated duration of five (5)
days or more in the delivery unit to which they
are assigned. City carrier assistants may exercise
their preference (by use of their relative standing
as defined in Section 1.f of the General Principles
for the Non-Career Complement in the Das Award)
for available full-time craft duty assignments of
anticipated duration of five (5) days or more in the
delivery unit to which they are assigned that are not
selected by eligible career employees.
118
Article 41.2.C
5. A letter carrier who, pursuant to subsections 3 and 4

above, has selected a craft duty assignment by exer-
cise of seniority shall work that duty assignment for
its duration.
6. Relative Seniority Standing
(a) In cases of appointment on the same day, where
there is a tie in seniority, the relative standing on
the appointment register will determine the more
senior carrier.
(b) Part-time flexible letter carriers shall be convert-
ed to full-time positions of the same designation
and salary level in the order of their standing on
the part-time flexible roll.
7. Seniority Tie Breaker
Except as otherwise specifically provided for in this
Agreement, effective the date of this Agreement, when it is
necessary to resolve a tie in seniority between two or more
Carrier Craft employees, the following criteria shall apply
in the order set forth below:
(a) Total continuous postal career service in the
Carrier Craft within the installation.
(b) Total postal career service in the Carrier Craft
within the installation.
(c) Total postal career service in the Carrier Craft.
(d) Total postal career service.
(e) Total postal service.
(f) Total federal service as shown in the service
computation date on the employee’s Form 50.
[see Letter of Intent, page 226]
C. Responsibility for Administration
The Employer shall be responsible for the day-to-day admin-
istration of seniority rules. Every installation, station, branch,
and/or delivery unit shall have a roster posted in an appropriate
place listing all carriers in order of seniority number or relative
119
Article 41.2.C
standing. Said roster shall be updated during the months of July

and January of every calendar year.
D. Transfers, Separations, etc.
Changes in which seniority is restored as if service had been
continuous:
1. On reinstatement or reemployment after separa-
tion caused by disability, retirement or injury on
duty or resignation because of personal illness, and
the employee so stated in the resignation and fur-
nished satisfactory evidence for inclusion in the
personnel folder, the employee shall receive senior-
ity credit for past service and for time on the dis-
ability retirement or for the injury or the illness if
reinstated or reemployed in the same postal instal-
lation and in the same or lower salary level from
which originally separated; provided application
for reinstatement or reemployment is made with-
in six months from the date of recovery. The date
of recovery in the case of disability must be sup-
ported by notice of recovery from the Bureau of
Retirement, Insurance and Occupational Health,
Office of Personnel Management, or the Office of
Workers’ Compensation Programs; and in the case
of injury on duty or resignation due to illness, by a
statement from the applicant’s attending physician or
practitioner.
2. Letter carriers who enter the military shall not have
their seniority broken or interrupted because of mil-
itary service.
3. Letter carriers in leave without pay status while serving
as Union officers on either part-time or full-time basis
shall retain their former seniority and have their senior-
ity computed as though they had remained in an active
duty status.
4. Letter carriers who are restored to duty in the same
installation after unwarranted or unjustified separa-
120
Article 41.2.G.4
tion shall have their seniority computed as though

they had remained in an active duty status.
5. Letter carriers who are changed from a higher level
position within the Letter Carrier Craft to a lower
level position in the Letter Carrier Craft, whether
voluntary or involuntary, shall not have their senior-
ity broken.
E. Change in Which Seniority is Modified
When mutual exchanges are made between letter carriers from
one installation to another, the carriers will retain their seniori-
ty or shall take the seniority of the other exchangee, whichever
is the lesser.
F. Return From Any Position for Which Selection Was
Based on Best Qualified
Effective July 21, 1978, when an employee, either voluntarily
or involuntarily returns to the Letter Carrier Craft at the same
installation, seniority shall be established after reassignment as
the seniority the employee had when leaving the Letter Carrier
Craft without seniority credit for service outside the craft.
G. Changes in Which a New Period of Seniority is
Begun:
1. When an employee from another agency transfers to
the Letter Carrier Craft.
2. Except as otherwise provided in this Agreement,
when an employee from another USPS craft is reas-
signed voluntarily or involuntarily to the Letter
Carrier Craft.
3. When a letter carrier transfers from one postal instal-
lation to another at the carrier’s own request (except
as provided in subsection E of this Article).
4. Any former employee of the U.S. Postal Service
entering the Letter Carrier Craft by reemployment or
reinstatement shall begin a new period of seniority,
except as provided in subsections D.1 and D.4 above.
121
Article 41.2.G.5
5. Any surplus employees from non-processing and

non-mail delivery installations, area offices or the
United States Postal Service Headquarters, begin a
new period of seniority effective the date of reassign-
ment.
Section 3. Miscellaneous Provisions
A. The carrier may use stools while casing mail and per-
forming other office duties, provided the use of such stools
does not interfere with or affect efficiency and standard job
performance.
B. The Employer will not assess or hold a carrier respon-
sible for incorrect fees collected on mail improperly rated prior
to being distributed to the carrier, who is expected to exercise
reasonable care and judgment in the matter.
C. The Employer will not assess or hold a carrier respon-
sible for faulty checks accepted in payment for postal fees or
postal charges provided the carrier follows regulations govern-
ing the acceptance of checks.
D. The Union has the right to appeal the granting of an
exception to the 52 calendar day period to make route adjust-
ments pursuant to Section 211.3 of the M-39 directly to Step B
of the grievance procedure. Such appeal must be made within
14 days of receipt of the written notification.
E. When the Employer requires the use of certain supply
items for the proper performance of a carrier’s functions, such
items will be supplied by the Employer.
F. A newly appointed carrier or a carrier permanently
assigned to a route with which the carrier is not familiar will
be allowed a reasonable period to become familiar with the
route and to become proficient.
G. The Employer will advise a carrier who has properly
submitted a Carrier Auxiliary Control Form 3996 of the dispo-
sition of the request promptly after review of the circumstanc-
es at the time. Upon request, a duplicate copy of the completed
Form 3996 and Form 1571, Report of Undelivered Mail, etc.,
will be provided the carrier.
122
Article 41.3.M
H. The Postal Service recognizes that representatives of

the NALC should be permitted to use available telephones.
Accordingly, the Employer at the local level shall establish a
reasonable policy regarding the use of telephones by autho-
rized Union officials and stewards for calls relating to the
administration of the National Agreement. The policy will be
made known to the President of the NALC Branch.
I. Carriers shall not finger mail when driving, or when
walking up or down steps or curbs, when crossing streets, or
at any time it would create a safety hazard to the carriers or the
public. Consistent with the efficiency of the operation, mail
shall be placed in the delivery sequence in a bundle(s) during
strapping out. The Employer shall not be required to conduct a
special count or route inspection as a result of this Agreement.
J. The Employer agrees that, except in matters where there
is reasonable cause to suspect criminal activity, postal manage-
ment or inspectors shall not inspect lockers unless the employ-
ee or the Union representative has been given the opportunity
to be present. For a general inspection, in which a number of
lockers are to be inspected, where employees have had prior
notification of at least a week, the above is not applicable.
K. Supervisors shall not require, nor permit, employees to
work off the clock.
L. In the interest of safety and health and other appropriate
considerations, representatives designated by the NALC will
be given an opportunity to examine, comment and to submit
recommendations on new vehicle specifications during their
development and before the specifications are transmitted to
potential contractors, before manufacturing and upon comple-
tion of vehicles.
M. The NALC will be informed concerning changes in
existing regulations relating to the duties and functions of city
letter carriers. Further, it is agreed that when changes of a sub-
stantive nature are made they will only be made in accordance
with the contractual obligations already binding upon the par-
ties under Article 34, “Work and/or Time Standards.”
123
Article 41.3.N
N. Letter Carriers may cross lawns while making deliveries

if customers do not object and there are no particular hazards
to the carrier.
O. The following provision without modification shall be
made a part of a local agreement when requested by the local
branch of the NALC during the period of local implementa-
tion; provided, however, that the local branch may on a one-
time basis during the life of this Agreement elect to delete the
provision from its local agreement:
“When a letter carrier route or full-time duty assignment,
other than the letter carrier route(s) or full-time duty
assignment(s) of the junior employee(s), is abolished at a
delivery unit as a result of, but not limited to, route adjust-
ments, highway, housing projects, all routes and full-time
duty assignments at that unit held by letter carriers who
are junior to the carrier(s) whose route(s) or full-time duty
assignment(s) was abolished shall be posted for bid in
accordance with the posting procedures in this Article.”
That provision may, at the local NALC Branch’s request
during local implementation, be made applicable (including
the right to delete it) to selected delivery units within an instal-
lation. For purposes of applying that provision, a delivery unit
shall be a postal station, branch or ZIP code area. Any letter
carrier in a higher level craft position who loses his/her duty
assignment due solely to the implementation of that provision
shall be entitled to the protected salary rate provisions (Article
9, Section 6) of this Agreement.
P. The Employer shall promptly notify the local Union
President of any job-related vehicle accidents involving city
letter carriers.
Q. The Employer agrees to continue efforts to improve the
comfort and temperature level in postal vehicles.
R. A seasonal route is a route on which the weekly hours
of required service are substantially increased as a result of an
increase in the number of customers served during a specific
period each year. These routes are generally located in resort
or vacation areas. The following steps will be taken in regard
124
Article 41.4.2
to the service of those routes during the abnormal period or

periods:
(a) The duration of the seasonal periods shall be deter-
mined by management after discussion with the
local Union.
(b) During those periods, auxiliary assistance if request-
ed shall be provided to the maximum extent possi-
ble.
S. City letter carrier mail counts and route inspections and
adjustments shall be conducted in accordance with Methods
Handbook M-39, Management of Delivery Services, as modi-
fied by the parties’ Memorandum of Understanding dated July
21, 1981 and October 22, 1984 (incorporated into December 24,
1984 Award).
[see Memos, pages 228-229, 231, 239, 242, 245 and 250]
Section 4. City Carrier Transportation (Driveout)
Agreements
It is agreed by and between the United States Postal Service
and the National Association of Letter Carriers, AFL-CIO, that
the following terms and conditions represent the basic under-
standing of the parties as to the administration of transporta-
tion agreements (driveout) of city carriers for the period of this
Agreement.
1. The furnishing of a vehicle by a city carrier for transporta-
tion to and from the route shall be voluntary; no carrier may
be coerced into furnishing a vehicle or carrying passengers
or relays without the carrier’s consent. A written authoriza-
tion (Form 1311) shall be executed by the installation head
in every instance, with a copy of said authorization to be
retained by the installation head and the carrier. Carriers
shall not drive their cars to and from the route for their own
personal convenience.
2. Reimbursement to a carrier who provides a vehicle shall
be determined locally by written agreement between the
carrier and installation head and shall be not less nor
more than the sum of the amounts computed under each
125
Article 41.4.2
of the factors listed below, as applicable to the individual

case.
3. All carriers furnishing a vehicle for transporting them-
selves, passengers and mail to and from the assigned
routes shall be reimbursed on a mileage-zone basis as
follows:
a. For transportation of carrier and carry-out swing from
delivery unit to beginning of route when distance is
1/2 mile or more or from end of route if route begins
less than, but ends more than 1/2 mile from delivery
unit.
REIMBURSEMENT RATES
Mileage Daily Rate
0.5 to 1.0 $2.40
1.1 to 1.5 $2.65
1.6 to 2.0 $2.75
2.1 to 3.0 $2.90
3.1 to 4.0 $2.95
4.1 to 5.0 $3.25
Over 5 $3.30 plus 20 cents per each
additional mile (one way) over
five miles to beginning of route.
b. When carriers use their vehicles as transportation for
distances of more than 1/2 mile between segments of
a route or routes, they will be reimbursed sixty cents
for each such movement;
c. Sixty cents for each mail relay carried, up to a maxi-
mum of $3.00 daily;
d. Sixty cents per authorized ride for each carrier or
supervisory passenger; and
e. Thirty cents for each article transported larger than
the size required to be delivered by foot letter carriers
(2 lbs).
f. Part-time flexibles providing auxiliary assistance
on one or more routes shall be paid at mileage-zone
rates indicated above for the first route served, plus
126
Article 42
sixty cents for each additional authorized move of

1/2 mile or more.
4. Carrier Agreements in effect which provide allowances
more favorable than those provided by the schedule in
subsection 3 above shall continue in force for the dura-
tion of this Agreement unless terminated by either party
upon thirty days written notice, or reassignment of the
carrier.
Section 5. National Joint City Delivery Committee
There will be established at the national level a Joint City
Delivery Committee. The Committee will be comprised of
representatives of the Employer and five Union representatives
appointed by the President of the NALC and will meet for the
purpose of advising on problems affecting city delivery service
and to present suggested changes and improvements in oper-
ating procedures. Such meetings will be held semiannually at
Postal Service Headquarters.
Agenda items shall be exchanged 15 working days in advance
of the scheduled meeting, and written minutes shall be kept of
all such Committee meetings. The City Delivery Committee
shall receive notice of any proposed changes in any instruc-
tional booklet regarding the mail count and route inspection
and adjustment system. Recommendations of the NALC rep-
resentatives will be considered and may be adopted by mutual
agreement of the Committee provided they are not in conflict
with the National Agreement.
[see Memos, pages 229, 231]
ARTICLE 42
ENERGY SHORTAGES
In the event of an energy crisis, the Employer shall make
every reasonable attempt to secure a high priority from the
appropriate Federal agency to obtain the fuel necessary for the
satisfactory maintenance of postal operations. In such a case,
or in the event of any serious widespread energy shortage,
127
Article 42
the Employer and the Union shall meet and discuss the prob-
lems and proposed solutions through the Labor-Management
Committee provided in Article 17.
ARTICLE 43
SEPARABILITY AND DURATION
Section 1. Separability
Should any part of this Agreement or any provision contained
herein be rendered or declared invalid by reason of any exist-
ing or subsequently enacted legislation or by a court of compe-
tent jurisdiction, such invalidation of such part or provision of
this Agreement shall not invalidate the remaining portions of
this Agreement, and they shall remain in full force and effect.
Section 2. Duration
Unless otherwise provided, this Agreement shall be effective
September 20, 2019 and shall remain in full force and effect
to and including 12 midnight May 20, 2023, and unless either
party desires to terminate or modify it, for successive annual
periods. The party demanding such termination or modifica-
tion must serve written notice of such intent to the other party,
not less than 90 or more than 120 days before the expiration
date of the Agreement.
128
Appendix A
APPENDIX A
TABLE THREE
CITY CARRIER (CC) SCHEDULE
NIGHT DIFFERENTIAL RATES
EFFECTIVE JANUARY 12, 2013 (PP 03-2013)
RSC Q1 (NALC)
FULL-TIME AND PART-TIME REGULAR

EMPLOYEE HOURLY RATES
GRADE A B C D E F G H
I J K L M N O
CC1 $1.12 $1.25 $1.35 $1.45 $1.46 $1.47 $1.48 $1.50
$1.51 $1.52 $1.53 $1.55 $1.56 $1.57 $1.58
CC2 $1.19 $1.32 $1.38 $1.48 $1.49 $1.50 $1.52 $1.53
$1.54 $1.56 $1.57 $1.58 $1.60 $1.61 $1.63
PART-TIME FLEXIBLE EMPLOYEE HOURLY RATES
I J K L M N O
CC1 $1.16 $1.29 $1.40 $1.50 $1.51 $1.53 $1.54 $1.55
$1.57 $1.58 $1.59 $1.60 $1.62 $1.63 $1.64
CC2 $1.23 $1.37 $1.43 $1.53 $1.55 $1.56 $1.57 $1.59
$1.60 $1.62 $1.63 $1.64 $1.66 $1.67 $1.69
TABLE FOUR
CITY CARRIER (CC) SCHEDULE
EFFECTIVE JANUARY 12, 2013 (PP 03-2013)
RSC Q2 (NALC)
I J K L M N O
CC1 $0.97 $1.02 $1.06 $1.10 $1.15 $1.19 $1.23 $1.28
$1.32 $1.36 $1.41 $1.45 $1.49 $1.54 $1.58
CC2 $1.00 $1.05 $1.09 $1.14 $1.18 $1.23 $1.27 $1.32
$1.36 $1.41 $1.45 $1.50 $1.54 $1.59 $1.63
129
Appendix A
NATIONAL ASSOCIATION OF
LETTER CARRIERS (NALC)
CITY CARRIER ASSISTANT
EFFECTIVE JANUARY 12, 2013 (PP03-2013)
RSC Q8
GRADE BB AA
CC1 $1.16 $1.16
CC2 $1.23 $1.23
130
Appendix B
APPENDIX B
Appendix B is the reprinting of Section I of the 2013 Das
Award, the creation of a new non-career employee cate-
gory. Provisions of the Das Award that were modified in
the 2019 National Agreement are indicated in bold. Those
provisions that are reflected in another part of the National
Agreement or Joint Contract Administration Manual are
not reprinted herein.
I. NON-CAREER COMPLEMENT
The parties shall establish a new job classification called City
Carrier Assistant (CCA).
1. GENERAL PRINCIPLES
a. The CCA work force is comprised of noncareer, city letter
carrier bargaining unit employees.
b. CCA employees shall be hired for terms of 360 calendar
days and will have a break in service of 5 days between
appointments.
c. The provisions for determining the number of CCA employ-
ees that may be employed are found in Article 7.1.C.
d. The Postal Service shall provide a report every other pay
period with information needed to monitor compliance
with the above provision.
e. The hourly rate for CCA employees shall be established
in accordance with the City Carrier Assistant Schedule,
Table Three. The parties may mutually agree to increase
the CCA pay rates should they determine it necessary for
the recruitment or retention of CCAs. Adjustments to sal-
ary shall be in accordance with Article 9.7.
f. When hired, a CCA’s relative standing in an installation is
determined by his/her original CCA appointment date to
the installation, using Article 41.2.B.6.(a) where applicable,
and adding the time served as a city letter carrier transitional
employee for appointments made after September 29, 2007
in any installation.
131
Appendix B
g. When the Postal Service hires new city letter carrier career
employees, CCA employees within the installation will
be converted to full-time regular career status to fill such
vacancies based on their relative standing. A CCA who
does not accept the career opportunity will not lose his/her
relative standing for future career opportunities.
h. CCA employees may be separated at any time during their
term of appointment for lack of work. Separations for lack of
work shall be by inverse relative standing in the installation.
Such separations are not grievable except where the separa-
tions are pretextual. CCAs separated for lack of work will
be given preference for reappointment ahead of other CCAs
with less relative standing in the installation if the need for
hiring arises within 18 months of their separation.
i. CCA employees are separated for 5 days between appoint-
ments. When operational circumstances indicate that reappoint-
ment for a CCA(s) is not needed and the installation employs a
CCA(s) with lower relative standing, the CCA(s) will be reap-
pointed and the CCA(s) with the lower standing in the installa-
tion will be separated instead. Such separation of a CCA(s) with
the lowest relative standing is not grievable except where the
separation is pretextual. These CCAs separated for lack of work
during or upon completion of their term of appointment will be
given a preference for reappointment ahead of other CCAs with
less relative standing in the installation provided the need for
hiring arises within 18 months of separation.
j. RESERVED
k. As Part-time Flexible (PTF) employees are converted to
full-time in accordance with existing contractual process-
es, the PTF classification shall be phased out. There shall
be no new hiring of PTF employees, unless expressly
authorized under the 2019 National Agreement or other-
wise mutually agreed to by the parties.
l. CCA is the only noncareer category in the NALC bargain-
ing unit.
m. RESERVED
2. RESERVED
132
Appendix B
3. OTHER PROVISIONS
A. Article 6 - No Layoffs or Reduction in Force
Prior to laying off career city letter carriers in an installation,
management will, to the extent possible, offer the impacted
employee the opportunity to work any letter carrier assign-
ments being performed by CCA employees, or if necessary,
separate CCA employees. There will be no out-of-schedule
pay provided to the impacted employees.
B. Article 10 - Leave
GENERAL
1. Purpose. Annual leave is provided to CCA employees for
rest, recreation, emergency purposes, and illness or injury.
a. Accrual of Annual Leave. CCA employees earn
annual leave based on the number of hours in which
they are in a pay status in each pay period.
Rate of Accrual Hours in Pay Status Hours of Annual

Leave Earned Per
Pay Period
1 hour for each unit 20 1
of 20 hours in pay
status in each pay
period
40 2
60 3
80 4 (max.)
b. Biweekly Crediting. Annual leave accrues and is credited

in whole hours at the end of each biweekly pay period.
c. Payment For Accumulated Annual Leave. A separat-
ing CCA employee may receive a lump-sum payment
for accumulated annual leave subject to the following
condition:
133
Appendix B
A CCA employee whose separation is effective

before the last Friday of a pay period does not
receive credit or terminal leave payment for the leave
that would have accrued during that pay period.
AUTHORIZING ANNUAL LEAVE
1. General. Except for emergencies, annual leave for CCA
employees must be requested on Form 3971 and approved
in advance by the appropriate supervisor.
2. Emergencies and Illness or Injury. An exception to the
advance approval requirement is made for emergencies
and illness or injury; however, in these situations, the
CCA employee must notify appropriate postal authorities
as soon as possible as to the emergency or illness/injury
and the expected duration of the absence. As soon as
possible after return to duty, CCA employees must submit
Form 3971 and explain the reason for the emergency or
illness/injury to their supervisor. Supervisors approve or
disapprove the leave request. When the request is disap-
proved, the absence may be recorded as AWOL at the dis-
cretion of the supervisor as outlined in Item 2, Approval/
Disapproval, under Form 3971 below.
UNSCHEDULED ABSENCE
1. Definition. Unscheduled absences are any absences from
work that are not requested and approved in advance.
2. CCA Employee Responsibilities. CCA employees are
expected to maintain their assigned schedule and must
make every effort to avoid unscheduled absences. In addi-
tion, CCA employees must provide acceptable evidence
for absences when required.
FORM 3971, REQUEST FOR, OR NOTIFICATION OF,
ABSENCE
1. Purpose. Application for annual leave is made in writing,
in duplicate, on Form 3971, Request for, or Notification
of, Absence.
2. Approval/Disapproval. The supervisor is responsible for
approving or disapproving application for annual leave by
134
Appendix B
signing Form 3971, a copy of which is given to the CCA

employee. If a supervisor does not approve an application for
leave, the disapproved block on Form 3971 is checked and
the reasons given in writing in the space provided. When a
request is disapproved, the reasons for disapproval must be
noted. AWOL determinations must be similarly noted.
C. Article 12 - Reassignment
In order to minimize the impact on employees in the regular
work force, the Employer agrees to offer the impacted employ-
ee the opportunity to work any letter carrier duty assignments
performed by CCA employees, or to separate, to the extent
possible, CCA employees working in the city carrier craft and
installation prior to excessing any regular city letter carrier out
of the installation.
D. Article 15 - Grievance Procedure
CCA employees will have access to the grievance procedure for
those provisions that apply to CCA employees.
E. Article 16 - Discipline Procedure
CCAs may be separated for lack of work at any time before the
end of their term. Separations for lack of work shall be by inverse
relative standing in the installation. Such separation of the CCA(s)
with the lowest relative standing is not grievable except where it is
alleged that the separation is pretextual. CCAs separated for lack
of work before the end of their term will be given preference for
reappointment ahead of other CCAs with less relative standing
in the installation, provided the need for hiring arises within 18
months of their separation.
CCAs may be disciplined or removed within the term of their
appointment for just cause and any such discipline or removal
will be subject to the grievance arbitration procedure, provided
that within the immediately preceding six months, the employ-
ee has completed ninety (90) work days, or has been employed
for 120 calendar days (whichever comes first) of their initial
appointment. A CCA who has previously satisfied the 90/120
day requirement either as a CCA or transitional employee
(with an appointment made after September 29, 2007), will
have access to the grievance procedure without regard to his/
135
Appendix B
her length of service as a CCA. Further, while in any such

grievance the concept of progressive discipline will not apply,
discipline should be corrective in nature, rather than punitive.
CCAs may be immediately placed in an off-duty status under
the circumstances covered by Article 16.7. If the CCA com-
pleted the requisite period and has access to the grievance pro-
cedure pursuant to the previous paragraph, the requirements
regarding notice, justification and the employee’s ability to
protest such action are the same as that for career employees
under Article 16.7.
In the case of removal for cause within the term of an appoint-
ment, a CCA shall be entitled to advance written notice of the
charges against him/her in accordance with the provisions of
Article 16 of the National Agreement.
Removal actions, subject to the thirty day notification period in
Article 16.5 of the National Agreement, will be deferred until after
the Step B decision has been rendered, or fourteen days after the
appeal is received at Step B, whichever comes first, except for those
removals involving allegations of crime, violence or intoxication or
cases where retaining the employee on duty may result in damage
to postal property, loss of mails, or funds, or where the employee
may be injurious to self or others. This requirement cannot extend a
360-day appointment period.
F. Article 21 - Health Insurance
After an initial appointment for a 360-day term and upon
reappointment to another 360-day term, any eligible nonca-
reer CCA employee who wants to pay health premiums to
participate in the Federal Employees Health Benefits (FEHB)
Program on a pre-tax basis will be required to make an elec-
tion to do so in accordance with applicable procedures. A
previous appointment as a transitional employee will count
toward qualifying for participation in FEHB, in accordance
with the Office of Personnel Management (OPM) regulations.
The total cost of health insurance is the responsibility of the
noncareer CCA employee except as provided below.
The Postal Service will make a bi-weekly contribution to the
total premium for any CCA employee who wishes to partic-
136
Appendix B
ipate in the USPS Noncareer Health Care Plan (USPS Plan)

self-only option equal to the greater of (a) $125, or (b) the
minimum required by the Patient Protection and Affordable
Care Act, and applicable regulations.
The Postal Service will make a bi-weekly contribution equal to
65% of the total premium for any CCA employee who wishes to
participate in the USPS Noncareer Health Care Plan (USPS Plan)
for either self plus one or family coverage during a CCA’s initial
year of CCA employment. After a CCA’s first year of employ-
ment, the Postal Service will make a bi-weekly contribution equal
to 75% of the total premium for either self plus one or family
coverage. Any CCA employee wishing to make their health care
contribution on a pre-tax basis will be required to make an elec-
tion to do so in accordance with applicable procedures. All CCA
employees will be eligible for the USPS Plan within a reasonable
period from the date of hire and entry into a pay status, consistent
with the requirements established under the Patient Protection and
Affordable Care Act.
Effective Plan Year 2022, the Postal Service will make a
bi-weekly contribution equal to 75% of the total premium
for any CCA employee who wishes to participate in the USPS
Plan for self, self plus one, or family coverage, regardless of
year of employment.
The Postal Service shall continue to provide the USPS Plan
with self-only, self plus one, and family options for the dura-
tion of this Agreement.
G. Retirement Savings Plan
If the NALC establishes a 401k retirement savings plan for
CCA employees, the Postal Service agrees to implement the
necessary steps for payroll deductions for this plan.
* * *
137
Appendix B
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
AND THE
NATIONAL ASSOCIATION OF LETTER CARRIERS,
AFL-CIO
Re: City Carrier Assistant Opportunities
In order to provide the potential for career opportunities to city
carrier assistants outside their employing installation, a joint Task
Force will be established to explore ways to expand opportuni-
ties for career city carrier positions within the district. The Task
Force will also address the circumstance of city carrier assistants
working in small offices where there is no clear path to a career
opportunity.
The Task Force will consist of two members appointed by the
NALC and two members appointed by the Postal Service. The
Task Force shall convene within 15 days of this agreement
and will function for a period of one year, unless extended by
mutual extent. The Task Force will provide reports and rec-
ommendations to the NALC President and the Vice President,
Labor Relations, or their designees on a quarterly basis.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: City Carrier Assistant (CCA) Annual Leave
Article 30 of the National Agreement and Local Memorandum
of Understanding (LMOU) provisions do not apply to city car-
rier assistant employees, except as follows:
In any office that does not have provisions in its current LMOU
regarding annual leave selection for CCAs, the parties agree
that, during the 2021 local implementation period, the local par-
ties will, consistent with the needs of employees and the needs
138
Appendix B
of management, include provisions into the LMOU to permit

city carrier assistant employees to be granted annual leave selec-
tions during the choice vacation period and for incidental leave.
Granting leave under such provisions must be contingent upon
the employee having a sufficient leave balance when the leave
is taken.
In the event a proposal(s) on this subject is appealed through the
Article 30 impasse procedure, prior to a request for arbitration,
such dispute(s) will be referred to an Alternate Dispute Resolution
(ADR) team established by the national parties. The expectation
is that the ADR team will reach an agreement that will allow city
carrier assistants to plan for leave use while accounting for city
carrier assistant absences, including during scheduled five day
service breaks.
Any office that currently has provisions in its LMOU regarding
annual leave selection for CCAs will continue such provisions,
unless modified during the upcoming local implementation
period. Any impasses that arise under this paragraph will be pro-
cessed in accordance with Article 30 of the National Agreement.
* * *
BETWEEN THE
AND THE
NATIONAL ASSOCIATION OF LETTER CARRIERS
UNION, AFL-CIO
Re: Additional Resources - Holiday Carrier Assistant
The Postal Service may employ holiday carrier assistants dur-
ing the four week December period as operationally necessary,
effective December 2014.
Holiday carrier assistants are subject to the following:
• The hourly rate will be the same as that for City
Carrier Assistants.
• Over the course of a service week, the Employer will
make every effort to ensure that available city carrier
139
Appendix B
assistants are utilized at the straight-time rate prior
to assigning such work to holiday carrier assistants
working in the same work location.
• When an opportunity exists for overtime full-time
employees on the appropriate Overtime Desired List
will be selected to perform such work prior to assigning
holiday carrier assistants to work overtime in the same
work location where the employees regularly work.
The Postal Service shall provide the NALC with reports on the
number of holiday carrier assistants hired.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 12.1 - Probationary Period
City carrier assistants (CCAs) who are converted to career
status during an appointment as a CCA or directly after a
five-day break in service will not serve a probationary period
as a career employee, provided the employee has successful-
ly served a 360-day appointment as a CCA and such career
appointment directly follows a city carrier assistant appoint-
ment.
* * *
QUESTIONS AND ANSWERS

1. How is the Article 7.3.A ratio of full-time regular city letter
carriers per route determined?
140
Appendix B
Response: The ratio is determined based on the number of

full-time city letter carrier routes nationwide.
2. When there is an opportunity for conversion to career sta-
tus in an installation and that installation has both part-time
flexible and CCA employees available for conversion, who is
converted?
Response: The part-time flexible employees would be con-
verted to full-time regular prior to conversion of the CCAs.
141
MEMORANDUMS AND
LETTERS OF INTENT
BETWEEN THE
AND THE
AFL-CIO
Re: Deaf and Hard of Hearing
REASONABLE ACCOMMODATION FOR THE
DEAF AND HARD OF HEARING
MANAGEMENT’S RESPONSIBILITY
Management has an obligation to reasonably accommodate
Deaf and Hard of Hearing employees and applicants who
request assistance in communicating with or understanding oth-
ers in work related situations, such as:
a. During investigatory interviews which may lead to
discipline, discussions with a supervisor on job per-
formance or conduct, or presentation of a grievance.
b. During some aspects of training including formal
classroom instruction.
c. During portions of EAP programs and EEO counsel-
ings.
d. In critical elements of the selection process such as
during testing and interviews.
e. During employee orientations, safety talks, CFC and
savings bond drive kickoff meetings.
f. During the filing or meetings concerning an employ-
ee’s OWCP claim.
Reasonable accommodation must be approached on a highly
individualized, case by case basis. The individual’s input must
be considered prior to making a decision regarding accommo-
dation.
142
IMPLEMENTATION
This obligation is met by selecting an appropriate resource from
the variety of resources available. In selecting a resource, the
following, among others, should be considered, as appropriate:
— The ability of the deaf or hard of hearing employee to
understand various methods of communication and the
ability of others to understand the deaf or hard of hearing
employee.
— The importance of the situation as it relates to work
requirements, job rights, and benefits.
— The availability and cost of the alternative resources
under consideration.
— Whether the situation requires confidentiality.
Available resources which should be considered include:
a. Installation heads are authorized to pay for certified
interpreters. Every effort will be made to provide
certified interpreters when deemed necessary by an
application of the principles set forth herein.
b. In some states, the Division of Vocational
Rehabilitation (DVR) provides interpreters at no
charge. When a decision is made that an interpreter
is the appropriate accommodation and a DVR inter-
preter is not available, other methods of securing an
interpreter should be used.
c. Volunteer interpreters or individuals skilled in sign-
ing may be obtained from the work force or from the
community. The skill level of such persons should be
considered.
d. In some situations, written communications may be
appropriate. The deaf or hard of hearing employee’s
ability to understand written communications should
be considered.
e. Supervisors, training specialists, EAP, and EEO
counselors may be trained in sign language.
143
f. Deaf or hard of hearing applicants should normally
be scheduled for a specific examination time when
an interpreter will be available.
g. State or Federal relay services may provide a way for a
deaf or hard of hearing employee to conduct postal busi-
ness by telephone with other employees and customers.
Management will provide the following assistance for deaf
and/or hard of hearing employees:
a. All films or videotapes designed for the training or
instruction of regular work force employees devel-
oped on or after October 1, 1987, shall be opened
or closed captioned. To the extent practicable, exist-
ing films or videotapes developed nationally that
will continue to be used by deaf or hard of hearing
employees with some frequency, will be opened or
closed captioned.
b. Special telecommunications devices for the deaf will
be installed in all postal installations employing deaf
employees in the regular work force. Special telecom-
munications devices or telephone volume control devic-
es will be installed for hard of hearing employees when-
ever a hard of hearing employee requests and needs
such a reasonable accommodation in order to commu-
nicate by phone. These devices will be available to deaf
and/or hard of hearing employees for official business
and in the case of personal emergencies. As appropriate,
Management will provide training to staff on the use of
these special telecommunications devices.
c. A visual alarm will be installed on all moving pow-
ered industrial equipment in all postal installations
employing deaf employees in the regular work force
or in any installation where such a reasonable accom-
modation is requested and necessary for a hard of
hearing employee.
d. Visual fire alarm will be installed in all new postal
installations (installations for which the U.S. Postal
Service, as of June 12, 1991, had not awarded a contract
for the design of the building) where the Postal Service
144
installs audible fire alarms. The parties will discuss and
seek to agree at the local level about the installation in
such other facilities as may be appropriate.
JOINT LABOR-MANAGEMENT MEETINGS
Discussion of problem areas with regard to the use of certi-
fied sign interpreters, enhancement of job opportunities for
the deaf and hard of hearing, type of special telecommuni-
cations devices or volume control devices to be installed,
installation of visual alarms or other systems such as tac-
tile devices at other than new postal installations, and the
availability of new technologies which may help deaf and
hard of hearing employees perform a variety of tasks are
appropriate matters for consideration at Joint Labor-
Management meetings. Discussion of such matters at Labor-
Management meetings is not a prerequisite to the filing or
processing of a grievance.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 7, 12 and 13 - Cross Craft and Office Size
A. It is understood by the parties that in applying the
provisions of Articles 7, 12 and 13 of this Agreement,
cross craft assignments of employees, on both a
temporary and permanent basis, shall continue as
they were made among the six crafts under the 1978
National Agreement.
B. It is also agreed that where this Agreement makes
reference to offices/facilities/installations with a cer-
tain number of employees or man years, that num-
ber shall include all categories of bargaining unit
employees in the office/ facility/installation who
were covered by the 1978 National Agreement.
Date: August 19, 1995
145
* * *
BETWEEN THE UNITED STATES POSTAL SERVICE
AND THE NATIONAL ASSOCIATION
OF LETTER CARRIERS, AFL-CIO
Re: Article 7.1
The parties agree that the November 21, 2006 effective date of
the National Agreement does not apply to the employment of
Transitional Employees or the elimination of the supplemental
workforce (casuals). The parties further agree that no city letter
carrier casuals will be on the rolls later than December 9, 2007.
Any dispute over the beginning date for city letter carrier casuals
may be addressed only by the parties at the national level.
Date: September 11, 2007
* * *
BETWEEN THE
UNITED STATES POSTAL SERVICE AND
THE JOINT BARGAINING COMMITTEE
(American Postal Workers Union, AFL-CIO, and
National Association of Letter Carriers, AFL-CIO)
Re: Article 7.3
Part-time flexible employees with three (3) or more years of ser-
vice in the same craft and same installation on the effective date
of this award, who are employed in an office with 200 or more
man years of employment will not have their average weekly
workhours reduced as a result of the revision to Article 7.3 of the
1990 National Agreement.
Nothing shall preclude management from reducing such hours
for other legitimate reasons.
The average weekly workhours for the part-time flexible
employees with three (3) or more years of service will be the
weekly workhour average for the 12 months prior to the effec-
tive date of this Agreement. The weekly workhour average can-
not exceed forty (40) hours or be combined with any paid leave
to exceed forty (40) hours.
146
* * *
BETWEEN THE UNITED STATES POSTAL SERVICE
AND NATIONAL ASSOCIATION
Re: Maximization/Full-time Flexible - NALC
Where a part-time flexible has performed letter carrier duties in
an installation at least 40 hours a week (8 within 9, or 8 within
l0, as applicable), 5 days a week, over a period of 6 months
(excluding the duration of seasonal periods on seasonal routes,
defined in Article 41, Section 3.R of the National Agreement),
the senior part-time flexible shall be converted to full-time carrier
status.
This criteria shall be applied to postal installations with 125 or
more man years of employment.
It is further understood that part-time flexibles converted to full-
time under this criteria will have flexible reporting times, flexible
nonscheduled days, and flexible reporting locations within the
installation depending upon operational requirements as estab-
lished on the preceding Wednesday.
The parties will implement this in accordance with their past prac-
tice.
Date: July 21, 1987
* * *
LETTER OF INTENT
BETWEEN THE
AND THE
AFL-CIO
Re: Maximization
This letter memorandum sets forth our mutual intent regarding
the attached Memorandum of Understanding relating to maxi-
mization.
147
1. This Memorandum of Understanding is in settle-
ment of the arbitration pending in case No. N8-NA-
141, and satisfies the obligations of the parties pursu-
ant to the Arbitrator’s decision in N8-NA-0141 and the
Memorandum of Understanding relating to maximization
dated September 15, 1978.
2. The initial 6 month measuring period to be evaluated
pursuant to the Memorandum of Understanding shall be
August 1, 1980, through January 31, 1981. Conversions
based upon this initial period shall be made no sooner than
April 1, 1981, and are expected to be concluded by May 1,
1981. This conversion process shall not interfere with or
delay conversions which would otherwise be implemented
pursuant to the existing National Agreement. Henceforth,
the 6 month measuring periods will be monitored on a
continuing basis, and conversions required shall be imple-
mented promptly.
3. Conversions required pursuant to this Memorandum
of Understanding shall be in addition to (but not dupli-
cative of) conversions that may be required pursuant
to existing provisions of the National Memorandum
of Understanding. The criteria established by this
Memorandum of Understanding are supplementary to,
not in limitation or diminishment of, existing criteria in
the National Agreement.
4. Subject to operational requirements, the intent of the
parties is to avoid unnecessary disruptions in existing
patterns of reporting times, non-scheduled days and
reporting locations for those PTFs converted pursuant
to these criteria, to the extent the duties of the position
converted are consistent with those performed by the
PTF during the measuring period.
5. Employees converted to full-time positions pursuant to
this Memorandum of Understanding may bid on assign-
ments posted for bids by employees in the craft, and shall
be full-time regular city letter carriers under the National
Agreement.
148
6. In those installations where conversions have been
made under this Memorandum of Understanding,
and there are subsequent reversions or excessing, any
reductions in full-time letter carrier positions shall be
from among those position(s) converted pursuant to this
Memorandum of Understanding until they are exhaust-
ed.
7. The parties will establish a national level committee to
review and resolve any problems relating to the initial
period of implementation, in accordance with their mutu-
ally expressed intentions. Accordingly, grievances filed at
the local level relating to the initial period of implementa-
tion shall be stayed without prejudice to either party, and
the time limits deemed extended by mutual consent, in
order to permit review by the national committee. Upon
such review, questions of fact may be referred to the nor-
mal grievance machinery.
8. The parties recognize their continuing obligation to
discuss other respects in which maximization may
be implemented in accordance with the National
Agreement.
Date: February 3, 1981.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Transitional Employees-Additional Provisions
ARTICLE 6
Layoff of Career Employees:
a. Prior to laying off career employees, management will offer
the impacted employees the opportunity to work any existing
149
letter carrier craft transitional assignments within the instal-
lation.
b. There will be no out-of-schedule pay provided to the
impacted employees for these temporary assignments.
ARTICLE 10
I. GENERAL
A. Purpose. Annual leave is provided to transitional employees
for rest, recreation, emergency purposes, and illness or injury.
1. Accrual of Annual Leave. Transitional employees earn
annual leave based on the number of hours in which they
are in a pay status in each pay period.
Rate of Accrual Hours in Pay Hours of

Status Annual Leave Earned
Per Pay Period
1 hour for each unit of
20 hours in pay status in 20 1
each pay period
40 2
60 3
80 4 (max.)
2. Biweekly Crediting. Annual leave accrues and is credited

in whole hours at the end of each biweekly pay period.
3. Payment For Accumulated Annual Leave. A separating
transitional employee may receive a lump-sum payment
for accumulated annual leave subject to the following con-
dition:
a. A transitional employee whose separation is effective before the
last Friday of a pay period does not receive credit or terminal
leave payment for the leave that would have accrued during that
pay period.
150
II. AUTHORIZING ANNUAL LEAVE
A. General. Except for emergencies, annual leave for tran-
sitional employees must be requested on Form 3971 and
approved in advance by the appropriate supervisor.
B. Emergencies and Illness or Injury. An exception to the
advance approval requirement is made for emergencies and
illness or injury; however, in these situations, the transitional
employee must notify appropriate postal authorities as soon
as possible as to the emergency or illness/injury and the
expected duration of the absence. As soon as possible after
return to duty, transitional employees must submit Form
3971 and explain the reason for the emergency or illness/
injury to their supervisor. Supervisors approve or disap-
prove the leave request. When the request is disapproved, the
absence may be recorded as AWOL at the discretion of the
supervisor as outlined in Section IV.B below.
III. UNSCHEDULED ABSENCE
A. Definition. Unscheduled absences are any absences from
work that are not requested and approved in advance.
B. Transitional Employee Responsibilities. Transitional
employees are expected to maintain their assigned sched-
ule and must make every effort to avoid unscheduled
absences. In addition, transitional employees must pro-
vide acceptable evidence for absences when required.
IV. FORM 3971, REQUEST FOR, OR NOTIFICATION OF,
ABSENCE
A. Purpose. Application for annual leave is made in writing,
in duplicate, on Form 3971, Request for, or Notification of,
Absence.
B. Approval/Disapproval. The supervisor is responsible for
approving or disapproving application for annual leave
by signing Form 3971, a copy of which is given to the
transitional employee. If a supervisor does not approve
an application for leave, the disapproved block on Form
3971 is checked and the reasons given in writing in the
space provided. When a request is disapproved, the rea-
151
sons for disapproval must be noted. AWOL determina-
tions must be similarly noted.
ARTICLE 12
Reassignment of Career Employees Outside of a Section,
Craft, or Installation.
a. Prior to reassigning career employees outside of a section, the
craft, or installation, management will offer impacted career
employees, on a seniority basis, the opportunity to work any
existing letter carrier craft transitional assignments within the
installation.
b. There will be no out-of-schedule pay provided to the
impacted employees for these temporary assignments.
TE Hire versus Excessing
A full time letter carrier may not be excessed and the resulting
vacancy filled by a TE, except where management can demon-
strate that, as a result of legitimate operational changes, there is
insufficient work to continue to support a full-time position. For
example, management may not abolish a full-time route position
and excess the full-time letter carrier and hire or assign one or
more TEs to perform the work of the abolished position, unless
management can demonstrate that the work cannot be per-
formed on a full-time basis in compliance with the requirements
of the National Agreement.
ARTICLE 16
Transitional employees may be separated at any time upon com-
pletion of their assignment or for lack of work. Such separa-
tion is not grievable except where the separation is pretextual.
Transitional employees may otherwise be removed for just cause
and any such removal will be subject to the grievance-arbitration
procedure, provided the employee has completed ninety (90)
work days, or has been employed for 120 calendar days, which-
ever comes first. Further, in any such grievance, the concept of
progressive discipline will not apply. The issue will be whether
the employee is guilty of the charge against him or her. Where the
employee is found guilty, the arbitrator shall not have the author-
ity to modify the discharge. In the case of removal for cause, a
152
transitional employee shall be entitled to advance written notice
of the charges against him/her in accordance with the provisions
of Article 16 of the National Agreement.
ARTICLE 21
After an initial appointment for a 360-day term and upon
reappointment to another 360-day term, any eligible noncareer
transitional employee who wants to pay health premiums to
participate in the Federal Employees Health Benefits (FEHB)
Program on a pre-tax basis will be required to make an elec-
tion to do so in accordance with applicable procedures. The
total cost of health insurance is the responsibility of the nonca-
reer transitional employee.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: TRANSITIONAL EMPLOYEES/PART-TIME

FLEXIBLE CONVERSIONS
1. All part-time flexibles (PTFs) currently on the rolls
will be offered an opportunity to convert to full-time
regular status by November 20, 1994. The conversion
opportunity may be contingent on the PTF’s agreement
to move to an available full-time assignment during this
period. However, it is the intent of the parties that any
such requirement to change offices will not be utilized
by management as a device to discourage conversions
and that inconvenience and disruption to PTFs will be
minimized.
PTFs will be converted to available full-time assign-
ments in their current installation. If insufficient full-
time assignments are available to accommodate all
153
PTFs in an installation, the remaining PTFs will be
offered the opportunity to transfer to available full-
time assignments within the commuting area, and
the local union will be provided a list of all such
assignments. The local union representative will be
responsible for ascertaining the preferences, by use of
seniority, of the PTFs who decide to accept a conver-
sion opportunity in another installation and for com-
municating that preference to management. If PTFs
from different installations seek the same assignment
in another installation, craft seniority will determine
which PTF gets that conversion opportunity.
If the foregoing process does not result in the offer of
a conversion to all PTFs in an installation, the Postal
Service will identify other conversion opportunities,
including assignments outside the commuting area,
during the conversion period. Any decision by a PTF to
transfer to another office under this agreement will be
considered voluntary.
2. In lieu of the DSSA analysis provided in the January 16,
1992, NALC Transitional Employee (TE) arbitration
award, the parties will use the impact formula contained
in the September 21, 1992, Hempstead Memorandum
of Understanding to determine the number of TE hours
allowed in a delivery unit due to automation impact.
All such TEs will be separated in a delivery unit when
Delivery Point Sequencing (DPS) is on-line and opera-
tional.
3. The parties further agree that in offices (automa-
tion impacted or non-impacted) where the number
of PTF conversions exceeds the number of TEs
allowed under the above impact formula, addition-
al TEs may be hired to replace such PTF attrition.
All such TEs will be separated from the rolls by
November 20, 1994.
154
4. All pending national grievances seeking conversion
of PTFs will be resolved by offering the affected
PTFs the opportunity to convert to full-time regu-
lar assignments on a priority basis pursuant to this
agreement. This agreement is without prejudice to
the positions of either party with respect to any inter-
pretive issue.
5. The parties at the local level will meet to review
the current TE complement and pending TE or PTF
grievances as follows:
• The meeting will occur after the joint training
and during the local meeting on Hempstead
issues;
• The parties will attempt to resolve any pending
grievances, including appropriate remedies for
violations, if any. The Postal Service’s liability,
if any, will be limited to any TE hours in excess
of that allowed by paragraphs 2 and 3 above
which occurred prior to the date of this agree-
ment;
• If TE hours in a delivery unit exceed that
allowed by paragraphs 2 and 3 above, man-
agement must, no later than 3/1/93, either:
(1) relocate TEs to another delivery unit to
stay within the allowable limits; or (2) reduce
work hours per TE, so as to stay within the
allowable limits; or (3) remove excess TEs
from the rolls.
6. The parties herein express the desirability of afford-
ing future career employment opportunities to TEs.
Consistent with that view, the parties agree to jointly
explore the feasibility of such career opportunities,
consistent with applicable law.
Date: December 21, 1992.
* * *
155
BETWEEN THE
AND THE
AFL-CIO
Re: FSS Implementation
The United States Postal Service and National Association of
Letter Carriers, AFL-CIO mutually recognize that the deliv-
ery point sequencing of flat mail will change the delivery
environment, ultimately producing better service for postal
customers. The Postal Service experienced significant bene-
fits in 1993 by automating the processing and sequencing of
letter mail, as the parties worked together to implement that
technology. In the interest of working jointly on this technol-
ogy the parties agree to the following:
1. Once FSS is fully implemented in a delivery unit, man-
agement will determine the methods to estimate impact in a
delivery unit and make route adjustments accordingly.
2. Sixty days after implementing route adjustments for FSS,
the local parties will review the adjustments to ensure that
routes are as near 8 hours as possible. This sixty day period
will not count toward the special route inspection process
(Section 271, Handbook M-39; Section 918, Handbook
M-41). If either party determines that the route(s) is not prop-
erly adjusted, then the route(s) will be adjusted in accordance
with the provisions of Handbook M-39 or, if applicable, a
locally agreed upon adjustment formula.
The terms of this Memorandum are effective immediately and
continue through all phases of Flats Sequencing System (FSS)
implementation.
* * *
156
BETWEEN THE
AND THE
AFL-CIO
Re: FSS Work Methods
The Flat Sequencing System (FSS) provides the means
to present flats to letter carrier routes in Delivery Point
Sequence (DPS) order. Recognizing that a substantial invest-
ment has been made in the FSS and in order for the Postal
Service to remain efficient and competitive, it is necessary to
explore alternative methods of handling DPS flat mail by city
letter carriers. Understanding that the parties’ respective inter-
ests are best served through a cooperative effort, the United
States Postal Service (USPS) and National Association of
Letter Carriers (NALC) agree to jointly examine methods and
procedures related to handling DPS flats.
Effective with the signing of this Memorandum, a Joint Task
Force comprised of four members from the NALC and four
from the Postal Service will be established to explore alter-
native work methods necessary for handling mail in an FSS
environment. The Task Force will attempt to reach agreement
on necessary studies and potential work method changes, as
well as implementation and operating procedures. The Task
Force will submit a final report outlining findings and recom-
mendations to the NALC President and the Postal Service Vice
President, Labor Relations no later than February 18, 2008.
In the event the Task Force is unable to reach agreement
on any or all issues involved with handling mail in an FSS
environment, the Postal Service may implement FSS work
methods by providing the union with written notification.
The parties agree that city letter carriers on park and loop or
foot deliveries will not be required to carry more than three
bundles. If the union believes that any management initiated
work method is not fair, reasonable, or equitable the union
may, within twenty-one days of notice, initiate a national-lev-
el dispute. Such dispute will be scheduled for arbitration on a
157
priority basis; beginning no later than March 25, 2008, with
a final award rendered no later than July 15, 2008. The scope
of the national-level dispute is limited to whether the disputed
work method(s) is fair, reasonable, or equitable.
The parties agree that the above is the sole and exclusive process for
establishing methods for handling mail in an FSS environment by
city letter carriers and that no other procedural requirements (e.g.,
Article 34, Article 19) are necessary or relevant. This agreement is
without prejudice or precedent and may only be cited by either party
to enforce its terms.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Transitional Employees
All provisions of the 2006 USPS/NALC National Agreement
that were applicable to transitional employees, including
related Memoranda of Understanding and other agreements
or policy statements, will continue during the period that tran-
sitional employees will be phased out (within 90 days of the
effective date of the 2011 Agreement).
Date: January 10, 2013
* * *
158
BETWEEN THE
AND THE
AFL-CIO
Re: Part-Time Flexible Conversions
It is anticipated that during the term of the 2011 National
Agreement, sufficient full-time duty assignments will become
available through attrition to accommodate the conversion of
part-time flexible employees currently on the rolls to full-time
status. The parties recognize that there may be certain cir-
cumstances where conversion opportunities are not available
for individual part-time flexible employees. The parties will
explore ways to provide full-time conversion opportunities to
such employees.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Part-Time Regular City Letter Carriers
During the term of the 2019 National Agreement, the number
of part-time regular city letter carriers employed by the Postal
Service may not exceed 682, unless additional part-time reg-
ular letter carriers are authorized by mutual agreement of the
national parties.
* * *
159
BETWEEN THE
AND THE
AFL-CIO
Re: City Carrier Assistants – Conversion to Career Status
The U.S. Postal Service and the National Association

of Letter Carriers, AFL-CIO agree that City Carrier
Assistants (CCAs) who reach 24 months of relative stand-
ing will be converted to part-time flexible career status in
their installation.
• CCAs converted to part-time flexible employees under

this MOU will count as full-time career carriers for
purposes of calculating the CCA cap.
• Any accumulated annual leave will be paid out to

the CCA in a lump sum consistent with Appendix
B.3.B.1.c upon conversion under this MOU.
• In offices with 200 or more workyears, part-time flex-

ible employees converted under this MOU will not be
counted until they have at least 52 weeks of service
credit as a PTF for purposes of calculating the full-
time staffing percentage in Article 7.3.A.
• Conversions to career status detailed above will be

effective as soon as practicable, but no later than 60
days from the ratification date of the 2019 National
Agreement or the first day of the third full pay period
that follows the date a CCA achieved 24 months of rel-
ative standing, whichever is later.
• Conversions made under this memorandum are in

addition to conversions to full-time regular opportuni-
ties pursuant to the Memorandum of Understanding,
Re: Full-time Regular Opportunities – City Letter
Carrier Craft.
160
• CCAs may decline the opportunity to be converted to
career status under this memorandum. A CCA who
does not accept the career opportunity will no longer
be eligible for conversion to career status under this
memorandum, but will retain his or her relative stand-
ing and will remain eligible for conversion to career
status under the Memorandum of Understanding, Re:
Full-time Regular Opportunities – City Letter Carrier
Craft.
In light of the continuing changes in the competitive envi-
ronment in which the Postal Service operates, the parties
will meet no less than annually to discuss any necessary
adjustments to this MOU as it relates to City Carrier
Assistant (CCA) and Part-Time Flexible (PTF) staffing,
complements, and conversions.
While it is the parties’ intent to continue this MOU beyond

the 2019-2023 Agreement provided operational circum-
stances remain conducive to doing so, should the parties
fail to reach agreement for modification or extension of
this MOU in the next collective bargaining agreement, and
the continuation of this MOU is an issue to be resolved in
interest arbitration, there shall be no presumption that this
MOU is to be carried forward based upon the fact that the
provisions of the MOU have been in effect.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Full-time Regular Opportunities – City Letter Carrier
Craft
The parties agree to use the following process to facilitate
placement of employees into full-time regular opportunities
which include: 1) residual full-time regular city letter carri-
161
er duty assignments referenced in Article 7.3.A of the 2019
collective bargaining agreement, and 2) newly created unas-
signed full-time regular (incumbent only) positions which
increase full-time complement and are in addition to the duty
assignments referenced in Article 7.3.A.
Full-time regular opportunities in the city letter carrier craft
covered by this memorandum (which are not subject to a prop-
er withholding order pursuant to Article 12 of the collective
bargaining agreement) that become available on and after the
ratification date of the 2019 collective bargaining agreement
will be filled as follows:
1. Full-time regular opportunities defined above will be
filled within 28 days of becoming available in the follow-
ing order:
a. if the opportunity is a residual vacancy(s), assign-
ment of an unassigned full-time regular or full-time
flexible city letter carrier in the same installation
b. conversion to full-time regular status of a part-time
flexible city letter carrier in the same installation pur-
suant to Article 41.2.B.6(b) of the collective bargain-
ing agreement
2. Full-time regular opportunities that cannot be filled
through Item 1 above will be filled by part-time flexible
city letter carriers, who were on the rolls as part-time
flexible letter carriers, on the ratification date of the 2016
collective bargaining agreement (August 7, 2017), and
have an active transfer request (eReassign) pending to the
installation where the full-time regular opportunity exists
on the date the full-time regular opportunity becomes
available. Approval of such requests will be made based
on the order the applications from qualified part-time
flexible city letter carriers are received. Requests from
part-time flexible city letter carriers pursuant to this
paragraph will be acted upon without regard to normal
transfer considerations. Reassignments and subsequent
conversions to full-time regular status under this section
will occur as soon as practicable, with consideration given
to operational needs in the losing installation. Requests
162
from all other qualified employees may only be consid-
ered under Item 3 below.
3. Full-time regular opportunities that remain after Item 2
will be filled by 1) conversion of city carrier assistants to
full-time regular career status in the same installation as the
full-time regular opportunities or 2) acceptance and place-
ment of voluntary reassignment (transfer) requests pending
in eReassign at the time the full-time regular opportunity
becomes available from qualified bargaining unit employ-
ees (including full and part-time regular city letter carri-
ers) or reassignment of bargaining unit employees within
the installation. If there are insufficient transfer/reassign-
ment requests from qualified bargaining unit employees,
non-bargaining unit employees may be reassigned to a full-
time regular opportunity. Reassignment (transfer) requests
will be made with normal considerations contained in the
Memorandum of Understanding, Re: Transfers, based on
the order the applications are received. The number of
career reassignments allowed under this paragraph is lim-
ited to one in every four full-time regular opportunities
filled in offices of 100 or more workyears and one in every
six full-time regular opportunities filled in offices of less
than 100 workyears. At least three or five, as applicable,
full-time regular opportunities will be filled by conversion
of city carrier assistants to full-time regular career status
based on their relative standing in the same installation as
the full-time regular opportunities. Conversion of city
carrier assistants to full-time regular career status under
this section will take place no later than the first day of the
third full pay period after either the date the full-time regu-
lar opportunity becomes available or, when an employee’s
request for transfer is declined, or the date the employee
rejects the offer.
General Terms
The national union will be provided a list of unassigned full-
time regular opportunities to be filled on a weekly basis.
Residual full-time regular city letter carrier duty assignments
referenced in Article 7.3.A of the 2019 collective bargaining
163
agreement, unless considered for reversion pursuant to Article
41.1.A.1, are considered available the date the assignment
becomes a residual vacancy.
Newly created unassigned full-time regular (incumbent only)
positions which increase full-time complement and are in
addition to the duty assignments referenced in Article 7.3.A
are considered available the date the Postal Service notifies the
national union that a full-time unassigned regular opportunity
will be filled. The national parties will continue to discuss
processes used to identify locations where it is appropriate to
create full-time positions due to anticipated residual vacancies,
attrition, etc.
Part-time flexible city letter carriers who elect reassignment to
another installation through Item 2 above will receive retreat
rights back to their original installation. Retreat rights will be
offered to the first full-time regular opportunity in the original
installation that cannot be filled through Item 1 above. City
letter carriers who exercise retreat rights under this paragraph
will have their craft seniority restored, augmented by time
worked in the other facility, upon return to the original instal-
lation. Failure to accept retreat rights ends the opportunity to
retreat back to the original installation.
During the term of this agreement no reassignments in the city
letter carrier craft will be made within or between installations
or from other crafts, unless the reassignment is made pursuant
to this agreement, based on a mutual exchange, through the
Article 12 involuntary reassignment process, or by mutual
agreement of the national parties.
When full-time regular opportunities may be filled through
voluntary reassignment (transfer), the Postal Service shall
begin the process of considering requests as soon as prac-
ticable, but no later than fourteen (14) calendar days after
the date the full-time regular opportunity becomes avail-
able.
Employees accepting a voluntary reassignment under this
agreement will begin a new period of craft seniority in the
gaining installation.
164
Employees converted to full-time regular career status or
transferred to an installation may participate in bidding for
vacant duty assignments that are posted pursuant to Article
41.1.B of the collective bargaining agreement. If an instal-
lation is filling more than one full-time regular opportunity
(including at least one residual vacancy) on a date when an
employee(s) is being assigned/converted/reassigned, such
employee(s) will be allowed to exercise their preference for
residual assignments by the use of existing local practices.
Employees moving between installations pursuant to the terms
of this agreement are solely responsible for any and all costs
related to relocation.
With respect to the ratios outlined in Item 3 above, this agree-
ment is considered a continuation of the Memorandum of
Understanding, Re: Full-time Regular Opportunities – City
Letter Carrier Craft in the 2016 collective bargaining agree-
ment.
This agreement shall be in effect for the duration of the 2019
collective bargaining agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Sunday Delivery - City Carrier Assistant Staffing
The parties recognize the importance of the continued expan-
sion of Sunday parcel delivery service, which began testing in
approximately 900 delivery zones on November 10, 2013.
Pursuant to the Memorandum of Understanding Re: Full-time
Regular Opportunities - City Letter Carrier Craft, the parties
continue the process of permanently filling residual vacancies
and full-time regular opportunities by assignment of unas-
signed regulars, conversion of part-time flexible employees to
165
full-time status, acceptance of transfer requests and conversion
of CCAs to full-time regular career status.
For the purposes of applying the Memorandum of
Understanding Re: Full-time Regular Opportunities - City
Letter Carrier Craft, the parties recognize that additional
CCAs are needed in order to perform Sunday parcel deliv-
ery in a cost effective manner, or to expand and maintain the
delivery of competitive products. Accordingly, the national
parties will continue to meet on a weekly basis to monitor
implementation of the Memorandum of Understanding Re:
Full-time Regular Opportunities - City Letter Carrier Craft,
and this memorandum. These meetings will include discussion
of any additional CCAs (by District) that are necessary as
indicated above. In each District, the continued employment
of any CCAs that would exceed the greater of six percent
over the Article 7.1.C.1 cap, or one CCA for every 275
Sunday packages delivered in that District by city letter
carriers, will require the mutual agreement of the national
parties. The number of packages in each District will be
calculated as an average over a continuous period of time.
The parties will meet to determine the time period used
and to discuss when and how the time period will be updat-
ed.
The parties will also discuss locations in which CCAs are
working consecutive days or excessive hours on a sustained
basis. If, as a result of these weekly meetings, there is a dis-
agreement over increased CCA resources, that matter will
be referred to the NALC National President and the Vice
President, Labor Relations for discussion and resolution.
In light of the continuing changes in the competitive envi-
ronment in which the Postal Service operates, the parties
will meet annually to discuss the package formula as set
forth above. While it is the parties’ intent to continue this
provision of the MOU beyond the 2019-2023 Agreement,
should the parties fail to reach agreement for modification
or extension of the package formula in the next collective
bargaining agreement and continuation of the package for-
166
mula is an issue to be resolved in interest arbitration, there
shall be no presumption that this provision of the MOU is
to be carried forward based upon the fact that the formula
has been in effect.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Complement and Staffing
It is anticipated that during the term of the 2019 National
Agreement, circumstances may arise in which it becomes
necessary for the parties to examine the complement and
staffing mix within the city carrier bargaining unit. The
parties agree to explore ways to optimize the staffing mix
of non-career employees, employees in the new career wage
schedule, and employees in the old career wage schedule to
generate cost/ productivity efficiencies for the purpose of
positioning the Postal Service as the delivery service pro-
vider of choice for the American public.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Delivery and Collection of Competitive Products
The parties are aware that the Postal Service is discussing
arrangements with suppliers of retail products to have the
Postal Service collect and deliver such products both within
and outside of normal business hours and days.
167
The parties recognize the value to the Postal Service, its cus-
tomers and the public of utilizing a cost-effective, uniformed
city letter carrier work force for the collection and delivery of
such products.
Accordingly, the Board awards the following:
The collection and delivery of such products which are to be
delivered in city delivery territory, whether during or outside
of normal business days and hours, shall be assigned to the
city letter carrier craft. The Postal Service will schedule
available city letter carrier craft employees in order to com-
ply with the previous sentence. However, the parties recog-
nize that occasionally circumstances may arise where there
are no city letter carrier craft employees available. In such
circumstances, the Postal Service may assign other employ-
ees to deliver such products, but only if such assignment is
necessary to meet delivery commitments to our customers.
The parties will monitor whether the city carrier assistant
employees authorized by Article 7, Section 1.C of the National
Agreement are sufficient to permit the Postal Service to meet
the fundamental changes in the business environment, includ-
ing, but not limited to flexible windows which may be nec-
essary to develop and provide new products and services.
Additional CCAs may be jointly authorized based on such
review.
* * *
BETWEEN THE
JOINT BARGAINING COMMITTEE
Re: Article 8
Recognizing that excessive use of overtime is inconsistent
with the best interests of postal employees and the Postal
Service, it is the intent of the parties in adopting changes to
168
Article 8 to limit overtime, to avoid excessive mandatory
overtime, and to protect the interests of employees who do
not wish to work overtime, while recognizing that bona fide
operational requirements do exist that necessitate the use of
overtime from time to time. The parties have agreed to cer-
tain additional restrictions on overtime work, while agree-
ing to continue the use of overtime desired lists to protect
the interests of those employees who do not want to work
overtime, and the interests of those who seek to work lim-
ited overtime. The parties agree this memorandum does not
give rise to any contractual commitment beyond the provi-
sions of Article 8, but is intended to set forth the underlying
principles which brought the parties to agreement.
The new provisions of Article 8 contain different restric-
tions than the old language. However, the new language
is not intended to change existing practices relating to use
of employees not on the overtime desired list when there
are insufficient employees on the list available to meet the
overtime needs. For example, if there are five available
employees on the overtime desired list and five not on it,
and if 10 work-hours are needed to get the mail out within
the next hour, all ten employees may be required to work
overtime. But if there are 2 hours within which to get the
mail out, then only the five on the overtime desired list may
be required to work.
The parties agree that Article 8, Section 5.G.l., does not
permit the Employer to require employees on the overtime
desired list to work overtime on more than 4 of the employ-
ee’s 5 scheduled days in a service week, over 8 hours on a
nonscheduled day, or over 6 days in a service week.
Normally, employees on the overtime desired list who don’t
want to work more than 10 hours a day or 56 hours a week
shall not be required to do so as long as employees who do
want to work more than 10 hours a day or 56 hours a week are
available to do the needed work without exceeding the 12-hour
and 60-hour limitations.
In the Letter Carrier Craft, where management deter-
mines that overtime or auxiliary assistance is needed on an
169
employee’s route on one of the employee’s regularly sched-
uled days and the employee is not on the overtime desired
list, the employer will seek to utilize auxiliary assistance,
when available, rather than requiring the employee to work
mandatory overtime.
In the event these principles are contravened, the appropri-
ate correction shall not obligate the Employer to any mone-
tary obligation, but instead will be reflected in a correction
to the opportunities available within the list. In order to
achieve the objectives of this memorandum, the method
of implementation of these principles shall be to provide,
during the 2-week period prior to the start of each calendar
quarter, an opportunity for employees placing their name
on the list to indicate their availability for the duration of
the quarter to work in excess of l0 hours in a day. During
the quarter the Employer may require employees on the
overtime desired list to work these extra hours if there is an
insufficient number of employees available who have indi-
cated such availability at the beginning of the quarter.
The penalty overtime provisions of Article 8.4 are not
intended to encourage or result in the use of any overtime
in excess of the restrictions contained in Article 8.5.F.
* * *
BETWEEN THE
AND THE
AFL-CIO
This Memorandum of Understanding represents the par-
ties consensus on clarification of interpretation and issues
pending national arbitration regarding letter carrier over-
time as set forth herein. In many places in the country there
has been continued misunderstanding of the provisions
of Article 8 of the National Agreement; particularly as it
relates to the proper assignment of overtime to letter car-
riers. It appears as if some representatives of both labor
and management do not understand what types of overtime
170
scheduling situations would constitute contract violations
and which situations would not. This Memorandum is
designed to eliminate these misunderstandings.
1. If a carrier is not on the Overtime Desired List
(ODL) or has not signed up for Work Assignment
overtime, management must not assign overtime
to that carrier without first fulfilling the obli-
gation outlined in the “letter carrier paragraph”
of the Article 8 Memorandum. The Article 8
Memorandum provides that “. . . where manage-
ment determines that overtime or auxiliary assis-
tance is needed on an employee’s route on one of
the employee’s regularly scheduled days and the
employee is not on the overtime desired list, the
employer will seek to utilize auxiliary assistance,
when available, rather than requiring the employee
to work mandatory overtime.” Such assistance
includes utilizing someone from the ODL when
someone from the ODL is available.
2. The determination of whether management must
use a carrier from the ODL to provide auxilia-
ry assistance under the letter carrier paragraph
must be made on the basis of the rule of reason.
For example, it is reasonable to require a letter
carrier on the ODL to travel for five minutes in
order to provide one hour of auxiliary assistance.
Therefore, in such a case, management must use
the letter carrier on the ODL to provide auxiliary
assistance. However, it would not be reasonable
to require a letter carrier on the ODL to travel 20
minutes to provide one hour of auxiliary assis-
tance. Accordingly, in that case, management is
not required to use the letter carrier on the ODL to
provide auxiliary assistance under the letter carrier
paragraph.
3. It is agreed that the letter carrier paragraph does not
require management to use a letter carrier on the
ODL to provide auxiliary assistance if that letter car-
rier would be in penalty overtime status.
171
4. It is further agreed that the agreement dated July
12, 1976, signed by Assistant Postmaster General
James C. Gildea and NALC President James H.
Rademacher, is not in effect. In cases where man-
agement violates the letter carrier paragraph by
failing to utilize an available letter carrier on
the ODL to provide auxiliary assistance, the let-
ter carrier on the ODL will receive as a remedy
compensation for the lost work opportunity at the
overtime rate.
5. There is normally no monetary remedy for a car-
rier improperly required to work overtime on his
own route. However, on a one-time, nonpreceden-
tial basis, the Postal Service will pay $7 for each
hour of overtime worked to each carrier who has
a timely grievance pending at Step 2 or 3 as of
the date of this agreement. In order to recover, the
grievant must establish that he/she was not on the
ODL or work assignment list and was required to
work overtime in violation of the principles set
forth above.
Date: December 20, 1988
* * *
LETTER OF INTENT BETWEEN
THE UNITED STATES POSTAL SERVICE
AND THE
AFL-CIO
Re: Work Assignment Overtime
A. The Postal Service will provide the opportunity, on a
quarterly basis, for full-time letter carriers to indicate a desire
for available overtime on their work assignment on their regu-
larly scheduled days.
B. All full-time letter carriers are eligible to indicate their
desire for “work assignment” overtime and by doing so are
to work the overtime as specified on their regularly scheduled
days.
172
T-6 or utility letter carriers would be considered available for
overtime on any of the routes in their string.
Reserve Letter Carriers and unassigned regulars desiring
“work assignment” overtime would be eligible for overtime on
the assignment on which they are working on a given day.
C. An annotation on the overtime desired list (ODL) may
be used to identify employees desiring “work assignment”
overtime.
D. The ODL provided for in Article 8, Section 5, would
continue to function.
E. “Work assignment” overtime will not be considered in
the application of Article 8, Section 5.C.2.b.
F. Once management determines that overtime is necessary
for full-time letter carriers, if the carrier has signed up for
“work assignment” overtime, the carrier is to work the over-
time as assigned by management.
G. Full-time carriers signing up for “work assignment”
overtime are to be considered available for up to 12 hours
per day on regularly scheduled days. However, the parties
recognize that it is normally in their best interests not to
require employees to work beyond 10 hours per day, and
managers should not require “work assignment” volunteers
to work beyond 10 hours unless there is no equally prompt
and efficient way in which to have the work performed.
H. Penalty pay would be due for work in excess of 10 hours
per day on 4 of 5 regularly scheduled days.
Penalty pay would be due for overtime work on more than 4 of
the employee’s 5 scheduled days.
I. Management could schedule employees from the ODL
to avoid paying penalty pay to the carrier on his/her own work
assignment.
J. With respect to overtime work opportunities for
employees on the fifth regularly scheduled day, the parties
recognize a dispute exists concerning scheduling obliga-
tions which would involve hours in excess of the limita-
tions in Article 8, Section 5.F, i.e., the fifth day in this case.
173
This issue is one of those we identified to be placed expedi-
tiously before an arbitrator.
K. Implementation of such a scheduling approach should
occur July 1, 1985.
L. Grievances presently within the system which deal with
the issue of “overtime on a carrier’s own assignment” should
be released from their current “on hold” status, and processed
within the system with a concerted effort by the parties toward
settlement.
Date: May 28, 1985.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 8 Task Force
The scheduling and administration of overtime is frequently
a source of controversy and disputes between the parties. In
an effort to address this issue, a national level Task Force
will be established for the purpose of developing and evalu-
ating improvements to the overtime process.
The Task Force will consist of four members appointed by the
NALC and four members appointed by the Postal Service. The
Task Force is authorized to test alternate methods of adminis-
tering overtime.
The Task Force shall convene within 15 days of the effective
date of this agreement and will function for the term of the
2019 National Agreement. The Task Force will provide find-
ings and recommendations to the NALC President and the
Vice President, Labor Relations, or their designees.
174
If a test or any component of a test is deemed to be satisfacto-
ry, the parties will enter into agreements necessary to allow for
implementation.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Signing Overtime Lists
The parties agree to the following regarding employees trans-
ferred from another installation or part-time flexible city letter
carriers and city carrier assistants who become full-time city letter
carriers in the installation following the two week period for sign-
ing the overtime lists (Article 8.5.A).
The installation head and branch president or their designees
may mutually elect to develop a process that allows employees
who transfer from another installation or are converted to full-
time following the signup period to place their names on either
the overtime desired list or work assignment list.
Local procedures agreed upon pursuant to the terms of prede-
cessor Memoranda of Understanding Re: Signing Overtime
Lists will remain in effect and may only be modified by mutual
agreement of the local parties or through the local implementation
process.
The parties further agree that once a local process is developed
pursuant to the terms of this memorandum, it may only be
modified by mutual agreement of the local parties.
* * *
175
BETWEEN THE
(American Postal Workers Union, AFL-CIO and the
Re: Granting Step Increases
The parties agree that periodic step increases will not be
withheld for reason of unsatisfactory performance and that
all other aspects of the current step increase procedures
remain unchanged, unless otherwise provided for by the 1990
National Agreement.
The Employee and Labor Relations Manual (ELM) shall be
amended to conform with the above stated agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Conversion of CCAs with Creditable TE Service
1. Any City Carrier Assistant (CCA) who was employed as
a Transitional Employee (TE) after September 29, 2007,
and is converted to a career city carrier position on or after
the ratification date of the 2016 National Agreement will
be converted into the lowest Table Two Step that is higher
than the employee’s current CCA rate. The waiting time in
that step will depend on whether the employee is eligible
for an advancement to a higher step pursuant to the MOU
Re: Step Credit for Former Transitional Employees.
2. Employees who are eligible for step advancement pursu-
ant to the MOU Re: Step Credit for Former Transitional
Employees will have the waiting time for the next step after
conversion augmented by 46 weeks for each additional step
granted under paragraph one above. Subsequently, on May
176
26, 2018, or upon career conversion if converted after May
26, 2018, the employee will be advanced any eligible step
credit pursuant to the MOU Re: Step Credit for Former
Transitional Employees, maintaining their current time-in-
step credit to include any waiting time added at conversion.
3. Employees who are not eligible for step advancement pur-
suant to the MOU Re: Step Credit for Former Transitional
Employees will advance to the next step of the salary
schedule 46 weeks after conversion. The waiting time
for the subsequent step increase will be augmented by 46
weeks for each additional step granted under paragraph one
above.
4. Additionally, any career city carrier in Step A of Table Two
with prior creditable service as a TE after September 29,
2007, will advance to Step B of Table Two on the first day
of the first pay period after the ratification date of the 2016
National Agreement. Employees affected by this paragraph
will retain time-in-step credit augmented by 46 weeks.
This MOU will apply to any CCA with creditable TE service
who is converted to career status during the term of the
2019 National Agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Step Credit for Former Transitional Employees
Any City Carrier Assistant (CCA) who was employed as a
Transitional Employee (TE) after September 29, 2007, and has
been or will be converted to a career city carrier position, may
be eligible for a one-time advancement to a higher step, to be
determined as follows:
177
Length of creditable TE Service Number of Additional Steps
2 years but less than 3 years 1
5 or more years 4
For those eligible employees whose conversion to career date
is on or before May 26, 2018, the one-time placement to a
higher step will take effect on May 26, 2018.
For those eligible CCA employees whose conversion to career
occurs after May 26, 2018, the one-time placement to a higher
step will take effect on the conversion date.
City carriers placed in a higher step under this Memorandum
will retain current time-in-step credit.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Pay Schedule Consolidation
The parties hereby agree that effective November 24, 2018, all
city carrier pay schedules will consolidate existing grade lev-
els into a single grade, as follows:
Grade 1 career city carriers in RSC Q and RSC Q7 will slot to
the equivalent step in Grade 2 of their respective pay schedule,
and retain time-in-step credit. The remaining grade level will
be classified as “City Carrier.”
Grade 1 CCAs in RSC Q4 and RSC Q5 will slot to the equiva-
lent step in Grade 2 of their respective pay schedule, and retain
time-in-step credit. The remaining grade level will be classi-
fied as “City Carrier Assistant.”
Carrier Technician Pay
Carrier Technicians (Occupation Code 2310-2010) and CCA
Carrier Technicians (Occupation Codes 2310-0047 and 2310-0048)
will receive additional compensation equivalent to 2.1% of the
178
employee’s applicable hourly rate for all paid hours. This addi-
tional compensation will be considered basic pay for all purposes
of determining benefits or additional compensation, including, but
not limited to, handbook and manual provisions regarding overtime
and premium pay calculations, retirement benefits, life insurance
benefits, rate retention, thrift savings plan contributions, back pay,
leave, and injury compensation. Handbook or manual provisions
which are inconsistent with the preceding sentence will be deleted
or modified, as appropriate. This additional compensation will not
be considered a premium for purposes of Article 8.4.F.
City Carriers temporarily assigned into Carrier Technician posi-
tions for a period of at least five workdays within seven calendar
days will receive the additional Carrier Technician compensa-
tion during the assignment. Such temporary assignments will be
awarded to the senior, qualified, eligible, available employee in
the immediate work area in which the temporary vacancy exists.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Elimination of Step CC Pay Rate in CCA Schedule
1. Effective June 19, 2021, the Step CC pay rate in RSC

Q4 and Q5 (Table Three) will be eliminated. Step BB
and its pay rate will become the new entry step for
new CCA hires. The new waiting period from Step BB
to Step AA will be 52 weeks.
2. All CCAs in Step CC of RSC Q4 and Q5 as of June 19,

2021 will advance to Step BB and will maintain their
current time-in-step credit toward Step AA.
3. CCAs in Step BB of RSC Q4 and Q5 as of June 19,

2021 will have 12 weeks added to their current time-
in-step credit toward Step AA.
179
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Leave Sharing
The Postal Service will continue a Leave Sharing Program
during the term of the 2019 Agreement under which career postal
employees will be able to donate annual leave from their earned
annual leave account to another career postal employee, within
the same geographic area serviced by a postal district. In addition,
career postal employees may donate annual leave to other family
members that are career postal employees without restriction
as to geographic location. Family members shall include son or
daughter, parent, and spouse as defined in ELM Section 515.2.
Single donations must be of 8 or more whole hours and may not
exceed half of the amount of annual leave earned each year based
on the leave earnings category of the donor at the time of dona-
tion. Sick leave, unearned annual leave, and annual leave hours
subject to forfeiture (leave in excess of the maximum carryover
which the employee would not be permitted to use before the
end of the leave year), may not be donated, and employees may
not donate leave to their immediate supervisors. To be eligible
to receive donated leave, a career employee (a) must be incapac-
itated for available postal duties due to serious personal health
conditions or pregnancy or must need leave to care for a child
born to or placed for adoption with the employee within the
twelve months prior to taking leave and (b) must be known or
expected to miss at least 40 more hours from work than his or her
own annual leave and/or sick leave balance(s), as applicable, will
cover, and (c) must have his or her absence approved pursuant to
standard attendance policies. Donated leave may be used to cover
the 40 hours of LWOP required to be eligible for leave sharing.
For purposes other than pay and legally required payroll
deductions, employees using donated leave will be subject to
regulations applicable to employees in LWOP status and will
180
not earn any type of leave while using donated leave. Donated
leave may be carried over from one leave year to the next
without limitation.
Donated leave not actually used remains in the recipient’s
account (i.e., is not restored to donors). Such residual donat-
ed leave at any time may be applied against negative leave
balances caused by a medical exigency. At separation, any
remaining donated leave balance will be paid in a lump sum.
(The preceding Memorandum of Understanding, Leave
Sharing, applies to City Carrier Assistant Employees.)
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Sick Leave for Dependent Care
The parties agree that, during the term of the 2019 National
Agreement, sick leave may be used by an employee to give
care or otherwise attend to a family member with an illness,
injury or other condition which, if an employee had such con-
dition, would justify the use of sick leave by that employee.
Family members shall include son or daughter, parent, and
spouse as defined in ELM Section 515.2. Up to 80 hours of
sick leave may be used for dependent care in any leave year.
Approval of sick leave for dependent care will be subject to
normal procedures for leave approval.
* * *
181
BETWEEN THE
AND THE
AFL-CIO
Re: Return to Duty
The parties reaffirm their understanding concerning the review
of medical certificates submitted by employees who return to
duty following extended absences due to illness.
We mutually agree to the following:
1. To avoid undue delay in returning an employee to duty, the
on-duty medical officer, contract physician, or nurse should
review and make a decision based upon the presented medical
information the same day it is submitted.
Normally, the employee will be returned to work on his/her
next workday provided adequate medical documentation is
submitted within sufficient time for review.
2. The reasonableness of the Service in delaying an employ-
ee’s return beyond his/her next workday shall be a proper
subject for the grievance procedure on a case-by-case basis.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Bereavement Leave
City letter carriers may use a total of up to three workdays of annu-
al leave, sick leave or leave without pay, to make arrangements
necessitated by the death of a family member or attend the funeral
of a family member. Authorization of leave beyond three workdays
is subject to the conditions and requirements of Article 10 of the
182
National Agreement, Subsection 510 of the Employee and Labor
Relations Manual and the applicable local memorandum of under-
standing provisions.
Definition of Family Member. “Family member” is defined
as a:
(a) Son or daughter—a biological or adopted child, step-
child, daughter-in-law or son-in-law;
(b) Spouse;
(c) Parent; or
(d) Sibling—brother, sister, brother-in-law or sister-in-law;
or
(e) Grandparent.
Use of Sick Leave. For employees opting to use available sick
leave, the leave will be charged to sick leave for dependent
care, if eligible.
Documentation. Documentation evidencing the death of the
employee’s family member is required only when the super-
visor deems documentation desirable for the protection of the
interest of the Postal Service.
(The preceding Memorandum of Understanding, Bereavement
Leave, applies to City Carrier Assistant Employees.)
* * *
BETWEEN THE
Re: Leave Policy
The parties agree that local attendance or leave instructions,
guidelines, or procedures that directly relate to wages, hours, or
working conditions of employees covered by this Agreement,
may not be inconsistent or in conflict with Article 10 or the
Employee and Labor Relations Manual, Subchapter 510.
183
* * *
BETWEEN THE
Re: Paid Leave and LWOP
The parties agree that an employee need not exhaust annu-
al leave and/or sick leave before requesting leave without
pay. As soon as practicable after the signing of the 1990
National Agreement, Employee and Labor Relations Manual
(ELM) Exhibit 514.4(d) will be amended to conform to this
Agreement.
The parties further agree that this Memorandum does not
affect the administrative discretion set forth in ELM Part
514.22, nor is it intended to encourage any additional leave
usage.
Grievance Number H7C-NA-C 61 is withdrawn.
(The preceding Memorandum of Understanding, Paid Leave
and LWOP, applies to City Carrier Assistant Employees.)
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Clarification of Regulations for National Day of
Observance
The parties agree that the following procedures will apply
to affected employees if the Postmaster General or designee
determines that the Postal Service will participate in a National
Day of Observation (e.g., National Day of Mourning), sub-
sequent to the declaration of a National Day of Observance
184
having been made by Executive Order of the President of the
United States.
1. Full-time employees whose basic work week includes the
National Day of Observance as a scheduled work day but who
are not directed to report for work, will be granted administra-
tive leave for that day.
National Day of Observance as a scheduled work day, and
who perform service, will be granted a day of administrative
leave at a future date, not to exceed eight hours.
National Day of Observance as a non-scheduled day and are
not directed to report for work, will be granted a day of admin-
istrative leave at a future date.
4. If the National Day of Observance is a full-time employee’s
non-scheduled day and the employee is scheduled to work, the
employee will receive overtime pay, plus up to eight hours of
future administrative leave for the number of hours worked.
5. The same provisions apply to part-time regular employees
as apply to full-time employees. The total hours of adminis-
trative leave should only equal the scheduled hours for the
National Day of Observance, which may be less than eight
hours. However, part-time regular employees whose basic
work week includes the National Day of Observance as a
nonscheduled work day and who are not directed to report for
work on the National Day of Observance will be granted a day
of administrative leave at a future date equal to the average
number of daily paid hours in their schedule for the service
week previous to the service week in which the National Day
of Observance occurs, which may be less than eight hours.
6. Part-time flexible employees should be scheduled based on
operational needs. Part-time flexible employees who work will
be granted a day of administrative leave at a later date. The
day of administrative leave will be based on the number of
hours actually worked on the National Day of Observance, not
to exceed eight hours. Part-time flexible employees who are
not directed to work on the National Day of Observance will
be granted administrative leave at a future date equal to the
185
average number of daily paid hours during the service week
previous to the service week in which the National Day of
Observance occurs, not to exceed eight hours.
7. Transitional employees will only receive pay for actual
work hours performed on the National Day of Observance.
They will not receive administrative leave.
8. If an employee is on leave or Continuation of Pay on the
National Day of Observance, the employee will be granted a day
of administrative leave at a future date, not to exceed eight hours.
9. An employee on OWCP, AWOL, suspension or pending
removal on the National Day of Observance will not be granted
administrative leave. If the employee on AWOL, suspension
or pending removal is returned to duty and made whole for the
period of AWOL, suspension or removal, the employee may
be eligible for administrative leave for the National Day of
Observance if the period of suspension or removal for which the
employee is considered to have been made whole includes the
National Day of Observance. Such determination will be made
by counting back consecutive days from the last day of the sus-
pension or removal to determine if the employee had been made
whole for the National Day of Observance.
10. Where provisions in this Memorandum of Agreement pro-
vide for a day of administrative leave to be taken at a future
date, such leave must be granted and used within six months of
the National Day of Observance or by the end of the Fiscal Year,
whichever is later. However, administrative leave will not be
granted to employees who are on extended leave for the entire
period between the Day of Observance and six months from
that date, or between the Day of Observance and the end of the
Fiscal Year, whichever is later.
11. Administrative leave taken at a future date must be taken at
one time.
12. Administrative leave to be taken at a future date may, at the
employee’s option, be substituted for previously scheduled but
not used annual leave.
13. Administrative leave to be taken at a future date should be
applied for by using the same procedures which govern the
186
request and approval of annual leave consistent with Local
Memoranda of Understanding.
Date: May 4, 2000
* * *
BETWEEN THE
Re: PTF Court Leave
1. Effective September 26, 1987, part-time flexible employees
who have completed their probationary period shall be eligible
for court leave as defined in Employee and Labor Relations
Manual Part 516.1 and Part 516.31.
2. Appropriate provisions of the applicable handbooks and
manuals shall be amended to carry out these changes con-
sistent with the principles expressed in paragraphs 3, 4, and
5 below. The handbooks and manuals, including Part 516 of
the Employee and Labor Relations Manual, shall be amended
pursuant to Article 19, except that the sixty (60) day notice of
such changes shall be waived.
3. A part-time flexible employee will be eligible for court
leave if the employee would otherwise have been in a work
status or annual leave status. If there is a question concerning
the status, the part-time flexible employee will be eligible if
the employee was in work status or annual leave status on any
day during the pay period immediately preceding the period of
court leave.
4. If eligibility is established under paragraph 3, the spe-
cific amount of court leave for an eligible part-time flexible
employee shall be determined on a daily basis as set forth
below:
a. If previously scheduled, the number of straight-time hours
the Employer scheduled the part-time flexible employee to
work;
187
b. If not previously scheduled, the number of hours the part-
time flexible employee worked on the same service day during
the service week immediately preceding the period of court
leave;
c. If not previously scheduled and if no work was performed
on the same day in the service week immediately preceding
the period of court leave, the guarantee as provided in Article
8, Section 8, of the National Agreement, provided the part-
time flexible would otherwise have been requested or sched-
uled to work on the day for which court leave is requested.
5. The amount of court leave for part-time flexible employees
shall not exceed 8 hours in a service day or 40 hours in a ser-
vice week.
Date: July 21, 1987
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Qualifying Period - Exception for City Carrier
Assistants
The parties agree that City Carrier Assistants with a min-
imum of 90 days of continuous service as a CCA prior to
conversion to career status will be exempt from the 90-Day
Qualifying Period in ELM 512.313. Any break in service as
required by Appendix B, Section I.1.b will not impact this
continuous service requirement. The ELM will be updated
to reflect this change.
* * *
188
BETWEEN THE
(American Postal Workers Union, AFL-CIO,
Re: Transfers
The parties agree that the following procedures will be fol-
lowed when career Postal Employees request reassignment
from Postal installations in one geographical area of the coun-
try to Postal installations in another geographical area. Local
reassignments (reassignments within the same MSC, Division,
or to adjacent MSCs or Divisions) are covered by the provi-
sions of Section 2 of this memorandum.
Section 1. Reassignments (Transfers) to other geographical
areas.
A. Installation heads may continue to fill authorized
vacancies first through promotion, internal reassign-
ment and change to lower level, transfer from other
agencies, reinstatements, etc., consistent with existing
regulations and applicable provisions of the National
Agreement.
B. Installation heads will afford full consideration to
all reassignment requests from employees in other
geographical areas within the Postal Service. The
requests will be considered in the order received
consistent with the vacancies being filled and type
of positions requested. Such requests from quali-
fied employees, consistent with the provisions of
this memorandum, will not be unreasonably denied.
Local economic and unemployment conditions, as
well as EEO factors, are valid concerns. When hir-
ing from entrance registers is justified based on
these local conditions, an attempt should be made
to fill vacancies from both sources. Except in the
most unusual of circumstances, if there are sufficient
qualified applicants for reassignment at least one out
of every four vacancies will be filled by granting
189
requests for reassignment in all offices of 100 or
more man-years if sufficient requests from qualified
applicants have been received. In offices of less than
100 man-years a cumulative ratio of 1 out of 6 for the
duration of the National Agreement will apply.
C. MSCs will maintain a record of the requests for reas-
signment received in the offices within their area of
responsibility. This record may be reviewed by the
Union on an annual basis upon request. Additionally,
on a semiannual basis local Unions may request
information necessary to determine if a 1 out of 4
ratio is being met between reassignments and hires
from the entrance registers in all offices of 100 or
more man-years.
D. Managers will give full consideration to the work,
attendance, and safety records of all employees who
are considered for reassignment. An employee must
have an acceptable work, attendance, and safety
record and meet the minimum qualifications for all
positions to which they request reassignment. Both
the gaining and losing installation head must be fair
in their evaluations. Evaluations must be valid and
to the point, with unsatisfactory work records accu-
rately documented. An employee must have at least
one-year of service in their present installation prior
to requesting reassignment to another installation.
Employees reassigned to installations under the pro-
visions of this memorandum must remain in the new
installation for a period of one year, unless released
by the installation head earlier, before being eligible
to be considered for reassignment again, except in
the case of an employee who requests to return to
the installation where he/she previously worked.
Employees serving under craft lock-in periods per
the provisions of the National Agreement must sat-
isfy those lock-ins prior to being reassigned to other
installations.
E. Installation heads considering employees for reas-
signment will contact the installation head of the
190
losing installation and arrange for mutually agreeable
reassignment and reporting dates. A minimum of
thirty days notice to the losing office will be afford-
ed. Except in the event of unusual circumstances at
the losing installations, reasonable time will be pro-
vided to allow the installation time to fill vacancies,
however, this time should not exceed ninety days.
F. Reassignment granted to a position in the same grade
will be at the same grade and step. Step increase anni-
versaries will be maintained. Where voluntary reas-
signments are to a position at a lower level, employ-
ees will be assigned to the step in the lower grade
consistent with Part 420 of the Employee and Labor
Relations Manual.
G. Employees reassigned under these provisions will
be reassigned consistent with the provisions of the
appropriate craft article contained in the National
Agreement. Employees will not be reassigned to
full-time regular positions to the detriment of career
part-time flexible employees who are available for
conversion at the gaining installation. Seniority for
employees transferred per this memorandum will
be established consistent with the provisions of the
National Agreement.
H. Relocation expenses will not be paid by the Postal
Service incident to voluntary reassignment. Such
expenses, as well as any resulting interview expens-
es, must be borne by employees.
I. Under no circumstances will employees be requested
or required to resign, and then be reinstated in order
to circumvent these pay provisions, or to provide for
an additional probationary period.
Section 2. Local Reassignments (Transfers)

A. For local reassignment(s), managers will give full con-
sideration to the work, attendance, and safety records
of all employees who are considered for reassign-
ment. An employee must have an acceptable work,
191
attendance, and safety record and meet the minimum
qualifications for all positions to which he/she requests
reassignment. Both the gaining and losing installation
head must be fair in their evaluations. Evaluations
must be valid and to the point, with unsatisfactory
work records accurately documented. An employee
must have at least eighteen months of service in his/her
present installation prior to requesting reassignment to
another installation. Employees reassigned to instal-
lations under the provisions of this paragraph must
remain in the new installation for a period of eighteen
months (unless released by the installation head earli-
er) before being eligible to be considered for reassign-
ment again, except in the case of an employee who
requests to return to the installation where he/she pre-
viously worked. Employees serving under craft lock-in
periods per the provisions of the National Agreement
must satisfy those lock-ins prior to being reassigned to
other installations. Local transfers are included in the 1
out of 4 ratio.
B. The provisions of Section l, paragraphs A, C, E, F, G,
H and I are applicable to local reassignments.
C. In those instances where an employee can substantial-
ly increase the number of hours (8 hours or more per
week) by transferring to another installation and the
employee meets the other criteria the lock-in period will
be 12 months.
Date: July 21, 1987
* * *
192
BETWEEN THE
AND THE
AFL-CIO
Re: City Carrier Assistant Transfers
The parties agree to establish a one-year pilot program in at least
two Districts to study possible approaches to facilitate the vol-
untary reassignment of city carrier assistants (CCAs) from one
installation to a different installation within the same District.
The parties may extend or expand this pilot program to include
opportunities beyond district boundaries by mutual agreement.
This memorandum expires with the 2019 National Agreement.
* * *
BETWEEN THE
AFL-CIO
Re: Mutual Exchanges
The parties agree that in applying the relevant provisions of
Section 351.6 of the Employee and Labor Relations Manual,
city letter carriers in grades CC-01 and CC-02 are considered
as being in the same grade. This agreement applies solely
to determining whether employees are eligible for mutual
exchanges.
* * *
193
BETWEEN THE
AND THE
AFL-CIO
Re: Involuntary Reassignment Without Regard to Level
The following modification to Article 12 of the National
Agreement will apply as it relates to the involuntary reassign-
ment of city letter carriers who are excessed into a city letter
carrier duty assignment in a different installation:
A. City letter carriers will be involuntarily reassigned by juniority
and status (full-time, part-time regular, or part-time flexible) with-
out regard to pay grade. City letter carriers who are involuntarily
reassigned to an assignment in a lower pay grade will be provided
Saved Grade pursuant to Employee and Labor Relations Manual,
Section 421.53.
B. The involuntarily reassigned or senior in lieu of volunteer
city letter carrier will be placed into a withheld city letter car-
rier residual vacancy in the gaining installation at the same,
lower, or higher pay level.
C. Upon being involuntarily reassigned, an impacted city let-
ter carrier will receive retreat rights, by seniority, to a vacant
position in the same pay grade as that formerly held in the
original installation. Retreat rights are terminated when an
offer to retreat is made, regardless of whether the excessed city
letter carrier accepts or rejects the offer. However, if an oppor-
tunity to retreat to a different pay grade in the original instal-
lation occurs first, it will be offered to impacted employees by
seniority without regard to pay grade. An offer to retreat to a
different pay grade will be made only once to each excessed
city letter carrier per excessing event. Failure to accept an
offer to a different pay grade does not exhaust a city letter car-
rier’s retreat rights to his/her original pay grade.
D. Saved Grade provided under this agreement will be discon-
tinued for city letter carriers who fail to accept a retreat opportu-
nity back to a Grade Q-2 vacancy in his/her original installation.
194
E. Withheld residual duty assignments that would be part of
an Article 41.3.O posting if the positions were occupied, will
be made available for selection during the 41.3.O bidding pro-
cess, unless such withheld residual assignment(s) has already
been selected by or assigned to an employee subject to invol-
untary or a senior in lieu of a junior reassignment pursuant to
Article 12.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Involuntary Reassignment-Preference Eligible
The following procedure will apply for the involuntary reas-
signment of Grade Q-2 veteran preference eligible city letter
carriers who are excess to the needs of an installation and reas-
signed into duty assignments in the letter carrier craft:
A. Identify the number of preference eligible Grade Q-2 city
letter carriers who are identified as excess to the needs of an
installation.
B. Identify the available withheld Grade Q-2 duty assignments
within the withholding radius of the losing installation.
C. Offer and assign available residual withheld duty assign-
ments to city letter carriers identified as excess, without regard
to level of assignments or non-preference/preference eligible
status of the employee(s) pursuant to the Memorandum of
Understanding Re: Involuntary Reassignment Without Regard
to Level.
D. If a preference eligible Grade Q-2 city letter carrier
declines to select an available Grade Q-2 duty assignment that
remains unselected, he/she will be assigned to that position.
If there is more than one available Grade Q-2 assignment, the
195
employee will be assigned to the position closest to his/her
original installation.
E. An impacted preference eligible city letter carrier may elect
reassignment to an available withheld Grade Q-1 duty assign-
ment. In such case the employee will receive Saved Grade
pursuant to Employee and Labor Relations Manual, Section
421.53. To make a selection to a lower level duty assignment,
the preference eligible city letter carrier must expressly waive
his/her rights to appeal such reassignment through the griev-
ance arbitration process, the Merit Systems Protection Board,
and the Equal Employment Opportunity Commission.
F. When reassignment of an excess Grade Q-2 preference eli-
gible employee through the above provisions is not possible, the
most junior non-veteran preference eligible Grade Q-2 city letter
carrier in an installation within the withholding radius that has an
available residual Grade Q-1 duty assignment will be reassigned
to the residual Grade Q-1 vacancy. Such reassigned city letter
carrier will receive Saved Grade pursuant to Employee and Labor
Relations Manual, Section 421.53. The veteran preference eligible
city letter carrier will then be assigned to the resulting vacant Q-2
assignment in that installation.
G. If reassignment cannot be accomplished through items
A-F of this memorandum, the affected preference eligible city
letter carrier will be assigned to the closest available withheld
residual Grade Q-2 (or equivalent) vacancy from the losing
installation.
H. When a non-veteran preference Q-2 city letter carrier is
reassigned pursuant to item F of this agreement the National
Business Agent will be notified prior to such reassignment.
* * *
196
BETWEEN THE
AND THE
AFL-CIO
Re: City Carrier Assistant Return from Non-Bargaining
Unit Position
A CCA who leaves the bargaining unit for a non-bargaining
unit position and returns to the city letter carrier craft loses any
relative standing earned as a CCA. The employee must return
as a CCA, unless he/she will return with the highest relative
standing in the installation and there is a full-time vacancy
in the installation. In these instances, the employee may be
returned to the craft as a career employee.
Any exceptions to the above require mutual agreement of the
national parties.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 12 Work Group
The parties will establish an Article 12 work group at the
national level to discuss and attempt to resolve issues concern-
ing vacant residual positions, the continued need to withhold
positions, and the process for recording residual vacancies in
the Postal Service systems. The joint work group will meet
within 30 days of the date of this agreement and will function
through the term of the 2019 National Agreement.
* * *
197
BETWEEN THE
AFL-CIO
Re: Joint Safety and Accident Control Teams
The United States Postal Service and the National Association of
Letter Carriers agree that it is in the best interest of both parties
to have an effective health and safety program. Therefore, it is
hereby agreed that representatives of the parties will meet at the
national level for the purpose of developing an agenda to ensure
the effectiveness of the Headquarters Joint Labor-Management
Safety Committee.
The Committee may establish Joint Safety and Accident Control
Teams whose aim is to reduce accidents and injuries and pro-
mote improved safety performance. The Joint Safety and
Accident Control Teams will consider establishing where appro-
priate, local accident prevention guidelines and procedures for:
1) reporting and abating hazardous conditions and prac-
tices,
2) expediting resolution of local safety and health issues,
and
3) promoting safety awareness and investigating safety
and health complaints.
The Joint Safety and Accident Control Teams will develop
periodic progress reports to the Headquarters Joint Labor-
Management Safety Committee and will make recommenda-
tions regarding the program structure where necessary. The
Headquarters Joint Labor-Management Safety Committee
will monitor the efforts of the local programs with the aim of
expanding the Joint Safety and Accident Control Teams if the
program is deemed successful by the parties.
It is further understood that nothing in this Memorandum of
Understanding is intended to infringe on management or union
rights as found in the National Agreement.
* * *
198
BETWEEN THE
AND THE
AFL-CIO
Re: District Safety Committees Pilot Program
The United States Postal Service and the National Association
of Letter Carriers, AFL-CIO, agree that it is in their mutual
interest to have an effective health and safety program. To that
end, the parties agree to further test district safety committees
in each area during the term of the 2019 National Agreement.
Under the test program, district safety committees will be
phased in incrementally and will consist of two members
from each party; with management members selected by the
District Manager or designee and union members selected by
the National Business Agent or designee. District safety com-
mittees will meet quarterly and are responsible for assisting
in implementing district-wide safety initiatives, facilitating
communication between area and local safety committees,
and assisting local committees as determined by the District
Manager and NBA. Area Safety Committees are responsible
for assisting and monitoring district committees within their
jurisdiction during the test period.
The USPS/NALC National Safety Committee will cre-
ate guidelines for district committees. The National Safety
Committee will also establish a methodology for assessing
the effectiveness of district safety committees during the test
period, and will provide quarterly evaluation reports and rec-
ommendations to the NALC President and the Postal Service
Vice President, Labor Relations.
It is understood that nothing in this Memorandum of
Understanding is intended to add or detract from management
or union rights as found in the National Agreement.
This memorandum expires with the 2019 National Agreement.
* * *
199
BETWEEN THE
AND THE
AFL-CIO
Re: Smoking in Postal Vehicles
of Letter Carriers, AFL-CIO are committed to the safety,
health, and well-being of all employees. Accordingly, the
parties mutually agree that, effective with the signing of this
memorandum, smoking will not be permitted in postal-owned
vehicles acquired or distributed after September 1, 2014. For
purposes of this memorandum, the definition of smoking
found in the Employee and Labor Relations Manual, Section
880 Smoking, applies.
This agreement is without prejudice to the Postal Service’s
right to make changes to policy, including under Article 19,
and the union’s ability to challenge the same.
* * *
BETWEEN THE
Re: Interest on Back Pay
Where an arbitration award specifies that an employee is enti-
tled to back pay in a case involving disciplinary suspension or
removal, the Employer shall pay interest on such back pay at
the Federal Judgment Rate. This shall apply to cases heard in
arbitration after the effective date of the 1990 Agreement.
(The preceding Memorandum of Understanding, Interest on
Back Pay, applies to NALC City Carrier Assistant Employees.)
* * *
200
BETWEEN THE
AND THE
AFL-CIO
Re: Article 15 - ELM 436 - Back Pay
The following applies solely to back pay claims covered by
Section 436 of the Employee and Labor Relations Manual (ELM):
A pay adjustment required by a grievance settlement or arbi-
tration decision will be completed promptly upon receipt of
the documentation required by ELM part 436.4 Documents in
Support of Claim. An employee not paid within sixty (60) days
of submission of the required documentation will receive an
advance, if requested by the employee, equivalent to seventy
(70) percent of the approved adjustment. If a disagreement
exists over the amount due, the advance will be set at seventy
(70) percent of the sum not in dispute.
(The preceding Memorandum of Understanding, Article 15
- ELM 436 - Back Pay, applies to NALC City Carrier Assistant
Employees.)
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 15 - Dispute Resolution Process
The NALC National Business Agents, Area Managers, Labor
Relations and District Managers are responsible for ensuring
that the Dispute Resolution Process is effective in all ways,
including the timeliness of grievance handling at all steps of the
process. All parties are expected to monitor the functioning of
the Dispute Resolution Process and, generally, to assume a pro-
active role regarding the labor/management relationship. In the
201
event the National Business Agent and District Manager or Area
Manager, Labor Relations are unable to resolve any differences,
the issue will be referred to the national parties for resolution,
an event which is expected to be an infrequent occurrence. To
facilitate this oversight responsibility, Step B Teams should
send a copy of each decision to the respective National Business
Agent and Area Manager, Labor Relations.
Additionally, in any district where there are more cases pending
arbitration than can be arbitrated in a timely manner using the
existing arbitration scheduling process, the appropriate Area
Manager, Labor Relations and National Business Agent are
responsible for ensuring an ongoing review of the backlogged
cases in an effort to settle cases, select representative cases,
reduce the backlog, and provide direction to the local parties.
The primary role of the Step B Dispute Resolution Team is to
address grievances presented to them in a timely manner, and to
communicate the basis for the decision to the parties at Formal
Step A, using a format agreed upon at the national level.
With the joint concurrence of the District Manager or Area
Manager, Labor Relations and the National Business Agent, the
Teams may be called upon to provide training and other assis-
tance to the local parties. The national parties encourage the
use of the Step B Dispute Resolution Teams to provide contract
training throughout the district, especially when grievance activ-
ity suggests a lack of understanding of contract application or
local responsibilities to address disputes in a timely manner. As
noted above, however, the primary role of the Step B Dispute
Resolution Team is to process and resolve disputes in a timely
manner. No other secondary activities should be undertaken if
the timely processing of grievances is negatively impacted.
The Step B Dispute Resolution Team (and back-up team) will
be made up of one management representative and one union
representative. Although the Postal Service and the NALC will
each determine their own method of selection for Step B rep-
resentatives, it is anticipated that the National Business Agents
and District Managers or Area Managers, Labor Relations will
discuss their separate recommendations for appointment to the
202
Step B Dispute Resolution Teams prior to submitting recom-
mendations.
Back-up Step B representatives will be designated for each Step
B Dispute Resolution Team to provide coverage for vacations
or other lengthy absences or, when warranted by the workload,
to ensure timely grievance processing. Back-up teams also may
be effectively utilized to provide training or such other assis-
tance as may be agreed upon by the District Manager or Area
Manager, Labor Relations and the National Business Agent.
The Step B Dispute Resolution Team is responsible to track
and monitor its Step B workload. When the Step B Dispute
Resolution Team believes its current workload exceeds its abil-
ity to render Step B decisions in a timely manner (within four-
teen days of receipt of the Step B appeal), the Step B Dispute
Resolution Team will contact the Area Manager, Labor Relations
and the National Business Agent jointly.
The National Business Agent and the Area Manager, Labor
Relations will determine jointly whether there is a need to
activate back-up Step B representatives to address a backlog.
If back-up activation is necessary the Area Manager, Labor
Relations and the National Business Agent will determine the
most efficient and effective way to ensure timely Step B pro-
cessing. They will either:
1. Activate the back-up Step B Dispute Resolution Team
without undue delay, normally within 48 hours, sub-
ject to availability. The back-up team will remain acti-
vated until the backlog is eliminated. For this purpose,
“availability” means certified, employed by the Postal
Service and fit for duty consistent with the provisions
of this memorandum.
2. Send Step B appeals to another primary Step B
Dispute Resolution Team under the jurisdiction of
the Area Manager, Labor Relations and the National
Business Agent if they determine that this Step B
Dispute Resolution Team can handle the workload
without causing the team’s regular work to become
untimely. If the National Business Agent and the Area
Manager, Labor Relations do not agree that another
203
primary Step B Dispute Resolution Team under their
jurisdiction can handle the additional work without
becoming untimely, the back-up team will be activated
as provided above.
In the event the National Business Agent and the Area Manager,
Labor Relations determine neither the back-up team nor another
primary Step B Dispute Resolution Team under their jurisdic-
tion is available for this additional work based on the above,
the Area Manager, Labor Relations and the National Business
Agent will activate another back-up Step B Dispute Resolution
Team under their jurisdiction until the backlog is cleared.
If the National Business Agent and the Area Manager, Labor
Relations are unable to identify a primary or backup Step B
Dispute Resolution Team for this work, they will promptly con-
tact and fully inform their respective parties at the headquarters
level.
In the interest of providing stability and developing expertise, the
parties expect that Step B representatives will serve for no less
than 2 years, absent special circumstances including, but not lim-
ited to, retirement, promotion, relocation, and decertification.
Replacement or removal of any Step B representative from Step
B duties prior to fulfillment of this expectation will be discussed
in advance by the parties at the headquarters level.
Step B representatives will undergo a joint comprehensive train-
ing and certification program. Training and certification of Step
B representatives (including back-up Step B representatives) is
required before Step B representatives may assume their duties.
The national parties are jointly responsible for both the content and
the delivery of the training and will meet at least once each calen-
dar year to discuss training needs and schedule training sessions,
if needed. The NALC and the Postal Service reserve the right to
certify their respective nominees to serve as Step B representatives.
Step B Dispute Resolution Teams are responsible for issuing
decisions that are fair and consistent with the contract and the
Joint Contract Administration Manual (JCAM), and written in
a manner that is both educational and informative. The national
parties encourage the Step B Dispute Resolution Teams to joint-
204
ly respond to questions concerning the proper interpretation or
application of their decisions.
Step B teams are not responsible for building the grievance file. It
is the responsibility of the parties at Step A to exchange documen-
tary evidence and place copies in the file. However, a file lacking
proper documentation should be remanded to the local level, or
the Step B Dispute Resolution Team should jointly call the local
parties with a request for the submission of specific information
within a specific timeframe, whichever is more effective. The pri-
mary responsibility of the Step B team is making timely decisions
on the merits of disputes.
Step B representatives will not be involved in arbitrations or other
hearings involving letter carriers except as jointly approved by the
Area Manager, Labor Relations and National Business Agent.
Step B representatives may not be subjected to instruction or
coercion while carrying out their duties.
Unless alternate arrangements are mutually agreed upon at the
national level, the Step B Dispute Resolution Teams will work
at the District office. When considering the use of an alter-
nate location, the District Manager or Area Manager, Labor
Relations and the National Business Agent are required to
submit a proposal to the parties’ national representatives
at the Headquarters Level. If the designated national repre-
sentatives jointly approve the use of an alternate location, any
additional expenses will be shared equally by the local parties.
Any Step B office that is in a location other than the District
office is subject to a review process by the parties at the
national level. As part of the review process, the designat-
ed national representatives at the Headquarters level will
determine, by mutual agreement, whether to maintain the
Step B Team office as located or move/return to the District
office. If the national parties cannot agree, the office will
remain in its current location. The Step B Dispute Resolution
Teams should be provided suitable office space, clerical support
as typically provided in that office, and suitable equipment (e.g.
speakerphone, computers, access to a copy machine) needed by
the team to perform its responsibilities.
205
Concerns about the performance of a Step B representative may
be forwarded to the national level by either the Area Manager,
Labor Relations or the National Business Agent. When this
occurs, the Vice President, Labor Relations, and the National
President, NALC, or their designees, will review relevant
evidence and determine jointly whether the subject of the com-
plaint should be decertified from Step B responsibilities. In the
event the parties are unable to agree on the issue of decertifi-
cation, the matter will be submitted to mediation. If a Step B
representative’s original duty assignment becomes a holddown
assignment, the NALC will not seek the conversion of a PTF
employee to full time as a consequence of a PTF serving in that
assignment and meeting the maximization criteria of Article
7.3.C or the Memorandum on Maximization.
Removal actions, subject to the thirty (30) day notification peri-
od in Article 16.5 of the National Agreement, will be deferred
until after the Step B decision has been rendered, or fourteen
(14) days after the appeal is received at Step B, whichever
comes first, except for those removals involving allegations of
crime, violence, or intoxication or cases where retaining the
employee on duty may result in damage to postal property, loss
of mails, or funds, or where the employee may be injurious to
self or others, pursuant to Article 16.6 and 16.7.
The national parties will update the current JCAM no less than
once during the term of the National Agreement.
* * *
BETWEEN THE
AND THE
UNION, AFL-CIO
Re: Article 15 - Dispute Resolution Procedure Task Force
The parties mutually recognize that maintaining an efficient
and effective Dispute Resolution Procedure (DRP) is depen-
206
dent on consistently productive Step B Teams and contract
compliance at all levels of both parties. In keeping with that
concept, the parties agree to establish a DRP Task Force for
the purpose of improving the effectiveness of Step B Teams.
The Task Force will be comprised of up to three members
from the union and up to three members from the Postal
Service and will report to the NALC President and USPS Vice
President, Labor Relations. The principal purpose of the Task
Force will be to monitor implementation of the procedures
outlined below and to evaluate and recommend other methods
for evaluating and improving Step B performance.
The parties agree the following factors will be used to evaluate
the effectiveness of individual Step B Teams:
• Increase in grievance activity
• Grievance processing delays
• Reoccurring grievances
• Incomplete grievance files from Formal Step A
• Consistent impasses on the same issue
• Step B resolution rate below 80%
• Step B decisions that are consistently not educational
• Step B impasses that are unnecessarily lengthy
The Area Manager, Labor Relations (AMLR) and National
Business Agent (NBA), or their designees, are responsible for
using the above factors to review performance of their respec-
tive Step B Teams. When a Step B Team is consistently experi-
encing one or more of the above factors, the AMLR and NBA,
or their designees, will jointly review the circumstances and
determine any action(s) necessary to address the situation(s).
This memorandum is effective during the term of the 2019
National Agreement.
* * *
207
BETWEEN THE
AND THE
UNION, AFL-CIO
Re: Arbitration Task Force
The parties have a shared interest in reducing the cost and
improving the efficiency of the arbitration process. To that end,
a national level Task Force will be established for the purpose
of evaluating the current arbitration process and developing
improvements and cost reduction measures.
The Task Force will consist of three members appointed by the
NALC and three members appointed by the Postal Service. The
Task Force will consider various aspects of arbitration schedul-
ing and procedure including but not limited to:
• district and/or expedited arbitration panels
• procedures used to hire, educate and compensate arbitrators
• communications with arbitrators, including post-hearing briefs
• ensuring that accepted hearing dates are fully utilized
• avoiding settlements/withdrawal less than five days before
the scheduled hearing date
• eliminating hearings for cases where there is no material
issue in dispute
• centralized arbitration scheduling
The Task Force will provide status reports that include recom-
mendations to the NALC President and the Vice President, Labor
Relations, or their designees on a quarterly basis. The Task Force
is prohibited from implementing any test or issuing instruc-
tions related to its mission without the agreement of the NALC
President and the Vice President of Labor Relations.
The Task Force will function during the term of the 2019
National Agreement.
208
* * *
BETWEEN THE
Re: Processing of Post-Removal Grievances
The parties agree that the processing and/or arbitration of a
nondisciplinary grievance is not barred by the final disposition
of the removal of the grievant, if that nondisciplinary griev-
ance is not related to the removal action.
(The preceding Memorandum of Understanding, Processing
of Post-Removal Grievances, applies to City Carrier Assistant
Employees.)
* * *
BETWEEN THE
AND THE
JOINT BARGAINING COMMITTEE
(American Postal Workers Union, AFL-CIO
Re: Processing of Grievances
It is agreed by the United States Postal Service, the National
Association of Letters, AFL-CIO; and the American Postal
Workers Union, AFL-CIO, that the processing and/or arbi-
tration of a grievance is not barred by the separation of the
grievant, whether such separation is by resignation, retirement,
or death.
(The preceding Memorandum of Understanding,
Processing of Grievances, applies to City Carrier Assistant
Employees.)
* * *
209
BETWEEN THE
AND THE
AFL-CIO
Re: Dispute Resolution Process Testing
A national Task Force will be established for the purpose of
jointly exploring methods to improve the dispute resolution
process.
The Task Force will consist of three members appointed
by the NALC and three members appointed by the Postal
Service. The Task Force will consider improvements and, as
appropriate, conduct testing on various aspects of the Dispute
Resolution Process.
The Task Force will provide status reports that include rec-
ommendations to the NALC President and the Vice President,
Labor Relations, or their designees on a quarterly basis. The
Task Force is prohibited from implementing any test or issuing
instructions related to its mission without the agreement of the
NALC President and the Vice President of Labor Relations.
The Task Force will function for the term of the 2019 National
Agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Expedited Arbitration
The expedited arbitration system will be utilized for the fol-
lowing issues:
• Article 2 - Non-Discrimination and Civil Rights
210
• Article 8 - Posting, sign-up, 8.5.D rotation, 8.5G 12/60
hour limitation issues
• Requests for medical certification
• Restricted sick leave
• Individual requests for annual leave, sick leave, advance
sick leave, leave without pay, court leave, bereavement
leave, and administrative leave for donating blood or vot-
ing
• Individual holiday scheduling issues
• Article 14 - Safety and Health
• Article 16 - Disciplinary grievances for issues of fourteen
(14) day suspensions or less
• Article 17 - Representation, Section 17.3, 17.4, and
17.5
• Article 22 - bulletin boards
• Article 23 - union officials entering postal installations
• Article 25 - higher level assignments
• Articles 26.2 and 26.3 – uniforms – annual allowance
issues
• Article 27 - Employee claims
• Article 28 - Employer claims of less than $5,000 dollars
• Article 29 - Limitation on Revocation of Driving
Privileges
• Article 30 - Local Implementation, Section D
Violations of Existing LMOU Provisions
• Article 31 - Union-Management Cooperation
• MOU Re: Debts of Retired Employees
• Hold-down assignments
• Article 41.1.A.1 – posting vacant duty assignment(s)
• Article 41.1.A.2 – four month rule
• Article 41 – Sections 3.A, B, C, E, G, H, I, K, N
• Special route inspection not conducted within four weeks
of request
211
The parties at the National level will continue to attempt to iden-
tify and agree upon additional issues to be heard in expedited
arbitration.
This does not change either party’s right to refer an expedited
case to regular arbitration in accordance with the provisions of
Article 15, Section 4.C.2, of the National Agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Arbitration Scheduling Procedures – (LMOU)
The parties agree to the following concerning the scheduling
of Local Memorandum of Understanding (LMOU) impasse
arbitration cases during the term of this agreement.
1. LMOU impasses from each installation will be heard
by the same arbitrator.
2. It is expected that multiple impassed items from an
LMOU will be heard on each arbitration date.
This agreement expires with the 2019 collective bargaining
agreement.
* * *
LETTER OF INTENT
BETWEEN THE
AND THE
AFL-CIO
Re: Representation – Acting as Steward
With the revision to Article 17, Section 2.B, the following

changes to the explanation of Article 17, Section 2.B will be
incorporated in to the Joint Contract Administration Manual.
212
JCAM pages 17-2 and 17-3
Acting as Steward. Article 17.2 establishes four alternate ways

individuals may be certified as stewards as circumstances war-
rant.
• Article 17.2.B The union may, on an exception basis,

designate in writing one union representative actively
employed at that installation to act as a steward to
investigate, present and adjust a specific grievance or
to investigate a specific issue to determine whether to
file a grievance. The designation must be in writing at
the installation level and applies to the specific griev-
ance or specific issue only; the designation does not
carry over. The individual designated will act in lieu
of a steward designated under the formula in Section
2.A and is paid in accordance with Section 4. For the
purposes of this section, full-time union officials are
considered to be “actively employed” (Prearbitration
Settlement, H94N-4H-C 96084996, October 2, 1997,
M-01267).
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 17.7.D Payroll Deductions/Allotments
No later than January 4, 2008, the Postal Service will increase
the maximum allotments in the existing program by providing
one additional allotment for the use of NALC bargaining unit
employees.
* * *
213
BETWEEN THE
AND THE
AFL-CIO
Re: Article 19
1. When the Postal Service provides the Union with pro-
posed changes in handbooks, manuals, or published
regulations pursuant to Article 19 of the National
Agreement, the Postal Service will furnish a final
draft copy of the revisions and a document that iden-
tifies the changes being made from the existing hand-
book, manual, or published regulation. When the
handbook, manual, or published regulation is avail-
able in electronic form, the Postal Service will pro-
vide, in addition to a hard copy, an electronic version
of the final draft copy clearly indicating the chang-
es and another unmarked final draft copy of the
changed provision with the changes incorporated.
2. The document that identifies the changes will
indicate language that has been added, deleted, or
moved, and the new location of language moved.
Normally, the changes will be identified by striking
through deleted language, underlining new language,
and placing brackets around language that is moved,
with the new location indicated. If another method of
identifying the changes is used, the method will be
clearly explained, and must include a means to iden-
tify which language is added, deleted, and moved, as
well as the new location of any language moved.
3. When notified of a change(s) to handbooks, manuals,
and published regulations, pursuant to Article 19 of
the National Agreement, the Union will be notified of
the purpose and anticipated impact of the change(s)
on city letter carrier bargaining unit employees.
214
4. At the request of the Union, the parties will meet to
discuss the change(s). If the Union requests a meet-
ing on the change(s), the Union will provide the
Postal Service with notice identifying the specific
change(s) the Union wants to discuss.
5. Within sixty (60) days of the Union’s receipt of the
notice of proposed change(s), the Union will notify the
Postal Service in writing of any change(s) it believes is
directly related to wages, hours, or working conditions
and not fair, reasonable or equitable and/or in conflict
with the National Agreement. The Union may request
a meeting on the change(s) at issue.
6. The Postal Service will provide the Union with a
written response addressing each issue raised by the
Union, pursuant to paragraph 5, within thirty (30)
days of receipt, provided the Union identifies the
issue(s) within sixty (60) days of the Union’s receipt
of the notice of proposed change(s).
7. If the Union, after receipt of the Postal Service’s
written response, believes the proposed change(s)
violates the National Agreement, it may submit the
issue to arbitration within sixty (60) days of receipt
of the notice of proposed change or thirty (30) days
after the Union receives the Postal Service’s written
response, whichever is later. If the Postal Service
fails to provide a response to the Union pursuant
to paragraph 6, the Union may submit the issue(s)
to arbitration provided it does so within thirty (30)
days after the Postal Service’s response was due.
The Union’s appeal shall specify the change(s) it
believes is not fair, reasonable or equitable and/or
in conflict with the National Agreement, and shall
state the basis for the appeal.
8. If modifications are made to the final draft copy
as a result of meetings with employee organiza-
tions, the Postal Service will provide NALC with
a revised final draft copy clearly indicating only
the change(s) which is different from the final draft
copy.
215
9. When the changes discussed in paragraph 8 are incor-
porated into the final version of a handbook, manual,
publication, or published regulation, and there is not
an additional change(s) which would require notice
under Article 19, the Union will be provided a cour-
tesy copy. In such case, a new Article 19 notice period
is not necessary.
10. Lastly, in any case in which the Postal Service has
affirmatively represented that there is no change(s)
that directly relates to wages, hours, or working
conditions pursuant to Article 19 of the National
Agreement, time limits for an Article 19 appeal will
not be used by the Postal Service as a procedural
argument if the Union determines afterwards that
there has been a change to wages, hours, or working
conditions.
Nothing contained in this memorandum modifies the Postal
Service’s right to publish a change(s) in a handbook, manual
or published regulation, sixty (60) days after notification to the
Union.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: City Carrier Uniform Task Force
The parties recognize the importance of providing eligible
City Carriers with uniforms in a timely manner. The parties
are committed to improving the efficiency and accessibility
of the uniform program and to improving the overall qual-
ity of available uniform items in a cost-effective manner.
To that end, the parties will establish a national level Task
Force for the purpose of evaluating the processes by which
216
City Carriers are issued uniforms. Specifically, the Task
Force will explore modified or alternative methods for City
Carriers to obtain authorized uniform items, including eval-
uating ways that technology can be integrated into these
processes. The Task Force will also explore ways to incor-
porate improved materials and uniform designs into the
uniform program while continuing to supply City Carriers
with sufficient uniform items.
The Task Force will consist of up to three members appoint-
ed by the NALC and up to three members appointed by the
Postal Service.
The Task Force will begin meeting within thirty days of rati-
fication of the 2019 collective bargaining agreement and will
provide status reports that include recommendations to the
NALC President and the Vice President, Labor Relations, or
their designees on a quarterly basis.
This Task Force will function during the term of the 2019 col-
lective bargaining agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Debts of Retired Employees
If a retiree receives an invoice or notice of debt determination
from the Postal Service after his/her separation date, the retiree
may initiate a grievance though the local branch of his/her for-
mer employing office. Such dispute must be initiated directly
to Step B. The grievance must be received at Step B within
thirty days from the date the retiree first learned, or may rea-
sonably have been expected to have learned, of the Postal
Service’s intent to collect the debt.
217
Upon receipt of a dispute initiated under this memorandum, the
Step B team will obtain any necessary records relevant to the
debt from the relevant office (i.e. Eagan Accounting Services
or the former employee’s installation). Once the records are
obtained, the Step B team will give priority consideration to dis-
cuss and issue a decision on the case. Step B impasses appealed
to arbitration will be processed pursuant to Article 15.4.C of the
National Agreement. If a retiree also files an appeal under the
Debt Collection Act, the grievance shall be closed.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Reinstatement of Driving Privileges
It is hereby agreed by the United States Postal Service and the
National Association of Letter Carriers, AFL-CIO, that:
1. The safety and health of employees is of significant con-
cern to the parties. Accordingly, the parties further agree
that the following is not intended to provide driving priv-
ileges to an employee when such privilege would place
the safety of the public or the employee at risk.
2. The mere fact that an employee was involved in a vehicle
accident is not sufficient to warrant automatic suspension
or revocation of driving privileges or the automatic appli-
cation of discipline.
3. When an employee’s driving privilege is temporarily sus-
pended as a result of a vehicle accident, a full review of the
accident will be made as soon as possible, but not later than
fourteen (14) days, and the employee’s driving privileges
must either be reinstated, suspended for a specified period of
time not to exceed sixty (60) days, or revoked as warranted.
If the decision is to suspend or revoke the employee’s driving
privileges, the employee will be provided, in writing, the rea-
son(s) for such action.
218
4. If an employee requests that revoked or suspended driv-
ing privileges be reinstated, Management will review the
request and make a decision as soon as possible but not
later than 45 days from the date of the employee’s request.
If the decision is to deny the request, the employee will be
provided with a written decision stating the reasons for the
decision.
The Management review must give careful consideration to:
— the nature, severity and recency of the incident(s)
which led to the revocation or suspension;
— any driver’s training or retraining courses completed
from private schools, state sponsored courses, or Postal
Service training programs, especially when directly rel-
evant to the incident(s) that led to the revocation;
— successful participation in an EAP program, when rel-
evant to the reasons for revocation;
— the employee’s state driving record consistent with the
criteria for initial certification of driving privileges as stated
in the applicable Handbook. The Employer may waive
these criteria if warranted in light of the other factors listed
above.
5. This Memorandum of Understanding is not intend-
ed to define the conditions or circumstances for which
an employee’s driving privileges may be suspended or
revoked.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Local Implementation
It is hereby agreed by the United States Postal Service and the
National Association of Letter Carriers, AFL-CIO that the fol-
219
lowing procedures will apply to the implementation of Article
30 during the 2019 local implementation period.
1. 2019 local implementation will commence on April
29, 2021 and terminate on May 28, 2021.
2. In the event that any issue(s) remain in dispute at the end
of the thirty (30) day local implementation period, each
party shall identify such issue(s) in writing. Initialed cop-
ies of this written statement and copies of all proposals and
counter-proposals pertinent to the issue(s) in dispute will be
furnished by the appropriate local party to the appropriate
management official at the Labor Relations Service Center
with copies to the Postmaster and the Union’s Regional
Representative within fifteen (15) days of the expiration of
the local implementation period. Inclusion of any matter in
the written statement does not necessarily reflect the agree-
ment of either of the parties that such matter is properly
subject to local implementation.
3. The Representative of the Employer and the Union’s
Regional Representative shall attempt to resolve the
matters in dispute within seventy-five (75) days after
the expiration of the local implementation period. The
Representatives of both the Union and the Employer will
have full authority to resolve all issues still in dispute.
4. If the parties identified above are unable to reach agree-
ment by the end of the seventy-five (75) day period
provided for above, the issue(s) may be appealed to final
and binding arbitration by the National Union President
or the Vice President, Labor Relations within twenty-one
(21) days of the end of the seventy-five (75) day period.
5. Where there is no agreement and the matter is not
referred to the Labor Relations Service Center or to
arbitration, the provision(s), if any, of the former Local
Memorandum of Understanding (LMOU) shall apply.
6. LMOU items existing prior to the 2016 local implemen-
tation period may not be challenged as inconsistent or
in conflict, unless already subject to a pending arbitra-
tion appeal. The parties may challenge an LMOU item
220
added or modified during a National Agreement’s local
implementation period as inconsistent or in conflict only
during the period of local implementation of the succes-
sor National Agreement.
7. The national parties will establish an impasse arbitration
panel in each area for all management and union impasse
items appealed to final and binding arbitration pursuant to
paragraph 4 above. A sufficient number of arbitrators will
be selected so that all such appeals will be scheduled and
heard within 120 days of receipt of the appeal to arbitration.
In those areas where the impasse backlog will not allow the
parties to meet these time limits, it is understood that steps
will be taken to process them as expeditiously as possible.
Impasse appeals addressing whether an item is inconsistent
or in conflict will be scheduled prior to unreasonable bur-
den cases.
This Memorandum of Understanding expires at 12 midnight
May 20, 2023.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Bargaining Information
Pursuant to the provisions of Article 31 of the National Agreement
between the United States Postal Service and the National
Association of Letter Carriers, AFL-CIO, the Employer shall, on a
bi-weekly basis, provide the Union with the following information on
those in the city letter carrier bargaining unit by encrypted/password
protected Electronic File Exchange. If Electronic File Exchange is
unavailable, the information will be provided by disc.
221
1. SSN 19. Health Benefit Plan
2. Last Name 20. Designation Activity
3. First Name (Full) 21. Enter on Duty Date
4. Middle Initial 22. Retire on Date
5. Address 23. Layoff
6. City 24. Occupation Code
7. State 25. Pay Location
8. ZIP Code 26. Next Step Date
9. Post Office Name 27. Retiree FICA Code
10. PO State 28. Gender
11. PO ZIP 29. Veteran Preference Code
12. PO Finance Number 30. Date of Birth
13. PO CAG 31. Life Insurance Code
14. Rate Schedule 32. Handicap Code
15. Nature of Action 33. TSP (Thrift Savings
Plan) Status Code
16. Effective Date 34. TSP Deduction Amount
17. Pay Grade 35. TSP Deduction
Percentage Amount
18. Pay Step 36. USPS EIN (Employee
Identification Code)
The Postal Service will provide the Union with the informa-
tion above without charge.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Customer Connect Program
The National Association of Letter Carriers, AFL-CIO and
United States Postal Service mutually recognize that revenue
growth through the increased use of Postal Service products and
services is vital to the current and future success of the Postal
Service. To that end, the parties jointly developed the Customer
Connect Program in which city letter carriers use their access
222
and special relationships with customers to encourage increased
use of Postal Service products and services.
The parties reemphasize their joint commitment to the growth
and long-term success of the Customer Connect Program and
pledge to continue to work jointly at all levels of our organiza-
tions to enhance this important effort.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 32 Committee
The Joint Committee established pursuant to Article 32.2 shall
be tasked with reviewing existing policies and practices concern-
ing the contracting out of mail delivery. The Committee shall
seek to develop a meaningful evolutionary approach to the issue
of subcontracting, taking into account the legitimate interests of
the parties and relevant public policy considerations.
The Committee shall have reasonable access to all relevant data
maintained by the Postal Service, and may seek and obtain data
and information from other relevant sources.
Pending final resolution of the work of the Committee, all
grievances pertaining to subcontracting which are pending at the
national level shall be held in abeyance.
If the work of the Committee does not result in a mutually
agreeable approach to subcontracting, the Union may submit
any of its pending national level grievances pertaining to sub-
contracting to rights arbitration in accordance with the existing
provisions of the National Agreement.
* * *
223
BETWEEN THE
AND THE
AFL-CIO
Re: Subcontracting
The substantial changes in work force structure and compen-
sation reflected in the 2006 National Agreement have been
negotiated by the parties in the spirit of a long-term partnership.
Consistent with this basic understanding, the parties have agreed
to some restrictions on the subcontracting of letter carrier work.
Effective upon ratification of the 2006 National Agreement, there
will be a modification to the subcontracting of city deliveries. This
modification includes restrictions on contracting out the following:
— City delivery work at the 3,071 city delivery offices
(offices with only city delivery), including new growth
and in-growth within those offices
— Any existing city delivery in offices other than those
referenced above
— Any assignments awarded as city delivery by settle-
ment or arbitration of any pending or future grievance
The above restrictions shall be in effect for the duration of the
2019 National Agreement, unless extended by mutual agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Subcontracting MOU Issues
The parties recognize that, in light of continuing changes in
technology and the competitive environment in which the Postal
224
Service operates, the Employer cannot commit itself to the main-
tenance of the MOU on subcontracting on an indefinite basis,
and reciprocally, the Union may seek additional restrictions on
subcontracting. Accordingly, while the parties’ practice has been
to keep in place the terms and conditions of the expired contract
until a successor agreement is reached voluntarily or by interest
arbitration, the Postal Service reserves its rights with regard
to not continuing the MOU upon expiration of the National
Agreement. Likewise, the NALC reserves its rights with regard
to such issue. Further, in the event that the parties do not achieve
an agreement for modification or extension of the next collective
bargaining agreement, and the continuation of the MOU on sub-
contracting is an issue to be resolved in interest arbitration, there
shall be no presumption that those restrictions are to be carried
forward based upon the fact that the provisions of the MOU on
subcontracting have been in effect.
The subcontracting modifications provided in the MOU on sub-
contracting are without prejudice to the positions of the parties
with respect to any interpretive issue. Accordingly, the MOU
shall not be admissible in any future rights arbitration, except to
enforce its terms.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Article 41 - Bid Process
The parties agree that where telephone bidding is an alternative
form of bidding, bids may be submitted by telephone. When
computerized and telephone bidding are available to all employ-
ees in an installation, telephone and computerized bidding is
mandatory.
* * *
225
LETTER OF INTENT
BETWEEN THE
AND THE
AFL-CIO
Re: Opting Duration
The parties agree to modify the JCAM language as follows:
JCAM Page 41-14
Involuntary Reassignment and Hold-Downs. The duration
provision in the National Agreement generally prevents the
involuntary removal of employees occupying continuing hold-
down positions.
National Arbitrator Bernstein (H1N-3U-C 10621, September 10,
1986, C-06461) held that an employee may not be involuntarily
removed from (or denied) a hold-down assignment in order to
prevent his or her accrual of overtime pay (See “Eligibility for opt-
ing”). For example, suppose an employee who worked eight hours
on a Saturday then began a forty-hour Monday-through-Friday
hold-down assignment. Such an employee may not be removed
from the hold-down even though he or she would receive overtime
pay for the service week.
Article 41.1.A.7 of the National Agreement states that unas-
signed full-time regular carriers may be assigned to vacant
residual full-time duty assignments for which there are no
bidders. However, National Arbitrator Mittenthal ruled that
an unassigned regular may not be involuntarily removed from
a hold-down to fill a residual full-time vacancy (H1N-3UC
13930, November 2, 1984, C-04484). Of course, management
may decide to assign an employee to a residual vacancy pursu-
ant to Article 41.1.A.7 at any time, but the employee may not
be required to work the new assignment until the hold-down
ends. However, the employee may voluntarily choose to end the
hold-down at any time and assume the new assignment in this
circumstance.
* * *
226
BETWEEN THE
UNITED STATES POSTAL SERVICE AND THE
AFL-CIO
Re: Router, Carrier Craft
1. Router is a Grade 1 city letter carrier assignment.
2. Router duties consist of casing, routing and sequencing
of mail for a specific group of routes. Assignments may
include specific street duties as reflected in the assignment
posting.
3. Router assignments shall be formed and bid as full-
time duty assignments. Part-time router work assign-
ments may be utilized consistent with 4 below.
4. The number of full-time router assignments shall be
determined consistent with Article 7, Section 3 of the
National Agreement.
5. The notice inviting bids shall include a listing of routes for
which router’s duties will be performed by the posted assign-
ment.
6. A router may be temporarily moved from his/her bid
assignment only in “unanticipated circumstances,” pur-
suant to the provisions of Article 41, Section l.C.4. of
the National Agreement.
7. A Grade 1 replacement router may be utilized where
practical to cover the nonscheduled days of other router
assignments.
Date: November 21, 2001
* * *
227
BETWEEN THE
AND THE
AFL-CIO
Re: Alternate Route Evaluation and Adjustment Process
The National Association of Letter Carriers, AFL-CIO
(NALC) and United States Postal Service recognize the suc-
cess the parties have experienced the past eleven years work-
ing jointly to evaluate and adjust city delivery routes and the
importance of efficiently and effectively utilizing available
information and technology to evaluate and adjust city deliv-
ery routes as near eight hours as possible.
In order to continue efforts to jointly develop a city delivery
route evaluation and adjustment process that reduces disputes
and is more efficient and less intrusive, a National Task Force
will jointly explore alternative methods of evaluating, adjust-
ing and maintaining city delivery routes.
Additionally, the parties agree to jointly explore ways to utilize
technology in joint route adjustment processes.
The Task Force will be established with the signing of this
Memorandum, and will include four members from the NALC,
and four members of the Postal Service. The Task Force will
report to the NALC National President and the Postal Service
Vice President, Labor Relations. A report outlining findings
and recommendations will be issued by the Task Force as
appropriate, but at least once per year from the date of this
Memorandum.
This agreement is without prejudice to the Postal Service’s right
to make changes to policy consistent with Articles 19 and 34,
and the union ability to challenge the same.
The Task Force will function throughout the term of the 2019
National Agreement.
* * *
228
BETWEEN THE
AND THE
AFL-CIO
Re: Special Count and Inspection - City Delivery Routes
of Letter Carriers, AFL-CIO, agree that it is in the best inter-
ests of the Postal Service for letter carrier routes to be in prop-
er adjustment.
Therefore, where the regular carrier has requested a spe-
cial mail count and inspection, and the criteria set forth in
Part 271g of the Methods Handbook, M-39, have been met,
such inspection must be completed within four weeks of the
request, and shall not be delayed. If the results of the inspec-
tion indicate that the route is to be adjusted, such adjustment
must be placed in effect within 52 calendar days of the com-
pletion of the mail count in accordance with Section 211.3 of
the M-39 Methods Handbook. Exceptions may be granted by
a Division General Manager only when warranted by valid
operational circumstances, substantiated by a detailed written
statement, which shall be submitted to the local union within
seven days of the grant of the exception. The union shall then
have the right to appeal the granting of the exception directly
to Step 3 of the grievance procedure within 14 days.
Date: July 21, 1987
* * *
229
BETWEEN THE
Re: Training Committee
The Postal Service reaffirms its commitment to provide
employees with training consistent with organizational needs.
Additionally, the Postal Service recognizes the desirability of
affording employees opportunities for self-development and
will make training programs available to meet such needs.
The Postal Service will afford the Unions, at the national level,
the opportunity to discuss concerns about specific training oppor-
tunities or programs. A Joint Committee on Training is hereby
established at the national level which will consist of representa-
tives of both parties. The Committee shall meet to discuss matters
of mutual interest and benefit relating to training programs and
opportunities. The Assistant Postmaster General, Training and
Development Department, shall be the Employer’s chief rep-
resentative on such Committee. The Committee may consider
and develop pilot programs, improved training methods and
strategies, and other matters related to employee training and
educational opportunities. Issues concerning local training and
educational opportunities including the use of postal facilities for
noncompensable training in college accredited courses, publicity
of self-development training opportunities, and other training and
educational matters of mutual interest and benefit are appropriate
subjects for resolution at local labor-management committee
meetings.
Consistent with established regulations and operational needs,
the Postal Service will give consideration to requests for leave
without pay by employees for training and educational oppor-
tunities.
The parties agree to consult at the national level to define
which specific training courses and/or programs are job-re-
230
lated and those which are self-developmental, including the
conditions in which a particular course or set of courses could
be either. The parties further agree to initiate such discussions
at the national level within 90 days of the effective date of this
agreement, and to jointly pursue agreed upon strategies and
initiatives.
Date: July 21, 1987
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Multiple Days of Inspection
The following will apply when conducting a six-day route
count and inspection pursuant to Chapter 2 of Handbook
M-39:
Management will, if it determines it necessary when scheduling an
inspection to inspect on more than one day, inspect on no more than
three days during the week of count and inspection. If management
elects to inspect on two or three days during the week of count and
inspection, management will be responsible for completion of the
1838-C one of the days. The letter carrier will count the mail and
complete the 1838-C on the other days of inspection. When man-
agement elects to inspect on two or three days, the PS Form 3999
closest to the selected street time on the PS Form 1840 will be used
to transfer territory.
* * *
231
BETWEEN THE
AND THE
AFL-CIO
Re: City Delivery and Workplace Improvement Task Force
This Task Force is established for the purpose of jointly
seeking methods to improve the cultural and operational
environment in city delivery offices. The parties recon-
firm our commitment to modernize our delivery methods
and processes to ensure the Postal Service remains the
provider of choice for our customers and that we continue
our joint objective of creating an improved work environ-
ment for all employees.
During term of the 2019 National Agreement, the parties
agree that the intent of jointly developing and testing
new work methods/concepts is to prepare our city carrier
workforce to operate in a future delivery environment
that will require precision, innovation and ingenuity. With
the mutual understanding that the parties’ respective interests
are best served through a cooperative effort, this Task Force
will develop the processes necessary to examine condi-
tions, to develop solutions, and to test alternative proce-
dures in city delivery offices related to, at a minimum:
• Creating a positive work environment/culture
where everyone is treated with dignity and
respect. Evaluate the workplace culture and
develop solutions to address the causes of con-
flicts between management and city letter carriers,
including disagreements over the amount of time a
letter carrier needs to complete their daily assign-
ment.
• Efficiency and use of space. Jointly develop and
test new work methods/concepts to prepare for
future delivery environments that ensure the
232
Postal Service remains the provider of choice
for our customers. Jointly explore the modifica-
tion of current case configurations and work meth-
ods to identify more efficient techniques for han-
dling residual and sequenced mail volumes. Jointly
examine current casing standards and times for
associated line items. Explore various combi-
nations of office and street functions, and other
alternatives for structuring city carrier routes
that will drive efficiency associated with variable
daily workloads.
• Staffing and Scheduling. Jointly review and
address issues regarding city letter carrier com-
plements, starting times, employee availability,
and related transportation schedules, in order to
optimize staffing and scheduling efficiencies.
• Route Evaluation. Utilizing the alternative and
technological findings of the Alternate Route
Evaluation and Adjustment Process Task Force,
jointly develop and implement a process to effi-
ciently and accurately evaluate delivery routes
and assignments, and determine the most effi-
cient and effective mix of letter routes, parcel
routes, etc. Jointly explore the use of technology,
data, advanced analytics and machine learning
to improve operations, route evaluation, adjust-
ment and optimization, delivery capabilities and
visibility.
• Safety. Jointly ensure that the parties are fully
utilizing the provisions of Article 14 to maintain
a safe environment for all employees, including
adherence to COVID-19 protocols for as long as
necessary.
• Contractual Compliance. Jointly address issues
with repeated violations of the parties’ collective
bargaining agreement, as well as any issues with
the timely and effective functioning of the Dispute
Resolution Process.
233
• Mentorship. Explore the possibility of jointly
developing and discussing implementation options
for a mentorship program for new employees
intended to improve the onboarding experience
and retention rate of City Carrier Assistants.
• Business Growth. Utilizing the findings of the
New Product Development and Innovation Task
Force, jointly explore how to safely and effectively
perform existing, expanding, and future services,
and how to efficiently integrate such services into
the structure of city delivery. Jointly review the
office’s use of the Customer Connect program and
the potential for new business.
The Task Force will consist of an equal number of members
appointed by the NALC and by the Postal Service. The Task Force
is authorized to jointly test techniques directed at improving work
relationships between city letter carriers and supervisors as well as
alternate methods and procedures related to city delivery functions.
These initiatives may be tested separately or in concert with each
other, as jointly determined by the Task Force. The Task Force’s
guiding principles should be to improve the work climate and daily
relationships on the workroom floor, and to increase operational
efficiency in city delivery.
This agreement is without prejudice to the Postal Service’s
right to make changes to policy consistent with Article 19 and
34, and the Union’s ability to challenge the same.
The Task Force shall convene within 30 days of the ratification
date of this Agreement and will function for the term of the 2019
National Agreement. The Task Force will meet on a regular
basis and report to the NALC National President and the Postal
Service Vice President, Labor Relations.
* * *
234
BETWEEN THE
UNITED STATES POSTAL SERVICE AND THE
AMERICAN POSTAL WORKERS UNION, AFL-CIO
Re: Use of Privately Owned Vehicles
The parties agree that the following represents the policy of
the U.S. Postal Service and the American Postal Workers
Union concerning the furnishing of privately owned vehicles
(POV) by employees of the crafts represented by the APWU:
No craft employee represented by the APWU may be coerced
into furnishing a vehicle or carrying passengers without the
employee’s consent. The use of a personal vehicle is the decision
of the employee and it is not the intent of the parties to discourage
such use of personal vehicles when transportation is needed from
one postal facility to another or in the completion of the employ-
ee’s assignment. When an employee begins his/her work day at
one postal unit and is provided transportation to another unit to
complete his/her tour of duty, that employee will be provided
transportation back to the unit where his/her tour began if trans-
portation is needed. If the employee ends tour at the new location
the return trip will not be on the clock but transportation will be
provided promptly by management upon request.
Date: July 21, 1987
(The preceding Memorandum of Understanding, Use of
Privately Owned Vehicles, applies to City Carrier Assistant
Employees.)
* * *
235
SETTLEMENT AGREEMENT
BETWEEN THE
THE NATIONAL ASSOCIATION OF LETTER
CARRIERS, AFL-CIO
Re: Segmentation
of Letter Carriers, AFL-CIO, in joint discussion and con-
sultation, have agreed on a set of principles governing the
implementation of the segmentation concept as provided in the
M-39 Handbook (see attachment).
These principles will ensure the efficiencies and effective
implementation of the segmentation concept and ensure the
fair and appropriate utilization of letter carriers in the perfor-
mance of the work involved in segmentation.
Statement of Principles:
1. Segmentation of mail can efficiently be processed on
automated or mechanized equipment. Such processing
will be done by the craft designated to operate that
equipment.
2. A manual, tertiary or delivery preparation operation is
the manual sortation or preparation of mail that occurs
after an incoming secondary operation and does not
require memorization of distribution scheme items. A
manual tertiary or delivery operation will be done by
city delivery letter carriers provided the mail is for city
delivery routes or post office box sections served by
these routes and provided there is space available at
the delivery unit. If space is not available, and sorta-
tion is done at a General Mail Facility, a mail process-
ing center, or any other postal installation or facility
within the installation, letter carriers will perform the
manual tertiary sortation at such facilities. An incom-
ing secondary operation normally requires memori-
zation of distribution scheme items and is one which
results in mail being sorted to carrier routes, firms, box
236
section, nixies, postage dues, and other separations
necessary for the efficient processing of mail.
3. Routers can be used to perform the manual tertiary
sortation of mail segmentation whenever that is oper-
ationally feasible. Tertiary sortation duties may also
be combined with other forms of letter carriers’ work
to create full-time assignments.
4. Even though no arbitrary limitation is placed on the
number of pieces in a segmentation, a limitation will,
in effect, be imposed by whatever number of pieces
is operationally effective and efficient for each oper-
ation in an installation.
Standard manual distribution cases that are used in delivery
units should be fully utilized for sorting mail to carrier routes,
box sections, postage dues, etc. Segmentations should con-
tain sufficient volumes that can be sorted and pulled down
efficiently. For example, a single delivery point or ZIP + 4
segment (blockface, apartment building, etc.) that averages
two or three pieces a day should not normally take up space
on the incoming, manual secondary case. Exceptions could be
holdouts such as nixies, postage dues, etc., that require special
treatment regardless of volume.
Segmentations are not necessarily static; therefore, manual
secondary cases should be reviewed periodically to ensure that
all cells are properly utilized in the most effective and efficient
manner possible, consistent with operational or service needs.
5. Each installation will determine the type of equipment to
be used in a tertiary sortation. Performance on that equip-
ment will be done in accordance with the principle of a
fair day’s work for a fair day’s pay which will normally
be reflected in the general performance expectations for
that equipment.
6. The parties understand that the tertiary sortation ref-
erenced here is the result of the implementation of the
segmentation concept, which is presently described
in the changes to the M-39 Handbook as presented to
237
the National Association of Letter Carriers, AFL-CIO,
on August 15, 1985. Any tertiary sortation established
prior to June 16, 1983, will remain in effect unless
changed by the installation. Changes made after June
16, 1983, but prior to implementation of this under-
standing, which are in conflict with this document, will
be changed to conform.
7. The Employee Involvement process will be utilized
to develop recommendations for use by the installa-
tions affected by this Agreement.
The National Association of Letter Carriers, AFL-CIO, and the
United States Postal Service acknowledge that this Settlement
Agreement is not an admission of fault or liability on the part of
either party to this Agreement. The United States Postal Service
and the National Association of Letter Carriers, AFL-CIO, also
acknowledge that this Agreement sets forth all the terms for
settling pending grievance H4N-NA-C 35. The parties agree
to meet as soon as practicable to resolve all other outstanding
grievances involving segmentation in a manner consistent
with this Agreement. The United States Postal Service and the
National Association of Letter Carriers, AFL-CIO, agree that
the terms of the settlement contained in this document may not
be added to or subtracted from, in any way. This Settlement
Agreement is without prejudice to the positions of either party
with respect to the interpretation or application of the National
Agreement in any future proceeding between the parties. The
effective date of this agreement is March 9, 1987.
* * *
MANAGEMENT OF DELIVERY SERVICES
Handbook M-39
Transmittal Letter 11
November 15, 1985
116.8 Segmentation of Mail
.81 Definition. A major characteristic of the ZIP+4 data
file is the segment, or the smallest unit to which distribu-
tion can be made. Segmentation is the sortation or prepa-
238
ration of mail into clusters or groupings for the purpose of
achieving greater processing and/or carrier sortation effi-
ciency. Using the ZIP+4 segment concept, segmentations
may be prepared by customers or contract personnel prior
to entry, or in postal operations prior to dispatch or receipt
by the carrier. Examples of Segmentations include but are
not limited to mail grouped by: unique ZIP+4 code, ZIP+4
blockface, multi-tenant buildings, box sections (including
NDCBUs), or individual addresses.
Date: March 9, 1987
* * *
MEMORANDUM FOR POSTMASTERS,

CITY DELIVERY OFFICES
LOCAL PRESIDENTS, NATIONAL ASSOCIATION
SUBJECT: Joint Agreements
The NALC and USPS recognize that our continued existence
as a viable organization is heavily dependent upon our ability
to meet our customers’ needs while empowering employees to
levels not previously envisioned.
As many of you are aware, we have strived at the National
level to obtain an agreement on the implementation of auto-
mation of letter mail on carrier routes. We agreed then, and we
agree now, on three basic principles:
— Provide the best service to postal customers (mailers
and recipients).
— Minimize impact on letter carrier craft employees.
— Create an opportunity for increased efficiency.
Our mutual hope is that the following agreements will provide a
basis for trust and cooperativeness, and that they will form a basis
on which to satisfy our customers’ needs. While each agreement
may not accomplish all that each party may desire, collectively they
will form the basis for a positive working relationship of mutual
239
trust and respect, and the foundation for continued empowerment
of all employees.
Case Configuration/Letter-Sized Mail
This agreement provides for a standard definition of let-
ter-sized mail and provides guidelines for conducting route
inspections when letter mail is cased into four- and five-shelf
case configurations that have been established as a result of a
joint agreement.
Transitional Employees - Issue Resolutions
Provides information on the transitional employee and highlights
areas of apparent disparity of interpretation where mutual under-
standing has now been reached. Further, this agreement provides
that a joint booklet on the transitional employee will follow.
X-Route Alternative
An optional alternative joint process is provided for preparing
installations for the future automated letter mail environment.
This agreement has many unique features and should be
reviewed in detail before deciding its applicability.
Delivery Point Barcoding Work Methods
This agreement recognizes the substantial contributions that
city letter carriers can make in the development of new work
methods. It provides a five-step process that ensures a review
of alternative methods and continued upgrading of work meth-
ods as the process evolves.
Route Adjustments - The Future
The parties have fashioned an agreement that provides clear
guidance on procedures to be followed when preparing future
route adjustments for letter mail automation in delivery units
not selecting the X-route alternative.
Hempstead Resolution - The Past
We are remanding all pending grievances on route adjustments
to the local parties for resolution. The parties will be guided
by the principles of the above-cited agreements and must take
into consideration the following factors.
240
— Was there a current event; that is, were the routes out
of adjustment?
— How far in advance was the future event that was used
to adjust the route? The parties have made no determi-
nation as to the appropriate time period.
— What was the projected timing of the upcoming event?
— What was the basis for determining the effect of the
future event?
— How certain is that future event?
As you review each case, you will find that either:
— Management preplanned properly and the current
structure is within the purview of this agreement;
therefore, the current structure is valid;
or
— Management preplanned inappropriately or time
frames have changed, negating the validity of the
adjustment.
It is your obligation to make these joint determinations and
to decide what remedy to apply and how to fix the problem if
one is discovered. The parties should consider the impact of
any decision on our employees who serve our customers and
the impact on the customers which they serve. If the parties
cannot resolve these cases, they may be appealed to regional
arbitration.
Date: September 17, 1992.
* * *
241
BETWEEN THE
AND THE
AFL-CIO
RESOLUTION OF ISSUES LEFT OPEN BY
MITTENTHAL AWARD OF JULY 10, 1992
Current Events and Adjustments
A current event is defined as a route or routes which are shown to
be out of adjustment by a recent route inspection and evaluation.
All current adjustments to existing routes will place the route
on as near an 8-hour daily basis as possible, in accordance with
Handbook M-39.
Adjustments Near Term - Automation
When routes require a current adjustment and Delivery Point
Sequencing will commence within 6 months, management will
adjust the routes using non-territorial, non-scheme change adjust-
ments by the use of router assistance, segmentation or permanent
handoffs as outlined in the M-39 Handbook Section 243.21b. The
6-month period runs from the first day after the week of route
inspection.
Future Events and Adjustments - Automation
Management may utilize the results of a recent route inspection
and evaluation to estimate and plan route adjustments, including
realignment of assignments, that will be required by a future
event which is to take place within 18 months. Management must
provide documentation to the local union to support the deploy-
ment if they intend to plan the adjustments for a future event. The
planned adjustments for future events will not be implemented
until automation is on line and operative. Management may
implement the planned adjustments if the actual percentage of
Delivery Point Sequence (DPS) mail received at the unit is within
plus or minus 5 percentage points of the targeted (in Step l) level.
Should the actual percentage of DPS mail be outside these limits,
then management must recalculate the estimated impact on carrier
routes, based on the actual percentage of DPS mail being received
242
at the unit. The results of the recent route inspection and evalua-
tion will be used to determine a new impact and construct a new
plan or management may wait for the plan levels to be received.
The 18-month period runs from the first day after the week of
route inspection. For purposes of this agreement, a future event
is defined as mail being received at a delivery unit in DPS order.
Within 60 days of implementing the planned adjustments for
future automated events, the parties will revisit those adjustments
to ensure that routes are as near to 8 hours daily, as possible. Both
the planned adjustments and subsequent minor adjustments that
may be necessary to ensure compliance will be based on the most
recent route inspection data for the route. However, if the future
event occurs after the 18-month time limit expires, a new mail
count, route inspection and evaluation must occur, unless the local
parties agree otherwise.
Methodology
Where the future event is the introduction of Delivery Point
Bar Coding (DPBC) for existing equipment or equipment
that will cause a certain percentage of letter mail to be
received by the unit in DPS, the following methodology will
be used to estimate the impact of the event on city delivery
routes:
Step 1. Determine the percentage of letter-sized mail targeted to be
received in DPS order on the date when the adjustments will be imple-
mented.
Step 2. Multiply percentage determined in Step l by the aver-
age letter-sized mail received during the week of count and
inspection (from PS Form 1840, Column 1) to determine the
number of letters for each route, targeted to be received in
DPS order.
Step 3. Divide letters targeted to be received in DPS order (as
determined in Step 2) by 18.
Step 4. Divide letters targeted to be received in DPS order (as
determined in Step 2) by 70.
Step 5. Add results of Steps 3 and 4 to determine estimated
impact.
243
Step 6. For routes where the carrier was under standard time
during the week of count and inspection, multiply results of
Step 5 by percentage of standard office time used during the
week of inspection. The result is the estimated impact.
EXAMPLE 1:
80 Percent Target for Letter Mail Carrier at/over*
Standard Time Allowance
2,700 Letters
80 Percent Automated
2,160 divided by 18 = 120 minutes
151 minutes = estimated impact
Note: If actual performance is over standard time allowance,
the standard casing allowance of 18 pieces per minute is used.
EXAMPLE 2:
80 Percent Target for Letter Mail Carrier used 85 Percent
of Standard Time Allowance
2,700 Letters
80 Percent Automated
151 minutes = estimated impact
(Step 6) 151 x 85 Percent = 128 minutes = estimated impact.
It is mutually agreed that as the parties develop experience in
estimating the impact of future events, adjustments to the above
described methodology may be jointly adopted at the national
level.
Pending Grievances
All pending grievances which involve the adjustment of routes
for future events will be remanded to the local parties for res-
olution.
244
* * *
BETWEEN THE
AND THE
AFL-CIO
X-Route Alternative
The parties have reached agreement on an alternative Route
Adjustment strategy—X-Route. The decision to use the
X-Route Concept is made on an installation wide basis, even
though inspections and planning for individual units/zones
may not occur at the same time. In units with more than one
delivery unit/zone the planning process is repeated as each
delivery unit/zone is inspected, assignments are evaluated and
adjustments are planned.
X-Route Process
The X-Route process is an alternative approach to route
adjustment in preparation for automation, particularly deliv-
ery point sequencing. An X-Route is, in effect, a letter carrier
craft assignment held pending reversion. The workload will
be divided among remaining routes when agreed upon per-
centage(s) of letter mail is being received at a unit/zone in
delivery point sequence order. The process allows changes to
be planned in advance and permits carriers to know what their
assignments are expected to be in the automated environment.
The X-Route process and time period are considered complet-
ed when the unit/zone has achieved the final targeted level of
Delivery Point Sequence letter mail and the X-Route work has
been distributed.
Pre-Agreement Phase
If there is interest in attempting to utilize the X-Route alter-
native, local management will meet with the local union
to review the provisions of this agreement. This includes a
review of the attached Memorandum of Understanding on case
configuration, the Work Methods Memorandum, guidance
on the Hempstead case resolution and current base count and
245
inspection data. If current route inspection data is not avail-
able, plans should be made to conduct route inspections in
accordance with Article 41.3.S of the National Agreement to
provide a basis to implement the remainder of this agreement.
If the parties are considering pursuing this alternative, they
must be committed to mutual resolution of the outcome.
Management will share the following information with the
union:
The expected accounting period(s) and year that increases in
bar-coded mail generated by the Automation Programs will
impact the delivery unit/zone, such as customer prebarcoding,
MLOCR, DBCS, and RBCS.
The projected impact on the delivery unit/zone of automated
sort schemes, and the basis for the estimate.
Agreement Phase
It must be understood, once the decision to use the X-Route
process has been finalized, that decision can only be changed
through joint agreement between the local union and manage-
ment.
Since the planning and adjustment(s) in a delivery unit/zone
using the X-Route alternative are a joint endeavor, the parties
at the local level must first agree to a joint resolution process,
should there be a barrier to full implementation of the parties
agreement to use the X-Route alternative.
The parties will then meet to review route examinations for the
unit/zone. This exercise is intended to result in agreed upon
evaluations.
If the parties fail to reach agreement regarding the use of the
X-Route alternative, management may proceed to imple-
ment strategies in concert with handbooks and manuals, the
Hempstead Resolution, and the National Agreement to accom-
plish route adjustments. However, the provisions of this agree-
ment are specific to application of the X-Route concept only
and are not applicable to any other route adjustment method.
In working out the X-Route adjustment process for the deliv-
ery unit/zone, it is recognized and agreed that:
246
Management must develop the final targeted Delivery Point
Sequencing percentage (from a low of 70% to a high of 85%)
of delivery point sequencing letter mail for the X-Route peri-
od. That percentage is then used to estimate the impact on the
unit/zone using the projection methodology outlined in the
Hempstead resolution. The parties will jointly determine the
number and identity of the routes that will be designated as
X-Routes using the above estimates of the impact on the deliv-
ery unit. While the X-Route concept may not be applicable to
all routes within an installation because of limiting circum-
stances (i.e., geographic considerations), such circumstances
will not be a barrier to implementing the concept. This deter-
mination as to the non-applicability to certain routes will be
made jointly.
The parties must jointly determine what realignment of routes
(in-office or street territory) will be necessary to assure that
X-Routes are strategically placed to facilitate the transfer of
workload as delivery point sequencing evolves. The decision
as to when to realign the routes should be based upon the cur-
rent need for realignment in order to place the routes on as
near an eight-hour-basis as possible based upon the current
evaluation from a recent inspection. The parties could decide
to defer the proposed realignment of routes until Delivery Point
Sequencing was implemented if no significant scheme changes
were required to keep routes near eight hours, or they could
decide to make the necessary scheme changes for the realign-
ment of routes now if significant scheme changes were going to
be needed to adjust routes to eight hours as currently evaluated.
In no instance will the parties effect adjustment now based on
the future event, except as provided under interim adjustments
(below). The regular carrier on any route whose street territory
is changed as a result of this adjustment and realignment may
elect, on a one-time basis, to vacate his/her route and become an
unassigned regular. Such action will not trigger the provisions
of Article 41.3.O. All positions vacated in this manner will be
posted and filled in accordance with the procedures set forth in
Article 41.1.
Where exceptional circumstances require further adjustments,
they must be jointly agreed to by the parties. The objec-
247
tive is to provide a smooth transition to the Delivery Point
Sequencing environment. Such an outcome requires no change
in day-to-day administration of curtailment procedures, auxil-
iary assistance or overtime.
The parties agree that adjustment strategies for Delivery Point
Sequencing will vary based on individual offices, deploy-
ment schedules and types of deliveries. For instance, offices
that will be impacted by RBCS destinating keying prior to
Delivery Point Barcoding and offices further along in the
deployment schedule may be at final targeted barcoding levels
when Delivery Point sequencing commences and therefore
require only one adjustment.
Some offices may initiate DPBC and Delivery Point
Sequencing prior to full barcoding levels and require an inter-
im adjustment strategy. Adjustment strategy decisions will
be made jointly based on deployment schedules and current
automation.
Once the Postal Service has implemented delivery point
sequencing and can demonstrate that the routes in a delivery
unit/zone are receiving volumes at the targeted percentage,
the local parties will implement the preplanned adjustments.
Where an interim adjustment strategy will be necessary as
described above due to the gradual increasing of DPBC levels,
the local parties will meet and make interim adjustments by
removing work from the X-Routes and assigning that work to
the regular routes which will remain after full implementation
of delivery point sequencing.
After the completion of each interim adjustment, the parties
will jointly determine the amount of hours remaining on the
X-Routes and will jointly decide how to efficiently combine
assignments to provide the maximum number of full-time
assignments. If this cannot be accomplished in an efficient
manner, the parties may jointly decide to either form auxiliary
assignments or split the remaining hours from these assign-
ments to the regular routes that will remain once the final
delivery point sequencing adjustments have been made. Where
this latter option is agreed upon, it is understood that routes
248
will be built up (not to exceed 8:20). If less than 100% of
the routes will be built up, the following priority should be
observed if efficiency can be maintained:
(1) By seniority, routes whose regular carrier are on the
Work Assignment List.
(2) By seniority, routes whose regular carrier are on the
Overtime Desired List.
(3) By inverse seniority, carriers not on any Overtime
Desired List.
Incumbents of, and bidders for, routes that are projected to
continue after full implementation of automation will know,
in advance, what portions of the X-Route a delivery route
will receive after full delivery point sequencing is on-line.
X-Routes will be posted for bid when vacant, as long as they
remain full-time assignments. When an X-Route becomes
vacant and is posted for bid, the bid notice will include the
anticipated date of elimination.
When an X-Route is abolished, the full-time carrier assigned
to that route will become an unassigned regular. He/she may,
within 30 days, review the list of residual vacancies within
his/her bidding area and use his/her seniority to exercise a
preference for that assignment. This may be accomplished
by a bid posting limited to unassigned full-time carriers dis-
placed by abolishment of X-Routes or by other means agreed
to locally between the parties. (The provisions of Article
41.3.O, where they have been incorporated in the local mem-
orandum, will not be triggered by this process.)
The use of transitional employees in a unit where route
adjustments are achieved under the X-Route concept will be
in accordance with the relevant National Interest Arbitration
Award and any subsequent agreement(s) between the United
States Postal Service and the National Association of Letter
Carriers, AFL-CIO.
* * *
249
BETWEEN THE
AND THE
AFL-CIO
Re: City Letter Carrier DPS Work Methods
This Memorandum of Understanding (MOU) represents
the parties’ final agreement regarding the October 8, 1998,
Joint Work Methods Study to determine the more efficient
work method for city delivery routes in delivery units where
Delivery Point Sequence (DPS) has been, or will be, imple-
mented. This MOU is based on the results of a joint study
conducted by the parties pursuant to Chapter 5 of Building
Our Future By Working Together to determine the relative effi-
ciency of the composite bundle and vertical flat casing work
methods in a DPS environment. Further, any interim or local
agreements for handling the fourth bundle on park and loop
and foot routes will continue until conversion to the DPS ver-
tical flat casing work method. In accordance with paragraph 3
of the October 8, 1998, Joint Work Methods Study Agreement
the following are the parties’ joint instructions to the field:
1. There continue to be two approved DPS work methods: the
composite bundle work method and the vertical flat casing
work method. Any other work methods must be approved by
Postal Service Headquarters prior to testing or implementation.
2. The parties have analyzed the results of the joint study and
have determined that the vertical flat casing work method is
the more efficient work method at all sampled percentage lev-
els of DPS. Management may convert those routes that have
vertical flat cases and are currently using the composite bundle
work method to the vertical flat casing DPS work method.
3. On curbline routes and business routes where DPS is
planned, but not implemented, management will determine
the most efficient DPS work method. All other routes not yet
converted to DPS which have vertical flat cases will use the
vertical flat casing DPS work method.
250
4. On those routes where DPS is not currently planned but
where DPS is implemented in the future, management will
determine the DPS work method.
5. City letter carriers on a park and loop or foot route will not
be required to carry more than three bundles.
Date: March 21, 2000
* * *
BETWEEN THE
AND THE
AFL-CIO
It is hereby agreed by the U.S. Postal Service and the
National Association or Letter Carriers, AFL-CIO that the
following represents the parties’ agreement with regard to
implementation of the upgrade issue emanating from the
September 19, 1999, Fleischli Award, our agreement regard-
ing case configuration when using the vertical flat casing
work method, and additional provisions relative to the 1998
National Agreement.
1. Effective November 18, 2000, all city letter carriers
grade 5 will be upgraded and the pay differential of grade
6 carrier technicians shall be maintained in accordance with
the procedures set forth in the attached Memorandum of
Understanding.
2. The provisions of Article 35, Section 2, concerning the
national joint EAP committee will be renewed for the remain-
der of the term of the 1998 National Agreement.
3. The Memorandum of Understanding Re: Leave Sharing
found on page 161 of the 1994 National Agreement will be
renewed for the remainder of the term of the 1998 National
Agreement.
251
4. The Memorandum of Understanding Re: Sick Leave
for Dependent Care found on page 162 of the 1994 National
Agreement will be renewed for the remainder of the term of
the 1998 National Agreement.
5. The 30-day period of local implementation specified in
Article 30 and the Memorandum of Understanding Re: Local
Implementation will commence on October 2, 2000.
6. When management elects to reassess the case configu-
ration of a route currently using the DPS Vertical flat casing
work method or changes the DPS work method on a route
from the composite bundle work method to the vertical flat
casing work method, management will determine for each
route, whether 4, 5, or 6 shelves will be used.
Date: March 21, 2000
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Joint Workplace Improvement Process
The parties are committed to creating and enhancing a culture
in every workplace that improves relationships between man-
agement and city letter carriers for the purposes of providing
a safe, efficient work environment in which all employees
are treated with dignity and respect. The parties recognize
that such a work environment puts the Postal Service and
its employees in the best position to accomplish our mission
of providing the highest quality service to our customers.
Therefore, the parties agree to the following Joint Workplace
Improvement Process (JWIP):
Joint Workplace Improvement Process (JWIP)
252
The process will be overseen by the Vice President,
Labor Relations and the NALC National President, or
their designees. Representatives will be appointed by the
Vice President, Labor Relations and the NALC National
President, or their designees, to represent the Postal Service
and the NALC. These representatives will work in teams of
two, with one member representing the Postal Service and
one member representing the NALC.
The national parties will jointly select locations for teams
to implement the JWIP process. The appropriate Area
Manager, Labor Relations or National Business Agent, or
their designees, may submit locations to the national parties
for consideration.
Once a location is selected, teams will thoroughly review
all factors in a selected location that affect the workplace
culture, safety, service or efficiency of a location. These
factors include, but are not limited to:
• The treatment of employees
• The relationship between the local union and local
management
• Communication between city letter carriers and
local management
• Corrective solutions/remedies to repetitive con-
tractual violations/disciplinary issues
• Policies and practices regarding safety both in the
office and on the street
• Service to customers, operational efficiency, and
opportunities for business growth
• Staffing levels and properly adjusted routes
After the process described above is completed, the team
will jointly develop recommendations for changes and a
plan to implement such changes in each location. Each team
will promptly report their findings and recommendations
for each selected location to the Vice President, Labor
Relations and the NALC National President, or their desig-
nees.
253
The national parties will determine what, if any, changes are
necessary based on the joint review and will assign respon-
sibility for implementing such changes. Additionally, the
national parties are committed to monitoring the effective-
ness of such changes.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: Managed Service Point Scans
The parties agree that the Managed Service Points
(MSPs) will be removed from the street delivery portions
of city letter carrier routes. The removal of the scans will
take place no later than 60 days from the ratification
date of the 2019 collective bargaining agreement.
* * *
BETWEEN THE
AND THE
AFL-CIO
Re: New Product Development and Innovation Task Force
The parties agree that it is in the mutual interest of both
the Postal Service and the Union to cooperate on identi-
fying and developing potential opportunities to increase
revenue that also provides a positive financial contribu-
tion.
254
Accordingly, the parties agree to the following:
1) Establish a joint “New Product Development and
Innovation” Task Force for the term of the 2019
Collective Bargaining Agreement.
2) The Task Force will meet as frequently as needed but
not less than once per month.
3) The Task Force will be co-chaired by the NALC
President and USPS Vice-President of Labor
Relations, or by their designees.
4) This Task Force will be authorized to discuss,
research, and consult with experts in various fields.
The Task Force will make its best efforts to agree to
programs, including pilot programs, to implement
agreed-to services and practices. During such tests/
pilots data will be collected and analyzed in a timely
manner with the aim of possible replication through-
out the Postal Service.
5) The Task Force/Committee will consider measures
including but not limited to:
• Expanded e-commerce products and services
targeting national retailers and small- and
medium-sized local businesses
• Promotion and expansion of Marketing Mail
for small- and medium-sized businesses
• Increase the use of First Class Mail by pro-
moting vote at home expansion
• Partnerships with government agencies
• New First- and Last-Mile services
• Other subjects the Task Force may decide to
consider
Within 6 months after the effective date of the 2019
Collective Bargaining Agreement, pilot program(s)
related to one or more of subject identified above,
will be launched.
255
6) The parties agree to work together to obtain PRC
approval if necessary for any enhanced and expand-
ed services.
* * *
LETTER OF INTENT
BETWEEN THE
AND THE
AFL-CIO
Re: Subcontracting—List of 3,071 City Delivery Offices
This will confirm our discussions regarding the Memorandum
of Understanding (MOU), Re: Sub-contracting included in
the tentative agreement. This MOU includes restrictions on
contracting out “City delivery work at the 3,071 city delivery
offices (offices with only city delivery).”
The Postal Service has provided the Union with a list of the
3,071 city delivery offices referenced above. However, the
parties have not had the opportunity to mutually verify the
list’s accuracy. Accordingly, the parties agree that they will
work together to verify the list’s accuracy and will make
adjustments to the list, if necessary. The parties recognize that
this review could result in offices being added to or subtracted
from the list. The parties will undertake this review and pre-
pare a final list as soon as practicable after ratification of the
tentative agreement.
September 11, 2007
After further review by the parties pursuant to the preced-
ing Letter of Intent, Re: MOU Re: Subcontracting - List
of 3,071 City Delivery Offices, the following list identifies
approximately 3,580 ‘city delivery offices’ covered by the
Memorandum of Understanding, Re: Subcontracting. The list
is intended to represent all city delivery offices (delivery units
that have city delivery routes, but do not have rural routes)
as of September 11, 2007. The parties agree to discuss and
make adjustments to this list, if necessary, consistent with that
intent.
256
Alaska Pioneer
Anchorage Eastchester Sherwood
Elmendorf AFB Payson Main Post Office
Fort Richardson Peoria Downtown
Huffman Phoenix Ahwatukee
Lake Otis Arcadia
Main Office/GMF Cactus
Midtown Capitol
Muldoon Downtown
Russian Jack Indian School
Sand Lake McDowell
Spenard Northeast
Eagle River Main Post Office Northwest
Fairbanks College Osborn
Main Office/GMF Pecos
North Pole Rio Salado
North Pole Eielson AFB Shaw Butte
Homer Main Post Office Sierra Adobe
Kenai Main Post Office South Mountain
Kodiak Main Post Office Sunnyslope
Palmer Main Post Office Washington
Sitka Main Post Office San Manuel Main Post Office
Soldotna Main Post Office Scottsdale Air Park
Wasilla Main Post Office Hopi
Main Post Office
Sun City West Main Post Office
Alabama Superior Main Post Office
Anniston Fort McClellan Tempe Apache
Bayou La Batre Main Post Office Main Post Office
Birmingham Cahaba Heights Tucson Casas Adobes
Crestline Coronado
Downtown Carrier Annex Davis Monthan Air Force Base
East Lake Roebuck Downtown
Fairview Kino
Green Springs Annex Midtown
River Run Old Pueblo Annex
Woodlawn Sun
Huntsville Downtown Station Winslow Main Post Office
Mobile Loop Station
Midtown Station
Montgomery Capital Heights California
Downtown Adelanto Main Post Office
Shakespeare Agoura Hills Main Post Office
Sheffield Main Post Office Alameda Main Post Office
Alamo Main Post Office
Alhambra Main Post Office
Arkansas South Alhambra
Fort Smith Fianna Hills Altadena Main Post Office
GMF Alturas Main Post Office
Midland Anaheim Anaheim Hills
Harrison Main Post Office Brookhurst
Little Rock Brady Canyon
Forest Park Holiday
Industrial Main Post Office
Main Post Office Sunkist
Pleasant Ridge Arcadia Main Post Office
Westside Artesia Main Post Office
North Little Rock Park Hill Avenal Main Post Office
Russellville Main Post Office Bakersfield Downtown
West Memphis Main Post Office East Bakersfield
South Bakersfield
Arizona Stockdale Annex
Ajo Main Post Office Baldwin Park Main Post Office
Bullhead City Carrier Annex Banning Main Post Office
Cottonwood Main Post Office Barstow Fort Irwin
Glendale Downtown Beaumont Main Post Office
Main Post Office Bell/Bell Gardens/
Holbrook Main Post Office Maywood Main Post Office
Kingman Main Post Office Bellflower Main Post Office
Mesa Dobson Belmont Main Post Office
Main Post Office Belvedere Tiburon Main Post Office
257
Benicia Main Post Office Main Post Office
Berkeley Detached Delivery Delivery Unit Sunny Hills
Elmwood Garberville Main Post Office
Main Post Office Garden Grove Main Post Office
Station A West Garden Grove
Beverly Hills Main Post Office Gardena Main Post Office
Bloomington Main Post Office Glendale Grand Central
Bonita Main Post Office LaCrescenta
Boron Main Post Office Main Post Office
Brisbane Main Post Office North Glendale
Buena Park La Palma Tropico
Main Post Office Verdugo Viejo
Burbank Main Post Office Glendora Main Post Office
Burlingame Annex Guadalupe Main Post Office
Main Post Office Harbor City Main Post Office
California City Main Post Office Hawthorne Main Post Office
Calimesa Main Post Office Hayward Main Post Office
Campbell Main Post Office Highland Main Post Office
Canoga Park Main Post Office Huntington Beach Beach Center
West Hills Haxton
Winnetka Main Post Office
Capitola Main Post Office Huntington Park Main Post Office
Carlsbad Main Post Office Soto
Carmichael Main Post Office State Street
Carson Main Post Office Imperial Beach Main Post Office
Cathedral City Main Post Office Inglewood Carrier Annex
Cayucos Main Post Office North Inglewood
Chatsworth Main Post Office Irvine Harvest
Chico Midtown Northwood
Citrus Heights Main Post Office Ivanhoe Main Post Office
Clayton Main Post Office Joshua Tree Main Post Office
Compton Main Post Office La Canada Main Post Office
Concord Main Post Office La Habra Main Post Office
Corte Madera Main Post Office La Jolla La Jolla Annex
Costa Mesa Main Post Office La Mesa Annex
Mesa Center Main Post Office
Covina Federal Station La Mirada Main Post Office
Main Post Office La Puente Main Post Office
Crockett Main Post Office La Verne Main Post Office
Culver City Gateway Lafayette Carrier Annex
Main Post Office Laguna Beach Aliso Viejo
Cupertino Main Post Office Journey (S Laguna Carrier Annex)
Cypress Main Post Office Laguna Hills
Daly City Main Post Office Laguna Niguel
West Lake Lake Forest El Toro
Dana Point Main Post Office Lakeside Main Post Office
Danville Main Post Office Lakewood Hawaiian Gardens
Desert Hot Springs Main Post Office Main Post Office
Downey Main Post Office Lamont Main Post Office
South Lawndale Main Post Office
Duarte Main Post Office Lemon Grove Main Post Office
Dublin Main Post Office Loma Linda Loma Linda Annex
Dunsmuir Main Post Office Lomita Main Post Office
Edwards Main Post Office Long Beach Bixby
El Cerrito Main Post Office Downtown
El Monte Main Post Office East Long Beach
El Segundo Bay Cities Annex GMF
El Sobrante Main Post Office Loma
Fair Oaks Main Post Office North Carrier Annex
Fairfield Main Post Office Pacific
Fontana Southside Spring Annex
Freedom Main Post Office Trade Center
Fremont DDU Los Alamitos Main Post Office
Irvington Los Altos Loyola
Main Post Office Main Post Office
Fresno Ashlen Park Los Angeles Alameda
Cardwell Barrington
Clinter Bicentennial
Pinedale Boyle Heights
Fullerton Annex Broadway
258
Commerce Northridge Main Post Office
Crenshaw Norwalk Main Post Office
Dockweiler Novato Main Post Office
Dosan Ahn Chung Ho Oakland Airport Station
Downtown Carrier Annex Civic Center
Eagle Rock Eastmont
East Los Angeles Emeryville
Edendale Laurel Station
El Serano North Oakland
Foy Piedmont
Glassell West Grand Annex
Greenmead Oceanside Brooks Street
Griffith Ontario Downtown
Hancock (John Marshall) Plaza Center
Hazard Orange Main Post Office
Hollywood Orangevale Main Post Office
Julian Dixon/La Tijera Orinda Main Post Office
Lincoln Heights Pacific Grove Main Post Office
Los Feliz Pacific Palisades Main Post Office
Lugo Heights Pacifica Linda Mar
Mar Vista Pacoima Main Post Office
Market Palm Springs Main Post Office
Oakwood/Nat King Cole Palo Alto Main Post Office
Palms Palos Verdes Main Post Office
Pico Heights Paramount Main Post Office
Preuss Pasadena East Pasadena
Rancho Park Raymond Annex / Main Ofice
Ray Charles Robinson
RIMPAU San Marino
Sunset Pebble Beach Main Post Office
Vernon Pico Rivera Main Post Office
Village Pinole Main Post Office
Wagner Pittsburg Main Post Office
Washington Placentia Main Post Office
West Branch Pomona Diamond Bar
West Los Angeles Main Post Office
Westchester Port Hueneme Main Post Office
Wilcox Poway Main Post Office
Los Gatos Dell Rancho Cordova Main Post Office
Los Osos Main Post Office Rancho Mirage Main Post Office
Lynwood Main Post Office Redding Downtown
Malibu Colony Annex Redondo Beach Main Post Office
Marina Main Post Office Redwood City Main Post Office
Menlo Park Main Post Office Reseda Main Post Office
Mill Valley Main Post Office Rialto Annex
Millbrae Main Post Office Richmond McVittie
Milpitas Main Post Office Rio Dell Main Post Office
Mission Viejo Main Post Office Rio Linda Main Post Office
San Juan Capistrano Riverside Downtown
Modesto Main Post Office Rubidoux
Mojave Main Post Office Rodeo Main Post Office
Monrovia Main Post Office Rosemead Main Post Office
Montclair Main Post Office South San Gabriel
Montebello Main Post Office Roseville Main Post Office
Monterey Main Post Office Sacramento Arden
Monterey Park Main Post Office Colonial
Moraga Main Post Office Del Paso Heights
Mountain View Annex Foothill Farms
Blossom Valley Fort Sutter
Main Post Office Land Park
National City Main Post Office Oak Park
Needles Main Post Office Town And Country
Newark Main Post Office Salinas Bataan Annex
Newport Beach Bay San Anselmo Main Post Office
Main Post Office San Bernardino Del Rosa
Norco Main Post Office Main Post Office
North Hollywood Chandler Northpark
Main Post Office Uptown
Studio City Westside
259
San Bruno Main Post Office Main Post Office
San Carlos Main Post Office North Grand
San Clemente Main Post Office Spurgeon
San Diego Andrew Jackson Santa Barbara East Beach Carrier Annex
City Heights Main Post Office
Coronado San Roque
Downtown Santa Clara Mission
Encanto Sanchez Annex
Grantville Santa Clarita Golden Valley
Hillcrest Santa Cruz Main Post Office
Linda Vista Santa Cruz University
Mira Mesa Scotts Valley
Navajo Santa Fe Springs Main Post Office
Ocean Beach Santa Monica Carrier Annex
Pacific Beach Colorado
Paradise Hills Main Post Office
Point Loma Will Rogers
Riverfront Santa Rosa Carrier Annex
San Ysidro Santee Main Post Office
Scripps Ranch Sausalito Main Post Office
Serra Mesa Seal Beach Main Post Office
Sorrento Valley Seaside Main Post Office
Southeastern Sierra Madre Main Post Office
University City Solana Beach Main Post Office
Washington South Gate Main Post Office
William Taft South Pasadena Main Post Office
San Dimas Main Post Office South San Francisco Annex
San Fernando Mission City Annex Stanton Main Post Office
Sylmar Stockton Main Post Office
San Francisco Bayview Sun Valley Main Post Office
Bryant Street Annex C & G Sunland Main Post Office
Collections (no delivery) Sunnyvale Encinal
Diamond Heights Main Post Office
Embarcadero Postal CTR Susanville Eagle
Golden Gate Main Post Office
Marina Tarzana Main Post Office
Napoleon Street Carrier CPLX Tehachapi Main Post Office
North Beach Temple City Main Post Office
Pacific Carrier Annex Thousand Oaks Main Post Office
Parkside Thousand Palms Main Post Office
Pine St Torrance Main Post Office
Steiner St North Torrance
Sunset Travis AFB Travis AFB
San Gabriel Main Post Office Trona Main Post Office
San Jacinto Main Post Office Tujunga Main Post Office
San Jose Almaden Valley Tustin Main Post Office
Bayside Twentynine Palms Main Post Office
Blossom Hill Union City Main Post Office
Cambrian Park Upland Main Post Office
Foothill Annex Van Nuys Carrier Annex
Parkmoor Civic Center
Robertsville Venice Carrier Annex
Saint James Park Ventura East Ventura
Station D Vista Annex
Westgate Walnut Main Post Office
Willow Glen Walnut Creek Dollar Ranch
San Leandro Main Post Office Main Post Office
South San Leandro West Covina Main Post Office
Main Post Office Westminster Main Post Office
San Mateo Main Post Office Whittier Bailey
St. Matthew Main Post Office
San Pedro Main Post Office Wilmington Main Post Office
San Rafael Civic Center
Main Post Office Colorado
Mission Akron Main Post Office
San Ramon Main Post Office Arvada Main Post Office
Santa Ana Annex Aspen Main Post Office
Bristol Aurora Altura
Fountain Valley Fletcher
King Gateway
260
Hoffman Heights Old Statehouse
Boulder Hi Mar Silver Lane
Main Post Office Station A-Washington St
Castle Rock Main Post Office Weston ST
Colorado Springs Antares Meriden Main Post Office
Cheyenne Mountain Middletown Main Post Office
Cimarron Hills Milford Main Post Office
Fort Carson Monroe Easton
General Mail Facility New Britain Main Post Office
Main Post Office New Haven East Haven
North End Fairhaven
Templeton Hamden
West End Main Post Office
Denver Alcott Mt. Carmel
Bear Valley Westville
Capitol Hill Annex Whitneyville
Downtown New London Main Post Office
Edgewater Norwalk Main Post Office
Glendale Oakville Main Post Office
Lakewood Old Greenwich Main Post Office
Mile High Old Saybrook Main Post Office
Montclair Shelton Main Post Office
North Pecos Southport Main Post Office
Northview Annex Stamford Barry Place Annex
Park Hill Camp Avenue
South Denver Stratford Main Post Office
South Denver Annex Taftville Main Post Office
Stockyards Wallingford Main Post Office
Sullivan Waterbury Brass City Annex
Sunnyside Lakewood
University Park Main Post Office
Wellshire Plaza
Westwood West Haven Allingtown
Englewood Mail Processing Center Westport Main Post Office
Main Windsor Main Post Office
Grand Junction Fruitvale
Gunnison Main Post Office
Leadville Main Post Office
District of Columbia
Washington Brookland
Littleton Centennial
Chillum Place Annex
Columbine Hills
Cleveland Park Carrier Annex
Main Post Office
Columbia Heights Carrier Annex
Manitou Springs Manitou Springs
Congress Heights
Pueblo Belmont
Customs House
Sunset
Friendship
Rangely Main Post Office
Georgetown Carrier Annex
Springfield Springfield
Lamond Riggs
US Air Force Academy US Air Force Academy
Southwest
Vail Main Post Office
Ward Place
Walsenburg Main Post Office
Anacostia
Westminster Harris Park
College Park
Main Post Office
River Terrace
Wheat Ridge Wheat Ridge
Section 1 Carrier Annex
Connecticut Delaware
Ansonia Main Post Office
Claymont Claymont
Beacon Falls Main Post Office
New Castle Centre Point
Branford Main Post Office
Wilmington Edgemoor
Bridgeport Barnum
Greenville Carrier Annex
Bayview
Lancaster Avenue
Stratford Station
Marshallton
Cheshire Main Post Office
Cos Cob Main Post Office Newport
Cromwell Main Post Office Rodney Square
Danbury Main Post Office Talleyville
Darien Main Post Office
Derby Main Post Office Florida
Hartford East Hartford Altamonte Springs East Side
Elmwood Village Apalachicola Main Post Office
Murphy Rd Carrier Annex Belle Glade Main Post Office
Newington Boca Raton Blue Lake—Collections Only
261
Boca Rio Lake Helen Main Post Office
Downtown Lake Mary Main Post Office
Main Post Office Lake Park Annex
Palmetto Park Lake Worth Lucerne Avenue
Spanish Isles Annex Main Post Office
West Boca Carrier Annex Lauderhill Crossroads Annex
Boynton Beach Downtown Inverrary
Gateway Annex Longboat Key Main Post Office
Main Post Office Lynn Haven Main Post Office
Bradenton 57th Avenue Maitland Main Post Office
Bradenton Beach Main Post Office Marco Island Main Post Office
Cape Canaveral Main Post Office Melbourne Apollo Annex
Casselberry Main Post Office Indiatlantic
Clearwater Cleveland Street Main Post Office
Lincoln Satellite Beach
Main Post Office Miami Allapattah
Sunset Point Blue Lagoon
Beach Buena Vista
Cocoa Beach Cocoa Beach Annex Coconut Grove
Coral Gables Main Post Office County Line
Coral Springs Atlantic Doral
Coral Springs Dr Martin Luther King
Dania Main Post Office Flagler
Davie Main Post Office Gratigny
Westside Branch Hibiscus Annex
Daytona Beach Downtown Jose Marti
Debary Main Post Office Kendall
Deerfield Beach Main Post Office Key Biscayne
Delray Beach Annex Little River
Deltona Deltona Blvd Ludlam
Main Post Office Milam Dairy
Destin Destin Norland
Eglin Air Force Base Eglin Air Force Base North Miami
Ellenton Main Post Office North Miami Beach
Fort Lauderdale Alridge Quail Heights
Everglades Shenandoah Annex
Melrose Vista Snapper Creek
North Andrews Tamiami
North Ridge Annex Miaimi Beach Main Post Office
Oakland Park Normandy
Southside Ocean view
Sunrise Surfside
Tamarac Miami Gardens Carol City
Fort Myers Downtown Miramar Main Post Office
Miracle Mile Miramar Beach Main Post Office
Fort Myers Beach Fort Myers Beach Naples East Naples Annex
Fort Saint Lucie Port Saint Lucie North Lauderdale Main Post Office
Gainesville University North Miami Main Post Office
Hallandale Hallandale Oakland Park Main Post Office
Hialeah Annex Opa Locka Main Post Office
Bright Orange City Main Post Office
Main Post Office Orlando Azalea Park
Miami Gardens College Park
Palmetto Lakes Dixie Village
Promenade Gore Street
Hollywood Central Carrier Annex Lee Vista
Hollywood Hills Mall Annex
Main Post Office Pine Castle
Pembroke Pines Annex Sand Lake
Howey in the Hills Main Post Office Union Park
Indian Rocks Beach Main Post Office Ormand Beach Beachside
Jacksonville Arlington Pahokee Main Post Office
Carver Palm Bay East Main Post Office
Jacksonville Beach Palm Beach Main Post Office
Mandarin Worth Avenue
Naldo Panama City Downtown
South Jacksonville Pembroke Pines Annex
Jupiter Main Post Office Flamingo
Tequesta Main Post Office
Key West Main Post Office Pensacola Downtown
262
East Hill Lakewood
Warrington—Naval Air Station Martech Carrier Annex
Pinellas Park Pinellas Park Midtown
Plantation Plantation Morris Brown
Pompano Beach Lighthouse Point North Atlanta Carrier Annex
Main Post Office Northside Carrier Annex
Tropical Reef Ralph McGill Carrier Annex
Port Richey Main Post Office Sandy Springs Carrier Annex
Port Saint Joe Main Post Office West End
Port Saint Lucie Main Post Office Augusta Main Post Office
Rockledge Rockledge Avondale Estates Main Post Office
Saint Petersburg Central Clarkston Main Post Office
Crossroads Columbus Downtown
Euclid Decatur Annex
Gateway Mall Main Post Office
Gulfwinds Fort Oglethorpe Main Post Office
Madeira Beach Marietta Main Post Office
Midtown Mount Bethel
Northside Morrow Main Post Office
Open Air Peach Tree City Main Post Office
Saint Petersburg Beach Riverdale Main Post Office
Sarasota Gulf Gate Savannah Eastside
Southgate Scottdale Scottdale
Satellite Beach Satellite Beach - Patrick AFB
Shalimar Main Post Office Guam
South Bay Main Post Office Barrigada Barrigada
South Miami Main Post Office Hagatna Downtown
Stuart Main Post Office
Tallahassee Main Post Office
Tamarac Main Post Office Hawaii
Tampa Annex Aiea Pearl City
Carrollwood Ewa Beach Main Post Office
Commerce Honolulu Collections
Forest Hills Downtown
Hyde Park Hawaii Kai
Interbay Kapalama
MacDill AFB Main Post Office
Seminole Heights Makiki
Sulphur Springs Sand Island
Ybor Waialae-Kahala
Valparaiso Main Post Office Waikiki
West Palm Beach City Place Kahulii Main Post Office
Haverhill Kailua Main Post Office
Palm Central Kaneohe Main Post Office
Palm West Laie Main Post Office
Southboro Mililani Main Post Office
Weston Weston Branch Pearl City Pearl City / Aiea
Winter Park Aloma Wahiawa Main Post Office
Main Post Office Waianae Main Post Office
Waimanalo Main Post Office
Waipahu Main Post Office
Georgia
Atlanta Ben Hill
Briarcliff Iowa
Broadview Cedar Rapids Downtown
Brookhaven Des Moines Beaverdale
Cascade Heights Metro Carrier Annex
Central City Carrier Annex Morgan Street
Chamblee University
Civic Center Seymour
College Park Morningside
Cumberland Carrier Annex
Dunwoody Carrier Annex Idaho
East Atlanta Boise Main Post Office
East Point Oregon Trail
Eastwood Overland Trail
Federal Reserve Kellogg Main Post Office
Glenridge Mountain Home Mountain Home/AFB
Hapeville Saint Maries Main Post Office
Howell Mill Soda Springs Main Post Office
Industrial Wallace Main Post Office
263
Illinois Downers Grove Main Post Office
Arlington Heights Main Post Office Woodbridge
Bellwood Main Post Office East Saint Louis Main Post Office
Benld Main Post Office Fairview Heights
Bensenville Main Post Office Elk Grove Village Main Post Office
Berwyn Main Post Office Elmhurst Main Post Office
Bloomington Normal Evanston Main Post Office
Bradley Main Post Office Forest Park Main Post Office
Bridgeview Main Post Office Fox River Grove Main Post Office
Moraine Valley Facility Franklin Park Main Post Office
Brookfield Main Post Office Glen Ellyn Glendale Heights
Calumet City Main Post Office Main Post Office
Carol Stream Main Post Office Glencoe Main Post Office
Champaign Main Post Office Glenview Main Post Office
Chicago Ashburn Hazel Crest Main Post Office
Auburn Park Highland Park Highland Park
Cesar Chavez / Pilson Highwood Main Post Office
Charles A Hayes Hillside Main Post Office
Chicago Central Carrier Annex Itasca Main Post Office
Cicero Kenilworth Main Post Office
Clearing La Grange Main Post Office
Cragin La Grange Park
Daniel J Doffyn Lake Bluff Main Post Office
Elmwood Park Lake Forest Main Post Office
Englewood Lansing Main Post Office
Evergreen Park Lincolnwood Lincolnwood/Edgebrook
Fort Dearborn Lisle Main Post Office
Graceland Lyons Main Post Office
Grand Crossing Carrier Annex Madison Main Post Office
Harwood Heights Carrier Annex Maywood Main Post Office
Hegewisch Melrose Park Main Post Office
Henry W McGee Midlothian Main Post Office
Irving Park Morton Grove Main Post Office
Jackson Park Mound City Main Post Office
James E Worsham/ Mount Prospect Main Post Office
Grand Crossing Annex Niles Main Post Office
Jefferson Park North Brook Main Post Office
John J Buchanan North Chicago Great Lakes
Lakeview Main Post Office
Lincoln Park Oak Brook Main Post Office
Lincolnwood/Edgebrook Oak Forest Main Post Office
Loop Section Station Oak Park Main Post Office
Mary Alice Henry Oak Park South
Merchandise Mart Palatine Main Post Office
Morgan Park Park Forest Main Post Office
Mount Greenwood Park Ridge Main Post Office
Nancy B Jefferson Peoria Persimmon Annex
Northtown West Glen
Norwood Park Posen Main Post Office
Ogden Park Richton Park Main Post Office
Otis Grant Collins River Forest Main Post Office
Ravenswood River Grove Main Post Office
Reverend Milton R Brunson Riverside North Riverside
Riverdale Robbins Main Post Office
Robert LeFlore Jr Rockford Main Post Office
Roberto Clemente Rolling Meadows Rolling Meadows
Roger P McAuliffe Schaumburg Main Post Office
Rogers Park Silvis Main Post Office
Roseland Skokie Main Post Office
Southwest Carrier Annex Springfield Downtown
Stockyard Northeast
Twenty Second Street Steger Main Post Office
Uptown Summit Argo Main Post Office
Wicker Park Thornton Main Post Office
Clarendon Hills Main Post Office Venice Main Post Office
Cottage Hills Main Post Office Villa Park Elmhurst Carrier Annex
Decatur Annex Main Post Office
Deerfield Main Post Office Waukegan Main Post Office
Des Plaines Main Post Office Westchester Main Post Office
Dolton Main Post Office Western Springs Main Post Office
264
Westmont Main Post Office Kentucky
Wheeling Main Post Office Barbourville Main Post Office
Willow Springs Main Post Office Cloverport Main Post Office
Willowbrook WBD Carrier Annex Covington Main Post Office
Wilmette Main Post Office Cumberland Main Post Office
Winnetka Main Post Office Earlington Main Post Office
Winthrop Harbor Main Post Office Fort Campbell Main Post Office
Wood Dale Main Post Office Fort Knox Main Post Office
Zeigler Main Post Office Fort Thomas Main Post Office
Harlan Main Post Office
Indiana Highland Heights Cold Springs- Highland Heights
Beech Grove Main Post Office Irvine Ravenna
East Chicago East Chicago Lexington Post Rider
Harbor Louisville Annshire
Evansville Downtown Downtown
Lawndale Hikes Point
Main Post Office Iroquois
River City Lyndon
Fort Wayne Fort Wayne Martin Luther King
Hazelwood Okolona
Gary Brunswick Pleasure Ridge Park
Saint Matthews
Glen Park
Shelby
Lake
Shively
Main Post Office
Paintsville Main Post Office
Merrillville
Russell Main Post Office
Miller
South Williamson Williamson WV
Tolleston
Whitesburg Main Post Office
Griffith Main Post Office
Hammond Hessville
Highland Louisiana
Main Post Office Arabi Arabi/Chalmette
Munster Barsksdale AFB Barksdale AFB
Indianapolis Bacon Baton Rouge Audubon
Brightwood Broadview
Circle City Downtown
Eastgate Istrouma
Lawrence Old Hammond
Linwood Berwick Main Post Office
Mapleton Chalmette Main Post Office
Nora Delcambre Main Post Office
Rainbow Fort Polk Main Post Office
Speedway Gretna Main Post Office
South Bend Brademas / Main Harvey Main Post Office
Edison Park Kenner Kenner North
Whiting Main Post Office Main Post Office
Lake Arthur Main Post Office
Lake Charles Main Post Office
Kansas Mandeville Main Post Office
Florence Main Post Office Marreo Main Post Office
Fort Leavenworth Main Post Office Metairie Johnson Street
Fort Riley Main Post Office Park Manor
Kansas City Argentine Main Post Office
Civic Center Monroe Northside
Indian Springs Natchitoches East Natchitoches
Rosedale New Orleans Algiers
Leawood Main Post Office Bywater
Mission Shawnee Mission Carrollton
Overland Park Blue Valley Central
Brookridge Elmwood
Indian Creek Main Post Office
Main Post Office Uptown
Prairie Village Main Post Office New Roads Main Post Office
Shawnee Main Post Office Norco Main Post Office
Topeka Main Post Office Shreveport Main Post Office
Wichita Chisholm Meriwether
Downtown Thibodaux Houma-Thibodaux-Lockport
Munger (has rural and CDS)
North Wichita Vidalia Main Post Office
River City Westwego Main Post Office
265
Massachusetts Dedham Main Post Office
Abington Main Post Office East Falmouth Main Post Office
Ashland Main Post Office East Walpole Main Post Office
Avon Main Post Office Walpole Carriers
Ayer Main Post Office Fairhaven Fairhaven
Baldwinville Main Post Office Fall River Flint
Bedford Main Post Office Highland
Beverly Main Post Office Main Post Office
Boston Allston Somerset
Arlington South
Auburndale Falmouth Main Post Office
Back Bay Annex Foxboro Main Post Office
Belmont Gloucester Main Post Office
Brighton Hanover Main Post Office
Chestnut Hill Harwich Port Main Post Office
Dorchester Station Haverhill Main Post Office
East Weymouth Hingham Hull
Fenway Main Post Office
Fields Corner Holbrook Main Post Office
Fort Point Hopedale Main Post Office
Hyde Park Hyannis Main Post Office
IMC Charlestown Station Lawrence Lawrence-Sub-Station
IMC Chelsea Main Post Office
IMC East Boston Methuen
IMC Everett Lexington Main Post Office
IMC Winthrop Station Lowell Sub Station DDC
Jamaica Plain Lynn Main Post Office
JFK-Back Bay (All JFK many zones) Nahant
Kenmore Saugus
Malden Swampscott
Mattapan West Lynn
Medford Lynnfield Lynnfield Annex
Milton Manchester Main Post Office
Needham Marblehead Main Post Office
Newton Center Maynard Main Post Office
Newton Highlands St Merrimac Main Post Office
Newtonville Milford Main Post Office
North Quincy Nantucket Main Post Office
North Weymouth Natick Main Post Office
Quincy Needham Needham Heights
Revere New Bedford New Bedford-Sub Station
Roslindale Newburyport Main Post Office
Roxbury Newbury
Somerville Newton Center Newton Center Carrier Annex
South Boston Newtonville Main Post Office
South Weymouth North Attleboro Main Post Office
Stoneham North Chelmsford Main Post Office
Waban Northampton Main Post Office
Watertown Norwood Main Post Office
Wellesley Hills Westwood
Wellesley Station Osterville Main Post Office
West Newton Peabody Annex
West Roxbury Main Post Office
Weston Pittsfield Main Post Office
Weymouth Landing Provincetown Main Post Office
Wollaston Randolph Main Post Office
Braintree Main Post Office Reading Main Post Office
Brockton Main Post Office Rockland Main Post Office
Brookline Main Post Office Rockport Main Post Office
Burlington Main Post Office Salem Main Post Office
Cambridge Cambridge-Central Square St Scituate Main Post Office
Cambridge-Porter Square Carrier Sharon Main Post Office
Annex Somerset Main Post Office
East Cambridge Annex South Grafton Main Post Office
Canton Main Post Office South Hamilton Main Post Office
Chelmsford Main Post Office Wenham
Chicopee Main Post Office South Yarmouth Main Post Office
Clinton Main Post Office West Yarmouth Branch
Cohasset Main Post Office Yarmouth Port
Danvers Main Post Office Springfield East Longmeadow
266
Forest Park Station Main Post Office
Main Post Office Pike Annex
Main Street Station-Indian Orchard Potomac
Riverdale Station Twinbrook
Stoughton Main Post Office Sandy Spring Main Post Office
Wakefield Main Post Office Silver Spring Ashton
Waltham Waltham Station Aspen Hill
Wayland Main Post Office Colesville
Whitinsville Main Post Office Colesville Carrier Annex
Whitman Main Post Office Main Post Office
Winchester Annex Silver Spring Carrier Annex
Woburn Main Post Office Takoma Park
Worcester Joseph D Early Main Post Office Wheaton
Suitland Main Post Office
Temple Hills Andrews Air Force Base
Maryland Main Post Office
Aberdeen Proving Aberdeen Proving Grounds
Ashton Main Post Office
Baltimore Arlington Maine
Brooklyn South Carrier Annex Booth Bay Harbour Main Post Office
Carroll East Millinocket East Millinocket
Catonsville Eastport Main Post Office
Clifton East End Gardiner Randolph
Downtown Delivery Annex Mexico Main Post Office
Druid Millinocket Main Post Office
Dundalk Sparrows Point Old Orchard Beach Main Post Office
Franklin Peaks Island Main Post Office
Govans Portland Main Station
Gwynn Oak Main Station Portland-North
Halethorpe Main Station Portland-West
Hamilton (dispute)
Hampden/Roland
Highlandtown Michigan
Loch Raven Allen Park Main Post Office
Mount Washington Birmingham Main Post Office
Northwood Bloomfield Hills Annex
Nottingham Center Line Main Post Office
Parkville Clawson Main Post Office
Raspeburg Dearborn Carrier Annex
Walbrook Main Post Office
Waverly Teleford
Beltsville Main Post Office Dearborn Heights Main Post Office
Bethesda Arlington Detroit Brightmoor
West Lake College Park
Bladensburg Main Post Office Fenkell
Brentwood Main Post Office Fox Creek
Burtonsville Main Post Office Grand Shelby
Cabin John Main Post Office Gratiot
Capitol Heights Main Post Office Grosse Pointe
Cheltenham Main Post Office Hamtramck Carrier Annex
College Park North College Park Harper
Columbia Main Post Office Highland Park
Crofton Main Post Office Jefferson
Damascus Main Post Office Joyfield
District Heights District Heights Kensington
Forestville Livernois
Fort George Meade Fort George Meade Mt Elliott
Fort Washington Main Post Office North End
Gaithersburg Main Post Office Northwestern
Glen Echo Main Post Office Oak Park
Greenbelt Main Post Office Old Redford Carrier Annex
Hyattsville CalvertDeliveryDistributionCenter Park Grove
Landover Redford
Kensington Main Post Office River Rouge
Lanham Lanham Seabrook Seven Oaks
Linthicum Heights Main Post Office Springwells
Lonaconing Main Post Office Strathmoor
Mount Rainier Main Post Office Eastpointe Main Post Office
Oxon Hill Main Post Office Farmington Hills Farmington Carrier Annex
Patuxent River Main Post Office Main Post Office
Rockville Derwood Flint Cody
267
Main Post Office Dinky Town
Northeast Eastside
Northside Edina
Southeast Elmwood
Fraser Main Post Office Fridley Annex
Garden City Main Post Office Golden Valley
Grand Rapids East Town Lake Street
Kentwood Loring
Main Post Office Lowry
Grosse Ile Main Post Office Main Post Office
Hazel Park Main Post Office Minnehaha
Inkster Main Post Office Nokomis
Kinchelo Main Post Office Normandale
Lanse Main Post Office Penn James
Lansing Downtown Powderhorn
South West Carrier Annex Richfield
Lincoln Park Main Post Office Robbinsdale
Livonia Greenmead Saint Louis Park
Main Post Office Twin Cities Metro
Michigan Center Main Post Office University
Mount Clemens Main Post Office West Edina
Muskegon Muskegon Heights Minnetonka Annex
North Muskegon Main Post Office
Norway Main Post Office Saint Paul Dayton’s Bluff
Okemos Main Post Office Eagan
Pontiac Auburn Hills Eastern Heights
Main Post Office Elway
Port Huron Marysville Industrial
Portage Portage Carrier Annex Main Post Office
Rochester Rochester Hills New Brighton
Roseville Main Post Office North Saint Paul
Royal Oak Madison Heights Rice Street
Main Post Office Riverview
Saint Clair Shores Main Post Office Roseville
Saint Ignace Main Post Office Twin Cities
Sault St. Marie Kinchelo Vadnais Heights Annex
Southfield Main Post Office West Saint Paul
Southgate Main Post Office White Bear Lake
Sterling Heights Main Post Office Saint Paul Park Main Post Office
Taylor Main Post Office Silver Bay Main Post Office
Trenton Main Post Office South Saint Paul South Saint Paul
Troy Main Post Office Virginia Main Post Office
Minnesota Bldg / Carrier Annex
Warren Main Post Office Missouri
West Bloomfield Ballwin Manchester
Wayne Main Post Office Carterville Main Post Office
Westland Main Post Office Fort Leonard Wood Main Post Office
Wyandotte Main Post Office Grandview Main Post Office
Riverview Branch Independence Englewood
Sugar Creek
Minnesota Jefferson City Capital View
Babbitt Main Post Office Kansas City Center Square
Bayport Main Post Office Civic Center
Burnsville Main Post Office Executive Park
Champlin Main Post Office GPO Carrier Annex
Circle Pines Main Post Office James Crew
Ely Main Post Office Leon Jordan
Hopkins Main Post Office Main Post Office
Hoyt Lakes Main Post Office Plaza
International Falls Main Post Office South Troost
Minneapolis Blaine Southeast
Bloomington Stockyards
Brooklyn Center Waldo
Brooklyn Park Westport
Burnett William Chick
Columbia Heights Saint Ann Main Post Office
Commerce Saint Louis Afton
Coon Rapids Baden
Crystal Benton Park
Diamond Lake Berkeley
268
Brentwood East Flat Rock Main Post Office
Carrier Square Fayetteville Eutaw
Chambers Haymount
Chouteau Fort Bragg Fort Bragg
Clayton Jacksonville Camp LeJeune
Coyle Landis Main Post Office
Creve Coeur Lowell Main Post Office
Des Peres Raleigh Avent Ferry
Ferguson Southern Pines Main Post Office
Gaffney Southport Main Post Office
Giles Spencer Main Post Office
Gravois Spindale Main Post Office
Jennings Weldon Main Post Office
Kirkwood Wilmington Azalea
Mackenzie Point Main Post Office
Maplewood Winston Salem Main Post Office
Maryville Gardens Wrightsville Beach Main Post Office
North County
Oldham North Dakota
Olivette Minot AFB Minot AFB
Reid
Richmond Heights
South County Nebraska
Southwest Bellevue Main Post Office
University City Chadron Main Post Office
Weathers Crawford Main Post Office
West County Lincoln Woods Park
Wheeler Omaha Ames
Valley Park Main Post Office Benson
Elmwood
Millard
Mississippi Pierce
Biloxi Main Post Office Ralston
West Station Saddle Creek
Gulfport Downtown Station South Omaha
East Station West Omaha
Jackson Lefleur Valentine Main Post Office
Moody Street
North Jackson
Southwest
New Hampshire
Hampton Main Post Office
Pascagoula East Lawn Station Closed
Manchester Downtown
Hurricane
Somersworth Main Post Office
Main Post Office
Waveland Main Post Office
New Jersey
Allendale Allendale Carrier Annex
Montana Allenhurst Main Post Office
Billings Centennial
Asbury Park Main Post Office
Pioneer
Ocean
Bozeman Babcock
Atlantic City Main Post Office
Cut Bank Main Post Office
Atlantic Highlands Main Post Office
Glendive Main Post Office
Avalon Main Post Office
Great Falls C.M. Russell
Avenel Main Post Office
Havre Main Post Office
Avon by the Sea Main Post Office
Kalispell Main Post Office
Barrington Main Post Office
Livingston Main Post Office
Bayonne Main Post Office
Plentywood Main Post Office
Bayville Main Post Office
Round Up Main Post Office
Beachwood Main Post Office
Shelby Main Post Office
Belford Main Post Office
Wolf Point Main Post Office
Bellmawr Annex
Main Post Office
North Carolina Bergenfield Main Post Office
Butner Main Post Office Berkeley Heights Main Post Office
Carolina Beach Main Post Office Bloomfield Main Post Office
Charlotte 30th Street Bloomingdale Main Post Office
Downtown Bound Book Main Post Office
Idlewild Annex Bradley Beach Main Post Office
Independence Bridgewater Main Post Office
Park Road Brielle Main Post Office
Randolph Brigantine Main Post Office
Cramerton Main Post Office Budd Lake Main Post Office
269
Caldwell Caldwell/West Caldwell Highlands Main Post Office
Camden Main Post Office Hillsdale Washington Township
Main Post Office Carrier Annex Hillside Industrial Hillside
Carlstadt Main Post Office Ho Ho Kus Main Post Office
Carteret Main Post Office Hoboken Main Post Office
Cedar Grove Main Post Office Holmdel Main Post Office
Cedar Knolls Main Post Office Hopatcong Main Post Office
Chatham Main Post Office Iselin Main Post Office
Cherry Hill Main Post Office Jersey City Bergen North
Woodcrest Bergen South
Cinnaminson Main Post Office Hudson
Clementon Annex Main Post Office
Cliffside Park Main Post Office Journal Square
Cliffwood Main Post Office Main Post Office
Clifton Delawanna Keansburg Main Post Office
Main Post Office Kearny Main Post Office
Closter Main Post Office Keasbey Main Post Office
Cranford Main Post Office Kendall Park Main Post Office
Cresskill Main Post Office Kenilworth Main Post Office
Deal Main Post Office Keyport Main Post Office
Demarest Main Post Office Lake Hiawatha Main Post Office
Deptford Deptford/Woodbury Lakewood Main Post Office
Dover Carrier Annex Landing Main Post Office
Dumont Main Post Office Lavallette Main Post Office
Dunellen Main Post Office Lawnside Main Post Office
East Brunswick Main Post Office Leonardo Main Post Office
East Hanover Main Post Office Lincoln Park Main Post Office
East Orange Main Post Office Lincroft Main Post Office
Edgewater Main Post Office Linden Main Post Office
Edison Main Post Office Linwood Main Post Office
Nixon Little Falls Main Post Office
Raritan Center Little Ferry Main Post Office
Elizabeth Main Post Office Little Silver Main Post Office
Elmwood Park Main Post Office Livingston Main Post Office
Emerson Hillsdale Lodi Main Post Office
Englewood Englewood Annex Long Beach Township Long Beach
Essex Falls Main Post Office Long Branch Main Post Office
Fair Lawn Main Post Office Longport Main Post Office
River Road Lyndhurst Main Post Office
Warren Point Madison Carrier Annex
Fairview Main Post Office Magnolia Main Post Office
Fanwood Main Post Office Mahwah Mahwah Carrier Annex
Florence Main Post Office Manasquan Main Post Office
Florham Park Main Post Office Mantoloking Main Post Office
Fords Main Post Office Mantua Main Post Office
Fort Lee Fort Lee Annex Manville Main Post Office
Franklin Lakes Main Post Office Maplewood Main Post Office
Franklin Park Main Post Office Margate Main Post Office
Garfield Main Post Office Margate City Main Post Office
Garwood Main Post Office Metuchen Brainy Boro
Gibbsboro Main Post Office Main Post Office
Gibbstown Main Post Office Middlesex Main Post Office
Gillette Main Post Office Middletown Main Post Office
Glen Ridge Main Post Office Midland Park Main Post Office
Glen Rock Main Post Office Millburn Main Post Office
Glendora Main Post Office Millington Main Post Office
Gloucester City Main Post Office Milltown Main Post Office
Hackensack Hasbrouck Heights Monmouth Beach Main Post Office
Leonia Montclair Main Post Office
Main Post Office Upper Montclair
Maywood Montvale Main Post Office
South Hackensack Morris Plains Main Post Office
Haddon Heights Main Post Office Morristown Main Post Office
Haddonfield Main Post Office Mount Arlington Main Post Office
Harrington Park Main Post Office Mount Ephraim Mount Ephraim
Harrison Main Post Office Mountain Lakes Main Post Office
Haskell Main Post Office National Park Main Post Office
Haworth Main Post Office Neptune Main Post Office
Hazlet Main Post Office Netcong Main Post Office
High Bridge Main Post Office New Brunswick Highland Park
270
Home News Row Riverdale Main Post Office
New Milford Main Post Office Riverton Main Post Office
New Providence Main Post Office Roebling Main Post Office
Newark Irvington Roseland Main Post Office
Main Post Office Roselle Main Post Office
Roseville Roselle Park Main Post Office
South Rumson Main Post Office
Springfield Avenue Sea Bright
Vailsburg Runnemede Main Post Office
Belleville Annex Rutherford East Rutherford
Ironbound Main Post Office
North Bergen Main Post Office Wood-Ridge
Woodcliff Saddle Brook Main Post Office
Northfield Main Post Office Sayreville Main Post Office
Northvale Main Post Office Scotch Plains Main Post Office
Norwood Main Post Office Sea Girt Main Post Office
Oakhurst Main Post Office Sea Isle City Main Post Office
Oakland Main Post Office Seaside Heights Main Post Office
Ocean City Main Post Office Seaside Park Main Post Office
Ocean Grove Main Post Office Secaucus Main Post Office
Oceanport Main Post Office Sewaren Main Post Office
Ogdensburg Main Post Office Short Hills Main Post Office
Oradell Main Post Office Somerdale Main Post Office
Orange Main Post Office Somers Point Linwood Annex
West Orange Main Post Office
Palisades Park Main Post Office Somerset Main Post Office
Palmyra Main Post Office Somerville Main Post Office
Paramus Main Post Office South Amboy Laurence Harbor
Park Ridge Main Post Office Main Post Office
Parlin Main Post Office South Bound Brook Main Post Office
Parsippany Main Post Office South Orange Main Post Office
Passaic Main Post Office South Plainfield Main Post Office
Wallington South River Main Post Office
Paterson Haledon Spotswood Main Post Office
Hawthorne Spring Lake Main Post Office
Main Post Office Springfield Main Post Office
Park Stirling Main Post Office
River Street Stone Harbor Main Post Office
South Patterson Stratford Somerdale Carrier Annex
Totowa Main Post Office
Paulsboro Main Post Office Succasunna Main Post Office
Pennsville Main Post Office Summit Main Post Office
Pequannock Main Post Office Teaneck Main Post Office
Perth Amboy Main Post Office Tenafly Main Post Office
Phillipsburg Main Post Office Trenton Downtown
Pine Beach Main Post Office Fort Dix
Piscataway Main Post Office Station E
Pitman Main Post Office Villa Park
Plainfield Main Post Office West Trenton
Muhlenberg Union Main Post Office
Netherwood Union City Main Post Office
Plainsboro Main Post Office Vauxhall Main Post Office
Point Pleasant Point Pleasant Ventor Main Post Office
Point Pleasant Beach Ventnor City
Point Pleasant Boro Waldwick Main Post Office
Pompton Lakes Main Post Office Wanaque Main Post Office
Pompton Plains Main Post Office Wayne Main Post Office
Port Monmouth Main Post Office Wenonah Main Post Office
Port Reading Main Post Office West Long Branch Main Post Office
Princeston Palmer Square West New York Main Post Office
Rahway Main Post Office Westfield Main Post Office
Raritan Main Post Office Mountainside
Red Bank Fort Monmouth Westwood Main Post Office
Main Post Office River Vale
Ridgefield Main Post Office Whippany Main Post Office
Ridgefield Park Main Post Office Wildwood Main Post Office
Ridgewood Main Post Office Willingboro Main Post Office
Ringwood Main Post Office Woodbridge Main Post Office
Rio Grande Villas Carrier Annex Woodbury Heights Woodbury Heights
River Edge Main Post Office Wyckoff Main Post Office
271
New Mexico North Babylon
Albuquerque Academy Baldwin Main Post Office
Airport Mail Facility Baldwin North
Highland Bay Shore Main Post Office
Highland Station Penataquit
Main Post Office Bayport Main Post Office
Manzano Bayville Main Post Office
Steve Schiff Beacon Main Post Office
Uptown Bedford Hills Main Post Office
Bloomfield Main Post Office Bellerose Main Post Office
Farmington Main Post Office Bellmore Main Post Office
Gallup Main Post Office Bellmore North Main Post Office
Grants Main Post Office Bellport Main Post Office
Hobbs Main Post Office Bethpage Main Post Office
Holloman AFB Holloman Air Force Base Blauvelt Main Post Office
Las Cruces White Sands Blue Point Main Post Office
Los Alamos Main Post Office Bohemia Main Post Office
White Rock Bowmansville Main Post Office
Raton Main Post Office Brentwood Main Post Office
Ruidoso Main Post Office Briarcliff Manor Main Post Office
Santa Rosa Main Post Office Brightwaters Main Post Office
Silver City Main Post Office Bronx Baychester
Socorro Main Post Office Boulevard
Taos Main Post Office City Island
Truth Or Consequences Main Post Office Co-op City
Tucumcari Main Post Office Cornell
Tularosa Main Post Office Fordham
GPO
Highbridge
Nevada HUB
Battle Mountain Main Post Office Hunts Point
Boulder City Main Post Office Jerome
Carson City Main Post Office Kingsbridge
Ormsby Morris Heights
Elko Aspen Morrisania
Spring Creek Mott Haven
Ely Main Post Office Parkchester
Las Vegas Collections Riverdale
East Las Vegas Soundview
Emerald Throggs Neck
Garside Tremont
Huntridge Wakefield
King West Farms
Paradise Westchester Square
Red Rock Vista Williamsbridge
Spring Valley Woodlawn
Strip Station Brooklyn Adelphi
Sunrise Bath Beach
Topaz Bay Ridge
Winterwood Bay Station
North Las Vegas Main Post Office Blythebourne
Reno Downtown Brevoort
Washington Brownsville
Sparks Main Post Office Bush Terminal
Sun Valley Main Post Office Bushwick
Winnemucca Main Post Office Cadman Plaza
Canarsie
New York Coney Island
Albany Broderick Street Annex Dedicated Collections
Henry Johnson Carrier Annex Dyker Heights
Main Post Office East New York
Terminal Street Flatbush
Albertson Main Post Office Fort Hamilton
Alfred Main Post Office Gravesend
Amityville Main Post Office Green Point
Ardsley Main Post Office Homecrest
Armonk Main Post Office Kensington
Arverne Main Post Office Lefferts/James E Davis
Atlantic Beach Main Post Office Metropolitan
Babylon Main Post Office Midwood
272
New Lots Kew Garden Hills
Parkville Linden Hill
Pratt Little Neck
Red Hook Main Post Office
Rugby Maspeth
Ryder Middle Village
Saint Johns Oakland Gardens
Starret City/Spring Creek Rego Park
Stuyvesant/Chisholm Ridgewood
Times Plaza Station A
Van Brunt Whitestone
Vanderveer Woodside
Williamsburg Franklin Square Main Post Office
Wyckoff Freeport Main Post Office
Buchanan Main Post Office Garden City Main Post Office
Buffalo Blasdell Roosevelt Field Postal Facility
Central Park Garnerville Main Post Office
Cheektowaga Glen Cove Main Post Office
Eastside Glen Head Main Post Office
Ellicott Glen Oaks Glen Oaks
Hiler Glenwood Landing Main Post Office
Kenmore Grand Island Main Post Office
Lackawanna Great Neck Kings Point
Niagara Square Main Post Office
Northside Old Village
Southside Greenlawn Main Post Office
West Seneca Greenvale Main Post Office
Westside Hamburg Main Post Office
Williamsville Harrison Main Post Office
Carle Place Main Post Office Hartsdale Main Post Office
Cedarhurst Main Post Office Haverstraw Main Post Office
Center Moriches Main Post Office Hawthorne Main Post Office
Centereach Main Post Office Hempstead Main Post Office
Centerport Main Post Office Hewlett Main Post Office
Central Islip Main Post Office Hicksville Main Post Office
Chappaqua Main Post Office Plainview
Cold Spring Harbor Main Post Office Holbrook Main Post Office
Commack Main Post Office Holtsville Main Post Office
Congers Main Post Office Huntington Station Dix Hills
Copiague Main Post Office Main Post Office
Coram Main Post Office Melville
Cornwall Main Post Office Inwood Main Post Office
Cornwall On Hudson Main Post Office Irvington Main Post Office
Deer Park Main Post Office Island Park Main Post Office
Dobbs Ferry Main Post Office Islip Main Post Office
East Hampton Main Post Office Islip Terrace Main Post Office
East Islip Main Post Office Jackson Heights Main Post Office
East Meadow Main Post Office Jamaica Archer Ave.
East Northport Main Post Office Archie Spigner
East Rochester Main Post Office Cambria Heights
East Rockaway Main Post Office Hollis
East Setauket Main Post Office Howard Beach
Elmont Main Post Office JFK Airport
Elmsford Annex Kew Gardens
Endicott Main Post Office Main Post Office
Union Station Ozone Park
Far Rockaway Arverne Queensvillage
Main Post Office Richmond Hill
Farmingdale Farmingdale Annex Rochdale Village
Main Post Office Rosedale
Farmingville Main Post Office South Ozone Park
Floral Park Main Post Office South Richmond Hill
Flushing Bayside Springfield Gardens
Collection Unit Woodhaven
College Point Jericho Main Post Office
Corona Kings Park Main Post Office
East Elmhurst Lake Grove Main Post Office
Elmhurst Lake Placid Main Post Office
Forest Hills Larchmont Main Post Office
Fresh Meadows Latham Main Post Office
273
Lawrence Main Post Office Suffern Carrier Annex
Levittown Main Post Office Montrose Main Post Office
Lindenhurst Main Post Office Mount Vernon Main Post Office
Liverpool Bayberry Nanuet Main Post Office
Main Post Office Nesconset Main Post Office
Locust Valley Main Post Office New City Main Post Office
Long Beach Main Post Office New Hyde Park New Hyde Park Carrier Annex
Long Island City Astoria New Rochelle Main Post Office
Broadway Pelham
Main Post Office Wykagyl
Parcel Post New York Mills Main Post Office
Steinway Niagara Falls LaSalle
Sunnyside Main Post Office
Woolsey North Chili Main Post Office
Lynbrook Main Post Office Northport Main Post Office
Malverne Main Post Office Nyack Main Post Office
Mamaroneck Main Post Office Oakdale Main Post Office
Manhasset Main Post Office Oceanside Main Post Office
Manhattan Ansonia Old Bethpage Main Post Office
Audubon Orangeburg Main Post Office
Bowling Green Annex Ossining Main Post Office
Canal Street Patchogue Main Post Office
Cathedral Pearl River Main Post Office
Church Street Pleasantville Main Post Office
College Port Chester Main Post Office
Colonial Park / HG Annex Port Henry Main Post Office
Cooper Port Jefferson Port Jefferson Station
F.D.R. Port Washington Main Post Office
Fort George Purchase Main Post Office
Gracie Rochester Beechwood
Grand Central Brighton
Hamilton Grange Downtown
Inwood Federal
James A. Farley General Mail Facility
Knickerbocker Greece
Lenox Hill Irondequoit
Lenox Hill North & South Lexington
Lincolnton Midtown
Madison Square Panorama
Manhattanville Ridgemont
Midtown West Ridge
Morningside Westgate
Murray Hill Annex Rockaway Beach Main Post Office
Old Chelsea Rockaway Park Main Post Office
Oscar Garcia Rivera Rockville Center Main Post Office
Peck Slip Ronkonkoma Main Post Office
Peter Stuyvesant Roosevelt Main Post Office
Planetarium Roslyn Main Post Office
Prince Street Roslyn Heights Main Post Office
Radio City Rouses Point Main Post Office
Roosevelt Island Rye Main Post Office
Times Square Sayville Main Post Office
Times Square RCU Annex Scarsdale Carrier Annex
Triborough Heathcote
Trinity Annex Main Post Office
Village Schenectady Glenview
Wall Street Main Post Office
Washington Bridge/Sgt Ryan Niskayuna
A.Tejad Sea Cliff Main Post Office
Massapequa Main Post Office Seaford Main Post Office
North Massapequa Selden Main Post Office
Massapequa Park Main Post Office Sherrill Main Post Office
Mastic Main Post Office Shirley Main Post Office
Mastic Beach Main Post Office Sidney Main Post Office
Maybrook Main Post Office Smithtown Hauppage
Merrick Bank Plaza Industrial Park
Merrick Main Post Office
Mineola Main Post Office Spring Valley Main Post Office
Minoa Main Post Office Staten Island Eltingville/South Shore Annex
Monsey Main Post Office Great Kills
274
Main Post Office GPO Barberton Main Post Office
Mariner’s Harbor Norton
New Dorp Berea Main Post Office
Port Richmond Brewster Main Post Office
Prince’s Bay/South Shore Annex Brilliant Main Post Office
Rosebank Brunswick Main Post Office
Saint George Campbell Main Post Office
Stapleton Canton Country Fair
Tottenville Dueber
West Brighton (same as ‘West Jackson Belden
New’) New Market
Stony Brook Main Post Office North Canton
Suffern Main Post Office Northeast Waterworks
Syosset Main Post Office Chagrin Falls Main Post Office
Syracuse Colvin Cincinnati Anderson
Dewitt College Hill
Franklin Square Corryville
GMF/Carrier Groesbeck
Teall Lockland
Tappan Main Post Office Mid City
Tarrytown Main Post Office Mount Healthy
Thornwood Main Post Office Mount Washington
Tonawanda Main Post Office Murray
Tupper Lake Main Post Office Norwood
Uniondale Main Post Office Parkdale
Utica Kernan Price Hill
Valhalla Main Post Office Saint Bernard
Valley Stream Main Post Office Sharonville
Wantagh Main Post Office Sycamore
Station A (North) Symmes
Warrensburg Main Post Office Taft
Washingtonville Main Post Office Walnut Hills
Waterford Main Post Office Western Hills
Watervliet Main Post Office Westwood
West Hampton Beach Main Post Office Cleveland Bay Village
West Haverstraw Main Post Office Beachland
West Hempstead Main Post Office Beachwood
West Islip Main Post Office Bedford
West Nyack Main Post Office Briggs
West Point Main Post Office Broadview Heights
West Sayville Main Post Office Brooklyn
Westbury Main Post Office Brookpark
White Plains Main Post Office Cleveland Heights
North White Plains Collinwood
Williston Park Main Post Office Cranwood
Woodmere Main Post Office Euclid
Wyandanch Main Post Office Fairview Park
Wheatly Heights Garfield Heights
Yonkers Bronxville Glenville Bratenhal Station H
Centuck GMF Carrier Unit
East Independence
Greystone Lakewood
Hastings Lyndhurst/Mayfield
North Maple Heights
South Midpark
Tuckahoe Newburgh
Yorkville Main Post Office Noble
North Royalton
Ohio Parma
Akron Copley Pearlbrook
East Akron Puritas Park
Ellet Richmond Heights
Firestone Rocky River
Five Points Shaker Heights
Kenmore Solon
Maple Valley South Euclid
North Hill Station A
South Arlington Station B & C
Avon Main Post Office Strongsville
Avon Lake Main Post Office University Center/East Cleveland
275
Westlake Manhattan Plaza
Westpark Midtown
Columbus Beechwold Old West End
Bexley Point Place
Central Point Reynolds Corners
Clintonville Rossford
Columbus South Toledo
Eastland Station A
German Village Wernert
Hilltop Carrier Unit West Toledo
Linden Twinsburg Main Post Office
Livingston Warren Annex
Mount Vernon Carrier Unit Warren West
Northeast Westerville Main Post Office
Northland Wickliffe Main Post Office
Northwest Yorkville Main Post Office
Oakland Park Youngstown Austintown
Olde Towne Carrier Unit Boardman
Polaris Carrier Unit Cornersburg
Rickenbacker Carrier Unit Main Post Office
Shepard Carrier Unit Poland
Short North Carrier Unit Youngstown North
South Columbus
Tri Village Carrier Unit Oklahoma
University Bethany Main Post Office
Upper Arlington Commerce Main Post Office
West Worthington Enid Enid Air Force Base
Whitehall Hartshorne Main Post Office
Worthington Healdton Main Post Office
Cuyahoga Falls Main Post Office Norman Norman college drop by city carrier
Stow Oklahoma City 39th Street
Dayton Beavercreek Center City
Dabel Farley
Dayton View Martin Luther King Jr
Forest Park Midwest City
Huber Heights Northwest
Kettering Shartel
North Dayton Picher Main Post Office
Northridge Tulsa Donaldson
P.L.Dunbar Downtown Station
Trotwood Robert W Jenkins
West Carrollton Sheridan
Wright Brothers
Wright Patterson Air Force Base Oregon
Girard Main Post Office Beaverton Main Post Office
Hamilton Fairfield Evergreen Detached Carrier Unit
Lindenwald Bend Main Post Office
Rossville Burns Main Post Office
Hudson Main Post Office Eugene Main Post Office
Kent Main Post Office John Day Main Post Office
Lorain Annex Lake Oswego Lake Grove
Macedonia Northfield Lakeview Main Post Office
McDonald Main Post Office Myrtle Point Main Post Office
Miamisburg Main Post Office Newport Main Post Office
Munroe Falls Main Post Office Portland Cherry Blossom
Niles Main Post Office Creston
North Olmsted Main Post Office East Portland
Northfield Main Post Office Forest Park
Olmstead Falls Main Post Office Holladay Park
Sebring Main Post Office Kenton
South Lebanon Main Post Office Lents
Struthers Main Post Office Multnomah
Tallmadge Main Post Office Oak Grove
Terrace Park Main Post Office Park Rose
The Plains Main Post Office Piedmont
Tiltonsville Main Post Office Rose City Park
Toledo Central Station Sellwood Detached Carrier Unit
Franklin Park University
Kenwood West Slope
276
Reedsport Main Post Office Steelton
Salem Main Post Office Collections only Uptown
Seaside Main Post Office Hatboro Main Post Office
Vernonia Main Post Office Hatfield Main Post Office
Haverford Main Post Office
Pennsylvania Havertown Main Post Office
Abington Main Post Office Herminie Main Post Office
Akron Main Post Office Highspire Main Post Office
Aliquippa Main Post Office Homestead Main Post Office
Allison Park Main Post Office Horsham Main Post Office
Ambridge Main Post Office Houston Main Post Office
Archbald Main Post Office Huntingdon Valley Main Post Office
Ardmore Main Post Office Jenkintown Main Post Office
Bala Cynwyd Main Post Office Jessup Main Post Office
Beaver Falls Main Post Office Kulpmont Main Post Office
Bensalem Bensalem/Cornwell Heights Lafayette Hill Main Post Office
Main Post Office Landisville Main Post Office
Bethel Park Main Post Office Lansdowne Main Post Office
Brackenridge Main Post Office Lansford Main Post Office
Braddock Main Post Office Leetsdale Main Post Office
Bridgeville Main Post Office Lemoyne Main Post Office
Bristol Main Post Office Levittown Main Post Office
Broomall Main Post Office Lyndora Main Post Office
Bryn Mawr Main Post Office Mahanoy City Main Post Office
Burnham Main Post Office Marcus Hook Main Post Office
Camp Hill Main Post Office Matamoras Main Post Office
Catasauqua Main Post Office McAdoo Main Post Office
Chester Main Post Office McKees Rocks Main Post Office
Cheswick Main Post Office McKeesport Main Post Office
Clairton Main Post Office McSherrystown Main Post Office
Clifton Heights Main Post Office Media Main Post Office
Coaldale Main Post Office Merion Station Main Post Office
Conshohocken Conshohocken Carrier Annex Minnersville Main Post Office
Main Post Office Monaca Main Post Office
Conway Main Post Office Monessen Main Post Office
Creighton Main Post Office Monroeville Main Post Office
Cresson Main Post Office Morrisville Main Post Office
Cressona Main Post Office Morton Main Post Office
Darby Main Post Office Mount Carmel Main Post Office
Delmont Main Post Office Mount Holly Springs Main Post Office
Donora Main Post Office Mount Pocono Main Post Office
Dravosburg Main Post Office Mountville Main Post Office
Drexel Hill Main Post Office Nanticoke Main Post Office
Pilgrim Gardens Narberth Main Post Office
Duquesne Main Post Office New Philadelphia Main Post Office
East McKeesport Main Post Office Newtown Square Main Post Office
East Petersburg Main Post Office Norristown King of Prussia Annex
East Pittsburgh East Pittsburgh Main Post Office
Elkins Park Main Post Office North Versailles Main Post Office
Enola Main Post Office Norwood Main Post Office
Erie Downtown Oakmont Main Post Office
South Erie Oreland Main Post Office
Essington Main Post Office Paoli Paoli Carrier Annex
Exton Main Post Office Paoli/Berwyn
Fairchance Main Post Office Peckville Main Post Office
Farrell Main Post Office Philadelphia Boulevard
Flourtown Main Post Office Bustleton
Folcroft Main Post Office Cheltenham
Folsom Main Post Office David P Richardson
Fort Washington Main Post Office East Falls
Gallitzin Main Post Office East Germantown
Girardville Main Post Office Fairmont
Gladwyne Main Post Office Foxchase
Glassport Main Post Office Frankford
Glen Lyon Main Post Office Kensington
Glenolden Main Post Office Kingsessing
Glenshaw Main Post Office Logan
Glenside Main Post Office Main Office - Mid City
Gwynedd Main Post Office Manayunk
Harrisburg Keystone Market Square
277
North Philadelphia Springdale Main Post Office
Olney State College Main Post Office
Over Brook Swarthmore Main Post Office
Pascall Sykesville Main Post Office
Point Breeze Topton Main Post Office
Richmond Tremont Main Post Office
Roxanne Jones Trevorton Main Post Office
Roxborough Turtle Creek Main Post Office
Schuylkill Upper Darby Main Post Office
Southwark Verona Main Post Office
Spring Garden Villanova Main Post Office
Tacony Warminster Main Post Office
Torresdale Warrington Main Post Office
West Market Wayne Main Post Office
West Park Whitehall Main Post Office
William Penn Annex Willow Grove Main Post Office
Pittsburgh Allegheny Wilmerding Main Post Office
Arsenal Wind Gap Main Post Office
Bellevue Woodlyn Main Post Office
Blawnox Wyncote Main Post Office
Bloomfield Wynnewood Main Post Office
Brentwood Youngwood Main Post Office
Brookline
Carson Puerto Rico
Castle Shannon Adjuntas Main Post Office
Cedarhurst Aguada Main Post Office
Collections Aguadilla Main Post Office
Crafton Ramey/ Parcel Post
East Liberty Aguas Buenas Main Post Office
Etna Aibonito Main Post Office
Grant Street Arecibo Main Post Office
Hazelwood Arroyo Main Post Office
Homewood Barceloneta Main Post Office
Kilbuck Barranquitas Main Post Office
Mc Knight Bayamon Main Post Office
Millvale Main Post Office
Mount Lebanon Cabo Rojo Main Post Office
Mount Oliver Caguas Main Post Office
Mount Washington Camuy Main Post Office
Oakland Canovanas Main Post Office
Observatory Carolina Main Post Office
Penn Hills Roberto Clemente
Pleasant Hills Cayey Main Post Office
Plum Ceiba Main Post Office
Shadyside Ciales Main Post Office
Sharpsburg Cidra Main Post Office
South Hills Coamo Main Post Office
Squirrel Hill Comerio Main Post Office
Swissvale Corozal Main Post Office
Upper Saint Clair Coto Laurel Main Post Office
West Mifflin Dorado Main Post Office
West View Ensenada Main Post Office
Wilkinsburg Fajardo Main Post Office
Woods Run Florida Main Post Office
Woods Run Annex Guanica Main Post Office
Plymouth Meeting Main Post Office Guayanilla Main Post Office
Port Carbon Main Post Office Guaynabo Main Post Office
Presque Isle Main Post Office Gurabo Main Post Office
Prospect Park Main Post Office Hattillo Main Post Office
Reading Downtown Hormigueros Main Post Office
Wyomissing Humacao Main Post Office
Ridley Park Main Post Office Jayuya Main Post Office
Royersford Main Post Office Juana Diaz Main Post Office
Saint Clair Main Post Office Juncos Main Post Office
Scranton Dunmore Lajas Main Post Office
Sharon Main Post Office Lares Main Post Office
Sharon Hill Main Post Office Las Piedras Main Post Office
Shenandoah Main Post Office Levittown Main Post Office
Shrewsbury Main Post Office Loiza Main Post Office
Southampton Main Post Office Luquillo Main Post Office
278
Maunabo Main Post Office Garden City
Mayaguez Main Post Office North Station
Marina Station Olneyville
Mercedita Main Post Office Wakefield Kingston
Moca Main Post Office Warwick Main Post Office
Morovis Main Post Office Pilgrim Carriers
Naguabo Main Post Office West Warwick Main Post Office
Naranjito Main Post Office Woonsocket Main Post Office
Orocovis Main Post Office
Patillas Main Post Office South Carolina
Penuelas Main Post Office Charleston Cross Country Branch - AFB
Ponce Atocha East Bay
Main Post Office Clemson Main Post Office
Puerto Real Main Post Office Clemson University—Collection
Quebradillas Main Post Office Columbia Dutch Fork
Rincon Main Post Office Edgewood
Sabana Grande Main Post Office Five Points Annex
Salinas Main Post Office Forest Acres
San Antonio Main Post Office Main Post Office
San German Main Post Office Isle of Palms Isle of Palms
San Juan 65th Infantry Joanna Main Post Office
Barrio Obrero Mauldin Main Post Office
Bayamon Gardens Myrtle Beach Live Oak
Caparra Heights New Ellenton Main Post Office
Catano Port Royal Main Post Office
Fernandex Juncos Sumter Shaw Air Force Base
GPO Delivery & Collections
Hato Rey
Loiza Street South Dakota
Loiza Street CCU Deadwood Main Post Office
Main Post Office Lead Main Post Office
Mows San Juan Lemmon Main Post Office
Old San Juan Pierre Main Post Office
Puerta de Tierra
Rio Piedras
San Lorenzo Main Post Office
Tennessee
Alcoa Main Post Office
San Sebastain Main Post Office
Chattanooga Brainerd
Santa Isabel Main Post Office
Downtown
Toa Alta Main Post Office
East Chattanooga
Toa Baja Levittown
East Lake
Main Post Office
East Ridge
Trujillo Alto Main Post Office
Eastgate
Utuado Main Post Office
Highland Park
Vega Alta Main Post Office
Red Bank
Vega Baja Main Post Office
Knoxville Downtown Knoxville
Vieques Main Post Office
North Station
Villalba Main Post Office
Madison Main Post Office
Yabucoa Main Post Office
Binghamton/Hollywood
Yauco Main Post Office
Crosstown Carrier Annex
Desoto Carrier Annex
Rhode Island East/Lamar Carrier Annex
Barrington Main Post Office Front Street
Greenville Main Post Office Highland Heights
Manville Main Post Office Holiday City
Newport Broadway Mendenhall
Main Post Office North Memphis
Pawtucket Central Falls White
Darlington Whitehaven
Lincoln Nashville Acklen
Main Post Office Arcade
Providence Annex Belle Meade
Corliss Park St-Centerdale Church Street
Corliss Park St-East Side Donelson
Corliss Park St-GPO-4 East Nashville
Corliss Park St-Special Delivery Glenview
East Bay St-East Providence Green Hills
East Bay St-Riverside Jere Baxter
East Bay St-Rumford Melrose
Elmwood St-Cranston Northeast
Elmwood St-Edgewood South Nashville
279
Woodbine Eagle Pass Main Post Office
Oakridge Main Post Office El Paso Downtown
Five Points
Texas Fort Bliss Branch
Mesa Hills
Addison Main Post Office
Northgate
Alpine Main Post Office
Pebble Hills
Andrews Main Post Office
Ranchland
Arlington Main Post Office
Summit Heights
Oakwood
Sunrise
Watson Community
Washington Park
Austin Balcones
Ysleta
Central Park
Fort Hood Main Post Office
Downtown
Fort Worth Downtown
East Austin
Eighth Avenue
North Austin
Haltom City
Northcross
Oaks
Northeast Austin
Polytechnic
South Congress
Ridglea
Southeast
Riverside
University
Stockyards
Beaumont General Mail Facility
Trinity River
Bedford Main Post Office
Friendswood Main Post Office
Bellaire Main Post Office
Friona Main Post Office
Big Lake Main Post Office Galena Park Main Post Office
Borger Main Post Office Galveston Bob Lyons
Bridge City Main Post Office Main Post Office
Canadian Main Post Office Garland Kingsley
Carrizo Springs Main Post Office Main Post Office
Carrollton Main Post Office North Garland
Channelview Main Post Office South Garland
Clute Main Post Office Grand Prairie Main Post Office
Corpus Christi Downtown Groves Main Post Office
Lamar Hebbronville Main Post Office
Roy Miller Hidalgo Main Post Office
Six Points Highlands Main Post Office
Stonewall Houston Albert Thomas
Cotulla Main Post Office Anson Jones
Crane Main Post Office Ashford West
Crystal City Main Post Office Astrodome
Dalhart Main Post Office Beechnut
Dallas Airlawn Cornerstone
Brookhollow De Moss
Downtown Debora Sue Shatz
Dr Caesar A W Clark Sr Denver Harbor
Farmers Branch East Houston
Hamilton Park/ Price Eastwood
Inwood Fleetwood
Juanita Craft Foster Place
Lake Highlands Genoa
Lakewood Granville Elder
Medrano Greenbriar
Northaven Irvington
Northwest Jensen
Oaklawn John Dunlap
Parkdale Julius Melcher
Pleasant Grove Long Point
Preston Martin Luther King
Richland Medical Center
Robert E Price Memorial Park
Spring Valley Nassau Bay
Station A North Shepherd
University Oak Forest
Vickery Park Place
White Rock Rich Hill
Deer Park Main Post Office River Oaks
Del Rio Main Post Office Roy Royal
Denver City Main Post Office Sage
Dimmitt Main Post Office Sam Houston
Dumas Main Post Office South Post Oak
Duncanville Main Post Office Southmore
280
T W House Hurricane Main Post Office
University Hyrum Main Post Office
Westbrae Kanab Main Post Office
Westbury Logan Logan Northside
William Rice Magna Main Post Office
Windmill Manti Main Post Office
Irving Downtown Midvale Main Post Office
Valley Ranch Moab Main Post Office
Junction Main Post Office Mount Pleasant Main Post Office
Katy Katy Annex Nephi Main Post Office
Main Post Office Ogden Mount Ogden
Keene Main Post Office Orem Main Post Office
Kermit Main Post Office Mountain Shadows
La Marque Main Post Office Provo East Bay
Lake Jackson Main Post Office Salt Lake City “Collections only, no delivery”
Laredo Downtown Cottonwood
Llano Main Post Office Custer Annex
Lubbock Monterey Downtown
Monahans Main Post Office Foothill
Pasadena D L Atkinson Holliday
Main Post Office Millcreek
Pearsall Main Post Office Murray
Pecos Main Post Office Northwest
Plano Coit Station South Salt Lake
Port Isabel Port Isabel Sugarhouse
Port Neches Main Post Office Salina Main Post Office
Richardson Huffhines
Rockport Main Post Office Virginia
San Antonio Airmail Facility/Wainwright Alexandria Belleview
Alamo Heights Community
Arsenal Engleside
Beacon Hill Franconia
Cedar Elm Jefferson Manor
Cresthaven Kingstowne
Downtown Lincolnia
Fort Sam Houston Main Post Office
Hackberry Memorial Annex
Laurel Heights Park Fairfax
Lockhill Trade Center
Los Jardineres Annandale Main Post Office
Nimitz Appalachia Main Post Office
North Broadway Arlington Buckingham
Serna Eads
South Texas Medical Center Forte Myer (del out of 22201)
Thousand Oaks Main Post Office
University Park North
Valley Hi Preston King
San Diego Main Post Office Rosslyn
Seminole Main Post Office Shirlington Annex
Sonora Main Post Office South
South Houston Main Post Office Chesapeake Indian River
South Padre Island Main Post Office South Norfolk
Spearman Main Post Office Collinsville Collinsville
Spring Main Post Office Fairfax Turnpike
Panther Creek Falls Church Baileys
Woodlands Main Post Office
Stafford Main Post Office Mosby
Universal City Main Post Office Fort Belvoir Fort Belvoir
Uvalde Main Post Office Hampton Langley AFB
Waco Westview Main Post Office
Webster Main Post Office Phoebus
Zapata Main Post Office Poquoson
McLean McLean
Utah Newport News Denbigh
Bingham Canyon Main Post Office Fort Eustis
Blanding Main Post Office Hidenwood
Bountiful Main Post Office Main Post Office
Clearfield Clearfield (Hill AFB) Parkview
Dugway Main Post Office Patrick Henry
Ephraim Main Post Office Warwick
281
Norfolk Berkley Fairchild Fairchild Air Force Base
Debree Kent Carrier Annex
Lafayette Main Post Office
LC Page (Naval Amphibian Base) Kirkland Main Post Office
Milan Lynnwood Main Post Office
Norview Mercer Island Main Post Office
Ocean View Olympia Tumwater
Paige Port Townsend Main Post Office
Wright Redmond Main Post Office
Thomas Corner Renton Downtown
Portsmouth Churchland Highland
Quantico Quantico Ritzville Main Post Office
Reston Main Post Office Seattle Ballard
Richlands Main Post Office Bitter Lake
Richmond Ampthill Broadway
Bon Air Burien
Stewart Columbia
Bellevue Des Moines
Capital East Union
East End Georgetown
Forest Hill Interbay
Lakeside International
Northside Lake City
Pocoshock Creek Midtown
Regency North City
Saunders Queen Anne
Southside Riverton Heights
West End Skyway
Westhampton Terminal Operations (Collections)
Roanoke Grandin Tukwila/Riverton Heights
Melrose University
Springfield Burke Wallingford
Main Post Office Wedgwood
North Springfield West Seattle
West Springfield Westwood
Suffolk Driver Spokane Hays Park
Virginia Beach Acredale Annex Manito
Bayside Metro Carrier Annex
London Bridge Riverside
Lynnhaven Shadle
Seapines Tacoma 6th Avenue
Witchduck Fort Lewis
Wallops Island Main Post Office Lakewood
Woodbridge Dale City Lincoln
Main Post Office Parkland
Proctor
Tacoma Central Carrier Facility
Virgin Islands Tacoma/University Place
Saint Thomas Charlotte Amaile
Tacoma/Steilacoom
Vancouver Downtown
Vermont Yakima Central
Bellows Falls North Walpole New Hampshire
Burlington North Burlington
Pine Street
Wisconsin
Brookfield Main Post Office
South Burlington
Butler Main Post Office
Winooski
Cudahy Main Post Office
Elm Grove Main Post Office
Washington Greendale Main Post Office
Auburn Federal Way Hales Corners Main Post Office
Twin Lakes Kimberly Main Post Office
Bellevue Crossroads Little Chute Main Post Office
Midlakes Madison Capitol Carrier Annex
Bellingham Main Post Office Hilldale
Bothell Main Post Office Southside
Cle Elum Main Post Office University
College Place Main Post Office Milwaukee Doctor Martin Luther King
Coulee Dam Main Post Office Hilltop
Edmonds Main Post Office Juneau
Perrinville Mid City
282
North Milwaukee
North Shore
Park Lawn
Shorewood
Teutonia
Tuckaway
Wauwatosa
West Allis
West Milwaukee
Western
Bay View/Saint Francis
Bradley Carrier Annex
Fred John
Greenfield
Hampton
New Berlin Main Post Office
Oak Creek Main Post Office
Port Edwards Main Post Office
Racine West Racine
South Milwaukee Main Post Office
West Virginia
Belle Main Post Office
Benwood Main Post Office
Charleston Cross Lanes
South Charleston
Stonewall
Venable
Dunbar Main Post Office
Follansbee Main Post Office
Gassaway Main Post Office
Glendale Main Post Office
Huntington Main Post Office
Logan Main Post Office
Madison Main Post Office
Man Main Post Office
McMechan Main Post Office
Montgomery Main Post Office
Moorefield Main Post Office
Morgantown Main Post Office
Mullens Main Post Office
Newell Main Post Office
Nitro Main Post Office
Paden City Main Post Office
Petersburg Main Post Office
Piedmont Piedmont
Rainelle Main Post Office
Richwood Main Post Office
Romney Main Post Office
Webster Springs Main Post Office
Welch Main Post Office
White Sulfur Spring Main Post Office
Williamson “Serves S. Williamson, KY”
Wyoming
Casper Main Post Office
Gillette Main Post Office
Greybull Main Post Office
Kemmerer Main Post Office
Lander Main Post Office
Laramie Carrier Annex
New Castle Main Post Office
Rawlins Main Post Office
Rock Springs Main Post Office
Thermopolis Main Post Office
283
INDEX
ARTICLE SEC. PAGE(S)
A
Abolishment of Route, Posting After 41 3O 124

Accidents
Investigation, Safety and Health Committee 14 8A 62-64
Report Form 1769 14 2 58-59
Vehicle Accidents, Notification to NALC 41 3P 124
Appendix A, Night Differential 129-130
Appendix B, Section I of the 2013 Das Award 131-141
Arbitration 15 4 72-78
Administration 15 5 78
Arbitrability 15 4A9 74-75
Expedited 15 4C 76-77
General Provisions 15 4A 72-75
Impasse 30 C 104-105
Intervention by Other Parties 15 4A9 74-75
National Level 15 4D 77-78
Priority Scheduling
-Layoffs 6 F1 14
-Mechanization Changes 4 2 5-6
-Removals 15 4B4 75
-Safety and Health 14 2 58-59
Regular 15 4B 75-76
Assignment
Bid-See Posting and Bidding
Combining Assignments 7 2A 16
Cross Craft Assignment 7 2 16-17
Employee Complements 7 3 17
Higher Level Assignments 25 3,4 95
Ill or Injured-See Light or Limited Duty
Involuntary Assignment to Vacant Positions 41 1A7 115
Supervisor, 204B Details 41 1A2 114-115
Temporary Changes 7 2B-C 16-17
Auxiliary Assistance
Carrier Auxiliary Control Form 3996 41 3G 122
Driveout Reimbursement 41 4 125-127
Seasonal Routes 41 3R 124-125
284
INDEX
B
Bargaining Unit Work

Assignment to Craft 1 5 2-3
Subcontracting 32 106-107
Supervisors Performing 1 6 3
Basic Work Week
Changes and Reposting 41 1A 113-115
Normal Work Week 8 1,2 18
Benefit Plans
Automobile and Homeowners Insurance 17 7D 88
Continuation During Layoff 6 E2 14
Continuation During Union LWOP 24 1 93
Health Benefits 21 1 91-92
Injury Compensation 21 4 92
Life Insurance 21 2 92
Retirement 21 3 92
Tenant Liability Insurance 17 7D 88
Bidding, See Posting and Bidding
Bulletin Boards 22 92-93
Bumping
Abolishment of Duty Assignment 41 3O 124
Prohibited 12 5B3 37
Call In Guarantee 8 8 22
Carrier Technician
Information on Posting 41 1B4 116-117
Successful Bidder 41 1C4 117
Casual Employees
Excessing Casuals 12 4D 36
Exclusion from Agreement 1 2 1
Holiday Scheduling 11 6B 32
Layoffs, Casual Separated 6 B4 10
City Carrier Assistants
Definition and Use 7 1C 15-16
Exceptions 8 3 18
Guarantees 8 8D 22
Holiday Schedule 11 6D 32
Holidays 11 8 33
Hourly Rate 9 7 26
285
INDEX
Hours of Work 8 2 18
Night Shift Differential 8 7 22
Number of CCAs 7 1C 15-16
Overtime Penalty Pay 8 4E 19
PTF Utilization Priority 7 1C4 16
Temporary Holddown Jobs 41 2B4 118
Uniform Entitlement 26 3 98
Committees
City Delivery 41 5 127
Human Rights 2 2 4
Joint Labor Management, Local 17 5A 85
Joint Labor Management, Local Parking 20 3 90
Joint Labor Management, Local
Safety and Health 14 4 61
Joint Labor Management, National
Uniform Control 26 1 96-97
Joint Labor Management, Safety 14 3A 59-60
Joint Labor Management, Subcontracting 32 2 107
Joint Labor Management, Technological
or Mechanization Change 4 2 5-6
Safe Driver 29 101-102
Cost of Living Adjustment 9 3 24-25
Cross Craft Assignment 7 2A-C 16-17
Crossing Lawns 41 3N 124
Disability
Injury Compensation 21 4 92
Layoffs, Special Provisions 6 A3 8-9
Light Duty 13 51-58
Rehabilitation Act 2 1 3-4
Retirement 21 3 92
Seniority Provisions, Special 41 2D1 120
Discipline Procedure
Basic Principle, Just Cause 16 1 79
Discharge 16 5 80
Discussion 16 2 79
Emergency Procedure 16 7 81
Indefinite Suspension 16 6 80-81
Letter of Warning 16 3 79
Records Retention 16 10 82
Review of Discipline 16 8 81-82
286
INDEX
Suspension of 14 Days or Less 16 4 79-80
Suspension of More Than 14 Days or
Discharge 16 5 80
Veteran’s Preference 16 9 82
Discrimination 2 1 3-4
Driveout Agreements 41 4 125-127
Driving Privileges
Initial Issuance 29 101
Off-Duty Driving Record 29 101-102
On-Duty Driving Record 29 101-102
State Driver’s License 29 101-102
Drug Recovery Program 35 110-111
Dues Checkoff 17 7A-C 86-88

E
Employee Assistance Program (EAP) 35 110-111

Employee Claims 27 98-99
Employees Hiring and Assignment
Full-Time 7 1A1 15
Part-Time 7 1A2 15
Employees-Excluded in Agreement 1 2 1
Employees-Included in Agreement 1 4 2
Employees-On Leave With Regard to
Union Business 24 1,2 93-94
Employer Claims
Bad Checks 28 1D 100
Collection Procedures 28 4A,B 100
Damage to USPS Property and Vehicles 28 3 100
Loss or Damage of the Mails, Incorrect
Fees Collected 28 2 100
Shortage in Fixed Credits 28 1 99-100
Employer Rights 3 4-5
Energy Shortages 42 127-128
Enter Postal Installations, Rights of
Union Officials 23 93
Excessing, See Reassignment/Excessing
Facility Exclusions 1 3 2
Falsification of Employment Application 12 1B 34
287
INDEX
Forms
50, Personnel Action 41 2B7 119
1187, Dues Withholding 17 7 86-87
1311, Carrier Transportation Agreement 41 4.1 125
1571, Report of Undeliverable Mail 41 3G 122
1723, Assignment Order 41 1A2 114-115
1769, Accident Report 14 2 58-59
3996, Carrier Auxiliary Control 41 3G 122
SF 95, Tort Claim 27 98-99
Full-Time Employees
Call-In Guarantee 8 8 22
-Non-Scheduled Day 8 8B 22
-Outside Regular Schedule 8 8A 22
Definition and Use 7 1A 15
Normal Work Week 8 2C 18
Schedule 8 2 18
Service Day 8 2B 18
Work Week 8 2C 18
G
Grievance Procedure
Definition 15 1 66
Discussions 16 2 79
General Procedures 15 3 71-72
-Informal Step A 15 2 66-67
-Formal Step A 15 2 67-68
-Step B 15 2 69-70
-Interpretive Step 15 2 70-71
Guarantees
City Carrier Assistant Workforce 8 8D 22
Full-Time Employee 8 8 22
Part-Time Employee 8 8 22
Handbooks and Manuals 19 89-90

Health, Benefit Plans 21 91-92
Higher Level Assignments 25 94-96
Holidays
Christmas 11 4B 31
City Carrier Assistant Holidays 11 8 33
City Carrier Assistant Workforce Schedule 11 6D 32
288
INDEX
Eligibility 11 2 30
Leave Exchange 11 3-4 31
Local Implementation 30 B13 103
Non-Work Day 11 5 31-32
Observed 11 1 30
Part-Time Flexible Employees 11 7 32-33
Pay for Holiday Leave 11 3 31
Pay for Holiday Work 11 4 31
Schedule 11 6 32
Hours of Work
Exceptions 8 3 18
Guarantees 8 8 22
Night Shift Differential 8 7 22
Overtime Work 8 4 18-19
Part-Time Employees 8 3 18
Ill or Injured
Authority of Installation Head to
Determine Assignments 13 2C 53
Eligibility for Reassignment 13 2B1 52-53
Filling Vacancies Due to Reassignment to
Another Craft 13 5 56-57
General Policy on Reassignments 13 4 54-56
Local Implementation 13 3A-C 54
Permanent Reassignments 13 2B 52-53
Seniority of Employee Assigned to
Temporary Reassignments 13 2A 52
Impasse Arbitration 30 C 104-105
Installation
Consolidated
-Local Negotiations 30 E 105
-Reassignments 12 5C2,3,6 41-42, 47-48
Discontinued 12 5C1 39-41
New or Future 1 4 2
Union Right to Enter 23 93
Involuntary Reassignments, See Seniority
Job Security 6 7-14

289
INDEX

L
Lawns, Crossing 41 3N 124

Layoffs, Reduction in Force 6 7-14
Leave-Annual or Sick
Advance Commitments 10 4D 29
Attendance at Union Convention 10 3F 28
-Also 24 2A,B,C 93-94
-Also 30 B8 103
Choice Vacation Period 10 3 27-28
During Choice Vacation Period,
Union Officials 10 3F 28
Forfeiture, Annual Leave 10 3B 27
Jury Duty 10 3F 28
LWOP, Leave Without Pay 10 6 30
Minimum Charge 10 6 30
Pay While on Higher Level Assignment 25 5 95-96
Sick 10 5 29
Vacation Planning 10 4 28-29
Light Duty Assignments
Establishment Of 13 3A-C 53-54
Filling Vacancies Due to Reassignment to
General Policy 13 4 54-56
Local Negotiations 30 B15-17 103
Number 13 3C 54
Permanent Reassignment 13 2B 52-53
Seniority of Employee Assigned to
Another Craft 13 6A,B 57-58
Temporary Reassignment 13 2A 52
Local Implementation
Alleged Violations of Local Agreements 30 D 105
Arbitration of Impasses 30 C 104-105
New or Consolidated Installations 30 E 105
Subjects for Local Negotiations 30 B 102-104
-Application of Seniority 41 2 117-122
-Posting 41 1A 113-115
-Length of Posting 41 1B3 116
-Report Time Change 41 1A5 115
-Reposting Jobs 41 3O 124
-Scheduled Fixed or Rotating
Non-Work Days 41 1A3 115
290
INDEX
Locker Inspections 41 3J 123
Loss or Damage of the Mails 28 2 100
LWOP-Leave Without Pay
For Union Business 24 2 93-94
For Union Business - Seniority 41 2D3 120
For Union Convention 10 3F 28
In Conjunction with AL or SL 10 6 30
Management Rights 3 4-5

Maximization
200 Workyear Offices 7 3A 17
Auxiliary Routes 7 3D 17
Minimize and Maximize 7 3B 17
PTFs 7 3C 17
Membership Solicitation 31 1 105
Memorandums of Understanding and Letters of Intent
Additional Resources - Holiday Carrier Assistant 139-140
Alternate Route Evaluation and Adjustment Process 228
Arbitration Scheduling Procedures – (LMOU) 212
Arbitration Task Force 208
Article 7, 12 and 13-Cross Craft and Office Size 145
Article 7.1 146
Article 7.3 146
Article 8 168-170
Article 8 Task Force 174-175
Article 12 Work Group 197
Article 12.1-Probationary Period 140
Article 15-Dispute Resolution Procedure Task Force 206-207
Article 15-Dispute Resolution Process 201-206
Article 15-ELM 436-Back Pay 201
Article 17.7.D Payroll Deductions/Allotments 213
Article 19 214-216
Article 32 Committee 223
Article 41-Bid Process 225
Bargaining Information 221-222
Bereavement Leave 182-183
City Carrier Assistants - Conversion to Career Status 160-161
City Carrier Assistant (CCA) Annual Leave 138-139
City Carrier Assistant Opportunities 138
City Carrier Assistant Return from Non-Bargaining Unit Positions 197
City Carrier Assistant Transfers 193
291
INDEX
City Carrier Uniform Task Force 216-217
City Delivery and Workplace Improvement Task Force 232-234
Clarification of Regulations for National Day of Observance 184-187
Complement and Staffing 167
Conversion of CCAs with Creditable TE Service 176-177
Customer Connect Program 222-223
Deaf and Hard of Hearing 142-145
Debts of Retired Employees 217-218
Delivery and Collection of Competitive Products 167-168
Dispute Resolution Process Testing 210
District Safety Committees Pilot Program 199
DPS Work Methods 250-251
Elimination of Step CC Pay Rate in CCA Schedule 179
Expedited Arbitration 210-212
Fleischli Award Implementation 251-252
FSS Implementation 156
FSS Work Methods 157-158
Full-time Regular Opportunities – City Letter Carrier Craft 161-165
Granting Step Increases 176
Interest on Back Pay 200
Involuntary Reassignment-Preference Eligible 195-196
Involuntary Reassignment Without Regard to Level 194-195
Joint Agreements, 9/17/92 239-241
Joint Safety and Accident Control Teams 198
Joint Workplace Improvement Process 252-254
Leave Policy 183
Leave Sharing 180-181
Local Implementation 219-221
LOI – Opting Duration 226
LOI – Representation – Acting as Steward 212-213
Managed Service Point Scans 254
Maximization/Full-time Flexible - NALC 147
Maximization-Letter of Intent 147-149
Multiple Days of Inspection 231
Mutual Exchanges 193
New Product Development and Innovation Task Force 254-256
Overtime Issues 170-172
Paid Leave and LWOP 184
Part-Time Flexible Conversions 159
Part-Time Regular City Letter Carriers 159
Pay Schedule Consolidation 178-179
Processing of Grievances 209
Processing of Post-Removal Grievances 209
292
INDEX
PTF Court Leave 187-188
Qualifying Period - Exception for City Carrier Assistants 188
Reinstatement of Driving Privileges 218-219
Resolution of Issues Left Open by Mittenthal Award 242-244
Return to Duty 182
Router, Carrier Craft 227
Segmentation 236-239
Sick Leave for Dependent Care 181
Signing Overtime Lists 175
Smoking in Postal Vehicles 200
Special Count and Inspection-City Delivery Routes 229
Step Credit for Former Transitional Employees 177-178
Subcontracting 224
Subcontracting—List of 3,071 City Delivery Offices 257-283
Subcontracting MOU Issues 224-225
Sunday Delivery – City Carrier Assistant Staffing 165-167
Training Committee 230-231
Transfers 189-192
Transitional Employees 158
Transitional Employees-Additional Provisions 149-153
Transitional Employees/Part-Time Flexible Conversions 153
Use of Privately Owned Vehicles 235
Work Assignment Overtime 172-174
X-Routes 245-249
Merit Systems Protection Board 16 5,9 80, 82
Mileage Rate 36 2 112
Mutual Exchanges 41 2E 121
National Joint Labor Management Uniform

Control Committee 26 1 96-97
Overtime
Assignments 8 5 19-21
Desired List 8 5 19-21
Excused Absence 8 5E 21
Penalty Pay 8 4C-E 19
Pyramiding Pay Rates 8 4F 19
Rate 8 4A 18-19
Restrictions 8 5F,G 21
293
INDEX
Schedule Changes 41 1A4 115
When Paid 8 4B-E 19
Work 8 4 18-19
Parking 20 90
Part-Time Flexible Employee
Definition and Use 7 1A2 15
Driveout Reimbursements 41 4.3f 126-127
Exceptions 8 3 18
Guarantees 8 8 22
Holiday Pay 11 7 32-33
Hours of Work 8 2 18
Overtime Penalty Pay 8 4E 19
Temporary Holddown Jobs 41 2B4 118
Work Preference, Over City Carrier Assistants 7 1C4 16
Part-Time Regular Employees
Assignment 7 1A2 15
Exceptions 8 3 18
Excessing 12 5B 37-39
Scheduling 8 3 18
Work Week 8 1 18
Pay Rates
Christmas Work and Pay 11 4B 31
City Carrier Assistant 9 7 26
Holiday Leave Pay Calculation 11 3A 31
Holiday Worked Pay Calculation 11 4 31
Night Differential Calculation 8 7 22
Overtime Calculation 8 4A 18-19
Penalty Overtime Calculation 8 4C 19
Sunday Premium Calculation 8 6 22
Payroll Deductions 17 7D 88
Performance of Bargaining Unit Work
By Supervisors 1 6 3
Offices with 100 or More Bargaining
Unit Employees 1 6A 3
Offices with Less than 100 Bargaining
Unit Employees 1 6B 3
Posting and Bidding
After Abolishment of Route 41 3O 124
Change in Fixed Schedule Non-Work Day 41 1A6 115
Change in Starting Time 41 1A5 115
294
INDEX
Duty Assignments 41 1A 113-115
Form 1723, Assignment Order 41 1A2 114-115
Installation Wide/Sectional Bidding 41 1A3,B2 115, 116
Method of Posting 41 1B 115-117
-Information of Notices 41 1B4 116-117
-Length of Posting 41 1B3 116
-Local Procedures 41 1A3,B2 115, 116
-Notice of Posting 41 1B1 115-116
-To Employee 41 1B1 115-116
-To Union 41 1B1 115-116
-Place of Posting 41 1B1 115-116
Multi Craft Position 41 1D 117
Physical Requirements 41 1B4 116-117
Reversion 41 1A1 113-114
Right to Bid on Other Positions 41 1D 117
Successful Bidder 41 1C 117
Supervisory Detail, 204b 41 1A2 114-115
Unassigned Full-Time Carriers 41 1A7 115
Posting Principles 12 3 34-35
Preference Eligibles, Discipline Cases 16 9 82
Principles of Promotions 33 1 107
Privately Owned Vehicles
Letter Carrier Driveout Agreement 41 4 125-127
Tort Claims 27 98-99
Probationary Period 12 1A-D 33-34
Prohibition of Unilateral Action 5 6
Reassignments/Excessing
Advance Notice 12 4B 35
Principles 12 4A-D 35-36
Special Provisions and Rules 12 5C 39-51
-Central Mail Processing and/or
Delivery Installation 12 5C6 47-48
-Consolidation of an Independent
Installation 12 5C2 41
-Discontinuance of an Independent
Installation 12 5C1 39-41
-Excessing Outside an Installation 12 5C5b 44-47
-Excessing Within an Installation 12 5C4 42-43
-Major Metropolitan Area 12 4B 35
-National Postal Mail Network 12 4B 35
295
INDEX
-Reduction of the Number of
Employees in an Installation
Other Than by Attrition 12 5C5 43-47
-Transfer of a Classified Station or
Branch to the Jurisdiction of Another
Installation or Made an Independent
Installation 12 5C3 41-42
Representation
Activities 17 2B 83
Appointment of Stewards 17 2 83-84
Labor Management Committee Meetings 17 5 85-86
Non-Steward Installations 17 2C 83
Payment of Stewards 17 4 85-86
Rights of Stewards 17 3 84
Stewards Duties 17 1 82
Retreat Rights
Back to a Section 12 5C4c 43
Back to an Installation 12 5C5b 44-47
S
Safety and Health
Compensation 21 4 92
Cooperation 14 2 58-59
Dog Bites 14 8 62-65
EAP, Role of Safety and Health Committee 35 2 111
Employee Participation 14 6 62
Ergonomics 14 1 58
Fingering Mail 41 3I 123
Grievances 14 2 58-59
Health Services 14 3C 61
Investigation Board, Serious or Fatal
Accidents 14 8C 64-65
Lawn Crossing 41 3N 124
Publication 52, Hazardous Materials 14 8D 65
Salaries and Wages
Application of Rates 9 4 26
Basic Annual Salary 9 1 23
City Carrier Assistant 9 7 26
Cost-of-Living Adjustments 9 3 24-25
Granting Step Increases 9 5 26
Protected Salary Rates 9 6 26
296
INDEX
Schedule
Full-Time Employees 8 2 18
Holiday 11 6 32
Part-Time Employees 8 3 18
-Exceptions 8 3 18
Seasonal Route 41 3R 124-125
Seniority
Administration of 41 2C 119-120
Best Qualified, Return From 41 2F 121-122
Computation of 41 2A2 118
Coverage 41 2A 117-118
Definitions 41 2B 118-119
Involuntary Reassignments 41 2G 121-122
Level Change 41 2D5 121
Military Service 41 2D2 120
Mutual Exchanges 41 2E 121
New Period 41 2G 121-122
Opting 41 2B3-5 118-119
OWCP Reinstatement 41 2D 120-121
Principles 12 2A,B 34
Rehired Employees 12 1D 34
Relative Seniority Standing 41 2B6 119
Resignation, Illness 41 2D 120-121
Restoration of Seniority 41 2D 120-121
-Change From Higher to Lower
Level Position 41 2D5 121
-Military Service 41 2D2 120
-Reinstatement or Reemployment
After Separation 41 2D1 120
-Service as Union Official 41 2D3 120
-Unjustified Separation 41 2D4 120-121
Seniority Lists 41 2C 119-120
Seniority Tie Breaker 41 2B7 119
Transfers 41 2G 121-122
Union LWOP 41 2D3 120
Vacation Scheduling 41 2B4 118
Separability and Duration 43 129
Stewards
Alternate 17 2A 83
Appointment 17 2A-E 83-84
Certification 17 2A-E 83-84
Chief Steward 17 2A,D 83-84
Craft Other Than Own 17 2E 84
297
INDEX
Determination if a Grievance Exists 17 3 84
Interrogation by Postal Inspector 17 3 84
Investigating Grievance 17 1 82
Layoffs 6 C4 12
Not on Payroll 17 2D 83-84
Payment 17 4 85
Polygraph Tests 17 3 84
Rights 17 3 84
Specific Work Location 17 2A 83
Superseniority 17 3 84
Union Officer as a Steward 17 2B 83
Stools 41 3A 122
Strapping Out 41 3I 123
Strike, No Strike Provision 18 88-89
Studies
Union Studies 34 I 110
Work Measurement and Time Standards 34 B-D 108-109
Subcontracting
Advance Notification 32 1B 106-107
Evaluation for Need 32 1A 106
General Principles 32 1 106-107
Joint Committee 32 2 107
Successful Bidder, Bid Limitation 12 3A 35
Sunday Premium Payment 8 6 22
Suspensions
14 Days or Less 16 4 79-80
Emergency Placement 16 7 81
Indefinite Suspension 16 6 80-81
More Than 14 Days or Discharge 16 5 80
Review 16 8 81-82
Telephones, Use By Union Representatives 41 3H 123

Temporary Vacancies 41 2B 118-119
Transfers
Request for Voluntary Transfers 12 6 51
Travel 36 112
U
Unassigned Regulars
Defined 41 1A1 113-114
Detail to 204b 41 1A2 114-115
298
INDEX
How Assigned 41 1A7 115
Temporary Vacancies 41 2B3-5 118-119
Uniforms and Work Clothes
Administration 26 1 96-97
Annual Allowance 26 2A 97
Annual Allowance, Newly Eligible
Employees 26 2B 97
City Carrier Assistants 26 3 98
Wear Out Period 26 1 96-97
Union Management Cooperation
Data to be Supplied 31 2 105-106
Inspection of Relevant Information 31 3 106
Reimbursement of USPS for Information 31 3 106
Request for Information 31 3 106
Right to Information 31 3 106
Solicitation of Employees for Membership 31 1 105
Union Officials
Annual Leave During Choice Vacation
Period 24 2B,C 94
Continuation of Benefits 24 1 93
Conventions 24 2 93-94
Right to Enter Postal Installations 23 93
Seniority Upon Return From LWOP 41 2D3 120
Sick Leave 24 1 93
Unsafe or Unhealthful Conditions
Forms to be Available 14 2 58-59
Vacant Duty Assignment

Posting 41 1A1 113-114
Withholding for Excessed Employees 12 5B2 37
Vehicle Operations Maintenance Assistance 41 1D 117
Wash-up Time 8 9 23
Local Implementation 30 B1 102
Witnesses
At Formal Step A 15 2 67-68
Payment 17 4 85
Work Off the Clock 41 3K 123
299
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NATIONAL

Bold Face Type in the text indicates revised or new lan-

2. Cross-references to relevant Memorandums of Understanding

3. This agreement was ratified by the voting membership of the

Section 3. Facility Exclusions

6. the contractual and legal obligations and require-

In addition, consistent with the other provisions of this

demote, discharge, or take other disciplinary action against

Section 1. Advance Notice

Section 2. Labor-Management Committee

Upon receiving notice, said Committee shall attempt to resolve

Section 3. New Jobs

leave without pay or on OWCP rolls because of

for its conclusion that legitimate business reasons

which exist within the installation and within the

established craft at an installation unless the parties

to preference eligibles than to non-preference eligi-

entitled to severance pay in accordance with Part

Section 1. Definition and Use

CCAs hired under this Section will be so designated

C. During exceptionally heavy workload periods for one

(The preceding paragraph, Article 8.4.A., shall apply to

in the work location where the employees regularly work in

nated holiday will be considered and counted when

Section 6. Sunday Premium Payment

Section 9. Wash-Up Time

Section 1. Salary and Wage Schedules

Section 2. Basic Annual Salary

Effective November 19, 2022—the basic annual salary

C. The basic salary schedules provided for in Table One

Section 4. Application of Salary Rates

number of weeks as a PTF, and retain their time credit

D. Annual leave shall be granted as follows:

A. The Employer shall, no later than November l, pub-

Section 6. Minimum Charge for Leave

Section 1. Holidays Observed

B. When an employee’s scheduled non-work day falls on a day

regular straight time hourly rate for each hour worked up to

to separate from its employ any probationary employee at any

A. To insure a more efficient and stable work force, an

C. When employees are excessed out of their installation,

6. Centralized mail processing and/or delivery installa-

lation to another who do not qualify for reloca-

ment only if no other employee has a superior claim

duty assignments under (1) and (2) below, whichever

g. Employees, full-time or part-time flexible, invol-

which the classified station or classified branch is

c. Such reassigned full-time employee retains the right

(4) S hall, to the extent possible, minimize the

tant installations if after consultation with the

gained in the craft and installation. When less

(6) Employees involuntarily reassigned under b(1)

result in an excess of full-time clerks at another

time flexible craft positions in the gaining instal-

for whom work is not available, part-time flexibles

f. Part-time flexibles reassigned to other installations

provisions of this Article apply to part-time regular schedule

reassignment, and the ability of the employee to per-

A. Through local negotiations, each office will establish

C. The reassignment of a full-time regular or part-time flex-