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postal bulletin 22375 (10-31-13)Organization Information 83

Organization Information

FinanceChristmas Pay Procedures for Rural Carriers

The 2013 Christmas period for rural carriers begins Sat-urday, December 7, 2013 (Week 2, Pay Period (PP) 26-2013), and ends Friday, December 27, 2013, end of Pay Period 01-2014. During this period, certain timekeeping and pay rules apply. Timekeepers, including Postmasters, supervisors, and other employees responsible for rural car-rier time and attendance recording, should become familiar with Article 9.2.K., Christmas Allowances and Procedures, of the 2010–2015 USPS/National Rural Letter Carriers’ Association (NRLCA) Agreement.

This article describes the types of compensation to which rural carriers are entitled during the Christmas period. It also describes related timekeeping procedures and regulations for the Christmas period, as well as special rules which begin with the start of the Rural Guarantee Year (October 19, 2013) and continue through the end of the Christmas period, December 27, 2013.

Exhibits are included to assist in completing PS Form 1314, Regular Rural Carrier Time Certificate, and PS Form 1314-A, Auxiliary Rural Carrier Time Certificate, during the Christmas period.

Table of ExhibitsExhibit 1 — Regular Carrier Works In Excess of Route’s Evaluation

Exhibit 2 — Regular Carrier not on Relief Day Work List, Works Relief Day (Week 2) and Does Not Receive an X Day in Same Pay Period

Exhibit 3 — Regular Carrier Works Designated HolidayExhibit 4 — Regular Carrier Provides Christmas Assis-tance

Exhibit 5 — FLSA Code A Regular CarrierExhibit 6 — Designation 74 Works Designated HolidayExhibit 7 — Designation 74 Provides Christmas Assis-tance on Relief Day

Exhibit 8 — Replacement Carrier Provides Christmas Assistance on a Regular Route

Exhibit 9 — Replacement Carrier Provides Christmas Assistance on an Auxiliary Route

Exhibit 10 — Nonrural Employee Provides Christmas Assistance on Rural Route (EMA Only)

Exhibit 11 — Designation 79 Provides Christmas Assis-tance on Assigned Auxiliary Route

Overtime During the Christmas Period

Regular Carriers (DES 71) — FLSA B

Types of Overtime

During the Christmas period, regular rural carriers are eligible for two types of overtime — FLSA overtime and Christmas overtime:

FLSA Overtime

FLSA overtime is paid at all times of the year, not just during the Christmas period. Regular rural carriers are paid FLSA overtime under two circumstances:

a. Hours worked in excess of 12 hours in a day. If a car-rier works more than 12 hours in a day, the amount over 12 is entered in the Daily Overtime block on PS Form 1314.

b. Hours worked in excess of 56 in a week. These hours are calculated automatically when the total weekly work hours are greater than 56, so no separate en-tries are required.

Christmas Overtime

Christmas Overtime is paid only during the designated Christmas period. Regular rural carriers are paid Christmas overtime under two circumstances:

a. Christmas Assistance — This is assistance provided by the regular carrier on his/her relief day. Christmas assistance work hours are entered in the Xmas Assist Work Hours block on PS Form 1314.

b. Hours worked in excess of the route’s evaluation — This is based on the total actual work hours for the week, not on individual days. For example, if a route has a daily evaluation of 9 hours and the regular car-rier works 10 hours on 2 days, and 8 hours on the other 3 days, no overtime would be paid. Even though the carrier exceeded the daily evaluation on 2 days of the week, he/she did not exceed the weekly evaluation. The weekly evaluation is 45 hours; the carrier worked 44 hours. (See Handbook F-21, Sec-tion 567, for overtime calculation when leave days are taken during the week and for routes with an eval-uation of less than 40 hours.) These hours are calcu-lated automatically, so no separate entries or calculations are required.

84 postal bulletin 22375 (10-31-13) Organization Information

Overtime Rate

The overtime rate paid to regular (FLSA Code B) carriers is 150 percent of the carrier’s regular rate. The regular rate is determined by dividing the total compensation received for hours actually worked by the carrier since the beginning of the Guarantee Year (not including overtime), by the total number of hours worked since the beginning of the Guar-antee Year (not including overtime). This overtime rate is used for both FLSA overtime and Christmas overtime.

Replacement Carriers

Replacement Carriers (Designations 73, 74, 75, 76, 77, 78, and 79) are only entitled to FLSA overtime. For these employees, FLSA overtime is paid for hours worked in excess of 40 in a week.

Regular Carriers (DES 71) — FLSA A

Regular carriers whose FLSA code is A are paid for actual hours worked, not evaluated hours. They are paid overtime for hours in excess of 8 in a day, or 40 in a week. For FLSA Code A carriers, enter hours in excess of 8 in a day to the Daily Overtime block on PS Form 1314. Hours in excess of 40 in a week are calculated automatically by the system.

Auxiliary Route Carriers

Carriers serving any auxiliary route are compensated at the hourly rate for actual hours worked during week 2 of PP 26-2013 and PP 01-2014. During this period, carriers are not paid the evaluation of the route. Overtime is paid only when the carrier exceeds 40 hours for the week.

Christmas Assistance Christmas assistance is additional service provided on a

rural route during the Christmas period. For regular carri-ers, Christmas assistance applies only to assistance given

by the carrier, on his/her relief day, while a replacement carrier carries the full route. For replacement carriers, it applies to any assistance provided on a regular or auxiliary route during the Christmas period. Christmas assistance is reported in the Xmas Assist Work Hours block on PS Form 1314 (for regular carriers) or PS Form 1314-A (for replacement carriers).

Regular carriers can perform Christmas assistance only on their relief day. Therefore, only regular carriers assigned to J or K routes may report Christmas assistance. Regular carriers assigned to route types H or M cannot perform Christmas assistance because these route types do not have a relief day. Note: There are no provisions for paying a regular carrier for performing service on a Sunday, on an actual holiday, or other than on the assigned route. These situations should be avoided.

Examples of Christmas assistance:A regular carrier comes in on his/her relief day and helps the replacement carrier case the route.

A regular carrier comes in on his/her relief day and carries part of his/her regular route. (Replacement carrier is listed on PS Form 1314.)

A replacement carrier carries part of a regular route due to heavy Christmas volume.

These are not examples of Christmas assistance:

A regular carrier comes in on his/her relief day and carries his/her regular route.

A regular carrier works 2 hours beyond the daily eval-uation of his/her regular route.

A regular carrier performs any work while assigned to an H or M route.


Time Card Blocks Used During the Christmas PeriodPS Form 1314 — FLSA Code B Regular Carriers

1. Daily Overtime — For FLSA B carriers, this block is used only to record when the carrier works more than 12.00 hours in a single day. (See Exhibit 5 for use of this block for FLSA Code A regular carriers. This block is not used for FLSA Code P.) Record the total amount of work hours in excess of 12 per day in this box. Include the amount of daily over-time in the Actual Weekly Hours block. For example, if the carrier works 10.00 hours each day, Monday through Wednesday, and works 12.50 on Thursday and 13.00 on Friday, the amount entered to the Daily Overtime block is 1.50 and the amount entered to the Actual Weekly Hours is 55.50.

The Daily Overtime block is not used to record:

Hours worked in excess of 56 in a week.

Hours worked in excess of the route’s evaluation.

Hours worked when the carrier works his/her relief day.

Additional hours worked by the carrier after completing his/her route (except for those that are over 12 hours for the day).

2. Xmas Assist Work Hours — For FLSA Code B regular carriers, this block is used only when the carrier comes in on his/her relief day to provide assistance, not to carry his/her full route. A relief carrier must be listed on PS Form 1314 as the replacement carrier for that day. Do not include the amount of Xmas Assist Work Hours in the Actual Weekly Hours block.

The Xmas Assist Work Hours block is not used to record:

Hours worked in excess of 56 in a week.

Hours worked in excess of the route’s evaluation.

Hours worked when the carrier works his/her relief day and DACA Code R, 3, or 5 is entered on the PS Form 1314.

Additional hours worked by the carrier after completing his/her route.


PS Form 1314-A — Replacement Carriers/Auxiliary Routes

1. Route No. — Use the chart below to determine which route number to enter on the PS Form 1314-A when reporting Christmas assistance by replacement carriers or on auxiliary routes.

2. Xmas Assist Work Hours — This block is used whenever a replacement carrier provides Christmas assistance. Do not include the amount of Xmas Assist Work Hours in the Actual Weekly Hours block.

Work on Relief Days and Use of X DaysDuring the period from the beginning of the Guarantee

Year (October 19, 2013), through the last day of the Christ-mas period (December 27, 2013) — which includes pay periods 23-2013, 24-2013, 25-2013, 26-2013, and 01-2014 record relief days worked by regular rural carriers on PS Form 1314, as described below.

1. Carriers who work a relief day during this period and who are entitled to a future day off (X day) must be given that X day in the same pay period. Record DACA Code R or 3 on PS Form 1314 for the relief day that is worked, and DACA Code X on the day that is taken off. The Rural Time and Attendance Collection System (RTACS) will not accept any PS Form 1314 that contains a DACA Code 3 or DACA Code R with-out a corresponding DACA Code X.

2. Record DACA Code 5 on PS Form 1314 for the relief day that is worked if an X day is not taken in the same pay period that the relief day is worked, or if the car-rier is on the relief day work list and selects the option

for 150 percent compensation. When DACA Code 5 is entered, the carrier does not receive an X day.

3. Carriers may not use any X days that were earned in previous pay periods during this period. RTACS will not accept any PS Form 1314 that contains a DACA Code X without a corresponding DACA Code 3 or DACA Code R.

4. Carriers must have a sufficient balance of X days available in order to use an X day. Carriers with a neg-ative X day balance cannot use any X days until the negative balance is erased.

Christmas Period Timekeeping Instructions A. FLSA B Regular Rural Carriers

1. Work on Relief Day — Only regular carriers on J or K routes have an assigned relief day. Any work performed by a regular on his/her relief day must be reported in one of the following ways:

a. Regular carries entire route — If the carrier reports on the relief day and cases and carries the assigned route (as is done on a scheduled

Christmas Assistance Provided on: Route No. on PS Form 1314-ARegular route Actual route #(e.g., K001, J014)One or more auxiliary routes (Except for Des 79 providing assistance on assigned auxiliary route)

A997 — Combine all Christmas assistance on auxiliary routes on one PS Form 1314-A

Auxiliary route — assistance provided by Des 79 on assigned route

Use PS Form 1314-A for assigned route


day), enter DACA Code R, 3, or 5 (as appropri-ate) on PS Form 1314 for that day. If the carrier is due an X day for working the relief day (i.e., DACA Code R or 3 is entered), this X day must be granted in the same pay period. If the X day is not granted within the same pay period, DACA Code 5 must be entered on PS Form 1314.

b. Christmas assistance — If a relief carrier car-ries the assigned route and the regular carrier provides assistance on the relief day, record the hours worked by the regular as Xmas Assist Work Hours. If additional Equipment Mainte-nance Allowance (EMA) is due for work per-formed on the relief day, enter the mileage traveled in whole miles in the Route Deviation block for the appropriate week.

B. FLSA Code A Regular Carriers

Regular carriers (FLSA Code A) are paid at the regular rate for all hours worked up to 8 per day and 40 per week, and at the overtime rate for all hours worked in excess of 8 per day or 40 hours per week. FLSA Code A employees are not entitled to any X days, as they are paid for working the relief day.

1. Report total hours worked for the week in Actual Weekly Hours.

2. If the carrier worked more than 8.00 hours in a day, enter total hours worked in excess of 8 for that day in the Daily Overtime block.

3. If the carrier worked on a scheduled relief day, enter R on the day the carrier worked the relief day and include the hours worked in Actual Weekly Hours. The employee is not entitled to a future X Day.

C. Auxiliary Route Carriers

Carriers serving any auxiliary route are compensated at the hourly rate for actual hours worked during week 2 of PP 26-2013 and all of PP 01-2014. During this period, carriers are not paid the evaluation of the route (this includes newly hired RCAs in the first five pay periods of training). The only changes to stan-dard timekeeping procedures for auxiliary routes are when a Designation (Des) 79 provides Christmas assistance on the assigned auxiliary route. (See sec-tion E.2).

D. Replacement Carriers Assigned to Vacant Regular Routes (Designations 72/74)

1. Designation 72

a. FLSA B — Procedures are the same as for Des 71 (Regular Carrier), FLSA B.

b. FLSA A — Procedures are the same as for Des 71 (Regular Carrier), FLSA A.

2. Designation 74

Work on relief day

a. Carrier worked scheduled relief day:

(1) Enter R on the day the carrier worked the re-lief day.

(2) Include the hours worked in the Actual Weekly Hours. The employee is not entitled to a future X Day.

b. Carrier provided Christmas assistance on relief day:

(1) Enter the Christmas auxiliary assistance time on PS Form 1314 in the Xmas Assist Work Hours block.

(2) Do not include these hours in the Actual Weekly Hours block.

(3) Enter J or K in the appropriate block on PS Form 1314 if the replacement carrier worked a full day on the route.

E. Replacement Rural Carriers Serving as Christmas Auxiliary Assistants

All replacement carriers serving as Christmas auxil-iary assistants are compensated at their regular rate for actual hours worked up to 40 per week, and at the FLSA overtime rate for actual hours worked in excess of 40.

1. Christmas assistance on a regular route:

a. Manually prepare PS Form 1314-A for each carrier that provides Christmas assistance.

b. Do not enter more than one carrier on each PS Form 1314-A.

c. Submit a separate certificate for each regular route on which the carrier provides assistance.

d. Report the Christmas assistance hours in the appropriate Week 1 and/or Week 2 Xmas Assist Work Hours block.

e. Enter EMA hours, trips, and miles in the appro-priate Week 1 and/or Week 2 EMA blocks.

2. Christmas assistance on an auxiliary route:

a. Assigned carrier (Des 79) provided Christmas assistance on assigned auxiliary route:

(1) Enter N in the appropriate block in the No Service section of the carrier’s PS Form 1314-A for the assigned route.

(2) Record hours worked in the Xmas Assist Work Hours block. Only enter Christmas as-sistance when the 79-0 assists the replace-ment carrier working the N day.


(3) Include EMA hours and miles (not trips) in the total for the appropriate week. Trips may not exceed the number of days worked in the No Service blocks.

(4) A replacement carrier is required to cross-foot the card.

b. Replacement carrier (Designations 73, 74, 75, 76, and 78) provided Christmas assistance on auxiliary route:

(1) Manually prepare PS Form 1314-A. Enter route number A997. Use this route type and number for overburdened service or Christ-mas assistance on auxiliary routes only.

(2) Report the Christmas assistance hours in the appropriate Week 1 and/or Week 2 Xmas Assist Work Hours block.

(3) Enter EMA hours, trips, and miles (if appli-cable) in the appropriate Week 1 and/or Week 2 EMA blocks.

(4) If Christmas assistance is performed on two or more auxiliary routes in the same pay pe-riod, combine all work hours and EMA data on one manually prepared PS Form 1314-A.

F. Postal Employees (Other Than Rural) Serving as Christmas Auxiliary Assistants

Postal employees (other than Des 7X) who provide Christmas assistance on rural routes are compen-sated at their regular rate of pay for actual time worked. Include all work hours using their normal Time and Attendance System (Manual Timecards or TACS).

Nonrural employees are entitled to EMA payment if a personal vehicle is used. Prepare PS Form 1314-A as follows: (Do not prepare PS Form 1314-A if a govern-ment vehicle is provided.)

1. Report the hours worked on the rural routes on PS Form 1230-C, Time Card.

2. Manually prepare PS Form 1314-A for EMA com-pensation.

3. Complete indicative data at the top of the certifi-cate. Use Des/Act 99-0, actual route type and number, FLSA code P, and correct employee and pay period information.

4. Enter EMA hours, trips, and miles in the appropri-ate Week 1 and/or Week 2 EMA blocks.

Important Items to Remember: Rural Carrier Christmas Pay Procedures

Hours entered in the Daily Overtime block are always included in Actual Weekly Hours.

Hours entered in the Xmas Assist Work Hours block are not included in Actual Weekly Hours.

Carriers on auxiliary routes are paid for actual hours worked, not the route’s evaluation, during the Christ-mas period.

A DACA Code X cannot be entered on a time card unless there is a corresponding DACA Code R or 3 in the same pay period and the carrier’s X day balance is zero or greater.

If Actual Weekly Hours exceed 56 hours in a week, a DACA Code 5 must be used. DACA Code 3 or R is not allowed.

If a regular carrier works his/her relief day and carries his/her assigned route, this is not reported as Christ-mas assistance.

Regular carriers may only work on their assigned route.

Second Trip is not allowed during the Christmas period.

Regular carriers may not work on Wednesday, December 25th or Wednesday, January 1st.


Exhibit 1. Regular Carrier Works in Excess of Route’s Evaluation

1. A regular carrier is assigned to a 45-hour evaluated route (Daily evaluation = 9.00 hours).2. The carrier works 45.08 hours in Week 1, and 38.08 hours in Week 2 as follows:

3. Carrier will be paid the route evaluation in Week 1. There will be NO Christmas overtime for Week 1. Carrier will be paid Christmas overtime for 2.08 hours in Week 2, based on hours worked over the route’s evaluated hours. A day of paid leave will count as 1 day’s evaluation in calculating Christmas overtime. A day of unpaid leave will count as zero.

4. No manual computation for Christmas overtime is necessary. This is automatically computed. No entries are made to the Daily Overtime block.

Week 1 (Hours) Week 2 (Hours)Mon 09.00 10.08 Tue 07.90 08.75 Wed 10.28 09.50Thu 08.90 09.75Fri 09.00 Annual Leave


Exhibit 2. Regular Carrier Not on Relief Day Work List Works Relief Day (Week 2) and Does Not Receive an X Day in the Same Pay Period

1. A regular carrier is required to work the second relief day of Pay Period 26. The carrier initially selects the option to receive a future X day (DACA 3). However, the carrier does not get an X day in the same pay period.

2. Enter DACA Code 5 on the relief day (Saturday) of Week 2.3. The carrier is paid 150 percent of a day’s evaluation for working the relief day and does not receive a future X day.


Exhibit 3. Regular Carrier Works Designated Holiday

1. A regular carrier’s relief day is Wednesday. The carrier works the designated holiday on Tuesday, December 24th.2. Enter DACA Code V on Tuesday of Week 2.3. Include hours worked on the designated holiday in Actual Weekly Hours.4. The carrier is not entitled to an X day for working the holiday.5. Do not enter Holiday work hours in the Daily Overtime block.6. The carrier will receive 150 percent of one day’s evaluation for working the designated Christmas holiday. Note: Reg-

ular rural carriers cannot work on the actual holiday on Wednesday, December 25th.


Exhibit 4. Regular Carrier Provides Christmas Assistance

1. A carrier works 7.25 hours of Christmas assistance on the relief day Wednesday, Week 2 and uses a personal vehicle for 25 miles.

2. Enter 7.25 hours in Xmas Assist Work Hours. Do not include in the total work hours for the week on PS Form 1314.3. Enter the 25 miles traveled on the relief day in whole miles in the Route Deviation block.4. No manual computation for Christmas overtime is necessary. This is automatically computed. Do not enter Christmas

overtime in the Daily Overtime block.


Exhibit 5. FLSA Code A Regular Carrier

1. A regular carrier whose FLSA code is A is paid by the hour. Overtime is paid for all hours over 8 in a day or 40 in a week. 2. The carrier works 8.32 hours on Tuesday of Week 1. Enter 0.32 hours in the Daily Overtime block.3. The carrier works relief day (Saturday) in Week 1. Include these hours in Actual Weekly Hours. The carrier is paid for

these hours, so no X day is due.4. The carrier works 39.88 total hours in Week 1.5. The carrier works Christmas assistance (6 hrs) on the relief day on the second Saturday. Record the Christmas assis-

tance time in the Xmas Assist Work Hours block. Do not add to the Actual Weekly Hours. Overtime will only be paid if the carrier exceeds 40 hours for the week.

6. No manual computation for Christmas overtime is necessary. This is automatically computed. The carrier will receive 0.32 hours of overtime in Week 1 and 0.08 hours of overtime (34.08 + 06.00 = 40.08 hours) in Week 2.


Exhibit 6. Designation 74 Works Designated Holiday

1. A rural carrier associate (RCA) is assigned to a vacant regular J route, with a relief day on Wednesday of Week 2.2. The carrier works the designated Christmas holiday on Tuesday, December 24th.3. Do not enter DACA Codes V or H for working the Christmas holiday. Designation 74s are not entitled to holiday leave

pay. Tuesday is a regular workday.4. Include hours worked on Tuesday of Week 2 in Actual Weekly Hours.5. A replacement carrier is not needed to crossfoot the card for the second week.


Exhibit 7. Designation 74 Provides Christmas Assistance on Relief Day

1. The RCA is assigned to a vacant regular K route, with a relief day of Monday.2. On the second Monday, the Des. 74 carrier provides Christmas assistance for 7 hours. The replacement carrier works

the route the entire day. 3. Enter K for the second Monday. 4. Enter 7.00 hours in the Xmas Assist Work Hours block. Do not include these hours in the Actual Weekly Hours block. 5. The carrier will be paid 3.52 hours overtime (36.52 + 7.00 = 43.52).6. Enter appropriate information for the relief carrier in the bottom section of the time certificate.

Exhibit 8. Replacement Carrier Provides Christmas Assistance on a Regular Route

1. A regular carrier on Route K001 carries his/her route on regularly scheduled day.


2. A replacement carrier provides Christmas assistance on Route K001 for 3.25 hours on Tuesday, Week 1; 6.75 hours on Friday, Week 1; and 4.50 hours on Saturday, Week 2.

3. On each of these days, the replacement carrier spends 3 hours on the street and travels 40 miles each day (in his/her own vehicle).

4. Prepare PS Form 1314-A using the actual route number (K001) on which service was performed.5. Enter 10.00 hours in the Xmas Assist Work Hours block for Week 1, and 4.50 hours for Week 2. Do not include these

hours in Actual Weekly Hours.6. Enter EMA data in the appropriate Equipment Allowance blocks.7. Do not enter any information on the bottom (relief carrier) section of the card.8. If the replacement carrier provides Christmas assistance on more than one regular route, complete a separate

PS Form 1314-A for each route on which Christmas assistance is provided.

Exhibit 9. Replacement Carrier Provides Christmas Assistance on an Auxiliary Route

1. A replacement carrier provides 3.00 hours Christmas assistance on Route A003 on Monday, Week 1; 1.25 hours Christ-mas assistance on Route A009 on Wednesday, Week 1; and 2.50 hours Christmas assistance on Route A003 on Sat-urday, Week 2. All hours are worked in the office, except 1 hour on the street on Saturday, Week 2 (10 miles).

2. Prepare one PS Form 1314-A using route number A997 for all Christmas assistance hours on auxiliary routes.3. Enter hours worked in the Xmas Assist Work Hours block. Do not include in Actual Weekly Hours.4. Enter EMA data in the appropriate Equipment Allowance blocks.


Exhibit 10. Nonrural Employee Provides Christmas Assistance on Rural Route (EMA Only)

1. A clerk works as a Christmas auxiliary assistant on Route J029 and provides his/her own vehicle.2. Complete PS Form 1314-A, using Des 99-0 and the route number of the regular route. (Use A997 if assistance is pro-

vided on an auxiliary route.)3. Enter the hours, trips, and miles in the Equipment Allowance blocks.4. Do not enter any Actual Weekly Hours or Xmas Assist Work Hours. Work hours for nonrural employees are paid using

their regular timekeeping system (e.g., manual timecards, TACS).5. If Christmas assistance is provided on more than one regular route, complete a separate PS Form 1314-A for each

employee and for each route on which they provide Christmas assistance.6. If Christmas assistance is provided on more than one auxiliary route, combine the EMA data and enter the totals on

one PS Form 1314-A using route number A997.

The National Office has received numerous concerns from the field pertaining to directives from USPS management as it relates to the Christmas over-time period. These directives in

part are instructing local managers to do the following:

1. Carriers cannot work over their daily evaluation (for any reason). 2. No over-time or auxiliary assistance because letter and flat volume is down. 3. If carriers work over their evaluation require them to carry DPS mail to the street. 4. Change reporting times (schedules) on a daily basis with expectation of low volume

or to give auxiliary assistance.

5. Threatening to adjust carrier routes if they work over the daily evaluation.

The National Board is alarmed by some of these directives as they are in violation of

handbooks, manuals and the contract. Therefore, we are compelled to place all rural carriers

on notification of their rights and instructions on how to handle these issues.

First and foremost we are instructing all rural carriers that they are to work safely and should not be pressured to work in a manner that places their well-being or life at risk.

Attached with this memo you will find a Postal Service Form PS Form 1767, Report of Hazard,

Unsafe Condition or Practice, along with instructions on preparing this form and a copy of

the language from the contract Article 14 Section 1.and Section 2.A. that addresses

management’s responsibility to provide a safe working condition for all employees and the

employees’ rights.

If any rural carrier feels that they are being pressured or forced to work in a manner that places them in an unsafe situation, just to comply with these unrealistic directives, you may request a PS Form 1767, fill out the form and return it to your immediate supervisor. Discuss the issue with your immediate supervisor and, if unresolved, immediately file a grievance and contact the assigned Assistant District Representative or District Representative for your area.

Article 8 Section 2. Addresses schedules and the fact that the carrier's work day may vary above or below the daily evaluation of the route, as mail volume fluctuates and road

conditions and weather conditions change. As we all know there are parts of the country where there is already inclement weather that can affect the carrier's work day. In addition, there is an increase in large parcels that will not fit in the mail box and must be carried to the door (up to ½ mile) off the carrier's line of travel that affects the daily work hours.

Management may take the "knee jerk" reaction and require carriers to carry DPS mail to

the street. This should only be done when carriers are consistently working over their

weekly evaluation and should be monitored all year not just as a reaction in trying to

make the numbers. This issue was clearly addressed and defined in the April 26, 1999

minutes of the National Joint Steering Committee for the QWL/EI process. In addition,

this issue was addressed by William Galligan, Vice President of Delivery and Retail for the

USPS in a letter dated November 26, 2003, and again by Phil Knolls (same position) in

2004. (See attachments).

The letter in part states, "The carrier may be required to take DPS mail directly to the street

if it is anticipated that they will be unable to meet the overall evaluation of the route for

the week. The decision to carry DPS directly to the street should be made on a case-by-case

basis and may not minimize total actual work hours if the carrier normally cases the DPS

mail and will not perform efficiently on the street".

Scheduling is addressed in Article 30.G. of the contract. It states, in part, "Schedules should

be realistic, based upon the receipt and availability of mail and other related service

conditions. The rural carrier will receive reasonable advanced notice when the schedule is to be changed.”

While management has the right to give auxiliary assistance to control over-time hours

during the Christmas Period, it is the position of the NRLCA National Board that reporting

times should not be changed on a daily or weekly basis.

For those of you having issues with starting times being changed, in some cases as late as

noon, please be advised we currently have a case pending National Arbitration on this issue

JOOR-4J- C09082619. Additional grievances are not required but may be filed at the local offices and held in abeyance at step 2. While all offices are covered by the

pending Arbitration case, the purpose of filing is to be sure and documents the cases

currently transpiring in case there is a future monetary remedy.

If any rural carrier has any questions or concerns, please contact the assigned Assistant

District Representative or District Representative for your area.

Respectfully,

Your National Board

U.l. POIITAL IIIVICI

REPORT OF HAZARD, UNSAFE CONDmON OR PRACTICE

I. Employee•• Action A-t~ MIDit Lot:llllonJ

DelcrtM Hulrd. u,_,. Conclltlon Ot fllrlcta. Recommended CC11'111Cthe Actlan.

s~an~~ure Dltellld Tour

Employee

n. Supervilor'a Action llecamiMIIIII 0t o.crtiM III'Cflc Actlofl Tlbn to Ellmln.wte the Huard, Unllle Condlion D1' PrKtlca. (If c-tlwl Ac-. Hu ...,. T.t.,. lltdir:fM t1111 01111 at Ab«wrrent.J

Si~

Supervisor

Ill. Approving Offlclafa Actfon (Check OM 1111d CompleteJ

om

The FollowinG CorriCtl'll Action wu Tekan to Eliminete the Hu•d, Unelfe Condition or Prlctice find/c.,. Date of AIMt.,.ntJ:

A Work Order Hu Inn Submin.d to the Meneger, Plent Maintenenc:e, to Effect d'la Following Change:

Th1111 Are No Aauoneble Orounda to o.terrnlne Such 1 ~d Exilw. Thil Dacieion II BeNd Upon:

SlgnMUnt Date

Approving Official

IV. Maintenance Action (Complete If ~t~tH:aHryJ

1·-MIIintenance Superv~r .

N for111 1787, Dec. l98Z WHITE -Local Safety Offlca (Afttll AbattmflltJ YELLOW-Approving Officl81

PINK -Locel Sefety Office (lnillll NotiCIIJ BLUE-Employee

D•Emlllo¥le Natlflld

INSTRUCnONS

I. EMPLOYEE

e. Complete section I. and file it with your immediate supervisor.

b. If you desire anonymity, complete section I. (including your name) and file the report with the Safety Office. Safety personnel will immediately return the form to your supervisor for necessary action, and w• delete your name from the form to enaure your IHIOftymlty.

II. SUPERVISOR

a. Investigate the alleged hazard during the same tour of duty in which the report was received.

b. Abate the hazard if it is within the scope of your authority to do so.

c. Record the action taken to eliminate the hazard or record recommendation for corrective action in section II. and &lgn your name.

d. Forward the original and yellow copy to your immediate supervi&or (approving official); send the pink copy to the Safety Office; and give the employee the remaining blue copy as a receipt. It II your ruponal:»>lty to monitor the atmut of the report, at II tlmH. untl the hazn II abated.

Ill. APPROVING OFFICIAL

a. Initiate action to eliminate or minimize the hazard. If this results in the submission of a work order. attach the original of thil form, and forward through channels. to the manager, Plant Maintenance.

b. If you determine that there are no reasonable grounds to believe a hazard exists, notify the employee in writing within 15 calendar deys. Safety personnel will aasilt you in this determination when requested.

c. If the hazard was abated by the first line supervisor or when it has been abated through your actions, notify the employee in writing, and send the original of this form to the Safety Office.

IV. MAINTENANCE SUPERVISOR

When the work order has been completed, sign, date, and return the original of this form to the approving official who will then forward it to the Safety Office. ·

PS Farm 1787, OK. 1982. (lt#w,_J

824.6

744

Safety, Health, and Environment

824.6 Investigating Employee Reports of Hazard, Unsafe Condition, or Practice

824.61 Purpose of PS Form 1767, Report of Hazard, Unsafe Condition or Practice

PS Form 1767 is designed to encourage employee participation in the Postal Service Safety and Health Program and to provide prompt action when employees report a hazard. This form provides a channel of communication between employees and management that promotes a prompt analysis and response with corrective action to reports of alleged hazards, unsafe conditions, or unsafe practices.

824.62 Availability of Form

Supervisors must maintain a supply of PS Forms 1767 in the workplace in a manner that provides employees with both easy and (if desired) anonymous access.

824.63 Procedures and Responsibilities 824.631 Employee

Any employee, or the representative of any employee, who believes that an unsafe or unhealthful condition exists in the workplace may do any or all of the following:

a. File a report of the condition on PS Form 1767 with the immediate supervisor and request an inspection of the alleged condition.

b. If the employee desires anonymity, file PS Form 1767 directly with the installation's safety personnel, who will immediately give the report to the employee's supervisor for necessary action. (In such cases, safety personnel must not disclose the name of the individual making the report.)

c. Report alleged unsafe conditions to a steward, if one is available, who may then discuss the condition with the employee's supervisor.

Discrimination against an employee for reporting a safety and health hazard is unlawful.

824.632 Supervisor The immediate supervisor must promptly (within the tour of duty):

a. Investigate the alleged condition.

b. Initiate immediate corrective action or make appropriate recommendations.

c. Record actions or recommendations on PS Form 1767.

d. Forward the original PS Form 1767 and one copy to the next appropriate level of management (approving official).

e. Give the employee a copy signed by the supervisor as a receipt.

f. Immediately forward the third copy to the safety office.

It is the supervisor's responsibility to monitor the status of the report at all times until the hazard is abated. If the hazard remains unabated longer than 7 calendar days, the supervisor must verbally inform the employee as to abatement status at the end of each 7-day interval.

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Safety, Health, and Environment 825.2

824.633 Approving Official

The approving official (the responsible manager) must initiate action to eliminate or minimize the hazard. If this results in the submission of a work order, attach the original PS Form 1767 and forward it, through channels, to the manager of Maintenance. If the approving official determines that there are no reasonable grounds to believe such a hazard exists, the employee must be notified in writing within 15 calendar days. (Safety personnel must assist in this determination when requested.) If the hazard was abated through actions of the approving official, the employee must be notified in writing, and the original PS Form 1767, with a statement of actions taken, must be forwarded to the safety office.

824.634 Safety Personnel and Collateral Duty Facility Safety Coordinators

Safety personnel assigned to plants and FSCs must log and sequentially number all hazard reports received on PS Form 1773, Report of Hazard Log, or if the FSC has computer access, enter the reports into the Hazard Log Module of the Safety Toolkit Safety personnel and FSCs must also review all PS Forms 1767 for accuracy, completeness, and follow-up, as necessary. They must routinely provide status reports of PS Form 1773 logs and Safety Toolkit reports at executive and joint Labor-Management Safety and Health Committee meetings (or regular staff meetings in facilities with fewer than 50 employees).

824.635 Maintenance

Maintenance must notify the approving official when any PS Form 1767 maintenance-related work order has been completed.

824.636 Installation Head

Installation heads/managers are responsible for responding promptly to hazard reports and ensuring that line supervisors are diligent in correcting hazards If a hazard report indicates that imminent or serious danger exists, the installation head must take immediate corrective action.

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Article 14.2

effort to insure that employees with job-related illnesses or injuries are returned to duty subject to their medical restrictions.

Section 3. No Light Duty Assignments

In the rural carrier craft, at any local installation, regular rural routes shall not be considered for any light duty assignment.

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.

Section 2. Cooperation

A. Safety Administration

The Employer and the Union insist on the observance of safe rules and safe procedures by employees and insist on correction 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 is being required to work under unsafe conditions, he may: a) notify the supervisor who will immediately investigate the condition and take corrective action, if necessary; b) file a grievance if no corrective action is taken during the tour; and/or c) make a written report to the installation head.

B. Health Services

The Employer will make health service available for the treatment of job-related injury or illness where it determines they are needed. The health service will be available from

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Article 14.2

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 installation. The Employer will promulgate appropriate regulations which comply with applicable regulations of the Office of Workers' Compensation Programs, including employee choice of health services.

C. Occupational Safety and Health Act

The Employer will comply with Section 19 of the WilliamsSteiger Occupational Safety and Health Act.

Section 3. Local Safety Meeting

As provided in Article 31, safety and health may be a subject of discussion in labor-management meetings. In such discussions, the participants shall review the progress in accident prevention, including the correction of correctable road and health hazards at the installation; determine program areas which should have increased emphasis; and they may investigate major accidents which result in disabling injuries.

The participants may make recommendations for actions on matters concerning safety and health to the installation head. The installation head shall, within a reasonable period of time, advise them that the recommended action has been taken or the reasons for not accepting the recommendations.

ARTICLE 15 GRIEVANCE AND ARBITRATION PROCEDURE

Section 1. General Policy

Grievances which are filed pursuant to this Article are to be processed and adjudicated based on the principle of resolving such grievances at the lowest possible level in an expeditious manner, insuring that all facts and issues are identified and considered by both parties. In the event that a grievance is processed beyond Step 1 , both parties are responsible to insure

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Article 8

ARTICLE 8 HOURS OF WORK

Section 1. Work Week

The basic work week for regular rural carrier employees shall be six [6) days, except as relief days are provided for certain carriers and for carriers serving triweekly routes. Regular rural carriers may not work on Sunday.

Section 2. Work Schedules

Daily schedules shall be established to coincide with the daily evaluation of the route and adjusted periodically as required. The carrier's worlc day may vary above or below the daily evaluation of the route as mail volume fluctuates and rood and weather conditions change.

Section 3. Hourly Basis

When a rural carrier is being compensated on on hourly basis, the hourly rate is computed as follows:

A. Straight Tnne Rate

1. Regular rural carrier -The annual salary for a 40.. hour evaluated route divided by 2,080.

2. Port-time flexible rural carriers, substihJte and auxi~ iory carriers -The annual salary for a 40-hour evol· uated route divided by 2,000.

3. Rural carrier associates and rural carrier relief employees on the rolls prior to August 24, 1991-See RCA/RCR Schedules on page 76.

4. Rural carrier associates hired beginning August 24,

1991 -See RCA/RCR Schedules on page 76.

8. Ovnme Rate

When a rural carrier craft employee is being compen· sated on an hourly basis, overtime pay is to be paid at the rate of 150% of the basic hourly straight time rate for regular carriers except in those instances when flSA overtime is applicable.

Section 4. Guarantees

Any employee scheduled to work and who does report for work shall be guaranteed two (2) hours work or pay.

Section 5. Relief Day Worked

A. The relief day work list at each delivery unit shaH be

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established twice during each guarantee period. Each time the new relief day work list is established it shall supersede the previous list. All regular carriers, regardless of route classificialian, desiring ta wark their relief days shall place their names an the relief day wark list.

The first opportunity to sign the relief day wark list will be two weeks prior to the beginning of the new guarantee period. The second opportunity ta sign the relief day work list will be two weeks prior ta the beginning af the first fuH pay period in May. When a regular rural carrier is needed to work a relief day, due to the unavailability of a leave replacement, the Employer will:

1. Select carriers on the list, in order of seniority on a rotating basis, to work on the relief day.

2. If the need still exists, the Employer will accept volunteers from regular carriers not on the list before requiring regular carriers not on the list to work the relief day. Such requirement will be by juniority.

B. On the day the regular carrier works the relief day, the assigned leave replacement may be required to work any route in the delivery unit consistent with the provisions of this Agreement. Administrative errors in the assignment of work to regular carriers on relief days will not result in monetary remedies.

C. The Employer is not required to work any regular carrier on a relief day if it would cause the carrier to exceed the hours of the annual guarantee or fifty-six [56) actual hours within one ( 1] week.

Sedion 6. Wash-up Time

Additional was!HJp time for those rural carriers who perform dirty work or work with toxic materials on a daily or weekly basis may be claimed under •other Suitable Allowances" at the time of a moil count, provided the carrier is subject to aller· gic reaction from such dirty work or toxic materials. The amount of wash-up lime granted each employee shall be subject to the grievance procedure.

Section 7. Changes in Number of Delivery Days

If, pursuant to present or future law, changes are made in the number of delivery days, the effects of the change on employees will be negotiated by the parties and all provisions of this Agreement inconsistent with the change will be amended to conform with the change.

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•pafk it Right" that the SAJSC referred to in the minutes. Any initiatives that can Increase $afety awareness and potentially reduce our accident rate should be shared with as many districts as possible. ·

DELIVERY POINT SEQUENCING

More and more carriers are being requested to take DPS to the street and not case this mail. The NJSC still supports the carrier's right to case CPS mail in accordance with Part 150 of Handbook PQ-603. The carrier may leave late, but not so signifantly as to cause delays in the customer anticipated delivery windoW. In addition, carriers who cannot return to the office as scheduled or cannot, on a consistent basis, meet the overall evaluation of the route may be required to take their CPS directly to the street without casing.

PROFICIENCY INDEX

Another meeting was held with Selection, Evaluation and Recognition regarding the rural proficiency index. Meetings with two focus groups of carriers, two focus groups of managers, and two focus groups of customers have been proposed as the target audience from which to gather data. A group of subject matter experts and representatives of the NRLCA will review the final package. If funding is provided, this project could be underway before the end of April.

MISCELLANEOUS

SAJSC Co-Chairs Meeting • The committee reviewed what we Intended to cover in our meeting with the SAJSC and its co-chairs on Thursday.

Management Participation • The NJSC discussed the recent departure of a management facilitator after being pressured by management to •give up• QWIJEI, as it holds Utue importance to this particular POOM. The committee is very concerned that the process is being cut as we are asked to tighten our budgets. On March 22, Chief Operating Officer and Executive Vice President Clarence E. Lewis, Jr. issued a letter to the Area Va Presidents reminding them of the importance of continuing the QWUEI process. His letter advises the Vice Presidents that curtailment of process participation under the guise of budgetary constraints is unacceptable. In addition, he fully expects active participation In the process from district personnel. Hopefully, this showing of support by Mr. Lewis will shortcut any plans to •make budget" by discontinuing the process.

Mobile Data Collection Device (MDCD) Study • A meeting has been set for April 7 with the data collectors and headquarters and NRLCA representatives to debrief the participants Involved in the study. Study results will be developed and analyzed following the debriefing.

Invitations - The NJSC received a request from the Portland, Oregon CJSC to attend an event planned for April 14, 1999. The NJSC will be unable to attend as it conflicts with our scheduled monthly meeting.

Safety • Steve Smith, Bob West and Cathy Perron are members of the newly formed Rural Carrier Accident Reduction Subcommittee working at the headquarters level with safety and transportation. Bob and Cathy represent delivery and labor relations, respectively, on this subcommittee. This subcommittee is looking into ways of reducing the risk of serious accidents on rural routes. Additionally, Steve is securing Information from the National Safety Council that may help in realizing potential solutions.

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~UNJ~D~s~m;n:.~s~------------------------------------------------------.,. POST.GL SERVICE

November 26, 2003

VICE PRESIDENTS, AREA OPERATtONS MANAGER, CAPITAL METRO OPERATIONS

SUBJECT: Rural Carrier Christmas Overtime Period

The Christmas period for rural caniers begins on Saturday, December 6 and continues through December 28, 2003. During thi1 tine rural carriera ., entitled to certain cornpenaation exdualve to the Christmas period and paid in accordance with the provl&lons of Article 9.2.1<. of lhe 2000 -2004 National Agreement between the USPS and the National Rural Letter c.rlers' Auociation (NRLCA).

It Is inporta'lt lhat all managers responsible for rural delivery review this provision along with the tinekeeping procedures outlined in Poatal Bulletin 22114 {10-30-03). The unfque COITlp8flAtlon provlalana do not creete an avenue for exWHi"" UH of wurk huure or pityment of ovwtime and managers must ensure that rural carrier work hours are ciOMiy monitorec:l during this period, as welles throughout the year.

During F'IICIII Vur 2003, the average overtime work hours for rural camera during the 12 accounting periods (AP), excluding AP 4 (the Christmas period) were approxinately 282,000 hours per AP. During AP 4, the number of overtime WOt"l( hours paid to rural carrlerllncreeud 185 percent to more than 694,000 hOurs. This increase t1 paid overtime hOura hlghllghta the need to monitor rural carrier work hour performance during the Christmas period.

Durin; the Chri.arn• period, regular rural carriere receive OWN'tlm• compeneation when th• actual work hcxn for the week exceed the evaluated hours of the roule. In addition, regular rural carriers who provide assistance on the scheduled relief day on his or her roule will receive overtime eompenaation for theae work hours. Leave replacements receive overtime for all houra worked in exces1 of 40 In the work week and any leave replac:emn ..-ving an auxiliary route Ia paid actual work hours for the route as opposed to the evalua18d hours during the Chriatmal period.

Aa discussea during the rural telecon with area representatlvel held an November 12, district and area analysts must WOt"l( with the local post offices to establish ncklng mechanisms to monitor work houri and control overtkne paid during thts period. Daily reporting may be established through the use of a control center to receive daily call-ins, email reporting, etc., and provide guidance to local office~ for managing the Christmas period.

One BIBB or consideration when managing rural wortdoed against the work hours should Include decisions regarding the handing of Delivery Point Sequence (DPS) mail by rural carriers. Rural carriers may case OPS mail for the route provided they can meet the overall evaluation of the route on a consistent baaia and that a late departure for the street is not 10 significant u to cause delays In the oostomer's anticipated delivery window. The carrier may be required to take OPS clreclly to the a1reet r It Is anticipated that they will be unable to meat the oVWIIII evaluation of the route for the week; and during the Chriatmas period thla would place the canier In an ov.time Situation. Tne deaslOn to Cl!llty OPS dllectly to the street snould be made on a case-by-case bula and may not minimize total actual WOt"l( hours if the carrier nonnally cases the DPS mail and wit not perfon n efficiently on the street

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Additional araas to be monitored and reviewed to ensure rural carrier work hours during this penocs d&reelly correlate to workload include:

• Awareness of changes in mail mix- Standard mail VIQUI P.-..et Post. • Uao of auxiliary aa&iatenoo to hondlo inorootOd parGet volumot veraue potential ovortime

for regular carriers to serve the route. • Daily monitomg of work hours - management review of Form 4240, Rural carrier Trip

Repott. Although Christm• overtime Is paid baaed on the regular carrier'e weeldy wor1c. hO\n; daily monitoring may Indicate that a problem wiU be evident at waek'a end.

• Llmft use of regular rural carriers as Christmas assistance. • Unusual weather condiUons. • Maintaining schedules InCluding starting times. • While there ia no prohibition against scheduling QWIJEI work team meetings during the

Chrislmaa period, work hours spent In theae meetings will acaue in the weekly work houra end mey ceuee e carrier to exaeed tho routo evaluation for tne week.

QuestiOns concerning rursl carrier work hour perfannance during tt'le Christmas period may be directed to Robert West at' , or Cathy Penon r.

~£Jar· -Adlng Vice President llalivary 111nd Retail

cc: Mr. Rapp Mr. Vegliante Managn, Operations Support Managers, Delivery Programs Support

! ! • ·. I ,.,.

f

;;;:'!a UNITED STJJTES ~ POS'IllLSERVICE

November 15, 2004

MANAGERS, DELIVERY PROGRAMS SUPPORT {AREA} DISTRICT MANAGERS MANAGERS, OPERATIONS PROGRAMS SUPPORT (DISTRICT}

SUBJECT: R!.n1 Carrier Christmas Overtime Period

As atatad in previouS correspondence, the Chrls1mas overtime perfad for rural c:an1ars begins on Saturday, December 4 and c:ontlnl.BI ttvough Friday, December 24, 2004. D...tng this period, rural carriers .. entitled to certain compensation not provided during the ramelnder of lhe year. Because of 1hele unlq• compensation provisions~ It ts Important that managens focus on rural delivery management and elfectiye use ofWDf'k houri to mall::h workload. This type of rural dellverynwtagement should occur throughout the year. not solely during the Christmas period.

In order to assist With effeclve ma18glmel'lt during the avlstmas period, Ills recommended l1et area and clstrfd analy&ta work with local post omcas to eatablsh lraddng mechanisms to moniDr work hours and control overtime paid. Guidance may be provided by establishing control centers. dislrtlutlng electronic trecki1g sheeta, further educatk'lg management on overtine calcdation. requ.-tng dally call-ill or emal reportilg, etc. Slveralareas have developed eledronic Cracking lheets whiCh have been used auccessfuUy to assfst wilh monlorlng rural carrier work hcUs and overtime during the Christmas period. A c:opy of two of lhese programs wll be forwarded to the area rural opa1ltlona specialist, to be UHd If desired. These are provided only as examples and it Is not a raqulrament to use either of these programs, particularly if something developed locally has worked weN in the past. A copy of a Control Center chacldlst, which proved succ:entUI in the Northeast aru In managing the \W)I"kload and wort hours dur1ng the Christmas period, Is attached and will also be sent eledronlcaHy to the 81'888. Pfease remind all oll'ices that tnlcldng sheets·•• UHd to monitor work hours and Christmas ovetttme and should not be used aa the SOUR::e document far time certlf"ate completion. Instructions for proper time cet'tlficate completion can be found in the Postel BuHetin dated 11-11..()4.

One area of c:onslderatJon when managing rural workload against the work hours durtng the Ctviltmas period should Include decltkJns regarding the handling of Delivery Point Sequence {DPS} mal by rural carriers. Rural carriers may case DPS maU for the route provided they can meet the overall evaluation of the route on a consls1ent basis and that alate departan for the *-lla not so 19'1Jficant as to c:::ause delays In the customer's antlcfpeted delivery window. The carrier may be required to take DPS directly to the street if It Is anticipated that they wl be unable to meet the overaR evai!Jatlon of the route for the week. DIJI'I1g the Ctuislmas period, working over the aveluaUon of the route wl generate owrtime far the regular carrier. However, the decision to cany DPS dlredly to the straet should be made on a case-by-<:aH basis. In some Instances, If the c:::arrler normally cases the DPS man, he or she may not be able to perfonn as proffctently • expecled when DPS is taken directly to the street.

•75L't-• p,,.., .. sw ~:;:or1 DC .21280 !/rNWI-.CC\1

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Addftlanat areas to be monitored and reviewed to ensure that rural carrier 'M:IC'k hours directly corre1ata to workload during this period end there Is adequate management d overtime include:

• Awareness of changes in mail mix- Standard mall versus Pa'c:el Post • Use of auxiliary assistance to hancle lntrlesed parcel volumes versus potential overti'ne

for regul• carriers to seM.the route. • Daly monitoring of work hours- management review of PS Form 4240, RUtal Carrier Trip

Repott. Although Christmas ovartine Is paid based on the regular carrier's weekly work hours; dally monltortng may Indicate that a problem wll be evident at week's end.

• Regu_. Cll'llers' requests to work on schec:luted relief day or designated Christm8s holiday.

• Limit use d regular rural carriers as Christmas assistance. • Unusual \iV88ther conditlonl. • Malntlmlng schedules Including starting tlmas. • WhUelhere Is no prohibition against schedulng QWLJEI work team maetings during lhe

Christmas period, work hours spent., thesa meetings wll accrue in the weekly work hours and may cause a carrier to exc:eed the route avaluaUon for the week.

Questions eoncernlng rural carrier wnr1t hour performance during the Christmas pertod may be directec:l to Robert West at(: or Cathy Perron at (

/7_,7-~n ~~~ •. J;~

Acti\g Manager Delivery SUpport

Attactrnent

cc: Mt. Galligan Managers. Operations Support (Area}

Article 30.1.8

dilions consistent with the capacity of the facility shall be provided each rural carrier to prepare mail for delivery.

C. Non-Confonning Boxes

A rural carrier may not be required to serve a box which does not conform to the Employer's delivery standards.

D. Roods ond Approoches

Rural carriers shall be required to provide service to all customers an their assigned routes. The Employer shall be kept informed of road conditions on rural routes and shall endeavor to obtain cooperation from highway officials and customers in keeping roads passable and in good repair and approaches to boxes opened.

E. Route Remeasurement

Rural routes shall be remeasured upon request of the rural carrier or when the Employer determines it necessary. The rural carrier assigned to the route has the right to be present in a non-duty status at the remeasurement.

F. Lunch Breok

1. Rural carrier craft employees may stop for not more than thirty (30) minutes for lunch. If carriers stop for lunch, the exact time used must be recorded.

2. Lunch may be taken in segments of less than thirty (30) minutes, at the carrier's option, provided the time taken does not exceed thirty (30] minutes. Segments may be taken in the office or on the route, provided the normal schedule is maintained to the extent possible. The parties agree that the lunch time taken by the carrier is not compensable.

3. Rural carrier craft employees may be permitted to travel a reasonable distance off their prescribed line of travel to and from an authorized lunch stop.

G. Scheduling

Sc:heduUng is the responsibility of the Employer. Schedules shaU be realistic, based upon the receipt and ovoilability of the mail, the route 8\/0iuation, and ather related service co~ siderations. The rural carrier will receive reasonable advance notice when the schedule is to be changed. When the Employer changes the relief day of the regular carrier in accordance with Article 9.2.C.5.d.(2) and 9.2.C.5.e., the carrier wiU receive notice of the change no later than the Saturday of the service week preceding the

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effective week of the change.

H. Acts of God

When Acts of God prevent an employee from performing the employee's duty, the Employer may authorize administrative leave. Equipment Maintenance Allowance will be paid for ~'ch sllrvice day a rural carrier reports to the post office and is scheduled to perform delivery. If the carrier fails to serve all or any portion of the route due to lack of proper endeavor or any failure for which the carrier is responsible, appropriate deductions from salary and Equipment Maintenance Allowance wil be made based on miles omitted.

I. Turning in Mail and Funds

Rural carriers will tum in all mail and funds upon their return from the route. Normally, the Employer will arrange for hand-to-hand transfer of accountability. HowSYer, the Employer may provide other suitable methods for relieving the carrier of accountability. In either event, the rural carrier's liability shall be determined as specified in Article 28, Employer Claims.

J. Carrier'• Rights in Route Adjustments

The regular rural carrier assigned to the route shall be noJi. fied in advance of any route adjustments and afforded the opportunity to submit comments in writing. The comments will be considered as a foetor when such adjustments are under consideration and before any decision is mode. Substantial route adjustments must be approved at a level higher than the installation and, if requested in writing, w~l be reviewed at the district level, except for adjustments to

ovoid actual work hours in excess of 2,080 during the guar· antee period.

K. Affixing Stamps

During the month of December, the rural carrier shall not be required to affix stomps to letter moil and greeting cards placed in a rural box for coUection. During the remainder of the year, every effort should be made to urge rural customers to affix stomps to lelter mail. The rural carrier shall not be required to affix stamps to more than a reasonable number of pieces of letter-size moil from a box.

L Roster of Customers

When the rural carrier is required to maintain a roster of customers, this roster shall be maintained, at the carrier's

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