Local Memorandum of Understanding

between the

United States Postal Service

Liverpool, NY

and the

American Postal Workers Union, AFL-CIO

Central New York Area Local

Article 1: General Provisions Article 3: Scheduling

1.1 Union-Management Cooperationpage 2 3.1 Regular Schedules 4

1.2 Curtailment of Operations 2 3.2 Posting and Bidding 4

1.3 Light Duty Assignments 2 3.3 Overtime Scheduling 4

1.4 Wash-up Time 2 3.4 Holiday Scheduling 4

1.5 Parking 2

1.6 Definitions of Sections and Seniority 2

Article 2: Annual Leave Article 4: Ill/Injured Duty

2.1 General Provisions 2 4.1 Number of ssignments 5

2.2 Choice Vacations 3 4.2 Reserving assigments 5

2.3 Incidental Leave Requests 3 4.3 Identifying Assignments 5

2.4 Cancelling Choice Vacations 3

This Local Memorandum of Understanding for the Liverpool, NY Post Office is agreed to effective April 15, 1996.

For the United States Postal Service: For the American Postal Workers Union:

____________________________________ ___________________________________

Kenneth Andrews , Postmaster Michael La Point, President

1.1 Union-Management Cooperation

A. This Local Memorandum may be amended with the mutual consent of the Postmaster, the Local President and the Labor Relations Representative.

B. The Steward or Area Vice President shall be consulted prior to permanent changes in employee staffing and scheduling.

C. The Union shall be automatically provided with copies of:

1. Updated seniority rosters;

2. All Assignment notices;

3. All notices of light and limited duty;

4. All letters of warning, suspension and removal notices;

5. All letters of sick leave restrictions and recissions of restrictions;

6. All notices of audit discrepancies and letters of demand;

7, All assignments to EAS and OIC positions.

1.2 Curtailment of Operations

A. The President, Executive Vice President, or Area Vice President (or, officer on duty in stewards office) shall be notified immediately of all situations which may cause the curtailment of operations or in any way endanger any employee.

B. All possible means shall be used to notify affected employees of the curtailment of postal operations.

C. Employees stranded at work shall be given every reasonable consideration by the employer as to needs and comforts.

D. Procedures for emergency evacuation due to fires or bomb threats shall be conspicuously posted.

E. In determining an employee's ability to report for work, consideration shall be given to governmental directives, the operating status of comparable industries, and general conditions.

1.3 Wash-up Policy

All employees shall be allowed reasonable wash-up time in accordance with established practice and Article 8.9 of the National Agreement.

1.4 Parking

A. All reasonable efforts will be made to initiate or maintain free parking for all employees.

B. All parking shall be available on a first-come, first-served basis, except where reserved by this memorandum or previously established practices.

1.5 Definitions of Sections and Seniority

A. Each craft shall be a separate section.

2.1 General Provisions for Annual Leave

A. Vacation rosters shall be broken into Monday through Sunday weeks, and, to the maximum extent possible, no employee shall be involuntarily scheduled to work on non-scheduled days which are adjacent to their scheduled vacation.

B. Full time regular employees shall use the number of hours of annual leave for a choice vacation selection week that they would have normally worked in that week. Part time flexible and transitional employees shall use the average number of hours that they are scheduled for; however at their option, they may use up to forty hours of annual leave per vacation week.

2.2 Choice Vacations

A. The choice vacation period shall be the entire yaer, except for the three weeks which include December 10 through 24.

B. Vacation slots shall be as follows:

1. From Memorial Day Week to Labor Day week vacation slots shall be available equal to 18.5% of the authorized positions in the office;

2. During the remainder of the choice period, slots shall be available equal to 14.5% of the authorized positions;

3. Partial slots shall be rounded to the nearest whole number, with even half slots rounded up.

C. Starting on December 1, employees shall, in order of seniority, be allowed to select full weeks of vacation up to the number of weeks allowed under Article 10.3D of the National Agreement; employees may, at their option, make one continuous selection or two non-consecutive selections.

D. Immediately following the first rotation, the vacation roster shall be rotated a second time and employees, by seniority, allowed to take up to four additional full weeks, subject to accrued or foreseeable leave balance.

E. No employee shall hold up the vacation roster for more than two working days on either rotation; employees who lose their place in rotation shall be entitled to regain the roster when ready to make their selection, but shall not be entitled to bump junior employees who have made selections in the interim.

F. On those week(s) in which as many craft employees as there are vacation slots are not scheduled off on leave, all requests for annual leave shall be approved to the maximum extent possible.

G. Employees who are called for court service during their scheduled vacation may at their option cancell that week and make another selection from the remaining available weeks. Union Convention(s) and/or Seminar(s) leave will not be counted against the vacation selection.

2.3 Incidental Requests

A. An updated vacation schedule shall be conspicuously posted throughout the year.

B. Incidental requests for annual leave shall be made on PS Form 3971, and, wherever feasible, be personally delivered to the employee's immediate supervisor.

C. Except in circumstances of extreme need, incidental requests for annual leave shall be granted on a first-come, first-served basis.

D. On those day(s) in which as many craft employees as there are vacation slots are not scheduled off on leave, all requests for annual leave shall be approved to the maximum extent possible.

E. Incidental annual leave requests shall be approved or disapproved:

1. Within one hour, if leave is requested for the same day on which submitted;

2. By the employee's end tour, if requested for the following day;

3. By the employee's next day end tour, if requested two or more days in advance;

F. Disapproved 3971's shall be maintained showing the date and time submitted, and, should leave become available, it shall be granted in the order it was requested.

2.4 Cancelling Choice Vacations

A. In those weeks in which all slots are filled,an employee shall not be allowed to work on any day of their choice vacation week.

B. Employees who cancel a vacation selection shall provide written notice to their immediate supervisor at least ten calendar days prior to the start of such vacation.

C. Vacation selections of employees who leave the installation shall be treated as cancelled.

D. The employer may cancel an employee's scheduled vacation due to insufficient annual leave by providing written notice to the employee at least ten calendar days prior to the start of the vacation; normally, insufficient annual leave shall be defined as less than one hundred percent of the leave needed to cover the vacation week.

E. All cancelled choice vacation selections shall be recanvassed, by seniority, to those employees who haven't had an opportunity to select them.

3.1 Regular Schedules

A. All regular positions shall have fixed non-scheduled days.

B. To the maximum extent practicable within operational needs, all regular positions shall have consecutive non-scheduled days and be non-scheduled on Saturday and/or Sunday.

3.2 Posting and Bidding

A. All job postings shall be posted for a minimum of ten calendar days, unless canvassed; postings of awards shall be made within two business days of the close of posting.

B. The Steward or Area Vice President shall be provided with copies of all job postings and awards, including canvassings and PTF conversions.

C. Wherever practicable, bidding within a unit shall be accomplished by canvassing elegible employees in order of seniority; canvassing shall consist of circulating a written description of the vacant position, with spaces for employees to sign indicating that they are accepting or declining the position.

D. Successful bidders or applicants, including PTFs being converted to regular, shall be assigned or detailed to their new positions on the Saturday following award; assignment may be delayed with the consent of the Steward or Area Director.

E. Bid positions shall be reposted if:

1. The non-scheduled days are changed;

2. The reporting time on any day is changed by more than one hour;

3. The duties are changed by more than 50% in the clerk craft, or 25% in any other craft;

4. Measurement of all such changes shall be cumulative, based on the position as last awarded.

3.3 Overtime Scheduling

A. The overtime desired lists shall be conspicuously posted, and a copy provided to the Steward or Area Vice President .

B. Except in unforeseeable circumstances, employees shall be:

1. Notified forty-eight hours in advance of working a non-scheduled day;

2. Notified one hour in advance of working each hour over eight hours, including notification of the general anticipated duration of the overtime;

3. Given an opportunity to notify their families, make calls for transportation, etc.

C. Prior to using mandatory overtime, management will make reasonable efforts to solicit volunteers with the necessary skills from the overtime mandatory list.

3.4 Holiday Scheduling

Employees shall be scheduled for holidays, subject to necessary skills, in the following order:

1. Casuals;

2. Part-time flexibles;

3. Volunteers whose designated holiday it is, by seniority;

4. Transitional Employees;

5. Overtime desirees whose non-scheduled day it is, by rotation of the list;

6. Volunteers for overtime, other than desirees, by seniority;

7. Mandatorily scheduling employees for overtime, by rotation of the list;

8. Mandatorily scheduling employees for their designated holiday, by juniority.

SECTION 4.1: THE NUMBER OF LIGHT DUTY ASIGNMENTS

1. Light Duty assignments in each associate office will be established to consist of not less than 10% per craft represented by this agreement.

2. Employees whose illness is job related shall be assigned in accordance with applicable contractual provisions. These assignments shall be in addition to the percentage indicated in #1. above.

3. Employees that can be accomodated within their normal bid assignments ( ie. restricted to 8 hour workday, 40 hour workweek) shall not be counted in the percentages as indicated in #1 above.

4. Those employees with physical restrictions that are maternity related shall not be counted in the percentages indicated in #1 above.

5. The reassignment of a full-time regular or part-time flexible employee to a temporary Light Duty or other assignment shall not be made to the detriment of any full-time regular on a scheduled assignment.

SECTION 4.2 : RESERVING LIGHT/LIMITED DUTY ASSIGNMENTS SO THAT NO REGULARLY ASSIGNED MEMBER OF THE REGULAR WORK FORCE IS ADVERSELY AFFECTED.

1. Limited Duty is defined as that duty provided to an employee who has physical limitations, identified by a qualified/treating physician resulting from an on-the-job injury. Light duty is normally provided as the result of limitations arising from off-the-job injuries / illnesses and must be requested in writing by the employee.

2. Light duty is provided in accordance with Article 13 of the Collective Bargaining Agreement.

3. The names, assigned duties and craft designations of all employees on limited/light duty will be supplied to the union.

4. All limited/light duty employees will be assigned duties within their own craft prior to assignments in any other crafts.

5. Management shall provide evidence to the union president or his designee ( APWU ) that all available light duty assignments in the other crafts are filled before consideration is given to employees in other crafts who are in need of a light duty assignment in the clerk craft. In no case shall a permanent light duty assignment be given to a non- APWU bargaining unit employee.

6. Bargaining unit employees represented by the APWU will maintain the same tour of duty and non-scheduled days as their bid assignments to tje maximum extent possible.

7. No craft employees will be denied limited duty when a craft employee from another craft is working a limited duty assignment within his/her craft.

4.3 : Light Duty Assignments

Light Duty assignments should include, but are not necessarily limited to the following :

CLERKS

UBBM Box Section

Postage Letter Repair

Nixies Distribution Letters/Flats

Second Notices Answering Phones

Accountables Express Mail Delivery

MAINTENANCE

Such duties the employee may be able to perform within their medical limitations .

Article 4: Light And Limited Duty

CLERKS

MAINTENANCE