Here is the complete Article 12. I've highlighted sections in 12.3b & 12.6c. These sections pertain to the tour compression we are experiencing at the Valley. If you would like the complete conrtact visit www.npmhu308.org.
ARTICLE 12
PRINCIPLES OF SENIORITY POSTING AND REASSIGNMENTS
Section 12.1 Probationary Period
A The probationary period for a new employee shall be ninety (90)
calendar days. The Employer shall have the right 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 procedure in relation
thereto.
B The parties recognize that the failure of the Employer to discover
a falsification by an employee in the employment application
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.
Article 12.2
30
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 disability, the employee's
seniority shall be established in accordance with Section
12.2, if applicable.
Section 12.2 Principles of Seniority
A Introduction
A1 The United States Postal Service and the National Postal
Mail Handlers Union, AFL-CIO, a Division of the Laborers'
International Union of North America, agree to the following
seniority principles which replace all former rules,
instructions, and practices.
A2 This Article will continue relative seniority standing properly
established under past principles, rules and instructions
and this Article shall be so applied. If an employee requests
a correction of seniority standing, it is the responsibility
of the requesting employee to identify and restate the
specific instructions, rule, or practice in support of the request.
B Coverage
These rules apply to full-time and part-time fixed schedule employees.
No employee, solely by reason of this Section shall be
displaced from an assignment which the employee gained in accord
with former rules.
C Responsibility
The installation head is responsible for the day-to-day administration
of seniority. Installation heads will post a seniority list
of Mail Handlers on all official bulletin boards for that installation.
The seniority list shall be corrected and brought up to date
quarterly.
D Definitions
D1 Craft Group
A craft group is composed of those positions for which the
Union has secured exclusive recognition at the national
level.
D2 Seniority Standing
D2a Seniority for full-time employees is computed from
the date of appointment in the craft and continues to
accrue so long as service in the craft (regardless of
Article 12.2
31
level) and installation is uninterrupted, except as otherwise
provided herein.
D2b Seniority for part-time fixed schedule employees is
computed from the date of appointment in this category
of the work force and continues to accrue so long
as service in the craft and category and installation is
uninterrupted.
D3 Duty Assignment
A duty assignment is a set of duties and responsibilities
within recognized positions regularly scheduled during
specific hours of duty.
D4 Preferred Duty Assignments
A preferred duty assignment is any assignment preferred by
a full-time employee or a part-time fixed schedule employee
within the employee's category.
D5 Bid
A request submitted in writing, by telephone, or by computer
to be assigned to a duty assignment by an employee
eligible to bid on a vacancy or newly established duty assignment
or a preferred assignment. Where telephone,
computer, or other electronic bidding procedures are established,
bids must be submitted by telephone, computer or
other electronic methods as agreed to by the parties.
[See MOU, page 125]
D6 Application
A written request by a full-time employee or part-time
fixed schedule employee within the employee's respective
category for consideration for an assignment for which the
employee is not entitled to submit a bid.
D7 Abolishment
A management decision to reduce the number of occupied
duty assignment(s) in an established section and/or installation.
D8 Reversion
A management decision to reduce the number of duty assignment(
s) in an installation when such duty assignment(s)
is/are vacant.
Article 12.2
32
D9 Residual Vacancy
A duty assignment that remains vacant after the completion
of the voluntary bidding process.
E Relative Standing of Part-Time Flexibles
Part-time flexible employees are placed on a part-time flexible
roster in the order of the date of their appointment. When
changing such employees to full-time, they shall be taken in the
order of their standing on the part-time flexible roster.
These employees do not have seniority rights; however, their
relative length of service shall be used for vacation scheduling
and for purposes of conversion to full-time status.
F Changes in Which Seniority is Lost
Except as specifically provided elsewhere in this Agreement an
employee begins a new period of seniority:
F1 When the change is at the employee's request:
F1a From one postal installation to another, the employee
shall have seniority established as a part-time flexible
one day junior to the seniority of the junior part-time
flexible employee.
F1b From another craft to the Mail Handler craft, the employee
shall have seniority established as a part-time
flexible one day junior to the seniority of the junior
part-time flexible employee.
F2 Upon reinstatement or reemployment.
F3 Upon transfer into the Postal Service.
G Changes in Which Seniority is Retained, Regained or Restored
G1 Reemployment After Disability Separation. On reinstatement
or reemployment after separation caused by disability,
retirement or resignation because of personal illness and the
employee so stated in the employee's resignation and furnished
satisfactory evidence for inclusion in the employee's
personnel folder, the employee receives seniority credit for
past service for time on the disability retirement or for illness
if reinstated or reemployed in the same postal installation
and craft and in the same or lower salary level, from
which originally separated; provided application for reinstatement
or reemployment is made within six months from
the date of recovery. The date of recovery in the case of
disability retirement must be supported by notice of recovArticle
12.2
33
ery from the Compensation Group, Office of Personnel
Management, and in the case of resignation due to illness,
by a statement from the applicant's attending physician or
practitioner. When reinstatement is to the part-time flexible
roster, standing on the roster shall be the same as if employment
had not been interrupted by the separation.
G2 Restoration. On restoration in the same craft in the same
installation after return from military service, transfer under
letter of authority or unjust removal, employee shall regain
the same seniority rights the employee would have if not
separated.
G3 When an employee changes from another craft to the Mail
Handler craft involuntarily, the employee will begin a new
period of seniority.
G4 Reassignment and Return in 90 Days. A Mail Handler who
is voluntarily reassigned to another craft in the same installation
with or without a change in grade level and who is
subsequently voluntarily reassigned within 90 days back to
the Mail Handler craft shall regain the seniority previously
acquired as a Mail Handler augmented by the intervening
employment.
G5 Failure to Meet Qualification Standards. When an employee
is returned to the Mail Handler craft for not being
able to meet the qualification standards for a job in the
same installation, the employee shall regain former Mail
Handler seniority.
G6 Any Mail Handler involuntarily moving from one postal installation
to another postal installation shall have seniority
established as of the employee's time in the Mail Handler
craft.
G7 An employee who left the bargaining unit on or after July
21, 1973 and returns to the bargaining unit:
G7a will begin a new period of seniority if the employee
returns from a position outside the Postal Service; or
G7b will begin a new period of seniority if the employee
returns from a nonbargaining unit position (i.e., a position
outside of the bargaining units that were covered
by the 1978 National Agreement) within the
Postal Service, unless the employee returns within 2
years from the date the employee left the unit except
as follows:
G7b1 An employee who left the craft and/or installation
after the date of the issuance of the arbitraArticle
12.2
34
tion award determining the terms and conditions
of the 1994 National Agreement, and returns
to the craft and/or installation, will begin a
new period of seniority unless the employee returns
within 1 year from the date that the employee
left the craft and/or installation.
G7b2 The seniority for an employee returning, within
one year, under G7b1 above shall be established
after reassignment as the seniority the employee
had when he/she left minus seniority credit for
service outside the craft and/or installation.
G8 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
Mail Handler craft employees, the following criteria shall
apply in the order set forth below:
G8a Total continuous postal career service in the Mail
Handler craft within the installation.
G8b Total postal career service in the Mail Handler craft
within the installation.
G8c Total postal career service in the Mail Handler craft.
G8d Total postal career service within the installation.
G8e Total postal career service.
G8f Total Federal service as shown in the service computation
date.
G8g Numerical by the last 3 or more numbers (using
enough numbers to break the tie but not fewer than 3
numbers) of the employee's social security number,
from the lowest to highest.
G9 Effective January 1, 2007, any Mail Handler who voluntarily
transfers from one postal installation to another
postal installation, and is subsequently accepted for
voluntary transfer back to the original postal installation
within one (1) year, shall have seniority established
as the seniority the employee had when she/he left the
original installation minus credit for service for the time
away from that installation.
H All positions presently in the Mail Handler craft, including
higher level positions, shall be filled by the senior qualified bidder
meeting the qualification standards for the position, except
Article 12.2
35
that those positions which are presently designated best qualified
shall be filled by the best qualified applicant.
H1 Key and Standard Positions Assigned to the Mail Handler
Craft
H1a Key Position
Mail Handler, MH 4, KP 8
H1b Standard Positions
Group Leader Mail Handler, MH 5, SP1-33
Label Printing Technician, MH 5, SP2-578
Label Machine Operator, MH 4, SP2-579
*Laborer, Materials Handling, MH 3, SP1-11
Mail Handler Equipment Operator, MH 5, SP2-21
Mail Equipment Handler, MH 4, SP2-247
Mail Handler Technician, MH 5, SP2-498
Mail Processing Machine Operator,
MH 5, SP2-354
Mail Processing Machine Operator,
MH 5, SP2-470
Packer-Shipper, MH 4, SP2-581
*When the "Laborer, Materials Handling" position is
authorized for the post office branch, it is delegated to
the Mail Handler Craft. When authorized for the
Maintenance Branch it is assigned to the Maintenance
Craft.
Sack Sorting Machine Operator, MH 4, SP2-367
Sack Sorting Machine Operator, MH 5, SP2-438
Typist-Label Printing, MH 4, SP2-580
Computer Print Line Production Operator, MH 5,
SP2-632
Article 12.3
36
Mail Rewrapper, MH 4, SP2-9
H2 Individual Positions Assigned to the Mail Handler Craft:
Group Leader Mail Handlers, MH 6, IP248-7, 2315-02,
Group Leader Sack Sorter Machine Operator, MH 6, IP25-
11-1, 2315-28, Mail Handler Leadman, MH 5, IP32-12-1,
2315-80.
H3 All Mail Handler employees of Level MH-5 may bid for
the position of Examination Specialist, SP2-188.
[See Letter, page 126]
I Filling Positions Reevaluated as One of the Positions Reserved
for Bidding by MH 4's, MH 5's and MH 6's.
I1 When an occupied level 4 or 5 position is upgraded on the
basis of the present duties:
I1a The incumbent will remain in the upgraded job provided
the incumbent has been in that job for more than
one year.
I1b The job will be posted for bid in accordance with the
Agreement if the incumbent has not been in the job for
more than one year.
I2 When an occupied level 4 or 5 position is upgraded on the
basis of duties which are added to the position:
I2a The incumbent will remain in the upgraded job provided
the incumbent has been in that job for more than
one year. The year of required incumbency in the job
begins when the employee first begins working the assignment.
I2b The job will be posted for bid in accordance with the
Agreement if the incumbent has not been in the job in
accordance with .2I2a, above.
I3 When management places automatic equipment in an office
and an employee is assigned to operate the equipment, the
time the employee spends on this job before it is ranked established
shall be counted as incumbency in the position for
the purpose of being upgraded or assigned.
Section 12.3 Principles of Posting
A To insure a more efficient and stable work force, an employee
may be designated a successful bidder no more than seven (7)
times during the duration of this Agreement unless such bid:
Article 12.3
37
A1 is to a job in a higher wage level;
A2 is due to elimination or reposting of the employee's duty
assignment; or
A3 enables an employee to become assigned to a station closer
to the employee's place of residence. It is the responsibility
of the employee bidding to notify management that
the employee is bidding “closer to home.”
B In the Mail Handler Craft, Vacant Craft Duty Assignments Will
Be Posted for Bid as Follows:
B1 Full-time and part-time fixed schedule employees will only
bid for vacant assignments within their own category.
B2 Full-time employees may apply for residual vacancies in
the part-time fixed schedule category, and selection from
such applicants shall be based on senior employee meeting
the qualification standards.
B3 All vacant or newly established craft duty assignments shall
be posted for employees eligible to bid within 10 days after
a determination has been made that the position is not to be
reverted. If a vacant duty assignment has not been posted
within 30 days, the installation head or the installation
head's designee shall advise the Union in writing, of the
reasons the position is being withheld and the anticipated
length of time such position will remain vacant. If the vacant
assignment is reverted, a notice shall be posted within
10 days advising of the action taken and the reasons therefore.
In addition, a copy of the notice shall be provided to
the appropriate Union representative.
[See Letter, page 126]
B4 When it is necessary that fixed scheduled day(s) of work in
the basic work week for a craft assignment be permanently
changed, the affected assignment(s) shall be reposted. The
change in work days shall not be effected until the job has
been posted.
B5 The determination of what constitutes a sufficient change
of duties, or principal assignment area, to cause the duty assignment
to be reposted shall be subject to local negotiations
in accordance with local implementation provisions of
this Agreement.
B6 No assignment will be posted because of change in starting
time unless the change exceeds an hour. Any change in
starting time that exceeds one (1) hour shall be posted for
bid, except when there is a permanent change in starting
Article 12.3
38
time of more than one hour and less than four hours, the incumbent
shall have the option to accept such new reporting
time. If the incumbent does not accept the new reporting
time, the assignment will be posted for bid.
B7 Change in duty assignment, as specified below, will require
reposting:
B7a A 50% change in duties (actual duties performed).
B7b A change in principal assignment area which requires
reporting to a different physical location; i.e., station,
branch, facility annex, etc., except the incumbent shall
have the option to accept the new assignment.
B8 Vacant full-time Mail Handler assignments shall be posted
for a period of ten (10) days.
B9 The installation head shall establish a method for handling
multiple bidding on duty assignments which are simultaneously
posted.
B10 An employee may withdraw a bid on a posted assignment,
in writing or in the telephone or computerized bidding
process, at any time before the closing time (hour and date)
of the posting. Such withdrawal, to be official, shall be
date stamped or processed by telephone or computer with
confirmation.
B11 An unassigned full-time employee may bid on full-time
duty assignments posted for bid by employees in the Mail
Handler craft. An unassigned full-time employee may be
assigned to any vacant duty assignment. Such employee
shall be given a choice if more than one vacant assignment
is available. When the number of unassigned full-time employees
exceeds the number of residual vacant duty assignments,
the senior unassigned employee(s) may elect to
remain unassigned provided that an unassigned regular
making this election is not the only unassigned regular who
can fill a higher-level position without promotion or is not
the only unassigned regular qualified for a residual assignment.
Part-time fixed schedule employees shall be treated
similarly within their own category.
Except in cases where the installation is under withholding,
if no qualified unassigned full-time regular
employee is available to be assigned to the residual vacancy,
the senior part-time flexible employee in the installation
will be converted to full-time regular and assigned
to this residual vacant duty assignment. This
provision is applicable to residual vacancies remaining
from any bid posting after June 1, 2007.
Article 12.3
39
B12 Mail Handlers temporarily detailed to a supervisory position
(204b) or detailed to an EAS position may not bid on
or be assigned to any vacant mail handler duty assignments
while so detailed. However, nothing contained
herein shall be construed to preclude such temporarily detailed
employees from voluntarily terminating a 204b or
EAS detail and returning to their craft position. Upon return
to the craft position, such employees may exercise
their right to bid on vacant mail handler craft duty assignments.
The duty assignment of a full-time mail handler detailed to
an EAS position or a supervisory position, including a supervisory
training program, in excess of 4 months shall be
declared vacant and shall be posted for bid in accordance
with this Article. Upon return to the craft, the mail handler
will become an unassigned full-time mail handler with a
fixed schedule. A mail handler temporarily detailed to an
EAS position or supervisory position will not return or be
returned to the craft solely to circumvent the provisions of
Section 12.3B12. Form 1723, Notice of Assignment, shall
be used in detailing mail handlers to temporary supervisor
positions (204b) or EAS detailed positions. The Employer
will provide the Union at the local level with a copy
of Form(s) 1723 showing the beginning and ending of all
such details.
C Place of Posting
The notice inviting bids for a craft assignment shall be posted on
all official bulletin boards at the installation where the vacancy
exists, including stations, branches and sections. Copies of the
notice shall be given to the designated agent of the Union.
When an absent employee has so requested in writing, stating
the employee's mailing address, a copy of any notice inviting
bids shall be mailed to the employee by the installation head.
Posting and bidding for preferred duty assignments shall be installation-
wide unless otherwise specified by local Agreement.
D Information on Notices Inviting Bids
Notices Inviting Bids shall include:
D1 The duty assignment (as defined in section 12.2D3, if applicable)
by position title and number; e.g., key, standard,
or individual position.
D2 PS or MH salary level and craft.
D3 Hours of duty (beginning, ending).
Article 12.3
40
D4 The principal assignment area; e.g., section and/or location
of activity.
D5 Qualification standards and occupational code number.
D6 Physical requirement(s) unusual to the specific assignment
(heavy lifting, etc.).
D7 Invitation to employees to submit bids.
D8 The fixed schedule of days of work.
E Successful Bidder
E1 Within 10 days after the closing date of the posting (including
December), the installation head shall post a notice stating
the successful bidder and the bidder's seniority date.
The senior qualified bidder meeting the qualification standards
established for that position shall be designated the
"successful bidder."
E2 The successful bidder must be placed in the new assignment
within 15 days except in the month of December.
E3 Normally, an employee shall work the duty assignment for
which the employee has been designated the successful
bidder. However, when an employee is moved off the employee's
duty assignment, the employee shall not be replaced
by another employee. For temporary reassignments
not covered by Article 25, the movement of people outside
the bid assignment area will be as follows:
E3a casuals;
E3b employees from other crafts;
E3c part-time employees;
E3d full-time regular Mail Handler employees;
E3e the order of movement of full-time regular Mail Handler
employees in .3E3d, above shall be a subject for
local negotiations; however, if an agreement is not
reached at the local level, the matter will be referred to
the Area Manager, Human Resources and the Regional
Director, Mail Handlers Union for settlement.
E4 No employee shall be allowed to displace or "bump" another
employee properly holding a position or duty assignment.
[See MOU, page 130]
Article 12.5
41
Section 12.4 Definition of a Section
The Employer and the Union shall define sections in accordance with the
local implementation provision of this Agreement. Such definition will be
confined to one or more of the following:
A pay location;
B by floor;
C tour;
D job within an area;
E type of work;
F by branches or stations;
G the entire installation;
H incoming;
I outgoing.
Section 12.5 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 accordance with
this Section and the provisions of Section 12.6 below.
A1 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 Union at the national level
to fully advise the Union how it intends to implement the
plan. If the Union believes such plan violates this Agreement,
the matter may be grieved.
A2 Such plan shall include a meeting at the regional/area level
in advance (as much as six months whenever possible) of
the reassignments anticipated. The Employer will advise
the Union, based on the best estimates available at the time,
of the anticipated impact; the numbers of employees affected;
the locations to which they will be reassigned; and,
in the case of a new installation, the anticipated complement
by tour. The Union, at the Regional level, will be periodically
updated by the Area should any of the information
change due to more current data being available.
Article 12.6
42
A3 When employees are excessed out of their installation, the
Union at the regional level may request a comparative work
hour report of the losing installation 60 days after the excessing
of such employees.
A4 If a review of the report does not substantiate that business
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 grievancearbitration
procedure.
B 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 flexible status in
his/her craft, or of being reassigned to the gaining installation.
Section 12.6 Reassignments
A Basic Principles and Reassignments
When it is proposed to:
A1 Discontinue an independent installation;
A2 Consolidate an independent installation (i.e., discontinue
the independent identity of an installation by making it part
of another and continuing independent installation);
A3 Transfer a classified station or classified branch to the jurisdiction
of another installation or make an independent
installation;
A4 Reassign within an installation employees excess to the
needs of a section of that installation;
A5 Reduce the number of regular work force employees of an
installation other than by attrition;
A6 Centralize mail processing and/or delivery installations; or
A7 Reduce the number of part-time flexibles other than by attrition;
such actions shall be subject to the following principles
and requirements.
B Principles and Requirements
B1 Dislocation and inconvenience to full-time and part-time
flexible employees shall be kept to the minimum consistent
with the needs of the service.
Article 12.6
43
B2 The Vice President, 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 positions are withheld local management will periodically
review the continuing need for withholding such
positions and discuss with the union the results of such review.
B3 No employee shall be allowed to displace, or "bump" another
employee, properly holding a position or duty assignment..
B4 The Union shall be notified in advance (as much as six (6)
months whenever possible), such notification to be at the
regional level, except under .6A4 above, which shall be at
the local level.
B5 Full-time and part-time flexible employees involuntarily
detailed or reassigned from one installation to another shall
be given not less than 60 days advance notice, if possible,
and shall receive moving, mileage, per diem and reimbursement
for movement of household goods, as appropriate,
if legally payable, will be governed by the standardized
Government travel regulations as set forth in Methods
Handbook F-10, "Travel."
B6 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.
B7 Whenever changes in mail handling patterns are undertaken
in a geographic area including one or more postal installations
with resultant successive reassignments of Mail Handlers
from those installations to one or more central installations,
the reassignment of Mail Handlers shall be treated
as details for the first 120 days in order to prevent inequities
in the seniority lists at the gaining installations. The
120 days is computed from the date of the first detail of a
Mail Handler 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 service in
the regular work force in the same craft.
B8 Whenever in this Agreement provision is made for reassignments,
it is understood that any full-time or part-time
flexible employees reassigned must meet the qualification
requirements of the position to which reassigned.
Article 12.6
44
B9 It is understood that any employee entitled hereunder to a
specific placement may exercise entitlement only if no
other employee has a superior claim hereunder to the same
position.
B10a Surplus U.S. Postal Service employees from nonmail
processing and non mail delivery installations,
area 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.
B10b Former full-time post office Mail Handlers who
were reassigned to mail bag repair centers and depositories
on or before July 1, 1956, and who since
such reassignment have been continuously employed
in the same center or depository and subsequent
to March 31, 1965:
B10b1 When such an employee is declared excess
and is returned to the Mail Handler craft in
the same installation from which the employee
was reassigned, seniority shall be
the same as for continuous service in the
craft and installation.
B10b2 Should such an employee who is not excess
volunteer to be returned to the installation
in place of a junior excess employee,
seniority in the Mail Handler craft and installation
will be that of the junior excess
employee.
B10b3 If such an employee voluntarily transfers
to the employee's former installation
he/she shall begin a new period of seniority.
C Special Provisions on Reassignments
In addition to the general principles and requirements above
specified, the following specific provisions are applicable:
C1 Discontinuance of an Independent Installation
C1a When an independent installation is discontinued, all
full-time and part-time flexible employees shall, to the
maximum extent possible, be involuntarily reassigned
to continuing postal positions in accordance with the
following:
Article 12.6
45
C1b Involuntary reassignment of full-time employees 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 discontinued
installation, or in more distant installations, if
after consultation with the Union, 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 simultaneously
available, first choice of duty assignment
shall go to the senior employee entitled by displacement
from a discontinued installation to such
placement.
C1c Involuntary reassignment of full-time employees for
whom consultation did not provide for placement under
12.6C1b above, in other crafts or occupational
groups in which they meet minimum qualifications at
the same or lower level.
C1d Involuntary reassignment of part-time flexible employees
with seniority in any part-time flexible vacancy
in the same craft or occupational group at any
installation within 100 miles of the discontinued installation,
or in more distant installations, if after consultation
with the Union it is determined that it is necessary,
the Postal Service will designate such installations
for the reassignment of the part-time flexible
employees.
C1e Involuntary reassignment of part-time flexible employees
for whom consultation did not provide for
placement under 12.6C1d, above in other crafts or occupational
groups in which they meet minimum qualification
at the same or lower level at the foot of existing
part-time flexible roster at the receiving installation
and begin a new period of seniority.
C1f Full-time employees for whom no full-time vacancies
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 installations, if after consultation with the
Union 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.
C1g Employees, full-time or part-time flexible, involuntarily
reassigned as above provided shall upon the reesArticle
12.6
46
tablishment 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.
C2 Consolidation of an Independent Installation
C2a When an independent postal installation is consolidated
with another postal installation, each full-time or
part-time flexible employee shall be involuntarily reassigned
to the continuing installation without loss of
seniority in the employee's craft or occupational
group.
C2b Where reassignments under 12.6C2a preceding, result
in an excess of employees in the continuing installation,
identification and placement of excess employees
shall be accomplished by the continuing installation in
accordance with the provisions of this Agreement
covering such situations.
C2c 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 discontinued.
C3 Transfer of a Classified Station, Classified Branch or other
Facility to the Jurisdiction of Another Installation or Made
an Independent Installation
C3a When a classified station, classified branch or other
facility is transferred to the jurisdiction of another installation
or made an independent installation, all fulltime
employees shall at their option remain with the
classified station, classified branch or other facility
without loss of seniority, or remain with the installation
from which the classified station, classified
branch or other facility is being transferred.
C3b A realistic appraisal shall be made of the number of
employees by crafts or occupations who will be
needed in the station, branch or other facility after
transfer, and potential vacancies within these requirements
created by the unwillingness of employees to
follow the station, branch or other facility to the new
jurisdiction shall be posted for bid on an office-wide
basis in the losing installation.
C3c If the postings provided in paragraph 12.6C3b preceding,
do not result in sufficient employees to staff the
Article 12.6
47
transferred classified station, classified branch or other
facility, junior employees, by craft or occupational
group on an installation-wide seniority basis in the losing
installation, shall be involuntarily reassigned to the
classified station, classified branch or other facility
and each employee thus involuntarily reassigned shall
be entitled to the first vacancy in such employee's
level and craft or occupational group in the installation
from which transferred.
C4 Reassignment Within an Installation of Employees Excess
to the Needs of a Section
C4a The identification of assignments comprising for this
purpose a section shall be determined locally by local
negotiations. If no sections are established by local
negotiations, the entire installation shall comprise the
section.
C4b Full-time employees, excess to the needs of a section,
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 occupational
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 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.
C4c 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 terminate the retreat rights
in the salary level in which the employee was reassigned
away from the section.
C4d When full-time duty assignment(s) in the same craft or ccupational group and the same level in the section are to be abolished and the junior employee(s) from the Section are to be reassigned, the following shall apply:
Article 12.6
C4d1 The appropriate duty assignment(s) shall be identified and abolished.
C4d2 The junior full-time employee(s) excess to the needs of the section shall be identified and reassigned.
C4d3 The duty assignment(s) encumbered by the employee(s) junior to the senior employee whose duty assignment is abolished will be offered, in seniority order, and in an expedited selection process, to the employee(s) remaining in the section beginning with the senior employee whose duty assignment was abolished. An employee(s) declining to make a selection when canvassed shall be assigned to the duty assignment(s) remaining in the section after the expedited selection process has been completed.
C4d4 The results of the above-listed actions shall be effective at the beginning of the succeeding pay period.
C5 Reduction in the Number of Employees in an Installation
Other Than by Attrition
C5a 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:
C5a1 Shall determine by craft and occupational group
the number of excess employees;
C5a2 Shall, to the extent possible, minimize the impact
on regular work force employees by separation
of all casuals;
C5a3 Shall, to the extent possible, minimize the impact
on full-time positions by reducing parttime
flexible hours;
C5a4 Shall identify as excess the necessary number
of junior full-time employees in the salary level
and occupational group affected on an installation-
wide basis within the installation; make reassignments
of excess full-time employees who
meet the minimum qualifications for vacant assignments
in other crafts in the same installation;
involuntarily reassign them in the same or
lower level.
Article 12.6
49
C5a5 The employee shall be returned at the first opportunity
to the craft from which reassigned.
C5a6 When returned, the employee retains seniority
previously attained in the craft augmented by
intervening employment in the other craft.
C5a7 The right of election by a senior employee provided
in paragraph 12.6C5b3, below is not
available for this crosscraft reassignment within
the installation.
C5b Reassignments to Other Installations After Making
Reassignments Within the Installation:
C5b1 Involuntarily 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 35 miles
of the losing installation.
C5b2 Involuntarily reassign full-time employees for
whom vacancies were not identified in C5b1
above in other crafts or occupational groups in
which they meet minimum qualifications at the
same or lower level within 35 miles of the losing
installation.
C5b3 If sufficient vacancies cannot be identified
within the 35 mile area, involuntarily reassign
excess employees to vacancies in the same or
lower level in the same craft or occupational
group within 100 miles of the losing installation.
C5b4 If vacancies cannot be identified within the employees'
own craft and occupational group, then
vacancies will be identified in other crafts
within the 100 mile area. Involuntarily reassign
excess employees for whom vacancies were not
identified in C5b3 above in other crafts or occupational
groups in which they meet minimum
qualifications at the same or lower level.
C5b5 If vacancies cannot be identified within the 100
mile area, and after consultation with the affected
union it is determined that it is necessary,
the Postal Service will designate more distant
installations for the reassignment of excess fulltime
employees.
Article 12.6
50
C5b6 Any senior employee in the same occupational
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 reassignment to the
gaining installation do not have retreat rights.
C5b7 When two or more such vacancies are simultaneously
available, first choice of duty assignment
shall go to the senior employee entitled by
displacement from a discontinued installation to
such placement.
C5b8 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.
C5b9 Employees involuntarily reassigned under
12.6C5b1 through 12.6C5b5 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 craft or occupational group in the
installation 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.
C6 Centralized Mail Processing and/or Delivery Installation
C6a When the operations at a centralized installation or
other mail processing and/or delivery installation result
in an excess of full-time Mail Handlers at another
installation(s), full-time Mail Handlers who are excess
in a losing installation(s) by reason of the change,
shall have a choice to be:
C6a(1) Involuntarily reassigned in other crafts or occupational
groups in which they meet minimum
qualifications at the same or lower level
if no vacancies are available in the same craft
or occupational group within 35 miles of the
losing installation; or,
C6a(2) Involuntarily reassigned 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 installaArticle
12.6
51
tion, or in more distant installations if after
consultation with the affected Union it is determined
that it is necessary, the Postal Service
will designate such installations for the
reassignment of excess full-time employees.
C6a(3) Reassignments of Mail Handlers shall be
treated as details for the first 120 days to
avoid inequities in the selection of preferred
duty assignments by full-time Mail Handlers
in the gaining installation.
C6b Previously established preferred duty assignments
which become vacant before expiration of the detail
period must be posted for bid and awarded to eligible
full-time Mail Handlers then permanently assigned in
the gaining installation. Excess part-time flexible
Mail Handlers may be reassigned as provided for in
Section 12.6C7.
C6c 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 twenty (120) days is computed from the date
of the first detail of an employee. Bidding shall be
open to all full-time mail handlers of the craft involved
at the gaining installation. This includes fulltime
Mail Handlers assigned to the gaining installation.
C7 Reassignment-Part-time Flexible Employees in Excess of
the Needs of the Craft/Installation
Where there are excess part-time flexible employees in the
craft 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.
C7a 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.
C7b 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 of
full-time from the top of the part-time flexible roll, the
employee's seniority for preferred assignments shall
include the seniority the employee had in the losing
installation augmented by part-time flexible service in
the gaining installation.
Article 12.7
52
C7c 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 reassigned, as set forth
in 12.6C7a and 12.6C7b above.
C7d The Postal Service will designate, after consultation
with the 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 vacancies in other crafts in
other installations making the designations to minimize
relocation hardships to the extent practicable.
C7e 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 from which
reassigned.
C7f Part-time flexibles reassigned to other installations
have retreat rights to the next such vacancy according
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 flexibles.
C7g 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 honored unless it is
withdrawn or an opportunity to return is declined.
D Part-Time Regular Employees
Part-time regular employees assigned in the craft unit 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 12.7 Transfer Request
A Prior to hiring Mail Handlers, installation heads will consider
requests for transfers submitted by Mail Handlers from other installations.
B Providing a written request for a voluntary transfer has been
submitted, a written acknowledgment shall be given in a timely
manner.