Mgmt gets a list showing days worked. I have seen the list because I was on it. When an RCA works ALL seven days in a pay week (Sat-Fri) mgmt gets dinged. Well im assuming they have to be accountable for the days worked because mgmt gets worked up about the red list. It also tracks consecutive days worked. Anything over seven days turns red in their system as a reminder. Most likely has more to do with bonuses for mgmt than any written rule, as posted previously. But we all know that dirty word, accountability, makes mgmt scramble also so could be that simple.
Forced to take day off. Won’t hit 7 day in a row until Saturday
- Thread starter aaa123
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The contract, labor law, nothing prohibits working any number of days in a row. A recent email reply from the union DR confirms this. However, District management can establish any rule they want, and most have one prohibiting more than six or 7 days consecutively, regardless of whether it's in two weeks or not. The District Rural Coordinator alerts the PM typically the day prior to a potential violation. (how it works in two districts where I work) Can you file a grievance? Absolutely! However, you won't actually win, because District will discipline the PM, then the Delivery Supervisor, then YOU for not following orders. This isn't "right" but it's reality. It doesn't directly affect your PM bonus, but it does cause them grief because they're on another LIST, which likely means they have to explain it to their MPOO (or POOM, as some of you call them) on a telecon with all the other Postmasters on the call. We all know their main job is to avoid being on those lists!
gotstamps
Well-known member
How would a sub get disciplined for “not following orders” when filing a “right to work“ grievance? If you’re referring to mgmt retaliating for losing a Grievance, that’s another Grievance!
If Contract backs a sub on their right to work, it’s a win. The PM doesn’t get disciplined if they’re following District’s orders that may create the opportunity for a Grievance. It is Districts fault for the grievance & my local mgmt has ZERO issues with blaming District for anything they can. Lately, I’m finding that local mgmt will send even the simplest grievance to Step 2 if they were following District orders.
If a Carrier is in the right & it affects their pay or discipline, they should FILE that Grievance.
District disciplines the PM or Delivery Supervisor for not following orders, as it was District who gives the order. The RCA isn't disciplined (if I mentioned such, my error) as they WERE following orders as the schedule is managed by MANAGEMENT. They were the ones who allowed it and went against District orders. So a manager isn't going to allow something he's going to be penalized for, so he enforces what the district policy is even if it has no basis in labor or contract. The sub doesn't work over six days because he's not scheduled as such any more. If the sub is offered more than six in a row, he can surely accept it, and any penalty falls on management. In the past when we violated their stupid rule, the RCA didn't feel any heat, got paid for his work, but management was on the hot seat for allowing it (scheduling it) to occur.
gotstamps
Well-known member
If mgmt is bypassing a Sub for their “District Rule”, then mgmt is following orders. That “District Rule” does not negate the fact that mgmt is still violating the Contract to follow that order & the Sub still has a right to those hours. Mgmt will easily lose a grievance When the contract is clear & concise regardless of whether they settle it & pay out or it goes to Step 2 to get settled & paid out.
The sad part is it looks as if mgmt is afraid to settle at the lowest level where Contract Violations are concerned even when we show ALL documentation proving they were in the wrong. Discipline... no problem. They’ll settle any time without too much work from the Union side. It’s ridiculous!
Voglio-il mio
Well-known member
Overtime is a controllable expense and is I'm sure one of the first priorities of Newy Louie's agenda. The education and enforcement of staffing issues should be linked to the performance of Management. If someone is working 7 days a week that approximately 16 hours of overtime, multiply that times X amount of employees, times X amount of weeks, that one heck of a lot of money that is unnecessary if they just made the effort to hire.
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Voglio-il mio
Well-known member
Bump! look at the date 05/20/20, I guess I nailed it!
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Okay, they are doing this to me this upcoming week with my primary. Regular has it all off.
I have Sunday off too but then another day during the week was giving to someone else.
Can they do this to me? Even if projected to go past 40 hours? It’s over evaluation too but it has just been too heavy during this pandemic.
How can I talk nicely to management about this and win it?
thanks
I have Sunday off too but then another day during the week was giving to someone else.
Can they do this to me? Even if projected to go past 40 hours? It’s over evaluation too but it has just been too heavy during this pandemic.
How can I talk nicely to management about this and win it?
thanks
@aaa123 - you are entitled to work up to the evaluation of your route. Me personally, I'd work slow to make sure you get full OT. Subs can do that, we regs cannot.
Once you reach evaluation, management has the right to pull you off and give you a relief day. Not necessarily the same relief day which the reg has.
Once you reach evaluation, management has the right to pull you off and give you a relief day. Not necessarily the same relief day which the reg has.
Okay, so my primary sub route is a 41H so he has no relief day.
As long as I don’t hit 41H worked before the day she scheduled another guy, I should be okay and ask for that day of work?
thanks
Yes and I'm sorry i didn't answer sooner!!
