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More local policies

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neverringtwice

Member
The local policies are coming out of the woodwork. Stop me if you have heard this one. My new supervisor 204B from the rural craft was put on payroll for the first time. I had worked my relief day when they were desperate and much to my surprise I was given an X day and 50% instead of time and a half. Then I was told its in the contract that if you are not on the overtime list you have no option to get the overtime pay. No option? Don't see that one in the contract. In 19 years I have gotten the overtime pay every time whether I was on the overtime list or not. This crap is out of control.
 
204B was correct. this is not a local policy. it's in the contract,

You are only eligible for Code 5 (150% of pay):
1. If you signed the RDWL and work your relief day
2. Work your relief day and work over 56 hours in that week. if you are on the RDWL or not
3. If you are not on the RDWL but Work your relief day during the Christmas Overtime Period and management does not schedule your XDay during the same week

You got over for 19 years then. parties over. Good news though RDWL List sign up started today.

If you want the Code 5 option sign the list Monday morning
 
MrMagoo said:
204B was correct. this is not a local policy. it's in the contract,

You are only eligible for Code 5 (150% of pay):
1. If you signed the RDWL and work your relief day
2. Work your relief day and work over 56 hours in that week. if you are on the RDWL or not
3. If you are not on the RDWL but Work your relief day during the Christmas Overtime Period and management does not schedule your XDay during the same week

You got over for 19 years then. parties over. Good news though RDWL List sign up started today.

If you want the Code 5 option sign the list Monday morning
Click to expand...
Magoo you sound like you are in management...this is an inherently flawed rule. The supervisors were at the point of covering the route themselves. I bailed their lazy butts out. Next time it will be sorry cant do it. You wont pay me.
 
neverringtwice said:
Magoo you sound like you are in management...this is an inherently flawed rule. The supervisors were at the point of covering the route themselves. I bailed their lazy butts out. Next time it will be sorry cant do it. You wont pay me.
Click to expand...

Where do I start?

Sounds like I am in management,,, No I have morals and ethics

This is an inherently flawed rule... Yes the entire idea of negotiating away our relief day with the Code5 Code3 CodeR system was the worst deal the NRLCA ever made

The supervisors were at the point of covering the route themselves. I bailed their lazy butts out. The point of answering your post was so you would learn what you don't know. Like: you did not bail them out. They can force you to work if there is no sub available.

You have 19 years in, so 11 more to go. You need to understand what those of us in offices with few or no substitutes know. Their "LAZY BUTTS" are only working if there is noone to cover a route, that includes all Regulars being forced in before "THIER LAZZY BUTTS WORK" And even then, recently there was a post about Regulars being forced to split another Regular Route after theirs, a Contractual NO NO,

In fairness to you, I too got Code 5 when I wasn't on the RDWL early on after the change to this new system years ago. For years they never even posted a sign up sheet in our office. But now days the District Office is REALLY running our offices, PM's and OIC's are just unnecssary place holders who carry out the Districts dictates, LIKE POST THE RDWL BY APRIL 20, 2019 NO LATER.

Years ago I would have advised anyone to not sign the RDWL. Now with the substitute shortages, and strict adhearence to the rules, you look foolish if you don't sign.

And as Bud Budderly said: don't blame the messenger for a rule you don't like.
 
MrMagoo said:
...But now days the District Office is REALLY running our offices, PM's and OIC's are just unnecssary place holders who carry out the Districts dictates, LIKE POST THE RDWL BY APRIL 20, 2019 NO LATER.
...
Click to expand...

It is amazing the level of micro-mngt nowadays... even our weekly safety talks are now broadcast via a telecom from the District Mothership... they need to get robots in for local mngt... they could easily perform all of the functions directly dictated from above, and save the bloated local mngt $$$ salaries... ??
 
This is an inherently flawed rule... Yes the entire idea of negotiating away our relief day with the Code5 Code3 CodeR system was the worst deal the NRLCA ever made

This I would disagree on, only because of Code 3 or R although you are actually making the same amount, just not getting it all at once and helps not to get into the next tax bracket. Also for those who enjoy being away from their job rather than living at their job. First I put my annual days in for approval, then the day before going on my vacation I put another in replacing my annual for the X days.
 
gerl2 said:
This is an inherently flawed rule... Yes the entire idea of negotiating away our relief day with the Code5 Code3 CodeR system was the worst deal the NRLCA ever made

This I would disagree on, only because of Code 3 or R although you are actually making the same amount
Click to expand...

The reason it is the worst deal ever made is we wouldn't have MULTIPLE PAY TABLES without this decision setting the stage.
If Regulars did not have to work their relief day, like they do now if shortages occur, the USPS would have to pay RCA's a competetive wage
Prior to the change to the Code5 Code3 CodeR system Managers DID have to cover Routes. It gave them an incentive to be fully staffed
AND TREAT EMPLOYEES HUMANLY
 
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Let's make this simple if you make 200.00 a day. You work a Code 3 the day you work it is 50% which will be $100.00. Then the day you use your X day it will be 200.00 equals 300.00. If you were to work overtime for the day you would get 300.00. You are just shuffling the money around so to speak. When I mention about trying to stay out of the next tax bracket, You are just replacing your X day with an actual work day plus not having to be at the job.
 
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Not arguing with your math or dollars and cents.
The NRLCA told us all that "It would be RARE that we would have to work our Relief Day because the USPS would not want to pay overtime" when they were selling this new system to the membership.
Is it Rare where you are seeing a Regular working their Relief Day?
 
gerl2 said:
This is an inherently flawed rule... Yes the entire idea of negotiating away our relief day with the Code5 Code3 CodeR system was the worst deal the NRLCA ever made

This I would disagree on, only because of Code 3 or R although you are actually making the same amount, just not getting it all at once and helps not to get into the next tax bracket. Also for those who enjoy being away from their job rather than living at their job. First I put my annual days in for approval, then the day before going on my vacation I put another in replacing my annual for the X days.
Click to expand...
If they were following the "rules" to the letter... then supposedly THEY schedule the X Days when they are earned... and so what you are doing with the switcheroo leave slips wouldn't be allowed... but, good on you if you can make that work... good example of a "local policy" that you got working in your favor... sort of a sweetheart deal... ?(y)
 
MrMagoo said:
The reason it is the worst deal ever made is we wouldn't have MULTIPLE PAY TABLES without this decision setting the stage.
If Regulars did not have to work their relief day, like they do now if shortages occur, the USPS would have to pay RCA's a competetive wage
Prior to the change to the Code5 Code3 CodeR system Managers DID have to cover Routes. It gave them an incentive to be fully staffed
AND TREAT EMPLOYEES HUMANLY
Click to expand...

Well, I do agree with the shortages, I just kind of look at the situation that we have no control over hence trying to make it a little better.
 
DB.Cooper said:
If they were following the "rules" to the letter... then supposedly THEY schedule the X Days when they are earned... and so what you are doing with the switcheroo leave slips wouldn't be allowed... but, good on you if you can make that work... good example of a "local policy" that you got working in your favor... sort of a sweetheart deal... ?(y)
Click to expand...
local policy aka: how we do it here.. the problem is: it soons become standard operating procedure.. in neighboring office's especially.. if beneficial to the post office...
 
DB.Cooper said:
If they were following the "rules" to the letter... then supposedly THEY schedule the X Days when they are earned... and so what you are doing with the switcheroo leave slips wouldn't be allowed... but, good on you if you can make that work... good example of a "local policy" that you got working in your favor... sort of a sweetheart deal... ?(y)
Click to expand...

You have 90 days for X days, if you are being brought in that normally means they have a shortage and management is not going to give an X if that be the case and why wouldn't the switch a roo work or not be allowed?
 
gerl2 said:
Let's make this simple if you make 200.00 a day. You work a Code 3 or R the day you work it is 50% which will be $100.00. Then the day you use your X day it will be 200.00 equals 300.00. If you were to work overtime for the day you would get 300.00. You are just shuffling the money around so to speak. When I mention about trying to stay out of the next tax bracket, You are just replacing your X day with an actual work day plus not having to be at the job.
Click to expand...
The DACA 3 results in an extra $100 bucks in your check... DACA 5 equal an extra $300 bucks in your paycheck...

$100 is not the same as $300...

And for many carriers the numbers are more like $450 -vs- $150... so maybe an extra $300 bucks for a single day... just sayin'... not bad chump change... ?
 
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gerl2 said:
You have 90 days for X days, if you are being brought in that normally means they have a shortage and management is not going to give an X if that be the case and why wouldn't the switch a roo work or not be allowed?
Click to expand...
If you read the "rules" on the DACA 3 (in contract)... mngt schedules the X Day... and the carrier really doesn't have any say in when that is... it's just based upon when they have a sub available to give you a different day off... and if they followed that "rule" to the letter then you would have no say in when the X day was taken...

Now, I know many offices work with the Reg to get a mutually agreed upon X Day for DACA 3's, but they don't have to, and that's why they're paying you the extra $$$ cash...

Now for a DACA R, where you get no $$$ extra cash, then those X Days are supposed to be mutually agreed upon...
 
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