RDWL

Drauwst · Dec 21, 2021

Not sure why this got deleted out of the question forum but alright

Had to work my relief day; its my understanding that if you are not on the RDWL you have to put a 3 and you get an X day for it. Given the time of year right now however we cannot bank it and save it for 12 weeks from my understanding.
I talked with sup, cannot schedule an X day right now, so she said i'd have to put a 5. Told her i couldn't because i'm not on the list and she said she could, so... how does this work

https://knowledgebase.ruralinfo.net... assigned carrier absent – DACA pay codes.pdf i'd read up on it here, its easy enough to follow, but here's what i'm confused about - "When a rural carrier, who is entitled to an X day, does not receive that X day during the same pay period as the relief day worked, the rural carrier is compensated 100% of the daily rate of pay and does not receive the X day. This is in addition to the compensation of 50% of the daily rate of pay received for working the relief day."

I've had one tell me before that they couldn't put a 5 once as the system would not let them, this was last year though... If she's able to go ahead and put a 5 for me, does this mean i only get the 50% extra from working my relief day, and not the extra 100% for not getting my X day?

Got mail? · Dec 21, 2021

Either way you are getting 150% for working you K day.

Got mail? · Dec 21, 2021

Got mail? said:
Either way you are getting 150% for working your K day.

Dominator · Dec 21, 2021

Drauwst said:
Not sure why this got deleted out of the question forum but alright

Had to work my relief day; its my understanding that if you are not on the RDWL you have to put a 3 and you get an X day for it. Given the time of year right now however we cannot bank it and save it for 12 weeks from my understanding.

Drauwst said:
I talked with sup, cannot schedule an X day right now, so she said i'd have to put a 5. Told her i couldn't because i'm not on the list and she said she could, so... how does this work

Management should be entering the DACA codes, not the carrier. Carriers often do it though so management doesn't put in the wrong code.

You'll get 50% under DACA 3, but your X day will be cashed out for the remaining 100% when it isn't used by the end of the pay period.

No DACA 5 is necessary.

Drauwst said:
I've had one tell me before that they couldn't put a 5 once as the system would not let them, this was last year though... If she's able to go ahead and put a 5 for me, does this mean i only get the 50% extra from working my relief day, and not the extra 100% for not getting my X day?

I think timekeeping has a RDWL governor that restricts management from entering a DACA 5 if the carrier isn't listed in the system as being on the RDWL.

You'll get the 150%.

Old Fart · Dec 21, 2021

Nobody can get days off during Christmas holidays. Just use DACA 5, it will hold in RWHT for any regular. Save both timekeeping and yourself the hassle. It's 150%.

oi veh. · Dec 21, 2021

@Drauwst - it was not deleted, it had not been approved yet. it will be deleted now as it is a duplicate.

i understand that people want their questions answered tout de suite, but please remember that the admin and moderators on this site are working carriers who are often not on here until the evening.

thank you.

gotstamps · Dec 21, 2021

Old Fart said:
Nobody can get days off during Christmas holidays. Just use DACA 5, it will hold in RWHT for any regular. Save both timekeeping and yourself the hassle. It's 150%.

Not true. A few Carriers in my office are off this week. If there are subs available, carriers can get off, just like any other time of year.

Old Fart · Dec 21, 2021

gotstamps said:
Not true. A few Carriers in my office are off this week. If there are subs available, carriers can get off, just like any other time of year.

Ahh apologies, was speaking of our offices, as we have almost NO subs any more with retirements etc. Regulars are working days off. Meant for those who are unable to take time off due to their office situations.

Drauwst · Dec 21, 2021

Oi veh. said:
@Drauwst - it was not deleted, it had not been approved yet. it will be deleted now as it is a duplicate.

i understand that people want their questions answered tout de suite, but please remember that the admin and moderators on this site are working carriers who are often not on here until the evening.

thank you.

Oh alright my bad then, i just had noticed it disappeared entirely so i figured it was gone

Drauwst · Dec 21, 2021

Dominator said:
View attachment 5385

Management should be entering the DACA codes, not the carrier. Carriers often do it though so management doesn't put in the wrong code.

You'll get 50% under DACA 3, but your X day will be cashed out for the remaining 100% when it isn't used by the end of the pay period.

No DACA 5 is necessary.

I think timekeeping has a RDWL governor that restricts management from entering a DACA 5 if the carrier isn't listed in the system as being on the RDWL.

You'll get the 150%.

Alright, appreciated

I feel like an idiot for reading this kind of stuff and then second guessing it as i'm just told different things from management all the time, lol
Have a hard time trusting them to do things correctly

Deer Smearer · Dec 21, 2021

Drauwst said:
Alright, appreciated

I feel like an idiot

Drauwst said:
Have a hard time trusting them to do things correctly

The second part disproves the first.

gotstamps · Dec 21, 2021

Drauwst said:
Alright, appreciated

I feel like an idiot for reading this kind of stuff and then second guessing it as i'm just told different things from management all the time, lol
Have a hard time trusting them to do things correctly

During the Christmas OT Period, mgmt can place a “3” for the DACA code but will be forced to go back & change it to a ”5” if an X-day is not taken. Come December 25, the system will change back to not allowing a “5” for those not on the RDWL.

Dominator · Dec 21, 2021

@Drauwst, after reading @Chickenlover's comment in post #5, I looked a bit further.

Unless the system governor only permits RDWL carriers to get DACA 5, this is how it's supposed to be done.

@gotstamps just hit the nail on the head.

Old Fart · Dec 21, 2021

Management enters codes, not carriers, because management is the timekeeper. We carriers just are certain what our rights are when we agree to work under such codes.

Skierstmoritz · Dec 22, 2021

I'm on the rdwl. Worked my relief day Saturday and wanted to use an x day on the 30th. Was told no. Had to take a 5 that even tho it falls within the same pay period it is outside the Xmas guarantee period. What say you? Anyone?

Dominator · Dec 22, 2021

Skierstmoritz said:
I'm on the rdwl. Worked my relief day Saturday and wanted to use an x day on the 30th. Was told no. Had to take a 5 that even tho it falls within the same pay period it is outside the Xmas guarantee period. What say you? Anyone?

Management either has partial or complete control over X-day usage, whatever time of year.

gotstamps · Dec 22, 2021

Chickenlover said:
Yes, I am in the same boat. I took a 3 this past sat and its looking like I am not getting a day off this week. The x wont carry over to the 2nd week so its overtime.

It could be used in the 2nd week but it is at mgmt discretion no matter the time of year.

Deer Smearer · Dec 22, 2021

gotstamps said:
It could be used in the 2nd week but it is at mgmt discretion no matter the time of year.

Question.

If a carrier puts in for, and has approved leave, either sick or annual, and then they accrue an X day, can they force manglement to use that X day before taking annual or sick leave from the carrier?

No national interpretive.

Dominator · Dec 22, 2021

Deer Smearer said:
Question.

If a carrier puts in for, and has approved leave, either sick or annual, and then they accrue an X day, can they force manglement to use that X day before taking annual or sick leave from the carrier?

No national interpretive.

Any force would subvert the independent nature of management's discretionary authority to schedule an X day jointly or unilaterally.

You could ask management if they'd be willing to use the X day instead, but if they declined, to my knowledge, the union would be powerless.

Deer Smearer · Dec 22, 2021

Dominator said:
Any force would subvert the independent nature of management's discretionary authority to schedule an X day jointly or unilaterally.

You could ask management if they'd be willing to use the X day instead, but if they declined, to my knowledge, the union would be powerless.

I tend to agree. Another issue that could be addressed by the union you describe as powerless.