204b Compensation

EthelAnne said:

Dear Smart People of Ruralmail Talk:

Anyone know how a rural carrier taking a 204b position is compensated? I can’t find any documentation but I seem to remember hearing/reading somewhere that they are compensated at their evaluation for the first 30 days and then their pay is converted to hourly and they can earn OT at that point.

I googled and I found that city carriers seem to receive a 5% pay increase on taking the job—do rurals receive a pay bump?

I’m also seeing that career craft employees get paid Level 17 supervisor pay—could that be possible for a 204b?

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gotstamps said:

Eval is paid until mgmt cuts a Form 50 showing the “204b” as such. This should happen at 30 days but mgmt has been know to “forget”. There is no incentive to being a 204b except to get off route. The new Contract limits the 204b position to 6 months for a Carrier then they must go back to route for a minimum of 90 days.

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Gotrope said:

You are compensated at rt evaluation for a minimum of 30 days. If in a detail position, they COULD convert you to position pay after 30 days. At that point you revert to standard 40 week pay based upon your hourly wage. You would get a 4-10% wage bump on the hourly wage, depending upon what they feel your value is. If you have a 44 hour or more rural wage now, you would see a smaller check as mgmt. But, it would increase over time with standard % and performance increases.

Be cautious of what position they place you in, some start as low as level 15. The other thing is mgmt can be involuntary relocated at will.

We need smarter mgmt.

Start on page 7

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PastOThirty and many more said:

I would also consider the consequences and secondary fallout of “realignment”/consolidation. Take some cues from the prior post-plan that gutted the “service” from EAS.

In-place management has been given a defacto year to two to shuffle their happy hindquarters to a “secure” position devoid of real responsibility.

“Problem” positions are “junior” in the pecking order and are spiraling down to the point of hiring directly off the street with no experience or qualifications to “lead” us. For the most part they have been stripped of meaningful tools to be effective even if they have the capacity and wherewithal. It is fire and fire.

“No layoff” may not extend as harmoniously to “junior” positions.

Pay after 30 days is fixed to 40k. I’m under the impression that normally a rural 204b can’t earn overtime, but where there is a will there is a way.

They are turning it into a path of passion and stamina. A very painful, but maybe eventually a good thing?? Very risky.

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gotstamps said:

There is no incentive to being a 204b except to get off route.

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EthelAnne said:

Well, if you want to go into management, 204b is the (usual) first step in that career path, so that’s incentive.

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Gotrope said:

No, you are moved into a salaried position. A day wage not hours. If you work a 6 the day you would get an extra 8 hours pay. Not daily OT.
You could work 12 hours and ( and likely will) without compensation beyond route evaluation.

Ccas can get OT because they are an hourly employee and never have to convert to detail. Flsa treats us differently.

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Old Fart said:

Most 204b's are sub supervisors, for either specific days each week or fill in while supervisor is on leave, etc. Those who are actually working a full time semi permanent position in an office are subject to all the negative stuff you mentioned above -- relocation, level 15, etc. The fill in types are paid their hourly rate at a salaried equivalent ( 8 hours a day for an 8 hour route) but likely will work far beyond that each day as a supervisor. No thanks, unless your goal is zoom up the management ladder as career.

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