Is there a way to calculate my hours from my paystubs to see where I fall on the 2240/2080? I was made to use my vacation time, sick leave, and loop, but now after having a week off, I've been told that I am only doing half my route on Thurs, and Sat, and off Friday, then off Mon and Tues next week. I have just been off from last Wed thru this past Wed. I asked my local union steward and he said that my PM can make me take these extra days. I'm pretty sure I've been made to use 9 or 11 Lwop days already. Do vacation, sick hours count towards these totals?
2080/2240
- Thread starter Outraged
- Start date
Outraged -- " Is there a way to calculate my hours from my paystubs to see where I fall on the 2240/2080? I was made to use my vacation time, sick leave, and loop, but now after having a week off, I've been told that I am only doing half my route on Thurs, and Sat, and off Friday, then off Mon and Tues next week. I have just been off from last Wed thru this past Wed.
-- Get with your office steward, or if none, your Assistant District Representative -- YESTERDAY!!
-- And get a stack of 8191's!!
-- For starters, manglement should be listing your workhours in the blocks in the upper right hand corner of the 4240. You as well should be logging your work hours at home as a double check on manglement. Bring any difference to manglement's attention ASAP.
-- Did you get a WRITTEN notice that you would be in 2080 / 2240 trouble? If not, that's a grievance. Article 9.2.C.7.b(2).
-- Did manglement arrange a meeting to discuss what could be done to reduce your work hours? If not, that is a grievance. Article 9.2.C.7.b(2).
-- If you signed an agreement to utilize annual leave to reduce work hours, then manglement can make you use annual leave.
-- Nothing in the agreement about using sick leave.
-- Being forces to use LWOP is another grievance. Dig out Step 4 ( G-15 ) in part: The parties at this level agree that a rural carrier CANNOT be required to use LWOP to keep his/her workhours below 2080 during the guarantee period.
-- What if anything has manglement done to assist you in reducing your workhours? If nothing, that probably is another grievance as
Step 4 ( F-49 ) and M-38 ( Management of Rural Delivery Services ) lists MANY things manglement should have done. Have the ADR ask manglement to produce paperwork associated with what they may claim to have done to "assist" you. Also have the ADR ask to see past 4240's - to check on the blocks in the upper right hand corner.
-- If in 2240 trouble, get a copy of Step 4 ( T-18 ) in part: Therefore, the parties agree that if a rural carrier's actual work hours exceed 2,240 in the guarantee period as a result of management's FAILURE to take CORRECTIVE ACTIONS in accordance with Section 214.3 of the M-38 Methods Handbook, the rural carrier WILL NOT BE RESPONSIBLE for an indebtedness resulting from the FLSA Section 7(a) recalculation.
"I asked my local union steward and he said that my PM can make me take these extra days. I'm pretty sure I've been made to use 9 or 11 Lwop days already. "
-- If the "local union steward" is the office steward, contact your Assistant District Representative. If it was the ADR who said it, then contact your District Representative. And if it was the DR, then contact Susan Knapp, Director of Steward Operations at NRLCA HQ ( 703-684-5545 )
-- IF you have a J or K route and have used 11 days of LWOP, you may have additional problems!
-- You will be on Administrative Leave for those days manglement says to take off.
"Do vacation, sick hours count towards these totals? "
-- Using annual and sick leave as well as LWOP should reduce your work hours.
-- Good luck.
-- Get with your office steward, or if none, your Assistant District Representative -- YESTERDAY!!
-- And get a stack of 8191's!!
-- For starters, manglement should be listing your workhours in the blocks in the upper right hand corner of the 4240. You as well should be logging your work hours at home as a double check on manglement. Bring any difference to manglement's attention ASAP.
-- Did you get a WRITTEN notice that you would be in 2080 / 2240 trouble? If not, that's a grievance. Article 9.2.C.7.b(2).
-- Did manglement arrange a meeting to discuss what could be done to reduce your work hours? If not, that is a grievance. Article 9.2.C.7.b(2).
-- If you signed an agreement to utilize annual leave to reduce work hours, then manglement can make you use annual leave.
-- Nothing in the agreement about using sick leave.
-- Being forces to use LWOP is another grievance. Dig out Step 4 ( G-15 ) in part: The parties at this level agree that a rural carrier CANNOT be required to use LWOP to keep his/her workhours below 2080 during the guarantee period.
-- What if anything has manglement done to assist you in reducing your workhours? If nothing, that probably is another grievance as
Step 4 ( F-49 ) and M-38 ( Management of Rural Delivery Services ) lists MANY things manglement should have done. Have the ADR ask manglement to produce paperwork associated with what they may claim to have done to "assist" you. Also have the ADR ask to see past 4240's - to check on the blocks in the upper right hand corner.
-- If in 2240 trouble, get a copy of Step 4 ( T-18 ) in part: Therefore, the parties agree that if a rural carrier's actual work hours exceed 2,240 in the guarantee period as a result of management's FAILURE to take CORRECTIVE ACTIONS in accordance with Section 214.3 of the M-38 Methods Handbook, the rural carrier WILL NOT BE RESPONSIBLE for an indebtedness resulting from the FLSA Section 7(a) recalculation.
"I asked my local union steward and he said that my PM can make me take these extra days. I'm pretty sure I've been made to use 9 or 11 Lwop days already. "
-- If the "local union steward" is the office steward, contact your Assistant District Representative. If it was the ADR who said it, then contact your District Representative. And if it was the DR, then contact Susan Knapp, Director of Steward Operations at NRLCA HQ ( 703-684-5545 )
-- IF you have a J or K route and have used 11 days of LWOP, you may have additional problems!
-- You will be on Administrative Leave for those days manglement says to take off.
"Do vacation, sick hours count towards these totals? "
-- Using annual and sick leave as well as LWOP should reduce your work hours.
-- Good luck.
gotstamps
Well-known member
As BTDTRET said FILE a few grievances. Mgmt CANNOT mandate a Carrier take AL unless an agreement was signed at the beginning of the Guarantee Period that you’d take sufficient annual leave ( Form 4015). If you didn’t sign, grieve for those AL, SL, & LWOP to be returned to you and changed to Admin Days.
Mgmt cannot force a Carrier to take more Annual Leave than is earned in a year. If you earn 13 days & you’ve taken 7 earlier in the year, mgmt can only request 6 no matter how many days are in your bank. They cannot charge your SL nor force LWOP to stay under 2080 or 2240.
AS TO working partial days... Management CAN do that. They are allowed to MANAGE (or mismanage) your hours. If mgmt wants You to hand off 1 hour, give 2. If they want 2, give 3. If 1/2 the route, then fine but if there is a certain amount of hours to give, add 1 more. If mgmt says work 6 hours, work 5 so you don’t chance going over.
There is a chart printed every October in the Union magazine to track 2080/2240. Mgmts computer tracking always has my 2080 different than my chart due to their system does not deduct the paid OT from the 2240 to find the 2080. Instead, it deducts what hours was worked.
Days that you do not actually work do not count towards 2080 nor 2240. Those numbers are your allowable actual work hours.
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