Daca 5 issue

NewReg17 · Feb 4, 2019

Hi,
We have a regular carrier on the RDWL here who is headed for/going to exceed the 2240 designation.
Said carrier usually works his relief day and ALWAYS takes the OT and not the X day. But because he is heading for the 2240 designation, and he's on the RDWL, supervisor now only offering him DACA 3.
Carrier insists since he is on the RDWL he can't be asked to work if he's only being offered DACA 3.
Is that correct?

DB.Cooper · Feb 4, 2019

It should be the carrier's option, DACA 3 or 5... the mngt geeks are allowed to skip somebody on the RDWL due to 2080 or 2240 issues... but, I've never heard of trying to limit a choice of DACA Codes... seems a bit early in the year to be deciding somebody is gonna have 2080 issues... maybe they're gonna take of some time off this summer...

Since it's already paid at the OT rate, DACA 5's don't count against 2080 hours... but they do count on 2240...

btdtret · Feb 4, 2019

NewReg17 -- We have a regular carrier on the RDWL here who is headed for/going to exceed the 2240 designation."

-- Have the carrier request manglement provide a reference. And provide his reference.

-- Article 8.5.C -- The Employer is NOT REQUIRED to work any regular carrier on a relief day if it would cause the carrier to exceed the hours of annual guarantee or fifty-six ( 56 ) actual hours within one ( 1 ) week. ( manglement could use the Eagan List to show the carrier is already over 2080 and well on the way to 2240 )

-- Might as well alert the Assistant District Representative as things will no doubt get ugly.

-- Tell the carrier to look at the Question Box section of the June 2016 issue of the national magazine as it deals with 2080 / 2240 problems. If no one kept the issue, should be available under the "Archive" section of "Magazine" at the NRLCA web site ( have to be a member to get inside )

-- October 2017's Question Box dealt with "Monitoring Your Work Hours"

-- Has the carrier put in leave slips and been denied? If so, hold on to those slips for future reference.

-- Manglement will be making the carrier's life miserable, so have the carrier get:

Step 4 ( G-15 ) - can't be forced to use LWOP for 2080/2240 issues.
Step 4 ( T-18 ) - carrier not responsible for indebtedness from recalculation of the year's pay if over 2240 -- provided manglement it was manglement's failure to take corrective actions listed in Section 214.3 of the M-38 ( Management of Rural Delivery Services ).
Step 4 ( F-49 ) - common methods for providing relief for overburdened routes.

-- Has manglement been adhering to Section 151.2 of the PO-603 -- considering corrective action when weekly work hours are above or below 3 hours of the route's evaluation?

-- Manglement does NOT get to sit back and snipe at the carrier with 2080 / 2240 issues; manglement also has a lot to do ( Section 214.3 of the M-38 )

-- Eagan doesn't like dealing with 2240 problems. Local manglement will not like it when District personnel show up asking troublesome question of manglement: Like "What have you done to address the 2240 problem(s)?

gotstamps · Feb 4, 2019

Carrier’s choice when on the RDWL & it is WAY too early to worry with 2080/2240 issues. If the carrier gets skipped, they need to FILE a Grievance.

BTW... the Eagan List is NOT up-to-date. My mgmt pulled this BS last year in August but they were going by the July #s. ?

Rt2mailman · Feb 4, 2019

Read this part carefully, "Article 8.5.C -- The Employer is NOT REQUIRED to work any regular carrier on a relief day if it would cause the carrier to exceed the hours of annual guarantee or fifty-six ( 56 ) actual hours within one ( 1 ) week." Notice that the wording is "cause the carrier to exceed" not to be "projected" to exceed. The #'s that are being sent out to local managers are ONLY PROJECTIONS. No carrier on the RDWL can be "by-passed" until the next day worked WILL cause them to EXCEED 2080/2240 hours in the guarantee period, which will be sometime in October. That carrier has 2 choices, grieve that he isn't being allowed to work his relief day as code 5, or let the pm by-pass him, while getting the day off. After 13 days (you can't wait longer than 14 days to file a grievance) he should file for any days that he was by-passed. This would give hime at least 2 days of pay at 150% and not even having to work. This early in the game of 2080/2240 anything could happen to cause less than those "projected" hours to occur. The reason the USPS is asking at the contract talks to have carriers receive straight time for relief day work is for this exact reason. They must pay 150% for any carrier on the RDWL if they so desire.

btdtret · Feb 5, 2019

Rt2mailman -- "Notice that the wording is "cause the carrier to exceed" not to be "projected" to exceed. The #'s that are being sent out to local managers are ONLY PROJECTIONS. No carrier on the RDWL can be "by-passed" until the next day worked WILL cause them to EXCEED 2080/2240 hours in the guarantee period, which will be sometime in October."

-- Thanx for pointing that out.

-- For those with "projected" 2080 / 2240 problems, kindly point out to manglement, there are 5 national holidays remaining in the Guarantee Year and that you will be putting in for leave on the Tuesday's following the Monday holidays as well as 5 July.