How should I have been paid.

six732RCA · Apr 30, 2019

On Monday and Tuesday of last week was forced into working my 6.50 hour per day aux route plus an open k due to our office basically having no subs. Today I checked my pay on liteblue and I was paid for my aux and 3 hours each day on the K routes. So I ended up being paid less then the evaluated time on both of the open K routes. Each day I cased and delivered all mail with out any assistance. Also ADR claims payroll issues are simple mistakes and not an issue that I file a grievance about.

UnknownUser · Apr 30, 2019

You should have been paid evaluation of all routes you worked unless you went over 40 actual worked hours for that week. ADR sounds like he's not interested in helping. Not surprising. First step is to talk to management, then contact your district rep and see if they are just as lazy as the ADR.

Rt2mailman · Apr 30, 2019

You are only allowed to work 12-6.5 (your aux)= what's left that can be worked elsewhere each day. Since they aren't following the contract file and ask for overtime for everything over 12, full evaluation for any routes worked, and discipline for your manager for falsifying documents when he sent in les than you worked.

EthelAnne · May 1, 2019

six732RCA said:
Also ADR claims payroll issues are simple mistakes and not an issue that I file a grievance about.

I'll post my thoughts on what I think your ADR meant and maybe others will chime in with their interpretation:

What I think your ADR meant was that this is a mistake and the supervisor has to be given the opportunity to fix the mistake before you file, not that you can't ever grieve this.

For example, you point out the mistake to your supervisor, s/he says, "Oops! Sorry. My bad. I'll get it cleared up for you." And they do, in fact, correct the mistake; therefore, no grievance

Or, you point out the mistake, the supervisor says, "No, I don't think I made a mistake. You were paid correctly." Then you have a grievance.

I just spent about four months---but it seemed like years!--with a supervisor who screwed up payroll in an office every pay period. I am not exaggerating. Every pay period. He would always apologize, agree to fix the errors, and then he would not do it. Over and over and over again. So you can experience that, as well. If they don't correct the error, you have a grievance, but you have to give them the opportunity to fix it.

gotstamps · May 1, 2019

Rt2mailman said:
You are only allowed to work 12-6.5 (your aux)= what's left that can be worked elsewhere each day. Since they aren't following the contract file and ask for overtime for everything over 12, full evaluation for any routes worked, and discipline for your manager for falsifying documents when he sent in les than you worked.

Actually... mgmt cannot SCHEDULE an RCA for routes that the Evaluations total 12 hours or more. Doesn’t say we can’t work over 12 hours. That’s what FLSA overtime is for (Over 12/day or Over 56/week).

Rt2mailman · May 1, 2019

My point was six732 was scheduled improperly, then not paid accurately. 2 grievances in one.

six732RCA · May 1, 2019

EthelAnne said:
I'll post my thoughts on what I think your ADR meant and maybe others will chime in with their interpretation:

What I think your ADR meant was that this is a mistake and the supervisor has to be given the opportunity to fix the mistake before you file, not that you can't ever grieve this.

For example, you point out the mistake to your supervisor, s/he says, "Oops! Sorry. My bad. I'll get it cleared up for you." And they do, in fact, correct the mistake; therefore, no grievance

Or, you point out the mistake, the supervisor says, "No, I don't think I made a mistake. You were paid correctly." Then you have a grievance.

I just spent about four months---but it seemed like years!--with a supervisor who screwed up payroll in an office every pay period. I am not exaggerating. Every pay period. He would always apologize, agree to fix the errors, and then he would not do it. Over and over and over again. So you can experience that, as well. If they don't correct the error, you have a grievance, but you have to give them the opportunity to fix it.

You’re mostly right the ADR just did a poor job articulating what she meant, but like you the 204b that responsible for payroll has been in the office since last June and I’m just at a point to where the constant payroll issues seem to me like it’s more intentional than incompetence.

EthelAnne · May 2, 2019

six732RCA said:
You’re mostly right the ADR just did a poor job articulating what she meant, but like you the 204b that responsible for payroll has been in the office since last June and I’m just at a point to where the constant payroll issues seem to me like it’s more intentional than incompetence.

Agreed, the ADR probably did a poor job of articulating.

I don't think you ever answered whether or not you went over 40 hours this week--if you did, evaluations are out the window, and you'd just be paid the actual time you worked.

six732RCA · May 3, 2019

EthelAnne said:
Agreed, the ADR probably did a poor job of articulating.

I don't think you ever answered whether or not you went over 40 hours this week--if you did, evaluations are out the window, and you'd just be paid the actual time you worked.

I was under 40 hours for the week.