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Even if you don't want to work your day off I see it beneficial to sign up on the RDWL. In our office alone over $5000 was paid out to carriers,(as they sat home) on the list that weren't worked or bypassed improperly.
 
gerl2 said:
It may be wise not to throw the big numbers out, have some consideration for those that are on table 2 are becoming increasing numbers. That is why I use low ball numbers, too much jealousy and management would love to replace you with a step 2 to secure their future bonus's just saying.
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Oh yeah, we only get like an extra $50 bucks for working our relief days... really barely worth it... ?
 
Sorry for all the uproar y'all. But I don't need someone telling me to sign the overtime list when I was forced to get off of it for working an overburdened route and 2080 trouble. I realize that I am getting the equivalent of full pay. I just feel that when you are doing THEM a favor you should have the option.
 
NEVERRING, If you noticed my post above, you are the perfect candidate for the RDWL. When you are on the "list" and being projected to go over 2080, managers are told not to work you by their district managers and that is contrary to our contract. It says IF you WILL work over 2080/2240 you maybe bypassed, NOT PROJECTED to work over. Working code 5 those hours only go towards 2240 because they are overtime hours only. When a managers takes you off the list everyday you are not worked is a day the USPS owes you 150% of your pay while you sit home and don't have to work. Managers love to drag grievances out, as they do everyday you don't work is more pay. Worked out great in our office. Every carrier in 2080 trouble should be on the list, imho.
 
Rt2mailman said:
NEVERRING, If you noticed my post above, you are the perfect candidate for the RDWL. When you are on the "list" and being projected to go over 2080, managers are told not to work you by their district managers and that is contrary to our contract. It says IF you WILL work over 2080/2240 you maybe bypassed, NOT PROJECTED to work over. Working code 5 those hours only go towards 2240 because they are overtime hours only. When a managers takes you off the list everyday you are not worked is a day the USPS owes you 150% of your pay while you sit home and don't have to work. Managers love to drag grievances out, as they do everyday you don't work is more pay. Worked out great in our office. Every carrier in 2080 trouble should be on the list, imho.
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I don't want to work the overtime that much...getting old. Just want to work it occasionally when I have the chance. But I also want the full pay, like I got for nineteen years. No one can tell me that they can't do that anymore. They just paid me time and a half in February.
 
Sorry, your 19 years of errors are over, when you were paid 150% before, your pm was "falsifying", and saying you were on the list, when you weren't, (the ONLY way to get150%), and Egan (where are pay comes from) had no clue. On the list, get 3 options, off and you ONLY get code 3 (1/2 of a day's pay and day off).
 
neverringtwice said:
I don't want to work the overtime that much...getting old. Just want to work it occasionally when I have the chance. But I also want the full pay, like I got for nineteen years. No one can tell me that they can't do that anymore. They just paid me time and a half in February.
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I am usually on the side of carriers... so here's my thoughts... mngt geeks wanna talk about demonstrated ability and so forth when it comes to our route times... whether or not ALL of the rules were followed to achieve those demonstrated times... and then there's the issue of past practices, and disparate treatment...

So yeah, basically we all know of peeps who got paid DACA 5s when they had not previously signed any RDWL's.... and N.R.T., also said they previously got paid when they had not signed the RDWL... so, we know mngt routinely breaks and bends the rules when it benefits them... so why not when it benefits the carrier???

RDWL's are just local documents, and whatever gets entered in TACS is what is gonna get paid, regardless of what the RWDL says or doesn't say... wth... pay it, I'd say... and if that ain't good enuf... then wtf...

I'm with ya N.R.T... (y)
 
Maybe in "Your" neck of the woods the RDWL goes somewhere... but as N.R.T. said, he was just paid a DACA 5 in February... "They just paid me time and a half in February." so maybe things are different elsewhwere... imagine that, things done differently at different locations in the USPS... that never happens... duh...

They do offer courses in reading comprehension, I've heard... :rolleyes:
 
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Things are done contrary to the contract by managers, carriers, and even stewards, everywhere. That, however, does not make it correct.
The only chance N.R.T. has to fight to continue breing paid as he was, is to claim a president has been set, although "past practice" often doesn't fly when contrary to our contract.
 
gerl2 said:
You have 90 days for X days, if you are being brought in that normally means they have a shortage and management is not going to give an X if that be the case and why wouldn't the switch a roo work or not be allowed?
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12 weeks to use an X-day, not 90 days. By the 90th day, you should be asking for it to be paid out.
 
I am somewhat of a ROOKIE here and yall are burning up my brain cells. Hopefully it will sink in before I actually become regular a long long time from now lol
 
gerl2 said:
Let's make this simple if you make 200.00 a day. You work a Code 3 the day you work it is 50% which will be $100.00. Then the day you use your X day it will be 200.00 equals 300.00. If you were to work overtime for the day you would get 300.00. You are just shuffling the money around so to speak. When I mention about trying to stay out of the next tax bracket, You are just replacing your X day with an actual work day plus not having to be at the job.
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Nice way of explaining it.
Just add the code 3 if you want the 300 and day off
Or
Code 5 if you want the 300 and work all week
 
DB.Cooper said:
The DACA 3 results in an extra $100 bucks in your check... DACA 5 equal an extra $300 bucks in your paycheck...

$100 is not the same as $300...

And for many carriers the numbers are more like $450 -vs- $150... so maybe an extra $300 bucks for a single day... just sayin'... not bad chump change... ?
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Not true
 
flash said:
Nice way of explaining it.
Just add the code 3 if you want the 300 and day off
Or
Code 5 if you want the 300 and work all week
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Not true...

DACA 5 = 150% of pay... which is the $300 bucks in this example...

DACA 3 = 50% of pay... which is $100 in this example... and a X Day...

$100 bucks extra in your check, is NOT equal to $300 bucks...

The X Day will not equal any more $$$ money in your check, just an extra day off...

Just sayin'... :oops:
 
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