Needing some advice

[alwinn]

Some background: I have been with the post office as a RCA for over 4 years. I recently took a PTF position at a new Office. Once I got there, I found out they have 5-6 vacancies and I'm the only PTF, so I'll be promoted to Regular.

It's been a little over a month (5 weeks) since I started at this new Office. I was keeping my head down, doing my job and trying to learn the route I was holding down. The route has been vacant for over a year and has only had subs working it since then. So, it got massively cut down to 6.83 daily hours, due to the lack of care and attention the route would need. Nobody to fight for it, nobody to maintain it, or report things, etc. I was thrown blindly into that route. Whatever, I'll be regular soon enough and can pick the route I want.

Last Tuesday is when it all started to hit the fan. We had an ice rain the night before (I got stuck in my driveway trying to leave for work and had to be towed after hitting my house) and so there was a lot of work on Tuesday. I showed up, I buckled down and starting sorting everything. There were 2 open routes that day (2 ppl called off) and Management said I may need to help. I talked to them about the fact that I already had all my Business Closed pkg from Saturday to be getting out and I likely wouldn't finish until super late. Saturday, Sunday, Monday and Tuesday worth of pkg for Businesses on a Business heavy route. My vehicle was literally full, but I safely got everything in there for a single trip.

About thirty minutes into my route, I get called about how I still had a full cart of business closed packages at the Office. I asked what he meant and that I grabbed everything the Clerks had ready for me when I left. There was nothing there, unless I was not made aware of it. He insisted that I was made aware and we went back and forth. I asked what he wanted to do because my vehicle was already full and I had no room for an entire cart. He asked when I would have space, about 70% thru the route (due to me also having to do pick-ups as I delivered, I would easily fill up as I emptied the vehicle.) He said okay, but to make sure I come back and get them.

I continued, by the time I finished the agreed upon area, it was 4:30pm. I called the Office and talked to our new Manager and asked him what he wanted to do. As the time to drive back, sort packages, reload and depart again, it would be way after 5 pm and businesses would be closed. He agreed and said to deal with it when I finish the route. So I finished the route and got back to the Office around 7pm. The new Manager told me to take the cart to the street and deliver the packages. I will say, these pkg had already had a stop the clock scan from a previous day and had not been scanned as re-arrived for that day.

I informed him that I only had an hour left until I would go past 12 hours. He said he did not care and to deliver the packages or to scan business closed. And to make sure I was in front of the building when I did the scan (so, no going down the street and doing the scans.) We got into a small argument about whether this was a second trip or not. I did as he asked and sorted the packages, then departed and proceeded to follow his instructions. It was still icy roads, dark at night in unlit streets, with freezing rain coming down and dense fog. I grabbed some caffeine drinks to keep me awake and alert. He called around 9:45 and wanted me to return to the Office without scanning the rest. I did so and eventually got home around 11pm. I was wired and couldn't fall asleep until 2am, having to be up for work at 6am the next day, I could not do so.

I filed a grievance about working over the 12 hours. I later have had to file a grievance about the second trip because my pay was shorted. After I filed the grievance about the 12 hours, he wanted to have a verbal discussion with me about failing to follow his orders on that Tuesday. He said I failed to follow instructions about taking "all" the packages out to the street. What he means is that I had 2 ANK, 1 UTF and 1 IA pkg in the cart that I scanned in the Office before leaving for the route. He said he wanted me to scan those on the route as well, not in the Office. I told him he was not clear enough about that as that is not standard procedure. The discussion ended and the next day he had turned it into a Written Warning. I, of course, filed another Grievance over this.

And at this time, the Supervisor started getting on my case about mail I was trying to kill/send back. I told him I was just following Policy. There were several harmless Direct orders (redeliver this certified, this package, etc). (For the record, the Certifieds were from days I was not working the route and the package is for a business that has a gate around it with a keypad, obviously I don't have the entrance code.) But finally it turned into one day where the Supervisor and a Clerk were yelling and screaming at me in the middle of the work room floor shortly after coming into work. Everybody that was on duty that day could hear it, and maybe even customers out in the lobby.

The argument was about Insufficient Addresses for the Businesses in CBUs. Now, I haven't gotten around to updating the names on the Case or requesting info from customers to be able to update the names on the case. So, the main source of how I know what goes where is in fact the address. Then I can trial and error on what gets sent back. I try to match the name if there is one, but it's not always an option. I have several CBUs in a mall and the only thing listed is the Address and Building #, both in the case and in the CBU.

I told them it was required to have the secondary address and I needed that to help put the mail where it needs to go. They said it doesn't need it and to just deliver it. Even if the name doesn't completely match. They used an example of: If you have mail for John Smith and Derek Smith for an address. But only John is listed at the address, do you not deliver the Derek? My answer was "Yes, he isn't on the list of people at the address, he doesn't get delivery there." They exploded at this. As far as I'm aware, that is the correct way to do it. Who knows if Derek and John both live there. Maybe Derek and John are not on speaking terms and putting Derek's mail in John's box will 'cause a whole mess of problems.

The main thing they were arguing about was I had something for "W X Y Z" and no secondary address. Now, at that address there are two places that use "W X" but they don't have the same "Y Z" on their name. Think, same Hospital, but different wings. So, as it simply did not have a secondary address and did not mostly match another name in the CBU, I sent it back as Insufficient Address. They said I shouldn't have done that and that I should have just delivered to one of those 2 addresses. I told them that's not an accurate way to deliver at all. Randomly delivering something to somebody who only partially matches the name. End of the day, Direct Order to "just deliver it" was handed out after about 30+ minutes of yelling.

Afterwards, I was at his desk and the Supervisor said to me, "You need to listen to what I tell you to do. Unless it involves self harm or harming another. I make the rules around here, not you." Needless to say, I filed a grievance about the yelling and screaming and another one about the Insufficient Address (which I looked up and yes, the mail is required to have secondary address on it if the place has those types of things).

Then today, I had a meeting with my Union Steward and Supervisor. Then I had a meeting with my Manager and Union Steward. Nothing about the Grievances, just new shit for today. Because there is a Business that has a mailbox that is too low. I talked with Management about it last week and they said the business said it will be raised. So I attempted delivery, but the box is just too low (dismount to serve kind of low) and I then put it on hold after about 5 days. Well, Management wanted me to continue to deliver it, despite it being an inaccessible mailbox. "Do you want me to do an Authorized Dismount until the box was raised?" "No. Just deliver it from your vehicle." "Not happening without dismounting. I can dismount, but you have to Authorize it." "Just do it. No dismounting." "Can we come to a workable resolution about this problem?" "The resolution is you just do it." Well, that earned me the meetings with them again that day. They also tried to invalidate my 5 Grievances, so I get to have yet another Step 1 Meeting with them about it.

And at this point, the Manager is constantly talking about how long it takes me to get back to the Office. But refused to acknowledge the fact that I spent 1.5h in meetings with them. Then, to be petty, they swapped my Metris to an LLV. Then the LLV they gave me didn't have working lights, so I had to unload and reload into yet another vehicle. So, an easy 30 min spent doing all that. They wasted 2 hours of my day, then tried to wonder why I was back at 6pm. And the Manager wouldn't even let me put away my stuff. Told me to just leave it and clock out.

I am fully aware they are trying to find anything and everything to fire me. The time thing is just another way for them to build a case against me. However, none of this started until after I filed that first grievance. But it's very hard to prove that all of this is retaliation. Which is why I have been so diligent about Grieving whatever I can and making sure I follow Direct Orders.

I've contacted EAP to get some therapy to help me with this situation. I'm looking for any other advice that could be useful. It's become a hostile work environment with Management trying to Intimidate and Bully me. I'm at a loss of how to deal with it and to get it to stop. We have a meeting tomorrow to re-file the Grievances, but I know that is not an immediate fix or that it will even work.

I have more, but was limited to 10k characters.

 

[ABCya]

You should file to get paid for those meetings.
And ask all direct orders to be in writing.
Explore EEO options.
Stop answering phone while on route.
File for being denied EOS duty time.
Ask for the safety team to come in due to fear for safety , due to violence in the workplace. Elaborate on the fears, really detail, what their yelling etc does to you. Remember, they can't tell you what you feel. Only you know. Go for it.

 

[Rt2mailman]

First off congratulations and thanks for standing up against your dipstick managers, we need more carriers like you.
Obviously this management team is the problem in your new office, if they weren’t then all the carriers that already quit would still be there.
Here’s a few things I’ve gleaned from what I’ve read above.
1) You are no longer an RCA and the 12 hour rule doesn’t apply to you, however you could use the full 8 hours between shifts rule, a federal rule.
2) You are to be paid for any and all meetings held by your managers and you, on a green card.
3) Any time that you have to wait or time it takes to enable you to use a “Safe” vehicle is paid on a green card for you.
4) Explain to your managers that you feel threatened when they yell at you and you want to see where the THREAT HOT LINE # is listed. They are required to have a poster in your office with the # clearly visible. The next time you feel threatened by them advise them that you WILL call that #.
5) Any requirement for you to answer your managers calls comes with a Usps provided phone, yours is only used personally.
6) Advise your managers that you are aware of the Caughlin letter from upper Usps management, that explains how all managers WILL correctly treat employees. And suggest that they read it.

 

[alwinn]

@ABCya I would file for the paid meetings, but my worked hours this week was around 57 hours. As I'm not yet a Regular carrier and just PTF, I'm still entitled to working more than 40 hours is full OT. So, all Green Card stuff is now already included and counted as OT. If I am mistaken about that (still new to PTF) then please let me know.

I did ask for Direct Orders to be in writing. I got told "The post office has never done that before." and I laughed in their face. In order to move on in the moment, I settled for a witness of Orders being said. I haven't taken any Orders without at least my Union Steward being present and if he isn't, then I'll be asking again for it in writing.

I'll look into EEO for sure. And I am used to answering my phone because my last Office wasn't like this. I have not answered my phone since that Tuesday. They took advantage, so they lost that privilege I had given them.

@Rt2mailman I am Curious about that 12 hour ruling. From what I have been able to find myself, it still applies. What I have found:

432.32 Maximum Hours Allowed​

Except as designated in labor agreements for bargaining unit employees or in emergency situations as determined by the postmaster general (or designee), employees may not be required to work more than 12 hours in 1 service day. In addition, the total hours of daily service, including scheduled workhours, overtime, and mealtime, may not be extended over a period longer than 12 consecutive hours. Postmasters and exempt employees are excluded from these provisions.

If I am mistaken, again, let me know. I am fine with being wrong if I am wrong about something. I'd rather make sure about it than not know it.

I didn't have to wait for a vehicle, we had spares. Nothing was wrong with my Metris, they were just being petty and making me swap. The other vehicles were already in the parking lot (we also had 2 empty routes, so 2 free vehicles to use.) It was just the extra loading time.

I will definitely call out for the threat hot line if they try to ever yell again and I will bring up the Caughlin Letter to my Steward for the meetings we are having tomorrow.

I appreciate the support and replies with useful information.

 

[Rt2mailman]

I think I am wrong, but being that you are now a career employee you may fall under the “labor agreements for bargaining unit employees“. You are however not an FLSA b employee since you are hourly paid with overtime over 40, so that would make you eligible for the 12 hour rule.

 

[Gotrope]

With your will to follow the guidelines, please become a steward. There is much fight in you

 

[Shannonboy]

Wow...cant add much to that GREAT ADVICE, except to ask for escalating fees on any, and all applicable grievances. Sure do understand, been through all of that, and much, much more. Might check into filing Labor board complaint as well. Moronic mgmt hates doing extra paperwork....so swamp em with everything you can...and keep that BACKBONE nice, and stiff. You'll win, sooner or later, and they'll learn to leave you alone....maybe...too many stupid, slow learning mgmt in the usps structure.
Keep up the good fight...
Shannonboy

 

[Shannonboy]

First off congratulations and thanks for standing up against your dipstick managers, we need more carriers like you.
Obviously this management team is the problem in your new office, if they weren’t then all the carriers that already quit would still be there.
Here’s a few things I’ve gleaned from what I’ve read above.
1) You are no longer an RCA and the 12 hour rule doesn’t apply to you, however you could use the full 8 hours between shifts rule, a federal rule.
2) You are to be paid for any and all meetings held by your managers and you, on a green card.
3) Any time that you have to wait or time it takes to enable you to use a “Safe” vehicle is paid on a green card for you.
4) Explain to your managers that you feel threatened when they yell at you and you want to see where the THREAT HOT LINE # is listed. They are required to have a poster in your office with the # clearly visible. The next time you feel threatened by them advise them that you WILL call that #.
5) Any requirement for you to answer your managers calls comes with a Usps provided phone, yours is only used personally.
6) Advise your managers that you are aware of the Caughlin letter from upper Usps management, that explains how all managers WILL correctly treat employees. And suggest that they read it.

Does anyone have the Caughlin letter from usps upper mgmt, I would like to post it in my post office. Please, and Thank you.

 

[alwinn]

Update about what happened today.

New Grievance #1
I asked the Manager for a Grievance form (to file about my EOS Duties the following night) and was told he would get it to me. I was never given the Form, by the time I was Departing to Route, I had to leave a note on the Desk asking for 6 Grievances.

New Grievance #2
We also had an arrangement, between me, the steward, and both managers that today in the morning, I would re-do the Step 1 for the Grievances. After a while, the Steward went and asked the Manager when we would be doing that (he just needed to pull and he was good to leave) and he said the manager ignored him. He told me about it and it sounds like another Grievance about management purposefully delaying the filing of my grievances.

New Grievance #3 and #4
The manager asked me to his desk (the Steward's case is right next to the desk, so I felt this was safe enough since he would be able to hear everything) and asked me about a School Delivery and why it wasn't done. I've attempted every day, but I've been getting there past 5 pm (due to me leaving late every day from harassment.) He told me others are able to do it. I said that doesn't matter to me and he can have them run the route if they can do it. He said "You are gonna care." and I immediately raised the volume of my voice so I could be heard through-out the Office and informed him not to threaten my job. I asked him where the Threat Hotline # is at, because it is supposed to be visible for anybody who is feeling threatened while at work. He told me it's in the break room, so I went to look for it. It was no where, so I announced to everybody that there is no Threat Hotline # posted anywhere as it is required to be. Then told him that the reason I can't make it back at a decent time is because when I'm being harassed for two hours in the morning by management, I leave two hours later and that means I get back two hours later.

New Grievances #5 and #6
After this, the Manager then disappeared. He was not in the Office, he was not outside, nobody knew where he went. AWOL for all I know. This was important because they took my Metris away yesterday and I used a spare. I did not have any Keys to use a vehicle for the route today. And with No management around, I had no way to get the equipment I needed to properly service my Route. Now, I'm fully aware I could have then just sat around until he showed back up and declared it was Wait Time, but I just wanted to have an early day and get back (Best part of your route being 80% Businesses is most of them are closed on Saturday) so I instead counted Wait Time until I found some keys to a vehicle that was working. If I had not found any keys, I would have then just waited. So, AWOL Manager and Not being given the equipment I need to service my route.

New Grievance #7
When I returned to the office, the other Manager approached me with paperwork for a 7 day suspension for Attendance. It was over 2 sick days (taken back to back because I was sick for 5 days, luckily only scheduled for 2 of those.) One was for an Ice Day we had, I tried to leave my house and my car slid sideways down my driveway and into my house. Had to get towed. The other was for the Day after working the 14h shift and being unable to get enough sleep, which I already have a Grievance about that day. So, got to fight this now too.

I am currently looking at 12 Grievances to be filing in total. And this has only been less than a 2 week period. It started on Tuesday 1/23/2024. I know they are trying very hard to kill my Grievances because that would make this Upcoming Tuesday 2 weeks.

 

[psd181]

once you go over 40 hours as a PTF, you no longer get any additional time for 2nd trips. It's included in your overall hours. With a vehicle provided, you don't get EMA either. Only time, you get additional compensation for a 2nd trip would be if you stayed under 40 hours for the week.

 

[DB.Cooper]

....

I've contacted EAP to get some therapy to help me with this situation. I'm looking for any other advice that could be useful. It's become a hostile work environment with Management trying to Intimidate and Bully me. I'm at a loss of how to deal with it and to get it to stop. We have a meeting tomorrow to re-file the Grievances, but I know that is not an immediate fix or that it will even work.

I have more, but was limited to 10k characters.

Ask the EAP peeps if they can grant you some mental health days, and maybe FMLA for the stress....

File on the hostile work environment.... to include bullying and intimidation....

Is there someone else there that they want to give the route to, other than you????

 

[alwinn]

@DB.Cooper There was a RCA running the route before I showed up. She had been doing it as a Hold Down until Management put me on the route. While she was faster, she would typically finish by maybe 2 or 3 every day. This is also why I found mail/packages in the case from March 2023. I have also run the route the day after she has and brought back an entire double handful of mail that was delivered to a single address, that contained mail from all over the entire route.

So, she finished fast, but half-assed the work completely. I have reported what I have found, I've not seen any action being taken against her. Just more of a "Well, now it's your problem" thing. So, while I finish between 4-6pm every day, this is partially due to being harassed every day from Management. When they are harassing me, I completely stop all work. Not moving a single letter or package if they are harassing me.

As long as they harass me, they are doing it on their dime. I've also had Management wait until I hang up my Scanner for the day and then try to have a work conversation with me. I told them I'm off the clock, so they will have to save it. Happened to frequently, I had a talk with them with my Steward about this behavior. He tried to tell me to go clock out and then we will continue talking and I said, "No. We talk while I'm on the clock. Or I clock out and I go home. You don't get to talk while I'm off the clock." and ended up going home.

So, yes, they could very easily give it back to the RCA who has been doing what they consider a better time on the route, but I guess they don't want to do that and would rather keep me there since it only pays 6.83 hours per day (if I don't get 40 hours in a week for OT.)

Now, I know I'm a PTF, so I'm supposed to have a String in the Office and not doing a Hold Down. Problem is that there are so many Vacancies, I would likely still just be asked in every day to cover an empty route instead of my String. There is also the fact that since they finally posted a route (it's been over 30 days, way more for other routes) that means a promotion is about a week away. Unsure if it's worth fighting about a string or just hang on for a little bit more. By the time the Grievance would go through, doesn't seem like it would even matter at that point. I've also had much bigger problems going on.

 

[alwinn]

I have been keeping meticulous notes about this. And I generally write down the events for the Grievances as soon as I get home. So I can attach them for my Union Rep to read and I can remember as many details as possible to help. I am fighting the fight as best I can, while making sure to pick and choose which ones to fight.

Like, i could fight the Direct Order about Certified mail. Manager said you re-attempt certified mail every single day until they are delivered. Obviously, we don't. It's once for residents, twice for a Business if you know their open time policy, etc. Worth fighting? eh.

I feel too many "petty" ones would only hurt my cause. I do have a few, but they are there because they are related to bigger arguments and the relevancy of them paints a bigger picture.

 

[DB.Cooper]

@DB.Cooper There was a RCA running the route before I showed up. She had been doing it as a Hold Down until Management put me on the route. While she was faster, she would typically finish by maybe 2 or 3 every day. This is also why I found mail/packages in the case from March 2023. I have also run the route the day after she has and brought back an entire double handful of mail that was delivered to a single address, that contained mail from all over the entire route.

So, she finished fast, but half-assed the work completely. I have reported what I have found, I've not seen any action being taken against her. Just more of a "Well, now it's your problem" thing. So, while I finish between 4-6pm every day, this is partially due to being harassed every day from Management. When they are harassing me, I completelyvacant stop all work. Not moving a single letter or package if they are harassing me.

As long as they harass me, they are doing it on their dime. I've also had Management wait until I hang up my Scanner for the day and then try to have a work conversation with me. I told them I'm off the clock, so they will have to save it. Happened to frequently, I had a talk with them with my Steward about this behavior. He tried to tell me to go clock out and then we will continue talking and I said, "No. We talk while I'm on the clock. Or I clock out and I go home. You don't get to talk while I'm off the clock." and ended up going home.

So, yes, they could very easily give it back to the RCA who has been doing what they consider a better time on the route, but I guess they don't want to do that and would rather keep me there since it only pays 6.83 hours per day (if I don't get 40 hours in a week for OT.)

Now, I know I'm a PTF, so I'm supposed to have a String in the Office and not doing a Hold Down. Problem is that there are so many Vacancies, I would likely still just be asked in every day to cover an empty route instead of my String. There is also the fact that since they finally posted a route (it's been over 30 days, way more for other routes) that means a promotion is about a week away. Unsure if it's worth fighting about a string or just hang on for a little bit more. By the time the Grievance would go through, doesn't seem like it would even matter at that point. I've also had much bigger problems going on.

With all the vacant routes and so forth there, you'd think they're damned fools for not trying to keep any and all peeps willing to do the work.... maybe someone ought to ask them this obvious question....

 

[Rt2mailman]

Is there any way we can get some bleachers in your office so we can sit and watch?
I’m sure your pm left for awhile because he had to go change his pants after taking a dump in them when you mentioned that the threat hot line must be posted.
The seven day suspension is another threat, this time in writing and great evidence for your previous grievances.
In attendance situations management MUST first establish misuse of sick leave before handing out ANY discipline, let alone a 7 day suspension. Discipline is only allowed in a progressive manner. Official discussion, letter of warning, 7 day, 14 day suspension, day of recollection, then firing. Miss a step, like LETTER OF WARNING, and the discipline will be rejected in a grievance. Also our contract states our sick leave will be used “As needed”, although management makes it seem as if it makes a disciplinary action required if you take any unscheduled leave, that is not found in any manual or our contract. They will say you were not “Regular in attendance”, but you have circumstantial evidence (a tow receipt, lack of 8 hours between shifts) proving you had JUST CAUSE for your absences.
Without an investigative interview there is no way for them to have had an opportunity to investigate this absence and to have determined discipline is due because of it.
With this new suspension your managers have locked down that they are willing to harass you, not only in front of your peers (any discussion about your ability to work efficiently is to be had in PRIVATE ONLY) but officially and in writing in an attempt to retaliate against you due to your previous grievance/s. Retaliation also allows for another grievance.
In your next opportunity to speak to your manager you should say, I hope to resolve these issues at the lowest level and in office to avoid you receiving discipline or possibly being removed for this blatant harassment and bullying. I’m sure we can get along as long as you agree to follow the contract and directive letters concerning managing from your managers”.
Don’t let it seem as if you have any worries due to their unethical behavior and practices of managing because that will make them think they have made progress in intimidating you.
You are doing exactly what you should be doing and keep up the good work. You and your whole office will notice that when a carrier stands up to harassment from management, they stay in their office and leave everyone alone to do what they are supposed to do.

 

[Morty]

An EEOc meeting will put you, the manager, and a 3rd party to sit down and hash out your situation.

On that, clearly this is spiraling out of control, and the boss sounds narcissistic and you're at the losing end. I'd try to force the union to set up an emergency labor management meeting like next week with the steward, DR, you, and your boss. I've had several of these on my past situations. So it's normal.

Working over 12hr or unsafe conditions? That's not a grievance issue. That is a 1764? Safety issue. You need to fill those out for all your safety situations today including the threats. Make copies and send one to boss, one to DR, and HR.

Vehicles must be sorted out in the morning when you arrive. Grab keys, do safety vehicle check. Notice 70? It's in the rules, 1st thing you do when you arrive for work.

 

[Shannonboy]

Is there any way we can get some bleachers in your office so we can sit and watch?
I’m sure your pm left for awhile because he had to go change his pants after taking a dump in them when you mentioned that the threat hot line must be posted.
The seven day suspension is another threat, this time in writing and great evidence for your previous grievances.
In attendance situations management MUST first establish misuse of sick leave before handing out ANY discipline, let alone a 7 day suspension. Discipline is only allowed in a progressive manner. Official discussion, letter of warning, 7 day, 14 day suspension, day of recollection, then firing. Miss a step, like LETTER OF WARNING, and the discipline will be rejected in a grievance. Also our contract states our sick leave will be used “As needed”, although management makes it seem as if it makes a disciplinary action required if you take any unscheduled leave, that is not found in any manual or our contract. They will say you were not “Regular in attendance”, but you have circumstantial evidence (a tow receipt, lack of 8 hours between shifts) proving you had JUST CAUSE for your absences.
Without an investigative interview there is no way for them to have had an opportunity to investigate this absence and to have determined discipline is due because of it.
With this new suspension your managers have locked down that they are willing to harass you, not only in front of your peers (any discussion about your ability to work efficiently is to be had in PRIVATE ONLY) but officially and in writing in an attempt to retaliate against you due to your previous grievance/s. Retaliation also allows for another grievance.
In your next opportunity to speak to your manager you should say, I hope to resolve these issues at the lowest level and in office to avoid you receiving discipline or possibly being removed for this blatant harassment and bullying. I’m sure we can get along as long as you agree to follow the contract and directive letters concerning managing from your managers”.
Don’t let it seem as if you have any worries due to their unethical behavior and practices of managing because that will make them think they have made progress in intimidating you.
You are doing exactly what you should be doing and keep up the good work. You and your whole office will notice that when a carrier stands up to harassment from management, they stay in their office and leave everyone alone to do what they are supposed to do.

Best comment I've read yet on this site. I couldnt have said it better myself. AWESOME COMMENT!! All I got to say to that is...EXACTLY.

 

[MadDog]

I have been keeping meticulous notes about this. And I generally write down the events for the Grievances as soon as I get home. So I can attach them for my Union Rep to read and I can remember as many details as possible to help. I am fighting the fight as best I can, while making sure to pick and choose which ones to fight.

Like, i could fight the Direct Order about Certified mail. Manager said you re-attempt certified mail every single day until they are delivered. Obviously, we don't. It's once for residents, twice for a Business if you know their open time policy, etc. Worth fighting? eh.

I feel too many "petty" ones would only hurt my cause. I do have a few, but they are there because they are related to bigger arguments and the relevancy of them paints a bigger

After readings all the posts in regards to this ongoing "Drama", I see fault in all parties. Having an argument about not delivering Derek Smiths mail to John Smiths home when the addresses are the same is just silly, deliver the mail until John says otherwise and update your case accordingly! People move in and out all the time, without officially notifying the PO, and as you've been with the PO for over 4yrs you should know this, heck i deliver mail with a different last name but same female first name, thinking it's probably her and her maiden name, more often than not I'm right and my customers appreciate it.



Filings Grievance after Grievance only makes it a more hostile work environment, it becomes a self fulfilling prophecy.

 

[RDruckus]

This is off the subject, but important with vacant routes in that office undervalued because of lax RRECS scanning:
When you bid as a regular you have the option to elect to be paid hourly until the start of the guarantee year.
This election is on one of the forms you will sign .
Choose FLSA-A for hourly pay.

 

[Voglio-il mio]

Is there any way we can get some bleachers in your office so we can sit and watch?
I’m sure your pm left for awhile because he had to go change his pants after taking a dump in them when you mentioned that the threat hot line must be posted.
The seven day suspension is another threat, this time in writing and great evidence for your previous grievances.
In attendance situations management MUST first establish misuse of sick leave before handing out ANY discipline, let alone a 7 day suspension. Discipline is only allowed in a progressive manner. Official discussion, letter of warning, 7 day, 14 day suspension, day of recollection, then firing. Miss a step, like LETTER OF WARNING, and the discipline will be rejected in a grievance. Also our contract states our sick leave will be used “As needed”, although management makes it seem as if it makes a disciplinary action required if you take any unscheduled leave, that is not found in any manual or our contract. They will say you were not “Regular in attendance”, but you have circumstantial evidence (a tow receipt, lack of 8 hours between shifts) proving you had JUST CAUSE for your absences.
Without an investigative interview there is no way for them to have had an opportunity to investigate this absence and to have determined discipline is due because of it.
With this new suspension your managers have locked down that they are willing to harass you, not only in front of your peers (any discussion about your ability to work efficiently is to be had in PRIVATE ONLY) but officially and in writing in an attempt to retaliate against you due to your previous grievance/s. Retaliation also allows for another grievance.
In your next opportunity to speak to your manager you should say, I hope to resolve these issues at the lowest level and in office to avoid you receiving discipline or possibly being removed for this blatant harassment and bullying. I’m sure we can get along as long as you agree to follow the contract and directive letters concerning managing from your managers”.
Don’t let it seem as if you have any worries due to their unethical behavior and practices of managing because that will make them think they have made progress in intimidating you.
You are doing exactly what you should be doing and keep up the good work. You and your whole office will notice that when a carrier stands up to harassment from management, they stay in their office and leave everyone alone to do what they are supposed to do.

Love this !!!!!!!!!!!
"In your next opportunity to speak to your manager you should say, I hope to resolve these issues at the lowest level and in office to avoid you receiving discipline or possibly being removed for this blatant harassment and bullying. I’m sure we can get along as long as you agree to follow the contract and directive letters concerning managing from your managers”.