I was recently hired as an RCA. I've been on the route for about 2 weeks. The trouble that I'm having is with the interim postmaster. I don't know what to do. I know I'm new and sometimes it's difficult but everything I do seems to make her angry. She's followed me out on the route and yelled at me. She's brought me into the office to yell at me. She's called me multiple times on her day off while I was on the route to ask where I was on the route. She told me that I couldn't deliver the mail with my spare tire in the back of my SUV. Then today she told me that my SUV is too big and I can't deliver mail anymore until I get s new vehicle. This was the only vehicle that I've had. I trained in it. This is the first time anything has been said about it. Am I supposed to go buy a new vehicle to work in? The new postmaster hire is supposed to be announced in two weeks.
New RCA trouble
- Thread starter anbsmum
- Start date
Shafted
Well-known member
No no no and no. Those are answers to everything your PM is demanding. This would not be even coming out of her mouth if you weren't under your probation period. Pretty sure this is a bullying situation because of your probation period. Nowhere is it written that you can't have your spare tire, or that you need a smaller SUV, and she knows it. If you are routinely yelled at, or demeaned in a hostile manner, a witness needs to be with you whenever you are subjected to that behavior to document. Politely, and in the presence of another rural carrier as a witness, approach her to ask that she please put her request in writing that you can not deliver mail untill you get a smaller vehicle. This borders on insanity. I'm pretty sure she's going to back pedal very quickly. Be careful, this lunatic has a target on your back.
anbsmum -- When some on in authority "yells" at a subordinate, that show poor leadership skills. That being said, it can also be construed as Bullying and Harassment. Especially if you are the only one being yelled at. That's disparate treatment. Normally something that should be grieved, but as you are in you probationary period ( 90-work days or 1 calendar year ), you are pretty much at the mercy of manglement. But still contact the office steward, of if none in the office, contact the Assistant District Representative and tell what is happening in your office. The ADR might be able to file a class action if the PM is bullying or harassing others in the office. Document, document, and document. Ask others if they would submit written statements of what they have seen or experienced. The office should have USPS policy statements on bullying and harassment posted on bulletin board(s) in the office.
"you need a smaller SUV" -- definitely get the ADR involved on this issue!
-- To be sure, I have NEVER heard of a PM or supervisor telling a carrier that a SMALLER vehicle is needed!! That is one for the proverbial "books".
-- About your vehicle -- what year and make is it?
-- Why is your spare tire in the back of your SUV? Where would it normally be?
-- Possibly your PM is concerned the spare tire could be a "missile hazard" in the event of an accident, but apparently is not concerned about the trays of mail or parcels becoming missile hazards.
-- Did you drive your SUV at the academy or during LLV training? If so, did any of the instructors comment about it or its size?
-- If the ADR can not intervene, tell the PM that you are looking for a replacement vehicle ( wink, wink ) and hopefully she will be gone soon.
-- Do as "Shafted" suggested -- politely ask for the PM's mandate in writing in front of witnesses.
" She’s called me multiple times on her day off while I was on the route to ask where I was on the route. "
-- Mention that to the ADR as that could certainly be harassment, especially if the PM was in an off-duty status.
-- Why does the PM have your cell phone number? It should only be used for emergency contact. Change your number and keep it to yourself.
-- The next time you are "invited" to the office, bring someone along to ward off any "the RCA said, the PM said" situations. If the PM won't allow someone in the office, have that person stand outside the office -- with in hearing distance.
-- If the PM does not allow you to work, might as well head to the unemployment office. A lot will depend on your state's rules for collecting unemployment. Might raise some interest when you tell them the reason you are not working is that the PM said to get a smaller vehicle and won't allow you to work until you do so. Someone in the office just might contact the local media for a human interest story. Who knows?
-- In the mean time, if allowed in the office, do as instructed ( aside from getting another vehicle ). Manglement can fire you for just about any reason they can think of during your probationary period. Don't give any reason to do so.
-- Good luck.
"you need a smaller SUV" -- definitely get the ADR involved on this issue!
-- To be sure, I have NEVER heard of a PM or supervisor telling a carrier that a SMALLER vehicle is needed!! That is one for the proverbial "books".
-- About your vehicle -- what year and make is it?
-- Why is your spare tire in the back of your SUV? Where would it normally be?
-- Possibly your PM is concerned the spare tire could be a "missile hazard" in the event of an accident, but apparently is not concerned about the trays of mail or parcels becoming missile hazards.
-- Did you drive your SUV at the academy or during LLV training? If so, did any of the instructors comment about it or its size?
-- If the ADR can not intervene, tell the PM that you are looking for a replacement vehicle ( wink, wink ) and hopefully she will be gone soon.
-- Do as "Shafted" suggested -- politely ask for the PM's mandate in writing in front of witnesses.
" She’s called me multiple times on her day off while I was on the route to ask where I was on the route. "
-- Mention that to the ADR as that could certainly be harassment, especially if the PM was in an off-duty status.
-- Why does the PM have your cell phone number? It should only be used for emergency contact. Change your number and keep it to yourself.
-- The next time you are "invited" to the office, bring someone along to ward off any "the RCA said, the PM said" situations. If the PM won't allow someone in the office, have that person stand outside the office -- with in hearing distance.
-- If the PM does not allow you to work, might as well head to the unemployment office. A lot will depend on your state's rules for collecting unemployment. Might raise some interest when you tell them the reason you are not working is that the PM said to get a smaller vehicle and won't allow you to work until you do so. Someone in the office just might contact the local media for a human interest story. Who knows?
-- In the mean time, if allowed in the office, do as instructed ( aside from getting another vehicle ). Manglement can fire you for just about any reason they can think of during your probationary period. Don't give any reason to do so.
-- Good luck.
beaniefella1
New member
Just <strong></strong>curious, how can you be a dues paying member of the union from day 1, yet receive no representation during the first 90 days? 90 days can take a long long time to reach when you only work twice a month. So, let's say your months and months in to your employment, been paying dues the whole time, haven't hit 90 days and an issue requiring union intervention arises. Really? You have paid and receive no help?
Deer Smearer
Well-known member
<blockquote class="spPostEmbedQuote"><strong>beaniefella1 said </strong>
Just curious, how can you be a dues paying member of the union from day 1, yet receive no representation during the first 90 days? 90 days can take a long long time to reach when you only work twice a month. So, let's say your months and months in to your employment, been paying dues the whole time, haven't hit 90 days and an issue requiring union intervention arises. Really? You have paid and receive no help? </blockquote>
You are entitled to, and can receive union representation from day 1.
All contract violations can be grieved.
While under probation you can also be terminated with or without cause. That termination is generally not something that can be grieved.
So it is a catch 22. You could win the battle but lose the war.
Just curious, how can you be a dues paying member of the union from day 1, yet receive no representation during the first 90 days? 90 days can take a long long time to reach when you only work twice a month. So, let's say your months and months in to your employment, been paying dues the whole time, haven't hit 90 days and an issue requiring union intervention arises. Really? You have paid and receive no help? </blockquote>
You are entitled to, and can receive union representation from day 1.
All contract violations can be grieved.
While under probation you can also be terminated with or without cause. That termination is generally not something that can be grieved.
So it is a catch 22. You could win the battle but lose the war.
Shafted
Well-known member
Well, the easy fix to the moral dilemma of taking New hire RCA dues, ( yes I call it a moral dilemma because it involves being heavily recruited to join, with NO GUARANTEE you won't be fired for anything while under probation ). A probationary employee can grieve a contract violation, win, and then get let go with no protection, which is absolutely winning the battle, but losing the war. It's pointless. Now if the money grabbing " national executive squad of worthless dues squanderers " we're to say gee, lets still recruit these new RCA's at academy to join, BUT- BUTTTTT! We will waive their dues for their 90 days worked, or 1 year period, whichever comes first, as long as they sign up for dues withholding. That is a FAIR, HONEST, and LOGICAL attempt at selling a product that has some value. We all know that the cash motivated mentality of our worthless leaders would NEVER let an idea so seemingly logical idea get to the floor of the convention as a resolution.
beaniefella1
New member
Hmmmm. I asked this because btdtret's response to the RCA 's dilemma was that they could NOT grieve due to still being in their 90 day probationary period. Hope grievance is an option for anbsmum.
Shafted
Well-known member
Actually, I didn't want anyone to actually think for a half a second that I promote dues withholding , because I don't as a rule, but in a scenario where these people haven't even earned a dime yet, it's an example of how to protect yourself from paying dues for 90 days worked, or a year, only to get let go with no recourse. The option that provides the most control is to pay cash dues yearly, only if you are satisfied with the NRLCA product, ideally after your probationary period is over. A waiver of dues during the probationary period is a must have in the mix, but never going to be presented by the NRLCA because it's the only damn thing that they listen to.
blamethesub
Well-known member
anbsmum, I'm sorry this kind of thing is happening to you. Some PMs pick on the newbies simply because they know they can't get away with it with the rest of us. I see it in my own office, though not nearly as bad as what you've described. They take advantage because they are very much aware that you don't know the rules and won't stand up for yourself for fear of firing.
Is your regular satisfied with the work you have been doing so far? If so, does your regular know how you are being treated? He/she might be able to tell the PM to back off on your behalf. If not, he/she might be complaining about you, which makes the problem worse.
Are you having trouble delivering from your current vehicle? My new sub needed a different vehicle because it was so wide she had to put it in Park at every mailbox and crawl out the window to reach the boxes. If you're reaching the boxes okay, and you haven't hit anything, then your vehicle is just fine.
Be polite and work hard while you are in the office. Give them no easy reason to fire you. Do Not answer your phone while on the route. Better yet, leave it at home. Read the contract and become familiar with the parts that pertain to you. PMs tend to back down very quickly when you calmly tell them that's not what it says in the contract, or when you ask them to show you where that is in the contract because you couldn't find it when you looked.
Best of luck to you. Take a deep breath and hang in there, knowing this person won't be there for too much longer. Hopefully the replacement will be better.
Is your regular satisfied with the work you have been doing so far? If so, does your regular know how you are being treated? He/she might be able to tell the PM to back off on your behalf. If not, he/she might be complaining about you, which makes the problem worse.
Are you having trouble delivering from your current vehicle? My new sub needed a different vehicle because it was so wide she had to put it in Park at every mailbox and crawl out the window to reach the boxes. If you're reaching the boxes okay, and you haven't hit anything, then your vehicle is just fine.
Be polite and work hard while you are in the office. Give them no easy reason to fire you. Do Not answer your phone while on the route. Better yet, leave it at home. Read the contract and become familiar with the parts that pertain to you. PMs tend to back down very quickly when you calmly tell them that's not what it says in the contract, or when you ask them to show you where that is in the contract because you couldn't find it when you looked.
Best of luck to you. Take a deep breath and hang in there, knowing this person won't be there for too much longer. Hopefully the replacement will be better.
