9-year RCA here. All total a 16 hour day. Day after a holiday, on a route not on my matrix, I got back after 13 hours. I was told supervisor let the last dispatch truck go and I had to drive to the airport, 34 miles away, to drop off the mail (none of which was express or priority, just first-class stuff). I said do I get paid for it? He said put it on a green card. If I put it on a green card and don't get paid right off, and have to fight it for a few weeks/months, will I lose the whole "right to grieve" timeline?
RCA made to drive to airport to drop off out-going mail after 13 1/2 hour day. Do I get paid?
- Thread starter Sherie
- Start date
Deer Smearer
Well-known member
<blockquote class="spPostEmbedQuote"><strong>Kanedog said </strong>
9-year RCA here. All total a 16 hour day. Day after a holiday, on a route not on my matrix, I got back after 13 hours. I was told supervisor let the last dispatch truck go and I had to drive to the airport, 34 miles away, to drop off the mail (none of which was express or priority, just first-class stuff). I said do I get paid for it? He said put it on a green card. If I put it on a green card and don't get paid right off, and have to fight it for a few weeks/months, will I lose the whole "right to grieve" timeline? </blockquote>
Shouldn't have been made to work more than 11.5 hours.
He should have taken it.
9-year RCA here. All total a 16 hour day. Day after a holiday, on a route not on my matrix, I got back after 13 hours. I was told supervisor let the last dispatch truck go and I had to drive to the airport, 34 miles away, to drop off the mail (none of which was express or priority, just first-class stuff). I said do I get paid for it? He said put it on a green card. If I put it on a green card and don't get paid right off, and have to fight it for a few weeks/months, will I lose the whole "right to grieve" timeline? </blockquote>
Shouldn't have been made to work more than 11.5 hours.
He should have taken it.
Kanedog -- Be sure to make a copy of that green card!!
-- Grievance time line: Up to 14 days after learning / knowing of the incident / situation. In your case, you won't know if you will be paid correctly until you see your pay stub. Once you do see it, then the 14 days start.
-- Get with your office steward, or if none, contact your Assistant District Representative. Manglement is not supposed to schedule an RCA for 12 or more hours of work in the same day. Step 4 ( R-96 ). The Step 4 actually says "MUST NOT", so one can see manglement is not afraid to ignore the contract or previous Step 4's. They know the NRLCA mantra is: obey a direct order, then file a grievance ( which usually takes a l-o-n-g time to settle ). Manglement gets the work done right away, yet it takes the carrier a long time to get paid if the proper payment is not forthcoming. No doubt, manglement will say it was an "emergency".
-- You can file on being made to work over 12 hours in a single day. Hopefully the grievance will reach Step 2 so a steward takes it over and will be able to use such phrases as "cease and desist" working RCA's over 12 hours and also "monetary penalty" for future offenses.
-- If you used your own vehicle, don't forget the EMA involved.
-- Hopefully Eagan will call your District, which in turn should call your office when they see a "16-hour work day by an RCA." To add insult to injury, other crafts get "night-time differential" pay for work done before 6 am and after 6 pm. However, the "rural's" aren't in those crafts. Probably one of "those items" 'given up to get something', which the folks at NRLCA HQ seldom, if ever mention to the membership.
-- Grievance time line: Up to 14 days after learning / knowing of the incident / situation. In your case, you won't know if you will be paid correctly until you see your pay stub. Once you do see it, then the 14 days start.
-- Get with your office steward, or if none, contact your Assistant District Representative. Manglement is not supposed to schedule an RCA for 12 or more hours of work in the same day. Step 4 ( R-96 ). The Step 4 actually says "MUST NOT", so one can see manglement is not afraid to ignore the contract or previous Step 4's. They know the NRLCA mantra is: obey a direct order, then file a grievance ( which usually takes a l-o-n-g time to settle ). Manglement gets the work done right away, yet it takes the carrier a long time to get paid if the proper payment is not forthcoming. No doubt, manglement will say it was an "emergency".
-- You can file on being made to work over 12 hours in a single day. Hopefully the grievance will reach Step 2 so a steward takes it over and will be able to use such phrases as "cease and desist" working RCA's over 12 hours and also "monetary penalty" for future offenses.
-- If you used your own vehicle, don't forget the EMA involved.
-- Hopefully Eagan will call your District, which in turn should call your office when they see a "16-hour work day by an RCA." To add insult to injury, other crafts get "night-time differential" pay for work done before 6 am and after 6 pm. However, the "rural's" aren't in those crafts. Probably one of "those items" 'given up to get something', which the folks at NRLCA HQ seldom, if ever mention to the membership.
gotstamps
Well-known member
<blockquote class="spPostEmbedQuote"><strong>btdtret said </strong>
Kanedog -- Be sure to make a copy of that green card!!
-- Grievance time line: Up to 14 days after learning / knowing of the incident / situation. In your case, you won't know if you will be paid correctly until you see your pay stub. Once you do see it, then the 14 days start.
-- Get with your office steward, or if none, contact your Assistant District Representative. Manglement is not supposed to schedule an RCA for 12 or more hours of work in the same day. Step 4 ( R-96 ). The Step 4 actually says "MUST NOT", so one can see manglement is not afraid to ignore the contract or previous Step 4's. They know the NRLCA mantra is: obey a direct order, then file a grievance ( which usually takes a l-o-n-g time to settle ). Manglement gets the work done right away, yet it takes the carrier a long time to get paid if the proper payment is not forthcoming. No doubt, manglement will say it was an "emergency".
-- You can file on being made to work over 12 hours in a single day. Hopefully the grievance will reach Step 2 so a steward takes it over and will be able to use such phrases as "cease and desist" working RCA's over 12 hours and also "monetary penalty" for future offenses.
-- If you used your own vehicle, don't forget the EMA involved.
-- Hopefully Eagan will call your District, which in turn should call your office when they see a "16-hour work day by an RCA." To add insult to injury, other crafts get "night-time differential" pay for work done before 6 am and after 6 pm. However, the "rural's" aren't in those crafts. Probably one of "those items" 'given up to get something', which the folks at NRLCA HQ seldom, if ever mention to the membership. </blockquote>
They weren't "Scheduled" for over 12-hour shift, it just happened that the day went over 12. There is no grievance on the hours worked. I'd have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though.
Mgmt must be given at least 1 pay period to correct any payroll mistake so the 14-days doesn't start at the time of "pay stub received". If your check is incorrect, speak with Mgmt and bring a copy of your pay stub preferably from the online file note the mistakes. Write the date on it when you speak with Mgmt & make a copy for yourself. If it's not corrected on the following paycheck, then the 14-days will start & file that grievance.
By the way, time & EMA should be paid out on the green card.
Kanedog -- Be sure to make a copy of that green card!!
-- Grievance time line: Up to 14 days after learning / knowing of the incident / situation. In your case, you won't know if you will be paid correctly until you see your pay stub. Once you do see it, then the 14 days start.
-- Get with your office steward, or if none, contact your Assistant District Representative. Manglement is not supposed to schedule an RCA for 12 or more hours of work in the same day. Step 4 ( R-96 ). The Step 4 actually says "MUST NOT", so one can see manglement is not afraid to ignore the contract or previous Step 4's. They know the NRLCA mantra is: obey a direct order, then file a grievance ( which usually takes a l-o-n-g time to settle ). Manglement gets the work done right away, yet it takes the carrier a long time to get paid if the proper payment is not forthcoming. No doubt, manglement will say it was an "emergency".
-- You can file on being made to work over 12 hours in a single day. Hopefully the grievance will reach Step 2 so a steward takes it over and will be able to use such phrases as "cease and desist" working RCA's over 12 hours and also "monetary penalty" for future offenses.
-- If you used your own vehicle, don't forget the EMA involved.
-- Hopefully Eagan will call your District, which in turn should call your office when they see a "16-hour work day by an RCA." To add insult to injury, other crafts get "night-time differential" pay for work done before 6 am and after 6 pm. However, the "rural's" aren't in those crafts. Probably one of "those items" 'given up to get something', which the folks at NRLCA HQ seldom, if ever mention to the membership. </blockquote>
They weren't "Scheduled" for over 12-hour shift, it just happened that the day went over 12. There is no grievance on the hours worked. I'd have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though.
Mgmt must be given at least 1 pay period to correct any payroll mistake so the 14-days doesn't start at the time of "pay stub received". If your check is incorrect, speak with Mgmt and bring a copy of your pay stub preferably from the online file note the mistakes. Write the date on it when you speak with Mgmt & make a copy for yourself. If it's not corrected on the following paycheck, then the 14-days will start & file that grievance.
By the way, time & EMA should be paid out on the green card.
Deer Smearer
Well-known member
<blockquote class="spPostEmbedQuote"><strong>gotstamps said </strong>
They weren't "Scheduled" for over 12-hour shift, it just happened that the day went over 12. There is no grievance on the hours worked. I'd have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though.
Mgmt must be given at least 1 pay period to correct any payroll mistake so the 14-days doesn't start at the time of "pay stub received". If your check is incorrect, speak with Mgmt and bring a copy of your pay stub preferably from the online file note the mistakes. Write the date on it when you speak with Mgmt & make a copy for yourself. If it's not corrected on the following paycheck, then the 14-days will start & file that grievance.
By the way, time & EMA should be paid out on the green card. </blockquote>
ELM 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 1service 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.
They weren't "Scheduled" for over 12-hour shift, it just happened that the day went over 12. There is no grievance on the hours worked. I'd have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though.
Mgmt must be given at least 1 pay period to correct any payroll mistake so the 14-days doesn't start at the time of "pay stub received". If your check is incorrect, speak with Mgmt and bring a copy of your pay stub preferably from the online file note the mistakes. Write the date on it when you speak with Mgmt & make a copy for yourself. If it's not corrected on the following paycheck, then the 14-days will start & file that grievance.
By the way, time & EMA should be paid out on the green card. </blockquote>
ELM 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 1service 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.
gotstamps -- "They weren’t “Scheduled” for over 12-hour shift, it just happened that the day went over 12."
-- I'll agree with that as I have posted previously that manglement doesn't care if it takes more than 12 hours to do a route evaluated under 12 hours.
-- But manglement directed the RCA who already had 13 hours of work for the day to take mail to the plant. Either manglement didn't know or care about the 12-hour limit. ( of course manglement's "emergencies" don't have to match the definition in Article 3 of the contract )
-- Probably will come down to the meaning of "scheduled". The RCA was scheduled to run a route on the office work schedule. Is being ordered to provide assistance elsewhere after completing a route considered as being "scheduled"?
" I’d have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though. "
-- None of the overtime eligibility charts in the F-21 ( Time and Attendance handbook ) have a "Yes or No" listing for "Casuals" i.e. RCA's, just a "-".
-- I'll agree with that as I have posted previously that manglement doesn't care if it takes more than 12 hours to do a route evaluated under 12 hours.
-- But manglement directed the RCA who already had 13 hours of work for the day to take mail to the plant. Either manglement didn't know or care about the 12-hour limit. ( of course manglement's "emergencies" don't have to match the definition in Article 3 of the contract )
-- Probably will come down to the meaning of "scheduled". The RCA was scheduled to run a route on the office work schedule. Is being ordered to provide assistance elsewhere after completing a route considered as being "scheduled"?
" I’d have to check to see if the OT paid for over 12 hrs worked in one day applies to subs, though. "
-- None of the overtime eligibility charts in the F-21 ( Time and Attendance handbook ) have a "Yes or No" listing for "Casuals" i.e. RCA's, just a "-".
