LOCAL MEMORANDUM OF UNDERSTANDING

ARTICLE 30

LOCAL IMPLEMENTATION

ITEM 1. ADDITIONAL OR LONGER WASH-UP TIME

It is the position of the Gulf Breeze, Florida Post Office that those employees in the clerk craft that perform dirty work or work with toxic materials will be granted such time as is reasonable and necessary for washing up. This includes the period of time prior to his/her lunch break.

ITEM 2. THE ESTABLISHMENT OF A REGULAR WORK WEEK OF FIVE DAYS WITH EITHER FIXED OR ROTATING DAYS OFF.

Full-time regular clerk positions of the Gulf Breeze, Florida Post Office shall be established with fixed days off on a regular work week schedule of Saturday through Friday. Whenever possible, based on the operational needs of the Gulf Breeze Post Office, employees will be non-scheduled on two consecutive days.

ITEM 3. GUIDELINES FOR THE CURTAILMENT OR TERMINATION OF POSTAL OPERATIONS TO CONFORM TO ORDERS OF LOCAL AUTHORITIES OR AS LOCAL CONDITIONS WARRANT BECAUSE OF EMERGENCY CONDITIONS.

Any local emergency conditions that are serious enough to warrant curtailment or termination of postal services and operations shall not result in an individual being charged with annual leave (except as stipulated in “A” below) for time lost due to such conditions when the individual is available for duty. This would include conditions that would prevent an employee from reporting to duty because all access roads, main roads, highways or bridges to work have been closed or when hazardous conditions exist, such as hurricanes, prevent the employee from safely traveling to work. Employees will be compensated for all time spent in traveling of detours from his/her normal line of travel so that he/she may report to duty station or assignment as soon as possible, utilizing the shortest, open route available.

A. Employees are considered available and on duty anytime during the course of their normal work schedule and will report to their work location no longer than it takes them to travel to work under normal conditions except where highway, road and bridge conditions prevent their timely reporting. If for any personal reason an employee cannot report to work in a timely basis, they shall notify management by telephone if possible or other means if necessary, stating reason they cannot report and at what time they will be available for duty. If excused, these employees will be charged with annual leave or LWOP.

B. After hazardous conditions have passed, as determined by proper authorities via radio and television announcements, employees shall report to assignments as stipulated in “A” above. Management, if possible, will contact employees by phone if other circumstances exist, such as the loss of power, that would make their reporting, as determined by management, a period of non productivity and wasted effort.

ITEM 4. FORMULATION OF LOCAL LEAVE POLICY

The Postmaster or Supervisor in charge shall poll the clerk craft by seniority for their choice vacation selection(s) for the coming leave year between the 1st of November and the 15th day of December. The approved choice vacation leave shall then be posted to the official schedule board by the 25th of December. The method of polling shall be by mutual agreement between the President or a designated representative of the local APWU and management by the 15th day of October. Any other matter that may be appropriate to the leave program that does not conflict with this LMOU or National Agreement shall also be discussed at that time.

A clerk at his/her option may cancel his/her choice vacation period. This cancellation shall be in writing and submitted to management at least three (3) days in advance, earlier if possible, of such intended action. Management will then post the cancelled choice vacation period for a total of two (2) complete working days (unless this posting time is waived by the President of the local APWU or a designated representative for a shorter period of time.) At the close of the choice vacation period posting, the senior qualified bidder shall be awarded this choice vacation period. Should this successful bidder already have other approved choice vacation period leave prior to this new selection, his/her original selected choice vacation period shall be forfeited and that forfeited period shall be posted for bid and determined by the above method. This method shall be repeated again until all choice vacation periods are taken or no bids are received.

A clerk may also cancel other approved annual leave (annual leave applied for and granted not due to the process and polling of choice vacation periods). This cancelled leave shall not be reposted for bid but the notice of clerk’s intent to cancel will be put on clerk’s bulletin board for information purposes. Time limits and procedures of cancellation will apply here the same as above.

ITEM 5. THE DURATION OF THE CHOICE VACATION PERIOD.

APWU choice vacation period shall be from January 1 through November 30.

ITEM 6. THE DETERMINATION OF THE BEGINNING DAY OF AN EMPLOYEE’S VACATION PERIOD.

An employee will have the option to choose the beginning day of his/her vacation.

ITEM 7. WHETHER EMPLOYEES AT THEIR OPTION MAY REQUEST TWO SELECTIONS DURING THE CHOICE VACATION PERIOD, IN UNITS OF EITHER 5 OR 10 DAYS.

An employee may, at his/her option, request two periods of leave during the choice vacation period as per Article 10 Section 4D1, D2, D3 and D4 of the National Agreement.

ITEM 8. WHETHER JURY DUTY AND ATTENDANCE AT NATIONAL OR STATE CONVENTIONS SHALL BE CHARGED TO THE CHOICE VACATION PERIOD.

Jury duty and attendance at National or State APWU Conventions shall not be charged to an individual’s or delegate’s choice vacation period selection.

ITEM 9. DETERMINATION OF THE MAXIMUM NUMBER OF EMPLOYEES WHO SHALL RECEIVE LEAVE EACH WEEK DURING THE CHOICE VACATION PERIOD.

At least 14% of the Main Office clerk craft shall be granted annual leave when applying for choice vacation selections during the choice vacation period.

ITEM 10. THE ISSUANCE OF OFFICIAL NOTICES TO EACH EMPLOYEE OF THE VACATION SCHEDULE APPROVED FOR EACH EMPLOYEE.

Choice vacation selections shall be applied for by the individual employee marking his/her selection on the “choice vacation calendar”. These choices will be considered officially approved when they are posted to the official schedule board no later than December 25. Selection by junior employees of day or days that exceed the 14% guideline already applied for by seniority will be cut back to day or days necessary to conform to the 14% guideline.

ITEM 11. DETERMINATION OF THE DATE AND MEANS OF NOTIFYING EMPLOYEES OF THE BEGINIING OF THE NEW LEAVE YEAR.

Management shall no later than November 1, post a notice on all official bulletin boards and furnish a copy to the Union informing all employees of the beginning date of the new leave year, which shall begin with the first day of the first full pay period of the calendar year.

ITEM 12. THE PROCEDURES FOR SUBMISSION OF APPLICATIONS FOR ANNUAL LEAVE DURING OTHER THAN THE CHOICE VACATION PERIOD.

Requests for incidental annual leave outside of choice vacation selections, shall be submitted in triplicate no later than Tuesday preceding the service week. Leave will either be approved or disapproved within forty eight (48) hours by the supervisor.

When submitting form 3971 for leave approval, this form must include a time clock ring in order to establish the time and date leave was applied for. The time clock rings should be made on form 3971 at the lower right hand edge. Form 3971 must be submitted to management on same date as shown on the time clock ring. Annual leave applications will be considered in order of the earliest time clock ring.

ITEM 13. THE METHOD OF SELECTING EMPLOYEES TO WORK ON A HOLIDAY.

1. Scheduling of employees from the casual and part-time flexible complement

2. Volunteers from the full-time and part-time regular employee complement normally scheduled for work on the day of the holiday, by seniority.

3. Volunteers from the regular workforce who are normally on their regularly scheduled off day by seniority.

4. Non-volunteers from the regular workforce who are normally on their non-scheduled work day by juniority.

5. Non-volunteers form the full-time and part-time regular employees normally scheduled for work on the holiday by juniority.

ITEM 14. WHETHER “OVERTIME DESIRED” LISTS IN ARTCLE 8 SHALL BE BY SECTION AND/OR TOUR.

For the purpose of establishing the Overtime Desired List (OTDL), the following are identified as sections:

1. Gulf Breeze, by craft

2. Navarre, by craft

ITEM 15. THE NUMBER OF LIGHT DUTY ASSIGNMENTS WITHIN EACH CRAFT OR OCCUPATION GROUP TO BE RESERVED FOR TEMPORARY OR PERMANENT LIGHT DUTY ASSIGNMENT.

In order to afford light duties to employees injured off duty or who become ill off duty, the Post Office in Gulf Breeze will consider each case on an individual basis. According to the severity of the injury/illness and/or according to limitations placed upon the employee by his/her treating physician, the Postal Service will consider assigning the employee to duties, within the craft, that are within physical limitations.

ITEM 16. THE METHOD TO BE USED IN RESERVING LIGHT DUTY ASSIGNMENTS SO THAT NO REGULARLY ASSIGNED MEMBER OF THE REGULAR WORK FORCE WILL BE ADVERSELY AFFECTED.

If it becomes necessary for an employee to work in a temporary, permanent or other light duty assignment, management will comply with Article 13 of the National Agreement, as far as assignments are concerned. Should it not be possible to assign such duties, efforts will be made by management to secure a transfer of the employee to an area office where a light duty assignment may be available, if the employee so desires the transfer.

ITEM 17. THE IDENTIFICATION OF ASSIGNMENTS THAT ARE TO BE CONSIDERED LIGHT DUTY WITHIN EACH CRAFT REPRESENTED IN THE OFFICE.

Light duty assignments will be considered on an individual basis as per physical limitations placed on an employee by his/her physician. Duties that could possibly be considered light duty might be distribution, boxing or assisting in other clerical related work, all depending on the physical restraints placed on the employee by the physician and the employee possessing the necessary skills to perform the light duty assignments.

ITEM 18. THE IDENTIFICATION OF ASSIGNMENTS COMPRISING A SECTION, WHEN IT IS PROPOSED TO REASSIGN WITHIN AN INSTALLATION EMPLOYEES EXCESS TO THE NEEDS OF A SECTION.

The Gulf Breeze Post Office clerk craft shall be considered a section. At a future date when the Gulf Breeze Post Office would be authorized motor vehicle employees or maintenance employees, then each of these would be considered sections.

ITEM 19. THE ASSIGNMENT OF EMPLOYEE PARKING SPACES

Parking spaces in excess of USPS needs will be available on a first come first serve basis.

ITEM 20. THE DETERMINATION AS TO WHETHER ANNUAL LEAVE TO ATTEND UNION ACTIVITIES REQUESTED PRIOR TO DETERMINATION OF THE CHOICE VACATION SCHEDULE IS TO PART OF THE TOTAL CHOICE VACATION PLAN.

Local APWU shall notify management in writing of the dates and number of days to be reserved for their delegates to attend State and National Conventions. This reserved time shall be set aside on the leave calendar prior to polling the choice vacation selections and will not be part of the total choice vacation plan.

Leave without pay or annual leave shall be granted for other Union activities when requested except clearly precluded by needs of the service.

14% of the APWU membership and/or at least one (1) delegate will be permitted to attend State and National Conventions.

ITEM 21. THOSE OTHER ITEMS WHICH ARE SUBJECT TO LOCAL NEGOTIATIONS AS PROVIDED IN THE CRAFT PROVISIONS OF THIS AGREEMENT.

The notice inviting bids for a clerk assignment shall be posted for seven (7) working days. When a clerk is absent during the time of posted bids, bids shall be held open for a period of eight (8) hours after his return to duty, however, bids will not be held open any longer than sixteen (16) days from original date of closing due to employee(s) being absent from the office for any reason. If absent employees do not submit bid during this 23 day period, absent employees waive and concede any claim for the vacant job assignment.

A. Within five (5) days after the closing date of the posting, including December, manage-ment shall post a notice stating the successful bidder and his seniority date.

B. The local designated Union representative shall have the opportunity of being present at the opening of bids and the witnessing of management’s determination of the successful bidder.

C. A successful bidder will be placed in the new assignment no later than fourteen (14) days from the date the successful bidder is determined.

D. Seniority list shall be posted on the Post Office bulletin board as outlined in Article 37, Section 1, Paragraph c.

E. Labor Management Meetings

1. The Labor-Management meeting shall be held quarterly, except during the month of December. Times and dates will be made by mutual agreement.

2. Minutes of Labor-Management Committee meetings shall be kept by management. Management will make a copy available to the APWU.