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1964 and 1966

AGREEMENTS between -
POST OFFICE DEPARTMENT and




SEVEN EMPLOYEE ORGANIZATIONS
holding Exclusive Recognition with
Explanation of Changes
September 24, 1966
EXPLANATORY NOTE
How Material is Arranged
Column one contains the provisions of the 1961, Agreement. Material
is arranged in sequence as it appears in POD Publication #53.
Column two contains the provisions of the lºé6 Agreement. Material
is arranged in the same sequence as it will appear in the revised
POD Publication #53. Changes made in the lºé6 Agreement are under-
scored.
Column three contains an explanation of the changes negotiated in
1966.
How to Use
Column two is your principle point of reference.
Refer to the Article in which you are interested.
(l) If there is underscoring, this indicates new material added
to or changed from 1961, Agreement. Read column one for lºël, pro-
visions. Read column three for an explanation of the change.
(2) If there is no underscoring, the Article has not been changed
this year.
(3) Where blank spaces appear in column two, this is an indica-
tion that provisions of the l96, Agreement have been deleted
from the lºé6 Agreement.
NOTE: Changes in the Agreement affect the entire Article. You
should always read the entire Article in which the change appears,
so that you may properly interpret it.
Subject
TABLE OF CONTENTS
I NATIONAL AGREEMENTS
A. Basic National Agreement
B. Supplemental National Agreement s
l.
2.
II LOCAL
Heavy Duty Compensation
Tools for Vehicle Maintenance
Personnel
Hourly Rate Regular Fmployees
Seniority
Seniority - Motor Vehicle Service
Pranch
Seniority — Maintenance Service Branch
City Carrier Transportation (Drivedut)
Agreements
RPO and HPO Clerk Assignments
OPTIONS FOR NEGOTIATIONS
III FORMAT FOR LOCAL AGREEMENTS
102
104
105
105
117
118
121
123
125
127
ARTICLE I
Recognition
A. Coverage
This basic agreement, called the “Agreement,” and such other agreements
entered into to supplement or amend this Agreement, represent and con-
stitute an agreement between the Post Offic Department, called the “De-
partment,” and the following alphabetically listed Organizations of em-
ployees of the Post Office Department, called the “Organizations,” on
personnel policies and practices and working conditions.
This Agreement covers all craft or occupational group employees of the
Department in units, established at the national level, for which the Organi-
zations have been certified by the Department as the exclusive repre-
sentatives. Each individual employee organization represents only those
craft or occupational employees in units, established at the national level,
for which that organization has been certified by the Department as the
exclusive representative. The units established include those craft or oc-
cupational group employees under the jurisdiction of postmasters and
employees in the same craft or occupational group who are employed in
a field activity managed by an official other than a postmaster, which is
engaged in mail processing and/or delivery operations.
The Department may accord recognition in new independent installations
or established installations when the question of representation status
within the unit is raised. The determination of recognition will be made
after consultation with the employee organizations involved at the national
level.
National Association of Letter Carriers, AFL-CIO (City Letter
Carriers)
National Association of Post Office and General Services Maintenance
Employees (Maintenance Employees)
National Association of Special Delivery Messengers, AFL-CIO
(Special Delivery Messengers)
National Federation of Post Office Motor Vehicle Employees, AFL-
CIO (Motor Vehicle Employees)
National Rural Letter Carriers Association (Rural Letter Carriers)
United Federation of Postal Clerks, AFL-CIO (Postal Clerks)
ARTICLE I
Recognition
A. Coverage
1. This basic agreement, called the “Agreement,” and such
other agreements entered into to supplement or amend this
Agreement, represent and constitute an agreement between
the Post Office Department, called the “Department,” and
the following alphabetically listed Organizations of em-
ployees of the Post Office Department, called the “Organi-
zations,” on personnel policies and practices and working
conditions.
. This Agreement covers all craft or occupational group
employees of the Department in units, established at the
national level, for which the Organizations have been
certified by the Department as the exclusive representatives.
Each individual enployee organization represents only
those craft or occupational employees in units, established
at the national level, for which that organization has been
certified by the Departinent as the exclusive representative.
The units established include those craft or occupational
group employees under the jurisdiction of postmasters and,
employees in the same craft or occupational group who are
employed in a field activity managed by an official other
than a postmaster, which is engaged in mail processing
and/or delivery operations.
. The Department may accord recognition in new independent
installations or established installations when the question of
representation status within the unit is raised. The de-
termination cf recognition will be made after consultation
with the employee organizations involved at the national
level.
National Association of Letter Carriers, AFL-CIO (City
Letter Carriers)
National Association of Post Office and General Services
Maintenance Employees, AFL-CIO (Maintenance Em-
ployees)
National Association of Post Office Mail Handlers, Watch-
men, Messengers & Group Leaders, AFL-CIO (Mail
Handiers)
National Association of Special Delivery Messengers, AFL-
CIO (Special Delivery Messengers)
National Federation of Post Office Motor Vehicle Eni-
ployees, AFL-CIO (Motor Vehicle Employees)
National Rural Letter Carriers Association (Rural Letter
Carriers)
United Federation of Postal Clerks, AFL-CIO (Postal
Clerks)
National Association of Post Office
General Services Maintenance Employees
recently affiliated with the AFL-CIO.
The additional employee organization
gained national exclusive recognition
for the mail handler craft in December
1964 after the last agreement was signed.
B. Exclusions
It is recognized pursuant to the eligibility requirements as set forth in the
Notice of Election and the subsequent certification of the units thereof
that the following employees in the described units are not covered by this
Agreement:
All managerial employees
All supervisory employees
All Postal Inspection Service employees
Employees directly engaged in personnel work in other than a clerical
capacity
All employees on active duty in the United States Armed Forces
All employees working in postal field installations not under the
jurisdiction of a postmaster except as provided in this Article.
ARTICLE II
Purpose
The well-being of the employees and the efficient and economic operation
of the Department require that orderly and constructive relationship be
maintained between the Department and the Organizations. The partici-
pation of employees in the formulation and implementation of employee
policies and procedures affecting them contributes to the effective conduct
of the public business. The parties to this Agreement recognize that they
must assume great responsibilities and must exercise proper restraint and
good judgment to establish stable and meaningful relations based upon
this Agreement.
ARTICLE III
Management Rights
In compliance with Sec. 7 of Executive Order 10988:
A In the administration of all matters covered by the Agreement, officials
and employees are governed by the provisions of any existing or future
B. Exclusions
It is recognized pursuant to the eligibility requirements as Set
forth in the Notice of Election and the subsequent certification
of the units thereof that the following employees in the
described units are not covered by this Agreement:
All managerial employees
All supervisory employees
All Postal Inspection Service employees
Employees directly engaged in personnel work in other than
a clerical capacity
All employees on active duty in the United States Armed
Forces
All employees working in postal field installations not under
the jurisdiction of a postmaster except as provided in this
Article.
ARTICLE II
Purpose
The well-being of the employees and the efficient and economic
operation of the Department require that orderly and con-
structive relationship be maintained between the Department
and the Organizations. The participation of employees in the
formulation and implementation of employee policies and
procedures affecting them contributes to the effective conduct
of the public business. The parties to this Agreement recognize
that they must assume great responsibilities and must exercise
proper restraint and good judgment to establish stable and
meaningful relations based upon this Agreement.
ARTICLE III
Management Rights
In compliance with Sec. 7 of Executive Order 10988:
1. In the administration of all matters covered by the Agree-
ment, officials and employees are governed by the provisions
of any existing or future laws and regulations, including
policies set forth in the Federal Personnel Manual and Post
Office Départment regulations, which may be applicable,
and the Agreement shall at all times be applied subject to
such laws, regulations and policies, except as provided in
Article XXVI, entitled Postal Manual Conflict.
laws and regulations, including policies set forth in the Federal Personnel
Manual and Post Office Department regulations, which may be appli-
cable, and the Agreement shall at all times be applied subject to such
laws, regulations and policies, except as provided in Article XXIV,
entitled Postal Manual Conflict.
B Management officials of the Post Office Department retain the right,
in accordance with applicable laws and regulations (1) to direct em-
ployees of the Department, (2) to hire, promote, transfer, assign, and
retain employees in positions within the Department, and to suspend,
demote, discharge, or take other disciplinary action against employees,
(3) to relieve employees from duty because of lack of work or for other
legitimate reasons, (4) to maintain the efficiency of the Government
Operations entrusted to them, (5) to determine the methods, means and
personnel by which such operations are to be conducted, and (6) to
take whatever actions may be necessary to carry out the mission of the
Department in situations of emergency.
ARTICLE IV
Organizations’ Rights
A. Scope of Negotiations
In exercising authority to make rules and regulations relating to personnel
policies and practices and working conditions, the Department shall have
due regard for the obligation imposed by this Article, but such obligation
shall not be construed to extend to such areas of discretion and policy as
the mission of the Department, its budget, its organization and the as-
signment of its personnel, or the technology of performing its work.
The organizations may negotiate in the general area of working conditions,
personnel policies and practices. As a general rule, negotiable matters
must be within the administrative discretion of the Postmaster General,
be permissible by applicable laws, Executive Orders, Civil Service Com-
mission and other applicable non-Post Office Department regulations. The
organizations have a right to negotiate or consult as appropriate regarding
changes in regulations or policy affecting personnel policies, practices and
working conditions.
Both parties, when formulating proposals or counter-proposals, shall
consider that they may not negotiate provisions that are in conflict with:
1. Law
2. Management officials of the Post Office Department retain
the right, in accordance with applicable laws and regulations
and this Agreement (a) to direct employees of the Depart-
ment, (b) to hire, promote, transfer, assign, and retain
employees in positions within the Department, and to sus-
pend, demote, discharge, or take other disciplinary action
against employees, (c) to relieve employees from duty be-
cause of lack of work or for other legitimate reasons, (d) to
maintain the efficiency of the Government operations en-
trusted to them, (e) to determine the methods, means and
personnel by which such operations are to be conducted, and
(f) to take whatever actions may be necessary to carry out
the mission of the Department in situations of emergency,
i.e., an unforeseen circumstance or a combination of circum-
stances which calls for immediate action in a situation which
is not expected to be of a recurring nature.
. It is a prerogative of management to determine the comple-
ment of an installation, and to establish duty assignments.
When complement and duty assignments have been estab-
lished, by management, employees will be placed in such
duty assignments pursuant to the provisions of the National
or local agreements as limited by law or regulation.
ARTICLE IV
Organizations’ Rights
. Scope of Negotiations
. In exercising authority to make rules and regulations relating
to personnel policies and practices and working conditions,
the Department shall have due regard for the obligation
imposed by this Article, but such obligation shall not be con-
Strued to extend to such areas of discretion and policy as
the mission of the Department, its budget, its organization
and the assignment of its personnel, or the technology of
performing its work.
. The Organizations may negotiate in the general area of work-
ing conditions, personnel policies and practices. As a general
rule, negotiable matters must be within the administrative
discretion of the Postmaster General, be permissible by
applicable laws, Executive Orders, Civil Service Commis-
sion and other applicable non-Post Office Department regu-
lations. The organizations have a right to negotiate or
consult as appropriate regarding changes in regulations or
policy affecting personnel policies, practices and working
conditions.
3. Both parties, when formulating proposals or counter-
proposals, shall consider that they may not negotiate provi-
sions that are in conflict with:
a. Law
The addition of "and this agreement"
emphasizes that while management
retains the enumerated rights, it
must exercise these rights in
accordance with the Agreement, as well
as applicable laws and regulations.
Incorporates existing Labor-Management
definition of an emergency.
Incorporates existing labor
management decision which draws a
distinction between establishing complement
and duty assignments, which are manage-
ment rights, and the actual filling
of assignments, which is governed by
contract and law.
2. Regulations of the Civil Service Commission and the Department of
Labor.
3. Matters not within the administrative discretion of the agency.
Transfers and assignments shall be made with due regard for applicable
seniority provisions.
B. Responsibilities
The Organizations shall not (1) assert the right to strike against the Gov-
ernment of the United States or any agency thereof, or to assist or partici-
pate in any such strike or impose a duty or obligation to conduct, assist
or participate in any such strike, or (2) advocate the overthrow of the
constitutional form of Government of the United States, or (3) discrimi-
nate with regard to terms or conditions of membership because of race,
color, creed or national origin. Violations of these provisions shall be the
basis for the withdrawal of recognition of the particular organization con-
cerned.
Each employee organization shall be responsible for representing the
interests of all such employees in their respective units without discrimi-
nation and without regard to employee organization membership.
C. Standards of Conduct and Code of Fair Labor Practices
The Department agrees to observe all rights extended to the Organizations
under the Standards of Conduct for Employee Organizations and the Code
of Fair Labor Practices in the Federal Service as prescribed by the Presi-
dent, May 21, 1963, and the Organizations agree to observe and subscribe
to said Standards of Conduct and Code of Fair Labor Practices.
D. Exchange of Information
Recognizing that to a great extent the interests of the Department and Of
the Organizations are the same and that the exchange of information 1S OIAC
of the simplest methods of promoting mutual understanding and CO-
operation, it is the right of the Organizations which have exclusive OT
formal recognition at any level to be given information directly bearing on
personnel policies and procedures and working conditions, and also
information which may have an indirect impact upon personnel. All such
information should be submitted as far in advance as practicable and should
be withheld only for security reasons.
b. Regulations of the Civil Service Commission and the
Department of Labor.
C. Matters not within the administrative discretion of the
agency.
B. Responsibilities
1. The Organizations shall not (a) assert the right to strike
against the Government of the United States or any agency
thereof, or to assist or participate in any such strike or
impose a duty or obligation to conduct, assist or participate
in any such strike, or (b) advocate the overthrow of the
constitutional form of Government of the United States, or
(c) discriminate with regard to terms or conditions of mem-
bership because of race, color, creed or national origin.
Violations of these provisions shall be the basis for the
withdrawal of recognition of the particular organization
concerned.
2. Each employee organization shall be responsible for repre-
senting the interests of all such employees in their respective
units without discrimination and without regard to employee
organization membership.
C. Standards of Conduct and Code of Fair Labor Practices
The Department agrees to observe all rights extended to the
Organizations under the Standards of Conduct for Employee
Organizations and the Code of Fair Labor Practices in the
Federal Service as prescribed by the President, May 21, 1963,
and the Organizations agree to observe and subscribe to Said
Standards of Conduct and Code of Fair Labor Practices.
D. Exchange of Information
1. Recognizing that to a great extent the interests of the De-
partment and of the Organizations are the same and that
the exchange of information is one of the simplest methods
of promoting mutual understanding and cooperation, it is
the right of the Organizations which have exclusive or
formal recognition at any level to be given information
directly bearing on personnel policies and procedures and
working conditions, and also information which may have
an indirect impact upon personnel. This is intended to
include, insofar as possible, the free exchange of informa-
tion on subject matter which may not necessarily be proper
for consultation or negotiation.TIT.Joes not mean the
Organizations will be given all Departmental documents.
All such information should be submitted as far in advance
as practicable and should be withheld only for security
Fe2SOIlS.
Last sentence eliminated since it
duplicates information contained in
other provisions of Agreement.

The purpose is to assure free exchange
of information at local, regional
and national levels. Some subjects
while not negotiable nor requiring
consultation, still have a bearing on
personnel policies, practices and
working conditions and information on
such subjects should be given to
Organization representatives. For
example, the fact that a superintendent
of mails is expected to be on sick leave
for an extended period of time and
another supervisor will assume his
duties is not a matter for negotiations
or consultation; however, this information
should be made available to Organization
representatives as soon as possible.
Mote however, that this exchange is limited
in that certain strictly internal
management documents do not have to be
given to the organizations, even though
the subject matter of such documents
may properly be discussed with employee
organizations. Some locals may take this
provision as a "fishing license" to
require Postmasters to open their jobs
to them. While the Department encourages
exchange of information this section should
not be abused. Postmasters should check
carefully any printed interpretations
concerning exchange of information.
For example, the official document used
to arrive at the total number of sub hours
should not be given to union representatives
although a postal representative can furnish
information relative to sub hours used.
4
Each individual employee organization that is a party to this Agree-
nent shall be given the opportunity to be represented at discussions
t the national level between officials of the Department and em-
loyees and/or employee representatives concerning grievances, personnel
olicies and practices, and other matters affecting general working condi-
ions of craft or occupational group employees in the unit represented on
national basis by the individual organization.
A representative of an Employee Organization having exclusive recognition
as the right to be present and the postal official at the regional or local
>vel is obligated to offer such Employee Organization representative an
pportunity to be present when matters affecting the craft group are being
resented by and/or discussed with employee organizations.
:ach organization has been recognized as the exclusive representative
f craft or occupational group employees of an appropriate national unit
nd is entitled to act for and to negotiate supplemental agreements for all
ployees in their respective units.
. Bulletin Boards
eparate Bulletin Boards for the exclusive use of each organization party
this Agreement will be placed in each installation in all swing rooms
d work areas if space is available and it is otherwise feasible. One
ulletin Board will be placed at each appropriate location for the exclusive
se of the Organizations if it is not possible to have one available for
ch organization party to this Agreement. The head of the installation
all determine the number and location of the Boards, shall pass on the
itability of material for posting if, after posting, the question of suitability
raised, and shall otherwise govern use of the Boards. Prior to the removal
a posting, the installation head shall discuss with the Craft Representa-
e. If no agreement is reached, a copy of the bulletin in question shall
initialed, dated and reason for removal noted by the installation head
d returned to the Craft Representative.
. Distribution of Information
iterature or notices may be distributed or posted at appropriate points
ſithin work areas of a postal building by employees of the installation
3rving as representatives of employee groups that are party to this
greement. As a guide to organization officials, literature containing
ttacks or propaganda against the United States Government or its agencies
against individuals may not be posted or distributed on Federal
emises. The distribution of literature will be permitted provided it is
2. Each individual employee organization that is a party to
this Agreement shall be given the opportunity to be repre-
sented at discussions at the national level between officials
of the Department and employees and/or employee repre-
sentatives concerning grievances, personnel policies and
practices, and other matters affecting general working con-
ditions of craft or occupational group employees in the unit
represented on a national basis by the individual organiza-
tion.
3. A representative of an Employee Organization having exclu-
sive recognition has the right to be present and the postal
official at the regional or local level is obligated to offer such
Employee Organization representative an opportunity to be
present when matters affecting the craft group are being
Presented by and/or discussed with employee organizations.
4. Each organization has been recognized as the exclusive
representative of craft or occupational group employees of
an appropriate national unit and is entitled to act for and
to negotiate supplemental agreements for all employees in
their respective units.
E. Bulletin Boards
Separate bulletin boards for the exclusive use of each Oſga-
nization party to this Agreement will be placed in each installa-
tion in all swing rooms and work areas if Space is available and
it is otherwise feasible. One bulletin board will be placed at
each appropriate location for the exclusive use of the Orga-
nizations if it is not possible to have one available for each
organization party to this Agreement. The head of the instal-
lation shall determine the number and location of the boards,
shall pass on the suitability of material for posting if, after
posting, the question of suitability is raised, and shall other-
Wise govern use of the boards. Prior to the removal of a
Posting, the installation head shall discuss with the Craft
Representative. If no agreement is reached, a copy of the
bulletin in question shall be initialed, dated and reason for
removal noted by the installation head and returned to the
Craft Representative.
F. Distribution of Information
Literature or notices may be distributed or posted at appropri-
ate points within work areas of a postal building by employees
of the installation serving as representatives of employee groups
that are party to this Agreement. As a guide to organization
officials, literature Containing attacks or propaganda against the
United States Government or its agencies or against individuals
may not be posted or distributed on Federal premises. The
distribution of literature will be permitted provided it is done


















done “off the clock” and does not interfere with work being done by
other employees. The distribution and posting of material of employee
groups does not constitute endorsement of the material by the postal official
in charge of the installation, or higher authority, and nothing may be con-
tained in the material distributed or posted that will appear to constitute an
endorsement. The Organizations agree that advertisements, circulars,
placards, handbills, cards or notices relating to any private business and
pictures, cartoons, or other documents of a political character designed to
influence an election in favor of any candidate may not be placed on the
Walls or elsewhere for public exhibition within areas used for postal activi-
ties, or the lobbies thereof, or on any portion of the post office premises.
These provisions extend to nonpostal space in Government buildings
operated by the Post Office Department.
ARTICLE V
Employee Rights
A. Right to Participate
Employees have, and shall be protected in the exercise of, the right, freely
and without fear of penalty or reprisal, to form, join and assist any em-
ployee organization or to refrain from such activity. The freedom of such
employees to assist any employee organization shall be recognized as
extending to participation in the management of the organization and acting
for the organization in the capacity of an organization representative,
including presentation of its views to officials of the Executive Branch, the
Congress, or other appropriate authority.
Participating in the management of or acting as the representative of an
employee organization is not permitted if such activity would result in a
conflict of interest or would be incompatible with law or the official duties
of the employees.
B. Conflict of Interest
“Conflict of interest” shall be applied to include “persons who make or
recommend management policies or who direct, control, or supervise
operations or personnel, and those associated with or assisting in such
direction or control;” for example:
(1) employees who have responsibility for directing and controlling the
program operations of the Department;
“off the clock” and does not interfere with work being done by
other employees. The distribution and posting of material of
employee groups does not constitute endorsement of the mate-
rial by the postal official in charge of the installation, or higher
authority, and nothing may be contained in the material dis-
tributed or posted that will appear to constitute an endorse-
ment. The Organizations agree that advertisements, circulars,
placards, handbills, cards or notices relating to any private busi-
ness and pictures, cartoons, or other documents of a political
character designed to influence an election in favor of any
candidate may not be placed on the walls or elsewhere for
public exhibition within areas used for postal activities, or the
lobbies thereof, or on any portion of the post office premises.
These provisions extend to nonpostal space in Government
buildings operated by the Post Office Department.
ARTICLE V
Employee Rights
A. Right to Participate
1. Employees have, and shall be protected in the exercise of,
the right, freely and without fear of penalty or reprisal, to
form, join and assist any employee organization or to refrain
from such activity. The freedom of such employees to
assist any employee organization shall be recognized as
extending to participation in the management of the orga-
nization and acting for the organization in the capacity of
an organization representative, including presentation of its
views to officials of the Executive Branch, the Congress, or
other appropriate authority.
2. Participating in the management of or acting as the repre-
sentative of an employee organization is not permitted if
such activity would result in a conflict of interest or would
be incompatible with law or the official duties of the
employees.
B. Conflict of Interest
“Conflict of interest” shall be applied to include “persons who
make or recommend management policies or who direct, con-
trol, or supervise operations or personnel, and those associated
with or assisting in such direction or control;" for example:
1 - employees who have responsibility for directing and con-
trolling the program operations of the Department;
(2) those supervisors who have significant managerial responsibilities;
(3) employees serving in support activities whose principal duties
involve advising or assisting management on program administration
and/or manpower utilization in other than a clerical capacity;
(4) employees directly engaged in personnel work in other than a
clerical capacity;
(5) employees whose assigned duties require that they represent the
interests of the Department at any level in any manner in consultation
or negotiations with representatives of any employee organizations.
C. Individual's Rights
The terms of this Agreement do not:
Preclude any employee of the Department from bringing matters of
personal concern to the attention of appropriate officials of the Depart-
ment in accordance with applicable law, rule, regulation, or established
Departmental policy, or from choosing his own representative in a
grievance or appellate action.
ARTICLE VI
Administration and Interpretation
2. those Supervisors who have significant managerial re-
Sponsibilities;
3. employees serving in Support activities whose principal
duties involve advising or assisting management on pro-
gram administration and/or manpower utilization in
other than a clerical capacity;
4. employees directly engaged in personnel work in other
than a clerical capacity;
P. employees whose assigned duties require that they repre-
Sent the interests of the Department at any level in any
manner in consultation or negotiation with representa-
tives of any employee organizations.
C. Individual’s Rights
The terms of this Agreement do not:
Preclude any employee of the Department from bringing mat-
ters of personal concern to the attention of appropriate officials
of the Department in accordance with applicable law, rule,
regulation, or established Departmental policy, or from choos-
ing his own representative in a grievance or appellate action.
ARTICLE VI
Administration and Interpretation
A. Restrictions
In the administration of matters covered by the Agreement, officials of the
Department and the Organizations, and all employees are governed by the
provisions of any existing or future laws, executive orders, and regulations,
including policies set forth in the Federal Personnel Manual and the
Department's regulations which may be applicable. The Agreement and
all supplements or amendments thereto shall at all times be subject to such
laws, executive orders, regulations and policies as may be in effect now
or in the future. No supplemental agreement nor any local nor other agree-
ment may change the terms or conditions of this Agreement.
This Agreement does not:
(1) Preclude or restrict consultations and dealings between the
Department and any veterans organization with respect to matters of
particular interest to employees with veterans preference, or
231-420 O - 66 - 2
A. Restrictions
1. In the administration of matters covered by the Agreement,
officials of the Department and the Organizations, and all
employees are governed by the provisions of any existing or
future laws, executive orders, and regulations, incłuding
policies set forth in the Federal Personnel Manual and the
Department's regulations which may be applicable. The
Agreement and all supplements or amendments thereto shall
at all times be subject to such laws, executive orders, regula-
tions and policies as may be in effect now or in the future.
No supplemental agreement nor any local nor other agree-
ment may change the terms or conditions of this Agreement.
2. This Agreement does not:
a. Preclude or restrict consultations and dealings between
the Department and any veterans organization with re-
Spect to matters of particular interest to employees with
Veterans preference, or
(2) Preclude the Department from consulting or dealing with any
religious, social, fraternal or other lawful association, not qualified as
an employee organization, with respect to matters or policies which
involve individual members of the association or are of particular
applicability to it or its members, when such consultations or dealings
are duly limited so as not to assume the character of formal consultation
on matters of general employee-management policy or to extend to
areas where recognition of the interest of one employee group may result
in discrimination against or injury to the interest of other employees.
B. Labor-Management Meetings at National Level
The Department through appropriate officials and representatives shall
meet with the Organizations one day during the first week of each month
and such other times as is necessary to confer, but not negotiate, with
respect to nationwide personnel policies and practices and matters affect-
ing working conditions, matters affecting the Basic Agreement, supple-
ments thereto and interpretations and disputes arising out of the adminis-
tration of local agreements.
Disputes arising out of the administration of local agreements will not
be considered until all efforts to settle the dispute at the local and regional
level have been exhausted.
The Department will also confer on the status of current and new projects
and programs, including Mail Processing and Delivery activities, and other
matters which affect employees covered by this agreement.
The Department agrees to contact the Organization or Organizations con-
cerned before action is taken when there is a doubt as to the proper inter-
pretation of the National Agreement, unless an emergency situation exists.
The agenda for the regular monthly meeting may also provide for a
discussion by Departmental officials of the status of current projects and
new programs. Such monthly meetings shall not preclude at such other
times as is reasonable any of the individual organizations which are party
to this Agreement from meeting with the Department concerning activities
of the Department of interest to the employees in the appropriate craft or
occupational group. Minutes of the monthly Labor-Management Meetings
shall be furnished to each Organization party to this Agreement. Decisions
agreed to are to be policy and shall be implemented by the Department.
C. Processing Alleged Violations at Local Level of National Agreement
Any organization granted exclusive or formal recognition at the local
b. Preclude the Department from consulting or dealing
with any religious, social, fraternal or other lawful asso-
ciation, not qualified as an employee organization, with
respect to matters or policies which involve individual
members of the association or are of particular applicabil-
ity to it or its members, when such consultations or deal-
ings are duly limited so as not to assume the character
of formal consultation on matters of general employee-
management policy or to extend to areas where recogni-
tion of the interest of one employee group may result in
discrimination against or injury to the interest of other
employees.
. Labor-Management Meetings at National Level
. The Department through appropriate officials and repre-
sentatives shall meet with the Organizations one day during
the first week of each month and such other times as is
necessary to confer, but not negotiate, with respect to na-
tionwide personnel policies and practices and matters affect-
ing working conditions, matters affecting the Basic Agree-
ment, supplements thereto and interpretations and disputes
arising out of the administration of local agreements.
. Disputes arising out of the administration of local agree-
ments will not be considered until all efforts to settle the
dispute at the local and regional level have been exhausted.
. The Department will also confer on the status of current
and new projects and programs, including Mail Processing
and Delivery activities, and other matters which affect
employees covered by this Agreement.
. The Department agrees to contact the Organization or
Organizations concerned before action is taken when there
is a doubt as to the proper interpretation of the National
Agreement, unless an emergency situation exists.
. The agenda for the regular monthly meeting may also pro-
vide for a discussion by Departmental officials of the
status of current projects and new programs. Such month-
ly meetings shall not preclude at such other times as is
reasonable any of the individual organizations which are
party to this Agreement from meeting with the Department
concerning activities of the Department of interest to the
employees in the appropriate craft or occupational group.
Minutes of the monthly Labor-Management Meetings shall
be furnished to each Organization party to this Agreement.
Decisions agreed to are to be policy and shall be imple-
mented by the Department.
Processing Alleged Violations at Local Level of National
Agreement
. Any organization granted exclusive or formal recognition at
the local level alleging that the National Agreement and
level alleging that the National Agreement and National Supplemental
Agreements have been violated on the local level may file a written protest
with the Regional Special Assistant for Employee Relations with a copy
to the installation head.
As soon as possible after receipt of the protest the Regional Special
Assistant for Employee Relations shall:
1. Determine if the protest is valid. If protest is substantiated, advise
the installation head of corrective action to be taken and inform in
writing the local protesting organization with a copy to the ap-
propriate Regional Representative party to this agreement.
2. If the protest cannot be substantiated, confer with the Regional
Representative of the exclusive National Organization(s) for the
affected craft(s) to determine whether the protest can be resolvd
based on interpretation(s) made at the National level. If resolved,
follow the notification procedure in (1) above.
3. If the issue cannot be resolved based on the interpretations made
at the National level, the protest shall be forwarded to the Special
Assistant, Employee Relations, Bureau of Personnel who will:
(a) Review with exclusive National Organization(s) concerned and
determine if the protest can be resolved based on previous
interpretations; or
(b) If it cannot be resolved, place the protest on the agenda for
the next regular Labor-Management Meeting with the exclu-
sive National Organization(s) in the craft(s) involved.
No organization other than the national exclusive organization(s) in the
affected craft(s) has a right to be present at meetings where these items
are considered. The resolution arrived at by the two parties is final and
binding and may not be appealed. The national party(ies) by mutual con-
sent may submit questions relating to the interpretation of the agreement
to advisory arbitration. The advisory arbitrator will be selected and pro-
ceed according to procedures set forth in the provisions of this Agreement
relating to advisory arbitration.
D. Administration—Agreement at Regional Level
The Department designates the Regional Director in each of its regions
as the principal representative of the Department in the respective regions
for the purpose of carrying out the policy of Executive Order 10988 of
January 17, 1962. The authority of each Regional Director in this respect
National Supplemental Agreements have been violated on
the local level may file a written protest with the Regional
Special Assistant for Employee Relations with a copy to the
installation head, the regional representative of the national
Exclusive Organization of the craft involved, and the
regional representative of the local filing the alleged
violation(s).
. As soon as possible after receipt of the protest the Regional
Special Assistant for Employee Relations shall:
a. Determine if the protest is valid. If protest is sub-
stantiated, advise the installation head of corrective
action to be taken and inform in writing the local
protesting organization with a copy to the appropriate
Regional Representative party to this Agreement.
b. If the protest cannot be substantiated, confer with the
Regional Representatives)of the exclusive National Orga-
nization(s) for the affected craft(s) to determine whether
the protest can be resolved based on interpretation(s)
made at the National level. If resolved, follow the
notification procedure in (a) above.
c. If the issue cannot be resolved based on the interpreta-
tions made at the National level, the protest shall be for-
warded to the Special Assistant, Industrial Relations,
Bureau of Personnel who will:
(1) Review with exclusive National Organization(s)
concerned and determine if the protest can be
resolved based on previous interpretations; or
(2) If it cannot be resolved, place the protest on the
agenda for the next regular Labor-Management
Meeting with the exclusive National Organization(s)
in the craft(s) involved.
3. No organization other than the national exclusive orga-
nization(s) in the affected craft(s) has a right to be present
at meetings where these items are considered. The resolu-
tion arrived at by the two parties is final and binding and
may not be appealed. The national party(ies) by mutual
consent may submit questions relating to the interpretation
of the agreement to advisory arbitration. The advisory
arbitrator will be selected and proceed according to pro-
cedures set forth in the provisions of this Agreement re-
lating to advisory arbitration.
D. Administration—Agreement at Regional Level
1. The Department designates the Regional Director in each
of its regions as the principal representative of the Depart-
ment in the respective regions for the purpose of carrying
out the policy of Executive Order 10988 of January 17,
1962. The authority of each Regional Director in this
Provides for Distribution of
additional copies of alleged violations
of the National Agreement.
shall be exercised subject to the terms and conditions of this Agreement and
all amendments or supplements.
On or before the effective date of this Agreement, each organization party
thereto shall furnish to the Department and each Regional Director, in
writing, the name, title and address of its principal representative in each
of the regions of the Department.
The Organizations are responsible for notifying the Department and
Regional Directors of changes of their respective representatives as such
changes occur.
The Regional Director or designated regional officials and representatives
shall meet with one regional representative of each organization which has
exclusive or formal recognition at the regional level to announce new or to
confer on the status of current projects, programs, and other activities of
interest to the employees. The designated employee representative may be
accompanied by such technical assistants as needed, at no expense to the
Department. The organizations shall be permitted to submit agenda items
for inclusion among the topics to be discussed provided the material to be
discussed is of general interest to all or the majority of the organizations
present at the meeting.
Such meetings at the regional level, in order to insure full and complete
communication from management to employee and employee to manage-
ment, shall be called by the Regional Director at least once each quar-
ter. These meetings will not preclude, at such other times as is reasonable,
any of the regional representatives of individual organizations with exclu-
sive or formal recognition at the regional level from meetings with Regional
Officials concerning activities of interest to the employees in the appro-
priate craft or occupational group.
Major problems or plans such as the Christmas operation or a national
emergency may justify the attendance of one representative of each of
the Organizations from each state in the region, in addition to the desig-
nated regional representatives being called by the Regional Director to
attend regional Labor-Management meetings.
The designated regional representatives, technical assistants, or state repre-
sentatives called to attend such meetings by the Regional Director shall be
placed on official time and be issued appropriate travel orders provided
they are not on an extended leave status, in order to engage in business for
the organizations they represent and provided they are employees under
the jurisdiction of the Regional Director calling the meeting.
5
respect shall be exercised subject to the terms and condi-
tions of this Agreement and all amendments or supplements.
. On or before the effective date of this Agreement, each
organization party thereto shall furnish to the Department
and each Regional Director, in writing, the name, title and
address of its principal representative in each of the regions
of the Department.
. The Organizations are responsible for notifying the Depart-
ment and Regional Directors of changes of their respective
representatives as such changes occur.
. The Regional Director or designated regional officials and
representatives shall meet with one regional representative
of each organization which has exclusive or formal recog-
nition at the regional level to announce new or to confer
on the status of current projects, programs, and other ac-
tivities of interest to the employees. The designated em-
ployee representative may be accompanied by such technical
assistants as needed, at no expense to the Department. The
organizations shall be permitted to submit agenda items for
inclusion among the topics to be discussed provided the
material to be discussed is of general interest to all or the
majority of the organizations present at the meeting.
. Such meetings at the regional level, in order to insure full
and complete communication from management to em-
ployee and employee to management, shall be called by the
Regional Director at least once each quarter. These meetings
will not preclude, at such other times as is reasonable, any of
the regional representatives of individual organizations with
exclusive or formal recognition at the regional level from
meetings with Regional Officials concerning activities of in-
terest to the employees in the appropriate craft or occupa-
tional group.
. Major problems or plans such as the Christmas operation
or a national emergency may justify the attendance of one
representative of each of the Organizations from each state
in the region, in addition to the designated regional repre-
sentatives being called by the Regional Director to attend
regional Labor-Management meetings.
. The designated regional representatives, technical assistants,
or state representatives called to attend such meetings by
the Regional Director shall be placed on official time and
be issued appropriate travel orders provided they are not
on an extended leave status, in order to engage in business
for the organizations they represent and provided they are
employees under the jurisdiction of the Regional Director
calling the meeting.
10
E. Administration—Agreement at Local Installation Level
At each post office wherein craft or occupational group employees are
in a unit represented by an employee organization on an exclusive basis,
the postmaster shall meet, except as noted below, with the appropriate
representatives of each employee organization so recognized at least once
each quarter.
Such regular meetings shall be called by the postmaster and employee
representatives in accordance with the following:
The total number of representatives, from each craft or occupational
group represented by an Employee Organization having exclusive recog-
nition, who may attend these meetings is negotiable. However, the
number of representatives who will be entitled to official time benefits
of this Article will be based on the following: One (1) representative
from each craft or occupational group having exclusive recognition with
twenty-five (25) or less regular employees; two (2) representatives
from each craft or occupational group having exclusive recognition with
twenty-six (26) or more regular employees. Craft or occupational
groups represented by an employee organization not having exclusive
recognition shall not be invited or attend these meetings.
Those called to attend such meetings, who are employees of that post office,
shall be granted official time to the extent necessary to compensate them
for time absent from their regular assigned duties in the post office on that
day. It is intended that organization representatives shall not gain or lose
compensation because of attendance at such meetings.
The parties to the Agreement recognize the necessity for postmasters and
representatives of employee organizations accorded exclusive recognition at
the largest installations to meet more often than once a quarter. The parties
also recognize that at the very smallest installations where there exists
daily contact between the postmaster and all or the majority of the em-
ployees that regular meetings once each quarter need not be held.
Those local installations required to meet more often than once a quarter
will be required to provide in their local supplemental agreements with
their organizations with exclusive recognition at the installation the number
of meetings required in excess of one each quarter. In no event is there
to be more than one such meeting each month.
The postmaster and appropriate officials shall meet with the appropriate
representative of the organizations at these regular meetings and confer
with respect to the local supplemental agreements and any interpretations
and disputes arising out of the administration of local supplemental agree-
ImentS.
E. Administration—Agreement at Local Installation Level
1. At each post office wherein craft or occupational group
employees are in a unit represented by an employee organi-
zation on an exclusive basis, the installation head shall meet,
except as noted below, with the appropriate representatives
of each employee organization so recognized at least once
each quarter.
. Such regular meetings shall be called by the installation
head and employee representatives in accordance with the
following:
The total number of representatives, from each craft or
occupational group represented by an Employee Organi-
zation having exclusive recognition, who may attend these
meetings is negotiable. However, the number of repre-
sentatives who will be entitled to official time benefits of
this Article will be based on the following: One (1) rep-
resentative from each craft or occupational group having
exclusive recognition with twenty-five (25) or less regular
employees; two (2) representatives from each craft or oc-
cupational group having exclusive recognition with twenty-
six (26) or more regular employees. Craft or occupa-
tional groups represented by an employee organization
not having exclusive recognition shall not be invited or
attend these meetings.
. Those called to attend such meetings, who are employees
of that post office, shall be granted official time to the extent
necessary to compensate them for time absent from their
regular assigned duties in the post office on that day. It is
intended that organization representatives shall not gain or
lose compensation because of attendance at such meetings.
4. The parties to the Agreement recognize the necessity for
installation heads and representatives of employee organi-
zations accorded exclusive recognition at the largest installa-
tions to meet more often than once a quarter. The parties
also recognize that at the very smallest installations where
there exists daily contact between the installation head and
all or the majority of the employees that regular meetings
once each quarter need not be held.
5. Those local installations required to meet more often than
once a quarter will be required to provide in their local
supplemental agreements with their organizations with ex-
clusive recognition at the installation the number of meet-
ings required in excess of one each quarter. In no event is
there to be more than one such meeting each month.
. The installation head and appropriate officials shall meet
with the appropriate representative of the organizations at
these regular meetings and confer with respect to the local
supplemental agreements and any interpretations and dis-
putes arising out of the administration of local Supplemental
agreements.
11
The agenda for these regular meetings with the organizations with exclusive
recognition may also provide for a discussion by the postmaster and/or
local officials of the installation of current projects and new programs.
Such meetings shall not preclude a representative of the organizations with
exclusive recognition at the local installation from meeting with local
management on matters covered by other sections of this Agreement.
ARTICLE VII
Procedures Covering Local Negotiations
A. Rules:
1. Both parties agree that active participation in negotiations in behalf
of employee organizations shall be limited to employees of the postal
service including national, regional, area or local officials of the
organization. It is further agreed that participation in behalf of
postal service management shall be limited to employees of the
postal service.
2. Negotiations leading to amendments including additions, revisions
and implementations will commence not later than September 1,
1964 and shall be completed by October 3, 1964 except that either
party has the right of one extension of 2 negotiation sessions within
the following 7-day period.
3. The installation head shall arrange a meeting with representatives of
Organizations having local installation Exclusive Recognition no
later than 5 days prior to beginning date of negotiations. Full com-
mittees of all negotiators shall meet for negotiation of agenda items
of interest to all crafts. Craft committees shall negotiate agreements
of specific concern to craft or crafts concerned.
4. Provisions should be made so that employee representatives sched-
uled for duty during the period of negotiation may (1) request
change of duty, (2) request leave without pay, (3) utilize accrued
annual leave, or (4) request change in compensatory day.
In order to minimize disruption in operations and to provide an
opportunity for full and complete discussions of items on the
agenda, negotiations may, by mutual consent, be conducted in the
evening and/or Saturdays and Sundays.
. The agenda for these regular meetings with the organizations
with exclusive recognition may also provide for a discussion
by the installation head and/or local officials of the installa-
tion of current projects and new programs.
. Such meetings shall not preclude a representative of the
organizations with exclusive recognition at the local installa-
tion from meeting with local management on matters COV-
ered by other sections of this Agreement.
ARTICLE VII
Procedures Covering Local Negotiations
A. Rules:
1.
3. The installation head shall arrange a meeting with repre-
Both parties agree that active participation in negotiations
in behalf of employee organizations shall be limited to
employees of the postal service including national, regional,
area or local officials of the organization. It is further
agreed that participation in behalf of postal service man-
agement shall be limited to employees of the postal Service.
. Negotiations will commence October 10, 1966 and be con-
cluded no Tater than November 5, 1966. Negotiation ses-
sions shall be scheduled: October 10-November 5, 1966,
inclusive. However, at any time prior to November 5, the
parties can mutually agree negotiations have been con:
cluded. -
sentatives of organizations having local installation exclu- -> *
sive recognition no later than 5 days prior to beginning
date of negotiations. Full committees of all negotiators
shall meet for negotiation of agenda items of interest to
all crafts. Craft committees shall negotiate agreements of
specific concern to craft or crafts concerned.
4. If the local exclusive organization is other than the na-
tional exclusive organization for that craft, the local affili:
are of the national exclusive organization although holding
informal recognition at the local level must be invited to
attend all meetings on negotiations. They shall act only
as observers without active participation in the arrange-
ments made or agreements reached.
. Provisions should be made so that employee representatives
scheduled for duty during the period of negotiation may
(a) request change of duty assignment, (b) request leave
without pay, (c) utilize accrued annual leave.
5
In order to minimize disruption in operations and to pro-
vide an opportunity for full and complete discussions of
items on the agenda, negotiations may, by mutual consent,
be conducted in the evening and/or Saturdays and Sundays.
6.
: Incorporates 1964 Labor Management decisi
; which provided same pre-negotiation meeti.
; for local exclusives not affiliated with
i National Exclusive organizations as local
Tº exclusives which are affiliated with
i National Exclusives.
! with all local exclusives.
Negotiations must not start before
October 10, 1966 nor be concluded later
than November 5, 1966. There is no
provision for extending the negotiating
period as was provided in 1964.
In other words
this pre-negotiation meeting must be held
Incorporates 1964 Labor Management
decision. Defines rights of affiliates
of National exclusive organizations
which hold: informal recognition.
Reference to compensatory date
deleted because of the change in law.

12
5. The convening, reconvening and adjournment of negotiating meet-
10.
ings shall be by mutual consent. Recessing of negotiating meetings
shall be on a unilateral basis.
Formal correspondence shall be used prior to negotiations to desig-
nate each Organization's Chief Spokesman-Negotiator and his alter-
nate and the Postal Installation’s Chief Spokesman-Negotiator and
his alternate. Formal correspondence will be required to effect a
change in previously designated Chief Spokesman-Negotiator or
alternate of either the Postal Installation or any of the Organiza-
tions party to the Agreement.
Each party to the Agreement shall unilaterally determine the make-
up of its principal, sub and working committees.
a. Sub-committees and working committees shall be established by
mutual consent of the parties. Ordinarily the membership of
such committees will not exceed six (6) in number, equally
divided between the two (2) parties.
b. The Chief Spokesman-Negotiator or alternate of the parties by
mutual agreement will decide scope, authority, and operation
of all sub and working committees.
c. Specialists and technicians may be added to the sub and working
committees and will be in addition to the six (6) members cited
in 7a. and will be selected in the same manner as those members.
members.
Generally meetings will be held at the Postal Installation and space
will be provided for caucus purposes. If meetings are held elsewhere
and a charge is made for facilities the parties shall share the cost.
All parties agree that proposals on agenda items will be exchanged
at least one full working day before scheduled meetings. Proposals
on agenda items not listed on such agendas may be discussed and/or
negotiated if mutually agreeable by all parties.
Both parties, when formulating proposals or counter-proposals, shall
consider that they may not negotiate provisions that are in conflict
with:
a. Law.
b. Regulations of the Department or Government agencies such
as the Civil Service Commission and the Department of Labor,
which have appropriate jurisdiction under Executive Order
10988.
10.
11.
12.
13.
. The convening, reconvening and adjournment of nego-
tiating meetings shall be by mutual consent. Recessing of
negotiating meetings shall be on a unilateral basis.
. Formal correspondence shall be used prior to negotiations
to designate each Organization's Chief Spokesman-Nego-
tiator and his alternate and the Postal Installation's Chief
Spokesman-Negotiator and his alternate. Formal corre-
spondence will be required to effect a change in previously
designated Chief Spokesman-Negotiator or alternate of
either the Postal Installation or any of the Organizations
party to the Agreement.
. Each party to the Agreement shall unilaterally determine
the makeup of its principal, sub and working committees.
a. Sub-committees and working committees shall be estab-
lished by mutual consent of the parties. Ordinarily the
membership of such committees will not exceed six (6)
in number, equally divided between the two (2) parties.
b. The Chief Spokesman-Negotiator or alternate of the
parties by mutual agreement will decide scope, authority,
and operation of all sub and working committees.
c. Specialists and technicians may be added to the sub and
working committees and will be in addition to the six
(6) members cited in 9a. and will be selected in the same
manner as those members.
Generally meetings will be held at the Postal Installation
and space will be provided for caucus purposes. If meet-
ings are held elsewhere and a charge is made for facilities
the parties shall share the cost.
All parties agree that proposals on agenda items will be
exchanged at least one full working day before scheduled
meetings. Proposals on agenda items not listed on such
agendas may be discussed and/or negotiated if mutually
agreeable by all parties.
It is most desirable that sufficient information be given
in the agenda items to give an opportunity for the other
side to familiarize itself, with the subject matter so that
it may be fully developed when it is reached on the agenda.
Both parties, when formulating proposals or counter-pro-
posals, shall consider that they may not negotiate provisions
that:
a. Are in conflict with law.
b. Are in conflict with regulations of the Department or
Government agencies such as the Civil Service Com-
mission and the Department of Labor, which have ap-
propriate jurisdiction under Executive Order 10988.
Incorporates 1964 labor management
decision and is primarily for aid in
local negotiations.

13

14
c. The National Agreement and National Supplements.
d. Matters not within the administrative discretion of the installa-
tion head. -
11. Grievances will not be made the subject of discussion during negoti-
ating sessions.
12. It is agreed by all parties that all procedures and stipulations set
forth herein apply to negotiations between the Postal Installation
and the Employee Organizations whether negotiations are carried on
as a full committee or in sub-committee.
13. Either party is entitled to have a written record of a concise state-
ment from the other Party as to the meaning and proposed Opera-
tion of a specific provision of a proposal submitted by the other
party.
C.
14.
15.
Repeat, reword, paraphrase or conflict with the National
Agreement and National Supplements. (This is not to
be interpreted to mean that local negotiations shall be
restricted to only those options provided in articles in
the National Agreement and National Supplements.)
. Are not within the administrative discretion of the in-
stallation head.
Grievances will not be made the subject of discussion dur-
ing negotiating Sessions.
It is agreed by all parties that all procedures and stipula-
tions set forth herein apply to negotiations between the
Postal Installation and the Employee Organizations whether
negotiations are carried on as a full committee or in sub-
committee.
16. Either party is entitled to have a written record of a con-
cise statement from the other party as to the meaning and
proposed operation of a specific provision of a proposal
Submitted by une olner party.
a.
Proposals must be accepted for negotiation by the other
party or responded to with counter-proposals by the
other party. If the other party considers the proposal
non-negotiable, it shall so state in writing, giving spe-
cific reasons why. TA mere Statement such as “it is a
EFEFOgāTVETSFTmanagement," is not sufficient. Any
proposal which has a direct effect on personnel policies,
practices and working conditions and is not barred by
RTIET3TSTEFCEEFTSüBject for negotiation.
. If agreement can't be reached on the allegation of “non-
negotiability” the questions shall immediately be re-
ferred to the Deputy Assistant Postmaster General,
Bureau of Personneſ, and the representatives of the Na-
tional Exclusive Organizations for determination. Such
submissions shall be signed by the Chief Negotiator of
55th partſCSTRETRSTāTETIOTHEad ShāIT furnish copies
to the Deputy Assistant Postmaster General, Bureau of
Personnel and the National Headquarters of the Or-
ganizations.
conflict with the National Agreement. This
Significant change is in sub-paragraph
c and is intended not only to reduce
size of local agreements but to
eliminate possibility of conflict
with National Agreement. ” In past,

repeating provisions of the National
Agreement in part or paraphrase language
Qf the National Agreement in 10cal agreement:
has led to application and interpretations in
new language is strong and mandatory. All
local agreements should be updated by deletii
any language which repeats, rewords, para-
phrases or is in conflict with the National
Agreement and National Supplements. This
applies even in those instances in which
the parties choose not to negotiate. Note,
however, that the scope of 10cal negotiations
is not limited to those options in National
Agreement.
Major departure from the 1964 procedures
when there was no mention of "allegations
of non-negotiability" although a labor-
management decision did provide for a
Position paper" to be submitted in lieu
of a counter-proposal when a proposal was
deemed to be non-negotiable. The new
procedure (Paragraph a) requires that when
either party considers & proposal of the
other party non-negotiable it must so state
in writing giving specific reasons why.
Close attention to the £equirements of this
Paragraph should result in better under-
standing of the National Agreement.
Paragraph b spells out procedures for
Processing allegation of non-negotiability
calling for direct referral to the Depart.'
* . In 1964 such allegations were
considered only at the Regional Level and
only if processed as a local impasse.
14. The Chief Spokesman-Negotiator or his alternate for each of the
15.
16.
Organizations and the Installation Head shall be in a position to
make a decision such as:
To accept a proposal;
b. To request an opportunity to submit a counterproposal at the
next negotiation session;
c. To bring in proper technical assistants at the next negotiation
session.
When a proposal has been tentatively agreed upon by both parties,
it shall be initialed by both parties. This does not prevent the pro-
posal being reopened during the current negotiation period.
It is mutually agreed that an impasse occurs only after both parties
have presented proposals and counterproposals in good faith and
both parties have considered the proposals and counterproposals of
the other party in good faith and despite such honest and diligent
efforts no agreement can be reached on the subject being neogtiated.
When it has been determined that an impasse has been reached, the
following shall be the procedures:
Impasse items shall be reported at the conclusion of the 10th and
20th days of the negotiation period to the Special Assistant for
Employee Relations and the Regional Representative of the Organ-
ization(s) for recommendations. Such submission shall be signed
by the Chief Negotiator of both parties.
17.
The Chief Spokesman-Negotiator or his alternate for each
of the Organizations and the Installation Head shall be in
a position to make a decision such as:
a. To accept a proposal;
b. To request an opportunity to submit a counterproposal
at the next negotiation session;
c. To bring in proper technical assistants at the next nego-
tiation session.
18. When a proposal has been tentatively agreed upon by both
19.
parties, it shall be initialed by both parties. This does not
prevent the proposal being reopened during the current
negotiation period.
It is mutually agreed that an impasse occurs only after both
parties have presented proposals and counterproposals in
good faith and both parties have considered the proposals
and counterproposals of the other party in good faith and
despite such honest and diligent efforts no agreement can
be reached on the subject being negotiated.
a. When it has been determined that an impasse has been
reached on provisions of an existing local agreement
for which retention has been guaranteed unless there is
mutual agreement to change, the impasse will be re-
solved by continuing existing language unchanged.
b. When it has been determined that an impasse has been
reached on new items or on provisions of an existing
local agreement for which there has been no guarantee
of retention, the following shall be the procedures:
(1) Impasse items shall be reported at the close of the
231-420 O - 66 – 3
first two weeks of negotiations and at the con-
clusion of negotiations to the Regional Special As-
sistant for Employee Relations and the Regional
Representative(s) of the Organization(s) for joint
consideration. Such submission shall be signed by
the Chief Negotiator of both parties and forwarded
by the Installation Head to such designated officials
at the regional level.
(2.) If agreement is reached at the regional level within
15 days of receipt the decision shall be binding on
the local parties.
(3.) If mutual agreement can’t be reached at the regional
level, the impasse shall be forwarded promptly to
the Deputy Assistant Postmaster General, Bureau
of Personnel and the representatives of the Na-
tional Exclusive Organization(s) concerned for con-
sideration. Such submission shall be signed by the
Special Assistant for Employee Relations and the
Regional Employee Representative(s) and forward-
i
Paragraph a guarantees the status
quo on all provisions of local agree-
ments which were extended by the local
parties August 29 - September 2 or
which were extended upon higher level
review. Note that all such impasses
are not subject to these impasse
procedures. They are not reported to
higher level; rather, they are resolved
by leaving existing language unchanged.


Provides for resolving impasses on new
items or provisions of the agreement
for which there was no guarantee of
retention. Impasse items go to
the regional level at the end of the
first two weeks and at the end of
negotiations. If there is agreement
at the regional level, the decision
is binding on the local parties. If
no agreement at the regional level, it goes
to the national level for resolution.
The decision at the national level is
binding on the local parties. If ghere
15

17.
18.
19.
Issues not made the subject of negotiation during the negotiating
period can be negotiated no sooner than 120 calendar days after the
effective date of the local agreements and only by mutual consent of
the parties. Either party desiring to negotiate such items must
designate their intention by sending a ten-calendar day written notice
to the other party. These negotiations must begin within 15 calendar
days after receipt of the notice and cannot continue for more than
ten calendar days.
Issues made the subject of negotiations during current negotiations
but not agreed upon may again become the subject matter of local
negotiation six (6) months after the effective date of the local agree-
ment if it is mutually agreed by the parties. Such negotiations shall
not exceed ten (10) calendar days.
None of the issues agreed upon during the principal negotiating
period can be renegotiated during the life of the local agreement.
Signed copies of all negotiated agreements shall be furnished to the
Regional Special Assistant for Employee Relations, Regional Repre-
sentative of the Organization and one copy to its National Head-
quarters and the Local Chief Negotiator of each of the crafts con-
cerned.
ed to such designated officials at the national level
by the Special Assistant for Employee Relations.
(4.) A decision shall be reached within 15 working days
of receipt and proper notification of representa-
tives of the employee organization(s) involved by
the Department. If the representative of the em-
ployee organization(s) involved fails to meet in an
effort to resolve the impasse during the stipulated
time, the impasse will be considered unresolved.
(5.) The decision at the national level shall be binding
on the local parties. TIf no decision is reached,
either on existing articles in the Agreement or on
new items, the impasse issues will fail and not be
subject to further negotiation during the life of the
local agreement.
(6.) Final signing of local agreements shall not be later
than 15 days after both local parties have been
notified of action taken on all impasses at the
regional or national level.
20. Issues not made the subject of negotiation during the nego
tiating period can be negotiated no sooner than 120 calen-
dar days after the effective date of the local agreements
and only by mutual consent of the parties. Either party
desiring to negotiate such items must designate their in-
tention by sending a ten-calendar day written notice to the
other party. These negotiations must begin within 15
calendar days after receipt of the notice and cannot con-
tinue for more than ten calendar days.
21.
22.
None of the issues agreed upon during the principal ne-
gotiating period can be renegotiated during the life of the
local agreement.
The installation head shall furnish signed copies of all ne-
gotiated agreements to the following: two (2) copies to
the Regional Special Assistant for Employee Relations;
one (1) copy each to the Regional Representative of the
Organization, the national headquarters of the Organiza-
tion and the Local Chief Negotiator of each of the crafts
concerned.
is no decision at the national level,
the impasse fails and will not be subject
to further negotiations during the life
of the local agreement. At no time
do impasse items return to the local
level for further bargaining. They either
are resolved at higher level or die.
Final signing of the local agreements
will not take place until the local parties
have been notified of actions
On all impasses. Installation heads
should pay particular attention to the
reporting requirements for impasses
so that copies are sent to all designated
officials.

Of old agreement deleted. This means
that items on which impasses were not
resolved will not be reopened until
a new negotiating period is established
after the termination of this agreement .
Officially designates instal lation head
to furnish signed copies of local agree—
ment and provides for additional copies to
Regional Special Assistant.

16
B. Change of Installation Head
A change in postmasters or other installation heads will have no effect on
local agreements.
C. Duration of Local Agreements
The duration and amendment of local agreements shall be subject to the
specific provision of this Agreement as set forth herein and in Article XXV,
Duration of Agreements and Special Provisions.
D. Invalidations
When local negotiations have resulted in a signed agreement a review of
these agreements may be made independently by an official of the regional
office and the regional representative of the employee organization which
negotiated the local agreement for the purpose of ascertaining there is no
conflict with existing law, postal regulations, or the National Agreement,
and Supplements thereto.
In order to preserve the spirit in which these negotiations were entered into
and the agreements reached, the review shall not result in an invalidation
of an entire article covering a particular subject because one of the
provisions of the Article is alleged to be invalid. If the regional and em-
ployee organization reviewers agree that deletion, addition or re-wording
of an Article or provision can be made without changing the intent or
operation of the Article or provisions in question, it shall be remanded
to the postmaster and local employee organization with the suggested
language changes. Such suggestions will not be adopted except by mutual
consent of both parties at the local level.
Should the review result in an allegation that there is a conflict in law,
the Postal Manual or the National Agreement, and Supplements thereto,
consultation shall be arranged between the Regional Special Assistant for
Employee Relations and the regional representative of the organization
concerned. If the matter can be resolved by means of this consultation,
the postmaster and local employee organization shall be notified of the
decision agreed upon.
B. Change of Installation Head
A change in postmasters or other installation heads will have
no effect on local agreements.
C. Duration of Local Agreements
The duration and amendment of local agreements shall be
subject to the specific provision of this Agreement as set forth
herein in Article XXVII, Duration of Agreements and Spe-
cial Provisions.
. Invalidations
. When local negotiations have resulted in a signed agree-
ment a review of these agreements may be made independ-
ently by an official of the regional office and the regional
representative of the employee organization which nego-
tiated the local agreement for the purpose of ascertaining
that there is no conflict with existing law, postal regulations,
or the National Agreement, and Supplements thereto.
. In order to preserve the spirit in which these negotiations
were entered into and the agreements reached, the review
shall not result in an invalidation of an entire article cover-
ing a particular subject because one of the provisions of the
Article is alleged to be invalid. If the regional and em-
ployee organization reviewers agree that deletion, addition
or re-wording of an Article or provision can be made with-
out changing the intent or operation of the Article or pro-
visions in question, it shall be remanded to the installation
head and local employee organization with the suggested
language changes. Such suggestions will not be adopted ex-
cept by mutual consent of both parties at the local level.
. Should the review result in an allegation that there is a
conflict in law, the Postal Manual or the National Agree-
ment, and Supplements thereto, consultation shall be ar-
ranged between the Regional Special Assistant for Employee
Relations and the regional representative of the organiza-
tion concerned. If the matter can be resolved by means of
this consultation, the installation head and local employee
organization shall be notified of the decision agreed upon.
17
In no case shall an Article or provision be invalidated until after it has
been reviewed by the regional official and the employee organization
representative.
If the issue cannot be resolved at the regional level it shall be forwarded to
the Special Assistant for Employee Relations, Bureau of Personnel, who
will review the alleged invalidation with the representative of the employee
organization concerned. Notification of the decision arrived at shall be
given to parties involved.
If the alleged invalidation deals with an interpretation of the National
Agreement or Supplements thereto, and an employee organization other
than one having exclusive recognition at the national level is involved, the
employee Organization that has exclusive recognition for the craft shall be
present at the meeting with the Special Assistant for Employee Relations,
Bureau of Personnel and the employee organization.
4. If the issue is not resolved at the regional level, it shall be
forwarded to the Deputy Assistant Postmaster General, Bu-
reau of Personnel, who will take the following action:
a. If on review his decision is to uphold the employee or-
ganization, he will notify the regional office with a copy
to the national representative of the employee organiza-
tion.
b. In all other instances, he will schedule a review of the
alleged invalidation with the representative of the em-
ployee organization involved. If the representative of
the employee organization involved fails to consult on
the alleged invalidation within 15 days of notification,
the Department will take unilateral action on the invali-
dation. Notification of the decision shall be given to
the parties involved.
5. If the alleged invalidation deals with an interpretation of
the National Agreement or Supplements thereto, and an
employee organization other than one having exclusive
recognition at the national level is involved, the Deputy
Assistant Postmaster General, Bureau of Personnel, shall
schedule a review, and the Employee Organization that has
national exclusive recognition for the craft shall be present
at the meeting with the employee organization involved.
6. In no case shall an Article or provision be invalidated until
after it has been reviewed at the regional and/or national
level in accordance with these procedures.
E. Special Provisions
1. Local organizations certified as exclusive representatives in
units where no exclusive recognition previously existed are
entitled to negotiations not later than two months after
such certification, except within six months of the termina-
tion date of the National Agreement.
Procedures for resolving alleged invalidations
at National Level changed: (1) Issues forwarde
to Deputy Assistant Postmaster General,
Personnel, instead of Special Assistant for
Employee Relations; (2) direct action by
Deputy Assistant Postmaster General (no need
for consultation) if upon review decision,
is to uphold employee organization; (3) If
Organization representative fails to consult
within 15 days of notification, Department
makes unilateral decision on alleged invali–
dation.

Provides there must be consultation if employee
9rganizations other than Big Exclusive Organ-
1zations is involved and further provides that
Big Exclusive organization representatives is
Present at any such meeting.
Guarantees that provisions of local agreements
will not be invalidated until after they
have been reviewed at regional or national
level.
Provides new exclusive organization
(in a unit where no exclusive
representative previously existed)
an opportunity to negotiate a local
agreement. However when a new
6 months of the termination date of the
National Agreement, such new exclusive
must wait until the general period for
local negotiations which is determined
in national negotiations.
18
2. When a valid petition for exclusive recognition is pending
in a unit where exclusive recognition exists, the installation Bars ins tallation head and exclusive
head and the local parties are barred from negotiating until - - Organizations from negotiating eVºtº
the question of representation has been decided. When the during the established period for
question has been decided, the local organization then cer- local negotiations if a valid petition
tified, or recertified, as exclusive representative is entitled ...sing **, *.clusive recognition is
to negotiations not later than two months after such certi- ps ng. Establishes conditions that
fication except within six months of the termination date will prevail until the question of
of the National Agreement. recognition has been decided.
a. If a local agreement exists, the installation head shall
continue to observe it until the question of representation
Thas been decided.
b. If there is no change in exclusive recognition, any agree-
ment reached at the national level concerning retention
of provisions in existing local agreements, unless there is
ñūtūāTāgreement to change, shall apply.
c. If there is a change in exclusive recognition, the installa-
tion head shall continue to observe the general terms
and conditions until the new exclusive organization has
had an opportunity to negotiate a new agreement. Mu-
füaſ agreement will be required to carry forth any pro-
VISIOTSTOf the expiring agreement into the new agree-
ment.
3. All newly certified exclusive representatives who have not Specifies that all organizations which
had an opportunity to negotiate locally prior to October have been certified as exclusive representa
10, 1966, shall be entitled to negotiate during the period tives since the last period of is:
established in Section A, Rule 2 above. negotiations in 1964 are entitled to
negotiate agreements October 10 - Nov. 5
©
4. Procedures for such local negotiations shall be the same as Provides time limit and procedures
those outlined in this Article, except that the local parties for all negotiations conducted
shall mutually agree to a 30-day period for negotiations. Sequent to th - ucted sub-
Impasse items shall be reported at the close of negotiations º e established negotiating
and processed as provided for in Section ATRule T9. Period of October 10 - November 5, 1966
which are made necessary under 1 and 2 above.
3. The duration of such local agreements shall be subject to
that Article of the National Agreement then in effect relat-
ing to the duration of agreements and special provisions.
Ties duration of local agreements
negotiated under provisions of Section E
to termination date in Article XXVII
19
ARTICLE VIII
Policy on Discipline
A. Introduction
The parties are in agreement that the maintenance of discipline is essen-
tial to the satisfactory operation of the Postal service. They are in further
agreement that whenever it is necessary to take disciplinary measures
against an individual the overriding considerations shall be that the action
taken shall be corrective rather than punitive and that it must be influenced
by impartial considerations of the dignity of the individual, justice and
equality. The parties also agree that they will insist that each employee
will treat all other employees with respect and consideration regardless
of his status in the postal service or in an employee organization.
The Department agrees that the cornerstone of discipline should be
informal in nature.
B. Definitions
Misconduct or inefficiency in performing the
duties of a position satisfactorily.
1. Deficiency:
2. Informal Discipline:
a. Verbal:
(1) Discussion: The act of discussing and reasoning.
(2) Counselling: Oral instruction in directing the conduct of
an individual. An effort on the part of man-
agement to explore with an employee the
source of any difficulty and suggestions of
constructive ways to overcome such diffi-
culty. Counselling of an employee shall be
accomplished by an individual supervisor as
privately as possible. During the counsel-
ling, only the employee and the counselling
supervisor shall be present. Local agree-
ments shall not limit or designate the num-
ber of counsellings.
ARTICLE VIII
Policy on Discipline
A. Hntroduction
1. The parties are in agreement that the maintenance of dis-
cipline is essential to the satisfactory operation of the postal
service. They are in further agreement that whenever it is
necessary to take disciplinary measures against an individual
the overriding considerations shall be that the action taken
shall be corrective rather than punitive and that it must be
influenced by impartial considerations of the dignity of the
individual, justice and equality. The parties also agree that
they will insist that each employee will treat all other em-
ployees with respect and consideration regardless of his
status in the postal service or in an employee organization.
2. The Department agrees that the cornerstone of discipline
should be informal in nature. -
B. Definitions
1. Deficiency:
a. Misconduct or
b. Failure to conform to or meet requirements of law, regu-
lations, instructions or to perform assigned duties satis-
factorily.
2. Pre-disciplinary procedures:
a. Discussion: The act of discussing and reasoning
b. Counselling:
(1.) Oral instruction in directing the conduct of an indi-
vidual. An effort on the part of management to ex-
plore with an employee the source of any difficulty
and suggestions of constructive ways to overcome
such difficulty. Counselling of an employee is a
private matter between the supervisor and the em-
ployee. During the counselling, only the employee
and the counselling supervisor shall be present.
Counselling is a friendly business-like exchange of
information between an employee and his super-
visor. It is guided by the Supervisor. It has a specific
purpose of improving the employee's knowledge of
a subject related to his employment. Local agree-
ments shall not limit or designate the number of
counsellings.
Redefines and expands scoP9 of deficiency
Former language could be misinterpreted
as applying only to performance of duties
New language makes clear deficiency
expanded to include failure to conform to
or meet requirements of law, regulations
and instructions as well as failure to
perform assigned duties satisfactorily.
Definition of Discussion, counselling
and written letter of warning have been
separated to draw clear distinction &
between discussion and counselling which
are not considered discipline, but
rather pre-disciplinary procedures, and
written letter of warning which is
informal discipline. The definition
of counselling has been expanded and
makes crystal clear that counselling.
is a private matter between a SuperVisor
and an employee. No 1ocal agreement
can provide for employee representation
during counselling.
b. Written Letter of A warning concerning the performance of
Warning: an undesirable practice or failure to per-
form a required duty assignment in writ-
ing from a supervisor to an employee who
commits an offense too serious to justify
counselling and not sufficiently serious to
warrant formal discipline. The local agree-
ment shall not designate the number of of
fenses prior to written letter of warning.
3. Formal Discipline:
a. Reprimand: A written reproof or censure. An employee
may be issued a letter of reprimand only as
a result of a letter of proposed adverse
action. An employee has an appeal right
under the grievance procedure from a rep-
rimand only when the reprimand is the
initial decision of management.
b. Suspension: To remove an employee from his employ-
ment for a fixed period of time for cause.
(Appealable under adverse action proce-
dure).
c. Removal: A dismissal from employment for cause.
(Appealable under adverse action pro-
cedure).
C. Implementation
The maintenance of an efficient operation, good morale and discipline is
a management responsibility. Its day-to-day implementation depends upon
the ability of supervision to carry out management's programs. From time
to time it is necessary for supervision to take corrective actions in order
to maintain and increase the efficiency of the postal service. There are a
number of accepted techniques available as remedies for deficiencies. The
nature of an offense and its degree of seriousness must be the guide to
supervision in the choice of remedial or corrective action.
(2) Following oral counselling, there is no prohibition
against the supervisor and/or the employee making
a notation of the date and a brief statement of the
subjecTimaſter for their own records. However,
Such notation shall not be included in the employee's
personnel folder, nor will there be an official form
devised for this purpose by the department.
3. Informal Discipline:
Written letter of Warning: A warning concerning the per-
formance of an undesirable practice or failure to perform
a required duty assignment in writing from a Supervisor to
an employee who commits an offense too serious to justify
counselling and not sufficiently serious to warrant formal
discipline. The local agreement shall not designate the
number of offenses prior to written letter of warning.
4. Formal Discipline:
a. Reprimand: A written reproof or censure. An employee
may be issued a letter of reprimand only as a result
of a letter of proposed adverse action. An employee
has an appeal right under the grievance procedure from
a reprimand only when the reprimand is the initial de-
cision of management.
b. Suspension: To remove an employee from his employ-
ment for a fixed period of time for cause. (Appealable
under adverse action procedure).
c. Removal: A dismissal from employment for cause. (Ap-
pealable under adverse action procedure).
C. Implementation
1. The maintenance of an efficient operation, good morale and
discipline is a management responsibility. Its day-to-day
implementation depends upon the ability of supervision to
carry out management's programs. From time to time it is
necessary for Supervision to take corrective actions in order
to maintain and increase the efficiency of the postal service.
There are a number of accepted techniques available as
remedies for deficiencies. The nature of an offense and its
degree of seriousness must be the guide to supervision in
the choice of remedial or corrective action.
Incorporates Labor-Management decision
21
For the minor offense, which is usually unintentional, talking over the
difficulty is generally sufficient. For a repeated or a serious offense,
discussion or counselling may or may not be sufficient; if not, it may be
necessary to issue a written warning. In all situations where formal disci-
pline is recommended it is a supervisory responsibility to present the full
story—both sides—to management for such corrective action as manage-
ment may deem necessary.
Management’s action could be any of the foregoing informal corrective
techniques or a letter of proposed adverse action leading to a letter of
reprimand, suspension or a removal as the situation may demand.
Disciplinary actions are to be taken only when necessary to correct an
employee's conduct, to maintain order and to promote the efficiency of the
postal service. Before initiating such actions, complete and fair con-
sideration must be given to all circumstances involved. The severity of the
disciplinary action shall not be in excess of that needed as a corrective
IſleaSUlſe.
The charges in a letter of proposed adverse action must be limited to those
for which the employee has not previously been charged and must not
include charges from which the employee has been formally absolved.
Neither charges nor reference to past record may go back further than two
years from the issuance date of the letter.
ARTHCLE IX
Grievance Procedure
A. Definition
A grievance is any cause for dissatisfaction outside an employee's control
if the matter grows out of employment in the Postal Service and the remedy
sought is within the authority of the Postmaster General or other postal
official to whom such authority has been delegated. Grievances shall not
be accepted for processing which are based upon matters such as the mis-
sion of the Department, its budget, the technology of performing its work,
its organization, and assignment of personnel unless such assignment vio-
lates laws, regulations or policy.
. For the minor offense, which is usually unintentional, talk-
ing over the difficulty is generally sufficient. For a re-
peated or a serious offense, discussion or counselling may
or may not be sufficient; if not, it may be necessary to issue
a written warning. In all situations where formal discipline
is recommended it is a supervisory responsibility to present
the full story—both sides—to management for such cor-
rective action as management may deem necessary.
. Management's action could be any of the foregoing informal
corrective techniques or a letter of proposed adverse action
leading to a letter of reprimand, suspension or a removal as
the situation may demand.
. Disciplinary actions are to be taken only when necessary
to correct an employee's conduct, to maintain order and to
promote the efficiency of the postal service. Before initiat-
ing such actions, complete and fair consideration must be
given to all circumstances involved. The severity of the
disciplinary action shall not be in excess of that needed as
a corrective measure.
. The charges in a letter of proposed adverse action must be
limited to those for which the employee has not previously
been charged and must not include charges from which the
employee has been formally absolved. Neither charges nor
reference to past record may go back further than two
years from the issuance date of the letter.
ARTICLE IX
Grievance Procedure
A. Definition
1. A grievance is any cause for dissatisfaction outside an em-
ployee's control if the matter grows out of employment in
the Postal Service and the remedy sought is within the
authority of the Postmaster General or other postal official
to whom such authority has been delegated. Grievances
shall not be accepted for processing which are based upon
matters such as the mission of the Department, its budget,
the technology of performing its work, its organization, and
assignment of personnel unless such assignment violates
laws, regulations or policy.
22
Grievances on alleged violations of local agreements must be processed
under the section of this procedure on violations of local agreements.
Grievances on promotions must be processed under the section of this pro-
cedure on promotion appeals.
Appeals from adverse actions, determination of grade level, cases of alleged
discrimination because of race, creed, color or national origin, and inter-
pretations or alleged violations of this Agreement will be made through
separate procedures. Dissatisfactions arising out of a decision appealed
through compensation, adverse action or equal employment opportunity
procedure are not subject to further appeal under the grievance procedure.
B. Guides for Supervisors
Most grievances arise from instances of misunderstandings or problems
that should be settled promptly and satisfactorily on an informal basis at
the supervisory levels before they become formal grievances. The prompt
settlement of these problems is desirable in the interest of sound employee-
management relations. To this end, the practice of friendly discussions
of problems between employees and their supervisors is not only encour-
aged but directed.
The immediate supervisor must maintain an atmosphere in which the em-
ployee can speak freely. Complaints shall be given careful and unpreju-
diced consideration.
Fair and prompt handling by the immediate supervisor will result in the
satisfactory settlement of a large majority of these problems at the work
level.
To accomplish this, it is directed that these problems be settled wherever
possible at the earliest stage of discussion. Every resonable effort shall be
made to avoid referral to the grievance procedure.
231-420 O - 66 - 4
. Grievances on alleged violations of local agreements must
be processed under the section of this procedure on viola-
tions of local agreements.
. Grievances on promotions must be processed under the Sec-
tion of this procedure on promotion appeals.
. Appeals on the denial of a salary step-increase when the
denial is based on unsatisfactory service during the required
period of satisfactory service must be processed through
the procedures established in Paragraph S of this Article.
. Appeals from adverse actions, determination of grade level,
cases of alleged discrimination because of race, creed, color
or national origin, and interpretations or alleged violations
of this Agreement will be made through separate pro-
cedures. Dissatisfactions arising out of a decision appealed
through compensation, adverse action or equal employment
opportunity procedure are not subject to further appeal
under the grievance procedure.
. Guides for Supervisors
. Most grievances arise from instances of misunderstandings
or problems that should be settled promptly and satisfac-
torily on an informal basis at the supervisory levels before
they become formal grievances. The prompt settlement of
these problems is desirable in the interest of sound em-
ployee-management relations. To this end, the practice of
friendly discussions of problems between employees and
their supervisors is not only encouraged but directed.
. The immediate supervisor must maintain an atmosphere in
which the employee can speak freely. Complaints shall be
given careful and unprejudiced consideration.
. Fair and prompt handling by the immediate supervisor will
result in the satisfactory settlement of a large majority of
these problems at the work level.
. To accomplish this, it is directed that these problems be
settled wherever possible at the earliest stage of discussion.
Every reasonable effort shall be made to avoid referral to
the grievance procedure.
New procedure provided for appealing
denial of a step increase. Previously
handled in regular grievance procedure.
Note the limitation to denials based on
unsatisfactory service during the
legally required period between step
increases.
23
C. Eligibility to Appeal
Any employee, except Christmas or seasonal assistants, may file a griev-
ance appeal, provided action on such appeal is initiated within thirty (30)
working days from the date of the action or condition giving rise to the
grievance. An employee organization may file an appeal on behalf of an
employee provided the employee has so authorized the organization in
writing.
D. Grievance Steps at Installation Level:
1.
Whenever an employee considers himself aggrieved, he shall discuss
the matter with his immediate supervisor. If he desires, he may be
accompanied by a representative of his own choice. Both the ag-
grieved and his representative shall be allowed a reasonable amount
of official time to present the grievance. There shall be no delay and
normally the efforts of the supervisor to resolve the grievance shall
not exceed three (3) working days.
If the immediate supervisor cannot resolve the grievance the em-
ployee has the right to discuss the grievance with the head of the
installation or his designee, and to be accompanied by his represent-
ative. Both the aggrieved and/or his representative shall be allowed
a reasonable amount of official time to present the grievance. The
designee must have authority to resolve the grievance.
If as a result of such discussion at Step (2) the grievance is not re-
solved or if the employee does not wish to discuss the grievance at
Step (2) it shall be reduced to writing and filed with the head of the
installation.
The grievance shall be signed by the employee or, if he so authorizes
in writing, it may be signed by his employee organization representa-
tive or by his own chosen representative. It must contain the follow-
ing information:
a Title and grade level of grievant
b Nature of grievance
c Corrective action requested and reasons
d Summary of efforts made to resolve grievance informally
e Name of designated representative (individual or organization) if
any
C. Eligibility to Appeal
Any employee, except Christmas or seasonal assistants, may
file a grievance appeal, provided action on Such appeal is
initiated within thirty (30) working days from the date of the
action or condition giving rise to the grievance. An employee
organization may file an appeal on behalf of an employee(s)
provided the employee(s) has (have) so authorized the organi-
zation in writing.
D. Grievance Steps at Installation Level:
1. Whenever an employee considers himself aggrieved, he shall
discuss the matter with his immediate Supervisor. If he
desires, he may be accompanied by a representative of his
own choice. Both the aggrieved and his representative
shall be allowed a reasonable amount of official time to
present the grievance. There shall be no delay and nor-
mally the efforts of the supervisor to resolve the grievance
shall not exceed three (3) working days.
2. If the immediate supervisor cannot resolve the grievance
the employee has the right to discuss the grievance with the
head of the installation or his designee, and to be accom-
panied by his representative. Both the aggrieved and/or
his representative shall be allowed a reasonable amount of
official time to present the grievance. The designee must
have authority to resolve the grievance.
3. If as a result of such discussion at Step (2) the grievance
is not resolved or if the employee does not wish to discuss
the grievance at Step (2) it shall be reduced to writing and
filed with the head of the installation.
4. The grievance shall be signed by the employee or, if he so
authorizes in writing, it may be signed by his employee
organization representative or by his own chosen representa-
tive. It must contain the following information:
a. Title and grade level of grievant
b. Nature of grievance
c. Corrective action requested and reasons
. Summary of efforts made to resolve grievance informally
e. Name of designated representative (individual or organi-
zation) if any.
Employee organizations permitted to
file one grievance on behalf of more
than one employee, provided each employee
has authorized organization to represent
him. Previously separate grievances
had to be filed even if the nature of the
grievance was the same. In regards to
the authorization (s), it (or they)
must be made available to the installation
head.
24
E. An individual’s Right to be Represented
An employee has the right to select whomever he desires to represent him
at each level of the grievance procedure. In the event that the person
selected at the various levels is someone other than a representative of the
exclusive organization, the exclusive organization at that level has a right
to be present.
When an employee requests an organization rather than an individual to
represent him in a grievance procedure, management will recognize the
President of that organization as the representative, unless that official
designates another organization representative.
F. Right of Organization with Exclusive Recognition
The exclusive organization at each level has the following rights in griev-
ance matters processed at that level:
1. To be notified of the time and place of the proceedings at each step
of the grievance beginning with discussion with the head of the in-
stallation or designee.
2. To be present at all steps of the grievance procedure. (No right to be
present at initial contact with supervisor if the aggrieved has not
selected a representative.)
3. The organization, if any, with exclusive recognition at the level where
the grievance is being processed shall be furnished with a copy of the
written decision and summary, at any step at which a written deci-
Sion and/or summary is involved.
4. If not the designated representative of the grievant, shall have an op-
portunity to state the exclusive organization’s position on the griev-
ance. This right shall be exercised only one time, at each step, and
shall follow the presentation made by the employee and/or his
representative.
G. Installation Head’s Decision
Within five (5) working days from the receipt of the written appeal, the in-
stallation head shall render a written dated decision to the grievant and
submit a copy to the employee's representative, if any. The letter of deci-
sion shall indicate as clearly as is practicable, without a detailed analysis,
the basis for the action taken and must advise the employee of his right to
appeal including the right to a hearing. The installation head shall estab-
lish an official grievance file for use in the event of a further appeal.
E. An Individual’s Right to be Represented
1. An employee has the right to select whomever he desires to
represent him at each level of the grievance procedure. In
the event that the person selected at the various levels is
someone other than a representative of the exclusive or-
ganization, the exclusive organization at that level has a
right to be present.
2. When an employee requests an organization rather than an
individual to represent him in a grievance procedure, man-
agement will recognize the President of that organization
as the representative, unless that official designates another
organization representative. -
F. Right of Organization with Exclusive Recognition
The exclusive organization at each level has the following
rights in grievance matters processed at that level:
1. To be notified of the time and place of the proceedings
at each step of the grievance beginning with discussion
with the head of the installation or designee.
2. To be present at all steps of the grievance procedure.
(No right to be present at initial contact with supervisor
if the aggrieved has not selected a representative.)
3. The organization, if any, with exclusive recognition at
the level where the grievance is being processed shall be
furnished with a copy of the written decision and sum-
mary, at any step at which a written decision and/or
summary is involved.
4.
If not the designated representative of the grievant, shall
have an opportunity to state the exclusive organization's
position on the grievance. This right shall be exercised
only one time, at each step, and shall follow the presen-
tation made by the employee and/or his representative.
G. Installation Head’s Decision
Within five (5) working days from the receipt of the written
appeal, the installation head shall render a written dated deci-
sion to the grievant and submit a copy to the employee's rep-
resentative, if any. The letter of decision shall indicate as
clearly as is practicable, without a detailed analysis, the basis
for the action taken and must advise the employee of his right
to appeal including the right to a hearing. The installation
head shall establish an official grievance file for use in the
event of a further appeal.
25
26
H. Appeal from Installation Head’s Decision
If the grieved employee desires to appeal the decision of the head of the in-
stallation but does not desire a hearing, he shall appeal within five (5)
working days after receipt of the decision in writing to the second level of
appeal. A copy of the appeal to the second level shall be furnished to the
installation head who shall forward the entire grievance file to the second
level of appeal along with his answer to the grievance. The installation
head’s answer should indicate as clearly as is practicable the basis for the
action taken, a copy of which shall be sent to the grievant. The grievant
may within five (5) working days after receipt of the installation head's
answer file exceptions to the Regional Director. The grievant’s exception
will become a part of the grievance file and must be considered by the Re-
gional Director in arriving at a decision.
The appeal shall contain the following information:
1. Title and grade level of grievant
2. Nature of grievance
3. Corrective action requested and reasons
4. Summary of efforts made to resolve grievance informally
5. Name of designated representative (individual or organization) if any
6. Decision of the installation head
7. Any additional information pertinent to the grievance
8. A request for informal discussion if such is desired
H. Appeal from Installation Head's Decision
1. If the grieved employee desires to appeal the decision of
the head of the installation but does not desire a hearing,
he shall appeal within five (5) working days after receipt
of the decision in writing to the second level of appeal. A
copy of the appeal to the second level shall be furnished to
the installation head who shall forward the entire grievance
file to the second level of appeal along with his answer to
the grievance, within five (5) working days. The installaº,
head's answer should indicate as clearly as is practicable
the basis for the action taken, a copy of which shall be sent
to the grievant. The grievant may within five (5) working
days after receipt of the installation head's answer file ex-
ceptions to the Regional Director. The grievant's excep-
tion will become a part of the grievance file and must be
considered by the Regional Director in arriving at a decision.
. The appeal shall contain the following information:
a. Title and grade level of grievant
. Nature of grievance
. Corrective action requested and reasons
. Summary of efforts made to resolve grievance informally
. Name of designated representative (individual or organi-
zation) if any
. Decision of the installation head
. Any additional information pertinent to the grievance
. A request for informal discussion if such is desired.
:
f
:
Change places a time limit on installation
head for forwarding grievance file.
I. Hearing
If the employee desires a hearing either he or his representative must notify
the installation head, in writing, within five (5) working days of the installa-
tion head's decision. The installation head shall within three (3) working
days arrange for formation of a three-man hearing committee and he shall
arrange a place for the hearing. The hearing committee will consist of the
following members: the grievant will name the person of his choice to be a
member, the installation head will name the second member, and these two
members will agree, within three (3) working days, on a third member who
will act as chairman. All three members must be employees of the postal
service. At those installations where there are ten or less employees, the
grievant and/or the installation head is permitted to name members from
nearby postal installations employing more than ten people.
The hearing committee shall act as an unbiased group to hear and evaluate
such information pertinent to the grievance as may be presented by the
grievant and management of the installation. While the hearing committee
will listen to and ask questions of both sides, there shall be no confronta-
tion of witnesses nor shall either side be permitted to cross-examine the
other. Persons appointed to the hearing committee must approach their
duties with an open mind and their recommendations must be based on
a fair evaluation of the facts without distortion or personal bias.
Conduct of the hearing shall be as informal as is consistent with an orderly
presentation of the case. While the hearings will not be limited by legal
rules of evidence and procedures, testimony should be within reasonable
bounds of relevancy. Only one witness should be permitted at a time. The
grievant and his representative shall be present throughout the hearing.
The installation head shall make available to the hearing committee all
records and facts pertinent to the case, other than security or other classi-
fied materia!.
An abstract of the proceedings covering all pertinent facts shall be kept.
The abstract shall be signed by and copies furnished to all members of the
hearing committee. Within five (5) working days after the completion of
the hearing, the hearing committee shall furnish the installation head, the
grievant and his representative with a summary of the hearing together
with its decision.
I. Hearing
1. If the employee desires a hearing either he or his repre-
sentative must notify the installation head in writing, within
five (5) working days of the installation head's decision.
The installation head shall within three (3) working days
arrange for formation of a three-man hearing committee
and he shall arrange a place for the hearing. The hearing
committee will consist of the following members: the griev-
ant will name the person of his choice to be a member, the
installation head will name the second member, and these
two members will agree, within three (3) working days, on
a third member who will act as chairman. All three mem-
bers must be employees of the postal service. At those
installations where there are ten or less employees, the
grievant and/or the installation head is permitted to name
members from nearby postal installations employing more
than ten people.
. The hearing committee shall act as an unbiased group to
hear and evaluate such information pertinent to the griev-
ance as may be presented by the grievant and management
of the installation. While the hearing committee will listen
to and ask questions of both sides, there shall be no con-
frontation of witnesses nor shall either side be permitted to
cross-examine the other. Persons appointed to the hearing
committee must approach their duties with an open mind
and their recommendations must be based on a fair evalua-
tion of the facts without distortion or personal bias.
. Conduct of the hearing shall be as informal as is consistent
with an orderly presentation of the case. While the hear-
ings will not be limited by legal rules of evidence and pro-
cedures, testimony should be within reasonable bounds of
relevancy. Only one witness should be permitted at a time.
The grievant and his representative shall be present through-
out the hearing.
. The installation head shall make available to the hearing
committee all records and facts pertinent to the case, other
than security or other classified material.
5. An abstract of the proceedings covering all pertinent facts
shall be kept. The abstract shall be signed by and copies
furnished to all members of the hearing committee. Within
five (5) working days after the completion of the hearing,
the hearing committee shall furnish the installation head,
the grievant and his representative with a summary of the
hearing together with its decision.
27
The decision of the hearing committee shall be binding at the expiration of
ten (10) working days unless appealed at the next higher level by the griev-
ant or his representative or the installation head within that period.
Because the decision of the hearing committee may have a substantial im-
pact on the operations of the postal installation, it shall not be placed into
effect until the installation head has had an opportunity to appeal at the
second level. If no appeal is filed, the decision shall be carried out upon
expiration of the appeal period. If an appeal is made by the installation
head, the decision of the hearing committee shall be held in abeyance unless
changed by the second level. The decision rendered at the second level of
appeal is binding and shall be promptly implemented by the installation
head.
J. Official Time, Installation Level
The employee and his chosen representative shall have a reasonable amount
of official time to present his grievance. A reasonable amount of time is
determined by local management, except that the chairman of the hearing
committee rather than local management determines the length and the
conduct of the hearing.
In those cases where an organization with exclusive recognition represents
the unit in which the grievant is employed, but is not the grievant’s chosen
representative, the exclusive organization representative may attend all pro-
ceedings, as provided herein, with his attendance at the proceedings
charged to annual leave or leave without pay at his discretion. (In no in-
stance may such attendance be charged to official time).
Members of the hearing committee and representatives for management
shall be granted official time for necessary absences from their assigned
tourS. -
K. Appeal from Hearing Committee Decision
If the decision of the hearing committee is not acceptable to the grievant or
to the installation head, either party may appeal in writing within ten (10)
working days from the hearing committee decision to the second level of
appeal. The grievant shall request informal discussion at the regional
level at the same time if he desires such discussion. As most postal installa-
tions are post offices the second appeal would be to the Regional Director
and the procedures will be set forth accordingly. However, the procedures
6.
J.
The decision of the hearing committee shall be binding at
the expiration of ten (10) working days unless appealed at
the next higher level by the grievant or his representative
or the installation head within that period.
. Because the decision of the hearing committee may have a
substantial impact on the operations of the postal installa-
tion, it shall not be placed into effect until the installation
head has had an opportunity to appeal at the second level.
If no appeal is filed, the decision shall be carried out upon
expiration of the appeal period. If an appeal is made by
the installation head, the decision of the hearing committee
shall be held in abeyance unless changed by the second
level. The decision rendered at the second level of appeal
is binding and shall be promptly implemented by the instal-
lation head.
Official Time, Installation Level
. The employee and his chosen representative shall have a
reasonable amount of official time to present his grievance.
A reasonable amount of time is determined by local man-
agement, except that the chairman of the hearing committee
rather than local management determines the length and
the conduct of the hearing.
. In those cases where an organization with exclusive recog-
nition represents the unit in which the grievant is employed,
but is not the grievant's chosen representative, the exclusive
organization representative may attend all proceedings, as
provided herein, with his attendance at the proceedings
charged to annual leave or leave without pay at his discre-
tion. (In no instance may such attendance be charged to
official time).
. Members of the hearing committee and representatives for
management shall be granted official time for necessary ab-
sences from their assigned tours.
. Appeal from Hearing Committee Decision
. If the decision of the hearing committee is not acceptable
to the grievant or to the installation head, either party may
appeal in writing within ten (10) working days from the
hearing committee decision to the Second level of appeal.
The grievant shall request informal discussion at the regional
level at the same time if he desires such discussion. As
most postal installations are post offices the second appeal
would be to the Regional Director and the procedures will
be set forth accordingly. However, the procedures are
If the time used by the employee is
not during his scheduled tour he could
claim overtime under certain circumstances.
Therefore, the installation head should
make appropriate arrangement to prevent
this possibility or change the employees'
schedule in accordance with this Agree-
ment and Departmental regulations so as
to preclude payment of overtime while
at a hearing.
28
are equally applicable to all employees. The installation heads and the sec-
ond levels of appeal are indicated in Section T.
If the grievant appeals, a copy of the letter of appeal shall be submitted to
the installation head who shall promptly forward the grievance file to the
Regional Director. Either party may file with the Regional Director excep-
tions to the summary of the hearing committee within the ten-day time
limitation. The exceptions to the summary must be confined to the material
appearing in the summary. In the event that either party to the grievance,
or his representative, does not appear to make any presentation or give
testimony, that party shall be denied the right to provide exceptions to the
Summary. If the installation head appeals he should submit the grievance
file with the letter of appeal to the Regional Director and copy of the letter
of appeal to the grievant. -
L. Decision of the Regional Director
If the grievant or his representative requests informal discussion prior to
the decision, the Director of the Personnel Division shall then arrange for
the employee and/or his representative to meet with him for informal dis-
cussion designed to arrive at a settlement. All travel and other costs on the
part of the organization, the grievant or his representative shall be at his
own expense. However, the Regional Director shall arrange to have annual
leave or leave without pay granted at the option of each employee involved.
If the Director, Personnel Division, at the region is not able to arrive at an
informal settlement of the grievance he shall submit the case to the Re-
gional Director who shall render a decision based on the merits as con-
tained in the record of the official grievance file within ten (10) days. If
no informal discussions are held the decision will be rendered within ten
(10) days after receipt of the file by the Regional Director.
No additional information shall be solicited by the Regional Director. How-
ever, the Regional Director may accept new relevant and material evidence
which was not available at the hearing upon a showing by the party present-
ing the new evidence that it was not previously disclosed through no fault
of the party making request for its consideration. Copies of the decision
shall be forwarded to the grievant, his representative and the installation
head. The basis for the decision shall be stated as clearly as practical and
the grievant shall be notified of any further appeal rights.
M. Appeals from the Regional Director's Decision
The decision of the Regional Director may be appealed to the Department
by the grievant or his representative within ten (10) working days from the
2
equally applicable to all employees. The installation heads
and the second levels of appeal are indicated in Section U.
. If the grievant appeals, a copy of the letter of appeal shall
be submitted to the installation head who shall promptly
forward the grievance file to the Regional Director. Either
party may file with the Regional Director exceptions to the
Summary of the hearing committee within the ten-day time
limitation. The exceptions to the summary must be con-
fined to the material appearing in the summary. In the
event that either party to the grievance, or his representa-
tive, does not appear to make any presentation or give
testimony, that party shall be denied the right to provide
exceptions to the summary. If the installation head appeals
he should submit the grievance file with the letter of appeal
to the Regional Director and copy of the letter of appeal
to the grievant.
. Decision of the Regional Director
. If the grievant or his representative requests informal dis-
cussion prior to the decision, the Director of the Personnel
Division shall then arrange for the employee and/or his
representative to meet with him for informal discussion
designed to arrive at a settlement. All travel and other
costs on the part of the organization, the grievant or his
representative shall be at his own expense. However, the
Regional Director shall arrange to have annual leave or
leave without pay granted at the option of each employee
involved.
. If the Director, Personnel Division, at the region is not
able to arrive at an informal settlement of the grievance, he
shall within three (3) days following the informal discussion
submit the case to the Regional Director who shall render
a decision based on the merits as contained in the record
of the official grievance file within ten (10) days. If no
informal discussions are held the decision will be rendered
within ten (10) days after receipt of the file by the Regional
Director.
. No additional information shall be solicited by the Regional
Director. However, the Regional Director may accept new
relevant and material evidence which was not available at
the hearing upon a showing by the party presenting the
new evidence that it was not previously disclosed through
no fault of the party making request for its consideration.
Copies of the decision shall be forwarded to the grievant,
his representative and the installation head. The basis for
the decision shall be stated as clearly as practical and the
grievant shall be notified of any further appeal rights.
M. Appeals from the Regional Director's Decision
The decision of the Regional Director may be appealed to the
Department by the grievant or his representative within ten
Paragraph 2 eliminates Possible delay
in obtaining decision from Regional
Director after employee has had informal
discussion with Director,
* * * Personnel
Division
29
date of the Regional Director's decision. The appeal should be addressed
to the Board of Appeals and Review, Bureau of Personnel, Post Office De-
partment, Washington, D.C. 20260. The appeal should contain a full state-
ment as to the reason for appealing the decision and, in addition, may
request an opportunity for discussion of the case at the Departmental level.
The appellant or his representative shall send a signed copy of the letter of
appeal to the Regional Director. Upon receipt of this copy of a letter of
further appeal, the Regional Director will promptly forward the entire
grievance file to the Board of Appeals and Review, Bureau of Personnel.
N. Review by Board of Appeals and Review, Bureau of Personnel
The Board of Appeals and Review, Bureau of Personnel, will docket the
appeal, notify the employee and other interested parties of its receipt, and
schedule it for review. There is no right to a hearing at this level, but an
additional hearing may be granted if such is deemed warranted. If a hear-
ing is not held the grievant and/or his representative may discuss the case
with the Board of Appeals and Review. If a hearing or discussion is sched-
uled at this level, the national exclusive organization, if not the representa-
tive, will be so notified and will be given an opportunity to be present
throughout the proceedings and to state its position on the grievance.
The Board will render a decision on the appeal which shall be considered
as the decision of the Postmaster General. In cases involving promotional
matters, the Board may make a privileged recommendation to the Assistant
Postmaster General, Bureau of Personnel, who will render the final
decision.
The Board or the Assistant Postmaster General, Bureau of Personnel, as
appropriate will notify each party of the decision and will forward copies
to appropriate postal officials, the employee organization with national ex-
clusive recognition and such other parties deemed necessary.
O. Residual Authority
These procedures in no way impair the residual authority of the Postmaster
General.
P. Termination
A grievance will be terminated when so requested by the grievant at any
stage of the proceedings.
(10) working days from the date of the Regional Director's
decision. The appeal should be addressed to the Board of
Appeals and Review, Bureau of Personnel, Post Office Depart-
ment, Washington, D. C. 20260. The appeal should contain
a full statement as to the reason for appealing the decision
and, in addition, may request an opportunity for discussion of
the case at the Departmental level. The appellant or his repre-
sentative shall send a signed copy of the letter of appeal to
the Regional Director. Upon receipt of this copy of a letter
of further appeal, the Regional Director will promptly forward
the entire grievance file to the Board of Appeals and Review,
Bureau of Personnel.
N. Review by Board of Appeals and Review, Bureau of
Personnel
1. The Board of Appeals and Review, Bureau of Personnel,
will docket the appeal, notify the employee and other in-
terested parties of its receipt, and schedule it for review.
There is no right to a hearing at this level, but an additional
hearing may be granted if such is deemed warranted. If
a hearing is not held the grievant and/or his representative
may discuss the case with the Board of Appeals and Re-
view. If a hearing or discussion is scheduled at this level,
the national exclusive organization, if not the representa-
tive, will be so notified and will be given an opportunity to
be present throughout the proceedings and to state its posi-
tion on the grievance.
2. The Board will render a decision on the appeal which shall
be considered as the decision of the Postmaster General.
In cases involving promotional matters, the Board may
make a privileged recommendation to the Assistant Post-
master General, Bureau of Personnel, who will render the
final decision.
3. The Board or the Assistant Postmaster General, Bureau of
Personnel, as appropriate will notify each party of the deci-
Sion and will forward copies to appropriate postal officials,
the employee organization with national exclusive recogni-
tion and such other parties deemed necessary.
O. Residual Authority
These procedures in no way impair the residual authority of
the Postmaster General.
P. Termination
A grievance will be terminated when so requested by the griev-
ant at any stage of the proceedings.
30
Q. Promotion Appeal Procedure
An employee desiring to appeal a promotion grievance must observe the
following procedure:
1. A written grievance must be filed within thirty (30) days after the
decision of the official which gave rise to the situation being grieved.
The grievance must be filed with an official one level above the official
who made the initial decision. There will be no informal settlement
of promotion grievances.
2. Steps in a promotion appeal are as follows:
a. A decision of an installation head may be appealed to the
Regional Director or official designated at the second appeal level.
b. A decision of a Regional Director or official designated at the
second appeal level may be appealed to the Assistant Postmaster
General, Bureau of Personnel.
c. No appeal is permitted beyond the Assistant Postmaster General,
Bureau of Personnel.
d. An employee desiring to appeal from the first or second level
must do so within ten (10) days after receipt of the decision.
R. Violations of Local Agreements
The established grievance procedure shall be followed through and in-
cluding the decision of the installation head.
The decision of the installation head may be appealed to the next regularly
scheduled Labor-Management Committee meeting. At those installations
where the regular Labor-Management meetings are scheduled less frequent-
ly than once each month, a special Labor-Management meeting shall be
held for this purpose within 30 days.
If unresolved, the grievance may be appealed to the Regional Director
whose decision will be final. If requested, a discussion may be had with
the Regional Special Assistant for Employee Relations prior to the issuance
of the decision.
Q. Promotion Appeal Procedure
An employee may aggrieve under this Article the denial of
promotion to the positions set forth in the list in the Supple-
mental Agreement on Seniority or any position or positions
which may be added to that list that is to be filled by promo-
tion on the basis of senior qualified. A decision may be ap-
pealed either on the basis of alleged procedural error or on
the basis of qualifications. Any other promotion appeal shall
be processed under the Section of Article XXIII dealing with
promotion appeals.
R. Violations of Local Agreements
1.
The established grievance procedure shall be followed
through and including the decision of the installation head.
. The decision of the installation head may be appealed to
231-420 O – 66 – 5
the next regularly scheduled Labor-Management Committee
meeting. At those installations where the regular Labor-
Management meetings are scheduled less frequently than
Once each month, a Special Labor-Management meeting
shall be held for this purpose within 30 days.
. If unresolved, the grievance may be appealed to the Re-
gional Director whose decision will be final. If requested,
a discussion may be had with the Regional Special Assistant
for Employee Relations prior to the issuance of the deci-
sion.
Incorporates change made in 1965
negotiations on promotions. Note
limitation to appealing denial of
promotion to those jobs filled
on a senior qualified basis which
are listed in the Supplemental
Agreement on Seniority covering the
Clerks, Carriers, Special Delivery
messengers and Mail Handler crafts.
31
S. Grievance Appeal from Salary Step-Increase Withholding
New procedure for appealing denial
of step increase. Important items are
that Hearing Officer-Investigator
makes investigation rather than a
1. An employee desiring to appeal a denial of a step-increase
must observe the following procedure:
a. A written grievance must be filed within 10 calendar
days after the employee has been notified that the step-
increase is To Be WithheldTThe grievance must be di- hearing committee. Particular attention
rected to the installation head and must be signed by should be paid to time limits which
the employee or, if he so authorizes in writing, it may are different than the limits for other
be signed by his employee organization representative grievances.
or his chosen representative.
b. The installation head shall, within 5 working days of
receipt of the written grievance, render a decision, in
writing, dated and setting forth in detail the reasons
supporting his decision. In the notice of decision, the
grievant shall be notified of his right to appeal the de-
cision to the Regional Director or official designated in
Article IX, Section U. This appeal must be in writing
and must be made within 5 calendar days of receipt of
thé decision.
c. The first appellate level authority will assign a Hearing
Officer-Investigator to make an investigation to obtain
sufficient facts to permit the first appellate level authority
to make a decision on the appeal.
d. The scope of the investigation shall be limited to a con-
sideration of the service within the waiting period only The
f : tº a & & ! &
and shall include an interview with the appellant and/or -—— Waiting period" referred to is
his representative and with management officials having the period of time legally required
knowledge of the appellant's service during the waiting between step increases.
period. There shall be no hearing.
e. The Hearing Officer-Investigator shall within 20 working
days from date of the assignment complete the investi-
gation and submit his summary and finding of fact to
the first appellate level decision-making authority.
f. A copy of the summary and finding of fact shall be
furnished to the appellant and/or his representative and
to the Installation head.
g. Five days will be allowed for each side to submit ob-
jections.
h. The designated appellate office shall render a decision
within TO working days after FECEIETOTTHE COTETETETTé
and findings of the investigator and shall notify the ap-
pellant and the official whose decision Was appealed.
The decision shall be in Writing, dated and must advise
the employee of the reasons supporting the decision and
notify him of his right to appeal the decision to the Post
Office Department's Board of Appeals and Review.



S. Exceptions to Procedure
When the action giving rise to the grievance has been taken . º
the specific direction of, an official above the installation head or a * ith
second level of appeal, the written grievance should be filed directly W1
that official rather than with the installation head or the second level of
appeal. In such cases the grievant shall have the same right to request a
hearing as if the grievance has been filed with the installation head. W.
requested, a hearing shall be ordered and arranged by the official Wit
whom the grievance is filed. The hearing shall be held in a location COIl-
venient to the grievant and his witnesses, normally at the installation where
the grievant is employed.
2. If a second level appeal is filed, it must be filed within 10
days from receipt of the notice of decision, must be in
writing and directed to the Board of Appeals and Review,
Bureau of Personnel, Washington, D. C. 20260.
3. The grievant and/or his representative may discuss the case
with the Board of Appeals and Review. TIf a discussion is
scheduled, the national Exclusive Organization, if not the
representative, will be so notified and will be given an op-
FOFTUTTy-to-5ETEFesent and to state its position on the
grievance.
4. The Board will render a decision which shall be considered
as the decision of the Postmaster General. The Board will
notify each party of the decision and will forward copies
to appropriate postal officials, the Employee Organization
with national exclusive recognition and such other parties
deemed necessary.
T. Exceptions to Procedure
When the action giving rise to the grievance has been taken by,
or at the specific direction of, an official above the installation
head or above the second level of appeal, the written grievance
should be filed directly with that official other than with the
installation head or the second level of appeal. In such cases
the grievant shall have the same right to request a hearing
as if the grievance has been filed with the installation head.
When requested, a hearing shall be ordered and arranged by
the official with whom the grievance is filed. The hearing
shall be held in a location convenient to the grievant and his
witnesses, normally at the installation where the grievant is
employed.
33
T. Installation Head and Second Level of Appeal
Installation
Post Office
Regional Headquarters
Office
Mail Equipment Shops,
D.C.
Mail Bag Depository &
Repair Center
Capital Equipment
Warehouse
U.S. Stamped Envelope
Agency
U.S. Postal Agency, D.C.
Supply Center
Money Order Audit
Office
Money Order Center
Postal Inspection
Division
Division, Post Office
Dept.
Internal Audit Area
Installation Head
Postmaster
Division Director
Manager
Superintendent
Foreman
Agent
Agent
Manager
Director
Manager
Inspector in Charge
Director
Area Manager
U. Installation Head and Second Level of Appeal
Installation
Regional Director
Mail Bag Depository Superintendent
Regional Director & Repair Center
U.S. Stamped Agent
Envelope Agency
Bureau Head U.S. Postal Agency, Agent
D.C.
Supply Center Manager
Bureau Head Money Order Audit Director
Division
Postal Inspection Inspector in
Bureau Head Division Charge
Division, Post Office Director
Dept.
Bureau Head Internal Audit Area Area Manager
Bureau Head
Bureau Head
Bureau Head
Bureau Head
Chief Postal Inspector
Bureau Head
Chief Postal Inspector
Second Level
Installation Head of Appeal
Regional Director
Bureau Head
Post Office Postmaster
Second Level Regional Headquarters Division Director Regional Director
of Appeal Office -
*º-º-º-º-º-º-º-º-º: Mail Equipment Manager
Shops, D.C.
Bureau Head
Bureau Head
Bureau Head
Bureau Head
Bureau Head
Chief Postal Inspector
Bureau Head
Chief Postal Inspector
Two installations (Capital equipment
Warehouse and Money order center)
deleted because they no longer exist
Former money order audit office is Il OW
a division.
U. Discrimination
When an employee alleges in his grievance appeal that the action com-
plained of is based in whole or in part on discrimination because of race,
creed, color, or national origin, the claim of discrimination shall be adjudi-
cated under the regulations of The President's Committee on Equal Em-
ployment Opportunity and Departmental regulations. However, this will
not prohibit the Department from processing the grievance to a conclusion
prior to the investigation and adjudication of the complaint of discrimina-
tion.
ARTICLE X
Adverse Action and Appeal Procedure
A. Eligibility to Appeal
Any employee who has completed six consecutive months of employment
from date of appointment has the right to appeal an adverse decision or
adverse action taken against him. Time on military furlough and also that
compensated under provisions of Federal Employee's Compensation Act
shall be included in determining the six consecutive months of employment.
Time on other leave without pay and other furlough will not count in
meeting the requirement of six consecutive months of employment. A
former employee may appeal provided that he has completed six consecu-
tive months of employment and appeals within ten calendar days of the
date of his separation.
V. Discrimination
1. When an employee alleges in his grievance appeal that the
action complained of is based in whole of in part on dis-
crimination because of race, creed, color, or national origin,
the claim of discrimination shall be adjudicated under the
regulations of the Civil Service Commission and Depart-
mental regulations.
complaint of discrimination.
ARTICLE X
Adverse Action and Appeal Procedure
A. Eligibility to Appeal
Any employee who has completed six consecutive months of
employment from date of appointment has the right to appeal
an adverse decision or adverse action taken against him. Time
on military furlough and also that compensated under pro-
visions of Federal Employee's Compensation Act shall be in-
cluded in determining the six consecutive months of employ-
ment. Time on other leave without pay and other furlough
will not count in meeting the requirement of six consecutivo
months of employment. A former employee may appeal pro-
vided that he has completed six consecutive months of em-
ployment and appeals within ten calendar days of the date of
his separation.
__
2. However, this will not prohibit the Department from process-
ing the grievance to a conclusion prior to and/or simul-
taneously with the investigation and adjudication of the
Agency for adjudicating discrimination
complaints has been changed from the
President's Committee on Equal Employ-
_____, ment Opportunity to the Civil Service
; Commission. Department also permitted
~ to process grievance and discrimination
complaint at same time.
…~"
35
36
B. Definitions
An “adverse decision” is an action which results in (1) a Suspension of an
employee from his job; (2) a discharge from employment; (3) a furlough
Without pay; and (4) reduction in rank or Compensation, including those
which are taken at the election of the Department after a classification de-
°ision by either the U.S. Civil Service Commission or the Department.
$ (, 2 3 - $
An appear * * **n request by an employee for reconsideration of an
adverse decision.
An “appellant” is an employee who is appealing an adverse decision which
has been taken against him.
The "Department” is the collective term incorporating all post offices,
regional offices, special field establishments, and bureaus and offices domi-
ciled in Washington, D. C.
C. Notice of Proposed Adverse Action
Whenever it is proposed to take adverse action against an employee the
responsible official must determine that it is for such cause as will promote
the efficiency of the service. The letter of proposed adverse action must
State Specifically and in detail the reasons for the action thereby affording
the employee a fair opportunity of offering refutation to the charges. The
letter of proposed adverse action must also contain:
1. A statement of the most severe action warranted by the charges (e.g.,
removal, suspend for days) pending an analysis of the em-
ployee's reply.
2. Notification to the employee of his right to reply in person (and
in the company of his representative if he so chooses) and in writing
to the charges. His right to answer the charges in person is the
right of reply to a representative of management who has either the
authority to make a final decision on the proposed adverse action or
to recommend what final decision should be made.
3. A statement informing the employee that he has a time limitation
of ten calendar days from receipt of the letter of proposed adverse
action in which to make his reply. (A delay in submission may be
granted if good excuse is shown.)
B. Definitions
1. An “adverse decision” is an action which results in (a) a
suspension of an employee from his job; (b) a discharge
from employment; (c) a furlough without pay; and (d) re-
duction in rank or compensation, including those which are
taken at the election of the Department after a classifica-
tion decision by either the U. S. Civil Service Commission
or the Department.
2. An “appeal” is a written request by an employee for re-
consideration of an adverse decision.
3. An “appellant” is an employee who is appealing an adverse
decision which has been taken against him.
4. The “Department” is the collective term incorporating all
post offices, regional offices, special field establishments, and
bureaus and offices domiciled in Washington, D. C.
C. Notice of Proposed Adverse Action
Whenever it is proposed to take adverse action against an em-
ployee the responsible official must determine that it is for such
cause as will promote the efficiency of the service. The letter
of proposed adverse action must state specifically and in detail
the reasons for the action thereby affording the employee a
fair opportunity of offering refutation to the charges. The
letter of proposed adverse action must also contain:
1. A statement of the most severe action warranted by the
charges (e.g., removal, suspend for days) pending
an analysis of the employee's reply.
2. Notification to the employee of his right to reply in per-
son (and in the company of his representative if he so
chooses) and in writing to the charges. His right to
answer the charges in person is the right of reply to a
representative of management who has either the author-
ity to make a final decision on the proposed adverse
action or to recommend what final decision should be
made.
3. A statement informing the employee that he has a time
limitation of ten calendar days from receipt of the letter
of proposed adverse action in which to make his reply.,
(A delay in submission may be granted if good excuse
is shown.)
4. A statement informing the employee that his reply will be fully con-
sidered before a decision is rendered.
5. A statement that the employee will receive a letter of decision and
that if it is adverse, the employee will be advised as to the charge,
or charges, relied upon as the reason, or reasons, for taking the ad-
verse action.
6. A statement that the adverse action proposed will be affected not
Sooner than 35 calendar days from the issuance of this letter.
D. Duty Status During Notice Period
Employees against whom adverse action is proposed shall be retained in an
active duty status during the notice period except when the circumstances
are such that the retention of an employee in an active-duty status during
the notice period may result in damage to Government property, or loss
of mail or funds, or may be injurious to the employee, his fellow workers,
or the general public. The employee may then be temporarily assigned to
duties in which these conditions will not exist or placed on leave with his
consent. In an emergency case when because of the circumstances de-
scribed in this paragraph the employee cannot be kept in an active-duty
status during the advance notice period, the employee may be suspended
without his consent.
This is a separate adverse action and the employee is entitled to a letter
informing him of the reasons for his suspension, his right of reply and the
time limit. An employee may be placed in a nonduty status with pay
for such time, not to exceed five working days, as is necessary to effect
his suspension. In the emergency case, the employee must receive at least
a 24-hour notice of his suspension.
E. Notice of Decision
The employee shall be notified promptly in writing of the decision. If the
decision is adverse the letter must state the reasons for the decision. The
letter of adverse decision may confirm or reduce the penalty identified in
the letter of proposed adverse action, but cannot increase the penalty. The
adverse action must be clearly identified, and the effective date shown.
4. A statement informing the employee that his reply will
be fully considered before a decision is rendered.
5. A statement that the employee will receive a letter of
decision and that if it is adverse, the employee will be
advised as to the charge, or charges, relied upon as the
reason, or reasons, for taking the adverse action.
b. A statement that the adverse action proposed will be
affected not sooner than 35 calendar days from the
issuance of this letter.
D. Duty Status During Notice Period
1. Employees against whom adverse action is proposed shall
be retained in an active duty status during the notice period
except when the circumstances are such that the retention
of an employee in an active-duty status during the notice
period may result in damage to Government property, or
loss of mail or funds, or may be injurious to the employee,
his fellow workers, or the general public. The employee
may then be temporarily assigned to duties in which these
conditions will not exist or placed on leave with his consent.
In an emergency case when because of the circumstances
described in this paragraph the employee cannot be kept in
an active-duty status during the advance notice period, the
employee may be suspended without his consent.
. This is a separate adverse action and the employee is en-
titled to a letter informing him of the reasons for his sus-
pension, his right of reply and the time limit. An employee
may be placed in a nonduty status with pay for such time,
not to exceed five working days, as is necessary to effect his
Suspension. In the emergency case, the employee must re-
ceive at least a 24-hour notice of his suspension.
. Notice of Decision
. The employee shall be notified promptly in writing of the
decision. If the decision is adverse the letter must state
the reasons for the decision. The letter of adverse decision
may confirm or reduce the penalty identified in the letter
of proposed action, but cannot increase the penalty. The
adverse action must be clearly identified, and the effective
date shown.
:
ſ
|
In the adverse decision letter the employee must be informed of his
right to appeal through the Department's procedures or to the Civil service
Commission. The employee must be informed that if he elects to appeal
the adverse decision through the Department's procedures the appeal can
be submitted at any time after receipt of the decision letter but not later
than ten calendar days after the effective date of the adverse action. The
employee must be further informed that if he submits his appeal through
the Department's procedures within ten calendar days of receipt of the
adverse decision the adverse action will not be imposed until a decision
has been rendered on his appeal by the first appellate level.
The letter or notice of adverse decision will inform the employee that his
appeal through the Department's procedures must be submitted in writing
clearly identifying the basis for the appeal, and it will inform the employee
that his appeal must include a request for a hearing or a statement that
no hearing is wanted.
The employee must also be assured in the notice that if he decides to
appeal the adverse action, he will—
1. have freedom from restraint, interference, coercion, discrimination,
or reprisal;
2. have the right to be accompanied, represented, and advised by a
representative of his own choosing; and
3. be assured a reasonable amount of official time to prepare his pres-
entation. (Not applicable in a situation where the employee is
already serving an emergency suspension.)
The same rights (1) and (3) shall extend to the representative selected
by the employee to assist him in the development and presentation of his
appeal.
An appeal to the Civil Service Commission may be submitted at any time
after receipt of the notice of adverse decision but not later than ten calen-
dar days after the effective date of the adverse action.
2. In the adverse decision letter the employee must be informed
of his right to appeal through the Department's procedures
or to the Civil Service Commission. The employee must
be informed that if he elects to appeal the adverse decision
through the Department's procedures the appeal can be
submitted after receipt of the decision letter but not later
than ten calendar days after the effective date of the adverse
action. The employee must be further informed that if he
Submits his appeal through the Department's procedures
within ten calendar days of receipt of the adverse decision
the adverse action will not be imposed until a decision has
been rendered on his appeal by the first appellate level.
. The letter or notice of adverse decision will inform the
employee that his appeal through the Department's pro-
cedures must be submitted in writing clearly identifying the
basis for the appeal, and it will inform the employee that
his appeal must include a request for a hearing or a state-
ment that no hearing is wanted.
. The employee must also be assured in the notice that if he
decides to appeal the adverse action, he will—
a. have freedom from restraint, interference, coercion, dis-
crimination, or reprisal;
b. have the right to be accompanied, represented, and ad-
vised by a representative of his own choosing; and
c. be assured a reasonable amount of official time to pre-
pare his presentation. (Not applicable in a situation
where the employee is already serving an emergency
suspension.)
5. The same rights (a) and (c) shall extend to the representa-
tive selected by the employee to assist him in the develop-
ment and presentation of his appeal.
. An appeal to the Civil Service Commission may be sub-
mitted at any time after receipt of the notice of adverse
decision but not later than ten calendar days after the effec-
tive date of the adverse action.
The words "at any time" deleted since
definite time limit has always been
in effect.

F. Rights of Organizations with Exclusive Recognition Status
An organization having exclusive recognition status at the regional level
for the craft group involved is entitled to the following:
1.
To be notified of the time and place of the first level appeal hearing
and to be given an opportunity to have a representative present
throughout the hearing.
To be sent a copy of the first level appeal decision.
An organization having exclusive recognition status in craft group at the
national level is entitled to the following:
1.
2.
To be notified of any hearings held by the Board of Appeals and
Review and be given an opportunity to have a representative present
throughout the hearing.
To receive a copy of the Board of Appeals and Review decision.
G. First Level Appeal
1.
Submission of the Appeal
Employees under the jurisdiction of a postmaster who appeal an
adverse action must direct their appeals to the Regional Director
of the region in which they are employed and must submit a signed
copy of the appeal simultaneously to the postmaster. In cases in-
volving post office employees in which the Regional Director renders
the initial decision, and not the postmaster, the first level appeal
will be to the Division of Installations Management in the Bureau of
Operations. -
Employees in regional offices and special field offices, money order
Centers, supply centers, mail bag depositories, stamped envelope
agency, capital equipment warehouses and the postal agency, must
direct their appeals to the bureau head or office head of their
corresponding office.
Regional employees must furnish a signed copy to the Regional
Director, and special field office employees must furnish their field
office heads with a signed copy of their appeal.
Employees in bureaus and Departmental offices (or who are under
the jurisdiction of same) who appeal an adverse decision must
route their appeals through the bureau head or office head for sub-
mission to the Office of the Deputy Postmaster General.
F. Rights of Organizations with Exclusive Recognition Status
1. An organization having exclusive recognition status at the
regional level for the craft group involved is entitled to the
following: -
a. To be notified of the time and place of the first level
appeal hearing and to be given an opportunity to have
a representative present throughout the hearing.
b. To be sent a copy of the first level appeal decision.
• An organization having exclusive recognition status in craft
group at the national level is entitled to the following:
a. To be notified of any hearings held by the Board of
Appeals and Review and be given an opportunity to have
a representative present throughout the hearing.
b. To receive a copy of the Board of Appeals and Review
decision.
G. First Level Appeal
231-420 O – 66 – 6
1. Submission of the Appeal
a. Employees under the jurisdiction of an installation head
who appeal an adverse action must direct their appeals
to the Regional Director of the region in which they are
employed and must submit a signed copy of the appeal
simultaneously to the installation head. In cases in-
volving post office employees in which the Regional Di-
rector renders the initial decision, and not the installa-
tion head, the first level appeal will be to the Assistant
Postmaster General, Bureau of Operations.
b. Employees in regional offices and special field offices,
money order centers, supply centers, mail bag deposi-
tories, mail equipment shops, stamped envelope agency,
and the postal agency, must direct their appeals to the
bureau head or office head of their corresponding office.
c. Regional employees must furnish a signed copy to the
Regional Director, and special field office employees
must furnish their field office heads with a signed copy
of their appeal.
d. Employees in bureaus and Departmental offices (or who
are under the jurisdiction of same) who appeal an ad-
verse decision must route their appeals through the
bureau head or office head for submission to the Office
of the Deputy Postmaster General.
Paragraph 1a procedural change within
the Department headquarters.
Paragraph 1b eliminates capital
equipment warehouses and adds the mail
equipment shops.
t
{
2. Preparation for the Hearing
If the appellant or his designated representative has requested a
hearing, a hearing officer will be assigned who will, in not more
than twenty calendar days from receipt of the appeal in the office,
schedule and conduct a hearing. (Extensions of time will be granted
if unusual circumstances so warrant.) Hearings will normally be
held at the installation in which the appellant is employed. The
appellant and the postal official who issued the notice of proposed
adverse action will be advised at the least seven calendar days prior
to the date of the hearing.
The hearing officer must arrange prior to the hearing a location
(e.g., in the post office in which the appeal arises) where the
evidence of record can be made available to the appellant and his
representative for inspection. Except in certain limited medical cases
all evidence must be disclosed to both parties. (The duly author-
ized physician of the appellant would be entitled to medical evidence
that would not be made available to appellant or his representative.)
Witnesses
Appearances of witnesses will be encouraged, but shall be voluntary,
and normally will be limited to one witness at a time. The adminis-
tration of the oath or affirmation to witnesses will be given by the
hearing officer. Postal employee witnesses will be on the clock for
the period that they are necessary to the hearing. witnesses shall
have freedom from restraint, interference, coercion, discrimination
or reprisal.
2. Preparation for the Hearing
a. If the appellant or his designated representative has re.
quested a hearing, a hearing officer will be assigned who
will, in not more than twenty calendar days from receipt
of the appeal in the office, schedule and conduct a hear.
ing. (Extensions of time will be granted if unusual cir-
cumstances so warrant.) Hearings will normally be held
at the installation in which the appellant is employed.
The appellant and the postal official who issued the notice
of proposed adverse action will be advised at least seven
calendar days prior to the date of the hearing.
b. The hearing officer must arrange prior to the hearing a
location (e.g., in the post office in which the appeal
arises) where the evidence of record can be made avail-
able to the appellant and his representative for inspec-
tion. Except in certain limited medical cases all evi.
dence must be disclosed to both parties. (The duly
authorized physician of the appellant would be entitled
to medical evidence that would not be made available to
appellant or his representative.)
3. Witnesses
a. Appearances of witnesses will be encouraged and nor-
mally will be limited to one witness at a time. The ad-
ministration of the oath or affirmation to witnesses will
be given by the hearing officer. Postal employee wit-
nesses will be on the clock for the period that they are
necessary to the hearing. The appellant or his repre-
Sentative advises appellant's witnesses to appear who have
been scheduled by the hearing officer. Witnesses shall
have freedom from restraint, interference, coercion, dis-
crimination or reprisal.
b. The installation head shall make its employees available
as witnesses at a hearing when (1) requested by the Hear-
ling Officer after consideration of a request by the ap-
pellant or the agency and (2) ITIS ādīāīſstratively EFää.
£icable to comply with the request of the Hearing Officer.
If the installation head determines that it is not adminis.
tratively practicable to comply with the request of the
Hearing Officer, he shall submit for inclusion in the
employee appeal file written reasons for the declination.
Paragraph 3 - The phrase "but shall be
Vºluntary" has been deleted because of
the addition of subparagraph 3-b which
requires installation head to make its
employees available as witnesses under
the cited conditions. This conforms
with Civil Service Regulations.
Note the necessity of written reasons why
it is administratively impractical to
make a witness available.
Added sentence in 3- a incorporates
1964 Labor-Management decision.

4. Appeal Hearing Procedure
The hearing of an appeal will be conducted by a hearing officer.
The hearing officer will see that the hearing is conducted in an
orderly manner. The hearing officer has the authority to exclude
an unruly participant from the hearing; to suspend a hearing in
response to a reasonable request; and to cause the hearing to be
terminated. -
The testimony of witnesses shall be under oath or affirmation,
which will be administered by the hearing officer.
The hearing will be closed to the public.
The appellant and/or his representative and the official and/or his
representative proposing the adverse action must be present through-
out the hearing.
The appellant, or his representative, will have the opportunity to
make an opening statement, following which management will have
a like opportunity.
The appellant, or his representative, followed by management, will
present such witnesses and documentary evidence as each deems
necessary. Each party shall have the right to cross-examine wit-
nesses for the other.
The hearing officer shall ask such questions of any witness as he
believes necessary to a full and fair development of the facts.
At the conclusion of the presentation of evidence, management will
have the opportunity to make a closing statement, following which
the appellant, or his representative, will have a like opportunity.
Summary and Finding of Fact
After the hearing, the hearing officer will, in a maximum of twenty
calendar days, present a summary of the hearing and his findings
of fact as well as all other record evidence to the Regional Director
or to other appropriate first level appellate office, and furnish the
appellant or his representative and the official who rendered the
adverse decision with a summary and findings of fact. The hear-
ing officer shall not make any recommendation for a decision or state
whether or not charges are sustained.
4. Appeal Hearing Procedure
3.
The hearing of an appeal will be conducted by a hearing
officer. The hearing officer will see that the hearing is
conducted in an orderly manner. The hearing officer
has the authority to exclude an unruly participant from
the hearing; to suspend a hearing in response to a rea-
Sonable request; and to cause the hearing to be termi-
nated.
. The testimony of witnesses shall be under oath or affir-
mation, which will be administered by the hearing officer.
c. The hearing will be closed to the public.
a.
. The appellant and/or his representative and the official
and/or his representative proposing the adverse action
must be present throughout the hearing.
. The appellant, or his representative, will have the oppor-
tunity to make an opening statement, following which
management will have a like opportunity.
. The appellant, or his representative, followed by manage-
ment, will present such witnesses and documentary evi-
dence as each deems necessary. Each party shall have
the right to cross-examine witnesses for the other. Any-
tº º e is g ---
one giving testimony who knowingly or willfully commits
perjury will be subject to disciplinary action.
. The hearing officer shall ask such questions of any wit-
ness as he believes necessary to a full and fair develop-
ment of the facts.
. At the conclusion of the presentation of evidence, man-
agement will have the opportunity to make a closing
statement, following which the appellant, or his repre-
sentative, will have a like opportunity.
5. Summary and Finding of Fact
After the hearing, the hearing officer will, in a maximum
of twenty calendar days, present a summary of the hear-
ing and his findings of fact as well as all other record
evidence to the Regional Director or to other appro-
priate first level appellate office, and furnish the appel-
lant or his representative and the official who rendered
the adverse decision with a summary and finding of
fact. The hearing officer shall not make any recom-
mendation for a decision or state whether or not charges
are sustained.
Paragraph 4 change warns Witnesses
they Will be subject to disciplinary
aC ti On for committing perjury.
41
The appellant and/or his representative and the official who pro-
posed the adverse action may within five calendar days of receipt of
the hearing summary and the findings of fact submit their objections
and statements to the Regional Director (bureau head, Office of the
Deputy Postmaster General, Division of Installations Management,
Bureau of Operations, or Office of Regional Administration, Office
of the Postmaster General.)
Appellants who request, a record or a transcript may secure same
at COSt.
If No Hearing is Held
When the employee requests no hearing be held, that just the facts
in the appeal be reviewed, an investigator will be assigned to visit
the office from which the appeal initiated and obtain sufficient facts
to permit the appropriate appellate office to make a decision on the
appeal. The investigator shall notify the appellant and/or his
representative and shall afford him an opportunity to present facts
and/or evidence relative to the adverse action charges. The inves-
tigator given this assignment has twenty calendar days from receipt
of the appeal to present his facts to the appellate office having juris-
diction.
Letter of Decision
The designated appellate office shall render a decision within ten
calendar days of receipt of the complete file and the findings of the
hearing officer (or investigator) and shall notify the employee and
the postal official whose decision was appealed. (A delay not to
exceed an additional five days may be made in unusual circum-
stances.) -
The decision shall be in writing, dated, and must advise the em-
ployee of the reasons for the action taken, and notify him of his
further appeal rights.
b. The appellant and/or his representative and the official
who made the initial adverse decision may within five
calendar days of receipt of the hearing summary and
the finding of fact submit their objections and state-
ments to the Regional Director (bureau head, Office
of the Deputy Postmaster General, Assistant Postmaster
General, Bureau of Operations, or Office of Regional
Administration, Office of the Postmaster General.)
c. Appellants who request a record or a transcript may
Secure Same at COSt.
. If No Hearing is Held
When the employee requests no hearing be held, that just
the facts in the appeal be reviewed, an investigator will be
assigned to visit the office from which the appeal initiated
and obtain sufficient facts to permit the appropriate appel-
late office to make a decision on the appeal. The investi-
gator shall notify the appellant and/or his representative
and shall afford him an opportunity to present facts and/or
evidence relative to the adverse action charges. The in-
vestigator given this assignment has twenty calendar days
from receipt of the appeal to present his facts to the appel-
late office having jurisdiction. A copy of the summary of
findings shall be furnished to the appellant and/or his rep-
resentative.
. Letter of Decision
a. The designated appellate office shall render a decision
within ten calendar days of receipt of the complete file
and the findings of the hearing officer (or investigator)
and shall notify the employee and the postal official
whose decision was appealed. (A delay not to exceed an
additional five days may be made in unusual circum-
stances.)
b. The decision shall be in writing, dated, and must advise
the employee of the reasons for the action taken, and .
notify him of his further appeal rights.
Procedural and language clarification
changes.
Incorporates 1964 Labor-Management
decision
42
H. Second Level Appeal
1. Department's Board of Appeals and Review, Civil Service Com-
mission, Advisory Arbitration
If a secondary level appeal is filed, it can be filed by the employee
or his representative at any time after receipt of the notice of ad-
verse decision but not later than ten (10) days after the adverse
action has been effected.
a. Department’s Board of Appeals and Review
An appeal to the Department's Board of Appeals and Review
should be addressed to the Board of Appeals and Review, Bu-
reau of Personnel, Post Office Department, Washington, D. C.
20260.
The appeal should contain a full statement as to the reason
for appealing the decision, and a copy of the decision rendered in
the case. The employee shall send a signed copy of the letter of
second appeal to the appellate office which rendered the initial
decision. Upon receipt of this copy of a letter of further appeal,
the first level appellate office will promptly forward the entire
appeal case to the Department’s Board of Appeals and Review.
(1) Review by Department’s Board
The Department's Board will docket the appeal, notify the
employee and other interested parties of its receipt, and
schedule its review. There is no right to a hearing at the
Departmental level on second appeals, but an additional
hearing can be granted if the Board feels that such is
warranted.
(2) Decision of the Department’s Board
A decision of the Department's Board of Appeals and Re-
view is final (appeal for a court ruling excepted) and shall
be considered as the decision of the Postmaster General. In
cases involving policy matters the Board may make privi-
leged recommendations to the Postmaster General who will
render the final decision.
The Department’s Board of Appeals and Review will sub-
mit a written decision to the employee and copies to the
appropriate offices and to other interested parties as the
Board deems necessary.
H. Second Level Appeal
1. Department's Board of Appeals and Review, Civil Service
Commission, Advisory Arbitration
If a secondary level appeal is filed, it can be filed by the
employee or his representative at any time after receipt
of the notice of adverse decision but not later than ten (10)
days after the adverse action has been effected.
2. Department's Board of Appeals and Review
a. An appeal to the Department's Board of Appeals and
Review should be addressed to the Board of Appeals and
Review, Bureau of Personnel, Post Office Department,
Washington, D. C. 20260.
b. The appeal should contain a full statement as to the
reason for appealing the decision, and a copy of the
decision rendered in the case. The employee shall send
a signed copy of the letter of second appeal to the ap-
pellate office which rendered the decision at the first
appellate level. Upon receipt of this copy of a letter of
further appeal, the first level appellate office will prompt-
ly forward the entire appeal case to the Department's
Board of Appeals and Review.
(1.) Review by Department's Board
The Department's Board will docket the appeal,
notify the employee and other interested parties of
its receipt, and schedule its review. There is no
right to a hearing at the second appellate level. A
hearing can be granted if the Board feels that such
is warranted.
(2.) Decision of the Department's Board
(a) A decision of the Department's Board of Ap-
peals and Review is final (appeal for a court
ruling excepted) and shall be considered as the
the decision of the Postmaster General. In
cases involving policy matters the Board may
make privileged recommendations to the Post-
master General who will render the final deci-
sion.
(b) The Department's Board of Appeals and Re-
view will submit a written decision to the em-
ployee and copies to the appropriate offices
and to other interested parties as the Board
deems necessary.
A language clarification
Makes clear there is no right to hearing
at second appellate level but one can be
granted if Board feels it is warrented.
H. Residual Authority of the Postmaster General
The Postmaster General retains the authority to review particular decisions
of the Department’s Board of Appeals and Review and to direct further
consideration.
J. Termination of Appeal
An appeal shall be dismissed when so requested by the appellant. An
appeal may also be dismissed when the appellant is guilty of unreasonable
delay.
K. Discrimination
When an employee alleges in his appeal that the proposed adverse action
is based in whole or in part on discrimination because of race, creed,
color or national origin the claim of discrimination shall be adjudicated
under the regulations of The President's Committee on Equal Employ-
ment Opportunity, and Departmental regulations. The claim of discrimina-
tion shall be investigated and an initial local level decision rendered prior
to or concurrently with the processing of the other matters in the appeal.
ARTHCLE Xi
Advisory Arbitration
A. Coverage
All craft or occupational group employees who are in units which 3 ſe
represented by an employee organization on an exclusive basis at the
national level may request advisory arbitration of:
(1) The decision of the official at the first level of appeal of an adverse
action.
(2) The decision of the official at the second level of appeal on
grievances.
(3) The differences between the Department and the organizations
as to the meaning and application of the provisions of this Agreement
which cannot be resolved and which are not proper subjects for appeal
through grievance, adverse action, or other appeal procedures may, by
mutual consent of the parties to this Agreement, be submitted to advisory
H. Residual Authority of the Postmaster General
The Postmaster General retains the authority to review particu-
lar decisions of the Department's Board of Appeals and Re-
view and to direct further consideration.
J. Termination of Appeal
An appeal shall be dismissed when so requested by the appel-
lant. An appeal may also be dismissed when the appellant is
guilty of unreasonable delay.
K. Discrimination
When an employee alleges in his appeal that the proposed
adverse action is based in whole or in part on discrimination
because of race, creed, color or national origin the claim of
discrimination shall be adjudicated under the regulations of
the Civil Service Commission and Departmental regulations.
The claim of discrimination shall be investigated and an initial
local level decision rendered prior to or concurrently with the
processing of the other matters in the appeal.
arbitration.
ARTICLE XI
Advisory Arbitration and Optional Mediation
A. Advisory Arbitration
1. Coverage
All craft or occupational group employees who are in units
which are represented by an employee organization on an ex-
clusive basis at the national level may request advisory arbi-
tration of:
a. The decision of the official at the first level of appeal of
an adverse action.
b. The decision of the official at the second level of appeal
on grievances.
c. The differences between the Department and the Or-
ganizations as to the meaning and application of the pro-
visions of this Agreement which cannot be resolved and
which are not proper subjects for appeal through griev-
ance, adverse action, or other appeal procedures may, by
mutual consent of the parties to this Agreement, be sub-
mitted to advisory arbitration.
Agency for ad judicating discrimination
complaints has been changed from
President's Committee on Equal Empioy-
*nt Opportunity to the civil Service
Commission.
B. Limitations
The arbitrator's award is º e e
subject to the provisions of existi
laws, regulations and policies. ng or future
º arbitrator's jurisdiction shall not be extended to include Such areas of
18°retion or policy as the mission of the Post Office Department, its budget
its organization, the technology of performing its work and the assignment
of its personnel.
The arbitrator shall not have jurisdiction over promotions.
The arbitrator shall have no power to add to or subtract from, to disregard
or modify, any of the terms of this or any agreements made by the under-
signed parties.
It is understood by the parties that any and all arbitration proceedings are:
(1) Advisory in nature with any awards or recommendations subject
to the approval of the Post Office Department.
(2) Shall not extend to changes in or proposed changes in agreements
or Department policy.
(3) Shall be invoked only with approval of the individual employee or
employees concerned and the appropriate employee organizations party
to this Agreement, except disputes concerning the Agreement which
shall be by mutual consent.
C. Procedures
An employee desiring arbitration of a decision of the official at the first
level appeal of an adverse action or second level appeal of a grievance
shall notify that official in writing and must submit the written consent of
the organization having exclusive jurisdiction at the national level to pay
one-half of the cost of arbitration. The request for arbitration and the
consent of the organization must be filed within ten working days after
receipt of the letter of decision from the official whose decision is appealed.
. Limitations
. The arbitrator's award is subject to the provisions of exist-
ing or future laws, regulations and policies.
. The arbitrator's jurisdiction shall not be extended to include
such areas of discretion or policy as the mission of the Post
Office Department, its budget, its organization, the tech-
nology of performing its work and the assignment of its
personnel.
. The arbitrator Sholl not have jurisdiction over promotions.
d. The arbitrator shall have no power to add to or subtract
from, to disregard or modify, any of the terms of this or
any agreements made by the undersigned parties.
'. It is understood by the parties that any and all arbitration
proceedings are:
(1) Advisory in nature with any awards or recommenda-
tions subject to the approval of the Post Office Depart-
ment.
(2.) Shall not extend to changes in or proposed changes in
agreements or Department policy.
(3) Shall be invoked only with approval of the individual
employee or employees concerned and the appropriate
employee organizations party to this Agreement, except
disputes concerning the Agreement which shall be by
mutual consent.
. Procedures
. An employee desiring arbitration of a decision of the official
at the first level appeal of an adverse action or second level
appeal of a grievance shall notify that official in writing
and must submit the written consent of the organization
having exclusive jurisdiction at the national level to pay
one-half of the cost of arbitration. The request for arbi-
tration and the consent of the organization must be filed
within ten working days after receipt of the letter of deci-
sion from the official whose decision is appealed.
The official whose decision is appealed, within three working days of
the receipt of the request to arbitrate, shall request the Federal Mediation
and Conciliation Service to furnish a list of the names of five arbitrators
from the list maintained by that Agency. No later than five working days
after receipt of the list of arbitrators, the official whose decision is appealed
and the appropriate representative of the employee organization will
alternately cross off one at a time the names of arbitrators from the list
furnished. After the parties have crossed off the names of foºr arbitrators
the name remaining on the list will be the arbitrator selected by the
parties.
within five working days after selection of the arbitrator and receipt of
his consent to arbitrate the matter, the official whose decision is appealed
shall forward the entire file to the arbitrator. The method to be used in
arbitrating the dispute is under the arbitrator's jurisdiction and control,
subject to such rules and procedures as the parties may jointly prescribe.
He is to make his own awards and write his own opinions based on the
record established. He may not delegate this duty and responsibility to
others in whole or in part without the knowledge and prior consent of
both parties. The power of the arbitrator may be exercised in the absence
of any party, who after due notice, fails to be present or obtain a postpone-
ment. The advisory award of the arbitrator, however, must be supported by
evidence as it cannot be based solely upon the default of a party.
The advisory award shall be made not later than thirty days from the
date of the closing of the hearing, or the receipt of a transcript and any
post-hearing briefs, or if oral hearings have been waived, then from
the date of receipt of the final statements and proof by the arbitrator
unless otherwise agreed upon by the parties. However, a failure to make
an advisory award within thirty days shall not invalidate an award.
The arbitrator's advisory award shall be mailed to the official whose
decision has been appealed, the employee, and the employee organization.
The advisory award of the arbitrator may be further appealed by either
party within ten working days from date of receipt of the award.
Appeal from the arbitrator's advisory award shall be to the Assistant
Postmaster General, Bureau of Personnel.
b. The official whose decision is appealed, within three work
ing days of the receipt of the request to arbitrate, shall
request the Federal Mediation and Conciliation Service to
furnish a list of the names of five arbitrators from the list
maintained by that Agency. No later than five working
days after receipt of the list of arbitrators, the official whose
decision is appealed and the appropriate representative of
the employee organization will alternately cross off one at
a time the names of arbitrators from the list furnished.
After the parties have crossed off the names of four arbi-
trators, the name remaining on the list will be the arbitrator
selected by the parties.
within five working days after selection of the arbitrator
and receipt of his consent to arbitrate the matter, the official
whose decision is appealed shall forward the entire file to
the arbitrator. The method to be used in arbitrating the
dispute is under the arbitrator's jurisdiction and control,
subject to such rules and procedures as the parties may
jointly prescribe. He is to make his own awards and write
his own opinions based on the record established. He may
not delegate this duty and responsibility to others in whole
or in part without the knowledge and prior consent of both
parties. The power of the arbitrator may be exercised in
the absence of any party, who after due notice, fails to be
present or obtain a postponement. The advisory award of
the arbitrator, however, must be supported by evidence as
it cannot be based solely upon the default of a party.
. The advisory award shall be made not later than thirty days
from the date of the closing of the hearing, or the receipt
of a transcript and any post-hearing briefs, or if oral hear-
ings have been waived, then from the date of receipt of
the final statements and proof by the arbitrator, unless
otherwise agreed upon by the parties. However, a failure
to make an advisory award within thirty days shall not in-
validate an award.
. The arbitrator's advisory award shall be mailed to the official
whose decision has been appealed, the employee, and the
employee organization. The advisory award of the arbi-
trator may be further appealed by either party within ten
working days from date of receipt of the award.
Appeal from the arbitrator's advisory award shall be to the
Assistant Postmaster General, Bureau of Personnel.
B. Optional Mediation
1. Introduction
In any national negotiations conducted between the parties Mediation applies only at national
pursuant to this Agreement, the respective bargaining com- level. There is no mediation at the local
mittees shalſ make every good faith effort to reach agree- or regional level.
ment cº all issues prior to invoking other provisions of this ---
Article.
2. Definition of Impasse
It is mutually agreed that an impasse occurs after both
parties have presented proposals and counter-proposals in
good faith and both parties have considered the proposals
and counter-proposals of the other party in good faith and
despite such honest and diligent efforts no agreement can
be reached on the subject being negotiated.
3. Procedures
a. When it has been determined that an impasse has been
reached, the item shall be laid aside. After all nego-
tiable items on which agreement can be reached have
been disposed of, the parties shall once more attempt
to resolve any existing impasse items.
b. If after such effort, either party concludes an impasse or
impasses still exist, it may request mediation, notifying
the other party in writing.
c. Within five days after such notification, the parties shall
jointly request the Federal Mediation and Conciliation
Service to provide mediation service, or if
such mediation service is not available to provide a list
of five qualified mediators from which a selection will
be made.

d. Within five days after receipt of such list, the parties
will meet for the purpose of selecting the mediator by
alternately striking names until one remains. Such per-
son shall be the duly selected mediator.
4. Duties and Responsibilities of Mediator
a. The mediator shall use his best efforts to bring the parties
to an agreement on any and all impasses without taking
sides.
b. The mediator shall make no public statement on the
impasses involved, the merits of the parties' positions
nor agreement or lack of agreement of the parties—
231-420 O – 66 – 7
c. If the mediator's efforts to bring
about agreement are unsuccessful,
he will be empowered to make a re-
port, with any recom-
mendation on unresolved innpasses that he deems neces- Notice that the medi
- ators re
sary, privately and confidentially only to the Postmaster port is
General. Mutual consent of the parties will not be Private and confidential to the Postmaster
necessary for such action by the mediator. General. This is so worded to differen-
tiate between this provision and public
recommendations which are akin to
advisory arbitration and barred by
Executive Order 10988 and Civil Service
Commission recommendations.
_5. Costs
The cost of the services of the mediator and any other
mediation expenses jointly incurred shall be borne 50%
by the Department and 50% by the Or-
ganizations •,
6. Referral to Postmaster General
Any impasses not resolved through mediation shall be sub-
mitted to the Postmaster General for consideration. The
Organizations may meet with the Post-
master General and may submit briefs,
documentary evidence and other perti-
nent material on each unresolved im-
passe. His decision shall be final.
ARTICLE XII
Reassignments
ARTHCLE XHH
Reassignments A. Basic Principles and Reassignments
When it is proposed to:
. Basic Principles and Reassignments 1. Discontinue an independent installation;
2. Consolidate an independent installation (i.e., discontinue the
independent identity of an installation by making it part of
another and continuing independent installation);
'hen it is proposed to:
a. Discontinue an independent installation; 3. Transfer a classified station or classified branch to the juris-
diction of another installation: or made an independent 5. º * a tº gº
º e º e g - º E} - º y Converting classified station or classified
- installation; ©
b. º: º º º º º º: º - branch to independent installation follows same
€IlClent 1Cientity Of an installation IIla KIIlg. It Oart Of an Other & e
p d tinui y d dent i º g p 4. Reassign within an installation employees excess to the needs procedures as transfering them to jurisdiction
and continuing Independent installation); of a section of that installation; of another installation.
C. Transfer a classified station or classified branch to the jurisdiction
of another installation;
d. Reassign within an installation employees excess to the needs of a
Section of that installation;

€.
f.
Reduce the number of career employees of an installation other than
by attrition; or
Reduce RPO, HPO or transfer office employment,
such actions shall be subject to the following principles and requirements:
1.
Dislocation and inconvenience to employees affected shall be kept to
the minimum consistent with the needs of the service.
The Regional Director shall give full consideration to withholding
sufficient career positions within the area for career employees who
may be arbitrarily reassigned.
No employee shall be allowed to displace, or “bump,” another
employee properly holding a position or assignment.
Organizations having exclusive recognition for the crafts or occupa-
tional groups affected shall be notified in advance (as much as six
months whenever posible) of intended action, such notification to be
at the regional level, except under d above, which shall be at the
local level.
In the case of employees arbitrarily detailed or reassigned from one
installation to another mileage, per diem, or reimbursement for
movement of household goods, as appropriate, if legally payable will
be governed by the standardized Government travel regulations as set
forth in POD Methods Handbook M-9, “Travel.”
Any employee volunteering to accept reassignment to another craft
or occupational group, another branch of the postal service, or
another installation shall start a new period of seniority beginning
with such assignment, except as provided herein.
8.
9.
. Reduce the number of career employees of an installation
other than by attrition;
. Reduce RPO, HPO employment, including employment in
mobile stations;
Centralized mail processing and/or delivery installation
other than a new One;
Reassignments—motor vehicle;
Reassignment—substitutes in excess of quota:
such actions shall be subject to the following principles and
requirements.
1
3
. Principles and Requirements
. Dislocation and inconvenience to career employees affected
shall be kept to the minimum consistent with the needs
of the service.
. The Regional Director(s) shall give full consideration to
withholding sufficient career positions within the area for
career employees who may be involuntarily reassigned.
. No employee shall be allowed to displace, or “bump",
another employee properly holding a position or duty
assignment.
. Organizations having exclusive recognition for the crafts
or occupational groups affected shall be notified in advance
(as much as six months whenever possible), such notifi-
cation to be at the regional level, except under A4 above,
which shall be at the local level.
. Career employees involuntarily detailed or reassigned from
one installation to another shall be given not less than 60
days advance notice, if possible, and shall receive moving,
mileage, per diem and reimbursement for movement of
household goods, as appropriate, if legally payable, will
be governed by the standardized Government travel regu-
lations as set forth in POD Methods Handbook M-9,
“Travel”.
• Any employee volunteering to accept reassignment to an-
other craft or occupational group, another branch of the
postal service, or another installation shall start a new
period of seniority beginning with such assignment, ex-
cept as provided herein.
Transfer Offices made part of post offices
(3-17-66 amendments) Mobile Station
concept new in 3-17-66 amendments.
New. Combines in 1 subsection principles
in former "general" paragraphs A. 7-8-9-10.
New . Applies only to MVS.
New.
"Career" added here and elsewhere to
exclude noncareer employees.
Word "duty" added here and elsewhere
to modify "assignment" to be consistent
with definition of "duty assignment” in
seniority supplement.
New. º 60-day minimum advance notice - if
possible. Added word "moving" relates
to new relocation expense act.
49
Whenever changes in mail handling patterns are undertaken through-
out an area including several postal installations with resultant suc-
cessive reassignments of personnel from various installations to one
or more central installations, such reassignments shall be treated
as details for the first 180 days in order to prevent inequities in the
seniority lists at the gaining installations.
If a tie develops in establishing the merged seniority roster at the
gaining installation, it shall be broken by total continuous career
service in the same craft. In determining seniority of special delivery
messengers who received career status under Civil Service Regulation
3.101, that period of continuous service as a special delivery mes-
senger prior to attaining career status shall be included.
All new Duty Assignments created in the gaining installation and
all duty assignments in a newly established installation, shall be
posted for bid. One hundred eighty days is computed from the date
of the first detail of an employee. Bidding shall be open to all regular
employees of the craft involved at the gaining installation. This
includes “regular” employees assigned to the gaining installation.
In those offices brought into a centralized operation, the career
substitutes in those offices, will be given an opportunity for assign-
ment to the central operation as vacancies in the career substitute
quota become available.
To be eligible for reassignment, the career substitute must meet the
folowing requirements:
a. Must make application in the manner and within the time
prescribed for receipt of such application.
b. Must have been on the payroll of that post office on the date of
first official announcement of the centralized operation of the
aICà.
c. Must have been at the time of the first official announcement
on the same roster designation as the regular employee who was
arbitrarily reassigned to the centralized operation.
d. Must meet all qualifications required of substitutes in the cen-
tralized operation.
Order of selection from these making application will be in accord-
ance with their seniority.
Right of a substitute applicant for reassignment as a substitute to
the centralized operation is lost if he becomes a regular in his
present office. Those eligible will be allowed only one opportunity
for reassignment.
7. Whenever changes in mail handling patterns are under-
taken in an area including one or more postal installations
with resultant successive reassignments of personnel from
those installations to one or more central installations,
such reassignments shall be treated as details for the first
180 days in order to prevent inequities in the seniority
lists at the gaining installations. The 180 days is com-
puted from the date of the first detail of an employee to
the central, consolidated or new installation in that spe-
cific planning program.
. If a tie develops in establishing the merged seniority roster
at the gaining installation, it shall be broken by total con-
tinuous career service in the same craft. In determining
seniority of special delivery messengers who received career
status under Civil Service Regulation 3.101, that period
of continuous service as a special delivery messenger prior
to attaining career status shall be included.
Amended for clarification and to include
labor-management interpretations.
11.
12.
13.
14.
15.
16.
Whenever in this agreement provision is made for reassignments
it is understood that any person reassigned must meet the qualifica-
tion requirements of the position to which reassigned.
Any employee arbitrarily reassigned to another craft or occupational
group in the same or lower level, whether in the same or another
installation, shall take seniority for preferred tours and assignments
whichever is the lesser of:
(a) one day junior to the junior regular employee in the same
level and craft or occupational group in the installation to which
reassigned, or
(b) retain his own seniority.
This agreement is effective only in relation to postal employees in
the crafts and occupations exclusively represented at the national
level by the signatory employee organizations.
This agreement does not apply to rural carriers except as specifically
stated herein, nor does it modify the provisions of section B6 of this
article, Reductions in RPO, HPO or Transfer Office Employment.
It is understood that any employee entitled hereunder to a specific
placement may exercise such entitlement only if no other employee
has a superior claim hereunder to the same position.
Surplus employees from non-mail processing and delivery installa-
tions placed in crafts covered by this Agreement shall be assigned
to the foot of the existing substitute roll of the affected craft, or
equivalent if no substitute classification exists, and shall begin a new
period of seniority effective the date of reassignment.
10.
11.
12.
9. Whenever in this Agreement provision is made for re-
assignments, it is understood that any career employee
reassigned must meet the qualification requirements of the
position to which reassigned.
This Agreement is effective only in relation to career postal
employees in the crafts and occupations exclusively repre-
sented at the national level by the signatory employee or-
ganizations.
This Agreement does not apply to rural carriers, except as
Specifically stated herein, nor does it modify the provisions
of Section C.6, of this Article, “Reduce RPO or HPO Em-
ployment, Including Employment in Mobile Stations”.
It is understood that any employee entitled hereunder to
a specific placement may exercise such entitlement only if
no other employee has a superior claim hereunder to the
same position.
13. Surplus Career Employees—Surplus career employees from
non-mail processing and non-mail delivery installations,
regional offices, the Post Office Department headquarters
or from other federal departments or agencies shall be
placed at the foot of the substitute roll and begin a new
period of seniority effective the date of reassignment.
Omission of former general paragraph
* 12 reflects incorporation in Section e 1
and c 5 of the Principle which calls for
excessed employees taking seniority one
day junior to the junior regular in the
same level and craft or Occupational
&”P in the installation to which
reassigned. (See pages 52, 55)
Word changes to correspond with Agreement
negotiated with clerks covering RPO and
HPO employees (See Postal Bulletin 20522,
March 17, 1966).
Wording added to better identify surplus
employees who are to be placed at foot
of substitute roll and begin new period
of seniority.
51
B. Special Provisions on Reassignments
In addition to the general principles and requirements above specified the
attached specific provisions are applicable:
Discontinuance of an Independent Installation
When an independent installation is discontinued all career employ-
ees shall to the maximum extent possible be arbitrarily reassigned
to continuing postal positions in accordance with the following:
3.
Arbitrary reassignment of regular employees with their seniority
for preferred assignments and tours of duty to vacancies in the
same or lower level in the same craft or occupational group in
installations within 100 miles of the discontinued installation,
provided that when two or more such vacancies are simul-
taneously available first choice of assignment shall go to the
senior employee entitled by displacement from a discontinued
installation to such placement.
Arbitrary reassignment of regular employees for whom place-
ment is not available under B.1.a. above in other crafts or occu-
pational groups in which they meet minimum qualifications at the
same or lower level with seniority for preferred assignments and
tours under (1) or (2) below, whichever is lesser:
(1) one day junior to the seniority of the junior regular em-
ployee in the same level and craft or occupation in the
installation to which assigned, or
(2) retain his own seniority.
Arbitrary reassignment of career substitutes with seniority in
any vacancy in the substitute quota in the same craft or occupa-
tional group at any installation within 100 miles of the dis-
continued installation.
Arbitrary reassignment of career substitutes for whom place-
ment is not available under B.1.c. above in other crafts or
occupational groups in which they meet minimum qualifications
at the same or lower level at the foot of the existing substitute
roster at the receiving installation.
C. Special Provisions on Reassignments
In addition to the general principles and requirements above
specified, the attached specific provisions are applicable:
1. Discontinuance of an Independent Installation:
a. When an independent installation is discontinued, all reg-
ular and substitute career employees shall, to the maxi-
mum extent possible, be involuntarily reassigned to con-
tinuing postal positions in accordance with the following:
b. Involuntary reassignment of career regular employees
with their seniority for duty assignments to vacancies in
the same or lower level in the same craft or occupational
group in installations within 100 miles of the discon-
tinued installation, or in more distant installations, if
after consultation with the affected organization(s), it is
determined that it is necessary. The Department will
designate such installations for the reassignment of excess
regular employees. When two or more such vacancies
are simultaneously available, first choice of duty assign-
ment shall go to the senior employee entitled by displace-
ment from a discontinued installation to such placement.
c. Involuntary reassignment of regular employees for whom
consultation did not provide for placement under C.1.b.
above in other crafts or occupational groups in which
they meet minimum qualifications at the same or lower
level with permanent seniority for duty assignments un-
der (1) and (2) below, whichever is lesser:
(1.) One day junior to the seniority of the junior regular
employee in the same level and craft or occupation
in the installation to which assigned, or
(2) The seniority he had in the craft from which re-
assigned. The 5-year rule does not apply:
d. Involuntary reassignment of career substitutes with sen-
iority in any vacancy in the substitute quota in the same
craft or occupational group at any installation within
100 miles of the discontinued installation QI in more
distant installations, if after consultation with the affected
organizations it is determined that it is necessary, the
Department will designate such installations for the re-
assignment of the career substitutes.
e. Involuntary reassignment of career substitutes for whom
consultation did not provide for placement under C.1.d.
above in other crafts or occupational groups in which
they meet minimum qualifications at the same or lower
level at the foot of the existing substitute roster at the
receiving installation and begin a new period of seniority.
coverage clarified-----"regular and
substitute career" employees. "Involuntarily
substituted throughout for "arbitrarily".
100 mile limitation relaxed.
Clarifies (1) "permanent" seniority in
another craft, (2) 5-year rule as
stated in Seniority Supplement is not
applicable.
100 mile rule relaxed
There will be Departmental consultation
if 2 or more regions involved; Regional
consultation if within region.
cross crafting of subs requires new period
of seniority to begin



52
Č.
Regular employees for whom no vacancies are available by the
time installation is discontinued shall be changed to career sub-
stitutes and placed as such, but shall for six months retain place-
ment rights to vacancies developing within that time within any
installation within 100 miles of the discontinued installation on
the same basis as if they had remained regular.
Employees, regular or substitute, arbitrarily reassigned as above
provided shall upon the reestablishment of the discontinued in-
stallation be entitled to reassignment with full seniority to the first
vacancy in the reestablished installation in the level and occupa-
tion from which reassigned.
2. Consolidation of an Independent Installation
a. When an independent postal installation is consolidated with
another postal installation each career employee, regular or sub-
stitute, shall be arbitrarily reassigned to the continuing installa-
tion without loss of seniority in his craft or occupational group.
2.
f. Regular employees for Whorn no regular vacancies are
available by the time the installation is discontinued
shall be changed to career substitutes in the same craft
and placed as such, but shall for six months retain place-
ment rights to regular vacancies developing within that
time within any installation within 100 miles of the dis-
continued installation, or in more distant installations:
if after consultation with affected organizations it is
determined that it is necessary, the department will des:
ignate such installations for the reassignment of excess
regular employees. On the same basis as if they had re-
mained regular.
g. Employees, career regular or substitute, involuntarily
reassigned as above provided shall upon the reestablish-
ment of the discontinued installation be entitled to Te-.
assignment with full seniority to the first vacancy in the
reestablished installation in the level, craft or occupa"
tional group from which reassigned.
Consolidation of an Independent Installation:
a. When an independent postal installation is consolidated
with another postal installation, each career employee,
regular or substitute, shall be involuntarily reassigned to
b. Where reassignments under 2a preceding result in an excess tº continuing installation without loss of seniority in
of employees in any craft or occupational group in the con- his craft or occupational group.
tinuing installation, identification and placement of excess em-
ployees shall be accomplished by the continuing installation in
accordance with the provisions of this Agreement covering such b. Where reassignments under 2.a., preceding, result in an
situations. excess of employees in any craft or occupational group
in the continuing installation, identification and place-
C.
If the consolidated installation again becomes an independent
installation, each employee whose reassignment was necessitated
by the previous consolidation shall be entitled to the first vacancy
in the reestablished installation in the level and craft or Occupa-
tional group held at the time the installation was discontinued.
ment of excess employees shall be accomplished by the
continuing installation in accordance with the provisions
of this Agreement covering such situations.
c. If the consolidated installation again becomes an inde-
pendent installation, each career regular and substitute
employee whose reassignment was necessitated by the
previous consolidation shall be entitled to the first Va-
cancy in the reestablished installation in the level and
Wording clarified - 100 mile rule relaxe
wording clarified.
wording clarified
3. Transfer of a Classified Station or Classified Branch to the Jurisdic-
tion of Another Installation
craft or occupational group held at the time the installa-
tion was discontinued.
3. Transfer of a Classified Station or Classified Branch to the
Jurisdiction of Another Installation or Made an Independent
a. When a classified station or classified branch is transferred to
the jurisdiction of another installation all career employees shall
at their option remain with the classified station or classified
Now applies when a branch or station
a. When a classified station or classified branch is trans- is made an independent installation.
branch without loss of seniority, or remain with the installation
from which the classified station or classified branch is being
transferred.
ferred to the jurisdiction of another installation or made
an independent installation, all career regular employees
shall at their option remain with the classified station
or classified branch without loss of seniority, or remain
with the installation from which the classified station or
classified branch is being transferred.
Reverses past interpretation. Previous
when classified branch was changed to
new installation juniors were reassigne
from 10 sing installation. Now seniors
in branch may go.
b. A realistic appraisal shall be made of the number of employees
by crafts or occupations who will be needed in the station after
transfer, and potential vacancies within these requirements
created by the unwillingness of employees to follow the station
to the new jurisdiction shall be posted for bid on an office-wide
basis in the losing installation.
c. If the postings provided in Paragraph 3b preceding do not result
in sufficient employees to man the transferred classified station
or classified branch junior employees by craft or Occupational
group on an installation-wide seniority basis in the losing instal-
lation shall be arbitrarily reassigned to the classified station or
classified branch and each employee thus arbitrarily reassigned
shall be entitled to the first vacancy in his level and craft or
occupational group in the installation from which transferred.
Reassignment Within an Installation of Employees Excess to the
Needs of a Section
e. The identification of assignments comprising for this purpose
a section shall be determined locally by negotiations between the
installation head and the organization having local exclusive
recognition for the craft and occupational group. If no or-
ganization has such exclusive recognition the installation head
shall identify the section after consultation with employee or-
ganizations having formal recognition at the local level.
b. Regular employees, excess of the needs of a Section, starting
with that employee who is junior in the same craft or occupational
group, assigned in that section, shall be reassigned outside the
Section, but within the same craft and occupational group. They
shall retain their seniority and may bid on any existing vacancies.
c. Such reassigned regular employee retains the right to retreat to
the section from which withdrawn only upon the occurrence
b.
A realistic appraisal shall be made of the number of
employees by crafts or occupations who will be needed
in the station after transfer, and potential vacancies
within these requirements created by the unwillingness
of employees to follow the station to the new jurisdiction
shall be posted for bid on an office-wide basis in the
losing installation.
c. If the postings provided in paragraph 3.b., preceding,
do not result in sufficient employees to man the trans-
ferred classified station or classified branch, junior em-
ployees, by craft or occupational group on an installation-
wide seniority basis in the losing installation, shall be
involuntarily reassigned to the classified station or classi-
fied branch and each employee thus involuntarily re-
assigned shall be entitled to the first vacancy in his level
and craft or occupational group in the installation from
which transferred.
4. Reassignment Within an Installation of Employees Excess
to the Needs of a Section:
3.
The identification of assignments comprising for this pur-
pose a section shall be determined locally by negotia-
tions or consultation as appropriate between the installa-
tion head and the organization having local exclusive QI
formal recognition for the craft and occupational group.
If no sections are established immediately by negotiation
or consultation, as appropriate, the entire installation
shall comprise the section.
. Regular employees, excess to the needs of a section,
starting with that employee who is junior in the same
craft or occupational group and in the same levei as-
signed in that section, shall be reassigned outside the
section but within the same craft and occupational group.
They shall retain their seniority and may bid on any
existing vacancies for which they are eligible to bid. If
they do not bid, they may be assigned in any vacant duty
assignment for which there was no senior bidder in the
same craft and installation. Their preference_i
sº
% -
Q–25
considered if more than one such assignment is available.
of the first vacancy. Failure to bid for the first available vacancy
will end such retreat right.
The assignment vacated by the reassignment of the junior em-
ployee from the section shall be posted for bid of the regular
employees in the section. If there are no bids the junior re-
maining employee in the section shall be assigned to the vacancy.
A rural carrier becoming a city carrier upon the conversion of a
rural route to city delivery shall permanently assume seniority one
day junior to that of the junior city carrier or shall retain his
own seniority, whichever is less.
c. Such reassigned regular employee retains the right to
retreat to the section from which withdrawn only upon
the occurrence of the first residual vacancy after
employees in the section have completed bidding. Fail-
ure to bid for the first available vacancy will end such
retreat right.
. The duty assignment vacated by the reassignment of the
junior regular employee from the section shall be posted
for bid of the regular employees in the section. If there
are no bids, the junior remaining unassigned regular
employee in the section shall be assigned to the vacancy.
. A rural carrier becoming a city carrier upon the conver-
sion of a rural route to city delivery shall permanently
assume seniority one day junior to that of the junior
regular city carrier or shall retain his own seniority,
whichever is less.
. A mobile station is a section. See section C.6 of this
article. -
Directs local determination of sections.
If sections not established immediately
entire installation comprises section,
For example, if local agreements negotiated
October 10 - November fail to identify sections
the local parties may not at a later date
designate sections even by mutual agreement.
Where only formal recognition exists,
installation head should consult as soon
as possible with employee organization if
either party wishes to designate sections.
Incorporates interpretation that excessing
applies only within a salary level.
Grants choice of posted and unclaimed vacant
assignments to unassigned regular who does
riot bid,
Incorporates 1964 Labor-Management
Interpretation
Incorporates 1964 Labor-Management
Interpretation
Neºye Mobile station defined as section -
not subject of local options





5. Reduction in the Number of Employees in an Installation. Other than
by Attrition 5. Reduction in the Number of Employees in an Installation
Other than by Attrition:
When for any reason an installation must reduce the number of em- a. Reassignments within installation: When for any reason
ployees more rapidly than is possible by normal attrition that in-
an installation must reduce the number of employees
stallation: more rapidly than is possible by normal attrition (ex- Mobile Station excepted
cept as provided for in section C.6. of this article for
a. Shall determine by craft and occupational group the number mobile stations) that installation: -
of excess employees;
b. Shall to the extent possible minimize the impact on career em-
ployees by separation of temporaries;
(1.) Shall determine by craft and occupational group the
number of excess employees;
(2.) Shall, to the extent possible, minimize the impact
on career employees by separation of all temporaries;
(3.) Shall, to the extent possible, minimize the impact
c. Shall to the extent possible minimize the impact on regular posi- on regular positions by reducing substitute hours;
tions by reducing substitute hours; (4.) Shall identify as excess the necessary number of
s g a g junior regular employees in the craft and occupa-
d. Shall identify as excess the necessary number of junior regular tional group affected, on an installation-wide basis
employees in the craft and occupational group affected, on an
installation-wide basis, and make reassignments within the in-
stallion as follows:
within the installation, and make reassignments of
an excess career regular employee who meets the
minimum qualifications for a vacant assignment in
another craft in the same installation, shall be invol-
Clarifies past rule - 5.d (1)
(1) An excess regular employee who is qualified for a vacant untarily reassigned in the same or lower level with
assignment of his level in another craft shall be arbitrarily seniority, whichever is the lesser of:
reassigned with seniority in the other craft as provided in (a) one day junior to the seniority of the junior
general paragraph 12, Article XII. (Seniority Supplemental regular employee in the same level and craft or
—Section D.2.c. shall not apply.) occupational group in the installation to which Establishes seniority
assigned, or
(2) He shall be returned at the first opportunity to the craft (b) the seniority he had in the craft from which re-
from which he was reassigned. assigned. The 5-year rule does not apply.
(5.) He shall be returned at the first opportunity to the
(3) When returned he retains seniority previously attained in craft from which he was reassigned.
the craft augmented by his intervening employment in the (6) When returned, he retains seniority previously at
other craft. tained in the craft augmented by his intervening em-
ployment in the other craft.
(4) The right of election by a senior employee provided in para- (7.) The right of election by a senior employee provided
graph e.(1) below is not available for this cross-craft re-
assignment within the installation.
e. Reassignments to other Installations.
(1) After making reassignments within the installation, arbi-
trarily reassign such excess regular employees, starting with
the junior, as provided for employees of a discounted instal-
lation (see general item 12), except that any senior em-
ployee in the same craft or occupational group in the same
installation may elect to be reassigned to the gaining instal-
lation and take the seniority of the junior regular employee
subject to arbitrary reassignment.
in paragraph b.(3.), below is not available for this
cross-craft reassignment within the installation.
b. Reassignments to other installations after making re-
assignments within the installation:
(1.) Involuntarily reassign such excess regular employees
starting with the junior with their seniority for duty
assignments to vacancies in the same or lower level
in the same craft or occupational group in installa-
tions within 100 miles of the discontinued installa-
tion, or in more distant installations, if after consul-
tation with the affected organization it is determined
that it is necessary, the department will designate
such installations for the reassignment of excess reg-
ular employees.
§ote:
means the losing installation.
231-420 O – 66 – 8
100 mile rule relaxed
reference to discontinued installatio

(2)
(3)
If more than one senior regular employee elects to be re-
assigned to the gaining installation, the senior of such
regulars shall take the seniority of the junior employee with
the most seniority; the next such senior regular shall take
the seniority of the next junior employee with the next most
seniority, and so on.
Such senior employees who elect to accept reassignment to
the gaining installation do not have retreat rights.
(4) A regular employee shall have the option of changing to
career substitute in the same craft or occupational group
in lieu of arbitrary reassignment.
(5) Employees involuntarily reassigned under 5e.(1) above,
other than senior employees who elect to be reassigned in
place of junior employees, shall be entitled at the time of
such reassignment to file a request to be returned to the first
vacancy in the level, in the craft or occupational group in the
installation from which reassigned, and such request shall be
honored so long as he does not withdraw it or decline
to accept an opportunity to return in accordance with such
request.
(2.)
(3.)
(4.)
(5.)
(6.)
Involuntarily reassign regular employees for whom
consultation did not provide for placement under
b.(1.) above in other crafts or occupational groups
in which they meet minimum qualifications at the
same or lower level with permanent seniority for
duty assignments whichever is lesser of:
(a.) one day junior to the seniority of the junior reg-
ular employee in the same level and craft or
occupational group in the installation to which
assigned, or
(b.) the seniority he had in the craft from which re-
Tassigned. The 5-year Fuſe does not apply.
Any senior employee in the same craft or occupa-
tional group in the same installation may elect to be
reassigned to the gaining installation and take the
seniority of the senior regular employee subject to
involuntary reassignment. Such senior employees
who accept reassignment to the gaining installation
do not have retreat rights.
When two or more such vacancies are simultane-
ously available, first choice of duty assignment shall
go to the Senior employee entitled by displacement
from a discontinued installation to such placement.
A regular employee shall have the option of chang-
ing to career substitute in the same craft or occupa-
tional group in lieu of involuntary reassignment.
Employees involuntarily reassigned under b.(1) and
(2.) above, other than senior employees who elect
to be reassigned in place of junior employees, shall
be entitled at the time of such reassignment to file
a written request to be returned to the first vacancy
in the level, in the craft or occupational group in
the installation from which reassigned, and such re-
quest shall be honored so long as he does not with-
draw it or decline to accept an opportunity to return
in accordance with such request.
clarifies seniority standing
Use of word "senior" instead of junior
reflects 1964 interpretation and application.
Written request required for evidence of
retreat right.
6. Reductions in RPO, HPO or Transfer Office Employment:
a. Order of Withdrawal:
Withdraw the junior clerk on the basis of service seniority, pool
clerks at the different headouts of the same RPO or HPO to select
the junior clerk.
b. Election:
(1) A supervisor or a senior clerk may elect to take the place
of a clerk being withdrawn by permanently taking that
clerk's service seniority. Employees who have made this
election before September 30, 1961, regain their service
seniority when returned to the RPO, HPO or transfer
office from which withdrawn.
(2) A supervisor withdrawn from his level may be changed to
a clerk at this request. If no assignment is vacant the junior
employee shall be withdrawn therefrom and the supervisor
placed in the assignment so vacated.
6. Reduce RPO or HPO Employment. Including Employment
in Mobile Stations:
a. Order of Withdrawal, RPO or HPO
(1.)
Withdraw the junior regular clerk(s) (on the RPO
or HPO) on the basis of seniority. Pool regular
clerks at the different headouts of the same RPO or
HPO to select the junior regular clerk(s).
(2.)
The junior clerk(s) for whom there is no regular
assignment in the RPO or HPO shalſTbid. With other
regular clerks in the same mobile -starform-for-aſſy
vacant road assignment(s). If there is no vacant
regular assignment in the mobile station, Section b.
below applies to identify the excess clerk(s).
b. Order of Withdrawal, Mobile Stations
(1.)
(2.)
(3.)
(4.)
When for any reason the number of regular clerks
in a mobile station must be reduced the necessary
number of junior regular clerks therein shall be
identified as the excess clerks.
A senior nonexcess clerk in a mobile station may
elect to be reassigned in place of an excess clerk,
with seniority as provided for in Section e. below.
His election must be made before excess clerks
choose the mobile station or stationary installation
in which to be reassigned.
An excess regular clerk shall have the option of
changing to career substitute distribution clerk, RPO
or HPO, in lieu of arbitrary reassignment to a vacant
regular clerk assignment.
A regular clerk who is not assigned as a result of
bidding shall be assigned within the mobile station
in any vacancy for which there was no senior bidder.
c. Reassignment of Excess Clerks
(1)
Excess regular road clerks, including senior clerks
Who eſect to be reassigned in place of excess clerks,
are subject to reassignment in the clerk craft with
retention of seniority for preferred assignments as
that seniority is defined in the Supplemental Agree-
ment, Seniority. They may elect among Depart-
mental designated vacant clerk assignments TTOther
mobile stations and stationary Installations. TWhen
more than one excess elects reassignment to the same
vacant assignment, the clerk who has the greater
seniority for preferred assignments shall be reas-
(2.)
signed.
Mobile stations and stationary installations to which
reassignment in the clerk craft can be made will be
designated by the Post Office Department. Desig-
nated clerk assignments mean assignments in desig.
nated mobile stations and stationary installations
which remain vacant after bidding by regular clerks
therein. Vacant assignments shall include actual
vacancies and increase in clerk complement.
All of Section 6 Incorporates Agreement
negotiated with Clerks covering RPO and HPO
employees. (See Postal Bulletin 20522,
March 17, 1966)
(3.) Excess clerks reassigned pursuant to their election
among designated vacant assignments are reassigned
involuntarily.
(4.) Clerks involu:, ; arily reassigned, other than senior
clerks who elected to be reassigned in place of ex-
cess clerks and clerks who eſect to be reassigned to
a stationary installation not at the mobile station
headquarters, shall be entitled at the time of reas-
signment to apply in writing to be returned to the
first clerk vacancy (the assignment remaining vacant
after bidding by clerks therein) in the mobile station
from which reassigned and such application shall be
honored so long as he does not withdraw it or de-
cline to accept an opportunity to return. If more
than one clerk is an applicant for return to the same
vacant assignment, selection for reassignment shall
be based upon seniority for preferred assignments.
(5.) When an excess road clerk is reassigned in a station-
ary installation, who then is currently qualified in
vi ination, he will have his name
placed on the supervisory eligible register for the
stationary InStäTſation.
(6.) A clerk's election to be reassigned in a stationary
installation in TPFSTassignmeTas-FF57-57FröF
in Section c.(1) above, is his request for reduction
to salary level 4. Salary protection benefits provided
for by instructions in the Postal Manuaſ are not
lost by the election to be reduced by an excess clerk,
or by a senior clerk, if in his case, it is reasonable
föT5ETTEVEThe TWTTBecome excess in the relatively
Inear future.
d. Reassignment of Substitutes in Excess of Quota
(1.) When there is an excess of the legal substitute quota
Öf DEVETSTEREETITIOEITETSUIESütütéS assigned in that
mobile Station, the junior Substitutes equal in num-
ber to such ex will iven
transfer 19 another mobile station OI 2. stationary
installation in the cler it desi l_by_the_d
O -
Sultation with the organization.
Substitutes so transferred will be placed at the foot
of the substitute roll in the mobile station Stå-
Oſlº asſºlatiºn.TOTwhich Treassigne:ITUpSE
Shange to Bºulai from the £E of the substitute roll,
seniority for preferred assignments shall include his
Substit vice and the seniority he d in th
* ,
mobile station from which reassigned. senior.
S itute in the same I elect tº
be reassigned a k iOrit f -
excessed substitute.
Excess RPO-HPO Substit
seniority determined. utes defined and
Original language
rks (Postal 8





(2.) Mobile substitutes reassigned to other mobile sta-
tions or stationary installations have retreat rights
föThe first STBSTITUTETVäCancy in the losing mobile
station according to their standing on the substitute
rolſ in the losing mobile station but such retreat
right does not extend to substitutes who elect to re-
quest reassignment in place of the junior substitutes.
(3.) The right to return is dependent upon a written re-
quest made at time of reassignment from the mobile
station and such request shall be honored unless it
is withdrawn or an opportunity to return is declined.
(4.) Reassignment to a stationary installation under (1.)
above is considered a request for reduction to salary
IEVETATSãTâry protection benefits provided for by A
instructions in the postal manual are not lost by the
election to be reduced.
7. Centralized Mail Processing and/or Delivery Installation:
a. When the operations at a centralized post office or other
mail processing and/or delivery installation result in an
excess of regular employees at another installation(s),
regular employees who are excess in a losing installa-
tion(s) by reason of the change, shall be reassigned as
provided in section 5.b., such reassignments shall be
treated as details for the first 180 days to avoid inequities
in the selection of preferred duty assignments by regular
employees in the gaining installation. -ºr
b. Previously established preferred duty assignments which
Thecome Vacant before expiration of the detail period
must be posted for bid and awarded to eligible regular
employees then permanently assigned in the gaining in-
stallation. TExcess career substitute employees may be
reassigned as provided for in section C.9.
c. All new duty assignments created in the gaining installa-
tion and all other vacant duty assignments in the cen-
tralized installation, shall be posted for bid. One hun-
dred eighty days is computed from the date of the first
defälſ of an employee. Bidding shall be open to all
regular employees of the craft involved at the gaining
installation. This includes regular employees assigned
to the gaſſing TāsīāſāTIOR.
8. Reassignments—Motor Vehicle:
a. When a vehicle maintenance facility is established to re-
place an auxiliary garage, regular and substitute craft
pôSITIONSTITThe gaining installation are to be posted in
the losing installation for applications by regular and
substitute Temployees, respectively. Senior qualified ap-
plicants shall be reassigned without loss of seniority, but
not to exceed the number of excess employees in the
losing installation.
Retreat rights defined.
... . salary protection explained.
! Does not apply to new installation
consolidates in one subsection the
principles and the application of the past
agreement. (Note: C 5 determines excess
from 10sing installations and B 7 determines
filling assignments when staffing new
installation}
Uses same principle of reassignment as
provided for reduction of employees in an in-
sta11ation other than by attrition.

Posting and filling previously established
perferred duty assignments is not delayed
during the 180 day period referred to in
'a' above. They must be posted to eligible
regulars. This doesn't include regular
employees assigned on a detail basis from
losing installations.
When the 180 days detail period is up
all new as well as vacant duty assignments
must be posted. WRegular employees
previously assigned to the installation
and regulars detailed during the 180 day
period compete for the assignments.
Special Motor Vehicle Rule - New
Seniors may be reassigned by bid, without
loss of seniority from a losing to
a gaining installation in 3 defined situations
this is the opposite of other excess
situations in which the juniors go
or the seniors with juniors seniority.

b. When a vehicle maintenance facility is established to
replace vehicle maintenance in a perimeter office, regular
and substitute craft positions in the new maintenancé
facility shall be posted in the losing installation for ap-
plications by regular and substitute employees, respec-
tively. Senior qualified applicants shall be reassigned
without loss of seniority, but not to exceed the number
of excess employees in the losing installation.

c. When vehicle operations are changed by transfer from
one installation to another, new regular and substitute
craft positions shall be posted for applications in losing
installation by regular and substitute employees in the
craft, respectively. Senior qualified applicants shall be
FEassigned WITHOUTTOSS OF SETIOFITy, EUTROTTO Exceed
the number of excess employees in the losing installa-
tion.
d. After all reassignments have been made to the gaining
InStäITātion, EUFSūānſ to Sections a., b., and c., the new
regular assignmeRTSTITTHETEäTTHETHStäTâûOTShāT5e
posted for bids.
e. If, after establishment of a new installation, operations
result in further excess at losing installation(s), the pro-
cedures in Section a..., E.T.C., and d. above, apply to re-
assign senior applicants from the losing installation(s) to
positions in the new installation.
. Reassignment—Substitutes in Excess of Quota (other than
mobile and motor vehicle.)
Where there are career substitute employees in excess of the
Iegaſ substitute quota for the craft for whom work is not
available, substitutes lowest on the substitute roll equal in
filińBEFTSTSUCHTEXCESS Tay at their option be reassigned
föThe foot of the Sū5Stitute TOTTIn the same of another
craft in another installation:
a. An excess substitute employee reassigned to another craft
in the same or another installation shall be assigned to
the foot of the substitute roll and begin a new period
of seniority.
b. An excess substitute employee reassigned to the same
raft in another installation shall be placed at the foºt
of the substitute roll. Upon his change to regular from
the top of the substitute roll his seniority for preferred
assignments shalſ include the seniority he had in the
losing installation augmenTETEyThis substitute service
in the gaining installation.
c. A senior substitute in the same craft or occupational
group in the same installation may elect to be reassigned
in another installation in the same or another craft and
take the seniority (if any) of the senior excess substitute
being reassigned, as set forth in a. and b., above. "
Once a situation develops in which
seniors go from losing installation to
gaining installation without loss of
seniority, the same procedure applies
forever more to reassign seniors from
losing installations to new positions
in the new installation.

Procedures for excessing career subs
(new). Notice the reassignment is at
the sub's option.
Cross-craft reassignment requires beginning
new period of seniority.
Reassignment in same craft to another
installation requires placement at foot
of sub roll but does not result in
permanent loss of seniority. Full
seniority is restored upon change to
regular.
Senior sub may elect to be reassigned
but takes seniority (if any) of junior
he is replacing.
ARTICLE XIII
Assignment of Ill or Injured Employees
A. Introduction
The Department and Organizations with exclusive recognition rights,
recognizing their responsibility to aid and assist deserving employees who
through illness or injury are unable to perform their regularly assigned
duties, agree to the following provisions and conditions for reassignment
to temporary or permanent light duty or other assignments. It will be the
responsibility of each postmaster to implement the provisions of this agree-
ment within his office.
B. Employee's Request for Reassignment
1. Temporary Reassignment
Any employee recuperating from a serious illness Or injury and
temporarily unable to perform his regularly assigned duties may
submit a written request to the postmaster for temporary assign-
ment to a light duty or other assignment. The request shall be sup-
ported by a medical statement from a licensed physician, stating
when possible the anticipated duration of the convalescence period.
Employee agrees to submit to a further examination by a Public
Health Service doctor or a physician designated by the postmaster,
if that official so requests.
d. The Department will designate, after consultation wit
which excess substitutes may request to be reassigned,
beginning with Vacancies in other crafts in the same in-
Staſſation; Tthen Vacancies in the same craft in other in-
stätſärſons, and fiſäTy, VäCâncIESTOther crafts in other
installations, making the designations to minimize relo-
Catſon hardships to the extent practicable.
e. Substitutes reassigned to another craft in the same instal-
lation shall be returned to the first substitute vacancy
Within the CFäff and Teveſ from which reassigned.
f
. Substitutes reassigned to other installations have retreat
FightSTOTHETEXTSUCH Văcăncy according to their stand-
ing on the substitute Foſſ in the losing installation but
such retreat right does not extend to substitutes who
elected to request reassignment in place of the junior
substitutes.
g. The right to return is dependent upon a written request
made at the time of reassignment from the losing instal-
lation and such request shall be honored unless it is
withdrawn or an opportunity to return is declined. --
ARTICLE XIII
Assignment of Ill or Injured Regular and Substitute Employees
A. Introduction
The Department and Organizations with exclusive recognition
rights, recognizing their responsibility to aid and assist de-
serving career regular and substitute employees who through
illness or injury are unable to perform their regularly assigned
duties, agree to the following provisions and conditions for
reassignment to temporary or permanent light duty or other
assignments. It will be the responsibility of each installation
head to implement the provisions of this agreement within his
office.
B. Employee’s Request For Reassignment
1. Temporary Reassignment
a. Any career regular or substitute employee recuperating
from a serious illness or injury and temporarily unable to
perform his assigned duties may voluntarily submit a
written request to the installation head for temporary as-
signment to a light duty or other assignment. The request
shall be supported by a medical statement from a li-
censed physician, stating when possible the anticipated
duration of the convalescence period. Such employee
agrees to submit to a further examination by a Public
Health Service doctor or a physician designated by the
installation head, if that official so requests.
b. A mobile unit career employee shall submit a written
request to the postmaster in charge of the RPO or HPO
to which he is assigned for a temporary light duty assign-
ment in his post office or in a post office near his home
in the clerk craft. The postmaster receiving the request
will make every effort to place the ill or injured mobile
unit employee in the clerk craft.
Department determines available vacancies
after consultation.
Subs may not elect to stay in craft
to which reassigned in same installation.
Retreat rights similiar to retreat rights
for regulars.
This change makes the article applicable
to both career regular and sustitute
employees. A 1965 Labor Management
decision had limited the articles
application to career regulars.
Change emphasizes that employee may,
on his own, request to be assigned to a
light duty job.
Designates postmaster to whom mobile unit
employees submit request for 11ght duty
assignments. Placement is limited to clerk
craft.
2. Permanent Reassignment
Any ill or injured employee having a minimum of ten years serv-
ice, or any employee who sustained injury on duty while performing
his assigned duties can submit a written request for permanent
reassignment to light duty or other assignment to the postmaster
if he is permanently unable to perform all or part of his regularly
assigned duties. The request shall be accompanied by a medical
certificate from the United States Public Health Service or a physi-
cian designated by the postmaster giving full evidence of the physical
condition of the employee, the need for reassignment and the ability
of the employee to perform other duties. A certificate from the
employee's personal physician will not be acceptable.
Postmasters shall show the greatest consideration for employees requiring
light duty or other assignments, giving each request careful attention, and
reassign employees to the extent possible in his office. When a request
is refused the postmaster shall notify the concerned employee in writing,
stating the reasons for his inability to reassign him.
C. Local Implementation
It is desirable, due to varied size post offices and conditions within post
offices, that the following important items having a direct bearing on these
reassignment procedures, shall be determined by negotiations between the
postmasters and the organizations having exclusive recognition at the local
installations, or consultation with formal organizations.
1. Establishment of Light Duty Assignments—Through local negotia-
tions or consultation as appropriate, each office will establish the
assignments that are to be considered light duty for each craft repre-
sented in the office. These negotiations or consultation should ex-
plore ways and means to make adjustments in normal assignments,
to convert them to light duty assignments without seriously affecting
the production of the assignment.
2. Permanent Reassignment
a. Any ill or injured career regular or substitute employee
having a minimum of ten years of postal Service, or any
Career regular or substitute employee who sustained in-
jury on duty while performing his assigned duties can
submit a voluntary request for permanent reassignment
to light duty or other assignment to the postmaster if he
is permanently unable to perform all or part of his as-
signed duties. The request shall be accompanied by a
medical certificate from the United States Public Health
Service or a physician designated by the postmaster giv-
ing full evidence of the physical condition of the em-
ployee, the need for reassignment and the ability of the
employee to perform other duties. A certificate from
the employee's personal physician will not be acceptable.
b. A mobile unit career employee shall submit a written
request to the postmaster at his mobile station for per-
manent reassignment to light duty, or other assignment
in PFS-5 or 4 in the stationary installation if he is per-
manently unable to perform duty in the RPO or HPO.
His request is his application for change to the salary
level in which he can be assigned in a light duty or other
assignment.
3. Postmasters shall show the greatest consideration for career
regular or substitute employees requiring light duty or other
assignments, giving each request careful attention, and re-
assign such employees to the extent possible in his office.
When a request is refused the postmaster shall notify the
concerned employee in writing, stating the reasons for his
inability to reassign him.
C. Local Implementation
Due to varied size post offices and conditions within post
offices, the following important items having a direct bearing
on these reassignment procedures (establishment of light duty
assignments) should be determined by negotiations between
the installation head and the Organization having exclusive
recognition at the local installations, or consultation with for-
mal organizations.
1. Through local negotiations or consultation as appropriate,
each office will establish the assignments that are to be con-
sidered light duty within each craft represented in the office.
These negotiations or consultations should explore ways and
means to make adjustments in normal assignments, to con-
vert them to light duty assignments without seriously affect-
ing the production of the assignment. -
2. Light duty assignments may be established from auxiliary
hours, to consist of 8 hours or less in a service day and
40 hours or less in a service week. The establishment of
such assignment does not guarantee any hours to a Substi-
tute employee.
For permanent reassignment, mobile
unit career employee submits request
to Postmaster at his mobile station.
Note difference from procedure for
temporary reassignment. Employees
San request assignments in PFS-5 or PFs-4.
This is a voluntary action and assignment
in PFS-4 results in salary reduction.
The change in introductory paragraph means
that the establishment of light duty
assignments may be determined in local
negotiations. It is no longer compulsory
as in former agreement. While the
Department is greatly concerned and anxious
to aid and assist ill or injured employees
caution should be exercised in determining
light duty assignments.
Permits establishing of light duty
assignments of 8 hours or less in a day
and 40 hours or less in a week from
auxiliary hours. Previously, such
assignments could be established only on an
8 in 10 hour basis. Notice this provision
is not mandatory.
2. Number of Light Duty Assignments—The number of assignments
within each craft that may be reserved for temporary or permanent
light duty assignments, consistent with good business practices, shall
be determined by past experience as to the number of reassignments
that can be expected during each year, and the method used in re-
serving these assignments to insure that no regularly assigned em-
ployee will be adversely affected, will be defined through local
negotiations.
D. General Policy and Procedures
Every effort should be made to reassign the concerned employee within his
present craft or occupational group. After all efforts are exhausted in this
area, consideration will be given to reassignment to another craft or Oc-
cupational group within the same installation.
The employee must be able to meet the qualifications of the position to
which he is reassigned on a permanent basis. On temporary reassignment,
qualifications can be modified provided excessive hours are not used in
the operation.
The reassignment of any employee to a temporary or permanent light duty
or other assignment shall not be made to the detriment of any regular em-
ployee on a scheduled assignment.
The reassignment of any employee under the provisions of this Article
to an agreed-upon light duty temporary or permanent or other assignment
within the office, such as type of assignment, area or assignment, hours of
duty, etc., will be the decision of the postmaster who will be guided by
the examining physician’s report, employee's ability to reach his place
of employment and ability to perform the duties involved.
An additional position can be authorized within the craft or occupa-
tional group to which the employee is being reassigned, if the additional
position can be established out of the auxiliary hours being used in that
operation without increasing the overall hour usage. If this cannot be
accomplished then consideration will be given to reassignment to an
existing vacancy.
231-420 O - 66 - 9
1
2
3
5
. Number of Light Duty Assignments—The number of as-
signments within each craft that may be reserved for tem-
porary or permanent light duty assignments, consistent with
good business practices, shall be determined by past ex-
perience as to the number of reassignments that can be ex-
pected during each year, and the method used in reserving
these assignments to insure that no regularly assigned em-
ployee will be adversely affected, will be defined, through
local negotiations. The light-duty employee's tour hours,
work location and basic workweek shall be those of the
light duty assignment and the needs of the service, whether
or not the same as for his previous duty assignment. -
General Policy and Procedures
. Every effort shall be made to reassign the concerned em-
ployee within his present craft or occupational group,
After all efforts are exhausted in this area, consideration
will be given to reassignment to another craft or occu-
pational group within the same installation.
. The career regular or substitute employee must be able to
meet the qualifications of the position to which he is re-
assigned on a permanent basis. On temporary reassign-
ment, qualifications can be modified provided excessive
hours are not used in the operation.
. The reassignment of a career regular or substitute em-
ployee to a temporary or permanent light duty or other
assignment shall not be made to the detriment of any
regular employee on a scheduled assignment or give a
reassigned substitute preference over other substitute em-
ployees. --> --> T-> ---- - - - - - - - - - - - - - - - - - - - - - - - - -
. The reassignment of a career regular or substitute em-
ployee under the provisions of this Article to an agreed-
upon light duty temporary or permanent or other assign-
ment within the office, such as type of assignment, area of
assignment, hours of duty, etc., will be the decision of the
installation head who will be guided by the examining
physician's report, employee's ability to reach his place of
employment and ability to perform the duties involved.
. An additional regular position can be authorized within
the craft or occupational group to which the employee is
being reassigned, if the additional position can be estab-
lished out of the auxiliary hours being used in that opera-
tion without increasing the overall hour usage. If this
cannot be accomplished then consideration will be given
to reassignment to an existing vacancy.
Emphasizes that employees work schedule
etc. must conform to light duty assignment,
not vice versa. If employee previously
worked tour two, but the light duty
assignment is on tour three, he must work
tour 3. This is very important and close
attention should be paid to this provision.
"shall" has stronger intent than "should"
Change **Cessary because of ex
tension of
°overage to career subs.
The postmaster shall review each temporary reassignment once each
postal quarter to determine the need for continuation of the assignment,
requesting the reassigned employee to submit to a medical review by the
United States Public Health Service or a physician designated by the
Postmaster if the postmaster believes such action is necessary.
E. Filling Vacancies Due to Reassignment of an
Employee to Another Craft
When it is necesary to permanently reassign an ill or injured employee
who is unable to perform his regularly assigned duties, from one craft
to another craft within an office, the following procedures will be followed;
1. The resulting regular vacancy in the complement, not necessarily
in the particular duty asignment, of the losing craft or occupational
group from which the employee is being assigned shall be posted
to give regular employees in the gaining craft the opportuniy to be
assigned to the vacancy if they so desire.
6. The installation head shall review each light duty reassign-
10.
11.
ment at least once each year, or at any time he has reason
to believe the incumbent is able to perform satisfactorily
in other than the light duty assignment he occupies. This
Review is to determine. The need for continuation of the
employee in the light duty assignment. He may be re-
quested to submit to a medical review by the United States
Public Health Service or by a physician designated by the
installation head if he believes such examination to be
necessary.
. When a regular employee in a temporary light duty assign-
ment is declared recovered on medical review, he shall be
returned to his former duty assignment, if it has not been
discontinued. If his former regular assignment has been
discontinued, he becomes an unassigned regular employee.
. If a regular employee is reassigned in another craft for
permanent light duty and he later is declared recovered,
on medical review, he shall be returned to the first avail-
able regular vacancy in complement in his former craft.
Pending his return to his former craft he shall be an un-
assigned regular. His seniority shall be restored to include
service in the light duty assignment.
. When a career regular employee who has been awarded a
permanent light duty assignment within his own craft is
declared recovered, on medical review, he shall become
an unassigned regular.
When a career substitute on temporary light duty is de-
clared recovered his detail to light duty shall be terminated.
When a career substitute who has been reassigned in an-
other craft on permanent light duty is declared recovered,
his assignment to light duty shall be terminated. Section
D.8., above, does not apply even though he has advanced
to regular while on light duty.
E. Filling Vacancies Due to Reassignment of an Employee to
Another Craft
When it is necessary to permanently reassign an ill or injured
career regular or substitute employee who is unable to perform
his regularly assigned duties, from one craft to another craft
within the office, the following procedures will be followed:
1.
When the reassigned employee is a career regular employee,
the resulting regular vacancy in the complement, not neces-
sarily in the particular duty assignment, of the losing craft
from which the employee is being assigned shall be posted
to give the senior of the regular employees in the gaining
craft the opportunity to be assigned to the vacancy, if de-
sired.
New. Previously this review was for
temporary assignment only; these were
reviewed quarterly. he review
is for permanent as well as temporary
assignments and can be made at any time
the installation head deems necessary."
..but at least once each year.
Since Provision has been made for review
of light duty assignments, rules are necessary
to Provide for reassignment of employees.
no longer in need of light duty. These
*** covered in paragraphs 7 thur 11.
NOTE: In paragraph 11 that a career
sub reassigned across craft for light duty
then declared recovered, is not returned
to his former craft.
Differentrates between regular and sub.
Deletion of words "or occupational group"
clarifies that the resulting vacancy is in
complement of the craft, not the occupational
group.


2. If no regular accepts the opportunity to be asisgned to the vacancy in
the complement, not necessarily in the particular duty assignment,
in the other craft, the senior substitute on the opposite roll who
wishes to accept the vacancy shall be assigned to the regular vacancy
in the complement of the craft of the reassigned employee.
F. Seniority of an Employee Assigned to Another Craft
An employee assigned to another craft or occupational group in the same
or lower level in the same installation shall take the seniority for preferred
tours and assignments whichever is the lesser of (a) one day junior to
the junior regular employee in the craft or occupational group, (b) retain
his own seniority.
ARTICLE XIV
Compensation—Higher Level Duties
Higher Level Compensation: Conditions for payment of salary to an
employee detailed to perform the duties of a position in a salary level
higher than his own.
A. Compensation payable after 30 days of creditable higher level service:
1. Any employee who has served in any higher level position on and
after October 12, 1962 shall be given credit beginning January 1,
1963, for time served in one of the positions of higher level. This
accumulated time shall be added to any other time served in the
same higher level position on and after January 1, 1963. After
30 working days of total creditable service has been accumulated
the employee shall be paid at the higher rate pursuant to law.
4.
. If no regular accepts the opportunity to be assigned to the
vacancy in the complement, not necessarily in the particular
duty assignment in the other craft, the Senior of the career
substitutes on the opposite roll who wishes to accept the
vacancy shall be assigned to the regular vacancy in the
complement of the craft of the reassigned employee.
. When the reassigned employee is a career substitute, the
resulting vacancy in the substitute quota in the losing craft
shall be posted to give the senior of the regular or substi.
tute employees in the gaining craft the opportunity to be
assigned to the substitute vacancy if desired, to begin a new
a period of seniority at the foot of the substitute roll.
The rule in 1, and 2, above, applies when a regular em:
ployee on permanent light duty is declared recovered and
he is returned to his former craft, to give the senior of the
regular or substitute employees in the gaining craft the
opportunity, if desired, to be assigned in the resulting regu-
lar vacancy in the complement, not necessarily in the par-
ticular duty assignment, of the losing craft.
Seniority of an Employee Assigned to Another Craft
... Except as provided for in section D.8, above, a regular
employee assigned to another craft or occupational group
in the same or lower level in the same installation shall take
the Seniority for preferred tours and assignments whichever
is the lesser of (a) one day junior to the junior regular em-
ployee in the craft or occupational group, (b) retain the
Seniority he had in his former craft,
. A career substitute employee who is permanently assigned
to a regular or substitute assignment in another craft, under
the provisions of this Article, shall begin a new period of
seniority. If assigned as a substitute, it shall be at the foot
of the substitute roll.
ARTICLE XIV
Higher Level Pay
. Compensation payable after 30 days of creditable higher
level service:
. Any employee who has served in any higher level position
on and after October 12, 1962, shall be given credit be-
ginning January 1, 1963, for time served in one of the
positions of higher level. This accumulated time shall be
added to any other time served in the same higher level
position on and after January 1, 1963. After 30 working
days of total creditable service has been accumulated the
employee shall be paid at the higher rate pursuant to law.
A new provision for filling resulting
vacancies when career sub is reassigned
to light duty or other assignment. NOTE
Seniority provision.
Establishes seniority for regulars assigned
cross craft. His seniority if returned
to his original craft is covered in D 8
above.
Establishes seniority of career subs
assigned cross-craft. NOTE that
even when sub goes cross craft to fill
regular vacancy under E-2 above (when
no regular accepts opportunity to be
assigned to a vacancy in another craft),
he begins a new period of seniority.
© Any employee who on and after January 1, 1963, serves in any
higher level position shall accumulate and carry over all such credit
from January 1, 1963, to each succeeding calendar year.
Once an employee has accumulated 30 days of creditable service in
a higher level he does not have to reaccumulate such days year
after year for entitlement to immediate pay when assigned to perform
the duties of any position in a higher level.
Clerks in Third Class Offices. For any absence of the postmaster
on day(s) for which the postmaster has been officially and pre-
viously scheduled for duty, the clerk assigned to replace the post-
master will receive, for each day of such absence, compensation
at the rate of the postmaster's position after 30 days of assignment
to the higher level position.
Compensation immediately upon assumption of creditable higher level
service:
An employee demoted to a lower level position shall upon detail
to an established and ranked position in a higher level, not higher
than the position ranking formerly held, be immediately eligible
for higher level compensation.
An employee detailed to a seasonal or temporary limited, established
and ranked position of higher level, except acting postmaster, shall
be eligible immediately upon assumption of the duties of the seasonal
or temporary limited position.
A post office employee in a stationary unit who is detailed to road
duty in an RPO or HPO in a higher level position shall be eligible-
immediately for higher level compensation. Pay for service as a dis-
tribution clerk, RPO or HPO PFS-5, shall be at the appropriate
substitute rate. Pay for road duty in positions in PFS-6 or above
shall be computed as if rendered in a surplus capacity.
. Any employee who on and after January 1, 1963, serves in
any higher level position shall accumulate and carry over
all such credit from January 1, 1963, to each succeeding
calendar year.
. Once an employee has accumulated 30 days of creditable
service in a higher level he does not have to reaccumulate
such days year after year for entitlement to immediate pay
when assigned to perform the duties of any position in a
higher level.
B. Compensation payable immediately upon assumption of
creditable higher level service:
1. An employee demoted to a lower level position shall upon
detail to an established and ranked position in a higher
level, not higher than the position ranking formerly held,
be immediately eligible for higher level compensation.
. An employee detailed to a seasonal or temporary limited,
established and ranked position of higher level, except act-
ing postmaster, shall be eligible immediately upon assump-
tion of the duties of the seasonal or temporary limited posi-
tion.
. A post office employee in a stationary unit who is detailed
to road duty in an RPO or HPO in a higher level position
shall be eligible immediately for higher level compensation.
Pay for service as a distribution clerk, RPO or HPO,PFS-5,
shall be at the appropriate substitute rate. Pay for road
duty in positions in PFS-6 or above shall be computed as
if rendered in a surplus capacity.
. Any employee other than an assistant postmaster who is
detailed to the postmaster's position while the postmaster
Paragraph 4 of the old agreement which
covered clerks in third class offices
relieving Postmasters has been deleted.
See B 4 below.
Higher level pay when relieving Postmaster
now is not limited to third class offices
but covers all employees. Furthermore,
employees are eligible for immediate
higher level pay. Previously 30 days
of assignment were required. Note, however,
the higher level pay applies only when detailed
to the Postmaster's position while Postmaster
is absent from scheduled duty for a whole day, will receive
higher-level compensation for the hours embraced by the
postmaster's schedule for each day at the rate of 1/260 of
o
the appropriate step in the level of the postmaster's position
is absent from scheduled duty for a whole day.
Higher level pay does not apply on Postmasters
scheduled day off nor when he is absent for
less than a full day.


4. Any regular employee in the clerk, city carrier and special delivery
messenger crafts detailed to higher level “preferred assignments”
previously established and ranked position shall be immediately
eligible for higher level compensation under these conditions:
a. The position shall be one of those listed below:
Position Number Title Craft or Crafts
K.P. 17 Claims Clerk—Paying Office Clerk
S.P. 2–3 Information Clerk Clerk
S.P. 2–4 Scheme Examiner Clerk
S.P. 2–41 Special Distribution Clerk Clerk
S.P. 2–156 Wholesale Stamp Clerk Clerk
S.P. 2–157 Special Postal Clerk Clerk
S.P. 2–158 Schedule Clerk—Foreign Mails Clerk
S.P. 2–181 General Office Clerk—Foreign Mails Clerk
S.P. 2–195 Vehicle Operations Maintenance Assistant Clerk, Carrier or
Special Delivery
Messenger
S.P. 2–218 Receiving Clerk—Foreign Air Mail Clerk
S.P. 2–241 Distribution & Dispatch Expediter Clerk
S.P. 2–261 Carrier-Technician Carrier
b. The position is not more than two levels above the current level of the
detailed employee.
c. The position is not higher than PFS-5.
5. Any regular employee in the clerk, city carrier, special de-
livery messenger or mail handler crafts detailed to a higher
level previously established and ranked position shall be
immediately eligible for higher level compensation under
these conditions:
a. The positions shall be one of those listed below:
Position
Number Title Craft or Crafts
KP 17 Claims Clerk—Paying Officer Clerk
SF 1:32 Label Facing Slip Technician Mail Handler
SP 1-33 Group Leader, Mail Handlers Mail Handler
SP 2-3 Information Clerk Clerk
SP 2-4 Scheme Examiner Clerk
SP 2-41 Special Distribution Clerk Clerk
SP 2-156 Stamp Supply Clerk Clerk
SP 2-157 Special Postal Clerk Clerk
SP 2-158 Schedule Clerk—Foreign Mails Clerk
SP 2-181 General Office Clerk—Foreign Clerk
Mails
SB-2–188—Civil Service Examiner-in-charge Clerk, Carrier,
Special Delivery
Messen 8&ſ,
Group Leader,
TMail Handler T
SP 2-195 Vehicle Operations Maintenance Clerk, Carrier
Assistant or Special
Delivery
Messenger
SP 2-218 Receiving Clerk—Foreign Air Mail Clerk
SP 2-229 Trip Accounts Clerk Clerk
SP 2-261 Carrier-Technician Carrier
SP 2-346 Procurement, Property and Supply Clerk
Assistant
SP 2-354 Mail Processing Machine Operator Mail Handler
SP 2-362 Parcel Post Distributor (Machine) Clerk
SP 2-370 Transit Mail Expediter Clerk
SP 2-382 Distribution & Dispatch Expediter Clerk
_SP 2-383 Rack Distribution and Dispatch Clerk
Expediter
SP 2-384 Distribution Review Clerk Clerk
SP 2-385 Ramp Clerk, AMF Clerk
SP 2-387 Bulk Mail Technician Clerk
SP 2-388 Window Services Technician Clerk
SP 2-433 Self Service Postal Unit Technician Clerk
IP (All (SP pending) Distribution Clerk Clerk
Regions) (Machine)
IP (All (SP pending) Group Leader, Mail Handler
Regions) Label Unit
b. The position is not more than two levels above the cur-
rent level of the detailed employee.
c. The position is not higher than PFS-5.
Added Mail Handler craft to
Coverage of immediate higher level pay.
Contains new list of positions of
qualifying for immediate higher level
pay. Employees in mail handler craft added
to list of eligibles.
67
Any regular employee in the Motor Vehicle Service or the Mainte-
nance (formerly Custodial) Service detailed to a higher level, non-
supervisory previously established and ranked position shall be
immediately eligible for higher level compensation under the follow-
ing conditions:
The position is not higher than PFS-5.
b. The position is not more than two levels above the current level
of the detailed employee.
c. The position is located in either the Motor Vehicle or the Main-
tenance Service, as appropriate.
d. The position is in the same occupational craft as that held by
the detailed employee.
Any employee below PFS Level 4 assigned as a substitute detailed to
perform the duties of a PFS Level 4 position shall immediately re-
ceive the pay of that position at the substitute rate.
C. Conditions for use of Paragraphs A and B above:
1.
The phrase “to a salary level higher than his own” shall mean to
a position which has been established, approved as to job content,
ranked, and approved for use by an authorized postal official higher
in the organization structure than the supervisor of the work unit in
which the position is located.
First recourse to detailing employees to higher level assignments
shall be eligible, qualified, and available employees in the immediate
work area having the temporarily vacant higher level position. The
“work area” shall be a matter of local negotiation.
6. Any hourly or annual rate regular employee in the Motor
Vehicle Service or the Maintenance (formerly Custodial)
Service detailed to a higher level, non-supervisory previously
established and ranked position shall be immediately eligible
for higher level compensation under the following condi-
tions:
a. The position is not higher than PFS-5.
b. The position is not more than two levels above the cur-
rent level of the detailed employee.
c. The position is located in either the Motor Vehicle or
the Maintenance Service, as appropriate.
d. The position is in the same occupational craft as that
held by the detailed employee.
7. Any employee regardless of craft below PFS Level 4 as-
signed as a substitute detailed to perform the duties of a
PFS-3 or level 4 position shall immediately receive the pay
of that position at the substitute rate.
C. Conditions for use of Paragraphs A and B above:
1. The phrase “to a position having a salary level higher than
his own” shall mean to a position which has been estab-
lished, approved as to job content, ranked, and approved
for use by an authorized postal official higher in the organi-
zation structure than the supervisor of the work unit in
which the position is located. The term established means
the position is part of the permanent complement of its
installation or has been added to the complement for
“higher-level purposes only.” *
2. Any detail in excess of one week shall be considered a long
range detail. Any assignment of one week or less shall
be considered a short range detail. Ordinarily short range
details shall not involve change in tours, craft or section.
3. First recourse to detailing employees to higher level assign-
ments shall be eligible, qualified and available employees
in the immediate work area having the temporarily vacant
higher level position. The “work area” shall be a matter
of local negotiation.
Now includes higher level pay rules
for both hourly rate regulars and
annual rate regular motor vehicle
service and maintenance employees.
This incorporates existing Labor
Management decision.
This expands eligibles for immediate
higher level pay by adding PFS-3
positions as well as clarifying that
all employees regardless of craft
are covered. The main effect will be
to qualify maintenance (Custodial)
employees in PFS-1 and 2 for immediate
higher level pay when detailed as subs
in PFS-3.
Provides language clarification defining
eligibility for higher level details.
Also provide procedure for termination
of details to higher level position.
Language clarified and expanded
because of previous problems with
applications. Pins down that the higher
level details must be in the permanent
complement or specifically added to the
complement for 'higher level' purposes.
If a position does not exist, higher
level pay is not permitted.
Differentiates between short and long
range details so there is minimum of
juggling manpower. For short range
details, assignments ordinarily should
not be made from another tour, craft
or section which, if done, could
cause a chain reaction of reassignments.
68
3. Details to perform the work of a higher level position will be accom-
plished only by a written management order which directs the em-
ployee to perform the work of the higher level position. The fact
that the employee was directed in writing to perform the work of a
higher level position will be accepted as evidence that the employee
performed all the required duties of the assigned position.
ARTICLE XV
Compensatory And Duty Assignments
A. Annual Rate Employees
The following provisions shall apply to regular annual rate employees
represented by the Organizations except those assigned to road duty, rural
carriers and Level PFS-2 clerks in third-class post offices:
4. The term “eligible” shall have the following meaning:
a. If the position has been limited to employees of (a)
certain craft(s), the detailed employee is currently in one
of those crafts. prºx.
b. If the position was to be regularly filled, the detailed
employee WOURTHäWe Flet an requirements.
C. For supervisory positions, see 5 below.
5. To the extent practicable, employees detailed to initial level
Supervisory positions for short range details shall be from
those employees within the “zone of consideration” on the
supervisory eligible register for that installation. Long
range details to initial level supervisory positions shall, in
alſTCases, be made from those employees within its “zone
of consideration” on the supervisory eligible register for
that installation.
6. Any employee detailed to perform the work of a higher
level position shall be given a written management order
which directs the employee to perform the work of the
higher level position. The fact that the employee was di-
rected in writing to perform the work of a higher level
position will be accepted as evidence that the employee
performed all the required duties of the assigned position.
When local management decides that a non-supervisory
position must be “covered” and an employee is detailed
for that purpose, the position will not be segmented in.
scope for the sole purpose of avoiding a higher level pay
opportunity. The duration or nature of the detail may be
changed or terminated at any time by management by is-
Suance of an amending written order.
ARTICLE XV
Work Schedules, Overtime, and Holiday Pay
A. Annual Rate Employees
The following provisions shall apply to regular annual rate
employees represented by the Organizations except those as-
signed to road duty and rural carriers:
Expands upon 1964 Labor Management
definition of "eligible". For example,
in detailing employee to position of
Information Clerk, SP 2-3, first recourse
must be to employee in Clerk craft; in
detailing employee to Civil Service
Examiner in Charge SP 2-188 joint recourse
is to employees in clerks, carriers,
Special delivery messengers and Group
leaders, mail handlers. In all cases,
of course, the detailed employee
would have to meet all the requirements
of the position as if he was filling it
on a regular basis. -
Provides lèstway, if needed, for "short range"
details being made from employees not
within 'zone of consideration." However,
to the extent practicable is meant to be
strong direction to the installation head.
Long range details must be made from -
"zone of consideration".
It is mandatory to give any employee
detailed to a higher level position &
written order; the duration and notice
*Y be changed or terminated by written
order.
The additional language barring segmentation
of a position and explaining procedures
for terminating or changing detail reflect
existing labor-management decisions.
This Article has been completely revised:
1. Eliminates compensatory time concept
pursuant to P.L. 89-30}, October 1965.
2. Eliminates separate work rules for
clerks in 3rd class offices.
3. Eliminates material on Annual and sick
- leave since that is now in Article XVI
4. Eliminates material on assignments in RPo"
HPO's and Transfer offices since that is
now in Article XII.
69
1. Work week and hours of duty
All regular annual rate employees in field installations of the postal
service shall be scheduled for duty on the standard work week of
Monday through Friday. In the interest of economy and efficiency,
assign regulars where there is 8 hours to be performed within 10
hours on a permanent schedule. Wherever practicable, without detri-
ment to the service, arrange schedules so that the hours of Service
are performed within a period of less than 10 hours, with at least
% hour for rest or lunch. Wherever possible, the assignment should
be established on a 5-day week basis. \
2. Assignment of Weekend Duty:
a.
After the number of assignments needed to meet the service
requirements on weekends has been determined by local man-
agement, the installation head shall negotiate with local exclu-
sive employee organizations and consult with formal organiza-
tions on the procedure for assignment of individuals to be
scheduled for necessary weekend duty. Assignments shall be
made sufficiently in advance to permit adequate notice to em-
ployees and as local work load conditions require. As a mini-
mum employees shall be notified no later than the end of their
tours of duty Thursday of the days and hours of weekend duty.
Assignments shall be adjusted to meet service needs and shall
be displayed on appropriate bulletin boards. Mutual “swap-
ping” agreements may also be negotiated locally.
Hours of duty on Saturday and/or Sunday are considered to
be duty in excess of the standard schedule days and shall be
made up by giving the employee compensatory time as pre-
scribed. Special provisions for payment of overtime in lieu of
compensatory time may be established for the month of Decem-
ber by the Department.
3. Assignment of Compensatory Time:
a. Employees shall be notified no later than end of tour of duty
on Thursday of their scheduled compensatory time the follow-
ing week.
Earned compensatory time of less than 8 hours that is not car-
ried forward and combined with other service shall be granted
on one day within 5 working days; except that, at the request
of the employee, the head of the postal installation may grant
the earned compensatory time on several days within the 5
working days if service will not be impaired.
1. Definitions:
a. Service week. Period beginning 12:01 a.m. Saturday and
ending 12 midnight on Friday.
b. Service Day. Calendar day on which the majority of
work is performed. Where work is distributed evenly
over two calendar days, the service day is the calendar
gay on which work begins: -
c. Basic Work Week. A basis work week is five eight-hour
service days, the eight hours to be within 10 hours or
less during the service week for which a work schedule
has been established. The following types of basic work
weeks are recognized for use in postal field installations:
(1.) Fixed work days. Any five eight-hour days in the
Service week on a recurring basis, however, to the
maximum extent possible these five days shall be
consecutive.
(2.) Rotating work cycle. Any five eight-hour days in
the service week but with changing work day(s) on
a regular cycle. For example, first week Saturday
and Sunday off, Second week Sunday and Monday
off, etc.
(3.) Periodic work cycle. Any five eight-hour days in
the service week but with changing work day(s) on
a regularly recurring basis, for example, on duty
every fourth Saturday in Tieu of a regular scheduled
work day(s).
(4.) Relief work cycles. Work schedules posted to match
schedule(s) of the assignments of the employees re-
lieved. These cycles may provide for either fixed
or rotating work cycles.
(5.) Flexible relief work cycles (Pool Operations). Normal
work schedule (fixed or rotating) of 5 days each
week but subject to change of hours when notified
in advance of reporting.
d. Work Schedule. A regularly scheduled tour of specific
hou's for each scheduled service day within an estab-
lished basic work week.
2. Work Schedules:
a. In the interest of economy and efficiency the head of each
installation shall establish a basic work week when there
is 8 hours of work to be performed on each of 5 days
within a service week. Whenever practicable without
Close attention should be paid to the
five-types of Basic work weeks,
particularly 3, 4, & 5. Wise
application of these, whenever possible
should result in reduced overtime
and a more efficient operation.
Periodic work cycles - this is ideal
for such positions as accounting
clerks, who must work, for example,
every fourth Saturday.
Relief work cycle - this is ideal for
employees who relieve specific
employees at specific times known
and scheduled in advance. For example
Employee A relieves employee B
8 a.m. to 4:30 on Monday & Tuesday,
relieves employee C 10 a.m. to 6:30
Wednesday & Thursdays and relieves
Employee D 9 am to 5:30 Friday.
Employee A's Basic work schedule
should be so structed.
Flexible relief work cycles - this is
ideal for employees who relieve
specific employees at specific times,
but the need to relieve is not known
or posted in advance. For example,
say Employee "A" is scheduled to work
as distribution clerk on Monday 6am
to 2:30 p.m., but has bid a job which
requires him to relieve window clerk
"B" who works 8 am to 4:30 p.m., when
"B" is ill or on leave, Management
finds out Sunday night that "B" is
sick and can't work Monday. As long
as Management notifies "A" prior to
his scheduled reporting time of 6 a.m.
that he should relieve "B" there is
no overtime involved. "A" comes in at
8:00 am. Note that under this basic
work week hours can be changed when
"notified in advance of reporting"
without incurring overtime. The same
flexibility, however, does not apply
to change in days which must be
treated any other temporary change
in work days regarding proper
notification. His schedule hasn't
been changed since he agreed in
advance to serve as relief for "B".
c. When at least 8 hours has been accumulated, pursuant to law
the employee must be scheduled and granted one full day off
of 8 hours on Monday through Friday within 5 working days
after the accumulation of the 8 hours. The 8 hours available
shall not be used over lesser periods than one full day. The
assignment of specific compensatory days off for individuals will
be accomplished by local negotiations.
B. Clerks in Third Class Post Offices
All regular annual rate clerks in Third Class Post Offices shall be sched-
uled for duty not in excess of 40 hours a week or 80 hours in a pay
period. Such clerks may be required to work extra hours in emergencies.
detriment to the service arrange work schedules so that
the Thours of Service are performed within a period of
10 hours or less including at least 30 minutes for rest or
lunchTEEE - - - -
b. A work schedule on a service day within the basic work
week shall not be for less than 8 hours.
c. The installation head shall at all times maintain the
maximum number of Monday through Friday basic work
weeks in his installation as far as practicable. Where
other fixed work day schedules are established provide,
whenever practicable, for 2 consecutive days off, for ex-
ample: work, Saturday; off, Sunday, Monday; work,
Tuesday, Wednesday, Thursday, Friday.
d. The assignment of annual rate regular employees to a
basic work week which includes Sunday as a scheduled
work day shall be kept to a minimum.
. After the above provisions have been complied with, the
selection, design, and application of the remaining basic
work week assignments as defined in A.1.c. shall con-
tinue in effect in accordance with established past prac-
tice unless changed pursuant to local negotiation or con-
sultation as appropriate.
B. Hourly Rate Regular Employees
The following provisions shall apply to hourly rate regular
employees represented by the Organizations except those as-
signed to road duty:
1. Service Week and Day Defined:
a. Service Week. Period beginning at 12:01 a.m. Saturday
and end at 12 midnight on Friday.
b. Service Day. The calendar day on which the maiority
of work is performed. Where work is distributed evenly
over two calendar days, the service day is the calendar
day on which work begins.
2. Basic Work Week and Schedules:
a. Hourly rate regular employees shall be scheduled to
work any number of days, but not in excess of 40 hours
in a service week. The days of work need not be con-
secutive.
b. Daily hours of scheduled work shall be not less than
two consecutive hours nor more than 8 hours in one
day; a break of more than 2 hours in service requires
another 2-hour period of employment. Daily scheduled
hours' shall be confined to accomplishment within a
period of 10 consecutive hours or less including time off
for lunch breaks.
c. After the above provisions have been complied with, the
selection, design, and application of basic work week
assignments as defined in A.1.c. and schedules shall con-
tinue in effect in accordance with established past prac:
tice unless changed pursuant to local negotiation or con:
sultation as appropriate.
Changing Work Schedules. Work schedules
may be changed temporarily when service
needs preclude adherence to regular schedules.
The conditions for such changes are not
contained in this agreement, but will
be published in a separate departmental
issuance.
Work schedules for a craft, or even
for a specific work center are to "continue
in effect in accordance with established
Past Practice unless changed pursuant
to local negotiation or consultation as
appropriate", provided of course, they
are not in conflict with the above
instructions.
For example, if past practice
provides rotating days off this
can not be changed unless the organiza-
tion involved agrees to the changes.
This provision is not intended to
disrupt basic work week assignments or
create change for the sake of change.
Most of the types of basic work weeks
defined in A. 1 c are in existence in
past post offices. It's just a matter
of identifying them and working them
into permanent assignments.
Hourly Rate Regular Employees instructions
for changing work schedules will be the
same as for regular annual rate employees and
contained in the same departmental issuance.
C. Substitute Employees
1. Scheduling of Substitutes
a. Subject to service requirements, substitutes shall be scheduled
in advance and notified prior to the end of their tour of duty
as to when their service will be required the following day.
Substitutes shall not be required to remain at home or call the
Post Office to ascertain whether their services are needed.
b. The above requirement does not include Mobile Unit substi-
tutes as their notification is made either by letter or by tele-
phone.
2. Substitute Work Assignments
a. Career Substitutes.
(1) Assignment within Craft. Career substitute employees nor-
mally shall be assigned within the craft to which appointed.
(See Article XIV, B.6)
(2) Details in Another Craft. Qualified career substitute em-
ployees may be detailed to work in another craft. They
must meet any special requirements such as the possession
of a valid motor vehicle operator's identification card or
the ability to distribute mail by appropriate scheme. (See
Article XIV, B.6)
(3) Distribution of Work Among Career Substitutes. When
full employment is not available for all career substitutes,
or extra substitute work hours are required of career sub-
stitutes, distribute the workload as fairly as practicable
among qualified career substitutes within the same craft.
b. Temporary Substitutes.
Temporary substitutes must not be employed to the detriment
of career substitute employees. This means that temporary sub-
stitutes ordinarily shall not be given work assignments in a
craft when qualified and available substitutes in the craft are
not employed for an average of forty or more hours weekly.
C. Substitute Employees (Except Road Duty and Rural
Carriers)
1. Utilization of Substitutes:
a. Subject to service requirements, substitutes shall be
scheduled in advance and notified prior to the end of
their tour of duty as to when their service will be re-
quired the following day. Substitutes shall not be re-
quired to remain at home or call the Post Office to as-
certain whether their services are needed.
. When a scheduled reporting time previously given to a
substitute is to be changed, the substitute shall be given
as much notice as possible. Other than when required
by service needs, a substitute's scheduled reporting time.
shall not be changed without at least six hours notice.
. Employment of substitutes shall be confined to a period
of twelve (12) consecutive hours beginning with the time
he first reports for duty on a calendar day. After the
end of that period he may not then be reemployed until
an additional period of twelve (12) hours has elapsed, or
until 12:01 a.m. the next calendar day, whichever is
sooner; but in no event shall he be reemployed at 12:01
a.m. or later unless 8 hours have elapsed from his past
period of work.
2. Substitute Work Assignments:
a. Career Substitutes
(1.) Assignment within Craft. Career substitute em-
ployees shall be assigned normally within the craft
to which appointed (See Article XIV, B.7.).
(2.) Details in Another Craft. Qualified career substi-
tute employees may be detailed to work in another
craft. They must meet any special requirements
such as the possession of a valid motor vehicle
operator's identification card or the ability to dis-
tribute mail by appropriate scheme (See Article XIV,
B.7.).
(3.) Distribution of Work Among Career Substitutes.
When full employment is not available for all career
substitutes or extra substitute work hours are re-
quired of career substitutes, distribute the workload
as fairly as possible among qualified career substi-
tutes within the same craft.
. Temporary Substitutes
Temporary substitutes must not be employed to the detri-
ment of career substitute employees. This means that
temporary substitutes ordinarily shall not be given work
assignments in a craft when qualified and available sub-
stitutes in the craft are not employed for an average of
forty or more hours weekly. Prior to the employment
of temporary substitutes, qualified career substitutes in
another craft who have applied for additional work shall
be given such work in order to provide them with an
opportunity for 40 hours of employment (combined work
and leave) in a service week. This section does not pro-
hibit the simultaneous employment of temporary sub-
stitutes and career substitutes as necessary.
Need for firm assurances on substitutes
reporting time is emphasized; if changes
are to be made; the substitute shall
be given at least 6 hours notice, other
than when lesser notice is required
by service needs. This does not give
right to assign temporary sub in lieu
of career sub merely because use of
Career sub could not be made with at
least 6 hours notice. If use of
temp would be in violation of section
2 b below then the needs of the Service

Permit use of career sub with less
than 6 hours notice.
Application of the 12 hour consecutive work
rule. Agreement incorporates instructiºns
previously issued pursuant to P. L. 89-301.
"Bossible" substituted for "Practicable
and is intended to be stronger
direction.
Hew requirement. Temporary substitutes
shall not be used if career substitutes
from another craft wish and have applied
for additional work so as to permit their
employment for 40 hours in a service week.
Note, however, that the simultaneous use of
temporary and career subs is permissable.
3. Rest Day
Career or temporary substitutes should not be employed for more
than 6 days in any calendar week except in December and in un-
usual circumstances which preclude normal work schedules.
D. Rules of General Applicability
1.
When any employee reports for duty in response to an order
to perform service on any day (including a holiday or a day
designated as a holiday) he shall be employed for a mini-
mum of two consecutive hours. Any break of more than
2 hours in service requires another 2-hour period of em-
TIOyment.
. Any annual rate regular employee who after completion of
3
his regular scheduled tour of duty for that day and after
having left the installation is called back to work shall be
employed for a minimum of two (2) hours unless the em-
ployee requests a shorter period of employment after the
required work has been completed. Requirements of D.4.
below, shall be observed.
. A lapse of at least 8 hours shall be observed between the
close of one work period of 12 hours or less and the start
of a new work period.
. The requirements cf law to the effect that the hours of
service of any employee covered by this agreement shall
not extend over a longer period than 12 consecutive hours
and no employee may be required to work more than 12
hours in one day shall be enforced by all levels of man-
agement. This requirement of law may be set aside only
in the event of emergencies as determined by the Post-
master General.
. Rest Day
Employees should not be employed for more than six (6)
days in any service week except:
a. In unusual circumstances.
b. Month of December.
c. Where a career substitute or hourly rate regular em-
ployee would be in a paid leave or work status of less
than 40 hours in that service week and such employee
requested work assignment on the 7th day within the
same service week.
. Employees shall perform all duties and assignments as or-
gered. In the event an employee believes an assignment he
performed, as ordered, violates any of the below he may
seek a remedy in accordance with the provisions of icle
IX or other appropriate procedures. The Department does
not condone supervisors ordering employees to perform
duties or functions that are in violation of Federal laws,
postal regulations, or which may constitute a health or
safety hazard to themselves or to others.
Minimum period of daily employment on any
day is 2 hours.
Minimum period of employment for annual rate
regulars when called back to work, 2 hours,
but, note that employee can request shorter
period after completing required work.
Record should be made that employee requested
leave in less than 2 hours.

Rest between work period – 8 hours. This
language as written appears to present pro-
blems. Clarification can be expected in
the near future.
Rest days. The one day of rest in a week is
continued except in December, in unusual
circumstances and in instances where an
hourly rate regular or sub employee wishes
to work 7 days in a service week if he would
otherwise have worked less than lu0 hours.

This paragraph is extremely important and
should be carefully read for full under-
standing and acceptance of its implications.
Employee shall perform the work as ordered.
Such performance, however, does not preclude
seeking a remedy under Article IX if the
employee believes the orders he received
were improper.
The Department does not condone supervisors
ordering employees to perform duties or
functions that are in violation of Federal
laws, Postal regulations, or which may
constitute a health or safety hazard to
themselves or to others.
Note the reference to "Federal laws" and
the fact that state and local laws are not
mentioned was deliberate. It does not mean
the Department condones violation of state
and local laws. However, the Department
did not wish to bind itself contractually
to laws of which it has no specific knowledge. ,
E. Holiday Work *
y This section establishes continuing

1. When a holiday or a day observed as a holiday falls on a rules on holiday work. Particularly
scheduled work day for an annual rate or hourly rate regular important is subsection 2 which
employee, the maximum number of these employees as can g ſº gº
be spared shall be excused from duty on such holiday. establishes which day is to be observed
Employees who are required to work on such holidays- as the pay and leave holiday for
shall be paid in accordance with the requirements of law. implºyees who are regularly scheduled
2. When a holiday or a day observed as a holiday falls on a off" on the calendar holiday. The rule is
regularly scheduled non-work day for employees whose that the preceding scheduled work-day shall
basic workweek is other than Monday through Friday, the l be observed.
first scheduled workday preceding the calendar holiday shall
be observed as the employees’ holiday for pay and leave
purposes. If the employee is required to work on Such a
day designated as his “holiday" he shall be paid in accord
ance with requirements of law. i
3. Substitutes shall be assigned to the maximum extent possi- Local option for determining selection of
ble to cover holiday assignments. regulars and subs to work on holiday.
4. After the required number of assignments have been de- This does not mean the matter of how
termined, the method of selecting regular and/or substitutes many regulars or subs are needed is
to work on a holiday shall be a subject of local negotiation subject to negotiation. This is a
or consultation as appropriate. management decision which should be
3. Rules regarding employment of personnel on Christmas made with full consideration of paragraph 3
Day shall be the subject of separate instructions to be an- above.
nually issued by the Department after consultation at the
national level with the National Exclusive Organization for
each craft. -
6. Work schedules shall not be changed solely for the purpose This provision should not be circumvented
of avoiding or providing payment of holiday premiums to in any Way.
employees.
F. Overtime
1. In emergencies or as the needs of the service require, em: &
4. Incorporates material previously issued
in departmental instructions or in labor-
management decisions.
ployees may be required to perform overtime work or to
work on holidays.
2. Overtime shall be paid to all employees in accordance with
the requirements of law.
3. Overtime work shall be only for the specific period of time
necessary, it being understood that except for the preceding
provisions relating to employment on a holiday, on a
scheduled non-work day or call back time there is no mini-
mum guaranteed period of employment on overtime.
4. Emplo g âS much advance notice as possi-
ble of overtime. TWhen an employee has been directed to
work overtime, the supervisor ordering the overtime shall
Specify the minimum period of overtime to be performed
by the employee. Although the minimum shall be specified,
this does not preclude the performance of additional over-
time as directed by a supervisor.

4. Annual and Sick Leave
Annual and sick leave shall be credited and granted to substitute
employees as provided in Part 721 of the Postal Manual except that
a substitute shall be granted sick leave at the maximum rate of 8
hours for each whole leave day of his absence other than as pro-
vided in (1) or (2) below:
(1) Where he normally is scheduled for and performs less than 8
hours of work, sick leave granted for one day shall equal the
hours he would have worked.
(2) When in his absence substitutes average less than 8 work-
hours, sick leave granted shall be equal to the whole hour
nearest to the average daily workhours by substitutes in the
same work group of his craft.
D. Fill Clerk Assignments in RPOs, HPOs and Transfer Offices
1. Definitions
a. An RPO or HPO is a “line” (RPO, HPO or combination
RPO-HPO). If Operated in two or more divisions, such as
East and West, each is a separate RPO or HPO.
b. Each transfer office with one or more full time assignments is
a separate transfer office, including offices separately located
and operated independently of each other in the same city. The
assignment of transfer clerk, AMF, is excluded from these
procedures.
c. (1)
(2)
(3)
In an installation those level 5 and lower positions in the
clerk craft which are assigned by the installation head to
assist those responsible for RPO, HPO and transfer office
management are covered by the Agreement.
When making selections to fill any of the assignments
identified in Paragraph 1c(1) whether by promotion, re-
assignment, or otherwise, the best qualified candidate shall
be selected from an RPO, HPO, a transfer office, or from
the post office when such candidate meets the Department’s
qualification standards.
A clerk other than a former RPO, HPO or transfer clerk
in such an assignment is eligible for change to any post
office assignment for which he was eligible before Decem-
ber 19, 1961.
5. In administering overtime within a craft, a cardinal princi-
pje will be that overtime should be granted on the basis. of
need—when it is needed, where it is needed, how it is needed
and the skills required. When scheduling overtime—all
Taualified employees within the appropriate craft shall be
given opportunities for overtime on an equitable basis.
Old agreement revised.
Old agreement revised.
Postal Bulletin issuance which
was cleared with unions. This
incorporates a Posta 1 Bulletin
regulation
which was cleared with employee
organizations.
See Article XVI
See Article XII
75
2. Changes within a RPO, HPO or Transfer Office
3.
b.
Each RPO, HPO and transfer office is a separate entity within
which clerks may bid for preferred assignments.
Bids by clerks shall be considered in the order of service senior-
ity. Making assignments according to bids shall be completed
before otherwise filling vacant regular assignments.
3. Filling Vacant Regular and Substitute Clerk Assignments in RPOs,
HPOs and Transfer Offices:
The installation head shall fill vacancies in RPOs, HPOs and transfer
offices in his charge, including assignments in any new RPOS, HPOs,
or transfer offices, from the following priority groups, proceeding
to a lower group when no qualified eligible is available in a higher
group:
3.
C.
FIRST: Return from other postal assignments to the RPO, HPO
or transfer offices applicants withdrawn therefrom before July
23, 1960 as “surplus” or thereafter by reason of curtailed em-
ployment. The order of consideration is “last out, first back.”
Eligibility in this priority is lost by failure to be an applicant for
return at the first opportunity.
SECOND: Place any regular or substitute clerk who is excess
to the needs of a RPO, HPO or transfer office or who for such.
reason has been assigned in an installation clerical assignment.
(1) On his application, in any vacant regular or substitute RPO,
HPO, or transfer office assignment.
(2) Where no applicant is entitled to consideration under pro-
cedures in subparagraph b (1) above, mandatorily change
any clerk from an assignment in which he is retaining a
protected compensation rate to a vacant regular assign-
ment in a salary level equal to his retained rate.
(a) In an RPO or HPO with headout the same as his
former permanent headout, or
(b) In a transfer office at the post office where he is em-
ployed. Break any tie among eligibles by placing first
the clerk who has the least service seniority.
THIRD: Select from all of the following the qualified applicant
with the greatest service seniority who has applied for the vacant
assignment at level 5. This is one priority group with no sub-
priority separations. No applicant otherwise eligible for volun-
tary change under this paragraph shall be changed from regular
to substitute.
76
(1) RPO, HPO, and transfer office regular and substitute em-
ployees who are employees of the post office in charge of the
assignment applied for, or employees of another installation
and assigned or residing at the headout or within convenient
commuting range of the assignment applied for.
(2) Former terminal and airport mail facility regular and sub-
stitute clerks merged into post offices who applied by Janu-
ary 9, 1961, for a change to an RPO or HPO assignment
for which they were eligible before the merger.
. FOURTH: Change to regular the senior substitute clerk who
is assigned (1) to the RPO or HPO at the headout for the
vacant assignment being filled, or (2) to the transfer office where
the vacant assignment is being filled.
Each substitute clerk should be assigned to one RPO, HPO
or transfer office. Assignments should be made to satisfy normal
service requirements without necessitating or approving excessive
deadheading to and from tours of duty. No substitute should be
assigned to an RPO, HPO or transfer office, or at a headout
where there would not be substantially full-time work for him
except where he may be kept fully employed by detail to other
road or transfer office assignments.
SENIORITY NOTE: Changes made under the FIRST through
the FOURTH priority are without loss of seniority.
. FIFTH: For substitute employment, select the senior qualified
applicant from the installation where the transfer office is located,
or at the headout for a mobile assignment. Post such openings
in accordance with Article XXII for applications by regular and
substitute clerks.
SIXTH: If the substitute opening is not filled under the FIFTH
priority, repeat the posting in the installation in charge of the
RPO or HPO or transfer office. Select the senior qualified
applicant.
SENIORITY NOTE: Regular or substitute employees who
change to RPO, HPO or transfer office substitutes under the
FIFTH or SIXTH priority begin a new period of seniority.
SEVENTH: For substitute employment, select an applicant from
any installation, reemploy an applicant for reinstatement, trans-
fer an applicant from another Federal agency, or recruit from
the eligible list at the installation where the employee is needed.
The employee selected under this priority begins a new period
of seniority except as provided for in the Supplemental Agree-
ment on Seniority.
4. Substitute Clerks for RPOs, HPOs and Transfer Offices:
3.
Substitutes with Appointment in Level 4 and 5.
A substitute clerk with dual appointments in level 4 and 5 may
decline change to regular in level 4 when he is reached in order
on the level 4 substitute clerk roster. If he declines, his name
shall be removed from the level 4 substitute clerk roster and he
shall not be considered again for change to regular in level 4.
Procedures in paragraph 3d of this Article govern change to reg-
ular in level 5. Change to regular in either level 4 or level 5,
terminates substitute appointments in both level 4 and 5. No
new dual appointments are to be made for RPO, HPO or trans-
fer Office. B}
b. Details:
(1) Substitute clerks in RPO, HPO and transfer office assign-
ments may be interchanged by detail, and may be used in
level 4 assignments occasionally where necessary to pro-
vide a reasonable amount of work if such employees are
available and needed to supplement the level 4 substitute
clerks. Should service changes substantially eliminate em-
ployment in level 5 for any RPO, HPO, or transfer office
substitute, change to level 4 should be initiated, the same as
for regular employees.
(2) In emergencies, and at places where substitutes assigned to
RPOs, HPOs or transfer offices are not available, other
employees may be detailed to road or transfer office assign-
ments. Headout installation heads shall cooperate with
installation heads in charge of RPOs or HPOs by arranging
for the detail of qualified employees at those headouts.
5. Reorganization—Opening All Assignments for Bids:
The installation head may authorize a general reorganization in
which all assignments in a RPO, HPO or a transfer office will be
open for bids (1) When there is a major service change which
justifies general bidding, or (2) When mutually agreed by the in-
stallation head and the appropriate certified employee organizations,
but there shall be no more than one mutually agreed upon reorgan-
ization in a twelve month period, or sooner than six months after a
general reorganization by reason of a major service change.
ARTICLE XVI
Vacation Planning
A. Basic Agreement
It is agreed to establish a nationwide program for vacation planning with
emphasis upon the choice vacation period or variations thereof.
B. Formulation of Leave Program
The formulation of the leave program within a local installation shall be
a subject of (1) negotiation with employee organizations having exclusive
recognition at that level, and (2) consultation with employee organizations
having formal recognition at that level; and shall be within the following
general framework:
1. Postmasters and supervisors shall be responsible for scheduling and
granting annual leave on an equitable basis with due regard for the
needs of the service and the welfare of the employees. Care shall be
exercised to assure that no employee is required to forfeit any part
of his annual leave.
2. Each employee shall be responsible for planning his vacation period
in accordance with his personal desires subject to the approval of
his supervisor.
3. Plans to program annual leave on a year-round basis, excluding the
month of December, shall be made prior to or immediately after the
beginning of each leave year. Establishment of the choice vacation
period may be determined by local negotiations. Local agreements
may exclude specific periods, in addition to December, from the
choice vacation period because of known local service requirements
for such periods.
4. The length of the continuous vacation period granted each employee
during the choice vacation period shall be substantially as outlined
below. Reasonable variations may be made provided they are con-
sistent with local service requirements and the employee's desires.
The inclusion of the weekend at the beginning and end of a vacation
period shall be the subject of local negotiations.
a. Employees earning 13 days days annual leave per year shall be
granted up to 10 days during the choice vacation period. The
remainder of their annual leave may be granted at other times
during the year.
ARTICLE XVI
Leave
A. Basic Agreement
It is agreed to establish a nationwide program for vacation
planning for regular and career substitute employees with em-
phasis upon the choice vacation period(s) or variations thereof.
B. Formulation of Leave Program
The formulation of the leave program within a local installa-
tion shall be a subject of (1) negotiation with employee organi-
zations having exclusive recognition for the craft at that level,
and (2) consultation with the employee organization(s) having
formal recognition for the craft at that level; and shall be
within the following general framework:
1. Installation heads and supervisors shall be responsible for
scheduling and granting annual leave on an equitable basis
with due regard for the needs of the service and the wel-
fare of employees. Care shall be exercised to assure that
no employee is required to forfeit any part of his annual
leave.
2. Each employee shall be responsible for planning his vaca-
tion period in accordance with his personal desires subject
to the approval of his supervisor.
3. Establishment of the choice vacation period(s) shall be
determined by local negotiations or consultation, as appro-
priate, before December 1 for the following year, and may
cover one or more designated choice periods during the
leave year. Local agreements may exclude specific periods,
in addition to December, from the choice vacation period(s)
because of known local service requirements for such
periods.
4. The vacation period should normally start on the first day
of the employee's basic work week. This may be the sub-
ject of local negotiation or consultation, as appropriate.
5. Regular and career substitute employees shall be granted
annual leave during the choice vacation period(s) as out-
lined below:
a. Regular and career substitute employees who earn 13
days annual leave per year shall be granted one choice.
of up to 10 days continuous annual leave during the
choice vacation period(s). The number of days annual
leave, not to exceed 10, shall be at the option of the
employee. The remainder of their annual leave may be
granted at other times during the year.
Title change shows Article covers
all leave.
Incorporates Labor-Management decision
that substitute employees are included
in vacation planning.
No new negotiations. This is not
different negotiation period than
established negotiation period.
Spells out that local parties can
determine more than one designated
choice vacation period. This does not
mean that local parties can treat one
choice period different from another.
What it means is that the choice period
can be in more than one segment. For
example, the choice periods can be June,
July, August and the first
two weeks in November (for example
to cover deer hunting season). The
reference to negotiations does not mean
a period ather than the established
negotiation periods in Article VII.
It does not mean the choice vacation
period is negotiated every year unless
there is an established negotiation
period every year.
Local option on which day an employee's
vacation period should start. Care
must be taken, however, not to
violate basic work week provisions.
Additional language provides for
employee option as to number of
continuous days on vacation during
choice periods. This incorporates
labor management decision.

b. Employees earning 20 days per year shall be granted up to 15
days during the choice vacation period. The remainder of the
annual leave may be granted at other times during the year.
c. Employees earning 26 days per year shall be granted up to 15
days during the choice vacation period. The remainder of the
annual leave may be granted at other times during the year.
5. The number of employees granted annual leave during any given
period shall be governed by service requirements and the num-
ber of employees available for necessary replacement.
C.
: Regular and career substitute employees who earn 20.
days or 26 days annual leave per year shall be granted

one choice of up to 15 days continuous annual leave
during the choice vacation period(s). The number of
days annual leave, not to exceed 15, shall be at the
option of the employee. The remainder of their annual
leave may be granted at other times during the year.
The subject of whether an employee ordered for
military training during a choice vacation period is
eligible for scheduled annual leave during a choice
vacation period is a matter for local negotiation or
consultation. ... • --~ *-* -
6. Installation heads may, upon request of an individual, grant
a vacation period Tonger ThanThat prescribed in 5 a. and b.
above, provided this additional leave does not deprive any
other employee of his first choice for scheduled vacation.
7. The number of employees granted annual leave during any
given period shalſ be governed by service requirements and
the number of employees available for necessary replace-
Inent.
C. Implementation
The following general rules shall be observed in implementing
the vacation planning program:
1.
The installation head and the exclusive organization or the
formal organization for the craft, as appropriate, shall
meet in consultation not later than the month of January
to implement the vacation planning program, as previously
established in B-3.
. The installation head shall meet with the representatives of
the employee organizations to discuss the workload data,
past, present and anticipated.
. The installation head shall:
a.
Determine the amount of annual leave accrued to each
employee's credit including that for the current year, the
amount he must take to avoid forfeiture, and the amount
he expects to take in the current year.
. Determine the maximum number of employees that may
be granted leave each week during the choice vacation
period(s). In making this determination, consideration
must be given to mail volume and other workload data
for comparable periods in preceding years as well as
anticipated workloads and current volume trends.
. Determine a final date for submission of applications for
vacation period(s) of the employee's choice during the
chöICETVăcătion period(s).
Incorporates 1964 labor-management decision
that local parties can determine whether
military 1eave shall count against employee
right to annual leave in choice periods.
Incorporates 1964 labor management decision
permitting extended vacation during choice
period(s). However, this must not deprive
any other employee of his first choice.
Paragraphs 1-5 establishe general rules
for implementing vacation planning Program.
In effect, they provide uniform national
guidelines for implementation. Previously
this was left to the local parties. Actually
what is directed are two things; determine
choice vacation period which is done before
December 1 per B 3 above, and annually
implement the vacation program which must
take place no later than January and follow
the rules in this section.
Provides for meeting *...*.*.*
ee organizations; e r-
º: ...: tº provide *...
mation. Provides procedure for Su 1 3
applications for annual leave, loca annual
option on procedure for requesting vides
leave outside choice periods and º:
installation head with means of ºtents
annual leave requirements when reP
are not sufficient.
Whenever it is not possible to meet advance commitments for
granting annual leave within the availability of normal replace-
ments, the 40-44 hour work week of substitute employees may
be expanded, and/or a limited amount of overtime may be used.
Whenever for justifiable reasons an employee desires to take his
vacation during a period which conflicts with that of other employees
already scheduled, every reasonable effort will be made to work out
a mutually agreeable exchange of periods.
Rural carriers shall be granted annual leave in minimum units of 1
day in accordance with their personal wishes, provided a substitute
rural carrier of record is available for their replacement. It shall be
the responsibility of each rural carrier to plan his vacation at times
when a substitute of record is available.
Postmasters shall prepare a written outline of each step of the
negotiated leave plan. A copy of the plan shall be kept on file in
the postmaster's office, and a copy shall be placed on employees’
bulletin boards, or otherwise made accessible to all employees.
d. Review application of each employee as promptly as
possible. With due consideration to service requirements,
make every effort to grant vacations as desired by the
employees. Provide official notice to each employee of
the vacation schedule approved for him.
4. A procedure” in each office for submission of applications
for annual leave for periods other than choice periods may
be established through negotiations or consultation.
. In order to meet advance commitments for granting annual
leave when normal replacements are not sufficient, the
work Week of substitutes and/or regular employees may be
expanded through the authorization of overtime or addi-
tional temporary SUBSTITUTES may BETEFETOyèd.
Whenever for justifiable reasons an employee desires to take
nis vacation during a period which conflicts with that of
other employees already scheduled, every reasonable effort
will be made to work out a mutually agreeable exchange of
periods.
. Rural carriers shall be granted annual leave in minimum
units of one day in accordance with their personal wishes,
provided a substitute rural carrier of record is available for
their replacement. It shall be the responsibility of each
rural carrier to plan his vacation at times when a substitute
of record is available.
. Installation heads shall prepare a written outline of each
step of the vacation leave plan resulting from negotiation
or consultation. A copy of the plan shall be kept on file
in the installation head's office, and a copy shall be placed
on employees' bulletin boards, or otherwise made accessible
to all employees.
D. Leave for Substitutes
A revision of provision in Article XV
Section C4, former agreement.
1. Sick and annual leave shall be credited to substitutes as
provided in Postal Manual 721.
2. Substitutes shall be granted sick leave not to exceed 8
hours for each day the substitute is scheduled to work,
except as follows:
a. When the substitute is normally scheduled for and per-
forms less than 8 hours per day, sick leave granted shall g & 31}{
equal the hours he would have worked on the day(s) Limits sustitute to a imum of eight
absent. hours in any one day. Exceptions listed
b. When the substitute has no regular schedule but normally are basically those in former agreement.
Performs less than 8 hours per day, sick leave granted
shall be equal to the average hours worked each day(s)
of his absence by substitutes in the same work group of
his craft.
81
ARTICLE XVHM
Transportation Between Stations
A. An employee who is regularly scheduled to work during a single duty
period at more than one unit of a post office, such as the main office
thereof and stations or other units, without a break in duty status, except
for normal lunch periods, shall be allowed transportation expenses and
travel time on the clock between the separate units of the post office,
provided such travel has been duly authorized by a proPºr postal official.
B. An employee who has been duly authorized by a proper postal official,
and who is required to travel from one unit of a post office to another in an
emergency situation, shall be allowed such necessary travel time on the
clock and shall be authorized transportation expenses therefor.
C. An employee in a duty status and acting in the scope of his employ-
ment, who has been duly authorized by a proper postal official to travel
from one unit of a post office to another, will be covered by the provisions
of the Federal Tort Claims Act.
3. Substitutes who request annual leave on any day they are
scheduled to work may be granted such leave provided they
can be spared. Leave charged cannot exceed 8 hours on any
one day. The installation head may also consider a request
for annual leave on any day a substitute is not scheduled
to work. -
4. No substitute employee who has been credited with forty
hours or more of paid service (work, Teave or combination
of work and leave) in a service week shall thereafter be
granted paid sick or annual leave during the remainder of
that service week. Absences in such cases shall be treated
as non-duty time not chargeable to paid leave of any kind.
ARTICLE XVHH
Transportation Between Stations
A. An employee who is regularly scheduled to work during
a single duty period at more than one unit of a post office,
such as the main office thereof and stations or other units,
without a break in duty status, except for normal lunch periods,
shall be allowed transportation expenses and travel time on the
clock between the separate units of the post office, provided
such travel has been duly authorized by a proper postal official.
B. An employee who has been duly authorized by a proper
postal official, and who is required to travel from one unit of a
post office to another in an emergency situation, shall be
allowed such necessary travel time on the clock and shall be
authorized transportation expenses therefor:
C. An employee in a duty status and acting in the scope of
his employment, who has been duly authorized by a proper
postal official to travel from one unit of a post office to
another, will be covered by the provisions of the Federal Tort
Claims Act.
D. An employee who reports to a unit as scheduled and is
then reassigned to a different unit shall be entitled to trans-
portation costs to return to his original reporting unit at the
completion of his tour. This provision is not applicable if the
employee is regularly scheduled to the different units.
in applying this paragraph installation
heads should exercise extreme care in
granting leave early in week if there is
a possibility the sub will total 40
hours of work in the week in order
to guard against 1eave hours causing
work hours later in the week to be
paid for at premium rates. This does
not mean all employee requests should be
denied early in the week but only when
there is a real possibility he will
total more than 40 hours work in the
week. A Postal Manual change will
incorporate instructions on this matter.
*s g &
Y--. Incorporates previous instructions and
reflects Comptroller General's decision
Substitutes cannot be granted paid
leave after they have totaled 40 hours
paid hours in a week.
Permits the employee to receive
Transportation costs for returning to his
original reporting unit when after reporting
he has been sent out to
another unit where
he finishes his tour.
ARTICLE XVIII
Position Descriptions
A. Position Identification
Each position ranked as an Individual Position either by the Department
or in the field shall contain the Civil Service Commission occupational
code number and a reference to the key position which served as the
basis for the salary level ranking of the position. -
B. Availability of Position Descriptions
A copy of the Key, Standard, or Individual Position which represents the
basis for the employee's title and salary level shall be made available to
the employee on his request. Individual Position descriptions pertaining
to a particular craft shall be made available by the postmaster to that
craft organization on its request provided the organization has local for-
mal or exclusive recognition. . -
C. Criteria of Position Descriptions
The criteria published in the Regional Manual for authorization of a Key,
Standard, or Individual Position when not part of the officially published
position descriptions shall be furnished to the respective exclusive organ-
ization.
ARTICLE XVIII
Position Descriptions
A. Position Identification
Each position ranked as an Individual Position either by the
Department or in the field shall contain the Civil Service
Commission occupational code number and a reference to the
key position which served as the basis for the salary level
ranking of the position.
B. Annual Position Evaluation Review
A report on the results of the Annual Position Evaluation
Review shall be made an agenda:tem for discussion at the
_next labor-management meeting with the local exclusive or:
ganization(s).
C. Availability of Position Descriptions
A copy of the Key, Standard, or Individual Position which
represents the basis for the employee's title and salary level
shall be made available to the employee on his request. In-
dividual Position descriptions pertaining to a particular craft
shall be made available by the installation head to that craft
organization on its request provided the organization has local
formal, or exclusive recognition.
D. Criteria of Position Descriptions
1. The criteria published in the Regional Manual for authoriza-
tion of a Key, Standard, or Individual Position when not
part of the officially published position descriptions shall be
furnished to the respective exclusive organization.
2. Whenever a question arises as to proper craft designation
for a Standard or Individual Position, the determination
shall be made by the Deputy Assistant Postmaster General,
Bureau of Personnel, after consultation with the Employee
Organizations.
---
Provides the union with information
on the annual position evaluation review.
Incorporates 1965 Labor Management
decision. Craft determination can only
be made by the Deputy Assistant Postmaster
General, Personnel, who must consult
with employee organizations.

83
ARTICLE XHX
Safety and Health
SAFETY AND HEALTH COMMITTEES
It is the responsibility of management to provide safe working conditions
and to develop a safe working force. The Organizations offer to cooperate
with and assist management to live up to this responsibility.
The Department and the Organizations insist on the observance of safety
rules and safe procedures by employees and insist on correction of unsafe
conditions.
To assist in the positive implementation of the program there will be
established at each postal installation having 100 or more employees a
joint Labor-Management Health and Safety Committee. Similar commit-
tees may be established by negotiation in installations having fewer than
100 employees.
The membership of the committee will consist of the installation head or
his representative (who shall be the Chairman), the safety officer (who
will serve as Secretary), one supervisors’ representative and one repre-
Sentative from each craft, to be selected as follows:
1. Each Organization with exclusive recognition in the installation shall
designate a committee member for the craft it represents,
2. If no organization has exclusive representation for a particular craft
at the installation level an organization with formal recognition at
the local level and exclusive recognition at the national level shall
designate a committee member for that craft, and
3. In all other instances each organization with formal recognition at
the installation level shall nominate three employees in the craft
concerned to the installation head who shall select one from all
nominees presented as a committee member.
Conflict of interest situations could occur if grievance representatives of
the Organization are members of the Safety and Health Committee, there-
fore, such grievance representatives should not be on the Committee.
ARTICLE XIX
Safety and Health
A. Safety and Health Committees
1. It is the responsibility of management to provide safe work-
ing conditions and to develop a safe working force. The
Organizations offer to cooperate with and assist management
to live up to this responsibility.
. The Department and the Organizations insist on the observ-
ance of safety rules and safe procedures by employees and
insist on correction of unsafe conditions.
. To assist in the positive implementation of the program,
there shall be established:
a. At each postal installation health units for groups of over
300 employees on a tour, when the Department deter-
mines funds, personnel and space are available for such
purpose. It shall be staffed by a licensed physician and
by registered professional nurses when they can be
employed.
b. At each postal installation having 100 or more employees
a joint Labor-Management Health and Safety Committee
will be established. Similar committees may be estab-
lished by negotiation in installations having fewer than
100 employees.
. The membership of the committee will consist of the instal-
lation head or his representative (who shall be the Chair-
man), the safety officer (who will serve as Secretary), one
supervisors' representative and one representative from each
craft, to be selected as follows:
a. Each Organization with exclusive recognition in the
installation shall designate for the craft it represents a
committee member from that craft.
b. If no organization has exclusive representation for a par-
ticular craft at the installation level, an organization with
formal recognition at the local level and exclusive recog-
nition at the national level shall designate for that craft
a committee member from that craft, and
c. In all other instances each organization with formal
recognition at the installation level shall nominate three
employees in the craft concerned to the installation head
who shall select one from all nominees presented as a
committee member.
. Conflict of interest situations could occur if grievance rep-
resentatives of the Organization are members of the Safety
and Health Committee, therefore, such grievance representa-
tives should not be on the Committee. -
Extablishes health units in installations
with 300 or more employees on a tour
when funds, Personnel, and space are
available. APProximately 28 offices
in addition to those already having
health units meet these criteria.
Changes incorporates labor-management deci-
Sion .
4.
In order to insure the broadest exposure of the program to employees, to
develop interest by active participation of employees, to insure new ideas
being presented to the Committee and to make certain employees in all
areas of an installation have an opportunity to be represented except for
the Chairman and Secretary, the Committee members shall not serve more
than one 12 month period during two successive years.
Installations with less than 100 employees may consult or negotiate with
installation heads as appropriate to establish a Safety and Health Com-
mittee which will consist of the installation head, or his designee, as
Chairman, one representative from each organization representing 25 or
more employees and one single representative to represent all other craft
or occupational groups. The single representative must represent all crafts
and occupational groups on a fair and impartial basis. All other condi-
tions established for the composition and operation of Committees in
offices with over 100 employees will apply to the Committee established
pursuant to this paragraph.
The Health and Safety Committee shall meet at least quarterly and at
such other times as designated by the Chairman. The meeting shall be
on official time. Each Committee member shall submit agenda items to
the Secretary at least three (3) days prior to the meeting.
The Committee shall review the progress in accident prevention and health
at the installation; determine program areas which should have increased
emphasis; make recommendations to the installation head on matters
concerning safety and health; when so directed by the Chairman, on the
Spot inspection of particular troublesome areas may be made by individual
Committee members or a sub-committee of the members of the Commit-
tee (when so directed the Committee member(s) shall be on official time);
and submit reports and recommendations which shall be considered by
the installation head who shall, within a reasonable period of time, advise
the Committee of actions taken.
6.
It is the intent of this program to insure broad exposure to
employees, to develop interest by active participation of
employees, to insure new ideas being presented to the Com-
mittee and to make certain that employees in all areas of an
installation have an opportunity to be represented. At the
same time, it is recognized that for the program to be
effective TSTIESEBIETSTEFOVäETOFTATEORTHURyThe
committee work from year to year. Therefore, except for
the Chairman and Secretary, the Committee members Shaſl
serve three year terms but shall not be eligible to succeed
themselves. For purposes of implementation, approxi-
mately one-third of the committee membership serving at the
time this Agreement becomes effective will have their term
extended for a 1-year period, another one-third will have
their term extended for a two-year period, and the remain-
ing one-third will be replaced by new members to complete
the committee complement. Determination of which com-
mittee members will have their terms extended for one or
two year periods, respectively, shall be accomplished by lot.
Installations with less than 100 employees may consult or
negotiate with installation heads, as appropriate, to establish
a Safety and Health Committee which will consist of the
installation head, or his designee, as Chairman, one rep-
resentative from each organization representing 25 or more
employees and one single representative to represent all
other craft or occupational groups. The single representa-
tive must represent all crafts and occupational groups on a
fair and impartial basis. All other conditions established
for the composition and operation of Committees in offices
with over 100 employees will apply to the Committee estab-
lished pursuant to this paragraph.
. The Health and Safety Committee shall meet at least quar-
terly and at such other times as designated by the Chairman.
The meeting shall be on official time. Each Committee
member shall Submit agenda items to the Secretary at least
three (3) days prior to the meeting. A member of the Health
Unit will be invited to participate in the meeting of the
Labor-Management Health and Safety Committee when
agenda item(s) relate to the activities of the Health Unit.
. The Committee shall review the progress in accident preven-
tion and health at the installation; determine program areas
which should have increased emphasis; make recommenda-
tions to the installation head on matters concerning safety
and health; when so directed by the Chairman, on the spot
inspection of particular troublesome areas may be made by
individual Committee members or a sub-committee of the
members of the Committee (when so directed the Commit-
tee member(s) shall be on official time); and submit reports
and recommendations which shall be considered by the
installation head who shall, within a reasonable period of
time, advise the Committee of actions taken.
In order to provide for continuity in
in committee, rather than Complete turn over
every year ( except for Chairman and
Secretary) change has been made to extend
the terms of members, on a Staggered basis
to be determined by lot This way only
a PProximately one-third of the C Ommittee
turns over each year
&
Defines when member of health unit partici-
pates in the health and safety committee
activities

ARTICLE XX
Uniforms
A. Ali Uniforms
Dates when seasonal changes in uniforms are to take place may be nego-
tiated locally.
B. Window Clerk Attire
Eligibility for uniform allowance
Required to wear window clerk uniform: All employees in first and second
class offices assigned on a continuing basis to a public window in a first
or second class post office either for a minimum of four hours on five days
a week or for not less than 30 hours a week.
B. Health Program
1. Health maintenance is primarily the responsibility of the
individual. The Department, however, has obligation to
provide a safe working environment for its employees and
has a valid interest in their welfare and the prevention of
loss of work time and productivity.
2. Employees may voluntarily participate in immunization pro-
grams when the Department determines such programs are
to be provided based on the following conditions:
a. Employees by reason of their occupation or job assign-
ment are exposed to significantly increased hazards;
b. An impending epidemic threatens to disable so large a
portion of the employees as to materially interfere with
postal operations.
3. Health Surveys, such as Chest X-rays and glaucoma pro-
grams, will be conducted when authorized by the Depart-
Inent.
4. Each installation head shall make certain that the telephone
numbers for doctors, ambulances, rescue squads, hospitals
and Bureau of Employees’ Compensation Medical facilities
are posted for use in medical emergencies.
5. Each postal installation shall act to encourage and par-
ticipate in the operation of a blood bank. Postal employees
may be excused for the time necessary, but not to exceed
one (1) day, to cover absence from regular tours of duty to
make blood donations without remuneration to a Red Cross
or other nonprofit blood bank. Such absence shall be with-
out loss of pay or charge to annual or sick leave. -
ARTICLE XX
Uniforms
A. Ali Uniforms
Dates when seasonal changes in uniforms are to take place
may be negotiated locally.
B. Window Clerk Attire
1. Eligibility for uniform allowance: All employees in first and
second class offices assigned on a continuing basis to a
public window in a first or second class post office either
for a minimum of four hours on five days a week or for
not less than 30 hours a week, are required to wear window
clerk uniform.
Incorporates provisions relating to
health programs, most of which are
in Postal Manual or in Bureau of Budget
guidelines. Note particular emphasis
on blood donations in Paragraph 5
Uniform items to which uniform allowances are applicable:
Male: Female:
Business-type shirt Blouse
Jacket Jacket
Tie Emblem
Emblem
Details as to fabric, color, and desi e
5 5 gn Will be that adopted b e
Allowance Advisory Board. pted by the Uniform
The Postmaster may require clerks who are regularly assigned to serve at
a public window, but who are not eligible to receive the uniform allowance
19 appear in neat and clean attire which meets the local standards for
*PPropriate business attire. The matter of Speci º º
º - - pecific business attire m
subject to local negotiation. ay be
ARTHCLE XXI
Employee Service
Vending Machines:
Each craft or occupational group of employees is entitled to have one
representative on the Employee Welfare Committee having control over
Vending machine operations in work rooms and swing rooms.
3. organization with exclusive recognition at the installation and any
...” º to this Agreement that has formal recognition at the
- * On January of each year shall submi *
* t the names of th
Sons to the installation head, wh ree per-
5 O shall select one to re
º tº • , º, ø present the craft
º, occupational group involved within thirty days after receipt of the list
° list may or may not include the incumbent. A.M. º. a
2. Uniform items to which uniform allowances are applicable:
Male: . Female:
Business-type shirt Blouse
Jacket - Jacket
Tie Emblem
Emblem
3. Details as to fabric, color, and design will be that adopted
by the Uniform Allowance Advisory Board.
4. The installation head may require clerks” who are regularly
assigned to serve at a public window, but who are not
eligible to receive the uniform allowance to appear in neat
and clean attire which meets the local Standards for appro-
priate business attire. The matter of specific business attire
may be subject to local negotiation.
ARTHCLE XXI
Employee Services
Wending Machines
1. Each craft or occupational group of employees shall have
one representative from the craft or occupational group on
the Employee Welfare Committee having control over vend-
ing machine operations in work rooms and swing rooms.
2. Any organization with exclusive recognition at the installa-
tion and any Organization party to this Agreement that has
formal recognition at the installation shall, in January of
each year, Submit in the order of preference the names of
three persons selected by the organization to the installation
head. Within thirty days, and after giving due considera-
tion to the order of preference, the installation head shall
appoint one of the persons selected to represent the craft or
occupational group involved. The list submitted by the
organization may or may not include ºne incumbent.
Now mandatory that each craft has a
*Presentative on Employee Walfare
Committee from the craft. This
reflects Labor-Management decision
This Paragraph relates only to those
units rePresented exclusively or those
lin its represented formally by an affiliate
of a National Exclusive Organization
This language is intended to be stronger
than the Previous provision in that the
*čanizations submit three names in the
order of preference and the installation
head must give the consideration to such
preference. -
If no craft or occupational group has formal or exclusive recognition an
election shall be held by such craft or occupational group and the installa-
tion head shall select one of the three persons receiving the highest number
of votes.
The Employee Welfare Committee shall meet regularly but in any event
no less than once each six months. -
The expenditure of funds of the Employee Welfare Committee shall be
by three-fourths vote. The accounting and auditing of all funds shall be
as prescribed by regulations governing such funds in official Departmental
publications.
The rates charged the Employee Welfare Committee for utilities furnished
shall be as prescribed by the Post Office Department.
4. The Employee Welfare Committee shall
3. The Employee Welfare Co
3. If no organization has formal
a craft or occupational grOu
such craft or Occupation
shall select the craft or OCCLl
ceiving the highest number of votes.
* *ny event, no less than once each
Employee Welfare Committee shall meet On Official time
in the installation and is r
mittee funds for the recreation, welfare and benefit of all
employees in the installation. The Employee Welfare Com-
mittee is specifically responsible for, but not limited to:
a. Contracting for the operation of vending machines
through open competitive bidding;
b. Restricting items sold in vending machines to those pre-
scribed in the Department's regulations; *
c. Periodic publications of financial status for the informa-
tion of all employees;
d. Expending Committee funds advantageously for the wel-
fare, benefits and recreational activities of all employees.
No profits shall accrue to the benefit of any single group,
organization or individual.
. The expenditure of funds of the Employee Welfare Com-
mittee shall be by three-fourths vote. The accounting and
auditing of all funds shall be as prescribed by regulations
governing such funds in official Departmental publications.
. The rates charged the Employee Welfare Committee for
utilities furnished shall be as prescribed by the Post Office
Department.
or exclusive recognition for
P, an election shall be held by
al group and the installation head
Pational group employees re-
;
meet regularly but
SIX months. The
*—-
mmittee represents all employees
eSponsible for administering com:
Major change is that installation head
must select the employee receiving the high-
est number of votes , rather than one of the
toP three as previously provided. Also note
that no provision has been made for instal-
lation in which a craft is represented on
formal basis by an organization not having
exclusive recognition on the national level.
However, under 1964 Labor-Management decision
an election must be held by such craft, also.

Incorporates 1964 Lab
decision abor Management
Strict attention must be paid to the
º matters for which the Welfare commit-
l S specifically re Sponsible. They are
º: but they are mandatory.
Paragraph a . e Should be taken of Sub-
These instructions already
:- jºined in Parts 490 and 749
.*.*. Manual. In contracting
the Po Peration of Vending machines
stmaster should sign as chairman

of the Employee w
&S Foºtº: elfare Committee, not
ARTICLE XXII
Posting
A. Except for rural carrier vacancies, duty assignments shall be posted as
follows:
1. All vacant duty assignments or newly established duty assign-
ments shall be posted within 7 working days after a determination
has been made the position is not to be reverted. If a vacant duty
assignment has not been posted within 30 days, upon request, the in-
stallation head or his designee should consult with the organization
concerned.
2. If the vacant assignment is reverted, a notice shall be posted within
7 working days, advising of action to be taken and reason therefor.
ARTICLE XXII
Posting
A. Except for rural carrier vacancies, vacant craft duty assign-
ments shall be posted as follows:
1. All vacant or newly established craft duty assignments,
except confidential positions as defined in consultation be-
tween the Deputy Assistant Postmaster General, Bureau of
Personnel and the Organization involved shall be posted for
employees of the craft or crafts eligible to bid within
10 days after a determination has been made the position is
not to be reverted. If a vacant duty assignment has not
been posted within 30 days, upon request, the installation
head or his designee shall consult with the organization
concerned.
2. If the vacant assignment is reverted, a notice shall be posted
within 10 days advising of the action taken and the reaSOil
therefor.
Intended to emphasize that a11 craft
duty assignments shall be posted when they
become vacant.

Neither the local parties nor local
agreements can exempt any "confidential"
positions from posting requirements.
This exemption can only be made by the
Deputy Assistant Postmaster General,
Personne 1, and then only after consultation
with the organization involved.
Language also emphasizes that posting is
only for employees eligible to bid. This
has reference to B-1 below which provides
for possible limiting of bids to sections
in certain crafts.
The time 1 imit has been changed from
7 working days to 10 days, meaning 10
calendar days.
The obligation to consult when vacant
duty assignments have not been posted
within 30 days has been strengthened by
substituting "shall" for "should".
Time limit changed to conform with
paragraph 1.
89
4. No assignments will be posted beca
º º duties
3. The determination of what constitutes a sufficient change of
to cause the duty assignment to be reposted shall be a subject O
gotiation at the local level.
f ne-
use of change in starting time
unless the change exceeds one hour. Whether to post or not is nego-
tiable if it exceeds one hour.
. In the clerk, motor vehicle, maintenance (custodial), and
mail handler crafts, when it is necessary that fixed scheduled
day(s) of work in the basic workweek for a craft assign-
ment be permanently changed, the affected assignment(s)
shall be reposted.
. In the letter carrier craft and in the special delivery mes-
senger craft a permanently changed scheduled nonworkday
shall be posted. The letter carrier or the special delivery
messenger whose fixed scheduled nonworkday was neces-
sarily changed retains his assigned route. The senior eligible
letter carrier or special delivery messenger who applies for
the changed ROHWOFKāāy in the craft involved shall be
assigned to the new basic schedule without changing from
his route.TLetter carriers or specialſTöelivery messengers
eligible to bid are those within the sections as established
with the respective craft by local negotiation or consulta-
tion as appropriate, which negotiation or consultation shall
be for the specific purpose of implementing this subpara-
graph as it applies to the letter carrier craft and to the
special delivery messenger craft. In the absence of such
designation of Sections by local negotiation or consultation,
all regular letter carriers or regular special delivery mes-
sengers may bid for the changed nonworkday within their
craft on an installation wide basis.
5. The determination of what constitutes a sufficient change of
duties, principal assignment area, or scheme knowledge re-
uirements, to cause the duty assignment to be reposted
shall be a subject of negotiation at the local level.
Mandatory requirement to post for change
in fixed scheduled day (s) of work in
basic workweek is result of P. L. 89-301
which gives senior employees choice of
basic workweek. Note that in the four
crafts listed a change in days of work
require the affected assignment to be
reposted. This varies with the procedure

for letter carriers and special de livery
messengers. See Paragraph 4 below.
If the scheduled day off is changed
for letter carriers or special delivery
messengers only the new day off is posted
not the assignment. The employee involved
retains his assigned route. The senior
bidder gets the new basic work schedule
but not the assignment; he stays on his
own route,
Provision is made to limit such bidding
to sections, as determined by negotiation
or consultation. Note that the
designation of bidding in this paragraph
is different than the designation of
bidding under Article XII E 4 a and
Section B 1 of this Article.
If this provision of designating
sections under this paragraph is not
exercised, this changed non work
day must be posted installation wide,
within the respective craft.
Two new items regarding posting are
subject to local negotiations.
90
B. Place of Posting
A notice shall be posted conspicuously in such place or places at the in-
stallation where the vacancy exists including stations and branches of
post offices, as to assure that it comes to the attention of employees
eligible to submit bids.
6. No assignment will be posted because of change in starting
time unless the change exceeds an hour. Whether to post
or not is negotiable at the local level, if it exceeds one hour.
7. An unassigned regular employee may bid on duty assign-
ments posted for bids by employees in his craft. If he does
not bid, he may be assigned in any vacant duty assignment
for which there was no senior bidder in the same craft and
installation. His preference is to be considered if more
than one such assignment is available.
8. In the motor vehicle craft, when requested by the local
organization having exclusive or formal recognition:
a. All regular motor vehicle operator and tractor-trailer
operator assignments in cities where daylight time is
observed shall be posted for bids twice each year incident
to the time changes.
b. In other cities such assignments shall be posted for bid.
once each calendar year.
B. Place of Posting
s’. Pºº. . .
The notice inviting bids for a craft assignment shall be posted
tº ##%'official bulletin boards at the installation where the
&acáñey exists, including stations and branches, as to assure
‘that it comes to the attention of employees eligible to submit
bids. Copies of the notice shall be given to the local exclusive
or formal organization(s) for the craft(s) affected. When an
absent employee has so requested in writing, stating his mailing
address, a copy of any notice inviting bids from his craft shall
be mailed to him by the installation head.
1. In the letter carrier, maintenance (custodial), special deliv-
ery messenger and mail handler crafts, posting and Bidding
for preferred duty assignments shall be installation-wide un-
less the local agreement or established past practices specifi-
cally limits bidding to sections defined in compliance with
the reassignments agreement, Article XII, Section C.4.a.
Merely makes clear the option to post for
changes of more than one hour in starting
time applies to the local level.
Incorporates 1964 Labor management decision
which gives installation head right to assign
unassigned regular who does not bid on
posted vacancies. The employees preference,
however, must be considered.
Basically incorporates Postal Manual
Provision and 1964 Labor Management
decision. Note, however, that the
local exclusive or formal organization
must request such posting. If no
request is made the assignments will not
be posted except when warranted.
Reference is to Calendar year without
designating just when the posting will
take place. This matter is subject
to negotiation or consultation as
appropriate. In other words the matter of
Posting is mandatory, upon request,
while the question of when the posting
is done is negotiable or subject
to consultation.
Provides for a specific place to Post bid
notices also provides copies of bid notices
to the local employee organization(s) affected
and to certain absent employees. Since e
absent employees must request bid notices in
writing this fact should be made known to all
employees in the installation.
Four crafts have made provisions for
sectional bidding. Note, however, that
bidding is installation wide unless
the local agreement or
established past practices has defined
sections in conjunction with reassigning
employees excess to the needs of a section.
(Article XII, C 4 a.)
91
C. Length of Posting
The notice shall remain posted for not less than 7 calendar days.
D. Information on Notices
The notices shall describe:
a.
The duty assignment by position title and number (e.g. key, stand-
ard or individual position)
PFS salary level
Scheme knowledge requirements where applicable
Hours of duty
The principal assignment area (e.g., section and/or location of
activity)
Qualification standards
Physical requirements unusual to the specific assignment
Invitation to employees to submit bid
Whether the compensatory day(s) are fixed or rotating
If city carrier route is involved the carrier route number shall be
designated. -
2. In the clerk and the motor vehicle crafts, posting and bid-
ging for preferred duty assignments shall be installation-
wide, without exception.
C. Length of Posting
The notice shall remain posted for 10 days, unless a different
length for the posting period is established by local agreement
9 in consultation, as appropriate.
D. Information on Notices
Information shall be as shown below and shall be specifically
stated:
1. The duty assignment by position title and number (e.g. key,
standard or individual position).
. PFS salary level.
. Scheme knowledge requirements where applicable.
. Hours of duty (beginning and ending).
.
. The principal assignment area (e.g., section and/or location
of activity).
6. Qualification standards, including occupational code num-
ber when such standards and numbers are available.
7. Physical requirement unusual to the Specific assignment.
8. Invitation to employees to submit bids.
9. The fixed or rotating schedule of days of work, as
appropriate.
10. If city carrier route is involved the carrier route number
shall be designated.
ed., installation wide
Local agreements of
ide for section
In the two crafts list
bidding is mandatory.
past practices can not prov
bidding.
Former language provided for minimum
7 calendar day posting period but no
maximum. New language make this 10 day
posting period mandatory (no more, no less)
unless a different length is established
through local negotiations or consultation.
Bid notices will contain additional
information: -
(4) both beginning and ending hours of
duty
(6) occupational code number when
available in conjunction with qualifit
cation standards and (9) fixed or
rotating days of work in lieu of
former provision for compensatory
days which no longer exist.
E. Successful Bidder
Within 7 days after the closing date of a posted assignment, the post-
master shall post a notice stating the successful bidder and his
seniority date.
Except when the position requires scheme knowledge, the senior
bidder meeting the qualification standards established for the posi-
tion and any unusual requirement posted shall be assigned as soon
as practicable, consistent with the needs of the service. When the
position requires scheme knowledge, the senior bidder has not in
excess of 90 days to qualify.
E. Successful Bidder
1. Within 10 days after the closing date for the posting (in-
cluding December) the installation head shall post a notice
stating the successful bidder and his seniority date.
. The successful bidder must be placed in the new assignment
within 21 days except in the month of December. The
local agreement may set a shorter period.
. When the duty assignment requires scheme knowledge, if
the senior bidder is qualified on the essential scheme re-
quirements of the position, assign him in compliance with
Changes time limit for posting notice
of successful bidder and seniority to
conform with other changes in time limits.
Emphasizes what was implied in former
language that such posting of successful
bidder must be done even in December.
Former requirement for assigning successful
bidder was "as soon as practicable". New
language makes such assignment mandatory
within 21 days (except December), unless
the local agreement sets a shorter period.
The same 21 day requirement applies to
duty assignment with scheme knowledge
if the successful bidder is qualified on the
essential scheme requirements. If the
successful bidder is not qualified the 21
day requirement is not operative. If not
qualified, the successful bidder has 90 days
in which to so qualify. If the successful
bidder is not qualified in that time,
the senior bidder then qualified gets the
assignment. Note provision is made for
detailing qualified employee to the
position during the 90 day period. See
Part 33.544a of the Postal Manual for
defintion of essential schemes.
2 above. If the Senior TBIddeſ ISTHOf qualified on the
essential scheme requirements when the posting period is
closed, permanent filling of the preferred assignment shall
be deferred until he is qualified on the essential scheme
requirements, but not in excess of 90 days. The deferment
period shall begin the day notice is posted Stating the Sûc-
cessful bidder. TImmediately after the end of the deferment
period, the senior bidder then qualified shall be permanently
assigned. During the deferment period, the assignment
normally should be filled by the detail of a qualified
employee.
4. Normally the successful bidder shall work the duty assign-
3. Normally the successful bidder shall work the ment as posted.
- duty assi
posted. y assignment as
ARTHCLE XXHHH
Promotions
In recognition of the extensive consultations that have taken place between
the Post Office Department and the Employee Organizations over the past
three years on promotions, and in recognition of the fact that existing
promotion procedures must be immediately implemented and that the pro-
posed implementation has been the subject of consultation with the Organi-
zations, it is agreed that the revised promotion procedures as implemented
will remain in effect until June 1, 1965, without regard to the termination
date of this Agreement.
The Department and the Organizations agree that the establishment
of procedures for determining: (1) the method of qualifying employees
to be placed on an eligibility list, (2) the zone of consideration within
such eligible registers from which selection for promotion to initial
level supervisory positions shall be made, and (3) appropriate appeal
procedures on violations of the established promotion procedures, are
negotiable. The Department agrees to open negotiations with the Or-
ganizations to establish the above procedures at least 30 days prior to
June 1, 1965.
The promotion procedures now in effect for the Motor Vehicle and the
Maintenance (custodial) Services will remain in effect until changed by
the procedures provided above.
It is understood that any an all aspects of promotion procedures must
comply with Civil Service Regulations and be approved by the Com-
mission.
ARTICLE XXIII
Promotions
Methods of Qualifying Employees To Be Placed on an
Eligibility List (Register) - -
A. For Initial Promotion to Initial Level Supervisory Positions
in the Post Office Branch of the Postal Field Service
1. Written Examination. An employee's name will be placed
on an eligibility list (register) upon successfully passing an
appropriate written examination prescribed by the POSt
Office Department.
2. Eligibility To Take the Written Examination. Any career
regular or career substitute employee in the Post Office
Branch of the Postal Field Service (except substitute rural
carrier), at PFS-3 or higher who has a total of four (4)
or more years of career service in the clerk, letter carrier,
mailhandler, rural carrier, or special delivery messenger
craft or in a combination of those crafts, is eligible. Any
regular or career substitute employee in a branch of the
service other than the Post Office Branch, i.e., Motor Veº
hicle or Maintenance (Custodial), who has a total of five
(5) or more years of career service in the clerk, letter car-
rier, mailhandler, rural carrier, or special delivery messen-
ger craft or a combination of those crafts, is eligible. Any
PFS-3 employee in order to be eligible must have passed
the clerk-carrier examination.
3. Standing on List (Register). An eligible employee's stand-
ing on the list (register) is determined by his score on the
written examination supplemented by service credit. Service
credit is computed by adding to his written examination
score on the eligible list (register) one-half (%) point for
each full year of postal service not to exceed 27 years.
Military service is creditable as service credit provided
military service interrupted continuous postal service.
4. Establishment of Lists (Registers). Lists (registers) pre-
scribed by this section shall be established at all post offices
which have twenty-five (25) or more employees at the time
an examination is given.
Incorporates promotion a
was signed in 1965.
greement which
B.
2.
For Initial Promotion to Initial Level Supervisory Positions
in the Maintenance (Custodial) Branch of the Postal Field
Service
. Written Examination and/or Standing on List (Register).
An employee's name will be placed on an eligibility list
(register) upon successfully passing an appropriate written
examination prescribed by the Department. Service credit
is computed by adding to his written examination Score on
the eligible list (register) one-half (%) point for each full
year of postal service not to exceed 27 years. Military
service is creditable as service credit provided military serv-
ice interrupted continuous postal service. Pending the
establishment of an appropriate written examination pre-
scribed by the Department, each first-line supervisory va-
cancy to be filled by promotion will be posted for fifteen
(15) calendar days. Those employees who meet the posted
qualification standards shall be placed on a list (register)
in order of total service in the Maintenance (Custodial)
ranch.
Eligibility to Take the Written Examination and/or to be
Placed on a Promotion List (Register). To be eligible,
employees in the Maintenance (Custodial) Branch must
have 4 years of service in that Branch. Employees not
currently in the Maintenance (Custodial) Branch must have
had at least 5 years service in the Maintenance (Custodial)
Branch.
For Initial Promotion to Initial Level Supervisory Positions
in the Motor Vehicle Branch (Operations and Maintenance)
of the Postal Field Service
. Written Examination and/or Standing on List (Register).
An employee's name will be placed on an eligibility list
(register) upon Successfully passing an appropriate written
examination prescribed by the Department. Service credit
is computed by adding to his written examination score on
the eligible list (register) one-half (%) point for each full
year of postal service not to exceed 27 years. Military
service is creditable as service provided military service in-
terrupted continuous postal service. Pending the establish-
ment of an appropriate written examination prescribed by
the Department, each first-line supervisory vacancy to be
filled by promotion will be posted for fifteen (15) calendar
days. Those employees who meet the posted qualification
standards shall be placed on a list (register) in order of
total service in the Motor Vehicle Branch.
2. Eligibility to Take the Written Examination and/or be
Placed on a Promotion List (Register). To be eligible,
employees in the Motor Vehicle Branch must have 4 years
of service in that branch. Employees not currently in the
Motor Vehicle Branch must have had at least 5 years serv-
ice in the Motor Vehicle Branch.
Zone of Consideration Within Eligible Registers From
Which Initial Selection for Promotion to Initial Level
Supervisory Positions Shall Be Made
A. To Initial Level Supervisory Positions in the Post Office
Branch of the Postal Field Service
The top fifteen percent (15%) of the eligibles on the super-
visory promotion list (register) at the time of filling each initial
level supervisory position constitutes the “Zone of Considera-
tion.” When the top 15% produces more than 100 names of
employees, the zone of consideration shall be the top 100
names on the list. When the top 15% produces less than 9,
the top 9 employees shall be the zone of consideration. When
9 or less employees are on the list (register) all employees on
the list (register) shall be the zone of consideration.
B. To Initial Level Supervisory Positions in the Maintenance
(Custodial) Branch of the Postal Field Service
The zone of consideration shall be the top 50% of the em-
ployees on the list (register). When the top 50% produces more
than 50 employees, the zone of consideration shall be the top
50 employees on the list (register). When the 50% produces
less than 6, the top 6 employees shall be the zone of considera-
tion. When 6 or less employees are on the list (register), all
employees on the list (register) shall be the zone of considera-
tion.
C. To Initial Level Supervisory Positions in the Motor Vehicle
Branch (Operations and Maintenance) of the Postal Field
Service
The zone of consideration shall be the top 50% of the em-
ployees on the list (register). When the top 50% produces
more than 50 employees, the zone of consideration shall be
the top 50 employees on the list (register). When the 50%
produces less than 6, the top 6 employees shall be the zone
of consideration. When 6 or less employees are on the list
(register), all employees on the list (register) shall be the zone
of consideration.
Promotion Appeal Procedure
A. Non-Promoted Employees
Non-promoted employees who are within the “Zone of Con-
sideration” shall upon their oral and/or written request to the
installation head or promotion authority be informed orally
and/or in writing, in accordance with the way the request was
submitted, of the specific reason(s) why they were not selected
and be given (1) advice on correcting any deficiencies that con-
tributed to their non-promotion and (2) training and other
services are available without incurring additional costs to
the Department.
B. Eligibility To Appeal
An employee desiring to file a promotion appeal must file
within thirty (30) working days after the day of the promotion
which caused the employee to appeal. A promotion appeal
may only be filed and processed on the appellant's complaint
that a procedural error is alleged to have been made in proc-
essing the promotion. The determination of qualifications or
relative qualifications is not a procedural matter. In order
for an appellant to be eligible to file a promotion appeal, a
promotion must have been made for which the appellant was
eligible. An employee organization may file an appeal on
behalf of an employee provided the employee has so authorized
the organization in writing.
C. Appellate Level
A decision of the installation head may be appealed to the
Regional Director. Where the promotional authority is not
vested in the installation head, the promotion appeal shall be
referred by the Regional Director to the Assistant Postmaster
General, Bureau of Personnel.
D. Information on Appeals
The appellant's appeal must be labeled “Promotion Appeal"
and it must contain as a minimum the following information:
1. Name, title and grade level of appellant.
2. Identification of the promotion involved and the successful
applicant.
3. Reasons or bases for appellant's belief that promotion pro-
cedures were not followed or otherwise were violated.
4. Name of designated representative (individual or organiza-
tion) if any.
5. A request for a discussion at the Regional Level, if such is
desired.
97
E. Appellant's Right of Representation
An employee has the right to select whomever he desires to
represent him in a promotion appeal. When an employee re-
quests an organization rather than an individual to represent
him in a promotional appeal, management will recognize the
President of that organization as the representative, unless that
official designates another organization representative.
F. Right of Organization With Exclusive Recognition
The exclusive organization shall have the following rights in
promotion appeals:
1. To be notified of the time and place of and to be present
at any discussion between the Department's representatives
and the employee and/or his representative.
2. The organization, if any, with exclusive recognition at the
level where the appeal is being processed shall be furnished
with a copy of the written decision.
3. If not the designated representative of the appellant, shall
have an opportunity to state the exclusive organization's
position on the appeal. This right shall be exercised only
one time and shall follow the presentation made by the
employee and/or his representative.
G. Processing of Appeal
1. Upon receipt of the first appeal by the Regional Director,
he shall notify the Postmaster that an audit committee 1S
to be immediately established to develop the facts relating
to the procedural handling of the promotion.
2. The audit committee will consist of a representative of the
Postmaster and a representative selected by the Employee
Organization which holds exclusive recognition at the na-
tional level.
3. Within 10 days after formation of an audit committee, the
committee will send directly to the Regional Director a.
signed report setting forth joint and/or individual findings
concerning the procedural handling of the promotion. No
other appeal on the same promotion action shall be proc-
essed.
H. Decision of the Regional Director
1. If the appellant or his representative requests informal dis-
cussion at the time he appeals, the Director of the Personnel
Division shall then arrange to meet with the employee
and/or his representative prior to the decision of the Re-
gional Director. All travel and other costs on the part of
the organization, the appellant or his representative shall
be at his own expense. However, the Regional Director
shall arrange to have annual leave or leave without pay
granted at the option of each employee involved.
2. The Director, Personnel Division, shall summarize the dis-
cussion and make his recommendation to the Regional
Director who shall render a decision based on the record
of the official file including employee's appeal, the audit
committee's report and summary of discussion with the
Director of Personnel Division within ten (10) days after
receipt of the audit committee's report. If no informal
discussions are held, the decision will be rendered within
ten (10) days after receipt of the audit committee's report
by the Regional Director.
3. No additional information shall be solicited by the Director,
Personnel Division. However, he may accept new relevant
and material evidence which was not previously available
upon a showing by the party presenting the new evidence
that it was not previously disclosed through no fault of the
party making request for its consideration. Copies of the
Regional Director's decision shall be forwarded to the ap-
pellant, his representative and the installation head. The
basis for the decision shall be stated as clearly as practical.
If...the Regional Director's decision is that there was a pro-
cedural error, he shall order immediate corrective action.
I. Review of Regional Director’s Decision
There shall be no appeal from the Regional Director's decision.
However, a national officer of an Organization may request the
Assistant Postmaster General, Bureau of Personnel, to review
a decision of the Regional Director. Such a request must
indicate the specific reasons for believing that either the pro-
motion or the promotion appeal was not handled in accordance
with procedures.
J. Residual Authority
These procedures in no way impair the residual authority of
the Postmaster General.
K. Termination
An appeal will be terminated when so requested by the appel-
lant at any stage of the proceedings.
ARTICLE XXIV
Parking Control
When the installation head determines parking facilities are
available in excess to the needs of the Federal government, the
guidelines for the assignment of such remaining parking facili-
ties may be a subject of negotiation or consultation, as appro-
priate. The continuing use of parking facilities made available
to employees is contingent upon the needs of the Federal
government.
ARTICLE XXV
Mechanization
A. It is recognized that representatives of Employee Organi-
zations can contribute to the efforts of the Department in the
area of mechanization. Therefore, while the Department re-
tains the right to determine the methods, means and perSonnel
by which operations are conducted, a mechanization committee
shall be established. The committee shall be primarily con-
Cerned with the effects on personnel of proposed and adopted
mechanization.
B. Representation on the Committee, to be Specifically deter-
mined by the Department and the Organizations, shall include
90° Person from each of the organizations and representatives
from appropriate Bureaus in the Department.
C. In relation to mechanization the committee shall:
1. Be consulted about proposed implementation.
2. Identify and discuss problems resulting from mechaniza-
tion.
3. Propose solutions to problems.
4. Be advised of the results of research when appropriate.
D. The committee shall be scheduled to meet bimonthly and
at such other times as the committee may deem necessary.
Permits employee organization to have a
part in establishing guidelines for
assignment of parking spaces. Note
that the only mandatory contingency
is the needs of the Federal government.
In other words, the installation head
may not set aside parking spaces for
certain individuals in excess of the
needs of the federal government. . . . . .
and then through negotiations or consulta-
tion establish the guidelines for the
remaining facilities. The guidelines
should cover all facilities in excess
of the needs of the Federal government
which could include the mandatory needs
of certain postal officials. This
doesn't mean, of course, that the
installation head must agree with the
employee organization's position on
# facilities, but he is obligated
to negotiate or consult, as appropriate:
There is no provision for negotiations
with supervisors but, or course, the
postmaster may consult with supervisors
and consider their needs in determining
his position at the bargaining table •
Establishes a new committee at the National
level for the purpose of consultation in
a vital area which becomes more important
and has greater effect in personnel as the
Department's mechanization program expands.
ARTICLE XXIV
Postal Manual Conflict
To the extent provisions of the Postal Manual which are in effect on the
effective or renewal date of this Agreement are in conflict with this
Agreement the provisions of this Agreement will govern.
ARTICLE XXV
Duration of Agreements and Special Provisions
A. Agreement and National Supplemental Agreement
This Agreement and National Supplemental Agreements, hereinafter
referred to as the Agreements, shall become effective as of July 1, 1964,
and shall remain in effect through October 31, 1965. They will auto-
matically be renewed for biennial periods unless at least 60 days prior to
October 31, 1965, or any subsequent anniversary date, either party gives
notice to the other in writing by Certified Mail of its desire to modify or
amend the Agreements.
Six months after the effective date of these Agreements, or of any
renewal anniversary date thereof, either party may serve a written No-
tice to Reopen upon the other for the purpose of negotiating amend-
ments to these Agreements. Said Notice shall indicate generally the
subject matter of the proposed amendments. Such Notice shall be sent
by Certified Mail and may be served only once during a calendar
year. Any resulting negotiations shall take place for not more than 15
working days, unless otherwise mutually agreed upon.
The parties may by mutual consent reopen these Agreements at other
times and negotiate for such period as may be mutually agreed upon.
Any amendments agreed upon as the result of reopening these Agree-
ments shall take effect upon a date mutually agreed upon by the parties.
B. Duration of Local Agreements
Local agreements and supplements thereto shall remain in effect through
October 31, 1965. They will automatically be renewed for biennial pe.
riods unless different renewal modification, amendment or termina-
tion dates and procedures for such changes are established by mutual
agreement of the parties to the National Agreement.
-
*
ARTICLE XXVI
Postal Manual Conflict
To the extent provisions of the Postal Manual which are in
effect on the effective or renewal date of this Agreement are
in conflict with this Agreement the provisions of this Agree-
ment will govern.
ARTICLE XXVII
Duration of Agreements and Special Provisions
A. Agreement and National Supplemental Agreements, be-
come effective when signed and shall remain in effect through
October 31, 1967, at which time they will expire. At least
60 but not more than 90 days prior to the expiration date,
the parties agree to enter into negotiations for a new national
agreement and supplements.
B. Duration of Local Agreements
Local agreements and supplements thereto whether new,
amended, modified or added to all shall become effective as
of the date mutually agreed to by the parties who negotiate
them and shall terminate on the same date Q S the National
Agreement and Supplements; however, local agreements and
supplements will be extended to the close of any period of
local negotiations determined by the parties to the National
Agreement at which time they will terminate.
Establishes new terms for the duration
of the National Agreement and Local
agreements. While the language calls
for an effective date of August 31,
1966 (date of signing) the parties have
agreed to make the effective date
September 21, 1966 in order that copies
of the Agreement may be distributed
to the field. The language legally
terminates the National Agreement
9ctober 31, 1967 and commits the parties
to enter into negotiation for a new
agreement (and supplements). Local
Agreements and supplements also legally
terminate October 31, 1967 but if the
national parties set a period for local
negotiations after October 31, 1967,
existing local agreements will be extended
beyond October 31, 1967 to the close of
such period of local negotiations.
101
SUPPLEMENTAL AGREEMENT
Heavy Duty Compensation
It is agreed by and between the Post Office Department and the National
Rural Letter Carriers’ Association that the following terms and conditions
represent the basic understanding of the parties for the administration of
heavy duty compensation for the period of this agreement.
1.
Heavy duty compensation is additional compensation above that pro-
vided in the Rural Carrier Schedule, paid in accordance with a Heavy
Duty Schedule established pursuant to authority granted the Post-
master General in 39 U.S. Code 3543 (c). The Heavy Duty Schedule
shall show the annual compensation for evaluated hours of required
Service per week, up to and including 48 hours, based on the com-
pensation for the 42-mile route (equivalent to: PFS-4, 5 days, 40
hours per week) established by the RCS Schedule as the compensa-
tion of an evaluated 40-hour week. Compensation for required
evaluated service in excess of 40 hours per week shall be valued at
1% the hourly rate of the 40 hour per week rate to determine
annual compensation on routes where the required evaluated service
exceeds 40 hours but does not exceed 48 hours per week.
Heavy duty compensation will be authorized on the basis of evaluated
time as determined by the Office and Route Time Standards, after
subtracting any relief time.
The official annual evaluation of a route to determine continued
eligibility for heavy duty compensation or elimination of or adjust-
ment in heavy duty compensation shall be conducted during the
last two full weeks in September. Eligibility for heavy duty com-
pensation on other routes will be determined on the basis of the
official annual evaluation conducted during the third week in Sep-
tember. Whenever a carrier represents that certain unusual condi-
tions or special services were not reflected in the regular annual
evaluation, the evaluated time may be adjusted by an appropriate
allowance as determined by the Regional Office. Such additional
allowance may be authorized only when the carrier’s actual work
time exceeds the current evaluated time for the route. When sub-
stantial service changes occur, which indicate possible eligibility
for, or adjustment of heavy duty compensation, a special count to
be conducted during the third week of any month except Decem-
ber, may be taken at the initiative of the Department or in re-
sponse to a request from the carrier on the affected route.
SUPPLEMENTAL AGREEMENT
Heavy Duty Compensation
It is agreed by an between the Post Office Department and
the National Rural Letter Carriers' Association that the fol-
lowing terms and conditions represent basic understanding of
the parties for the administration of heavy duty compensation
for the period of this agreement.
1. Heavy duty compensation is additional compensation above
that provided in the Rural Carrier Schedule, paid in ac-
cordance with a Heavy Duty Schedule established pur-
suant to authority granted the Postmaster General in 39
U. S. Code 3543(c). The Heavy Duty Schedule shall show
the annual compensation for evaluated hours, of required
service per week, up to and including 48 hours, based on
the compensation for 42-mile route (equivalent to: PFS-4,
5 days, 40 hours per week) established by the RCS Sched-
ule as the compensation of an evaluated 40-hour week.
Compensation for required evaluated service in excess of
40 hours per week shall be valued at 1% the hourly rate
of the 40-hour per week rate to determine annual com-
pensation on routes where the required evaluated Service
exceeds 40 hours but does not exceed 48 hours per week.
2. Heavy duty compensation will be authorized on the basis
of evaluated time as determined by the Office and Route
Time Standards, after subtracting any relief time.
3. The official annual evaluation of a route to determine
continued eligibility for heavy duty compensation or elim-
ination of or adjustment in heavy duty compensation shall
be conducted during the last two full weeks in September.
Eligibility for heavy duty compensation on other routes
will be determined on the basis of the official annual eval-
uation conducted during the third week in September.
Whenever a carrier represents that certain unusual con-
ditions or special services were not reflected in the latest
evaluation, the evaluated time may be adjusted by an
appropriate allowance as determined by the regional office.
Such additional allowance may be authorized only when
the carrier's actual work time exceeds the current eval-
uated time for the route.
Latest evaliation substitued for
regular annual
.02
Provides immediate determination and
authorization of change in heavy duty
compensation for duties other than
4. When daily recurring work duties other than traditional
service functions are added to or removed from a route
after the Tatest route evaluation, the regional office shall
promptly determine time requirements for such added traditional functions (for example,
duties and authorize any appropriate adjustment of heavy delivering mail to boxes in -
duty compensation. apartment buildings). Note: this new
5. When substantial service changes occur, which indicate provision was clarified in Postal
possible eligibility for, or adjustment of heavy duty com: Bulletin 20549, September 1, 1966 and
pensation, a special count to be conducted the third week should be read carefully.
of any month except December, may be taken at the
initiative of the Department or in response to a request
from the carrier on the affected route. The word "during" was deleted merely
as clarification. (This isnguage
& 6. Assi in the f reli & heavy duty routes, - º
4. Assistance in the form of relief days on heavy duty routes, except ãº.º.º. º: in tº...?. (formerly was in Paragraph no. 3)
during the Christmas period, will be provided only when the eval- when the evaluated time exceeds 48 hours per week. Such
uated time exceeds 48 hours per week. Such routes will be relieved routes will be relieved for one full day each week (classi-
for one full day each week (classified as “K” routes), or for one fied as “K” routes), or for one full day every other week
full day every other week (classified as “J” routes) as necessary (classified as “J” routes) as necessary to retain the carrier
to retain the carrier under the Heavy Duty Schedule at a rate for under the Heavy Duty Schedule at a rate for 41 hours
41 hours or more. When such assistance is provided, the rural or more. When such assistance is provided, the rural car-
carrier's compensation will be on the basis of the remaining hours tier's compensation will be on the basis of the remaining
of required evaluated service per week. No assistance (relief hours of required evaluated service per week. No aSSiSt-
days) will be provided if the result is a salary change to an amount ance (relief days) will be provided if the result is a salary
less than the salary established by law under the Rural Carrier change to an amount less than the salary established by
Schedule, based on miles of route. law under the Rural Carrier Schedule, based on miles of
route.
7. When substitute of record is unavailable for cause on a Permits rural carrier to switch relief
scheduled relief day and suitable replacement is not avail: day in same work week if sub or suitable
able, the regular rural carrier, if mutually agreeable be- replacement is not available. This
tween him and the postmaster, may serve his assigned
rural route providing another relief day is scheduled within should help relieve problem of unavailable
...the same workweek (Saturday through Friday). relief.
5. Changes in compensation due to eligibility for, adjustment, or loss
of heavy duty compensation as determined by the annual evalua-
tion shall be effected at the beginning of the first pay period of the
second calendar month following the evaluation. Changes in Com-
pensation based on special evaluations shall be effected as soon as
possible but not later than the beginning of the second pay period
in the calendar month following the special evaluation.
8. Changes in compensation due to eligibility for adjust-
ment, or loss of heavy duty compensation as determined
by the annual evaluation shall be effected at the beginning
of the first pay period of the second calendar month fol-
lowing the evaluation. Changes in compensation based
on special evaluations shall be effected as soon as possible
but not later than the beginning of the second pay period
in the calendar month following the special evaluation.
9. When substantial Service changes occur on a route which
indicate that heavy duty compensation, and relief if appli- Permits the regional office to make
cable, should be increased, decreased, or eliminated, the immediate adjustments in routes when
regional office shall adjust the route evaluation and make substantial service changes occur by use
an interim adjustment in the heavy duty status - of a formula before taking an actual special
carrier pending a special count and evaluation. COUiſit, p
However, the special mail count must
tion of be taken later as specified.
10. Such interim adjustment shall be made by
a formula based on allowances for known factors, and a
percentage ratio of remaining allowances as reflected in
the last official count.
ºlº U



6. The National Rural Letter Carriers’ Association shall be consulted
on Postal Manual changes, Postal Bulletin Notices, Office and Route
Time Standards, the Performance Appraisal Program and the Ad-
ministrative Procedures when directly related to the operation of
this agreement.
The life of this Supplemental Agreement shall be the same as that
of the Basic Agreement between the parties. Supplements thereto,
and/or negotiation thereof, shall be in accordance with procedures
established in the Basic Agreement.
SUPPLEMENTAL AGREEMENT
Tools for Vehicle Maintenance Personnel
It is agreed by and between the Post Office Department and the Na-
tional Federation of Post Office Motor Vehicle Employees, AFL-CIO,
that the Department will furnish the basic tools deemed necessary for
the performance of official duties by personnel assigned to vehicle main-
tenance duties in vehicle maintenance facilities under the following con-
ditions.
1.
The determinations as to the tools that are considered basic tools
shall be made by the Department. These tools will remain the prop-
erty of the United States Government and will be available for use
by employees in the performance of their jobs. Each mechanic will
furnished the hand tools which he is required to use in his daily as-
signment, as determined by the Department.
Each mechanic will be held accountable on a charge-out basis
for each tool issued to him. If a tool becomes worn or useless, it
will be turned in to the stockroom for replacement. Each mechanic
may be required to reimburse the Department for any loss or
damage, beyond reasonable wear and tear, sustained with respect
to the tools for which he is accountable.
The Department will purchase such tools on the first supply date
after July, 1, 1963, that the Department determines funds are avail-
able for the purchase.
The term of this supplemental agreement shall be the same as that of
the Basic Agreement between the parties and supplements and amend-
ments thereto, and/or renegotiation thereof, shall be in accordance with
procedures established in the Basic Agreement.
11.
12.
13.
The adjustment shall be made promptly following the
determination that an interim adjustment is required. A
specialſ maiſcount must be made during the third week of
the first month following the effective date of the interim
adjustment, except during the month of December.
The National Rural Letter Carriers’ Association shall be
consulted on Postal Manual changes, Postal Bulletin no-
tices, Office and Route Time Standards, the Performance
Appraisal Program and the Administrative Procedures
when directly related to the operation of this Agreement.
The life of this Supplemental Agreement shall be the same
as that of the Basic Agreement between the parties. Sup-
plements thereto, and/or negotiation thereof, shall be in
accordance with procedures established in the Basic Agree-
ment.
SUPPLEMENTAL AGREEMENT
Tools for Vehicle Maintenance Personnel
A. It is agreed by and between the Post Office Department and
the National Federation of Post Office Motor Vehicle Em-
ployees, AFL-CIO, that the Department will furnish the basic
tools deemed necessary for the performance of official duties
by personnel assigned to vehicle maintenance duties in vehicle
maintenance facilities under the following conditions:
1. The determination as to the tools that are considered basic
tools shall be made by the Department. These tools will
remain the property of the United States Government and
will be available for use by employees in the performance
of their jobs. Each mechanic will be furnished the hand
tools which he is required to use in his daily assignment, as
determined by the Department.
2. Each mechanic will be held accountable on a charge-out
basis for each tool issued to him. If a tool becomes worn
or useless, it will be turned in to the stockroom for replace-
ment. Each mechanic may be required to reimburse the
Department for any loss or damage, beyond reasonable
wear and tear, sustained with respect to the tools for which
he is accountable.
3. When the Department determines funds are available, addi-
tional tools may be authorized after consultation with the
appropriate employee organization. The list of tools sub-
mitted by the organizations will be considered.
B. The term of this supplemental agreement shall be the same
as that of the Basic Agreement between the parties and sup-
plements and amendments thereto, and/or renegotiation there-
of, shall be in accordance with procedures established in the
Basic Agreement.
Provides for additional tools when funds
are available. Regional letter will be
issued authorizing additional tools
pursuant to this provision.
04.
SUPPLEMENTAL AGREEMENT
Hourly Rate Regular Employees
It is agreed by and between the Post Office Department and the National
Association of Post Office & General Services Maintenance Employees, Note - following should be carried opposit
that the following terms and conditions represent the basic understand- - supplemental agreement on Hour 1 Fº SIL tº
ing of the parties as to the applicability of the 8-in-10 hour law and over- Regular Employees which was in y ld £
time compensation to hourly rate regular employees in the Maintenance but not in new. Su l C) agreement
Service. - Hourly R gº PPlemental Agreement on
1. Hourly rate regular employees in the Maintenance Service are - y ate Regular Employees in the mainten
*** ***Vice eliminated because its provisi.
subject to the provisions of the 8-in-10 hour rule and the Postal
Manual will be appropriately clarified. *re now contained in Article XV which covers
- hourly rate employees regardless". craft
2. Hourly rate regular employees in the Maintenance Service who are §
assigned to work in excess of 8 hours a day are entitled to over-
time pay and the Postal Manual will be appropriately clarified.
The term of this supplemental agreement shall be the same as that of
the Basic Agreement between the parties and supplements or amend-
ments thereto, and/or renegotiation thereof, shall be in accordance with
procedures established in the Basic Agreement.
SUPPLEMENTAL AGREEMENT SUPPLEMENTAL AGREEMENT
Seniority
Seniority A. Introduction
g 1. The Department and the National Association of Letter
A. Introduction Carriers, AFL-CIO; the National Association of Post Office Mail
Mail Handlers, Watchmen. Messengers, and Group Leaders, Handlers added to Coverage
The Department and the National Association of Letter Carriers, AFL- AFL-CIO; the National Association of Special Delivery
CIO; the National Association of Special Delivery Messengers, AFL– Messengers, AFL-CIO, and the United Federation of Postal
Clerks, AFL-CIO; agree to the following seniority princi-
CIO; and the United Federation of Postal Clerks, AFL-CIO, agree to ples which replace all f les, instructi d
e tº º ſº tº gº * : replace a Orſheſ TuleS, InStructions an a C-
the following seniority principles which replace all former rules, instruc- tices. - pr
tions and practices. tº * 4e t e
2. This Agreement will continue relative seniority standings
properly established under past instructions, rules, and prac-
tices and the Agreement shall be so applied. Seniority
standings established before July 1, 1964, shall not be Incorporates 1964 Memo of Understanding
changed except to correct an error. If an employee re-
quests a correction of seniority standing, it is the responsi-
bility of the requesting employee to identify and restate the
specific instructions, rule or practice in support of the re-
quest.

10
B. Coverage
These rules apply to career annual rate and hourly rate regular em-
ployees and to career substitute employees when a guide is necessary
for filling vacant assignments and for other purposes. No employee
solely by reason of this agreement shall be displaced from an assign-
ment he gained in accord with former rules.
C. Responsibility
The postmaster is responsible for day-to-day administration of seniority.
The application of this general agreement shall be open to negotiation at
post office level with the organization having exclusive recognition there
for the craft. Should no organization have such exclusive recognition,
there shall be consultation with the organization with formal recogni-
tion for the craft.
HD. HDefinitions
1. Craft Group—A craft group is composed of those positions for
which an organization has secured exclusive recognition at the na-
tional level.
2. Seniority for Preferred Assignments—
a. This seniority determines the relative standing among career
regular employees eligible to bid for preferred assignments. It
is computed from career appointment in a particular craft and
level and continues to accrue so long as service is uninterrupted
in the same craft and level in same post office, except as other-
wise specifically provided. Seniority for preferred assignments
shall include employment in both PFS-4 and in the PFS-5
assignments listed in paragraph D.2.b (3) when the employee is,
as the senior qualified bidder in his craft:
(1) Assigned from PFS-4 to one of the listed PFS-5 assign-
mentS.
(2) Returned from one of the listed PFS-5 assignments to a
PFS-4 assignment.
(3) Changed from one to another of the listed PFS-5 assign-
mentS.
B. Coverage
These rules apply to career annual rate and hourly rate regular
employees and to career substitute employees when a guide is
necessary for filling vacant assignments and for other pur-
poses. No employee, solely by reason of this Agreement, shall
be displaced from an assignment he gained in accord with
former rules.
C. Responsibility
The installation head is responsible for day-to-day administra-
tion of seniority. Installation heads where practicable-will
***** -ºxººctºrvrº- ºvº ºssºs. Aºtº. :* -., -e- ºr,”------
post a seniority list. If not practicable, such information will
be made available. The application of this general agreement
shall be open to negotiation at post office level with the or-
ganization having exclusive recognition there for the craft.
Should no organization have such exclusive recognition, there
shall be consultation with the organization with formal recog-
nition for the craft.
HD. Definitions
1. Craft Group—A craft group is composed of those posi-
tions for which an Organization has secured exclusive rec-
ognition at the national level.
2. Seniority for career regular employees for preferred as-
signments and for other purposes for application of the
terms of the national agreement and supplements: **ºr-
a. This seniority determines the relative standing among
career regular employees. It is computed from career
appointment in a particular craft and level and con-
tinues to accrue so long as service is uninterrupted in
the same craft and level in same post office, except as
otherwise specifically provided.
#9. Seniority (except mail handler craft, see 3.4 below) shall
include employment in PFS-4 and PFS-5 assignments
listed in paragraph 3.d. below.
c. Seniority for mail handler craft shall include all em-
ployment in PFS-3 and PFS-4 assignments listed in
paragraph 3.d. below.
"Postmaster" changed to "Installation Head".
Seniority lists to be Posted, if practicable;
otherwise such information must be made
available.
Recognizes application of seniority for
career regulars for purposes in addition
to bidding.
Bmployment in higher level bid positions
counts towards seniority
Any employment for mail handlers in
PFS-4 bid positions as well as PFS-3
counts toward seniority.
106
b. An employee may not bid on an assignment involving a change
in level except for the following PFS-5 positions which are to
be filled by the senior qualified bidder from the appropriate craft
or crafts as herein indicated. Also, employees in level PFS-5
assignments listed below may bid on level PFS-4 positions
within their respective crafts:
(1) An employee obtaining one of the 12 biddable level 5 posi-
tions listed below may bid on another level 5 position in his
craft and within the list.
(2) An employee surplus from a level 5 assignment not listed
below, or from a higher level assignment, must bid and
compete on a senior qualified basis to be assigned in one of
the listed level 5 assignments. Paragraph F.4.b. gives him
bidding seniority, for return to the craft from which pro-
moted, credit for his continuous career service in the same
post office in PFS-4 and higher levels. This rule also applies
to a surplus employee who bids for return to level 4 in the
craft from which promoted.
(3) An employee in one of the 12 level 5 assignments listed
below may not bid a level 5 position outside the list of 12
level 5 assignment.
Position Number Title Craft or Crafts
K.P. 17 Claims Clerk—Paying Clerk
Office
S.P. 2–3 Information Clerk Clerk
S.P. 2–4 Scheme Examiner Clerk
S.P. 2–41 Special Distribution Clerk
Clerk
S.P. 2–156 Wholesale Stamp Clerk Clerk
S.P. 2–157 Special Postal Clerk Clerk
S.P. 2–158 Schedule Clerk—Foreign Clerk
Mails
S.P. 2–181 General Office Clerk— Clerk
Foreign Mails
S.P. 2–195 Vehicle Operations Clerk, Carrier or Special
Maintenance Assistant Delivery Messenger
S.P. 2–218 Receiving Clerk—Foreign Clerk
Air Mail
S.P. 2–241 Distribution & Dispatch Clerk
Expediter
S.P. 2–261 Carrier—Technician Carrier
d.
3. An employee may not bid on an assignment involving a
change in level except for the following positions which
are to be filled by the senior qualified bidder meeting the
qualification standards established for that position from
the appropriate craft(s) as herein indicated. TAIso, em-
ployees in assignments listed in d., below, may bid on
PFS-4 positions within their respective crafts (except in
mail handler craft—level PFS-3 positions).
a. An employee obtaining one of the positions listed below
may bid on another position in his craft and within the
list.
b. An employee surplus from a level 5 assignment not
listed in d., below, or from a higher level assignment,
must bid and compete on a senior qualified basis to be
assigned in one of the listed level 5 assignments. Para-
graph F.4.c. gives him bidding seniority, for return to
the craft from which promoted, credit for his continu-
ous career Service in the same post office in PFS-4 and
higher levels. This rule also applies to a Surplus em-
ployee who bids for return to level 4 in the craft from
which promoted.
9. In the mail handler craft, the seniority rules in section
D apply to permit PFS-3 mail handlers to bid for the
listed PFS-4 positions; to permit mail handler craft
employees in the listed PFS-4 positions to bid for PFS-3
positions in the mail handler craft and in the Same
level." Successful bidders retain seniority upon change
in salary level.
Position
Number Title Čraft or Craffs
KP 17 Claims Clerk—Paying Officer Clerk
SP 1-32 Label Facing Slip Technician Mail Handler
SP 1-33 Group Leader, Mail Handlers Mail Handler
SP 2-3 Information Clerk Clerk
SP 2-4 Scheme Examiner Clerk
SP 2-41 Special Distribution Clerk Clerk
SP 2-156 Stamp Supply Clerk Clerk
SP 2-157 Special Postal Clerk Clerk
SP 2-158 Schedule Clerk—Foreign Mails Clerk
SP 2-181 General Office Clerk—Foreign Clerk
Mails
SP 2-188 Civil Service Examiner-in-charge Clerk, Carrier,
Special Delivery
Messenger,
Group Leader,
Mail Handler
SP 2-195 Vehicle Operations Maintenance Clerk, Carrier
Assistant or Special
Delivery
Messenger
SP 2-218 Receiving Clerk—Foreign Air Mail Clerk
SP2:229 Trip Accounts Clerk Clerk
SP 2-261 Carrier-Technician Carrier
Clarified as to qualification standards
Spells out bidding rights for mail handler
craft.
New positions added to "bid" list.
107
c. A city carrier who is reassigned to a clerk or a clerk who is
reassigned to city carrier at the same post office shall have seni-
ority from date of such reassignment for the first five years in the
new position and thereafter his seniority shall be reckoned from
the date of his career appointment in his former Occupation.
Duty Assignment
A duty assignment is a set of duties and responsibility within a
recognized position regularly scheduled during specific hours of
duty.
Preferred Duty Assignment
Any assignment preferred by an employee.
Bid
A request submitted to the postmaster to be assigned to a duty
assignment by an employee eligible to bid on a vacancy or newly
established duty assignment.
Application
A written request by an employee for consideration for an assign-
ment for which he is not entitled to submit a bid.
SP 2-346 Procurement, Property and Supply Clerk
Assistant
SP 2-354 Mail Processing Machine Operator Maiſhandler
SP 2-362 Parcel Post Distributor (Machine) Clerk,
SP 2-370 Transit Mail Expediter. Clerki,
SP 2-382 Distribution & Dispatch Expediter Clerk
SP2-383 Rack Distribution and Dispatch Clerk
Expediter
SP 2-384 Distribution Review Clerk Clerk
SP 2-385 Ramp Clerk, AMF Clerk
SP 2-387 Bulk Mail Technician Clerk
SP 2-388 Window Services Technician Clerk
SP 2-433 Self Service Postal Unit Technician Clerk
IP (All (SP pending) Distribution Clerk Clerk
Regions) (Machine)
IP (All (SP pending) Group Leader, Mail Handler
Regions) Label Unit
4.
8
A city carrier who is reassigned to a clerk or a clerk who
is reassigned to city carrier at the same post office shall
have seniority from date of such reassignment for the
first five years in the new position and thereafter his
seniority shall be reckoned from the date of his career
appointment in his former occupation.
. Duty Assignment.
A duty assignment is a set of duties and responsibilities
within recognized positions regularly scheduled during Spe-
cific hours of duty.
. Preferred Duty Assignment.
Any assignment preferred by a career regular employee.
Bid.
A written request submitted to the postmaster to be as-
signed to a duty assignment by a career regular employee
eligible to bid on a vacancy or newly established duty as-
signment.
. Application.
A written request by a career regular employee for con-
sideration for an assignment for which he is not entitled
to submit a bid.
No change, but Article XII excludes
*PP1ication where reass:
* .. 6 assignment i
Provisions of Article # is made under
Addition of "Career Regular" here and else-
where is to limit bidding for preferred
duty assignments to this category.
Clarified by requiring written bid.
08
E. Relative Standing on the Substitute Roll
Career Appointment—Substitute employees are placed on the roll
in the order of the date of career appointment from a competitive
Civil Service eligible register. In cases of appointment of more than
one eligible on the same day from the same competitive register their
position on the substitute roster will be in accord with their standing
on the Civil Service eligible register. Substitute employees shall be
changed to regular (annual rate) positions of the same designation
and PFS salary level in the order of their standing on the substitute
roll.
2. A Change Between Substitute Clerk and Carrier Assignments.-
a. Change by Employee's Request—
When a career substitute clerk changes to substitute carrier, or
vice versa, at his own request, he is assigned to the foot of the
Substitute roll.
b. Mutual Exchange—
Mutual exchanges of positions between substitute clerks and sub-
stitute carriers at the same installation may be made only to
that standing on the roll which would have been obtained had the
employee originally been appointed to the roll to which he is
being assigned, but in no event shall he be placed higher on the
substitute roll than the person with whom he is exchanging
positions.
3. Surplus Employees From Non-mail Processing and Delivery In-
stallation—
Surplus employees from non-mail processing and delivery instal-
lations shall be placed at the foot of the substitute roll and begin
a new period of seniority effective the date of reassignment.
9. Change between Substitute Craft Rosters.
a. Change by Employee's Request—when a career sub-
stitute transfers from one craft to another craft, he
shall be assigned to the foot of that substitute roll and
Tbegin TâThéW period of seniority effective the date of
FéâSSIgnment.
b. Mutual Exchange—mutual exchanges of positions be-
tween career substitutes in the same salary level in the
Former Section E. 2 a and b - amplified
by including all crafts covered by this
supplemental agreement rather than
just clerks and carriers.
same installation may be made only to the standing on
the substitute roll which would have been obtained had
the employee originally been appointed to the roll to
which he is transferring BUTTTIOTEVEHTShāITHETEE
placed higher on the substitute rolſ than the substitute
with whom he is exchanging positions. —s
10. Relative Standing on the Substitute Roll.
a. Substitute employees are placed on the career substi-
tute roll of their respective crafts in the order of the
date of career appointment from a competitive Civil
Service eligible register or other means. In cases of
appointment of more than one eligible on the same day
from the same competitive register, their position on
the substitute roster will be in accord with their stand-
ing on the Civil Service eligible register.
b. Substitute employees shall be changed to regular (an-
nual rate) positions of the same designation and PFS
salary level in the order of their standing on the sub-
stitute rol; except as provided for mobile station sub-
stitutes.
11. Surplus Career Employees—surplus career employees from
non-mail processing and non-mail delivery installations,
regional offices, the Post Office Department Headquarters
or from other Federal departments or agencies begin a
new period of Seniority effective the date of reassignment.
12. Special Rules Applicable to Clerk Craft only.
a. This section applies to all clerks, PFS salary level 4 or
5, who have chańged or hereafter are changed between
post office and road clerk assignments.
b. Seniority for preferred assignments which has been
established under the July 1, 1964, Agreement continues
except as herein provided.
c. The seniority for preferred assignments of an excess
clerk reassigned between post office and road clerk
assignments on or after July 23, 1960, includes both
his post office and road clerk seniority as established
July 23, 1960 for road clerks.
d. A substitute or regular clerk's voluntary change at the
mobile station location between post office and road
Former E. 1. - extended to include rein-
statement , transfer, etc. as well als
*PPointment from Civil Service register.
Continues former I. 5 and E. 1 on change
from sub to Regular.
New. Spells out seniority for surplus
employees other than those excessed
from mail processing and delivery
installations.
Incorporates Agreement negotiated with
Clerks (See Postal Bulletin , 20522,
March 17, 1966) which amended former
Section G. This was further expanded
in National negotiations (See f below).
10
clerk assignments, on or after July 23, 1960, is at the
foot of the substitute roll. Upon his change to regular
from the top of substitute roll, his seniority for pre-
ferred Tassignments Tincludes his post office and road
clerk seniority as established in c. above. Refer to
Section G as to other voluntary changes.
g. The rules in this section apply to clerks in transfer
17, 1966. Thereafter, clerks in transfer offices are sub-
_ject to the rules generally applicable in the clerk craft.
f. Change by Employees Request.
(1.) When a career mobile substitute voluntarily re-
quests reassignment to a stationary installation,
t S5ire station is at the foot of the substitute
folſ. Upon change to regular, from the top of the
Substitute foll, seniority for preferred assignments
shāTinclude the seniority acquired in Tevel 5TBer
fore such voluntary change, augmented by his sub-
stitute service in Ievel 4.
13. Special Rules Applicable to Mail Handler Craft only.
a. Seniority.
For the purposes of this Supplemental Agreement, sen-
jority for EFEferred assignments begins with career em.
ployment in the mail handler craft and continues as
long as service is uninterrupted in this craft and in the
same installation, except as stated in Postal Manual,
section 748.2 and the Basic Agreement.
b. Change to Lower Level.
Except as specifically provided for in the Basic Agree-
ment or in section 748.2 of the Postal Manual, change
from a higher salary level to the mail handler craft
must be to the foot of the substitute roll when the
change is:
(1.) at the request of the employee
(2) for disciplinary reasons, or
(3) for failure to meet requirements in the higher salary
level.
Voluntary change between post office
and road duty at the mobile station is to
foot of sub robe but upon conversion
to regular employee gets seniority credit
for both post office and road duty.
§ew language but old prineſſple: go to foot
of sub role and start new period of
seniority.
New Duplicates part of d above.
Principle is that of going to foot of
sub role, but regaining seniority in
Level 5 upon conversion to regular plus
credit for sub duty.
Incorporates 3/31/65 supplemental
*śreement negotiated with mail handlers.
(See Postal Bulletin 4/8/65 - 20468)








.10
D. Special Benefits to Certain Veteran Employees
1. Employees whose names were within reach on an eligible register
between May 1, 1940 and October 23, 1943, and who lost oppor-
tunity for career appointment by reason of military service, who sub-
sequently received career appointment based on restored eligibility,
and were granted the benefits of Public Law 577, amended by
Public Law 492, are entitled to seniority from the date the lower
eligible on the same list of eligibles received a career appointment.
2. Employees whose names are within reach on an eligible register
and who lost opportunity for career appointment because of serv-
ice in the military service after June 30, 1950, who Subsequently
received career appointment based on restored eligibility, and were
granted the benefits of Public Law 121 are entitled to seniority
from the date the lower eligible on the same list of eligibles re-
ceived a career appointment.
C. Special Reassignments.
The following rules apply to those former career regu-
far post office mail handlers who were reassigned to
mail bag repair centers and depositories on or before
Jüly I, IV56, and who since Süch FéâSSIg|H|Eſt.THäVé
been continuously employed in the same center or de-
pository and subsequent to March 31, 1965:
(1.) When such an employee is declared excess pur-
suant to the administrative extension or application
Öf Article XII of the National Agreement and the
Civil Service regulations and is returned to the mail
handler craft in the same post office from which
he was reassigned, his Seniority ShāIT5EThēTSãTúč
as Tfor Tcontinuous service in the craft and post
(2.) Should such an employee who is not excess volun-
teer to be returned to the post office in place of a
junior excess employee, his seniority in the mail
handler Craft and post office will be that of the
junior excess employee.
(3.) If such an employee voluntarily transfers to his
former post office he shall begin a new period of
seniority.
(4.) The provisions of Article XII, B, 10, Basic Agree-
ment, are not applicable to employees covered by
this section. *
E. Special Benefits to Certain Veteran Employees
1. Employees whose names were within reach on an eligible
register between May 1, 1940 and October 23, 1943, and
who lost opportunity for career appointment by reason of
military service, who subsequently received career appoint-
ment based on restored eligibility, and were granted the
benefits of Public Law 577, amended by Public Law 492,
are entitled to seniority from the date the lower eligible
on the same list of eligibles received a career appointment.
. Employees whose names are within reach on an eligible
register and who lost opportunity for career appointment
because of Service in the military service after June 30,
1950, who subsequently received career appointment based
on restored eligibility, and were granted the benefits of
Public Law 121 are entitled to seniority from the date the
lower eligible on the same list of eligibles received a career
appointment.
11.
F. Changes in which Seniority is Retained, Regained or Restored
1.
Reemployment After Disability Separation—
On reinstatement or reemployment after separation caused by dis-
ability retirement or resignation because of personal illness and the
employee so stated in his resignation and furnished satisfactory evi-
dence for inclusion in his personnel folder, the employee receives
seniority credit for past service for time on the disability retire-
ment or for illness if reinstated or reemployed in the same postal
installation and craft and in the same or lower PFS salary level,
from which originally separated; provided application for rein-
F.
1.
Changes in which Seniority is Retained, Regained or Re-
stored
Reemployment After Disability Separation—On reinstate-
ment or reemployment after separation caused by disability,
retirement or resignation because of personal illness and
the employee so stated in his resignation and furnished
satisfactory evidence for inclusion in his personnel folder,
the employee receives seniority credit for past service for
time on the disability retirement or for illness if reinstated
or reemployed in the same postal installation and craft and
in the same or lower PFS salary level, from which orig-
inally separated; provided application for reinstatement or
reemployment is made within six months from the date of
recovery. The date of recovery in the case of disability
retirement must be supported by notice of recovery from
the Bureau of Retirement and Insurance, Civil Service
Commission, and in the case of resignation due to illness,
by a statement from the applicant's attending physician OT
practitioner. When reinstatement is to the substitute roll,
standing on the roll shall be the same as if employment had
not been interrupted by the separation.
Statement or reemployment is made within 6 months from the date
of recovery. The date of recovery in the case of disability retire-
ment must be supported by notice of recovery from the Bureau of
Retirement and Insurance, Civil Service Commission, and in the
case of resignation due to illness by a statement from the appli-
cant’s attending physician or practitioner. When reinstatement is
to the substitute roll, standing on the roll shall be the same as if
employment had not been interrupted by the separation. 2. Restoration—On restoration in the same craft in the same
installation after return from military service, transfer un-
der letter of authority or unjust removal, employee shall
regain the same seniority rights he would have if not sep-
arated.
2. Restoration—
On restoration in the same craft in the same installation after
return from military service, transfer under letter of authority or
unjust removal, employee shall regain the same seniority rights he
would have if not separated.
3
. Reassignment and Return in 90 Days—A career employee,
regular or substitute, voluntarily reassigned from one craft
to another at the same installation with or without change
in PFS salary level, and voluntarily reassigned within 90
days to his former craft retains seniority previously ac-

Sovers changes in seniority when employee
quired in the craft augmented by the intervening employ-
is **turned from a position he filled on 3.
Iment. "best qualified" basis. This is intended
4. Return from any position for which selection was based to include supervisory positions.
on “Best Qualified.”
3. Reassignment and Return in 90 days—
An employee, regular or substitute, voluntarily reassigned from one
craft to another at the same installation with or without change
in PFS salary level, and voluntarily reassigned within 90 days to his
former craft retains seniority previously acquired in the craft aug-
mented by the intervening employment. -
If employee is promoted (best qualified)
out of his craft and later returns to his
craft voluntarily or for disciplinary
reasons, he regains the seniority he had
when he left there is no credit for
seniority outside his craft.
a. When a regular career employee, either voluntarily –9:
for disciplinary reasons, returns to the same installation
and to the TastTcraft The left, he shall have his seniority
established after reassignment as the seniority he had
when he left that craft without seniority credit for serv-
ice outside that craft.
4. Change to Lower Level
a. When the change is either voluntary or for disciplinary reasons b. The same rule applies to career regular employees re-
an employee returned to the craft he left regains for the purpose turning from any position in the same craftig which
of bidding for preferred duty assignments the seniority he had selection was made on the basis of “Best Qualified.
when promoted from that craft without seniority for service in the
higher level or levels.
If employee gets higher level job in
same craft on "best qualified" basis then
returns to his former level, he regains
seniority he had when he left. There
is no credit for seniority in the higher
level job even though it was in the same
craft.
b. Upon arbitrary change from a higher level, except for discipli-
nary reasons, an employee returned to the craft from which he
was promoted shall have his former seniority plus seniority for
service in the higher level or levels, for duty assignments, and
may bid on any existing vacancies but shall not bump.
c. When the change is to a craft other than the one he left (wheth-
er the change is voluntary, for disciplinary reasons, or arbitrary)
the employee shall have seniority for bidding for duty assign-
ments that of one day less than the junior regular employee in
the craft to which assigned or his own, whichever is the lesser.
H. Changes in which Seniority is Lost
Except as Spe
begins a new period of seniority:
1.
When the change is at his own request-
a. From one postal installation to another
b. From one craft to another
Upon reinstatement or reemployment
Upon transfer into the postal service
Upon a mutual exchange between two employees
cifically provided elsewhere in this agreement, an employee
. Upon involuntary reassignment of a career regular em-
ployee from a position for which selection was based
on best qualified, except for disciplinary reasons, if he
fetúTTIST to the same installation and to the last craft he
left-me-sham Have fiſs Seniority established after reassign-
ment-as-hts-former SeñTOFTty. FIUS Seniority for service in
the positions outside the craft. -
. The same rule applies to career regular employees re-
turning from any position in The same craft to which
selection was made on the basis of best qualified.
. Career regular employees reassigned as provided in (a),
(b), (c), and (d) above may bid on any existing Vacancies
but shall not bump. -ºr
. When the change is to a craft other than the one he left
(whether the change is voluntary, for disciplinary rea-
Sons, or arbitrary), the employees shall have seniority
for bidding for duty assignments that of one day less
than the junior regular employee in the craft to which
assigned or his own, whichever is the lesser.
G. Changes in which Seniority is Lost.
Except as specifically provided elsewhere in this Agreement, a
regular employee begins a new period of seniority:
1. When the change is at his own request-
a. From one postal installation to another
b. From one craft to another
2. Upon reinstatement or reemployment
3. Upon transfer into the postal service
4. Upon a mutual exchange between two employees.
If the changes referred to in a 2 & b
above are involuntary (except for
disciplinary reasons) employee, not
only regains seniority he had before
being promoted (best qualified) but also
receives credit for service in the
higher level position.
Guards against bumping. Employee
returns and regains seniority but he can only
use it to bid on vacancies; he can not
bump.
Same as former H
11
5. Filling Positions Reevaluated as one of the 12 Positions Reserved
for Bidding by Both PFS-4s and PFS-5s.
a. When an occupied Level 4 position is upgraded on the basis of
the present duties:
(1) The incumbent will remain in the upgraded job provided
he has been in that job for more than one year.
(2) The job will be posted for bid in accordance with the Agree-
ment if the incumbent has not been in the job for more than
one year.
b. When an occupied Level 4 position is upgraded on the basis of
duties which are added to the position:
(1) The incumbent will remain in the upgraded job provided he
has been in that job for more than one year after the addi-
tion of the duty or duties which later caused the job to be
reclassified. The year of required incumbency in the job
begins when the duty or duties were added which permitted
the job to be reranked.
(2) The job will be posted for bid in accordance with the Agree-
ment if the incumbent has not been in the job more than
one year since the date when the duty or duties were added
which later permitted the job to be reranked.
6. Special Delivery—
a. When a special delivery messenger is arbitrarily reasssigned to
clerk or carrier he has the option of return to the first available
special delivery messenger vacancy and when he is so reassigned
through the exercise of this option he retains full seniority, in-
cluding intervening employment as clerk or carrier.
b. In determination of seniority for duty assignments of special
delivery messengers who received career status under Civil
Service Regulation 3.101 that period of continuous service as a
special delivery messenger prior to attaining career status shall
be included.
H. Filling Positions Reevaluated as one of the Positions Re-
served for Bidding by PFS-3's, 4’s and PFS-5's.
1. When an occupied Level 3 or 4 position is upgraded on the
basis of the present duties:
a. The incumbent will remain in the upgraded job provided
he has been in that job for more than one year.
b. The job Will be posted for bid in accordance with the
Agreement if the incumbent has not been in the job for
more than one year.
When an occupied Level 3 or 4 position is upgraded on the
basis of duties which are added to the position:
a. The incumbent will remain in the upgraded job provided
he has been in that job for more than one year. The
year of required incumbency in the job begins when the
duty or duties were added which permitted the job to be
reranked.
b. The job will be posted for bid in accordance with the
Agreement if the incumbent has not been in the job
more than one year since the date when the duty or
duties were added which later permitted the job to be
reranked.
Special Delivery
• When a special delivery messenger is arbitrarily reassigned
to clerk or carrier, he has the option of return to the first
available special delivery messenger vacancy and when he
is so reassigned through the exercise of this option, he re-
tains full seniority, including intervening employment as
clerk or carrier.
. In determination of seniority for duty assignments of spe-
cial delivery messengers who received career status under
Civil Service Regulation 3.101, that period of continuous
service as a special delivery messenger prior to attending
career status shall be included.
sºarº
†:
wº
as former F. 5 with addition of
level 3 positions
Same as former F.6




G. Road Duty And Transfer Clerks
1.
Seniority for preferred regular road and transfer clerks assign-
ments is determined under the rules in this supplemental agreement
as augmented by the rules hereunder.
3.
For employees in the former postal transportation service when
it was merged into the post office service July 23, 1960, and who
have continued in road and/or transfer office assignments it is the
same as their service seniority was on that date.
Post Office substitute and regular clerks who changed to regu-
lar or substitute road or transfer office assignments before De-
cember 19, 1962, retain seniority they accumulated in post offices
for choice of assignments.
Post Office regular and substitute clerks changed to substitute
in road or transfer office assignments on and after December 19,
1962, began a new period of seniority for choice of road and
transfer office assignments.
Upon change from road or transfer office to clerk assignment in a
stationary installation:
a.
Change of a surplus employee is with retention of seniority;
(1) In “roster point” post office for employee who was in a road
or transfer office assignment July 23, 1960.
(2) In headout post office from which changed to a road or a
transfer office assignment after July 23, 1960 and before
September 30, 1961.
(3) In the post office to which the railway post office, highway
post office or transfer office is assigned when change to such
an assignment from a post office was on or after September
30, 1961.
Voluntary transfer from a road or transfer office assignment to
another assignment in the clerk craft in the same installation re-
quires beginning a new period of seniority unless otherwise pro-
vided in the basic agreement and when transfer is to return to
the stationary installation within 90 days of reassignment there-
from.
See D, 12, above "Special Rules
Applicable to Clerk Craft Only".
11
I. Conversions from Temporary to Career Appointment
1.
Under Civil Service Regulation 3.1 (4)–(formerly 3.105)—
When two or more employees are converted under this regulation,
effective the same date, their seniority on the substitute rolls will
be determined by the date their names came within reach on the
register. If their names were reached on the same date, standing
on the substitute roll shall be determined by:
a. Date of last postal appointment
b. Order of standing on the register
Under Public Law 836 and Executive Order 10880–
When two or more employees are converted under these authorities,
on the same date, entry on the substitute rolls will be determined by
the total length of postal field service.
When an employee is converted to career the same day an employee
is appointed from the register, the converted employe stands first
on the substitute roll. He also is placed ahead of any employee rein-
stated or transferred on the same day except for those employees
given a higher standing by specific provisions in this agreement. In
like manner, a reinstated or transferred employee shall be entered
on the substitute roll ahead of one appointed from the register the
same day.
First preference for filing vacancies shall be given to qualified
career employees.
When a vacancy in a regular (annual rate) position is filled by
change from a substitute, the senior career substitute of the same
designation shall be entitled to the vacancy.
J. Disability Incurred in Military Service P.L. 739 of June 22, 1948
1.
Any letter carrier or clerk in the postal service entitled as a pref-
erence eligible to 10 points under the Veterans’ Preferenc Act of
1944, as amended, in addition to his earned rating, who on or
J. Conversions from Temporary to Career Appointment
1.
Under Civil Service Regulation 315.703 (formerly 3.105)—
When two or more employees are converted under this
regulation, effective the same, date, their seniority on the
substitute rolls will be determined by the date their names
came within reach on the register. If their names were
reached on the same date, standing on the substitute roll
shall be determined by order of standing on the register.
. Under Public Law 836 and Executive Order 10880—
When two or more employees are converted under these
authorities, on the same date, entry on the substitute rolls
will be determined by the total length of postal field service.
. When an employee is converted to career the same day an
employee is appointed from the register, the converted em-
ployee stands first on the substitute roll. He also is placed
ahead of any employee reinstated or transferred on the
same day except for those employees given a higher stand-
ing by specific provisions in this Agreement. In like man-
ner, a reinstated or transferred employee shall be entered
on the substitute roll ahead of one appointed from the
register the same day.
. First preference for filling vacancies shall be given to quali-
fied career employees.
K. Disability Incurred in Military Service P. L. 739 or June
22, 1948
1. Any letter carrier or clerk in the postal service entitled as
a preference eligible to 10 points under the Veterans’ Pref-
erence Act of 1944, as amended, in addition to his earned
Same as former I
Same as former J.
after the date of enactment of this act is reassigned from the posi-
tion of letter carrier to that of clerk or from the position of clerk to
that of letter carrier, as the case may be, shall not incur loss of
seniority by reason of such reassignment, if, within 30 days after
such reassignment he presents to the Civil Service Commission evi-
dence that such reassignment was necessitated principally by
reason of a disability which he received on active duty in the Armed
Forces of the United States,
2. No regular employee shall be reduced to substitute status to accord
the benefits of the Act to another employee.
3. When the Civil Service Commission approves the restoration of
seniority to an employee under P.L. 739 and the employee is a sub-
stitute he shall be placed on the substitute roll according to the posi-
tion he sould have attained thereon had he originally been appointed
to that substitute roll from the register.
The term of this supplemental agreement shall be the same as that of
the Basic Agreement between the parties and supplements and amend-
ments thereto, and/or renegotiation thereof, shall be in accordance with
procdures established in the Basic Agreement.
rating, who on or after the date of enactment of this act
is reassigned from the position of letter carrier to that of
clerk or from the position of clerk to that of letter carrier,
as the case may be, shall not incur loss of seniority by
reason of such reassignment, if, within 30 days after such
reassignment he presents to the Civil Service Commission
evidence that such reassignment was necessitated principally
by reason of a disability which he received on active duty
in the Armed Forces of the United States.
. No regular employee shall be reduced to substitute status
to accord the benefits of the Act to another employee.
. When the Civil Service Commission approves the restora-
tion of seniority to an employee under P. L. 739 and the
employee is a substitute, he shall be placed on the substitute
roll according to the position he should have attained
thereon had he originally been appointed to that substitute
roll from the register.
. The term of this Supplemental Agreement shall be the same
as that of the Basic Agreement between the parties and
supplements and amendments thereto, and/or renegotiation
thereof, shall be in accordance with procedures established
in the Basic Agreement.
SUPPLEMENTAL AGREEMENT
Seniority—Motor Vehicle Service Branch
A. Seniority for Preferred Assignments
1.
This determines relative standing among eligible regular
employees. It is computed from the assignment of a career
employee to a particular position designation in the Motor
Vehicle Branch and accrues while he continues in the same
installation, salary level and position designation. See Sec-
tion A.3.b. for exceptions.
. Employees who change, or have changed, from one desig-
nation to another and who during continuous employment
in the vehicle service and in the same installation return
to the former position designation and salary level regain
the seniority they had in that position, without seniority
credit for intervening employment in other position desig-
nations. -
. Motor Vehicle Operators and Tractor-Trailer Operators.
a. Regular Tractor-Trailer Operators bidding for PFS-5
tractor-trailer assignments shall be assigned before post-
ing any vacant level 5 assignment for bids by regular
level 4 operators.
b. Seniority for choice of assignments is retained upon
change from Motor Vehicle Operator to Tractor-Trailer
Operator, or the reverse.
Incorporates and expands seniority provisions
for the Motor vehicle Service contained
in the Postal Manual.
Same as Section 748. 41 Postal Manual
New. Establishes seniority for employee
returning to former position designation
in same installation and salary 1evel.
Same as Section 748.22 Postal Manual
117
B. Posting Seniority List
A current preferred assignment and duty tour seniority list
showing the seniority of each employee by designation shall
be posted on the bulletin board in each installation.
C. Service Seniority
Vehicle Service employees on the roll May 1, 1958, for service
seniority purposes, were credited with all indefinite and tem-
porary employment continuous to career appointment. The
use of the service seniority was limited to breaking ties among
equally qualified candidates for promotion.TThe temporary
employment is not credited toward seniority for preferred
assignments.
D. Excess Employees
Length of career Service (Service Seniority) in the Motor Ve-
hicle Branch in the same installation governs in identifying
excess employees within a position designation. For this pur-
pose, Tractor-Trailer Operators and Motor Vehicle Operators
are considered as one position designation.
SUPPLEMENTAL AGREEMENT
Seniority—Maintenance Service Branch
A. Introduction
The Department and the National Association of Post Office
and General Services Maintenance Employees, AFL-CIO, agrº
to the following seniority principles which replace all former
rules, instructions and practices.
This Agreement will continue relative seniority standings prop-
erly established under past instructions, rules and regulations
‘āīIEFSVISIOTs of this Agreement shall be so applied.
B. Coverage
This seniority agreement applies to all career, annual-rate and
hourly-rate regular Maintenance Service employees when it is
necessary for filling vacant assignments and for other purposes.
To employee Soſely by reason of this agreement shall be dis-
placed from an assignment he gained in accordance with
former rules.
C. Responsibility
The installation head is responsible for day to day administra-
tion of seniority. The application of this Agreement shalſ be
open to negotiations at the installation level with the organi-
zation having exclusive recognition there for the Maintenance
Craft. Should no organization have exclusive recognition,
there shall be consultation with any organization having formal
recognition for the craft.
Same as Section 7118.13 Postal Manual
Continues policy formerly contained in
note under 7,8.lil Postal Manual
Temporary service does not count for
preferred assignments. T
New, Identification of excess employees.
Note that tractor-trailer Operators
and motor vehicle operators are lumped
together in determining excess employees.
Incorporates and expands seniority
provisions for maintenance service
Contained in the Postal Manual.

118
D. Seniority Lists
A current seniority list shall be posted in each installation.
For each employee, it shall show:
1.
Service seniority.
. Seniority for preferred assignments.
2
E.
Definitions
. Maintenance Craft—All employees in Maintenance Craft
positions for which The OFGänzāTIOThäSTSECTFETEXCTISIVE
recognition at the national level. -
: Installation—A Main Post Office, airport mail facility, ter-
minal, or any similar organizational unit under the direc-
tion of one postal official, together with all stations,
branches and other subordinate units. -
. Duty Assignment—A set of duties and responsibilities within
a recognized position regularly scheduled during specific
hours of duty. -
. Preferred Assignment—An assignment preferred over his
present assignment by an employee eligible to bid for such
assignment when it is posted for bid.
. Bid—A written request to be assigned to a posted duty
assignment, submitted by an employee eligible to bid for
such duty assignment.
. Application—A written request by an employee for con-
sideration for a promotion or an assignment föTWHICH he
is not eligible to submit a bid.
. Service Seniority—That seniority based on total service in
the Maintenance Service in a particular installation of the
Postal Field Service, regardless of designation beginning
with:
a. Career appointment
b. Employees who were on the rolls before May 1, 1958,
who had temporary or indefinite appointments which
continued to career appointment, retain seniority credit
for combined temporary, indefinite and career employ-
ment which was continuous in the same position desig-
nation and in Staſſation.
c. The seniority of employees transferred from the Post
Office Department to the General Services Administra-
tion July 1, 1950, under Reorganization TPIan TT8, Tand
later returned to the Maintenance Service of the Post
Office Department, is established by Texcluding their
employment for the General Services Administration.
same as Section 748.32 Postal Manual
Service Seniority defined. See Section J.
for use of service seniority
119
8. Seniority for Preferred Assignments—This seniority deter-
mines relative standing among regular employees eligible
to BITTOFTEFETERFETässignments. It is computed from
entry into a career position in a particular position desig-
nation. It continues to accrue so long as service in the
same position designation and installation is uninterrupted.
F. Loss of Seniority
Employees lose all seniority for preferred assignments upon:
1. Change from one craft or occupational group to another,
and from One position designation to another.
2. Change from one postal installation to another.
3. Separation or resignation.
G. Restoration of Service Seniority and Seniority for Pre-
ferred Assignments
Seniority is restored as if service had been continuous upon:
1. Reemployment in same installation after separation for
disability.
2. Restoration in the same installation after military duty.
3. Restoration to former position in same installation after
unwarranted or unjustified separation.
4. Voluntary return within the same installation to the same
position designation and the same craft or occupational
group from which Voluntarily changed within the preced-
ing 90 days. -
5. Arbitrary change in same installation to lower PFS level
(except for disciplinary reasons) to the position designation
from which promoted.
H. Reduction of Seniority for Preferred Assignments
1. Change to a lower PFS level in the same installation,
Whether Volſuntary or for disciplinary reasons, in the posi-
tion designation from which promoted is with former length
of SenſOFſty. WithouTcredit for employment in any higher
level or levels.
2. Change to a lower PFS level in the same installation other
than the level from which promoted, whether the change is
voluntary, for disciplinary reasons, or arbitrary, is Twith
seniority one day less than the junior careerTregular Tem-
ployee in such craft or occupational group or the em-
ployee's own seniority, whichever is less.
I. Seniority Granted by Law
1. Employees whose names were within reach on an eligible
register between May 1, 1940 and October 23, TT943, and
who lost opportunity for career appointment by Teason of
Seniority for
preferred # --~~
to service in assignments tied
position designation.
Again, note that change in position
results in loss of seniority for
Preferred assignments except as rovi
under G and H below. p provided
120
military service, who subsequently received career appoint-
ment based on restored eligibility, and were granted the
benefits of Public Law 577, amended by Public Law 492,
ãFETERTTTETTSTSERIORITyTFORTRETTATE THE TOWEFTETEEſe
Ön the SãThe Tist of eligibles received a career appointment.
2. Employees whose names were within reach on an eligible
register and who lost opportunity for career appointment
because of service in the military service after June 30,
1950, who subsequently received career appointment based
on Testored eligibility, and were granted the benefits of
Públic TâWTTāFETETTITIETTS Seniority from the date the
5wer-eligible OTTHE SãHTETSTOf Eng|BTESTECEIVETāTCăFeer
appointment.
3. Employees who are restored to postal duty in compliance
with law or regulation after military training or extended
military duty lose no seniority.
J. Excess Employees
Length of career service (service seniority) in the Maintenance
Service Branch in the same installation governs in identifying
excess empſaySESTWITHTTă EOSITIOTIESIgnation.
K. Term of Agreement
The term of this Supplemental Agreement shall be the same as
that of the Basic Agreement between the parties and supple-T
ments and amendments thereto, and/or renegotiation thereof,
shall be in accordance with procedures established in the Basic
Agreement.
AL AGREEMENT
SUPPLEMENT SUPPLEMENTAL AGREEMENT
C CA HER T SPORTATION (D EOUT) A GREEMENTS City Carrier Transportation (Drivedut) Agreements
ITY RR It is agreed by and between the Post Office Department and
the National Association of Letter Carriers, AFL-CIO, that
the following terms and conditions represent the basic under-
standing of the parties as to the administration of transporta-
It is agreed by and between the Post Office Department and the National
Association of Letter Carriers, AFL-CIO, that the following terms and con-
ditions represent the basic understanding of the parties as to the admin- tion agreements (drivedut) of city carriers for the period of this
istration of transportation agreements (drivedut) of city carriers for the Agreement. The terms and conditions of this Agreement will
period of this agreement. The terms and conditions of this agreement will become effective at the beginning of the second pay period of
the second calendar month after signing of the National Agree-
become effective at the beginning of the second pay period of the second Inent.
e º º Agreement. - - - -
Calendar month after signing of the National Agr 1. The furnishing of a vehicle by a city carrier for transporta-
tion to and from the route shall be voluntary; no carrier
1. The furnishing of a vehicle by a city carrier for transportation to may be coerced into furnishing a vehicle without his con-
and from the route shall be voluntary; no carrier may be coerced sent. A written authorization (Form 1311) shall be exe-
ry º horizati d by th - - •
into furnishing a vehicle without his consent. A written aut Orization cuted by the postmaster in every instance, with a copy of tº a & ©
(Form 1311) shall be executed by the postmaster in every instance, said authorization to be retained by the carrier and a copy The effect of this addition is to permit
e f said authorization to be retained by the carrier and of the authorization to be retained by the postmaster. -*. only carriers with carrier drive-out
with a copy of sai au oriza O e carrier is forbidden to drive his car to and from the route agreement to drive their cars on their
a copy of the authorization to be retained by the postmaster. for his own personal convenience. routes.
2. Reimbursement to a carrier who provides his vehicle shall be deter-
mined locally by written agreement between the carrier and post-
master and shall be not less nor more than the sum of the amounts
computed under each of the factors listed below, as applicable to the
individual case.
3. All carriers furnishing a vehicle for transporting himself, passen-
gers and mail to and from the assigned route shall be reimbursed
on a mileage-zone basis as follows:
(a) From delivery Unit to beginning of route
.5 to 1.0
1.1 to 1.5
1.6 to 2.0
2.1 to 3.0
3.1 to 4.0
4.1 to 5.0
5.1 to 6.0
Over 6
(b) When a carrier uses his vehicle as transportation for distances
of more than % mile between segments of a route or routes,
he will be reimbursed .25c for each such movement.
(c) Fifteen cents for each mail relay carried, up to a maximum
of .75c daily.
(d) Twenty-five cents per ride for each carrier or authorized
supervisory passenger.
4. Carrier agreements in effect which provide allowances more favor-
able than those provided by the schedule in 3 above shall continue
in force for the duration of this agreement unless terminated by either
party upon thirty days written notice, or reassignment of the carrier.
2. Reimbursement to a carrier who provides his vehicle shall
be determined locally by written agreement between the
carrier and postmaster and shall be not less nor more than
the sum of the amounts computed under each of the factors
listed below, as applicable to the individual case.
3. All carriers furnishing a vehicle for transporting himself,
passengers and mail to and from the assigned route shall
be reimbursed on a mileage-zone basis as follows:
a. From delivery Unit to beginning of route
REIMBURSEMENT RATES
Miłeage Daily Rate
.5 to 1.0 $0.80
1.1 to 1.5 0.90
1.6 to 2.0 1.00
2.1 to 3.0 1.10
3.1 to 4.0 1.30
4.1 to 5.0 1.50
5. i to 6.0 1.70
Över 6 1.90
b. Where the distance to the beginning of a route is less
than 1/2 mile from the unit and the route ends more
than % mile from the unit, the latter distance shall be
used in computing the daily rate.
c. When a carrier uses his vehicle as transportation for
distances of more than % mile between segments of a
route or routes, he will be reimbursed 25 cents for each
such movement.
d. Fifteen cents for each mail relay carried, up to a maxi-
mum of 75 cents daily.
e. Twenty-five cents per ride for each carrier or authorized
supervisory passenger.
4. Carrier agreements in effect which provide allowances more
favorable than those provided by the schedule in 3 above
shall continue in force for the duration of this Agreement
unless terminated by either party upon thirty days written
notice, or reassignment of the carrier.
Incorporates Labor Management decision


| 22
SUPPLEMENTAL AGREEMENT
RPO and HPO Clerk Assignments
1. All regular and substitute clerks assigned to all RPO's and
HPO's at the same headout shall compose the mobile sta-
tion at that particular stationary installation regardless of
whether any or all of the RPO's or HPO's are administered
by the head of that particular installation.
2. Level 5 and lower level clerks who are assigned by the
installation head to assist those responsible for mobile sta-
tion management are clerks in the stationary installation.
B. Changes Within a Mobile Station
When vacancies in established regular duty assignments are
filled, it shall be in the following order:
1. By assigning the senior qualified bidder among all regular
clerks permanently assigned in the RPO or HPO having
the vacancy regardless of the headout of the bidder.
2. The resulting vacancy shall be filled by posting for bids by
regular clerks in that mobile station. The Senior qualified
bidder shall be assigned.
3. If such vacancy is not filled under 1 or 2 above, it shall
be filled by returning any applicant with retreat rights under
Article XII, Section C.6.c.(4).
4. If such vacancy is not filled under 1, 2 or 3 above, it
shall be filled by reassigning the senior regular clerk appli-
cant who is excess from any mobile station or post office.
5. If such vacancy is not filled under 1, 2 or 4 above, the
senior or the substitute clerks in the mobile station who
desire may be converted to regular. If no substitute in
the mobile station desires the vacancy, it shall be filled by
converting to regular the senior of the substitute clerks as-
signed to the RPO or HPO having the vacancy.
5
. If the vacancy is not filled under 1, 2, 3, 4 or 5 above,
it shall be filled by posting in the installation to which the
mobile station is attached as provided for in Article XXII
of the National Agreement and the Supplemental Agree-
ment, Seniority.
C. Substitute Clerks for Mobile Stations
1. For substitute employment, select the senior qualified cleri-
cal applicant from the installation to which the mobile sta-
tion is attached.
2. Each substitute clerk should be assigned to one RPO or
HPO. Assignments should be made to satisfy normal Serv-
Incorporates supplemental Agreement
negotiated with clerks (see Postal
Pºlletin. 20522, 3-17-66) which replaced
old section D of Article XV, with
amendments made in national negotiations.

--Note Paragraph 5 should read IIIf such
Vacancy is not filled under 1, 2, 3, or ),
above." The "3" was inadvertently
omitted in printing.
Changes method of filling vacancy with
Sub if not filled by regulars. New language
gives subs in mobile station Option of
whether to be converted to regular. If
move so desired, the senior of the subs in
the RPO or HPO having the Vacancy must
be converted to fill the vacancy.
123
124
ice requirements without necessitating or approving exces-
sive deadheading to and from tours of duty. TNS Sü5Stituté
should be assigned to an RPO, HPO, OFTTSBITETStăţion
where there would not be substantially full-time work for
him.
3. Substitute clerks in RPO and HPO assignments may be in-
terchanged by detail and may be used in level 4 assignments
occasionally where necessary to provide a reasonable amount
of work if such employees are available and needed to sup-
plement the level 4 substitute clerks.
4. In emergencies and where substitutes assigned to RPO's
and HPO's are not available, other employees may be de-
tailed to road assignments. Mobile station heads shall co-
operate with installation heads in charge of RPO's and
HPO's Tby arranging for the detail of qualified employees.
D. Reorganization—Opening All Assignments for Bid
The installation head may authorize a general reorganization
in which aſſassignments in an RPO or HPO will be open for
bids by regular clerks assigned therein (I) when there is a
major service change which iustifies general bidding, or (2)
when mutually agreed by the installation head and the appro-
priate certified employee organization(s) but there shall be no
more than one mutually agreed upon reorganization in a
twelve month period, or sooner than six months after a gen-
eral reorgānīzāIISTBy Feason-of-a-major-service-change-A-
bid for a change to a headout other than his residence or the
headront-TreaſesUniSTIESIſèIICE is not acceptabfe if assigning
the bidder would impose hardship on a junior clerk. By Fequir.
ing him to deadhead to another headout.
The words "or the headout nearest his
residence" have been added. It modifies
the restriction on bidding for another
headout .





SPECIFIC PROVISIONS IN NATIONAL AGREEMENTS FOR LOCAL NEGOTIATIONS
NATIONAL AGREEMENT (BASIC)
ARTICLE WI
Section E. 2.
The number of employee organization representatives attending
local labor-management meetings is negotiable.
Section E-5
When local labor management meetings are required more than once
a quarter, the local agreement will specify the number in excess of
one a quarter but in no event more than one each month.
ARTICLE VII
Section E
This section contains special provisions permitting local negotia-
tions at other than October 10-November 5, 1966 when there is a new
or changed exclusive recognition.
ARTICLE XII
Section C. lu.
Determination of what assignments constitute a section shall be
negotiated locally.
ARTICLE XIII
Section C. l & 2 & 3
Light duty assignments will be established through local negotiations.
ARTICLE XIV
Section C. 3.
Definition of "work area" for use in selection of employees for
higher level detail shall be a matter of local negotiations.
National Agreement (Basic) continued
ARTICLE XV
Section A. 2. e.
The selection, design, and application of "remaining"basic workweek
assignments (see Section A. 2. a,b,c,& d) may be changed by local
negotiations for annual rate employees.
Section B. 2. c.
The selection, design and application of basic workweek assignments
(as defined in A. l. e.) for hourly rate employees remain in effect
unless changed by local negotiations.
Section E. L.
Method of selecting regulars and/or substitutes to work on holidays
(after the required number of assignments have been determined)
should be the subject of local negotiations.
ARTICLE XVI
Section B
Formulation of leave program should be subject of local negotiations.
Section B. 3
Establishment of choice vacation period(s) shall be determined by
local negotiations.
Section B. l.
The day the vacation period begins may be established by local
negotiation.
12.5
National Agreement (Basic) continued
Section B. 5. c
Annual leave for employees ordered to military duty (training)
during choice vacation period is a matter for local negotiation.
Section C. lu
Procedure for submission of annual leave requests for periods other
than choice period may be negotiated.
ARTICLF, XIX
Section A. 3. b & A. 7
Labor-Management Health and Safety Committees may be established
by negotiations at installations having less than 100 employees.
ARTICLE XX
Section A.
Dates to effect seasonal changes in uniforms may be negotiated.
Section B. l.
Appropriate business attire for certain clerks ineligible for
uniform allowance may be subject of negotiation.
ARTICLE XXII
Section A-l
Letter Carriers and Special Delivery Messengers craft may
establish sections for bidding on changed scheduled non-workday by
negotiation.
Section A. 5
What constitutes change of duties, principal assignment area or
scheme knowledge shall be subject to negotiation.
National Agreement (Basic) continued
Section A. 6
Posting of changes in starting time in excess of one hour is
negotiable.
Section B. l.
Letter carrier, maintenance (custodial), special delivery
messenger and mail handler crafts will bid installation-wide unless
local agreement or established past practices specifically limit
bidding to sections as defined in Article XII, C. L. a.
Section C
Different length of posting period may be established by negotiation.
Section E. 2
Assignment of successful bidder within 21 days can be limited to
shorter period by local negotiation.
ARTICLE XXIV
Guidelines for assignment of excess parking facilities may be a
subject of negotiation.
SENIORITY - SUPPLEMENTAL AGREEMENT
Section C
The application of this (supplemental) agreement shall be open
for negotiation.
SENTORITY - MAINTENANCE SERVICE BRANCH
SUPPLEMENTAL AGREEMENT
Section C
The application of this (supplemental) agreement shall be open to
negotiation.
126
FORMAT FOR LOCAL AGREEMENTS
BASIC FORMAT
The basic format for 1 Ocally negotiated agreements shall
be the same as the National Agreement, and the nationally
negotiated Supplements, although a few slight variations
may be necessary.
Each broad subject matter area shall be designated by Article
number, beginning with roman numeral I and c Ontinuing in
sequence, throughout the agreement (s). Each Article shall
be designated by an appropriate title, (e.g., Use of Public
Address Systein, Parking, etc.)
The text, shall be numbered, using alphabetical designations
alternating with numerals, and each major heading and
sub-heading shall be numbered . The use of headings for
further sub-divisions is Optional , but must be consistent
within any group. That is , if sub-article A under Article III
has a heading, then other sub-articles such as B, C, D, etc.
must also have headings. However, further division of a sub-
article would be within another group and would be considered
separately. For example, there might be four numbered paragraphs
under sub-article B, but it might be considered unnecessary to
assign headings.
Illustration;
(1) (2) (3) (14)
Article Sub-Article Paragraph Sub-Paragraph
I.
II.--------> *A. ------------> A.---------> A.
III. B. ++ 1 . / 1.
C. 2. a •
3. b.
(1)
(2)
(a)
(b)
Care must be exercised to ensure that titles and headings are
consistent with the substantive subject matter covered. For
example, if the method of scheduling vacations is negotiated,
then the sub-article would be headed: Scheduling of Vacations.
*If heading is assigned to one of these sub-articles, then headings
$hould be used for each sub-article.
**Each of these may be given headings or they may be identified by
3.
flumber only.
If, in addition, the designation of a choice vacation period(s) is
also negotiated, this part of the agreement would not be appropriate
for inclusion under the heading "Scheduling of Vacations," but would
be given an appropriate heading such as "Designation of Choice
Vacation Period, ; and the substantive narrative under such heading
might be:
"The choice vacation period is designated as June 15 through
September 30."
IMPLEMENTATION AT THE LOCAL LEVEL OF PROVISIONS OF NATIONALLY NEGOTIATED
AGREEMENTS
After negotiations have been completed, the articles of the local
agreement which correspond with subject matter in the National
Agreement, shall be numbered with the same Article number as they
appear in the National Agreement.
SUBJECT MATTER AREAS NECOTIATED LOCALLY ON LOCAL WORKING CONDITIONS
BUT NOT COWERED BY NATIONALLY INEGOTTATED AGREEMENTS
Subject matter areas that are not negotiated at the national level
but are negotiated locally should be positioned in the local agreements
after the locally implemented Articles in the National Agreement (s)
have been added. For example, if Article XXIV, Parking Control, is
the last Article of the National Agreement negotiated at the local
level, then other subject matter areas negotiated locally shall be
numbered in sequence beginning with Article XXV.
PREPARATION OF NEGOTTATED ITEMS INTO AGREEMENT FORMAT FOR SIGNATURE OF
PARTIES TO THE LOCAL AGREEMENT .
A. Prepare Agreement on letter-size (approximately 8 x 10#" or 8+ x ll")
paper. Do NOT use legal size paper.

127
NALC – National Association of Letter Carriers
UFPC – United Federation of Postal Clerks
Use typewriter to make final copy of the Agreement; make certain ithat .
ALT, COPIES ARE LEGIBJ, E.
Identify each subject matter area as a separate Article by number, title,
and sub-article number if appropriate.
The first Article shall contain, as a minimum, a statement clearly
setting for thbhe parties to the Agreement.
Start each Article at the top of a new page. DO NOT begin any article
on the reverse side of a page. No page shall contain more than one
Article. If more than . One page is required for any single Article,
repeat the identification heading at the top of each page pertaining
to that Article.
Identify each page of the Agreement at the bottom of each page by page
number. Also, across the bottom of each page, show postal identit
by region, name of the office, and location (city and state): identify
the Union (s) by name, local designation (e.g., branch or local) and
the craft (s) covered. The following abbreviations are authorized for
this purpose:
UNIONS CRAFTS
CAR – Carriers
CLK – Clerks
NPU -- National Postal Union SP – Special Del-
SDM -- National Association of Special Delivery ivery Messaeger
Messengers MH – Mail Handlers
NAPE - National Alliance of Postal and Federal MV - Motor Vehicle
Employees Employees
MVS - National Federation of Post Office MA — Maintenance
Motor Vehicle Employees Employee:
MH – National Association of Post Office Mail RC – Rural Carrier
Handlers, Watchmen , Messengers and
Group Leaders
Maint- National Association of Post Office and
General Services Maintenance Employees
NRLCA– National Rural Letter Carriers Association
AFGE – American Federation of Government Employees
Where one Union negotiates an agreement for two or more crafts
and all of the provisions pertain to both crafts, one Agree-
ment clearly indicating coverage of both crafts should be
executed. However, provisions which relate to only one of the
crafts involved should be executed as a supplement to the
Agreements which contains those provisions affecting both of the
crafts. Where negotiations affect only one craft, e.g., rural
carriers , a separate Supplemental agreement should be executed.
Include in the agreement any item on which agreement was reached, and
those items (impasses) on which final and binding decisions were made
either at the regional or national levels between postal officials at
employee Organization representatives.
Indexes shall NOT be used unless a minimum of ten (10) Articles
are involved. If used, confine the information to: (1) the
Article number, (2) title of the Article, and (3) the page number.
Each signature page shall contain the identification of the parties
to the agreement by name of the Postal installation and Organiza–
tion (s) and the official (s) signing for each of the parties. The
signatures of the parties to the agreement and the date the agree-
ment is signed must be shown on the original and on all copies
of the Agreement (s).
Local agreements shall NOT be executed between Postal installa-
tions and Unions having FORMAL recognition at the local level.
Local Agreements shall NOT contain provisions indicating that
supervisors and supervisory positions are covered by such agree–
Inents .
See Article VII, Section A 13 - Local agreements shall NOT contain
Provisions which "repeat, rewords, paraphrase or conflict with the
National Agreement and National Supplements".
128
SAMPLE – LOCALLY NEGOTTATED AGREEMENT
ARTICLE I
RECOGNITION
A. Parties to the Agreement
l. This basic local agreement entered into to supplement, the
nationally negotiated Agreement(s) represents and constitutes
an Agreement between the Post Office,
(City and State)
and the following Organization(s), of employees of the
Post Office called the Organization(s)
(city & State)
on personnel policies and practices and working conditions.
2. The Agreement(s) cover(s) all craft or occupational group
employees of this Post Office in units established at the
local level for which the Organization(s) has (or have) been
certified as the exclusive representative(s). The employee
organization(s) represent(s) only those craft or occupational
employees in units established at the local level for which
the Organization(s) is (or are) certified as the exclusive
representative(s).
National Association of Letter Carriers, Branch #800
United Federation of Postal Clerks, Local #750
3. This Agreement has no force and effect with respect to employees
in craft units not represented by the Organization(s) party to
this Agreement.
(Region) (Name & Location of Postal
Installation)
NALC, Branch 800
UFPC, Local 750 CAR-CLK
Name(s) of Union(s) Craft (s)
(l)
A •
ARTICLE VI
ADMINISTRATION AND INTERPRETATION
l
Quarter Labor-Management Meetings
The parties to this Agreement shall meet
(Insert date agreed upon)
each quarter. The meetings shall be convened at
(Insert time agreed upon)
Agenda. It is agreed that agenda items for discussion at the quarterly
meeting shall be exchanged by the parties to this Agreement at least
one full workday before the scheduled meeting. Items not placed on
Such agenda shall be discussed only by mutual consent of the parties.
Footnote l – In larger installations where one meeting each quarter
Will not be sufficient, more frequent meetings, not to exceed one
each month, may be stipulated. In small installations where daily
contact makes the quarterly meetings unnecessary, the contract may
provide for less frequent meetings, at specified intervals.
(Region) (Names & location of Posta.TInstallation)
NALC, Branch 800
UFPC, Local 750
Name(s) of Union(s)
CAR-CLK
Craft(s)
Ç (2)
129
SAMPLE – LOCALLY NEGOTIATED AGREEMENT
ARTICLE XX
SCHEDULE FOR WEARING UNIFORM
A. Non-Seasonal Items of Uniform Dress - Items of uniform dress which
are not seasonal in usage, e
nurse's white dress and cap,
.g., black tie, black leather shoes,
will be worn year-round as appropriate.
T}. Seasonal Items of Uniform Dress
l. Winter Apparel. Items of
season shall be worn from
through
22 Summer Apparel. Items of
season shall be worn from
through
(Region)
NALC, Branch 800
UFPC, Local 750
Name(s) of Union(s)
uniform dress appropriate for the winter
(Insert dates agreed upon during negotiation)
uniform dress appropriate for the summer
(Tnsert dates agreed upon during negotiation)
&
(Name & location of Postal Installation)
CAR-CLK
Craft(s)
(3)
ARTICLE (FINAL ARTICLE)
This contract shall continue in full force and effect from its
effective date through .
POST OFFICE DEPARTMENT
(Name and location of Posta TInstallation)
BY:
(Name of Installation head and EiETE)
(Date)
EMPLOYEE ORGANIZATION(S)
National Association of Letter Carriers
Branch #800
(Location: City & State)
BY:
(Name and title)
(Date)
United Federation of Postal Clerks
Local #750
(Location: City & State)
BY:
(Name and Title)
(Date)
(Region) (Name & location of Fosta.TInstallation)
NALC, Branch 800
UFPC, Local 750 CAR-CLK
Name(s) of Union(s) Craft (s)
U. S. GOVERNMENT PRINTING OFFICE : 1966 O - 231-420
II
39015
NVERSITYo
OR -
MUTILATE CARDS


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