On November 4, 2021, the Occupational Safety & Health Administration (OSHA) released the COVID-19 Vaccination & Testing Emergency Temporary Standard (ETS) which requires all employers with 100+ employees to ensure their employees are vaccinated by January 4, 2022, or require their unvaccinated employees to produce a negative test on at least a once a week basis. The COVID-19 Vaccination & Testing Emergency Temporary Standard does apply to the Postal Service. The NPMHU is reviewing the ETS and its impact on Postal Service employees. Additional information will be disseminated when known.
The United States Postal Service’s (Postal Service) Corporate Information Security Office (CISO) has detected unusual log-in activity in the Postal Service’s PostalEase system for some employees, and some of that activity may be related to one's PostalEase account. PostalEase is a self-service web application that serves as your gateway to many postal financial-related services.
The NPMHU was advised that CISO and Postal Service management investigated and took precautionary measures to prevent further activity as soon as it became aware of the unusual log-in issue. CISO monitors daily for suspicious activity to protect employee accounts and information.
The USPS will contact affected employees directly. Impacted employees will receive the following message from the USPS: Your PostalEase account has been placed in a hold status, pending a password reset. To initiate a password reset, you will need contact 1-877-477-3273, Option 5. Please remember, your new password will be used to access all your LiteBlue self-service applications, including PostalEase.
Postal Service information security policy prohibits any use of your account, log-on ID, password, personal information number (PIN), and tokens by a third party, regardless of whether it was authorized by the account holder. Never share your log-in credentials or other information with anyone. All mail handlers are encouraged to periodically change your PostalEase password.
The NPMHU will continue to monitor the situation and provide updates as appropriate.
With preparations underway for negotiations over the terms of the 2022 National Agreement between the NPMHU and the Postal Service, the National Office is issuing its official call for bargaining proposals from all members and Local Unions.
To be fully considered prior to the onset of negotiations, proposals must be submitted by January 28, 2022. Although formal bargaining is not scheduled to begin until June, the Union’s Field Negotiating Committee will be meeting for a full week in February 2022 to review all submitted proposals and outline the changes in the National Agreement that should be proposed by the NPMHU.
To be sure, planning for collective bargaining is a continuous process at the National Office, as the National Officers and representatives working in the Contract Administration Department routinely identify and collect proposals for improving the language currently found in the 2019 National Agreement. But an equally important aspect of preparing for bargaining is the collection and review of proposals generated by mail handlers across the country.
Thus, National President Paul Hogrogian has issued this official call for bargaining proposals from the membership, the Local Unions, and other subordinate bodies of the NPMHU. If you have any proposals that you would like to have considered for the upcoming round of bargaining, now is the time to submit them to the National Office. Every proposal submitted will be fully analyzed by the NPMHU’s Field Negotiating Committee and the National Negotiations Team while the Union develops its opening bargaining proposals.
All proposals should set forth the Article, Section, Paragraph, and/or Page of the National Agreement that you are suggesting should be changed; the specific language you would like to see added to, or deleted from, the current National Agreement; and your specific reasons for suggesting the change. If you have supporting evidence or documentation that you believe would support the change that you propose, please submit those materials to the National Office along with your proposals. The National Office is asking that all proposals be submitted as soon as possible, but in no event later than January 28, 2022. The National Office also has issued a form that can be used to submit proposals.
Once again, proposals from any member (or group of members) and any Local Unions or other subordinate body should be submitted to the National Office by January 28, 2022, using the following address:National Postal Mail Handlers Union ATTN: 2022 Negotiations 815 16th Street, NW, Suite 5100 Washington, DC 20006
As a result of the uncertainty with COVID-19 related to the “Delta Variant,” the Postal Service will reinstate our previous face covering policy for all Mail Processing and Logistics, Retail and Delivery, and Vehicle Operations facilities.
(PDF) August 27, 2021 Mandatory Stand-Up Talk: Face covering and mask update.
Effective August 28, 2021 (Pay Period 19-2021), all career Mail Handler craft employees are scheduled to receive a cost-of-living (COLA) adjustment as outlined in Article 9.3 of the 2019 National Agreement. This is the fourth of six possible COLA increases under the terms of the current agreement. This COLA increase is based on the upward change in the relevant Consumer Price Index (CPI) following release of the January 2021 Index, using the July 2019 CPI index as a base, and will provide an annual increase of $1,934 for all Steps in Table 1 and for Step P of Table 2. The remaining Steps in Table 2 will receive the proportional COLA increase percentages as outlined in Article 9.3 of the National Agreement.
WAGE CHART w/ overtime table (Effective PP19-2021)
Revised RSC-M7 Wage Chart w/ LV 6 (OJI) (Effective PP19-2021)
According to the Postal Service, the face covering policy is revised as follow as result of guidance from the Centers for Disease Control and Prevention (CDC) and the Occupational Safety and Health Administration (OSHA). Effective immediately, all postal employees and contractors who have been fully vaccinated for COVID-19 are not required to wear face coverings consistent with the guidance enumerated below.
In accordance with guidance from the CDC and OSHA, “fully vaccinated people can resume activities without wearing a mask or physically distancing, except where required by federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance.” According to the CDC and OSHA, people are considered fully vaccinated for COVID-19 two weeks or more after they have completed their final dose of a COVID-19 vaccine authorized by the U.S. Food and Drug Administration in the United States. Supporting verification of COVID-19 vaccination status will not be required and should not be requested.
Employees who have not been fully vaccinated are required to wear face coverings in any situation in which they cannot achieve or maintain social distance—at least six feet and in public facing settings where there is a state or local face covering order or directive in place.
Linked above is a new MOU just signed by the NPMHU and the Postal Service to provide for additional Mail Handler staffing, in large part by converting 6,596 Mail Handler Assistants to full-time regular career employment no later than August 14, 2021. Also attached is a chart listing the 245 facilities in which these 6596 conversions will take place and the number of conversions that will take place in each listed facility.
As set forth in the MOU, the Postal Service has agreed to convert 6596 MHAs to career status, in the listed facilities, by August 14, 2021. In exchange, the parties agree to extend the exception period for the continued employment of MHAs in excess of the 24.5% installation cap until July 16, 2021 as set forth below. MHAs hired in excess of the 24.5% installation cap for COVID related reasons remain subject to a separate MOU.
1. The parties agree to extend the exception period for the continued employment of MHAs in excess of the 24.5% installation cap as set forth below:
A. Facilities other than those listed on the attached table that are in excess of the 24.5% installation cap will separate Peak MHA hires (i.e., MHAs hired for reasons unrelated to COVID-19) on or before July 16, 2021, following the procedures of the current National Agreement.
B. Installations that plan to convert five or fewer non-career employees to career status in accordance with the attached table will be permitted to retain the number of Peak MHA hires above the 24.5% installation cap equal to the amount of conversions listed in the table beyond July 16, 2021. After the above-referenced conversions are completed and accounted for in the MHA cap, those retained Peak MHA hires above the 24.5% installation cap will be separated on or before August 27, 2021 following the procedures of the National Agreement. All other Peak MHA hires in these facilities will be separated on July 16, 2021, following the procedures of the current National Agreement.
C. After the above-referenced conversions are completed and accounted for in the MHA cap, facilities listed on the attached table that are in excess of the 24.5% installation cap and which plan to convert more than five non-career employees to career status in accordance with the attached table will separate any non-COVID related MHA hires on or before August 27, 2021 following the procedures of the current National Agreement.
Additionally, we have agreed that the exception period for the 2021 peak season for exceeding the 24.5% limitation as set forth in Article 7.1 B3, will be expanded by one additional accounting period. This additional accounting period must be adjacent to the two accounting periods previously identified to the Union under Article 7.1B3 for 2021 and the Postal Service shall notify the Union, at the National level and at the appropriate installation, of the selected additional accounting period for each installation no later than July 30, 2021.
Also see attached a copy of the Questions & Answers that have been agreed to for this MOU Re: Additional Mail Handler Staffing – June 21, 2021. Please contact the National CAD should you have any questions.
Today’s historic signing by President Biden making Juneteenth a federal holiday is a recognition of Black power and a reflection of America’s ongoing journey to tell our nation’s story. As we honor the sacred Juneteenth holiday that celebrates Black resilience and joy, America’s labor movement will continue to use our voice to lift up and learn from the Black experience. We must be a voice for all who live and work in the United States and to say out loud the names of those who were taken from us by racist violence.Though explicit slavery has been abolished for more than 150 years, the exploitation of Black labor continues to this day through a systemically racist economy designed to promote wage disparity in the workplace and the chronic unemployment, underemployment and economic exploitation of Black people. America’s labor movement must remain at the tip of the spear to uproot systemic racism in all forms if we seek to fully uphold our nation’s promise of dignity for Black people.
As provided for in Article 15, Section .3E of the National Agreement between the National Postal Mail Handlers Union and the United States Postal Service, both parties have agreed to jointly produce a Contract Interpretation Manual (CIM), which represents a good faith effort to identify contractual issues on which the National parties are in agreement regarding interpretation and application of the parties' National Agreement. The latest issue of the CIM is Version 5, which was released on June 8, 2021.
The following Memoranda of Understanding between the United States Postal Service and the National Postal Mail Handlers Union have been extended through August 6, 2021. The parties agree to meet and discuss these Memoranda of Understanding prior to August 6, 2021, to determine whether or not further extension is appropriate.
- Re: Temporary Expanded Sick Leave for Dependent Care During COVID-19
- Re: Temporary Exception Period COVID-19*
- Re: Suspension of Temporary Additional Paid Leave for MHAs
*Revised on March 19, 2021.
- MOU – Temporary Expanded Sick Leave for Dependent Care During COVID – 19
- MOU – Temporary Exception Period – COVID – 19 * Revised March 19, 2021
- Liberal Changes of Schedule and Leave Letter.
- MOU – Suspension of Temporary Additional Paid Leave for MHAs
- MOU – Temporary Extension on Step 3 and Arbitration Appeals
If you have any questions, please contact the National Contract Administrative Department.