This episode features Tyler Vasseur of Build a Fighting NALC (BFN) discussing the recently released tentative agreement and BFN's planned "Vote No" campaign. Vasseur begins by expressing his strong disapproval of the tentative agreement, characterizing it as a significant setback for letter carriers and emphasizing the need for a more assertive approach to contract negotiations. He outlines BFN's core demands: a $30/hour starting wage, raises for all steps, top pay comparable to UPS, a reduction in the time to reach top pay, full COLAs, and an end to mandatory overtime.

Vasseur then recounts BFN's growth and development over the past year, highlighting the increased support for open bargaining and the launch of BFN as a rank-and-file reform movement. He emphasizes BFN's commitment to building a more democratic and member-driven union, one that actively engages the membership in the decision-making process. He highlights BFN's position on the right to strike, emphasizing the importance of this as a tool for achieving better wages and working conditions and for holding union leadership accountable.

BFN's "Vote No" campaign is discussed, emphasizing the need for organized action rather than simply relying on momentum. Vasseur details the plans for an upcoming Zoom meeting to launch the campaign, highlighting the need for maximum unity among various reform groups to send a strong message to the NALC leadership. He outlines the campaign's strategies for mobilizing members, emphasizing the importance of direct communication, public rallies, and increased member participation. Vasseur discusses the creation of a new BFN website with resources for organizing rallies and other activities.

The conversation addresses concerns about the lack of transparency in the contract negotiations, the potential for members to feel pressured to vote "yes" on the tentative agreement despite their dissatisfaction and the need to counteract the potential influence of the existing leadership by empowering members to make informed decisions based on a clear understanding of their own needs and what they deserve. Vasseur emphasizes the need for a more assertive bargaining position, one that prioritizes the needs of the letter carriers, and he stresses the importance of utilizing all available resources, including arbitration, to secure a better contract. He underscores that the "Vote No" campaign is not simply about rejecting the tentative agreement; it's about building a stronger, more militant union that will actively fight for its members' rights in the years to come. The episode concludes with a call to action, urging members to join the "Vote No" campaign and to participate in the upcoming Zoom meeting.

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https://www.fightingnalc.com/

This episode features Mike Caref and several other branch presidents discussing the recently released tentative NALC contract agreement. Caref begins by describing the events leading up to the announcement of the tentative agreement, including the canceled meeting of national business agents in Houston and the subsequent meeting in Washington D.C. He emphasizes the lack of transparency and member input in the negotiation process.

The group expresses their disappointment and anger with the tentative agreement, which they view as inadequate and disrespectful to letter carriers, particularly given the long duration of negotiations and the impact of inflation on their wages. They point out that the agreement offers little in terms of concrete gains for letter carriers and in some areas, even represents a step backward. They then highlight several key concerns: the insufficient pay increases (particularly for those in the middle of the pay scale), the continued existence of the CCA classification, the lack of meaningful improvements to the grievance process, and the absence of progress on issues like mandatory overtime and toxic work environments. The group discusses the implications of the agreement, such as the potential for a "no" vote and the need to go to arbitration if the tentative agreement is rejected. They specifically address the issue of management's attempts to impose an unrealistic one-hour office time limit and the utilization of GPS data to monitor and discipline carriers.

The discussion shifts to the planned October 14th contract rallies, emphasizing the importance of member mobilization and public awareness campaigns to pressure the USPS into negotiating a fair contract. The group members share their strategies for organizing the rallies in their respective regions and emphasize the need for coordinated action to maximize their impact. They note how the lack of transparency around the tentative agreement has already led to increased frustration among the members and are using that to generate momentum for the rallies.

The group members highlight the lack of leadership and accountability within the current NALC administration and express their support for the CLC's efforts to bring about change. They detail the ongoing efforts to mobilize support for the CLC's candidate, James Henry. They discuss the need for a more assertive and member-focused approach to bargaining, emphasizing the importance of utilizing all available tools and resources, including arbitration and public pressure, to achieve a fair contract. They close by urging members to remain engaged, informed, and prepared to vote against the tentative agreement if necessary and to participate in the upcoming rallies.

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This episode features Rob and Calvin from Build a Fighting NALC (BFN), discussing their movement and plans for the upcoming contract negotiations. They begin by recounting the successful contract rally held in Pasadena, highlighting the strong member participation and the role of BFN in providing organizational support. They emphasize that such rallies are crucial for reviving collective action within the NALC.

Rob and Calvin then outline BFN's strategy moving forward, focusing on building chapters across the country to create a more structured and sustainable reform movement. They aim to provide resources and training to help members become active participants in union activities, emphasizing the importance of proactive engagement rather than a solely reactive approach. The creation of a new BFN website with resources and contact information is announced.

The conversation shifts to the importance of reclaiming the NALC's militant history, drawing parallels to the 1970 wildcat strike and emphasizing the power of rank-and-file mobilization. They highlight the need to counter the current leadership's passive approach, which they argue has led to member disengagement and ineffective contract negotiations. They emphasize the need for a more aggressive and transparent bargaining strategy, which includes open bargaining and a willingness to use the threat of a strike.

They discuss the need for a unified approach to addressing issues like low wages, poor working conditions, and management's non-compliance with contracts. They highlight the importance of educating members about their rights, empowering them to fight for better treatment, and building a stronger, more democratic union. They emphasize that this involves not just fighting against management but also challenging the existing union structure and leadership that has failed to adequately represent the rank and file. The conversation ends with a call to action for members to participate in the upcoming Columbus Day rally and to join the BFN movement.

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Corey apologizes for a technical issue and expresses his dedication to educating and supporting union members. He emphasizes the importance of filing grievances as a powerful tool for union members to assert their rights and hold management accountable. He delves into Article 17 of the national agreement, providing a detailed explanation of steward rights regarding grievance investigation time and urging stewards to challenge management's unreasonable denial of this time. Through various anecdotes and case studies, he highlights the significance of meticulous documentation, thorough investigation, and knowledge of contractual provisions to effectively challenge disciplinary actions and protect workers' rights.

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Corey criticizes the lack of support and representation from union leadership, arguing that the root cause of this failure is a "lack of love." He emphasizes that love, in this context, means fiercely protecting and advocating for the rights of union members. He advocates for a ground-roots uprising, urging listeners to vote out ineffective union leaders and stand up for their rights. He concludes with an emotional appeal, expressing his love for the members and his frustration with the current state of the union!

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The episode centers around educating letter carriers about their rights, particularly regarding grievances against management. JB emphasizes the importance of meticulous documentation, using examples like clock rings and tax reports to support grievance claims. He also encourages letter carriers to be aware of their rights as outlined in the M-41 handbook, especially regarding PM office duties and the processing of undeliverable mail. Ultimately, JB advocates for a unified workforce, urging letter carriers to support each other and utilize the grievance process to ensure fair treatment and adherence to contractual obligations.

20:00 Identifying falsified clock rings

43:00 defeating management's 5-minute pm office duties

1:00:00 defining the Part-Time Flexible (ptf)

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Corey details an account of a significant arbitration case in Memphis. He emphasizes the case's importance due to the "toxic working environment" in the Memphis installation, a situation the union repeatedly attempted to address. A key aspect of their success was the meticulous preparation and presentation of their case, particularly by Jason Atchley, whose expertise is applauded. The arbitrator's decision, a testament to the union's efforts, mandates the Memphis installation to cease its hostile work environment, provides EAP services for all employees, and establishes a conflict resolution committee. Corey celebrates this victory for the Memphis postal workers while acknowledging the unfortunate tragedy that precipitated it.

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National Association of Letter Carriers (NALC) Business Agent, Mike Caref joins the show. Caref emphasizes the upcoming collective bargaining negotiations with the United States Postal Service, arguing that letter carriers deserve a contract that addresses their fundamental needs. He outlines significant issues including low starting pay, mandatory overtime, and disregard for contractual obligations by USPS management. Caref believes that the current contract fails to adequately address these issues and urges NALC members to demand a contract that improves their quality of life, threatening to vote against any agreement that falls short. He expresses optimism about President Renfroe's leadership while calling on members to hold their union representatives accountable for securing a fair and equitable contract.

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Corey provides a passionate analysis of Article 8 of the National Agreement, detailing its complexities and emphasizing the importance of "muscle memory," or a deep familiarity with the contract, for effective advocacy. He criticizes union leadership for inadequate communication and support, particularly regarding issues like mandatory overtime and stationary events, arguing that this lack of guidance forces carriers to seek information from unreliable sources. He encourages listeners to utilize all available resources, including past grievance settlements and compliance letters, to challenge management violations and protect their rights.

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Corey dedicates a significant portion of the episode to informing listeners about their rights as postal workers, particularly focusing on strategies for navigating workplace disputes and challenging unfair management practices. Corey emphasizes the importance of understanding contractual obligations, using specific examples like Article 41 (concerning temporary supervisor positions) and the procedures outlined in Publication 552 (related to workplace harassment). The episode underscores his commitment to advocating for workers' rights and providing them with the tools to protect themselves against potential exploitation.

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31:30 management forcing carriers to buy personal clothing

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49:00 204b's circumventing Article 41 120days/4-months

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1:13:00 Postal Service Policy on Workplace Harassment, Publication 552/IMIP process dealing with unruly Management

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This episode centers on a conflict between Corey and the leadership of the National Association of Letter Carriers (NALC). Corey defends his decision to create a podcast focused on educating letter carriers about their rights, particularly regarding workplace issues and contract interpretation. He argues that this educational mission is essential, as many carriers are being taken advantage of due to a lack of knowledge about their rights. This commitment to education persists despite the NALC actively attempting to silence him, including blackballing him from official union activities and expelling him from the National Convention. Corey sees this response, driven by a desire to suppress information and maintain control, as detrimental to the rank-and-file members. He emphasizes the importance of information as power and encourages carriers to seek knowledge from any available source.

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Corey expresses his frustration with the lack of strong leadership within his postal worker's union. He argues that the union lacks a powerful figure like Vince Sombrotto, a former leader whom Corey believes would not tolerate the current status quo of noncompliance from management regarding worker rights and contractual agreements. Corey highlights the financial burden incurred by management due to these violations, using examples of arbitration awards that cost the postal service hundreds of thousands of dollars. He suggests that greater public awareness of these issues, perhaps driven by a charismatic leader like Sombrotto, could force the postal service to address the concerns of the overworked and underpaid carriers. Ultimately, Corey advocates for continued education and worker empowerment within the union, hoping for a future leader who embodies Sombrotto's fighting spirit.

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Corey reflects on the rewarding experience of empowering letter carriers to advocate for themselves and celebrate victories. He contrasts this with the deeply upsetting reality of union leadership failing to adequately support these advocates, particularly by not enforcing “cease and desist” orders against management overwork. He recounts his personal experience burning out and quitting as a union representative after facing similar struggles with inadequate support. He encourages listeners not to quit, referencing his own story as a cautionary tale while emphasizing the need for solidarity and collective action. He concludes with a rallying cry, calling on his fellow union members to join him in fighting for their rights.

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This episode delves into the complexities of 6-day counts, providing a comprehensive analysis of several arbitration cases to equip listeners with the knowledge to effectively handle these situations. Corey begins with listener shout-outs, expressing gratitude for their support and highlighting the contributions of various members and branches. He then corrects a previous shout-out and discusses a listener's negative reaction to the GoFundMe campaign for Corey.

The core of the episode involves a detailed review of several arbitration cases concerning route adjustments and inspections. Corey meticulously reads excerpts from these decisions, emphasizing recurring themes and providing valuable insights for stewards and advocates. Key areas of focus include: management's frequent failure to adhere to established procedures (e.g., providing necessary information to carriers and the union in a timely manner), the importance of demonstrating harm caused by improper route adjustments, and the utilization of work hour workload reports to illustrate overburdened routes. Corey emphasizes the need for strong language (such as "cease and desist") in grievance settlements and highlights the importance of ensuring arbitrators understand the impact of management's actions on carriers' working conditions and well-being. Specific attention is given to how the arbitrators addressed the issue of carrier input, management's attempts to use signatures on forms as proof of agreement, and the inclusion of CCAs in remedy calculations.

Corey discusses several instances of management misconduct, including the imposition of unrealistic case time limits, the use of scanner data to target carriers for discipline, and the practice of taking unauthorized photographs of carriers' cases. He provides a detailed grievance template for addressing the issue of management taking pictures of carriers' cases, along with relevant contract provisions, contentions, and sample b team decisions. He stresses the importance of challenging management's use of technology for surveillance and disciplinary actions, emphasizing the need to rely on evidence-based arguments and to avoid being intimidated or manipulated.

The episode concludes with an overview of resources for handling 6-day counts, including promotion of the NALC Branch 458 podcast and John Murphy's YouTube videos. Corey reiterates the importance of preparation and encourages members to become well-versed in the relevant regulations and procedures. He emphasizes the need to aggressively challenge management's actions during 6-day counts and to utilize those situations to secure significant monetary remedies for carriers. He concludes by announcing future episodes focused on 6-day counts and emphasizing his commitment to educating and empowering letter carriers.

Cites: https://fromatoarbitration.com/episodes-101-200/

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This episode focuses on Article 8 of a labor union contract. Article 8, which defines work hours, overtime, and pay guarantees, is very important but also very confusing for both employees and managers. Corey emphasizes the importance of understanding the literal meaning of the contract language: "Article 8 says what it says. It does not say what it does not say." To illustrate how the rules should be applied, Corey details specific scenarios about overtime assignments, schedule changes, and the rights of different employee classifications, like CCAs and PTFs. Corey ends by urging all shop stewards, the intended audience of the podcast, to study Article 8, seek training, and strive to be a “champion for the people.”

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The episode features a collection of anecdotes and advice for postal workers navigating labor disputes with management. Corey emphasizes the importance of union solidarity and aggressive representation, illustrating his points with stories of management lying about employee infractions and manipulating disciplinary procedures. He encourages listeners to be proactive in challenging management claims, offering strategies for shop stewards to defend their coworkers during investigative interviews. Ultimately, Corey aims to empower postal workers with knowledge of their contractual rights and inspire them to hold both management and union representatives accountable for ensuring fair treatment.

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JB explains in great detail how to interpret local overtime records and file a grievance if overtime has not been distributed equitably among employees. He emphasizes the importance of thorough documentation, careful analysis of clock rings, and understanding the contractual obligations of both management and employees. Interspersed with this technical information are heartfelt expressions of gratitude for the labor movement, reflections on a friend's recent death, and pronouncements about the dignity of hard work. Ultimately, the episode highlights the importance of advocating for oneself and one's co-workers, understanding one's rights, and continuing to learn.

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The episode features a guest speaker, John Poskin, a union steward with extensive experience in handling transfer grievances. Poskin provides a detailed explanation of Article 12 of the National Agreement, which outlines the process for employee transfer requests within the Postal Service. He emphasizes the importance of "full consideration" of an employee's work history, attendance and safety records when considering a transfer request. Poskin also discusses two specific grievance cases he handled, highlighting the importance of thorough investigation, documentation and communication with management to ensure fair treatment for employees seeking transfers. The episode concludes with Corey expressing his gratitude to Poskin for sharing his expertise and announcing upcoming episodes on other relevant topics.

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A letter carrier, Richie Ray, successfully grieved a new policy that imposed a blanket 60-minute office time for all carriers, regardless of mail volume. The grievance argued that this policy violated multiple articles of the National Agreement and disregarded established postal handbooks and manuals.

Here's a breakdown of the key points:

• The grievance cited specific sections of handbooks M-41 and M-39 to demonstrate the violation of existing office time standards. It also argued that the policy created a hostile work environment due to the undue stress placed on carriers.

• Management's response claimed the grievance was frivolous and cited Article 3, which grants management the right to manage, and ELM 665.15, which mandates employees to obey supervisor instructions. They argued the policy aimed to enhance productivity and reduce overtime.

• The Dispute Resolution Team (DRT) ruled in favor of the union, finding the grievance to have merit. The DRT found that management's imposed policy of a specific office time regardless of mail volume directly contradicted established postal handbooks and manuals.

• The DRT ordered management to retract the policy, allow carriers to perform their duties according to established procedures, and conduct a service talk to inform carriers of the policy's retraction.

Corey celebrated this victory as a precedent for challenging similar policies nationwide. He emphasized the importance of citing specific contractual provisions and using tools like work hour workload reports to support grievances.

Additionally, he addressed the issue of timeliness, using a case from National Arbitrator Richard Mittenthal as an example. This case established that continuous violations of the contract can be grieved at any point, regardless of when the violation began. This sets a precedent for challenging ongoing violations even if they weren't initially grieved.

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The episode highlights various grievances and concerns raised by members of a union regarding the lack of representation and support from their leadership. Members express frustration over the unavailability and inaction of their union president and shop steward, leading to a sense of abandonment and vulnerability in dealing with management. Grievances include delayed merger processes, lack of response to management's actions, and reluctance to dispute unfair treatment, ultimately leading to a loss of trust and confidence in the union's ability to protect and represent its members.

Also emphasized is the members' dissatisfaction with the union's handling of disciplinary cases and its failure to provide adequate support and information. There is a strong sentiment of betrayal and disillusionment among the members, who feel that their dues are not translating into effective representation and protection. The analogy of hiring a security service that fails to deliver on its promises is used to illustrate the members' frustration and the disconnect between the union's promises and its actual performance.

Overall, the episode underscores the urgent need for improved communication and support mechanisms within the union, with a call for a more responsive and accountable leadership that prioritizes the members' concerns and actively engages in addressing their grievances. The lack of effective representation and protection on the workroom floor is a central issue, prompting a plea for a more accessible and supportive network for members to seek help and address workplace challenges.

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In this episode, Corey talks about contract negotiations with a guest, Mike Caref. Corey then goes over the 2023 contract negotiations, talking about the changes that have been made since the 2019 contract negotiations. They discuss pay, full-time assignments, mandatory overtime, transfers, work schedules, and contract compliance. Mike gives his perspective on these issues, and they discuss his own views on how the current contract is not working well for letter carriers. He emphasizes the need for better pay, full-time assignments, and an end to mandatory overtime. He argues that the contract should be more favorable to letter carriers and that the postal service should take the needs of its employees into account.

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Corey discusses a grievance filed in 2014 regarding the placement of hard plastic trays used for mail delivery. Management instructed carriers to store the trays away from their cases, contradicting past practice and the M-39 handbook. The grievance, supported by the union, argues that management is violating Articles 3, 5, 15, and 19 of the national agreement by unilaterally changing procedures. The union contends that past practice allows trays to be kept at the carrier's case. The episode highlights management's argument based on Article 3, which allows for management rights to direct work, and cites OSHA concerns as justification. The arbitrator's decision, referenced in the grievance, agreed with the union's assertion that the Eastern Area redline policy is no longer in use. Corey emphasizes the importance of using the grievance procedure as a tool to dig a "hole" for management to demonstrate the need for a change in their behavior. He also urges shop stewards to look beyond the grievance process, to take care of carriers, offer EAP support, and to not allow despair to set in. The episode also addresses listener feedback, including requests to use less jargon and to improve podcast structure.

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Corey discusses relevancy letters, removals, and formal step A meetings. He emphasizes the importance of the formal step A process as a critical juncture for building a strong case. Corey recounts a recent conversation with a carrier facing a removal, highlighting the importance of thoroughly understanding the controlling documents and asking clarifying questions to ensure a strong position. He emphasizes the importance of the carrier being aware of their rights and knowing they are correct, regardless of management's rhetoric. He also cautions against answering questions directly from management without union representation present. Corey details a specific removal case, where management used scanner data to justify the disciplinary action, and criticizes the management approach. He stresses the crucial role of a shop steward, branch president, and business agent in defending carriers' rights. He criticizes the perceived cowardice of some business agents and urges them to be proactive shepherds rather than passive sheep herders in representing their members. He also dissects a specific relevancy letter from management, highlighting the union's rights regarding information requests under Articles 17 and 31 of the National Agreement. Corey asserts that management does not dictate relevancy; the union does. He discusses cases using pertinent arbitration decisions, like those from Arbitrators August and Mittenthal, to demonstrate that his approach aligns with established precedents. Crucially, Corey emphasizes the importance of thoroughly examining the reasoning behind the management's position. Finally, he addresses listeners' concern about quarterly overtime and future topics.

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The episode is about residual mail and the DPS process. Corey discusses several arbitration cases related to this issue, highlighting the disagreement between the union and management about how residual mail should be handled. He emphasizes that management is often incorrect in their interpretation of the rules and that the union has successfully argued against them in several cases. Corey encourages viewers to use the resources provided (including the JCAM and arbitration decisions) to build their own cases and to reach out to the union for assistance if they have any questions.

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This episode focuses on an upcoming nationwide rap session organized by Mike Caref to discuss the ongoing contract negotiations and strategize for a strong contract. Caref explains the session's goals: to analyze any tentative agreement (if reached), to utilize the recently passed open bargaining resolution to improve transparency and member engagement, and to develop plans for mobilizing the membership.

He outlines the planned speakers: Josh Brouillette (discussing the recently passed resolution on member updates and public mobilization), Tyler Vasseur (providing an update on the Build a Fighting NALC movement and sharing a template letter for members to contact Renfroe), Dave Grosskopf (detailing successful strategies for public rallies), Elise Foster (sharing insights from Chicago rallies), and Tom Cser (presenting on member mobilization for elections and ratification votes). Caref will also speak, along with Corey Walton, and James Henry.

Caref emphasizes the importance of member participation and unity in achieving a strong contract, noting the significant impact of inflation on letter carriers' wages and the need to address non-economic issues. He highlights the shortcomings of the current negotiation process, particularly the lack of transparency and the resulting disengagement of the membership. He also addresses criticism surrounding the decision to hold the rap session on a Sunday, acknowledging scheduling conflicts but emphasizing the importance of the session despite these concerns. He promotes the rap session's goal to educate members on their rights and expectations so they can participate meaningfully in the final decision-making process concerning the new contract.

The discussion delves into the challenges faced in the current negotiation process, highlighting the union's failure to maintain a strong, assertive bargaining approach. They discuss the need to re-weaponize arbitration, the lack of accountability for management's non-compliance with grievance settlements, and the importance of a unified strategy across all regions. Caref expresses concern that the current prolonged negotiation process may lead to members accepting a less-than-ideal contract due to financial pressures. He stresses that members should remain engaged, informed, and prepared to advocate for a contract that truly meets their needs. They provide details on how to register for the rap session and emphasize the importance of collective action in achieving the best possible outcome.

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This episode is a discussion about how to identify and grieve violations of the union contract when a 204-B supervisor is performing bargaining unit work. Corey emphasizes the importance of keeping detailed records and using resources like the JCAM and DOIS reports to build a strong case. They also encourage viewers to get involved in their local union and to be mindful of the need for strong leadership.

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A discussion between Corey and Brian Renfroe, executive vice president for the National Association of Letter Carriers. They discuss several topics, including:

The new "TIAREAP" process: This new process uses GPS data to track and evaluate carriers' routes, which has led to some conflict with carriers feeling watched.

The upcoming contract negotiations: They discuss the importance of pushing for an all-career workforce, higher starting pay, and a full cost-of-living adjustment.

The NALCs relationship with the Postal Service: They discuss how the NALCs relationship with management is professional, but disagreements still occur.

The role of the Regional Grievance Assistants (RGAs): They discuss the importance of RGAs in supporting small branches and their role in handling grievances.

The "redline" policy: This policy prohibits carriers from doing certain things, which can be a point of contention.

The lack of union representation in some areas: They discuss the importance of strong representation and how to address it.

They also discuss the importance of the upcoming election for the NALCs leadership. They encourage viewers to vote and be informed about the issues.

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This episode features Mike Caref, Business Agent Region 3. Caref discusses remedies for non-compliance grievances and disciplinary actions for failure to follow instructions, particularly regarding mandatory overtime and NS days. He highlights a recent arbitration win (case #35858) in Chicago which established a $2,500 automatic penalty for future non-compliance with grievance settlements, cease and desist orders, and step B decisions. The episode also details past issues with the postal service not honoring continuation of pay (COP) requests. Caref emphasizes that employees should follow instructions, but not beyond their work hours or when it is unsafe, and that leaving work before completing their shift is not insubordination. The episode concludes with announcements about future guests, including Brian Renfroe, and encouraging listeners to engage through social media.

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This episode discusses two prevalent issues among postal workers: management's imposition of a 5-minute PM office time limit and the prohibition of casing Special Handling Parcels (SPRs). Corey emphasizes the importance of diligently filing grievances against these directives, citing examples of both successful and unsuccessful cases. He advocates for a strong union stance, arguing that every grievance, no matter how challenging, should be pursued. He recounts personal experiences, including a case where a carrier was essentially forced to work off the clock due to these restrictions. Corey stresses the need for stewards, formal representatives, and branch presidents to actively support and represent carriers, highlighting the importance of detailed investigation, thorough preparation, and unwavering support for employees. The episode concludes with advice on how to effectively grieve these issues.

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This episode focuses on the grievance process regarding management's practice of changing start times. Corey emphasizes the importance of a "searing, zealous, torrid love affair" for letter carriers among union representatives to effectively represent their needs. He laments the perceived failure of some union representatives to adequately address workers' concerns, citing instances where grievances were not filed or resolved, leading to negative outcomes for employees. He discusses a recent case involving a carrier's removal and the subsequent lack of union support, highlighting the critical need for representatives to actively file and pursue grievances. The episode then transitions into a detailed explanation of how to grieve start-time changes. Corey provides a template grievance, outlining the required elements, including an issue statement referencing Article 5 and Section 122 of the M-39 handbook and Article 19 of the national agreement. He also stresses the importance of supporting documentation, like carrier statements and management communication, and using arbitration decisions as instructive models for formulating grievances. He highlights the significance of the arbitrator's requirement that management demonstrate justification for any schedule change. The episode concludes with a summary of several arbitration case precedents, emphasizing the 80% mail-availability criterion as a key element in contesting start-time modifications and the arbitrator's interpretation of management's responsibilities in maintaining fair schedules. Corey repeatedly encourages listeners to utilize readily available resources like templates, arbitration decisions, and support from their union representatives to successfully challenge these management actions.

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In this episode, Corey discusses TIAREAP and redline policy, two policies that affect mail carriers and their routes. He gives a detailed explanation of TIAREAP and reads a document from a friend about it, outlining the process, the use of digital street review (DSR), and the various events that are automatically deducted or flagged.

He then addresses the redline policy, sharing how a manager told other managers that the M-41 handbook has been amended, removing fixed office time. He emphasizes that this is false and that there is still a 33-minute and 43-minute fixed office time. He advises listeners to be aware of management's attempts to circumvent these policies and to be prepared to file grievances if necessary.

Finally, he discusses a disciplinary case and uses it as an example to emphasize that discipline should be corrective and not punitive. He reminds listeners that the contract trumps all opinions and that they should never be scared into accepting discipline that is not justified.

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Corey starts by acknowledging that he messed up the audio for last week's episode, which was very long, and apologizes for the inconvenience.

He then moves on to discuss a few things he wants to address. He talks about the importance of union stewards and how they can help protect carriers' rights, especially during investigations and grievances. He encourages listeners to be informed about the grievance procedure and to stand up for themselves when they believe their rights are being violated.

Corey shares a story about an incident where a manager tried to intimidate a union steward and how the steward stood his ground, ultimately exposing management's dishonesty. He then dives into a detailed discussion of the "3996," a form used to request overtime or auxiliary assistance, and provides specific examples of how this form can be used to challenge management actions.

He also addresses the issue of management manipulating or misinterpreting data used to determine overtime and work hours, encouraging listeners to be vigilant in checking those records and to file grievances when necessary.

Corey ends the episode by encouraging listeners to stay informed, stand up for their rights, and to fight against any form of tyranny or injustice.

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This podcast episode focuses on the importance of union stewards and their role in protecting the rights of city letter carriers. JB discusses the grievance procedure, highlighting the different steps involved, from informal meetings to arbitration.

This episode also addresses the issue of CCA's (City Carrier Assistants) being assigned to perform rural carrier work, emphasizing that this is a violation of the collective bargaining agreement. JB encourages listeners to be informed about their rights and to file grievances if they are experiencing any unfair treatment from management.

JB also discusses the impact of the COVID-19 pandemic on staffing and the challenges of ensuring that rural carriers receive the necessary support. He encourages listeners to stay vigilant in protecting their rights and to use the available resources, such as the JCAM, to ensure fair treatment.

Grievance procedure/process @42 min

CCA doing rural carrier work @1:14

workhour workload reports @2:06

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Corey discusses the importance of union stewards, the difficulties of dealing with management, and the ongoing battle between city and rural carriers. He emphasizes the need for education among city letter carriers and encourages them to stand up for their rights.

Corey also talks about his personal experience with blood clots and how this led to his temporary removal from the National Convention. He then discusses several memos and agreements related to city and rural carrier jurisdiction, highlighting the complexities and challenges faced by carriers in both city and rural settings.

Overall, the episode is a passionate plea for city letter carriers to stay informed, fight for their rights, and support each other in the face of a difficult work environment.

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This episode is a midweek edition focusing on urgent safety concerns. Corey addresses a nationwide scanner message stating "When possible, take approved rest breaks to beat the heat." He strongly urges listeners to grieve this message every time they see it, calling it "deadly" because it implies carriers are limited to scheduled breaks, which is dangerous in extreme heat, especially for new hires (CCAs) who may not know they can take breaks as needed for heat. He recommends grieving it as a class action under Article 14 and Article 19 via M-01860, demanding a cease and desist and a stand-up talk clarifying break policies. For repeated offenses, he suggests including Article 15 and seeking $50 per carrier per day until the message is retracted and clarified.

The episode then shifts to dissecting a redacted investigative interview and subsequent disciplinary action (letter of warning for improper conduct). The discipline stemmed from a carrier taking lunch late and bringing mail back to the office. Corey critiques the process, arguing the investigative interview was biased from the start, accusatory, and failed to specify what rule was violated regarding bringing mail back. He highlights issues like the unreasonable instruction to take all breaks before 3 pm, potential violations of Article 16, 14, and 19, and the lack of clarity on protocol when unable to reach management to report bringing mail back. He points out inconsistencies between the investigative interview's focus on "failure to follow instructions" and the discipline's charge of "improper conduct," as well as the introduction of new ELM sections in the discipline that were not mentioned in the interview. He emphasizes the need to scrutinize every word and detail in such documents to build a strong defense.

Finally, Corey reiterates the importance of protecting CCAs in the heat and encourages union members to educate themselves and fight for their rights, despite potential management backlash. He clarifies his non-political stance and commitment to the union, emphasizing his role is strictly educational and supportive of union members, particularly in safety matters and fighting unjust management practices.

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This episode focuses on preparing letter carriers for upcoming 6-day counts by providing in-depth analysis of several arbitration cases related to route adjustments and inspections. Corey begins by announcing plans for future episodes, including a multi-part series on 6-day counts and a new educational podcast series for the CLC. He expresses his gratitude to Mallory Sutton for updating the FromAtoArbitration.com website and encourages members to utilize the site's resources. He then clarifies a previous shout-out, correcting misinformation about Corey Grott's relationship with the podcast.

The main portion of the episode involves Corey reading excerpts from seven arbitration decisions. He highlights key aspects of each case, emphasizing recurring themes such as management's failure to follow established procedures, the importance of carrier input in route adjustments, and the use of work hour workload reports to demonstrate overburdened routes. He stresses the importance of collecting detailed carrier statements to showcase the negative impact of improper route adjustments on working conditions and employee well-being. He also emphasizes the use of strong language, such as "cease and desist," in grievance settlements to ensure compliance.

Corey specifically draws attention to certain arbitration decisions and their implications for addressing 6-day counts. He points out the importance of the threshold of 8 hours and 15 minutes commonly used by arbitrators in determining whether routes are overburdened and emphasizes how the arbitrators addressed the issue of carrier input into route adjustments, how they dealt with management's attempts to use signatures on forms as proof of agreement, and how they addressed the inclusion of CCAs in remedy calculations. Corey stresses the need for thorough preparation, including the utilization of all available documentation and a strong understanding of the relevant handbook provisions.

The episode concludes with an encouragement for listeners to utilize the provided resources, emphasizing the value of repetition and study in mastering the complexities of route adjustments and grievance procedures. Corey promises to provide more detailed information on 6-day counts in future episodes.

Cites: https://fromatoarbitration.com/episodes-101-200/

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This episode delves into a lengthy discussion of the M-01983 memo, which outlines the Technology Integrated Alternate Route Evaluation and Adjustment Process (TIEREAP). Corey begins by addressing listener feedback on his previous episode, emphasizing his dedication to the NALC and his desire for fair representation of letter carriers. He then transitions to the memo, detailing its extensive contents, including the process of appointing joint NALC-USPS teams for route evaluations and adjustments, data analysis procedures, and carrier consultations. Crucially, Corey highlights the importance of carriers being aware of potential management attempts to establish standards for timeframes in street work. The memo describes various data analysis methods, including digital street review (DSR) and work hour workload reports, and emphasizes the need for accurate data entry. Corey emphasizes the significance of carrier consultations and the rights afforded to carriers during these sessions. He specifically notes potential issues related to management using the memo to justify discipline for work-related activities. He stresses the importance of carrier knowledge and participation in the process, especially noting the need to challenge management's interpretation of standards. The episode concludes with a discussion of the memo's details, encouraging listeners to become knowledgeable and prepared to defend their rights in the face of potential abuses. Corey repeats his dedication to his colleagues and the union and promises further episodes addressing relevant NALC issues.

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This episode delves into Corey's response to new USPS memos (M-01982 and M-01984) concerning route adjustments, connecting it to a past grievance experience. Corey recounts a previous grievance where he possessed damning evidence of management using covert surveillance techniques, but the case was inexplicably dropped by the union, which he believes was due to internal collusion. This experience fuels his current anger towards the new memos, which he views as legitimizing the same surveillance tactics he fought against previously. He believes these memos, enabling management to scrutinize carrier data, are a direct result of his lost grievance. Corey plans to read the memos verbatim in the current and following episode, despite anticipating listener boredom, to make the information readily available. He emphasizes the importance of carriers keeping their scanners on their person at all times to avoid misinterpretations of their work activity. Corey shares insights from a colleague whose station already underwent this route adjustment process, highlighting that management rigorously challenges any deviations from what they consider standard times (e.g., loading time), even using scanner malfunctions as excuses to disregard data. This colleague's experience also revealed a concerning instance where, after the route adjustment review, a management representative stated they could not discipline based on the data but would grant management access to it. The union representative's inaction in this situation infuriates Corey. Corey encourages carriers to actively protect their routes, fight for every detail, and use the provided memos and contract language as tools in their defense, emphasizing that carriers must be their own advocates. Finally, Corey clarifies his passion stems from a deep-seated love and loyalty for his fellow letter carriers, whom he considers his family. He expresses strong disapproval of cowardice within the union and urges a more proactive and aggressive approach to fighting for better working conditions. The episode ends with a promise to read memos 01982 and 01984, and memo 01983 the following week, with a final reminder to prioritize safety and self-care, especially during periods of extreme heat.

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Corey is discussing the 12 and 60-hour rule and how management is attempting to abuse it using new memos and the PET (Performance Engagement Tool) system. He stresses that the rule is absolute and that management cannot require carriers to work beyond those limits.

Corey also discusses the importance of filing grievances when management tries to force carriers to accept these new standards, highlighting previous cases where arbitrators have sided with the union. They emphasize the importance of challenging management practices that are based on flawed systems and that the union has the power to protect its members against such abuses.

Corey encourages carriers to be vigilant and to fight for their rights, reminding them that the 8190 grievance form is a powerful tool for protecting their time and pay. They also advise carriers to be aware of the tactics management might use to intimidate them, but to stand firm and continue to fight for what is right.

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Corey celebrates the one-year anniversary of their podcast, "From A to Arbitration," which focuses on educating letter carriers about their rights. They express gratitude to their guests and those who have supported them.

The main topic of this episode is PET, a performance engagement tool used by management to estimate carriers' daily workload and potentially discipline them if they don't meet the projected time. Corey argues that PET is a flawed system that does not take into account various factors, like weather conditions or the specific makeup of the mail, and is often used by management to unfairly penalize carriers.

Corey provides examples of grievances that have been filed against PET and won, and stresses the importance of educating carriers on their rights and how to challenge management practices based on PET. He also emphasizes that the union must be bold in fighting for its members' rights against these unfair practices.

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This episode focuses on route protection for letter carriers, specifically regarding the new scanners and the time standards associated with them. Corey discusses a PowerPoint presentation created by a fellow carrier, Steve Hedgecock, highlighting the problems with the new scanners and how they can be used to unfairly penalize carriers. He emphasizes that management is trying to cut time and that carriers should be aware of their contractual rights. He highlighted specific contractual provisions that can be used to fight against unfair practices, such as the requirement for management to provide all necessary equipment and the lack of a street standard for delivery time. He encourages carriers to be proactive in protecting their routes and to file grievances if they are treated unfairly.

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This episode focuses on protecting routes, addressing concerns about a new scanner's performance and potential issues with timekeeping and delivery accuracy. Corey emphasizes the importance of shop stewards in filing grievances to counter management's attempts to cut worker time and resources. Examples of recent scanner problems and managerial directives, such as a mandate against taking breaks during extreme heat, are cited as potential violations of worker rights and safety. Corey stresses the power of the grievance form 8190 as a crucial tool for addressing these issues and countering managerial pressure. Specific examples of past successful grievances regarding curbside delivery procedures, preventing carriers from working off the clock, handling packages, and resolving issues with carrier instructions are discussed to provide examples for listeners. Corey reiterates the need for shop stewards to be prepared and proactive in protecting workers' rights, emphasizing the importance of building a strong case file. The episode concludes with encouragement for listeners to use available resources, like the show's website and social media, to gain access to relevant information and support for their own efforts.

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This episode focuses on the issue of being charged with AWOL (Absent Without Leave) on a non-scheduled day. Corey explains that this is an impossible situation because you cannot be charged with AWOL if you are not scheduled to work that day.

He also discusses the importance of documenting any interactions with management, especially when it comes to requests for leave or when being accused of AWOL. He urges listeners to file grievances if management refuses to acknowledge their rights or if they are being treated unfairly.

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This episode focuses on the challenging topic of dealing with toxic coworkers in the workplace. Corey emphasizes that while addressing such issues is ideally management's responsibility, shop stewards sometimes need to intervene to protect their "flock." Corey highlights the Postal Service's Policy on Workplace Harassment, specifically Publication 552, as a resource for understanding management's obligations in maintaining a respectful work environment. Practical advice is provided on navigating difficult conversations with both management and the toxic coworker, including the use of written statements from affected employees, invoking relevant policies, and filing grievances when necessary. Ultimately, the episode underscores the challenging balance between protecting individual employees and advocating for the well-being of the entire workforce.

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This episode discusses ergonomics in the workplace, focusing on a 2014 grievance filed by Corey against management. Corey highlights the union's efforts to implement ergonomic policies, contrasting them with management's perceived disregard for worker safety, prioritizing cost-cutting over safety measures. The episode details numerous instances where management, despite agreements, failed to prioritize worker safety, leading to unsafe conditions. Corey details specific examples, like the removal of mail tubs and the use of wire cages, and Corey contends that these changes increased the risk of musculoskeletal disorders. The episode emphasizes Corey's focus on protecting their colleagues and the union's role in advocating for safety, as well as the documentation and evidence presented in the grievance. The episode concludes with Corey's frustration with management's indifference towards employee safety, Corey's assertion that workers are ultimately responsible for their safety, and the importance of workers standing up for themselves.

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This episode focuses on the importance of carrier safety, particularly in relation to heat-related illnesses.

Corey starts by wishing a happy retirement to his mentor, Lou Drass, whom he considers a juggernaut in the union world. He emphasizes the importance of mentorship and the need for strong leadership within the union.

Corey then dives into the topic of heat safety, using a recent grievance filed by a carrier as an example. The grievance stemmed from a station manager who told carriers they could only take one break in the heat, even during periods of excessive heat. This decision was challenged by the shop steward, and the DRT (Dispute Resolution Team) ultimately ruled in favor of the carrier.

The episode details several important M-documents and OSHA citations related to heat safety. M-document 1860 details a memorandum of understanding between the USPS and the National Association of Letter Carriers on heat abatement programs. OSHA citations regarding heat illness, including the definition of heat exhaustion and heat stroke, and the necessity to call 911 in case of a heat-related emergency, are also discussed.

Corey strongly encourages listeners to educate themselves about these documents and the relevant laws, and to be prepared to file grievances to protect their safety. He emphasizes that management often prioritizes numbers over safety and encourages carriers to always prioritize their own safety.

The episode is a powerful reminder of the need for union members to be informed and to stand up for their rights, particularly when it comes to protecting their health and well-being.

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This episode features a question-and-answer session with James Henry, NALC vice president and CLC presidential candidate. Henry begins with a detailed introduction outlining his extensive experience within the NALC and the Marine Corps, emphasizing his commitment to service and his dedication to representing letter carriers.

The Q&A section covers a range of topics. Henry expresses his support for creating user-friendly online training resources for NALC members and for allowing members to livestream or record union meetings. He discusses his plans to improve member education and communication, stressing the importance of leading by example and fostering a more unified union. He addresses accusations of falling asleep during meetings, citing personal and family issues as contributing factors. He defends his relatively low level of political action committee (PAC) contributions by emphasizing his extensive involvement in political activities beyond financial contributions. He also explains his decision to remain relatively quiet in the lead-up to the convention. He states his decision to remain relatively quiet prior to the convention was a conscious choice to avoid engaging in negativity and to maintain a focus on integrity and positive action.

Henry defends himself against allegations of misconduct from his early career, asserting his innocence and highlighting his subsequent successful career with the union and the Marine Corps. He details several instances where he actively worked to ensure fair treatment of letter carriers, highlighting two key arbitration cases which resulted in significant financial settlements for members who were victims of management misconduct. He details his role in reforming the NALC's dispute resolution process to improve accountability.

He then discusses his plans for contract negotiations, emphasizing the need for transparency, accountability, and a more aggressive approach to bargaining with the USPS. He stresses the importance of keeping the negotiation process moving towards a timely resolution and avoiding the pitfalls of previous contract cycles. He addresses the need to mobilize rank and file members, outlining strategies to increase member engagement and participation, especially in voting and the grievance process. He expresses his opposition to using the grievance process for non-legitimate issues and strongly advocates for the use of cease-and-desist language in settlements.

Finally, he discusses the outcome of the Renfroe charges at the convention, emphasizing his belief that the membership should have the final say on such matters. He comments on the challenges of navigating union politics, the importance of building a united front, and his vision for a stronger, more member-focused NALC. The interview concludes with a commitment to continue fighting for the rights and well-being of letter carriers.

https://concernedlettercarriers.com/

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This podcast episode features JB, who expresses concern about management overreach and emphasizes the importance of union education. JB criticizes management's reliance on flawed data systems like DOIS and PET for evaluating worker efficiency and approving overtime requests. He encourages listeners to be aware of their rights, including the right to grieve unfair treatment and to challenge management's use of these systems as the sole basis for disciplinary action or overtime approval. JB recounts his experiences challenging unfair management practices, highlighting the power of utilizing grievance procedures, and urges fellow postal workers to be proactive in protecting their rights. He concludes by advising listeners to stay informed about their rights, to document everything, and to stand together against unfair treatment.

JB starts @ 16 min

Dois/fixed office time @ 33 min

PET @ 55 min

3996/reporting requirements @ 1hr 30min

Red line policy @ 2hr 30 min

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This episode of From A to Arbitration, hosted by Corey, features a special guest, Mike Caref, a National Business Agent from Region 3. The episode begins with Corey talking about the upcoming episode, which will feature JB, a National Business Agent from Region 3, who will be discussing the DOIS, 3996, and the PET. Corey then goes on to talk about a couple of grievances that he has received about votes, shop stewards, and the process of voting on shop stewards. He discusses how he would recommend that the shop steward is present during the vote count, as a way to ensure transparency.

Corey then brings up a topic about CCAs being used to case mail on Sunday. He talks about how this is a grievance that he has experienced, but says it is a tricky one to handle. He then gives a personal anecdote about his experience with this issue, and how he had to file a grievance for the right to be able to touch each piece of mail to ensure that it was going to the correct address. He talks about how some of the carriers were spending four minutes per stop because of this, which is an unbelievable amount of time. He encourages listeners to contact him if they experience this issue.

The majority of the podcast features a discussion about the Mittenthal award, which was a landmark arbitration ruling. The ruling specifically dealt with the use of emergency placement, which is the practice of placing a letter carrier on non-duty, non-pay status, without pay, without first giving them written notice of the charge against them. This award was significant, because it clarifies the process that is required for the Postal Service to use emergency placement.

Mike Caref speaks in detail about the case, going through the specifics of the Mittenthal award, and then giving further detail from a subsequent arbitration ruling on the same topic. He goes into the steps that must be taken for the Postal Service to utilize emergency placement, and also the necessary details that should be included in the written notice given to the employee.

The podcast ends with reiterating that emergency placement is discipline, and not administrative action. He then encourages listeners to educate themselves about the topic and make sure that they are familiar with the rules and regulations that govern their work.

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This episode focuses on mitigating factors in grievances and a specific grievance related to unsafe scanner messages. Corey discusses the importance of worker safety, emphasizing that management's concern for safety is often only apparent during arbitration proceedings. He highlights a new shop steward's dedication and initiative, praising her approach to representing colleagues. Corey delves into the definition of mitigating factors, using personal anecdotes and examples from past grievances to illustrate factors such as a miscarriage, loss of a loved one, or an apology as potential mitigating circumstances. He emphasizes the importance of documenting these factors and utilizing them to support colleagues in need. The episode then transitions to a grievance concerning a recurring scanner message about taking approved rest breaks to combat the heat. Corey argues that this message, while seemingly innocuous, can potentially put workers in harm's way by encouraging them to wait for "approved" breaks instead of taking breaks as needed in extreme heat. He details the steps taken to grieve the message, emphasizing the importance of filing grievances for any potential danger, specifically citing Article 14 of the National Agreement as the basis for the grievance, and advocating for further support and education among union members. The episode ends by encouraging listeners to be proactive in safeguarding their safety and the safety of their colleagues and highlighting Corey's dedication to protecting fellow workers.

C-30679

C-32205

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