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Fayetteville - 13066

The Steward currently responsible for your office is:  

Please use the contact form below to send your representative a message. If you need immediate assistance or representation, please call the main steward's office in Syracuse listed above.

Local Memorandum of Understanding

between the

United States Postal Service
Fayetteville, NY 

and the

American Postal Workers Union, AFL-CIO
Central New York Area Local

Article 1: General Provisions Article 3: Scheduling
1.1 Union-Management Cooperation 2 3.1 Regular Schedules 4
1.2 Curtailment of Operations 2 3.2 Posting and Bidding 4
1.3 Wash-up Time 2 3.3 Overtime Scheduling 4
1.4 Parking 23.4 Holiday Scheduling 4
1.5 Definitions of Sections and Seniority 2

Article 2: Annual LeaveArticle 4: Ill/Injured Duty 
2.1 General Provisions24.1 Number of Assignments5
2.2 Choice Vacations34.2 Reserving Assignments5
2.3 Incidental Leave Requests34.3 Identifying Assignments 5
2.4 Cancelling Choice Vacations 3

This Local Memorandum of Understanding for the Fayetteville NY Post Office is agreed to effective April 15, 1996.

For the United States Postal Service:For the American Postal Workers Union:

  Charles Houghton, Postmaster Michael La Point, President

A. This Local Memorandum may be amended with the mutual consent of the Postmaster, the Local President and the Labor Relations Representative.
B. The Area Vice President shall be consulted prior to permanent changes in employee staffing and scheduling.
C. The Union shall automatically be provided with copies of:
1. Updated Seniority rosters;
2. All assignment notices;
3. All notices of light and limited duty;
4. All letters of warning, suspension and removal;
5. All letters of sick leave restriction and rescission of restriction.
6. All notices of audit discrepancies and letters of demand;
7. All assignments to EAS and OIC positions.
A. The Area Vice President, or other available union officer, shall be notified immediately of all situations which may cause the curtailment of operations or in any way endanger any employee.
B. All possible means shall be used to notify affected employees of the curtailment of postal operations; the 
steward or Area Vice President will be notified as soon as feasible.
C. Employees stranded at work shall be given every reasonable consideration by the employer as to needs and comforts.
D. Procedures for emergency evacuation due to fires or bomb threats shall be conspicuously posted.
E. In determining an employee's ability to report for work, consideration shall be given to governmental directives, the operating status of comparable industries, and general conditions.
All employees shall be allowed reasonable wash-up time in accordance with established practice and Article 8.9 of the National Agreement.
A. All reasonable efforts will be made to initiate or maintain free parking for all employees.
B. All parking, except spaces reserved for USPS owned vehicles shall be on a first-come, first-served basis.
The Clerk craft shall be a separate section for all purposes.

A. Vacation rosters shall be broken into Monday through Sunday weeks, and, to the maximum extent possible, no employee shall be involuntarily scheduled to work on non-scheduled days which are adjacent to their scheduled vacation.
B. Employees shall use the number of hours of annual leave for a choice vacation week that they would normally have worked in that week; however, employees may, at their option, use up to forty hours of annual leave per vacation week.
A. The choice vacation period shall be from the last Sunday in December to the first Sunday in December.
B. There shall be one vacation slot in each week. In addition , from May through August there will be the equivalent of two weeks times the number of clerks over four added to the above period. These weeks will be determined by the Installation Head. (First selection only)
C. Starting on December 1, employees shall, in order of seniority, be allowed to select two full weeks of vacation in accordance withArticle 10.3.D of the National Agreement. Employees may, at their option, make one continuous selection or two non-consecutive selections.
D. Immediately following the first rotation, the vacation roster shall be rotated a second time and employees, by seniority, allowed to take up to two additional full weeks, subject to accrued or foreseeable leave balance.
E. No employee shall hold up the vacation roster for more than two working days on either rotation; employees who lose their place in rotation shall be entitled to regain the roster when ready to make their selection, but shall not be entitled to bump junior employees who have made selections in the interim.
F. On those week(s) in which as many craft employees as there are vacation slots are not scheduled off on leave, all requests for annual leave shall be approved.
G. Employees who are called for court service during their scheduled vacation may, at their option, cancel that week and make another selection from the remaining available weeks. Leave requests for union conventions and/or seminars will not count against the choice selection period.
A. An updated vacation schedule shall be conspicuously posted throughout the year.
B. Incidental requests for annual leave shall be made on PS Form 3971, and, wherever feasible, be personally delivered to the employee's immediate supervisor.
C. Except in circumstances of extreme need, incidental requests for annual leave shall be granted on a first-come, first-served basis.
D. On those day(s) in which as many craft employees as there are vacation slots are not scheduled off on leave, all requests for annual leave shall be approved.
E. Incidental annual leave requests shall be approved or disapproved:
1. Within one hour, if leave is requested for the same day on which submitted;
2. By the employee's end tour, if requested for the following day;
3. By the employee's next day end tour, if requested two or more days in advance;
F. Disapproved 3971's shall be maintained showing the date and time submitted, and, should leave become available, it shall be granted in the order it was requested.
A. In those weeks in which all slots are filled, an employee shall not be allowed to work on any day of their choice vacation week.
B. Employees who cancel a vacation selection shall provide written notice to their immediate supervisor at least ten calendar days prior to the start of such vacation.
C. Vacation selections of employees who leave the installation shall be treated as cancelled.
D. The employer may cancel an employee's scheduled vacation due to insufficient annual leave by providing written notice to the employee at least ten calendar days prior to the start of the vacation; normally, insufficient annual leave shall be defined as less than ninety percent of the leave needed to cover the vacation week.
E. All cancelled choice vacation selections shall be recanvassed, by seniority, to those employees who haven't had an opportunity to select them.

A. All regular positions shall have fixed non-scheduled days.
B. To the maximum extent practicable within operational needs, all regular positions shall have consecutive non-scheduled days and be non-scheduled on Saturday and/or Sunday.
A. All job postings shall be posted for a minimum of ten calendar days, unless canvassed; postings of awards shall be made within two business days of the close of posting.
B. The Area Vice President nad/or steward shall be provided with copies of all job postings and awards, including canvassings and PTF conversions.
C. Wherever practicable, bidding within a unit shall be accomplished by canvassing elegible employees in order of seniority; canvassing shall consist of circulating a written description of the vacant position, with spaces for employees to sign indicating that they are accepting or declining the position.
D. Successful bidders or applicants, including PTFs being converted to regular, shall be assigned or detailed to their new positions on the Saturday following award; assignment may be delayed with the consent of the Steward or Area Vice President.
E. Bid positions shall be reposted if:
1. the non-scheduled days are changed;
2. the reporting time on any day is changed by more than one hour;
3. the duties are changed by more than 50% in the clerk craft;
4. measurement of all such changes shall be cumulative, based on the position as last awarded.
A. The overtime desired lists shall be conspicuously posted, and a copy provided to the Steward or Area Vice Presiddent.
B. Except in unforeseeable circumstances, employees shall be:
1. notified forty-eight hours in advance of working a non-scheduled day;
2. notified one hour in advance of working each hour over eight hours, including notification of the general anticipated duration of the overtime;
3. given an opportunity to notify their families, make calls for transportation, etc.
C. Prior to using mandatory overtime, management will make reasonable efforts to solicit volunteers with the necessary skills from the overtime mandatory list.
Employees shall be scheduled for holidays, subject to necessary skills, in the following order:
1. Casuals;
2. Part-time flexibles;
3. Volunteers whose designated holiday it is, by seniority;
4. Overtime desirees whose non-scheduled day it is, by rotation of the list;
5. Volunteers for overtime, other than desirees, by seniority;
6. Mandatorily scheduling employees for overtime, by rotation of the list;
7. Mandatorily scheduling employees for their designated holiday, by juniority.

A. Light duty assignments will be available equal to at least 10% of the complement in the clerk craft, except that:
1. assignments of employees whose illness/injury is job related shall not be part of the this percentage.
2. employees that can be accomodated in their normal bid assignment shall not be part of the this percentage.
3. those employees with limitations related to pregnancy shall not be part of the this percentage.
B. The reassignment of any employee to a temporary or permanent light duty assignment shall not be made to the detriment of any full-time regular bid assignment.
A. Limited duty is provided to employees who have physical limitations, identified by a qualified treating physician, resulting from an on-the-job injury. Light duty is provided, in accordance with Article 13 of the National Agreement, for limitations caused by off-the-job injuries or illnesses and must be requested in writing by the employee.
B. APWU bargaining unit employees shall maintain the same tour of duty and non-scheduled days as their bid assignments.
C. All limited duty employees will be assigned duties within their own craft prior to being assigned work in another craft, and the names, assigned duties and craft designations of all employees on limited/light duty will be supplied to the union.
D. In no case shall an employee from another bargaining unit be given a temporary/permanent light duty assignment in the clerk or maintenance crafts.
E. No clerk employee shall be denied light/limited duty while an employee from another craft is assigned to limited duties in the clerk or maintenance crafts.
F. The Area Vice President and/or steward shall be notified of all requests for light duty and all denials of light duty requests.
Light duty assignments should include, but are not necessarily limited to: 
A. Distribution of letters and flats;
B. Miscellaneous clerical duties (such as postage due and business reply mail, handling and distributing accountable mail, box rental forms, second notices, individual verification of UBBM, letter repairs, answering phones, claims and inquiries, etc.);
C. Delivering express and special delivery mail;
D. Custodial duties within the employee’s limitations.