USPS MVS TTO/MVO ELM Lookup

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**Employee Labor Manual — current status:** **ELM Issue 55, March 2024**.
Source: USPS Transmittal Letter — ELMTL at about.usps.com.

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## Relevant ELM sections for MVS / TTO / MVO

| Section | Topic | Notes |
|---------|-------|-------|
| **Chapter 8, §831** | Motor Vehicle and Industrial Safety | Driver selection, training, supervision, accident analysis. Safety program conforms to DOT regs. |
| **Chapter 4, §§420–434** | Pay/Wage Administration | Bargaining unit pay, overtime/penalty overtime, night differential, Sunday premium. |
| **Chapter 4, §422.111** | Salary Schedules | PS Schedule 1 & 2 include vehicle service drivers, grades 1–12. |
| **Chapter 4, §432.111** | Employee Categories | FTR, PTR, PTF classifications. |
| **Chapter 4, §434.141** | Overtime Eligibility Table | PS-schedule drivers eligible for postal and FLSA overtime. |
| **Chapter 5, §513** | Leave | Charging sick leave, annual leave in lieu of holiday, etc. |

**Source:** about.usps.com/manuals/elm/

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## APWU CBA (2024–2027) — MVS/TTO/MVO coverage

- **Article 39** covers the **Motor Vehicle Craft**: seniority, posting, bidding, training, and cross-conversion between MVO and TTO.
- **Article 16** sets discipline standards for MVS: discussion → warning → suspension ≤14 days → suspension >14 days → indefinite; 2-year expiration.
- **Overtime** under the APWU CBA: 1.5x after 8 h/day or 40 h/week; 2x penalty after 10 h/day or after 56 h/week in scheduled OT; December excluded from 56-hour rule.

**Source:** Federal-job-search skill reference + apwusjal0526.org/Article 39 extraction notes.

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## Recent APWU/USPS MVS documents affecting TTO/MVO

| Document | Date | Key point |
|----------|------|-----------|
| **MVO/TTO Qualification Standards Settlement** | May 9, 2017 | MVO can bid TTO with CDL + 2 yrs driving experience + 6 months tractor-trailer training; on-the-clock training per Article 39.1.B.9 for MVOs without current TTO qual. |
| **USPS OIG Report 24-093-R25** | Apr 2025 | Identifies PVS drivers as **TTOs, PVOs, and City Carrier Assistants** under Postal Vehicle Service. |
| **APWU Pilot MOUs** | 2025 | Multiple PVO/Pilot MOUs include TTO Level I assignments for Santa Barbara, Lansing, Bakersfield. |

**Sources:**
- apwusjal0526.org/mvotto-qualification-standards-settlement
- uspsoig.gov (report 24-093-R25; April 2025)
- apwu.org pilot MOUs

---

## TL;DR

If you need to cite the **ELM specifically for MVS drivers**, rely on:
- **ELM-55, Ch. 8 §831** (motor vehicle safety)
- **ELM-55, Ch. 4 §434.141 + §422.111** (pay/OT eligibility)
- **ELM-55, Ch. 5 §513** (leave)
- **APWU CBA 2024–2027, Art. 39** for MVO↔TTO seniority, qualifications, discipline, and overtime rules.

Want me to drop this into a saved local note for quick lookup, or pull exact text from a specific ELM section?

User

ELM-55, Ch. 8 §831 (motor vehicle safety)

ELM-55, Ch. 4 §434.141 + §422.111 (pay/ OT eligibility)

Assistant

{"content": "1|ELM 55 - Employee and Labor Relations Manual - Contents 420 Wage Administration Policy for Bargaining Unit Employees 421 General Principles and Terms 421.1 Scope This subchapter establishes the conditions a...\" /> ELM 55 - Employee and Labor Relations Manual - Contents 420 Wage Administration Policy for Bargaining Unit Employees 421 General Principles and Terms 421.1 Scope This subchapter establishes the conditions a...\" />\n2|\n3|\n4|\n5|| [TOC](https://about.usps.com/manuals/elm/html/elmc4_010.htm#navBar \"Show table of contents\") | | | | | |\n6|| --- | --- | --- |\n7|| [](https://about.usps.com/manuals/elm/html/elmc4_009.htm \"Link to \\\"419 Supplemental Noncareer Workforce\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_toc.htm \"Link to contents for \\\"4 Pay Administration\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_011.htm \"Link to \\\"422 Salary Schedules Covered by Specific Agreements\\\"\") |\n8|\n9|## 420 Wage Administration Policy for Bargaining Unit Employees\n10|\n11|### 421 General Principles and Terms\n12|\n13|#### 421.1 Scope\n14|\n15|This subchapter establishes the conditions and procedures for setting the wages for Postal Service employees covered by collective bargaining agreements.\n16|\n17|Note:\n18|\n19|1. _Consistency With Agreements._ It is not the intent of these instructions to amend or conflict with the provisions of the collective bargaining agreements negotiated between the Postal Service and the officially recognized labor unions. The applicable provisions of a collective bargaining agreement control in the event of any conflict with this subchapter.\n20|2. _Categorization of Bargaining Units._ [Exhibit 421.7](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep1451206) provides a categorization of bargaining unit employees.\n21|3. _Employee Classifications._ Employee classifications for bargaining unit employees appear in [432.111](https://about.usps.com/manuals/elm/html/elmc4_013.htm#ep1034761).\n22|\n23|#### 421.2 Objectives\n24|\n25|The principal objectives of the wage administration policies are:\n26|\n27|1. To provide uniform compensation rules and practices consistent with the provisions of the bargaining unit agreements for the establishment of wage rates for employment, reassignment, promotion, and other changes in the pay status of bargaining unit employees.\n28|2. To provide for the effective administration of wage expenditures.\n29|\n30|#### 421.3 Responsibilities\n31|\n32|##### 421.31 Assigning Positions to Salary Schedules\n33|\n34|The executive vice president of Human Resources is responsible for determining the appropriate salary schedule for each position covered in [420](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989707).\n35|\n36|Note:\n37|\n38|1. A position is the aggregate of all the current duties and responsibilities contained in a work assignment. These duties and responsibilities are to be performed during an employee’s full working schedule, as normally reflected in the authorized position description.\n39|2. The procedures for authorizing and ranking bargaining unit positions appear in [230](https://about.usps.com/manuals/elm/html/elmc2_006.htm#ep54760) and [240](https://about.usps.com/manuals/elm/html/elmc2_010.htm#ep54852).\n40|3. Each bargaining unit position is assigned to one of the authorized salary schedules, based upon the established categories listed in [Exhibit 421.7](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep1451206).\n41|\n42|##### 421.32 Setting Wages\n43|\n44|The appointing official has primary responsibility for setting the wage of an employee according to the guidelines for the appropriate salary schedule (see [422.12](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991036)). Higher level approval is required when appropriate or when specified (see [422.514](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1004438) and [422.714](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1004813)).\n45|\n46|#### 421.4 Definitions\n47|\n48|##### 421.41 Appointments\n49|\n50|The types of appointments are as follows:\n51|\n52|1. _Career appointment_ — a new hire for an appointment without time limit requiring the completion of a probationary period that confers full employee benefits and privileges. The term applies to (a) new employees, (b) former employees who are being reinstated, (c) employees transferring from federal agencies, and (d) current Postal Service employees who choose to transfer to or from the rural carrier craft.\n53|2. _Temporary/casual appointment_— a new hire for a time–limited appointment; does not apply to bargaining unit employees.\n54|3. _Appointment to additional position —_ applies to cases of dual employment, as described in [422.15](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1003900), when an existing employee is appointed up to three additional positions.\n55|\n56|##### 421.42 Assignments\n57|\n58|The types of assignments are as follows:\n59|\n60|1. _Permanent assignment_ — simply called assignment; a set of specific duties at a specified location in a specified schedule related to an employee’s position description. For postal police officers, an individual preferred schedule consists of a desired tour and nonscheduled days at a work facility.\n61|2. _Temporary assignment_ — the assignment of an employee for a short period of time to perform duties and responsibilities other than those specifically contained in his or her position description when a formal personnel action is not required.\n62|1. Employees assigned to higher level duties may receive higher level pay (see [422.14](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1003842)).\n63|2. Employees other than rural carriers assigned to lower level duties continue to receive their regular pay. In the rural carrier craft, compensation is dependant upon the evaluated route hours or length of the assigned route.\n64|3. For postal police officers, temporary assignment is a transfer to another schedule (tour and days off) or work facility.\n65|\n66|##### 421.43 Change Actions\n67|\n68|The types of change actions are as follows:\n69|\n70|1. _Promotion_ — the permanent assignment of an employee (a) to an established position having a higher grade than the position to which the employee was previously assigned in the same schedule or (b) to a position with a higher than equivalent grade (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)) in another schedule.\n71|2. _Reassignment_— the permanent assignment or relocation of an employee (a) to another established position with the same grade in the same schedule or (b) to a position with an equivalent grade (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)) in another schedule, also called lateral assignment or simply lateral. For postal police officers, reassignment is a permanent transfer to another work facility.\n72|3. _Demotion_— the permanent assignment due to unsatisfactory performance of an employee (a) to an established position with a lower grade in the same schedule or (b) to a position with a lower than equivalent grade (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)) in another schedule, also called _disciplinary reduction._\n73|4. _Voluntary reduction_— the permanent assignment at the request of the employee (a) to an established position with a lower grade in the same schedule or (b) to a position with a lower than equivalent grade (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)) in another schedule.\n74|5. _Management action reduction_ — the permanent, nondisciplinary, and involuntary, assignment of an employee for reasons such as changes in job ranking criteria and job elimination (a) to an established position with a lower grade in the same schedule or (b) to a position with a lower than equivalent grade (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)) in another schedule. Rate retention provisions apply in cases of this type of reduction (see [421.5](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989865)).\n75|\n76|##### 421.44 Terms\n77|\n78|The wage terms are as follows:\n79|\n80|01. _Basic wage_ — the annual, daily, or hourly rate of pay provided by the applicable salary schedule for the employee’s assigned position.\n81|02. _Compensation_— the same as an employee’s basic wage plus special pay.\n82|03. _Special pay_ — pay and allowances for additional and premium hours. See 430 for special pay provisions, which include the following:\n83|\n84| 1. Overtime pay (see [434.1](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1035348)).\n85| 2. Night differential (see [434.2](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1036281)).\n86| 3. Sunday premium (see [434.3](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1036588)).\n87| 4. Holiday–worked pay (see [434.5](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1037081)).\n88| 5. Out–of–schedule overtime (see [434.6](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1037421)).\n89| 6. Information service center on–call pay (see collective bargaining agreement).\n90| 7. Territorial cost–of–living allowance — TCOLA (see [439](https://about.usps.com/manuals/elm/html/elmc4_020.htm#ep1039009)).\n91|\n92|05. _Grade_ — the numerical salary standing and salary range in the salary schedule assigned to a position; also called _salary grade._\n93|06. _Equivalent grade_ — the grade in one salary schedule that is most similar in salary range to the grade in another salary schedule whether bargaining or nonbargaining (see [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975)). (See [418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep2019320) for wage adjustment rules for assignments to a different salary schedule.)\n94|07. _Step_ — the number or letter assigned to specific wage rates within a grade of a salary schedule. Maximum step is the highest schedule step for a position.\n95|08. _Salary standing_ — the step rate or percentile with respect to the appropriate salary schedule.\n96|09. _Red–circle amount_ — the dollar portion of an employee’s salary that is in excess of the maximum salary of the grade and that results from the saved rate provisions described in [421.52](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989920).\n97|10. _Promotion_ — an increase in an employee’s pay grade, within a rate schedule or as a result of a movement to a different rate schedule, determined to be a promotion by [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975).\n98|11. _Repromotion_ — a promotion to a grade equivalent to that originally held before reduction in grade occurred (see [421.5](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989865)).\n99|12. _Interim promotion_ — a promotion to a grade lower than a grade held before reduction in grade (see [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)).\n100|13. _Reduction in grade_ — a voluntary or involuntary change to lower or lower than equivalent level.\n101|\n102|##### 421.45 Wage Increases\n103|\n104|The types of wage increases are as follows:\n105|\n106|1. _General increase_ — an across-the-board wage increase in the step rate or salary range that applies to all employees within the specified category.\n107|2. _Step increase_ — an increase that represents advancement from one step to the next within a specific grade of a position dependent on satisfying certain waiting period criteria (see [422.13](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1001239)); also called periodic step increase. To be eligible for a step increase, occupational health nurses and postal police officers must in addition satisfy certain performance criteria (see [422.53](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1004529) and [422.83](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1005089)).\n108|\n109|_Most prevalent step_ is the dollar amount determined by calculating the most frequently occurring incremental amount between steps within a grade level, known in mathematics as the mode. When two amounts occur the same number of times, the higher of the two amounts is designated as the most prevalent step. In the unusual circumstance in which there are multiple most prevalent steps (multiple modes), the most prevalent step chosen is the most similar to historical precedent.\n110|\n111|4. _Equivalent increase_ — any increase other than a general increase, a quality step increase, or an incentive award that results in a total increase equal to or greater than the most prevalent step in the salary range for the employee’s position and grade. The following is applicable:\n112|\n113|1. When moving between salary schedules, there may be an equivalent increase if the total amount of an increase exceeds the most prevalent step in the salary range for the employee’s former position.\n114|2. A new waiting period begins on the effective date of an equivalent increase, except as described in [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107) for repromotions and in [422.125](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1001209) for reduction in grade.\n115|\n116|6. _Quality step increase_ — an increase in addition to a periodic step increase granted on or before expiration of required waiting periods in recognition of extra competence (see [495.4](https://about.usps.com/manuals/elm/html/elmc4_048.htm#ep1048843)).\n117|7. _Cost–of–living adjustment (COLA)_— a general increase based on increases in the consumer price index (CPI) over a base month as specified by collective bargaining agreements.\n118|\n119|#### 421.5 Rate Retention Provisions\n120|\n121|##### 421.51 Protected Rate\n122|\n123|###### 421.511 Explanation\n124|\n125|An individual employee who is assigned to a lower grade position has a protected rate (i.e., continues to be paid the wage he or she received in the previous higher grade position, as detailed in [421.512](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989884), below, augmented by any general increases granted (see also [422.113](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991015)), for a specified period of 2 calendar years provided all of the following conditions are satisfied:\n126|\n127|1. The employee is serving under a career appointment.\n128|2. Reduction in salary standing is not disciplinary (for personal cause) or voluntary (at the request of the employee).\n129|3. The employee served for 2 continuous years immediately preceding the effective date of reduction in a position with a salary standing higher than that to which reduced.\n130|4. Salary in the higher salary standing was not derived from a temporary appointment or temporary assignment.\n131|5. Reduction in salary standing is not caused by a reduction in force due to lack of funds imposed on the Postal Service by outside authority or curtailment of work. For this purpose, curtailment of work does not include reduction in revenue unit category of any Post Office or reduction in route mileage on a rural route.\n132|6. Employee’s performance of work was satisfactory at all times during such period of 2 calendar years.\n133|\n134|###### 421.512 Rate Determination\n135|\n136|The basic wage of an employee entitled to a protected rate is the lowest of the following:\n137|\n138|1. The employee’s basic wage at the time of reduction.\n139|2. An amount that is 25 percent more than the maximum basic wage for the new grade (i.e., the grade to which reduced).\n140|3. The basic wage in the lowest salary standing that the employee held during the 2 years immediately preceding reduction in salary standing, augmented by each step increase he or she would have earned in such salary standing.\n141|\n142|Note: For rural carriers serving evaluated routes, the existing basic wage includes additional heavy duty compensation up to 40 hours.\n143|\n144|###### 421.513 Duration\n145|\n146|An employee who is entitled to a protected rate retains the protected rate, augmented by general increases, for 2 calendar years from the effective date of the protected rate. If, before the 2 years expires the employee is again reduced in salary standing, the following applies:\n147|\n148|1. A new protected rate period of 2 calendar years begins.\n149|2. The new protected rate is redetermined according to the rule in [421.512](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989884) in relation to the salary standing following the latest reduction.\n150|\n151|###### 421.514 Termination\n152|\n153|Rate protection ceases at the beginning of the pay period following a determination that an employee is no longer entitled to protection for any one of the following reasons:\n154|\n155|1. A break in service of 1 workday or more.\n156|2. Reduction to a lower salary standing (1) for disciplinary reasons or (2) at employee’s own request.\n157|3. Promotion (or other advancement) of an employee to a higher grade in the same rate schedule, or to a position with a higher than equivalent grade in another rate schedule that includes a maximum wage equal to or above the protected rate. For the protected rate special pay status to terminate in this circumstance, the employee must be first slotted to the appropriate step in the new grade that represents a wage equal to or above that protected by the special pay status.\n158|4. Change in compensation of the employee to a basic wage equal to or higher than the protected rate for any reason other than by a general increase.\n159|\n160|###### 421.515 Effect on Other Compensation\n161|\n162|Rate protection affects other compensation as follows:\n163|\n164|1. _Promotion Rules._ In applying the promotion rules, the former basic wage is the basic wage the employee would have received except for the protected rate.\n165|2. _Rural Routes._ Equipment maintenance allowances on rural routes are paid in relation to the documented route to which the carrier is assigned.\n166|\n167|###### 421.516 Documentation\n168|\n169|PS Form 50, _Notification of Personnel Action,_ is used to notify an employee who is changed to a lower grade or salary standing of entitlement to rate retention. The PS Form 50 contains under the Remarks section a reference to [421.5](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989865) explaining the amount and duration of the rate retention. The PS Form 50 is also used to notify an employee of the expiration of the rate retention status.\n170|\n171|###### 421.517 Step Increases\n172|\n173|An employee with a protected rate continues to receive step increases in the grade to which the employee is reduced. However, under no circumstances can receipt of these step increases cause the employee’s wage to exceed the maximum step of the lower grade.\n174|\n175|##### 421.52 Saved Rate\n176|\n177|###### 421.521 Explanation\n178|\n179|Employees with a saved rate will continue to be paid the wage they received in the previous higher grade position, augmented by any general increases occurring while the saved rate is in effect. A saved rate differs from a protected rate in that it continues for an indefinite period, subject to the conditions explained below (see [421.522](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989937) through [421.526](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989958)) and occurs in several different circumstances, as follows:\n180|\n181|1. An employee is given a permanent, _nondisciplinary_, and _involuntary_ assignment to a lower grade due to a management action such as a change in job ranking criteria affecting more than one position under the same job description. In this case, saved rate means that the employee continues to receive the wage of the higher grade position.\n182|2. Management action effects a general increase that, when added to an employee’s wage, produces a wage above the maximum rate for the grade. In this case, _saved_ rate means that the amount of the general increase is added to the employee’s wage and the employee continues to receive the new wage even though it is above the maximum for the grade.\n183|3. An employee is given a position reevaluation down-grade assignment to a lower grade due to a change in the Cost Ascertainment Group (CAG) of a Post Office.\n184|4. An employee accepts a job offer based on his or her limitations due to an injury on duty (see [546.143](https://about.usps.com/manuals/elm/html/elmc5_034.htm#ep518541)[e](https://about.usps.com/manuals/elm/html/elmc5_035.htm#ep518691)).\n185|\n186|###### 421.522 Red–Circle Amount\n187|\n188|The red–circle amount is the dollar portion of an employee’s salary that is in excess of the maximum salary of the grade. An employee continues to receive a red–circle amount as long as he or she is in saved rate status. Note the following:\n189|\n190|1. Red–circle amount results from saved rate only. It does not result from protected rate.\n191|2. If an employee who receives a red–circle amount (under section C, Special Rule, Pay System for Employees, covered by the collective bargaining agreement of November 18, 1970) is subsequently promoted and later returned to the former position, the red–circle amount is restored.\n192|\n193|###### 421.523 Duration\n194|\n195|Employees retain the saved rate for as long as they hold a position in the same or higher grade for which the maximum schedule rate is below the saved rate.\n196|\n197|###### 421.524 Termination\n198|\n199|Saved rate is terminated for any of the following reasons:\n200|\n201|", "total_lines": 331, "file_size": 35495, "truncated": true, "hint": "Use offset=201 to continue reading (showing 1-200 of 331 lines)", "is_binary": false, "is_image": false}

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{"content": "1|ELM 55 - Employee and Labor Relations Manual - Contents 422 Salary Schedules Covered by Specific Agreements 422.1 Postal Service and Mail Equipment Shops/Material Distribution Center Salary Schedules 422.11...\" /> ELM 55 - Employee and Labor Relations Manual - Contents 422 Salary Schedules Covered by Specific Agreements 422.1 Postal Service and Mail Equipment Shops/Material Distribution Center Salary Schedules 422.11...\" />\n2|\n3|\n4|\n5|| [TOC](https://about.usps.com/manuals/elm/html/elmc4_011.htm#navBar \"Show table of contents\") | | | | | |\n6|| --- | --- | --- |\n7|| [](https://about.usps.com/manuals/elm/html/elmc4_010.htm \"Link to \\\"420 Wage Administration Policy for Bargaining Unit Employees\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_toc.htm \"Link to contents for \\\"4 Pay Administration\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_012.htm \"Link to \\\"430 Basic and Special Pay Provisions\\\"\") |\n8|\n9|### 422 Salary Schedules Covered by Specific Agreements\n10|\n11|#### 422.1 Postal Service and Mail Equipment Shops/Material Distribution Center Salary Schedules\n12|\n13|##### 422.11 Salary System\n14|\n15|###### 422.111 Salary Schedules\n16|\n17|The relevant salary schedules are as follows:\n18|\n19|1. The Postal Service (PS) Schedule applies to clerks, vehicle service drivers, maintenance service employees, and vehicle maintenance employees. The PS schedule consists of PS Grades 1 through 12.\n20|2. The Mail Equipment Shops/Material Distribution Center (MESC) Schedule applies to bargaining unit employees in the mail equipment shops and the material distribution center. The MESC schedule consists of MESC Grades 1 through 12.\n21|\n22|###### 422.112 Basis of Rates\n23|\n24|_Rates are established as follows:_\n25|\n26|1. _Annual Rates for Full-time Employees._ The basic annual salaries for the grades and steps of the schedule are established for full-time employees on the basis of a work schedule of 2080 hours per annum.\n27|2. _Hourly Rates for Part-time Employees._ The basic hourly rates of the schedule are determined as follows:\n28|1. For part-time regular schedule employees, divide the appropriate annual rate by 2,080 hours.\n29|2. For part-time flexible schedule employees, divide the appropriate annual rate by 2,000 hours.\n30|\n31|###### 422.113 Cost–of–Living Adjustment\n32|\n33|Bargaining unit employees receive cost–of–living (COLA) as specified by their applicable collective bargaining agreement (see [421.45](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989836)[e](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989863)).\n34|\n35|###### 422.114 Setting Wages\n36|\n37|The appointing officer has primary responsibility for setting wages of employees according to the guidelines in [422.1](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep990999).\n38|\n39|###### 422.115 Employee Classifications\n40|\n41|The bargaining unit classifications in [432.111](https://about.usps.com/manuals/elm/html/elmc4_013.htm#ep1034761) that apply are:\n42|\n43|1. Full-time regular.\n44|2. Part-time regular.\n45|3. Part-time flexible.\n46|\n47|##### 422.12 Change Action Pay Rules\n48|\n49|###### 422.121 Career Appointment\n50|\n51|An employee new to the Postal Service hired with a career appointment is to be paid the rate for the first step of the grade of the position for which hired, except as specified below:\n52|\n53|1. _Reinstatement._ A former Postal Service employee is to be paid the rate for the first step of the grade of the position for which hired. However, for exceptional circumstances, as authorized by the district Human Resources manager, a former Postal Service employee may be placed in the first step that is less than one full step above the highest former basic wage (augmented by any general increases since the date of separation) — provided the new basic wage does not exceed the maximum step of the grade.\n54|2. _Congressional Service._ A new employee who has 2 or more years of service in the legislative branch and was paid by either house of Congress may be placed in the first step that does not exceed the highest previous basic wage (augmented by statutory pay increases).\n55|3. _Transfer of Function._ If a Postal Service installation assumes the function of a federal agency, the employee who performed the function may be transferred with the function. If so, the employee is placed in the first step that is less than one full step above the pretransfer basic wage — provided the basic wage does not exceed the maximum of the grade.\n56|4. _Veterans’ Preference Eligible._ An employee whose service seniority is established pursuant to the appropriate entrance register standing (i.e., a veterans’ preference eligible) is placed in the step attained by the lower eligible with the same anniversary date for step increases as the lower eligible. (See also Handbook EL–312, Employment and Placement.)\n57|5. _Hiring Into the Rural Carrier Craft._ A new employee to the Postal Service, or an existing employee hired since August 7, 1991, who transfers into the rural carrier craft, is given a new appointment and placed into Step A in the rural carrier pay schedule (RSC R or B). An existing Postal Service employee who has been on the rolls before August 7, 1991, who decides to transfer to the rural carrier craft is placed at Step C in the rural carrier pay schedule.\n58|6. _Hiring Into PS (RSC PB) and MESC (RSC CB) Schedule 2._ All employees new to the Postal Service are hired into the entry step of Schedule 2. All reinstated former employees are hired into the entry step of Schedule 2 or, at the discretion of the district Human Resources manager, into a higher Schedule 2 step that is less than one full step above the highest former basic salary (augmented by any general increases since the date of separation), providing the new basic salary does not exceed the maximum salary.\n59|\n60|###### 422.122 Additional Appointment\n61|\n62|If an employee is appointed to an additional position, the compensation for the position is determined according to the rules for career appointment in [422.121](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991038) above. (See [422.15](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1003900) for additional information about dual employment.)\n63|\n64|###### 422.123 Promotion Rules\n65|\n66|Note: See [421.43](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989773)[a](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989775) and [421.44](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989784)[i](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989825) for definition of promotion, and consult [Exhibit 418](https://about.usps.com/manuals/elm/html/elmc4_008.htm#ep1450975), Equivalent Grades, to determine whether or not a personnel action represents a promotion.\n67|\n68|Rules are as follows:\n69|\n70|1. _Basic Rules._ The basic rules are as follows:\n71|\n72|01. _Promotion From PS or MESC Schedule 1._ For this promotion:\n73|\n74| 1. To a position in PS (RSC PB) or MESC (RSC CB) Schedule 2: Assign the proper step in Schedule 2 by referring to [Exhibit 422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1560163)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1560163). A new step waiting period begins on the effective date of the promotion.\n75| 2. To a position in EAS (RSC E): Add 5 percent to the current full-time salary. If the result is below the minimum or above the maximum of the new grade, the new salary is adjusted to fit within this range.\n76|\n77|Note: Promotions to FLSA–exempt EAS–15 to EAS–18 positions that supervise two or more full-time equivalent bargaining unit employees are instead given a supervisory differential adjustment, as described in 413.21c5.\n78|\n79|Note: For promotion from this schedule to a nonbargaining schedule, see [413](https://about.usps.com/manuals/elm/html/elmc4_003.htm#ep967075).\n80|\n81| 5. To a position in PNS (RSC G), OSD (RSC K), MH (RSC M), IT/ASC (RSC N), CC (RSC Q), TDS (RSC T), or PPO (RSC Y): To the current full-time salary, add two times the most prevalent step increment of the current grade (add three times for a promotion of three or more grades). Advance this amount to the next higher salary step in the new grade if the calculated amount falls between two steps. A new step waiting period begins unless the employee is promoted to a bargaining unit grade previously held (i.e., repromoted), in which case see [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n82|\n83|03. _Promotion From PS Schedule 2._ For this promotion:\n84|\n85| 1. To a position in the PS (RSC PB) or MESC (RSC CB) Schedule 2: Assign the proper step in the new grade by referring to [Exhibit 422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1461949)[b](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1461949). A new step waiting period begins on effective date of the promotion.\n86| 2. To a position in EAS (RSC E): Add 5 percent to the current full-time salary. If the result is below the minimum or above the maximum of the new grade, adjust the new salary to fit within this range.\n87|\n88|Note: Promotions to FLSA–exempt EAS–15 to EAS 18 positions that supervise two or more full-time equivalent bargaining unit employees are instead given a supervisory differential adjustment, as described in [413.21](https://about.usps.com/manuals/elm/html/elmc4_003.htm#ep967099)d.\n89|\n90|Note: For promotion from this schedule to a nonbargaining schedule, see [413](https://about.usps.com/manuals/elm/html/elmc4_003.htm#ep967075).\n91|\n92| 5. To a position in PNS (RSC G), OSD (RSC K), MH (RSC M), IT/ASC (RSC N), CC (RSC Q), TDS (RSC T), or PPO (RSC Y): To the current full-time salary, add two times the most prevalent step increment of the current grade (add three times for a promotion of three or more grades). Advance this amount to the next higher salary step in the new grade if the calculated amount falls between two steps. A new step waiting period begins unless the employee is promoted to a bargaining unit grade previously held (i.e., repromoted), in which case see [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n93|\n94|05. _Promotion From Other Rate Schedules To PS Schedule 2._ For this promotion:\n95|\n96| 1. From PPO (RSC Y), IT/ASC (RSC N), or OSD (RSC K): To the current full-time salary, add two times the most prevalent step increment of the current grade (add three times for a promotion of three or more grades). Advance this amount to the next higher salary step in the new grade if the calculated amount falls between two steps. A new step waiting period begins unless the employee is promoted to a bargaining unit grade previously held (i.e., repromoted), in which case see [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n97| 2. From PS (RSC P) or MESC (RSC C) Schedule 1, PNS (RSC G), MH (RSC M), CC (RSC Q), or RC (RSC R or B): Assign the proper step by referring to [Exhibit 422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1560163)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1560163). A new step waiting period begins on the effective date of the promotion.\n98| 3. From EAS (RSC E), Postmaster (A–E) or TDS (RSC T): To the current full-time salary, add 5 percent. Advance this amount to the next higher salary step in the new grade if the calculated amount falls between two steps. A new step waiting period begins unless the employee is promoted to a bargaining unit grade previously held (i.e., repromoted), in which case see [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n99| 4. From PS (RSC PB) or MESC (RSC CB) Schedule 2: Assign the proper step in the new grade by referring to [Exhibit 422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1461949)[b](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep1461949). A new step waiting period begins on the effective date of the promotion.\n100|\n101|07. _Repromotion._ An employee is repromoted if he or she is promoted to a bargaining unit grade previously held, or to one equivalent to the one previously held, before a change to lower level, as defined further under [421.5](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989865). When a repromotion occurs, the employee is assigned to the step in the repromoted grade, or its equivalent, with waiting period credit toward the next step date as if he or she had remained continuously in that previously held grade.\n102|\n103|Note: Effective November 20, 1999, and later, the repromotion rule stated above does not apply to employees promoted within or into the PS or MESC Schedule 2. The repromotion rule does, however, apply to employees promoted to other rate schedules.\n104|\n105|09. _Promotion Pay Anomaly._ No employee is at any time compensated less as a consequence of a promotion than that employee would have been if the employee had not been promoted but, instead, advanced in step increments in the lower grade by fulfilling the waiting time requirements necessary for step increases. This rule includes employees who were promoted to a higher grade and subsequently reassigned to their former grade. If, during any pay period following the promotion, the employee’s basic wage is less than the employee would have received for that pay period if the employee had not been promoted, the difference is paid to the employee in a lump sum payment.\n106|\n107|Note: The promotion pay anomaly policy described above does not apply to employees promoted into (or within) the PS (RSC PB) and MESC (RSC CB) Schedule 2, or to PS or MESC employees promoted into other rate schedules.\n108|\n109|3. _Supplemental Rules._ The supplemental rules are as follows:\n110|1. _Maximum Step._ An employee is placed into the maximum step for the new grade if there is no other step below the maximum step that provides the increase specified in [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065) above.\n111|2. _Above Maximum Step._ An employee’s existing basic wage is retained if it exceeds the maximum step of the new grade.\n112|3. Protected Rate. This paragraph applies the rules in [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065) to an employee whose rate of pay is protected under the provisions of [421.51](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989867), as follows:\n113|\n114| 1. _Promotion or Interim Promotion to Grade With Maximum Wage Below the Protected Rate._ If an employee with a protected rate of pay receives an interim promotion to a grade that includes a maximum wage below the protected rate, the rate protection continues.\n115| 2. _Promotion or Interim Promotion to Grade With Maximum Wage Equal To, or Above, the Protected Rate._ If an employee with a protected rate receives an interim promotion to a grade that includes a maximum wage equal to or above the protected rate, the employee is slotted to the step in the new grade that represents the same or higher wage protected by the special pay status. To determine the appropriate pay schedule step during slotting, only the protected rate of pay is considered (no promotion increase should be added). After the employee is slotted to the appropriate step, the rate protection terminates.\n116| 3. _Repromotion._ If an employee with a protected rate receives a repromotion, the rate protection terminates and the appropriate step is assigned in accordance with [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n117|\n118|5. _Saved Rate._ This paragraph applies the rules in [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065) to an employee whose rate of pay is saved under the provisions of [421.52](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989920), as follows:\n119|\n120| 1. _Promotion or Interim Promotion to Grade With Maximum Wage Below the Saved Rate._ If an employee with a saved rate of pay receives an interim promotion to a grade which includes a maximum wage below the saved rate, the saved rate continues.\n121| 2. _Promotion or Interim Promotion to Grade With Maximum Wage Equal To, or Above, the Saved Rate._ If an employee with a protected rate receives an interim promotion to a grade which includes a maximum wage equal to or above the saved rate, the employee is slotted to the step in the new grade that represents the same or higher wage saved by the special pay status. To determine the appropriate pay schedule step during slotting, only the saved rate of pay is considered (no promotion increase should be added). After the employee is slotted to the appropriate step, the saved rate terminates.\n122| 3. _Repromotion._ If an employee with a protected rate receives a repromotion, the saved rate terminates and the appropriate step is assigned in accordance with [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065)[4](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991107).\n123|\n124|7. _Saved Grade._ In applying the rules in [422.123](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991056)[a](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991065) to an employee whose grade is protected under the provisions of [421.53](https://about.usps.com/manuals/elm/html/elmc4_010.htm#ep989961), the employee does not receive a promotional increase unless the promotion is to a position with a grade higher than the saved grade.\n125|8. _Rule Choice._ When the wage would be more favorable to the employee, the district Human Resources manager may determine an employee’s wage under rules for career appointment in [422.121](https://about.usps.com/manuals/elm/html/elmc4_011.htm#ep991038) instead of under the rules for promotion increases.\n126|9. _Exclusions._ Salary received under limited appointments cannot be used as the highest previous salary when determining the employee’s new salary.\n127|\n128|Exhibit 422.123a\n129|\n130|Promotion Chart — PS Schedule 1 to PS Schedule 2\n131|\n132|(For promotions to PS Schedule 2 from PS Schedule 1 and from other rate schedules)\n133|\n134|Effective November 29, 2003\n135|\n136|**How to use this chart:**\n137|\n138|01. Choose the table from the chart that has the employee’s current grade and step in the “From Grade” row.\n139|02. In the “To Grade” rows of that table, find the row that represents the grade to which the employee is being promoted.\n140|03. Move to the right along that row until you reach the cell directly under the employee’s current step in the “From Grade” row.\n141|04. The letter in that cell represents the step the employee should be assigned to in the new grade after the promotion.\n142|\n143|| | | | | | | | | | | | | | | | | | | | |\n144|| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |\n145|| | Step |\n146|| From Grade | 1 | BB | AA | A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P |\n147|| 2 | BB | D | F | I | I | M | M | M | M | N | N | N | O | O | O | O | O | – |\n148|| 3 | BB | B | E | G | I | L | L | L | L | M | M | M | M | N | N | N | N | – |\n149|| 4 | A | B | C | E | H | L | L | L | L | L | L | L | L | M | M | M | M | – |\n150|| 5 | A | B | B | E | E | K | K | K | K | K | K | K | K | L | L | L | L | – |\n151|| 6 | A | A | A | B | F | G | K | K | K | K | K | K | K | K | K | K | K | – |\n152|| 7 | A | A | A | A | F | G | G | G | G | J | J | J | J | J | J | J | J | – |\n153|| 8 | D | D | D | D | D | D | D | D | D | D | D | D | H | H | H | H | H | – |\n154|| 9 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | H | – |\n155|| 10 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | |\n156|| 11 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n157|| To Grade | 12 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n158|\n159|| | | | | | | | | | | | | | | | | | | | |\n160|| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |\n161|| | Step |\n162|| From Grade | 2 | BB | AA | A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P |\n163|| 3 | BB | D | F | H | I | L | M | M | M | M | N | N | N | O | O | O | O | – |\n164|| 4 | A | B | E | E | H | L | L | L | L | L | L | M | M | M | N | N | N | – |\n165|| 5 | A | B | B | E | H | K | K | K | K | K | L | L | L | L | M | M | M | – |\n166|| 6 | A | A | A | B | F | K | K | K | K | K | K | K | K | K | K | L | L | – |\n167|| 7 | A | A | A | A | F | G | G | J | J | J | J | J | J | J | J | J | J | – |\n168|| 8 | D | D | D | D | D | D | D | D | D | H | H | H | H | H | H | H | H | – |\n169|| 9 | D | D | D | D | D | D | D | D | D | D | D | D | D | H | H | H | H | – |\n170|| 10 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n171|| 11 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n172|| To Grade | 12 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n173|\n174|| | | | | | | | | | | | | | | | | | | | |\n175|| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |\n176|| | Step |\n177|| From Grade | 3 | BB | AA | A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P |\n178|| 4 | A | B | E | H | I | L | L | L | M | M | M | N | N | N | N | O | O | – |\n179|| 5 | A | B | B | E | H | K | K | K | K | L | L | L | M | M | N | N | N | – |\n180|| 6 | A | A | B | B | F | K | K | K | K | K | K | K | L | L | L | M | M | – |\n181|| 7 | A | A | A | B | F | J | J | J | J | J | J | J | J | K | K | K | L | – |\n182|| 8 | D | D | D | D | D | D | H | H | H | H | H | H | H | H | H | H | H | – |\n183|| 9 | D | D | D | D | D | D | D | D | D | D | H | H | H | H | H | H | H | – |\n184|| 10 | D | D | D | D | D | D | D | D | D | D | D | D | D | H | H | H | H | – |\n185|| 11 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n186|| To Grade | 12 | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n187|\n188|| | | | | | | | | | | | | | | | | | | | |\n189|| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |\n190|| | Step |\n191|| From Grade | 4 | BB | AA | A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P |\n192|| 5 | – | – | C | F | H | K | L | L | L | M | M | N | N | N | N | O | O | – |\n193|| 6 | – | – | B | F | F | K | K | K | K | K | L | L | L | M | M | M | N | – |\n194|| 7 | – | – | A | C | F | J | J | J | J | J | K | K | K | L | L | M | M | – |\n195|| 8 | – | – | D | D | D | H | H | H | H | H | H | H | H | I | I | I | J | – |\n196|| 9 | – | – | D | D | D | D | D | H | H | H | H | H | H | H | H | H | H | – |\n197|| 10 | – | – | D | D | D | D | D | D | D | D | H | H | H | H | H | H | H | – |\n198|| 11 | – | – | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n199|| To Grade | 12 | – | – | D | D | D | D | D | D | D | D | D | D | D | D | D | D | D | – |\n200|\n201|", "total_lines": 1843, "file_size": 185589, "truncated": true, "hint": "Use offset=201 to continue reading (showing 1-200 of 1843 lines)", "is_binary": false, "is_image": false}

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{"content": "1|ELM 55 - Employee and Labor Relations Manual - Contents 434 Overtime and Premium Pay 434.1 Overtime 434.11 General In emergencies or as the needs of the service require, the postmaster or installation head ...\" /> ELM 55 - Employee and Labor Relations Manual - Contents 434 Overtime and Premium Pay 434.1 Overtime 434.11 General In emergencies or as the needs of the service require, the postmaster or installation head ...\" />\n2|\n3|\n4|\n5|| [TOC](https://about.usps.com/manuals/elm/html/elmc4_015.htm#navBar \"Show table of contents\") | | | | | |\n6|| --- | --- | --- |\n7|| [](https://about.usps.com/manuals/elm/html/elmc4_014.htm \"Link to \\\"433 Straight Time Pay\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_toc.htm \"Link to contents for \\\"4 Pay Administration\\\"\") | [](https://about.usps.com/manuals/elm/html/elmc4_016.htm \"Link to \\\"435 Severance Pay\\\"\") |\n8|\n9|### 434 Overtime and Premium Pay\n10|\n11|#### 434.1 Overtime\n12|\n13|##### 434.11 General\n14|\n15|In emergencies or as the needs of the service require, the postmaster or installation head may require employees to perform work that is in excess of 8 paid hours in a day or 40 paid hours in a week.\n16|\n17|1. The overtime limits in [432.32](https://about.usps.com/manuals/elm/html/elmc4_013.htm#ep1034884) may not be exceeded.\n18|2. See [434.13](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1035386) and [434.14](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1840210) for the types of compensation for excess hours and eligibility to receive compensation.\n19|\n20|##### 434.12 Definitions\n21|\n22|Definitions relevant to overtime are as follows:\n23|\n24|1. _Exempt employees_ — employees who are serving in positions that are exempt from and are not covered by the overtime provisions of FLSA because they are paid on a salary basis and are administrative, professional, or executive personnel (see [443.3](https://about.usps.com/manuals/elm/html/elmc4_023.htm#ep1840491)). These include all employees occupying positions that are classified exempt as indicated in the Organization Management (OM) system position directory.\n25|2. _Nonexempt employees_ — employees who serve in positions that are covered by the overtime provisions of FLSA (see [443.1](https://about.usps.com/manuals/elm/html/elmc4_023.htm#ep1840399)), namely all those positions that are not classified as exempt in [434.12](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1035364)[a](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1035367). This includes employees serving in nonexempt positions whose rate retention is based on an exempt position.\n26|3. _Paid hours_ — hours actually worked plus paid time off, as defined below:\n27|1. _Hours actually worked —_ a time that management suffers or permits an employee to work. The hours actually worked include compensable travel and training time, standby time, or other time on duty. They do not include paid time off as defined below (see also [443.22](https://about.usps.com/manuals/elm/html/elmc4_023.htm#ep1840453)).\n28|2. _Paid time off —_ paid hours of annual leave, sick leave, holiday leave, court leave, military leave, guaranteed time (not worked), and all other paid hours, including personal absences where no work is performed for the Postal Service.\n29|\n30|Note: These hours are excluded from the determination of FLSA overtime.\n31|\n32|##### 434.13 Types of Compensation\n33|\n34|###### 434.131 Postal Overtime\n35|\n36|_Postal overtime_ is compensation paid pursuant to Postal Service regulations and in accordance with applicable provisions of the collective bargaining agreements to eligible personnel at 150 percent of each employee’s basic hourly rate for actual work hours in excess of 8 paid hours in a day, 40 paid hours in a service week or, if a full-time bargaining unit employee, on a nonscheduled day.\n37|\n38|###### 434.132 FLSA Overtime\n39|\n40|_FLSA overtime_ is compensation paid in accordance with the FLSA overtime requirement described in [443](https://about.usps.com/manuals/elm/html/elmc4_023.htm#ep1840398).\n41|\n42|###### 434.133 Penalty Overtime\n43|\n44|_Penalty overtime_ is compensation paid pursuant to Postal Service regulations to eligible personnel at two times the employee’s basic hourly straight-time rate for hours described in applicable labor agreements.\n45|\n46|###### 434.134 FLSA Exempt EAS Additional Pay\n47|\n48|_FLSA-exempt EAS additional pay_ is compensation directed by Postal Service regulations to be paid to eligible FLSA-exempt employees and is calculated by dividing the annual salary by 2080 and applying this rate to each eligible hour worked.\n49|\n50|##### 434.14 Eligibility and Coverage\n51|\n52|###### 434.141 Eligible for Overtime Pay\n53|\n54|[Exhibit 434.141](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1464082)a identifies employees who are eligible for postal overtime.\n55|\n56|[Exhibit 434.141](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1464548)b identifies employees who are eligible for FLSA overtime.\n57|\n58|[Exhibit 434.141](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1465087)c identifies employees eligible for penalty overtime.\n59|\n60|Exhibit 434.141a\n61|\n62|Postal Overtime Pay Eligibility Table\n63|\n64|| Rate Schedule | Employee Classification |\n65|| --- | --- |\n66|| Full-time Regular | Part-time Regular | Part-time Flexible | Casual,\\* Temporary, and PM Relief |\n67|| B — Rural Auxiliary | – | – | No | No |\n68|| C — MESC | Yes | Yes | Yes | – |\n69|| E — EAS | Yes2,3 | Yes2,3 | – | No |\n70|| F — Postmasters (A–E) | – | Yes3 | – | No |\n71|| G — Nurses | Yes | – | Yes | No |\n72|| K — HQ Op. Services | Yes | – | – | – |\n73|| L — Postmaster Replacement | – | – | – | No |\n74|| M — Mail Handlers | Yes | Yes | Yes | – |\n75|| N — Data Center | Yes1 | – | Yes1 | – |\n76|| P — PS | Yes | Yes | Yes | – |\n77|| Q — City Carriers | Yes | Yes | Yes | – |\n78|| R — Rural Carriers | Yes4 | – | Yes4 | – |\n79|| S — PCES | No | – | – | – |\n80|| T — Tool and Die | Yes | – | Yes | – |\n81|| Y — Postal Police | Yes | – | Yes | – |\n82|| \\\\* Casual employees are covered in RS–E regardless of the bargaining unit they supplement.
1\\. Grades 18 and below only.
2\\. FLSA–nonexempt employees are eligible when required to work on their scheduled days off and have more than 40 paid hours for the week. Straight–time pay is received for paid leave and hours actually worked until they are eligible for overtime. During the designated Christmas period, FLSA–exempt employees in EAS–23 and below are eligible for additional pay provided they supervise bargaining unit employees in Mail Processing or Delivery Service functions.
3\\. Postmasters and officers in charge are not eligible, except in two cases:
a. Those who are full-time and nonexempt are eligible for postal overtime when they work a sixth day (see [432.34](https://about.usps.com/manuals/elm/html/elmc4_013.htm#ep1034890)).
b. A–E postmasters are eligible for postal overtime for actual work hours in excess of 40 paid hours in a service week.
4\\. See special provisions in Rural Carrier contract. |\n83|\n84|Exhibit 434.141b\n85|\n86|FLSA Overtime Pay Eligibility Table\n87|\n88|| Rate Schedule | Employee Classification |\n89|| --- | --- |\n90|| Full-time Regular | Part-time Regular | Part-time Flexible | Casual,\\* Temporary, and PM Relief |\n91|| B — Rural Auxiliary | – | – | Yes | Yes |\n92|| C — MESC | Yes | Yes | Yes | – |\n93|| E — EAS | Yes2 | Yes2 | – | Yes1 |\n94|| F — Postmasters (A–E) | – | Yes | – | Yes |\n95|| G — Nurses | Yes | – | Yes | Yes |\n96|| K — HQ Op. Services | Yes | – | – | – |\n97|| L — Postmaster Replacement | – | – | – | Yes |\n98|| M — Mail Handlers | Yes | Yes | Yes | – |\n99|| N — Data Center | Yes | – | Yes | – |\n100|| P — PS | Yes | Yes | Yes | – |\n101|| Q — City Carriers | Yes | Yes | Yes | – |\n102|| R — Rural Carriers | Yes2 | – | Yes | – |\n103|| S — PCES | No | – | – | – |\n104|| T — Tool and Die | Yes | – | Yes | – |\n105|| Y — Postal Police | Yes | – | Yes | – |\n106|| \\\\* Casual employees are covered in RSC E regardless of the bargaining unit they supplement.
1\\. FLSA–nonexempt employees only.
2\\. See [444](https://about.usps.com/manuals/elm/html/elmc4_024.htm#ep1840497) and special provisions in the Rural Carrier contract. |\n107|\n108|Exhibit 434.141c\n109|\n110|Penalty Overtime Pay Eligibility Table\n111|\n112|| | | | | |\n113|| --- | --- | --- | --- | --- |\n114|| Rate Schedule | Employee Classification |\n115|| Full-time Regular | Part-time Regular | Part-time Flexible | Casual,\\* Temporary, and PM Relief |\n116|| B — Rural Auxiliary | – | – | No | No |\n117|| C — MESC | Yes | Yes | Yes | – |\n118|| E — EAS | No | No | – | No |\n119|| F — Postmasters (A–E) | – | No | – | No |\n120|| G — Nurses | No | – | No | No |\n121|| K — HQ Op. Services | No | – | – | – |\n122|| M — Mail Handlers | No | No | No | – |\n123|| N — Data Center | Yes | – | Yes | – |\n124|| P — PS | Yes | Yes | Yes | – |\n125|| Q — City Carriers | Yes | Yes | Yes | – |\n126|| R — Rural Carriers | No | – | No | – |\n127|| S — PCES | No | – | – | – |\n128|| T — Tool and Die | No | – | No | – |\n129|| Y — Postal Police | No | – | No | – |\n130|| \\\\* Casual employees are covered in RS–E regardless of the bargaining unit they supplement. |\n131|\n132|When an employee is eligible for more than one type of overtime during a service week:\n133|\n134|1. First, penalty overtime is paid for any qualifying hours;\n135|2. Next, postal overtime is then paid for qualifying hours that are not paid as penalty overtime and;\n136|3. Then, a calculation is made to ensure that at least 150 percent of the employee’s regular hourly rate is paid for all hours worked in excess of 40 at the regular hourly rate in the employee’s FLSA workweek.\n137|\n138|###### 434.142 Assignment of FLSA-Exempt and Nonexempt Work\n139|\n140|An FLSA-exempt employee may perform exempt and nonexempt work during a workweek without affecting the employee’s exempt status, provided that the employee’s primary duty, as defined under the FLSA (29 CFR 541 Subpart H), is exempt work.\n141|\n142|The amount of time spent performing exempt work is a factor, but not necessarily the determinative factor, in deciding the FLSA classification of an employee. When an exempt employee is regularly assigned to perform nonexempt work for more than 50 percent of his or her workweek, the manager should inform the district Human Resources manager. Human Resources will contact the vice president of Employee Resource Management to request an FLSA status assessment.\n143|\n144|###### 434.143 Eligible for FLSA–Exempt EAS Additional Pay\n145|\n146|FLSA special exempt employees in EAS–18 positions and below are eligible for EAS additional pay if authorized to work over 8.5 hours on a scheduled day or any hours on a nonscheduled day, even while on a temporary assignment such as to an OIC position. When authorized work exceeds 8.5 hours on a scheduled day, EAS additional pay is received for the first half hour as well as for the authorized work over 8.5 hours. Regular FLSA–exempt employees in EAS–23 positions and below positions except postmasters and officers–in–charge are eligible during the designated Christmas period provided they are authorized to work over 8.5 hours on a scheduled day or any hours on a nonscheduled day and the additional hours are spent directly supervising bargaining unit employees in mail processing or delivery functions.\n147|\n148|#### 434.2 Night Differential\n149|\n150|##### 434.21 Policy\n151|\n152|Night differential is a premium that is paid to eligible employees for all work and paid training or travel time performed between 6:00 p.m. and 6:00 a.m. The following applies:\n153|\n154|1. Night differential is paid in addition to any other premiums earned by the employee (see [434.8](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1037851)).\n155|2. In no case can the total night differential hours exceed the total hours for the tour.\n156|3. Night differential does not apply if time between 6:00 p.m. and 6:00 a.m. is due only to late clocking out or early clocking in (see [432.464](https://about.usps.com/manuals/elm/html/elmc4_013.htm#ep1034936)).\n157|\n158|##### 434.22 Eligibility\n159|\n160|###### 434.221 Eligibility for Night Differential\n161|\n162|[Exhibit 434.2](https://about.usps.com/manuals/elm/html/elmc4_015.htm#ep1465386) shows the employees who are eligible to receive night differential.\n163|\n164|Eligible employees who are regularly assigned to a night tour of duty are entitled to receive an equivalent amount of night differential when:\n165|\n166|1. Rescheduled to day work to participate in compensable training.\n167|2. On court leave.\n168|3. On military leave.\n169|4. In a continuation of pay (COP) status.\n170|5. Rescheduled to day work due to a compensable liability in lieu of placement in a COP status.\n171|6. On administrative leave (bargaining unit employees only).\n172|\n173|Exhibit 434.2\n174|\n175|Night Differential Pay Eligibility Table\n176|\n177|| Rate Schedule | Employee Classification |\n178|| --- | --- |\n179|| Full-time Regular | Part-time Regular | Part-time Flexible | Casual,\\* Temporary, and PM Relief |\n180|| B — Rural Auxiliary | – | – | Yes | No |\n181|| C — MESC | Yes | Yes | Yes | – |\n182|| E — EAS | Yes1 | Yes1 | – | Yes1 |\n183|| F — Postmasters (A–E) | – | No | – | No |\n184|| G — Nurses | Yes | – | No | No |\n185|| K — HQ Op. Services | Yes | – | – | – |\n186|| L — Postmaster Replacement | – | – | – | No |\n187|| M — Mail Handlers | Yes | Yes | Yes | – |\n188|| N — Data Center | Yes | – | Yes | – |\n189|| P — PS | Yes | Yes | Yes | – |\n190|| Q — City Carriers | Yes | Yes | Yes | – |\n191|| R — Rural Carriers | No | – | No | – |\n192|| S — PCES | No | – | – | – |\n193|| T — Tool and Die | Yes | – | Yes | – |\n194|| Y — Postal Police | Yes | – | Yes | – |\n195|| \\\\* Casual employees are covered in RS–E regardless of the bargaining unit they supplement.
1\\. Grades 23 and below only, excluding postmasters, officers in charge, postal inspectors, and employees in management development programs. Exempt employees are eligible only when their normal hours fall between 6:00 p.m. and 6:00 a.m. During the designated Christmas period, however, FLSA–exempt employees who are eligible for additional pay are also eligible for night differential during paid overtime hours between 6:00 p.m. and 6:00 a.m. Night differential is not available on administrative leave. |\n196|\n197|###### 434.222 Exempt Employees\n198|\n199|Eligible exempt employees receive night differential only when part or all of their normal schedule falls within the specified parameters of this premium. Night differential is not payable when service performed is in addition to the normal service day or when the time worked entitles the employee to EAS additional pay. During the designated Christmas period, however, exempt employees who are eligible for EAS additional pay are also eligible for night differential during paid EAS additional pay hours between 6:00 p.m. and 6:00 a.m.\n200|\n201|", "total_lines": 553, "file_size": 46491, "truncated": true, "hint": "Use offset=201 to continue reading (showing 1-200 of 553 lines)", "is_binary": false, "is_image": false}

Assistant

**ELM-55, Issue 55 / March 2024**
---

### Ch. 8 §831 — Motor Vehicle Safety
**Source:** https://about.usps.com/manuals/elm/html/elmc8_015.htm

**831.1 Objective**
Comply with DOT regs; require safe driving; reduce losses while maintaining efficient delivery/collection.

**References:** EL-801 Supervisor’s Safety Handbook; EL-804 Safe Driver Program; EL-814 Postal Employee’s Guide to Safety; PO-701 Fleet Management.

**831.3 Driver Supervision**
- Supervisors must ensure drivers drive safely, defensively, obey traffic laws, extend courtesy.
- **Drivers must not use a cell phone while driving** — pull off safely before using.

**831.4 Accident Analysis**
- Managers must analyze driver observations, route layout, and accident data for hazards/root causes.
- Develop and enter countermeasures into an Accident Reduction Plan (ARP).

---

### Ch. 4 §422.111 — Salary Schedules
**Source:** https://about.usps.com/manuals/elm/html/elmc4_011.htm

- **PS Schedule** applies to clerks, **vehicle service drivers**, maintenance, and vehicle maintenance employees.
- Covers PS Grades 1 through 12.
- Annual rates based on 2,080 hours/year.
- Part-time rates: annual rate ÷ 2,080 (PTR) or ÷ 2,000 (PTF).
- COLA per applicable CBA.
- Full-time regular, PTR, and PTF classifications apply.

---

### Ch. 4 §434.141 — Overtime Pay Eligibility
**Source:** https://about.usps.com/manuals/elm/html/elmc4_015.htm

**Postal Overtime Pay Eligibility (Excerpt — PS Schedule drivers):**

| Rate Schedule | Employee Classification | FT Reg | PT Reg | PT Flex | Casual/Temp |
|---------------|-------------------------|--------|--------|---------|-------------|
| **P — PS** | Postal Service / Vehicle Service Drivers | **Yes** | **Yes** | **Yes** | – |

**Overtime definitions:**
- **Postal overtime:** 150% of basic hourly rate for hours > 8 paid/day, > 40 paid/week, or on a nonscheduled day.
- **FLSA overtime:** Per FLSA requirements.
- **Penalty overtime:** 2× straight-time rate as specified in labor agreements.

**Stacking rule:**
1. Penalty overtime first
2. Then postal overtime for non-penalty hours
3. Ensure at least 150% of regular rate for hours > 40 in FLSA workweek

---

Want me to pull §831/.311 or §434.421 examples if you need exact subsection text for a specific issue?

User

[The user sent a document: '1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf'. It is saved at: /root/.hermes/cache/documents/doc_893c18605bb3_1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf. Its text is not inlined here (it's a binary format such as PDF or DOCX). To read it, extract the document's text yourself — for example with the terminal tool or the ocr-and-documents skill — before answering, instead of asking the user to paste the contents.]

[The user sent a document: '2026-National-Convention-Grievance-Moratorium-Agreement-and-Request.pdf'. It is saved at: /root/.hermes/cache/documents/doc_ebc3a2093c10_2026-National-Convention-Grievance-Moratorium-Agreement-and-Request.pdf. Its text is not inlined here (it's a binary format such as PDF or DOCX). To read it, extract the document's text yourself — for example with the terminal tool or the ocr-and-documents skill — before answering, instead of asking the user to paste the contents.]

[The user sent a document: 'JCIM-2025-Web_BOOKMARKED_v4.pdf'. It is saved at: /root/.hermes/cache/documents/doc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf. Its text is not inlined here (it's a binary format such as PDF or DOCX). To read it, extract the document's text yourself — for example with the terminal tool or the ocr-and-documents skill — before answering, instead of asking the user to paste the contents.]

[The user sent a document: '2024-2027-APWU-Timeline-for-Local-Implementation-Signed-7-10-2025.pdf'. It is saved at: /root/.hermes/cache/documents/doc_624d25d8c4b9_2024-2027-APWU-Timeline-for-Local-Implementation-Signed-7-10-2025.pdf. Its text is not inlined here (it's a binary format such as PDF or DOCX). To read it, extract the document's text yourself — for example with the terminal tool or the ocr-and-documents skill — before answering, instead of asking the user to paste the contents.]

Add all these to the usps/apwu skill

Assistant

{"output": "PyMuPDF OK", "exit_code": 0, "error": null}

Assistant

{"output": "/root/.hermes/skills/research/federal-job-search/:\nreferences\nSKILL.md\n\n/root/.hermes/skills/research/federal-job-search/references:\napwu-contract-extraction.md\ncdp-multi-tab-resolution.md\nusps-elm-current.md\nusps-it-job-catalog.md", "exit_code": 0, "error": null}

Assistant

{"output": "-rw-r--r-- 1 root root 340K Jul 24 04:57 /root/.hermes/cache/documents/doc_624d25d8c4b9_2024-2027-APWU-Timeline-for-Local-Implementation-Signed-7-10-2025.pdf\n-rw-r--r-- 1 root root 4.3M Jul 24 04:57 /root/.hermes/cache/documents/doc_893c18605bb3_1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf\n-rw-r--r-- 1 root root 3.0M Jul 24 04:57 /root/.hermes/cache/documents/doc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf\n-rw-r--r-- 1 root root 586K Jul 24 04:57 /root/.hermes/cache/documents/doc_ebc3a2093c10_2026-National-Convention-Grievance-Moratorium-Agreement-and-Request.pdf", "exit_code": 0, "error": null}

Assistant

{"status": "error", "output": "\n--- stderr ---\nTraceback (most recent call last):\n File \"/tmp/hermes_sandbox_63bc8wyj/script.py\", line 17, in \n pdf_path = base_pdf + next(p for p in os.listdir(base_pdf) if p.endswith(pdf_name.split(\".\")[0].split(\"-\")[0]) and pdf_name.split(\".\")[0] in p)\n ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^\nStopIteration\n", "tool_calls_made": 0, "duration_seconds": 0.43, "error": "Traceback (most recent call last):\n File \"/tmp/hermes_sandbox_63bc8wyj/script.py\", line 17, in \n pdf_path = base_pdf + next(p for p in os.listdir(base_pdf) if p.endswith(pdf_name.split(\".\")[0].split(\"-\")[0]) and pdf_name.split(\".\")[0] in p)\n ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^\nStopIteration\n"}

Assistant

{"status": "success", "output": "Remaining unmatched: dict_keys(['1986-2024_FINAL_Adopted_Labor_and_Management_Resolutions.pdf', '2026_National_Convention_Grievance_Moratorium_Agreement_and_Request.pdf', 'JCIM_2025_Web_BOOKMARKED_v4.pdf', '2024_2027_APWU_Timeline_for_Local_Implementation_Signed_7_10_2025.pdf'])\n", "tool_calls_made": 0, "duration_seconds": 0.37}

Assistant

{"output": "doc_624d25d8c4b9_2024-2027-APWU-Timeline-for-Local-Implementation-Signed-7-10-2025.pdf\ndoc_893c18605bb3_1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf\ndoc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf\ndoc_ebc3a2093c10_2026-National-Convention-Grievance-Moratorium-Agreement-and-Request.pdf", "exit_code": 0, "error": null}

Assistant

{"status": "success", "output": "('adopted-labor-management-resolutions-1986-2024.md', 1480852, 'doc_893c18605bb3_1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf')\n('2026-national-convention-grievance-moratorium-agreement.md', 2468, 'doc_ebc3a2093c10_2026-National-Convention-Grievance-Moratorium-Agreement-and-Request.pdf')\n('jcim-2025-web-bookmarked-v4.md', 799655, 'doc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf')\n('apwu-2024-2027-local-implementation-timeline-2025.md', 1283, 'doc_624d25d8c4b9_2024-2027-APWU-Timeline-for-Local-Implementation-Signed-7-10-2025.pdf')\n", "tool_calls_made": 0, "duration_seconds": 6.19}

Assistant

{"content": "1|---\n2|name: federal-job-search\n3|description: Search for U.S. federal government and USPS job postings — portal architecture, bot-evasion pitfalls, browser extraction techniques, and alternative sourcing strategies when direct portals are blocked.\n4|tags: [jobs, usps, federal, career-search, government, sap]\n5|triggers:\n6| - \"search for USPS jobs\"\n7| - \"federal job search\"\n8| - \"USPS careers\"\n9| - \"government job listings\"\n10| - \"USPS IT jobs\"\n11| - \"federal employment\"\n12| - \"ELM lookup\"\n13| - \"USPS labor manual\"\n14| - \"MVS driver rules\"\n15|---\n16|\n17|# Federal / USPS Job Search\n18|\n19|Search U.S. federal government and USPS job postings when direct portal scraping is gated.\n20|\n21|## USPS Portal Architecture (as of 2026)\n22|\n23|USPS uses two parallel career systems:\n24|\n25|| System | URL | What it serves |\n26||--------|-----|----------------|\n27|| **jobs.usps.com** (NEW) | https://jobs.usps.com/ | Mail Handler Assistant, Postal Support Employee, City Carrier Assistant ONLY |\n28|| **eCareer (SAP Web Dynpro)** | " target="_blank" rel="noopener">https://wp1-ext.usps.gov/sap/bc/webdynpro/sap/hrrcf_a_unreg_job_search | ALL other roles: IT, Corporate, Engineering, HR, Finance, etc. |\n29|\n30|**Critical:** jobs.usps.com banner explicitly says \"Currently only Mail Handler Assistant, Postal Support Employee & City Carrier Assistant jobs are being processed on this site. To apply to any other USPS job, visit usps.com/careers/.\" IT/Helpdesk/Corporate roles are NOT on jobs.usps.com.\n31|\n32|### eCareer SAP Search — Now Credentialed\n33|\n34|As of 2026, the SAP unregistered search (hrrcf_a_unreg_job_search) redirects to a **logon wall** requiring SAP credentials (System: ERP, Client: 100). Anonymous public access that previously worked is gated. This applies to both curl and browser access.\n35|\n36|The candidate login page (hrrcf_a_startpage_ext_cand) also requires credentials.\n37|\n38|### Corporate IT Job Titles (from official portal)\n39|\n40|The USPS corporate career opportunities page (about.usps.com/careers/career-opportunities/corporate.htm) is **JS-rendered** (only 479B via curl, full content requires browser). The official IT category lists:\n41|\n42|- **Cloud Architect** — enterprise-wide cloud architecture\n43|- **Data Analyst** — intelligence development, investigative analyses, audit\n44|- **Forensic Computer Analyst** — forensic analysis of digital/multimedia evidence\n45|- **Threat Operations Specialist** — cybersecurity threats and network defense\n46|- **HR Analytics Specialist** — data analytics/BI tools for HR (adjacent IT role)\n47|\n48|Additional roles under Inspection Service: Forensic Analyst, Forensic Document Examiner, Forensic Latent Print Analyst.\n49|\n50|## Step-by-Step Search Strategy\n51|\n52|### 1. Check the official portal first (best for identifying what roles exist)\n53|``bash\n54|# Browser required — page is JS-rendered (only 479B raw)\n55|browser_navigate → https://about.usps.com/careers/career-opportunities/corporate.htm\n56|# Then extract IT section via:\n57|browser_cdp(method='Runtime.evaluate', target_id=, params={\n58| \"expression\": \"(function(){const b=document.body.innerText;const i=b.indexOf('Information Technology');if(i===-1)return 'not found';return b.substring(i,i+4000);})()\",\n59| \"returnByValue\": true\n60|})\n61|`\n62|\n63|### 2. Try the eCareer unregistered search (may fail with logon)\n64|`bash\n65|browser_navigate → https://wp1-ext.usps.gov/sap/bc/webdynpro/sap/hrrcf_a_unreg_job_search?sap-client=100\n66|# If title == \"Logon\", the gateway is credentialed. Proceed to step 3.\n67|`\n68|\n69|### 3. Fall back to job aggregator sites\n70|Major job boards (Indeed, Glassdoor, LinkedIn, SimplyHired) aggressively block bots:\n71|- **Indeed**: Returns \"Request Blocked\" page\n72|- **Glassdoor**: Cloudflare \"Humans only\" challenge\n73|- **LinkedIn**: Redirects to sign-in wall\n74|- **SimplyHired**: Cloudflare challenge\n75|- **Google Jobs**: Google sorry/CAPTCHA page\n76|- **USAJobs** (usajobs.gov): UI loads but USPS IT jobs are NOT posted there (0 results for \"information technology\" with agency=PO00)\n77|- **Job Bank Canada**: Returns 200 OK but is irrelevant (Canadian)\n78|\n79|### 4. Realistic alternatives when all direct portals fail\n80|When you can't scrape live postings:\n81|- Compile the **known role list** from the official portal (step 1) — these are the roles USPS actively recruits\n82|- Provide **exact search terms** for the user to run manually on eCareer\n83|- Suggest **zip code + radius** strategies tailored to their location\n84|- Check for **RSS/XML job feeds** (some agencies publish these)\n85|- Try FlareSolverr (if running locally) to bypass Cloudflare on job boards\n86|\n87|## CDP Multi-Tab Resolution Pattern\n88|\n89|When the browser (Chromium) opens incognito or redirects, browser_console / browser_snapshot may target the wrong tab. The fix:\n90|\n91|`bash\n92|# 1. List all targets\n93|browser_cdp(method='Target.getTargets')\n94|\n95|# 2. Find the correct tab by URL/title from targetInfos[]\n96|# Look for the tab you want (e.g., 'about.usps.com' not 'chrome://newtab')\n97|\n98|# 3. Run JS on specific tab using target_id\n99|browser_cdp(method='Runtime.evaluate', target_id=, params={\n100| \"expression\": \"document.body.innerText.substring(0, 2000)\",\n101| \"returnByValue\": true\n102|})\n103|`\n104|\n105|Key insight: browser_navigate + browser_snapshot stay bound to the LAST navigated tab. But Chromium can open new tabs (incognito, redirects via META refresh, SAP responses) that become the active visual tab but NOT the active CDP target. Always verify with Target.getTargets if content seems wrong.\n106|\n107|## USPS ELM-55 Lookups for MVS/TTO/MVO\n108|\n109|When asked for ELM rules rather than job postings, fetch from these live ELM subsections rather than generic web results:\n110|\n111|- **ELM-55 current edition:** Issue 55, March 2024 (elmtl.htm)\n112|- **Ch. 8 §831 — Motor Vehicle Safety:** elmc8_015.htm\n113|- **Ch. 4 §422.111 — Salary Schedules:** elmc4_011.htm (PS schedule includes vehicle service drivers, Grades 1–12)\n114|- **Ch. 4 §434.141 — Overtime Eligibility:** elmc4_015.htm (PS-schedule drivers eligible for postal overtime, FLSA overtime, penalty overtime)\n115|- **Ch. 4 §432.111 — Employee Classifications:** elmc4_013.htm\n116|- **Ch. 5 §513 — Leave:** elmc5_003.htm\n117|\n118|Quick anchors:\n119|- Postal overtime = 150% after >8 paid hrs/day or >40 paid hrs/week or nonscheduled day.\n120|- Penalty overtime = 2× straight-time per applicable agreement.\n121|- PS schedule covers vehicle service drivers; full-time regular, PTR, and PTF apply.\n122|- ELM safety rules: no cell phone while driving; defensive driving; superintendents must analyze accidents and maintain ARP.\n123|\n124|For the full APWU 2024–2027 CBA MVS references, see references/usps-it-job-catalog.md and references/apwu-contract-extraction.md.\n125|For ELM URL anchors and edition state, see references/usps-elm-current.md.\n126|\n127|## Search Terms for ISP/IT Helpdesk Roles in USAJobs / eCareer\n128|\n129|Use these keyword combinations:\n130|- IT Specialist (GS-2210 series — the primary federal IT classification)\n131|- Information Technology\n132|- Help Desk / Helpdesk / Help Desk Support\n133|- Customer Support / Technical Support\n134|- Data Analyst\n135|- Cloud Architect\n136|- Cybersecurity / Threat Operations\n137|- Computer Operator / Computer Associate\n138|- Network Administrator / Systems Administrator\n139|- Computer Scientist (GS-1550)\n140|\n141|### Location Strategy for IL/IN Border (Gary, IN 46402)\n142|- Gary/Chicago corridor: zip 46402, radius 20-50 miles (covers both sides)\n143|- Broader Indiana: zip 46501 (NW Indiana) + 46201 (Indianapolis), radius 50-100 miles each\n144|- Chicago focus: zip 60601, radius 20-50 miles\n145|- USPS posts IT roles primarily at HQ (DC metro) and major processing/distribution centers; IL/IN IT postings will be less frequent than operational roles\n146|\n147|## Reference Files\n148|- references/usps-it-job-catalog.md — Full extracted IT/Helpdesk job titles with descriptions from the official USPS corporate page (July 2026)\n149|- references/cdp-multi-tab-resolution.md — How to resolve browser CDP targeting the wrong tab (incognito/SAP redirect pitfall)\n150|- references/usps-elm-current.md — Current ELM-55 edition state and direct anchors for MVS safety, pay schedules, and overtime eligibility\n151|- references/apwu-contract-extraction.md` — APWU-USPS CBA structure and Article 39 MVS provisions\n152|\n153|## What NOT to do\n154|- Don't spend more than 2-3 attempts on bot-blocked job boards (Indeed/Glassdoor/LinkedIn) — they detect the VPS IP and block reliably\n155|- Don't assume jobs.usps.com has all USPS jobs — it explicitly only has MHA/PSE/CCA\n156|- Don't assume the SAP unregistered search still works anonymously — it's now credentialed\n157|- Don't use USAJobs for USPS IT postings — they're on eCareer, not USAJobs\n158|- Don't search broadly for \"ELM\" and return unrelated career-office pages; when the user asks for ELM/MVS sections, use the live about.usps.com/manuals/elm/html/ anchors above instead\n159|", "total_lines": 158, "file_size": 8659, "truncated": false, "is_binary": false, "is_image": false}

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{"success": true, "diff": "--- a//root/.hermes/skills/research/federal-job-search/SKILL.md\n+++ b//root/.hermes/skills/research/federal-job-search/SKILL.md\n@@ -149,6 +149,10 @@\n - references/cdp-multi-tab-resolution.md — How to resolve browser CDP targeting the wrong tab (incognito/SAP redirect pitfall)\n - references/usps-elm-current.md — Current ELM-55 edition state and direct anchors for MVS safety, pay schedules, and overtime eligibility\n - references/apwu-contract-extraction.md — APWU-USPS CBA structure and Article 39 MVS provisions\n+- references/jcim-2025-web-bookmarked-v4.md — Extracted text from Joint Contract Interpretation Manual 2025 web bookmarked version\n+- references/adopted-labor-management-resolutions-1986-2024.md — Extracted text from Adopted Labor & Management Resolutions 1986–2024\n+- references/2026-national-convention-grievance-moratorium-agreement.md — Extracted text from 2026 National Convention Grievance Moratorium Agreement and Request\n+- references/apwu-2024-2027-local-implementation-timeline-2025.md — Extracted text from APWU 2024–2027 Timeline for Local Implementation (Signed 7/10/2025)\n \n ## What NOT to do\n - Don't spend more than 2-3 attempts on bot-blocked job boards (Indeed/Glassdoor/LinkedIn) — they detect the VPS IP and block reliably\n", "files_modified": ["/root/.hermes/skills/research/federal-job-search/SKILL.md"], "lint": {"status": "skipped", "message": "No linter for .md files"}, "resolved_path": "/root/.hermes/skills/research/federal-job-search/SKILL.md"}

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Done — the four PDFs are now indexed in the federal-job-search skill:

- references/jcim-2025-web-bookmarked-v4.md
- references/adopted-labor-management-resolutions-1986-2024.md
- references/2026-national-convention-grievance-moratorium-agreement.md
- references/apwu-2024-2027-local-implementation-timeline-2025.md

I also updated SKILL.md to list them. Source PDF provenance is preserved in each reference file so originals remain traceable from the Hermes document cache.

User

Where is other other services or OS, or non driver status or nds. When it comes to motor vehicles craft, apwu/usps

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{"total_count": 24, "matches_format": "path-grouped: each file path on its own line, followed by indented ': ' rows for matches in that file", "matches_text": "/root/.hermes/skills/research/federal-job-search/references/jcim-2025-web-bookmarked-v4.md\n 208: Article 39, page 4\n 209: Article 39.1.C – New language added\n 210: Article 39, page 5\n 211: Article 39.1.C.11– New language added\n 212: Article 39, page 5\n 213: Article 39.1.G – New language added\n 214: Article 39, page 8\n 215: Article 39.2.A.11 – New language added\n 216: Article 39, page 10\n 217: Article 39.3.K & 39.3.L – New language added\n 218: Article 39, page 14\n 219: Article 39 – Q&As – New Response #24 added\n 220: Article 39, page 21\n 221: Article 39 – Q&As – #65 New Question & Response\n 222: Article 39, page 22\n 223: Article 39 – Q&As – #74 New Question & Response\n 224: Article 39, page 26\n 225: Article 39 – Q&As – #100 New Question & Response\n 226: Article 39, page 26-27\n 227: Article 39 – Q&As – #101 New Question & Response\n/root/.hermes/skills/research/federal-job-search/references/apwu-contract-extraction.md\n 15: | Article 39 | Motor Vehicle Craft | 202-220 | Seniority, posting, special provisions |\n 19: ## Motor Vehicle Craft (Article 39) Key Provisions for TTOs\n 49: # Article 39 starts around page 202 (line ~5000 in extracted text)\n/root/.hermes/skills/research/federal-job-search/references/usps-elm-current.md\n 24: - Article 39 Motor Vehicle Craft: seniority, posting, bidding, MVO↔TTO cross-conversion."}

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{"content": "1|# Jcim 2025 Web Bookmarked V4\n2|\n3|_Source PDF in Hermes cache → doc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf_\n4|\n5|---\n6|\n7|USPS-APWU Joint Contract Interpretation Manual\t\n8|\t\n9|November 2025\n10|1\n11|Summary of Changes, page \n12|JCIM 2025\n13|Joint Contract \n14|Interpretation Manual\n15|The United States Postal Service\n16|And\n17|The American Postal Workers Union\n18|AFL-CIO\n19|November 2025\n20|The 2025 APWU/USPS Joint Contract Interpretation Manual (JCIM) update is provided \n21|as a resource for the administration of the National Agreement. Jointly prepared by the \n22|American Postal Workers Union, AFL-CIO, and the United States Postal Service, this \n23|manual provides a mutually agreed upon explanation on how to apply the contract to the \n24|issues addressed.\n25|When a dispute arises, the parties should first go to the JCIM to determine if the issue in \n26|dispute is addressed. If it is, the parties are required to resolve the dispute in accordance \n27|with this manual.\n28|The JCIM will continue to be updated with additional material as we continue to \n29|narrow our differences and expand our joint understanding of the National Agreement. \n30|We encourage you to use the JCIM to ensure contract compliance and to foster more \n31|professional working relationships.\n32|Michael Elston\t\n33|Mark Dimondstein\n34|Vice President\t\n35|President\n36|Labor Relations\t\n37|American Postal Workers Union,\n38|US Postal Service\t\n39|AFL-CIO\n40|November 2025\n41|USPS-APWU Joint Contract Interpretation Manual\t\n42|\t\n43|November 2025\n44|USPS-APWU Joint Contract Interpretation Manual\t\n45|\t\n46|November 2025\n47|i\n48|Summary of Changes, page 1\n49|JCIM 2025\n50|Summary of Changes \n51|November 2025\n52|This document identifies the location of revisions and additions (BOLD PRINT) to \n53|JCIM 2025. All previous references to “man year” have been changed to “workyears” \n54|in the CBA and in the JCIM. Work-hours (hours of all crafts covered by the 1978 CBA) \n55|are computed by adding the total number of paid hours, including straight time, overtime, \n56|and all types of paid leave, holiday pay, etc. The total is divided by 2080 to determine the \n57|number of workyears.\n58|Location (beginning)\t\n59|Subject\n60|Article 1, page 2\t\n61|Article 1.5 – New language added\n62|Article 2, page 1\t\n63|Article 2.1 – New language added Re: Reasonable\n64|\t\n65|Accommodation for the Deaf and Hard of Hearing\n66|Article 2, page 2\t\n67|Article 2.1 – Changed Page 299 to Page 278 of CBA\n68|Article 2, page 2\t\n69|Article 2.1 – Changed Pages 301-306 to Pages 279-283 \n70|Article 2, page 2\t\n71|Article 2.1 – Changed Page 299 to Pages 276-277 of CBA \n72|Article 6, page 1\t\n73|Article 6 (1) – Date change\n74|Article 7, page 2\t\n75|Article 7.1.B.1 – New language added, Date Change,\n76|\t\n77|Changed Pages 310-311 to Page 286\n78|Article 7, page 3\t\n79|Article 7.1.B.3 – Changed Page 290 to Page 269 of CBA \n80|Article 7, page 3\t\n81|Article 7.1.B.3 – Changed Pages 291-292 to Page 269 \n82|Article 7, page 3\t\n83|Article 7.1.B.3 – Changed Page 292 to Page 270 of CBA \n84|Article 7, page 4\t\n85|Article 7.1.B.4 – Changed Pages 307-309 to Pages 284-286 \n86|Article 7, page 4\t\n87|Article 7.1.B.8 – New language added\n88|Article 7, page 6\t\n89|Article 7.3.A.1 – Date change\n90|Article 7, page 6\t\n91|Article 7.3.D – Changed Pages 307-309 to Pages 284-286\n92|Article 8, page 3\t\n93|Article 8.2.D – Changed Pages 323-326 to Pages 297-301\n94|Article 9, page 1\t\n95|Article 9.2 – New language added\n96|Article 9, page 1\t\n97|Article 9.2 – Changed Pages 330-331 to Pages 304-305\n98|Article 10, page 8\t\n99|Article 10.1 and 10.2 – Changed Pages 286-289 & \n100|\t\n101|Pages 339-340 to Pages 266-267 & 312-313\n102|Article 10, page 9\t\n103|Article 10.1 and 10.2 – Date change \n104|USPS-APWU Joint Contract Interpretation Manual\t\n105|\t\n106|November 2025\n107|ii\n108|Summary of Changes, page 2\n109|Article 10, page 15\t\n110|Article 10.4.5 – New language added\n111|Article 10, page 16\t\n112|Article 10.4.5 – New MOU pages 314-316 of CBA\n113|Article 12, page 1 \t\n114|Article 12.1.A – New PSE MOU (Page 263)\n115|Article 12, page 4\t\n116|Article 12.4.B – Date change \n117|Article 15, page 9\t\n118|Article 15.5.C – New language added & \n119|\t\n120|Virtual Arbitrations MOU, page 344 of CBA\n121|Article 16, page 8\t\n122|Article 16.10 – New language added\n123|Article 19, page 1\t\n124|Article 19.2 – Changed Page 377 to Pages 349-351 of CBA\n125|Article 21, page 1\t\n126|Article 21.1 – Date change and New language added\n127|Article 21, page 1\t\n128|Article 21.1 – MOU, pages 352-353 of the CBA \n129|Article 21, page 1\t\n130|Article 21.1 – Changed Page 285 to Pages 264-265 \n131|Article 23, page 1\t\n132|Article 23 – Changed Page 381 to Pages 353 of CBA \n133|Article 26, page 3\t\n134|Article 26.4 – Changed Pages 271, 382 and 383 to \n135|\t\n136|Pages 259-260, and Memos, pages 354-356 of CBA\n137|Article 30, page 1\t\n138|Article 30.A – Date change\n139|Article 31, page 1\t\n140|Article 31.2 – Changed Pages 388-390 to Pages 361 \n141|\t\n142|& 363\n143|Article 32, page 1\t\n144|Article 32.1 – MOU, pages 366-367 of the CBA\n145|Article 35, page 1\t\n146|Article 35 – Changed Page 398 to Page 370 of CBA \n147|Article 37, page 3\t\n148|Article 37.1.H – New Language\n149|Article 37, page 3\t\n150|Article 37.1.K – Date change\n151|Article 37, page 4\t\n152|Article 37.1.K – Date change\n153|Article 37, page 12\t\n154|Article 37.2.D.7 #56 – Changed pages 437-438 to \n155|\t\n156|Page 406 of CBA\n157|Article 37, page 14\t\n158|Article 37.3.A.2 #68 – New Language\n159|Article 37, page 17\t\n160|Article 37.3.A.4.c #83 & #85 – Date change\n161|Article 37, page 42\t\n162|Article 37.3.F.6 #219 – Changed pages 410-411 to \n163|\t\n164|Pages 381-382 of CBA & Date change\n165|Article 37, page 51\t\n166|Article 37.4.C – New Q&A #265 New Language\n167|Article 37, page 52\t\n168|Article 37.4.C #268 – Date change \n169|Location (beginning)\t\n170|Subject\n171|USPS-APWU Joint Contract Interpretation Manual\t\n172|\t\n173|November 2025\n174|iii\n175|Summary of Changes, page 3\n176|Article 37, page 56\t\n177|Article 37.4.C.6. #287 – Date change\n178|Article 37, page 60\t\n179|Article 37.4.C.6.b #307 – Date change\n180|Article 37, Page 66\t\n181|Q&A – Part-Time Flexible Clerks Working in Other \n182|\t\n183|Installations #1, #2, #3, and #4 – New language added\n184|Article 37, Page 67\t\n185|Q&A – Part-Time Flexible Clerks Working in Other \t\n186|\t\n187|Installations #6– New language added\n188|Article 37, page 70\t\n189|Q&A – Part-Time Flexible Clerks Working in Other \n190|\t\n191|Installations #31 Changed pages 408-409 to 379-380 \n192|\t\n193|of CBA\n194|Article 37, page 78\t\n195|Residual Vacancies – Clerk Craft – Q&As – #26, #27 \n196|\t\n197|New language added\n198|Article 38, page 2\t\n199|Article 38.4 – New language added\n200|Article 38, page 4\t\n201|", "total_lines": 278, "file_size": 8459, "truncated": true, "hint": "Use offset=201 to continue reading (showing 1-200 of 278 lines)", "is_binary": false, "is_image": false}

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{"total_count": 2, "matches": [{"path": "/root/.hermes/skills/research/federal-job-search/references/apwu-contract-extraction.md", "line": 16, "content": "| Article 40 | Operating Services Craft | 220-240 | Seniority, posting, advancement |"}, {"path": "/root/.hermes/skills/research/federal-job-search/references/apwu-contract-extraction.md", "line": 17, "content": "| Article 41 | Material Support Craft | 238-240+ | |"}]}

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{"status": "success", "output": "\n=== jcim-2025-web-bookmarked-v4.md (1 hits) ===\n\n--- around line 33 ---\nprofessional working relationships.\nMichael Elston\t\nMark Dimondstein\nVice President\t\nPresident\nLabor Relations\t\nAmerican Postal Workers Union,\n", "tool_calls_made": 0, "duration_seconds": 0.11}

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{"output": "=== MATCH 'NDS' at 1112 ===\n\n as we continue to \nnarrow our differences and expand our joint understanding of the National Agreement. \nWe encourage you to use the JCIM to ensure contract compliance and to foster more \nprofessional working relationships.\nMichael Elston\t\nMark Dimondstein\nVice President\t\nPresident\nLabor Relations\t\nAmerican Postal Workers Union,\nUS Postal Service\t\nAFL-CIO\nNovember 2025\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\ni\nSummary of Changes, page 1\nJCIM 2025\nSummary of Changes \nNovember 2025\nThis document identifies the location of revisions and additions (BOLD PRINT) to \nJCIM 2025. All previous references to “man year” have been changed to “workyears” \nin the CBA and\n\n----------------------------------------\n\n=== MATCH 'Operating Services' at 29131 ===\n\n and Answers\t\n39-11\nCommercial Driver’s License (CDL) Training\n Automotive Mechanics and Technician \t\n39-28\nFrequently Asked Questions and Answers on the \n Lead Automotive Technician and \n Automotive Mechanic Upgrade\t\n39-30\nArticle 40 Operating Services Craft\t\n40-1\nArticle 40.3\t\n40-1\nEmployee Classification\nArticle 40.8.A.2\t\n40-1\nArticle 41 Material Support Craft\t\n41-1\nArticle 41.1.A\t\n41-1\nDuty Assignment\nArticle 41.1.B\t\n41-1\nPreferred Duty Assignment\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 20\nTable of Contents, page 20\n\t\nPage\nArticle 41.1.C\t\n41-1\nBid\nArticle 41.1.D\t\n41-1\nApplication\nArticle 41.1.E\t\n41-1\nAbolishment\nArticle 41.1.F\t\n41-1\nReversion\nArticle 41.2.D.2\t\n41-2\nSeniority Tiebreaker\nArticle 41.1.2.E.5\t\n\n----------------------------------------\n\n=== MATCH 'Article 40' at 29120 ===\n\n– Questions and Answers\t\n39-11\nCommercial Driver’s License (CDL) Training\n Automotive Mechanics and Technician \t\n39-28\nFrequently Asked Questions and Answers on the \n Lead Automotive Technician and \n Automotive Mechanic Upgrade\t\n39-30\nArticle 40 Operating Services Craft\t\n40-1\nArticle 40.3\t\n40-1\nEmployee Classification\nArticle 40.8.A.2\t\n40-1\nArticle 41 Material Support Craft\t\n41-1\nArticle 41.1.A\t\n41-1\nDuty Assignment\nArticle 41.1.B\t\n41-1\nPreferred Duty Assignment\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 20\nTable of Contents, page 20\n\t\nPage\nArticle 41.1.C\t\n41-1\nBid\nArticle 41.1.D\t\n41-1\nApplication\nArticle 41.1.E\t\n41-1\nAbolishment\nArticle 41.1.F\t\n41-1\nReversion\nArticle 41.2.D.2\t\n41-2\nSeniority Tiebreaker\n\n\n----------------------------------------\n\n=== MATCH 'light duty' at 17472 ===\n\nfers\nReassignments (Transfers)\nTransfer Opportunities to Minimize Excessing\t\n12-26\nArticle 13 Assignment of Ill or Injured Regular \nWorkforce Employees\t\n13-1\nArticle 13.1\t\n13-1\nLimited Duty\nArticle 13.2.A\t\n13-1\nLocal Memorandum of Understanding \nThe Light Duty Request\nSecond Opinion\t\n13-2\nPublic Health Service\nArticle 13.2.B\t\n13-2\nPermanent Light Duty \nResolving Disagreements\nArticle 13.2.C and 13.3\t\n13-2\nLocal Implementation\t\nOut-of-Schedule Pay\t\n13-3\nGuarantees\nArticle 13.4.A\t\n13-3\nGeneral Policy Procedures\nArticle 13.4.C\t\n13-4\nArticle 13.4.F\t\n13-4\nPeriodic Review\nArticle 13.4.G\t\n13-4\nDisputes – Light Duty\nArticle 13.4.H\t\n13-4\nArticle 13.4.I\t\n13-4\nAssignment to Another Craft\nArticle 13.4.M\t\n13-5\nAdvance Local Notification\nArticle 13.5\t\n13-5\nPosting\n\n----------------------------------------\n\n=== MATCH 'restricted' at 12688 ===\n\nar\nArticle 10.4.B\t\n10-11\nArticle 10.4.C\t\n10-11\nIncidental Leave\nArticle 10.4.5\t\n10-11\nSick Leave\nPostal Support Employees\t\n10-12\nSick Leave Application\nSick Leave Authorization\nMedical Certification\t\n10-13\nAcceptable Certification\nExtended Absences \nRestricted Sick Leave\t\n10-14\nAdvance Sick Leave\nSick Leave for Dependent Care \nBereavement Leave\nMinimum Charge for Leave\t\n10-15\nLeave Without Pay (LWOP) \nLeave Without Pay – Step Deferral \nAdministrative Leave\t\n10-16\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 6\nTable of Contents, page 6\n\t\nPage\nTime Limitations Concerning Bone Marrow,\t\n Stem Cell, Blood Platelet, and Organ Donations\nContinuation of Pay\nCourt Leave\nCourt Leave – Employees in NTFT Duty Assignments\t\n10-17\n\n----------------------------------------\n\n=== MATCH 'Medical' at 12615 ===\n\n.3.F\t\n10-10\nJury Duty/Convention Leave\nArticle 10.4.A\t\n10-11\nNew Leave Year\nArticle 10.4.B\t\n10-11\nArticle 10.4.C\t\n10-11\nIncidental Leave\nArticle 10.4.5\t\n10-11\nSick Leave\nPostal Support Employees\t\n10-12\nSick Leave Application\nSick Leave Authorization\nMedical Certification\t\n10-13\nAcceptable Certification\nExtended Absences \nRestricted Sick Leave\t\n10-14\nAdvance Sick Leave\nSick Leave for Dependent Care \nBereavement Leave\nMinimum Charge for Leave\t\n10-15\nLeave Without Pay (LWOP) \nLeave Without Pay – Step Deferral \nAdministrative Leave\t\n10-16\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 6\nTable of Contents, page 6\n\t\nPage\nTime Limitations Concerning Bone Marrow,\t\n Stem Cell, Blood Platelet, and Organ Donations\nContinuatio\n\n----------------------------------------\n\n=== MATCH 'disability' at 40995 ===\n\neasonable period of waiting time prior to their testimony at the hearing and \nduring their actual testimony.\nACCOMMODATION FOR DEAF AND HARD OF HEARING\nManagement has an obligation to reasonably accommodate Deaf and Hard of Hearing \nemployees with a disability under the Rehabilitation Act (the “Act”) and applicants \nwho request assistance in communicating with or understanding others in work related \nsituations, such as but not limited to those stated below or in the Memorandum of \nUnderstanding regarding Reasonable Accommodation for the Deaf and Hard of Hearing \n(which is included in the National Agreement).\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 26\nArticle 2, page 2\n•\t During investigatory interviews, which may l\n\n----------------------------------------", "exit_code": 0, "error": null}

Assistant

{"output": "NO MATCH: Non-Driver Status\n\n=== MATCH 'NDS' at byte 1112 ===\n\nll continue to be updated with additional material as we continue to \nnarrow our differences and expand our joint understanding of the National Agreement. \nWe encourage you to use the JCIM to ensure contract compliance and to foster more \nprofessional working relationships.\nMichael Elston\t\nMark Dimondstein\nVice President\t\nPresident\nLabor Relations\t\nAmerican Postal Workers Union,\nUS Postal Service\t\nAFL-CIO\nNovember 2025\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\ni\nSummary of Changes, page 1\nJCIM 2025\nSummary of Changes \nNovember 2025\nThis document identifies the location of revisions and additions (BOLD PRINT) to \nJCIM 2025. All previous references to “man year” have been changed to “workyears” \nin the CBA and in the JCIM. Work-hours (hours of all crafts covered by the 1978 CBA) \nare computed by adding the t\n\n------------------------------------------------------------\nNO MATCH: non-driver\nNO MATCH: not qualified to drive\nNO MATCH: Other Services status\nNO MATCH: OS status\nNO MATCH: Operating Services status\nNO MATCH: no longer meets\nNO MATCH: medical disqualif\nNO MATCH: medical disqualification\nNO MATCH: unqualified as a driver\nNO MATCH: no longer can drive\n\n=== MATCH 'driver' at byte 28912 ===\n\nle 39.2.E\t\n39-9\nArticle 39.3\t\n39-9\nTools\nArticle 39.3.B\t\n39-9\nFirst Article Testing (FAT)\nArticle 39.3.C\t\n39-10\nArticle 39.3.E\t\n39-10\nBargaining Unit Details\nArticle 39.3.H\t\n39-10\nTraining Opportunities\nArticle 39.3.J\t\n39-10\nArticle 39.3.K\t\n39-10\nArticle 39 – Questions and Answers\t\n39-11\nCommercial Driver’s License (CDL) Training\n Automotive Mechanics and Technician \t\n39-28\nFrequently Asked Questions and Answers on the \n Lead Automotive Technician and \n Automotive Mechanic Upgrade\t\n39-30\nArticle 40 Operating Services Craft\t\n40-1\nArticle 40.3\t\n40-1\nEmployee Classification\nArticle 40.8.A.2\t\n40-1\nArticle 41 Material Support Craft\t\n41-1\nArticle 41.1.A\t\n41-1\nDuty Assignment\nArticle 41.1.B\t\n41-1\nPreferred Duty Assignment\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 20\nTable of Contents, page 20\n\t\nPage\nArticle 41.1.C\t\n41-1\nBid\nArticle 41.1.D\t\n41-1\nApplicat\n\n------------------------------------------------------------", "exit_code": 0, "error": null}

Assistant

{"output": "=== doc_ba0bb9bb6185_JCIM-2025-Web_BOOKMARKED_v4.pdf ===\n\nMATCH 'NDS ' at 52152\nen though there \nare no contract or LMOU provisions concerning the issue. \nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 31\nArticle 5, page 3\nChanging Past Practices\nThe manner by which a past practice can be changed depends on its purpose and how \nit arose. Past practices that implement or clarify existing contract language are treated \ndifferently than those concerning the “silent contract.”\nChanging Past Practices that Implement or Clarify Contract Language\nIf a binding past practice clarifies or implements a contract provision, it becomes, in \neffect, an unwritten part of that provision. Generally, it can only be changed by changing \nthe underlying contract language, or through bargaining.\nChanging Past Practice\n--------------------------------------------------\n\n=== doc_893c18605bb3_1986-2024-FINAL-Adopted_Labor_Management_Resolutions.pdf ===\n\nMATCH 'NDS ' at 28295\n................... 72 \nLIMITS ON OVERTIME ASSIGNMENTS UNLESS PART-TIME FLEXIBLE EMPLOYEES WORK EIGHT \n HOURS IN A DAY OR FORTY HOURS IN A WEEK .......................................................................................73 \nMAXIMIZE WEEKENDS OFF ...................................................................................................................................... 74 \nNO MORE THAN SIX DAYS WORK IN THE SERVICE WEEK .............................................................................. 74 \nPART-TIME FLEXIBLE LOANER WORK .................................................................................................................. 75 \nPART-TIME REGULARS TO WORK FIVE DAYS IN A SERVICE WEEK ......................\n--------------------------------------------------\n\nMATCH 'no longer qualifies' at 554279\nve to help someone in need, \nWHEREAS, the leave donated is a negotiated benefit and should not be given up, and \nWHEREAS, any unused leave, donated to an employee, is lost and taken back by the USPS, \ntherefore be it \nResolved, that once an employee no longer qualifies for use of leave donated to them, that \nthe remaining donated leave be re-donated, paid forward, to whomever the original \nrecipient or legal representative deems to. \nAdopted 2010 \nUNUSED DONATED SICK LEAVE \n-103-\nWHEREAS, recipients of donated leave nay not be able to use donated leave due to them \nrecovering from their illness and returning back to duty before exhausting the generous donation \nor they are separated from the USPS or meet with an untimely death, and \nWHEREAS, the donated leave\n--------------------------------------------------", "exit_code": 0, "error": null}

Assistant

{"output": "driver occurrences: 43\n\n--- match 1 at 28912 ---\n39.3.E\t\n39-10\nBargaining Unit Details\nArticle 39.3.H\t\n39-10\nTraining Opportunities\nArticle 39.3.J\t\n39-10\nArticle 39.3.K\t\n39-10\nArticle 39 – Questions and Answers\t\n39-11\nCommercial Driver’s License (CDL) Training\n Automotive Mechanics and Technician \t\n39-28\nFrequently Asked Questions and Answers on the \n Lead Automotive Technician and \n Automotive Mechanic Upgrade\t\n39-30\nArticle 40 Operating Services Craft\t\n40-1\nArticle 40.3\t\n40-1\nEmployee Cl\n\n--- match 2 at 441761 ---\nr the decision. The management review must give careful consideration to:\n◦\t the nature, severity and recency of the incident(s) which led to the revocation or \nsuspension;\n◦\t any driver’s training or retraining courses completed from private schools, state \nsponsored courses, or Postal Service training programs, especially when directly \nrelevant to the incident(s) that led to the revocation;\n◦\t successful participation in an EAP program, when relevant to\n\n--- match 3 at 442799 ---\n bargaining unit employee’s driving privileges \nunder certain specified circumstances:\n•\t Automatically and concurrently with the suspension or revocation of the employee’s \nstate driver’s license. Automatic reinstatement of postal driving privileges must \nfollow reinstatement of the state driver’s license.\n•\t Temporarily following a vehicle accident, in which case a full review of the accident \nwill be made as soon as possible, but not later than fourteen\n\n--- match 4 at 442910 ---\ncurrently with the suspension or revocation of the employee’s \nstate driver’s license. Automatic reinstatement of postal driving privileges must \nfollow reinstatement of the state driver’s license.\n•\t Temporarily following a vehicle accident, in which case a full review of the accident \nwill be made as soon as possible, but not later than fourteen days, and the employee’s \ndriving privileges must either be reinstated, suspended for a specified period of ti\n\n--- match 5 at 443399 ---\n or revoked as warranted.\nEach incident should be individually investigated to determine what action, if any, is \nappropriate consistent with Article 29, and the provisions of the driver training program \nas reflected in USPS Handbook EL-804, Safe Driver Program, or subsequent regulation \nwhich provides guidance for the review of driving privileges.\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 181\nArticle 30, page 1\nARTICLE 30\n\n--- match 6 at 443467 ---\ntigated to determine what action, if any, is \nappropriate consistent with Article 29, and the provisions of the driver training program \nas reflected in USPS Handbook EL-804, Safe Driver Program, or subsequent regulation \nwhich provides guidance for the review of driving privileges.\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 181\nArticle 30, page 1\nARTICLE 30\nLOCAL IMPLEMENTATION\nArticle 30.A\t\nLOCAL MEMORANDUM OF UNDERSTANDIN\n\n--- match 7 at 735153 ---\ncord is considered when \ndetermining whether to revoke or suspend driving privileges. However, employees \nassigned to operate postal vehicles are required to possess a valid state driver’s \nlicense and to inform their supervisor if their state driver’s license is suspended or \nrevoked. The driving privileges of employees without a state driver’s license are \nautomatically suspended. Employees who have their driving privileges suspended \nsolely due to the a\n\n--- match 8 at 735217 ---\nd driving privileges. However, employees \nassigned to operate postal vehicles are required to possess a valid state driver’s \nlicense and to inform their supervisor if their state driver’s license is suspended or \nrevoked. The driving privileges of employees without a state driver’s license are \nautomatically suspended. Employees who have their driving privileges suspended \nsolely due to the absence of a state driver’s license, will have their driving priv\n\n--- match 9 at 735312 ---\nossess a valid state driver’s \nlicense and to inform their supervisor if their state driver’s license is suspended or \nrevoked. The driving privileges of employees without a state driver’s license are \nautomatically suspended. Employees who have their driving privileges suspended \nsolely due to the absence of a state driver’s license, will have their driving privileges \nreinstated when they obtain a valid state driver’s license.\n10.\t\nIs management responsi\n\n--- match 10 at 735451 ---\n privileges of employees without a state driver’s license are \nautomatically suspended. Employees who have their driving privileges suspended \nsolely due to the absence of a state driver’s license, will have their driving privileges \nreinstated when they obtain a valid state driver’s license.\n10.\t\nIs management responsible for making reasonable efforts to maintain an adequate \nhiring roster to fill motor vehicle vacancies?\nResponse: Yes.\n11.\t\nCan an unassi\n\n--- match 11 at 735547 ---\ns who have their driving privileges suspended \nsolely due to the absence of a state driver’s license, will have their driving privileges \nreinstated when they obtain a valid state driver’s license.\n10.\t\nIs management responsible for making reasonable efforts to maintain an adequate \nhiring roster to fill motor vehicle vacancies?\nResponse: Yes.\n11.\t\nCan an unassigned full-time regular Motor Vehicle Craft employee’s assignment be \nchanged weekly?\nResponse: N\n\n--- match 12 at 739863 ---\ne is no vehicle maintenance facility in that installation the vehicle operator \nmay be required to gas his/her assigned vehicle. At facilities with automated fueling \nsystems, the driver fuels his/her assigned vehicle.\nExcept in states where the purchase of commercial fuel is outside the USPS \nmaintenance facilities and fueling of vehicle is prohibited; such as New Jersey, \nOregon, etc.\n24.\t\nAre Motor Vehicle Craft employees allowed to bid on vacant Motor \n\n--- match 13 at 742046 ---\ny bid on duty assignments that \nare vacant for ten (10) or more days; in accordance with the provisions outlined in \nArticle 39.1. J\n28.\t\nWhich employees must possess a Commercial Driver’s License (CDL)?\nResponse: Tractor-Trailer Operators, Motor Vehicle Operators and vehicle \nmaintenance personnel who operate commercial vehicles must possess a CDL. \nOther Motor Vehicle Craft employees (i.e., body and fender specialist, painters, \netc.) are not required to\n\n--- match 14 at 745181 ---\noes a current position description assigned to the Motor Vehicle Craft include the \nfunction of familiarizing and qualifying employees on power industrial equipment?\nResponse: The Driver Safety Instructor.\n35.\t\nHow is the Driver Safety Instructor selected?\nResponse: On a best qualified, office wide basis, regardless of craft.\n36.\t\nAre Motor Vehicle Operators required to have a Class A Commercial Driver’s \nLicense?\nResponse: No, it is not the policy of the \n\n--- match 15 at 745223 ---\nd to the Motor Vehicle Craft include the \nfunction of familiarizing and qualifying employees on power industrial equipment?\nResponse: The Driver Safety Instructor.\n35.\t\nHow is the Driver Safety Instructor selected?\nResponse: On a best qualified, office wide basis, regardless of craft.\n36.\t\nAre Motor Vehicle Operators required to have a Class A Commercial Driver’s \nLicense?\nResponse: No, it is not the policy of the Postal Service to require the tractor-trai\n\n--- match 16 at 745400 ---\nhe Driver Safety Instructor selected?\nResponse: On a best qualified, office wide basis, regardless of craft.\n36.\t\nAre Motor Vehicle Operators required to have a Class A Commercial Driver’s \nLicense?\nResponse: No, it is not the policy of the Postal Service to require the tractor-trailer \ndriving test for a Motor Vehicle Operator position.\n37.\t\nMay a vacant duty assignment be reverted once it has been posted for bid and no \nbids are received?\nResponse: Norma\n\n--- match 17 at 746386 ---\nn \nfor all vehicles that he/she operates while on duty?\nResponse: Yes, to receive a certification of vehicle familiarization and safe \noperation, employees must have a valid state driver’s license, pass the Postal \nService driving test, and have a satisfactory driving history.\n39.\t\nMay a supervisor perform intermittent dispatching duties for the purpose of \nproviding relief to the Vehicle Operations Assistant or because of unforeseen \ncircumstances?\nRespon\n\n--- match 18 at 747352 ---\nees returning to duty after alcohol or drug treatment may also be \nsubject to return-to-duty and unannounced follow-up testing. Any employee who \nhas acquired or uses a commercial driver’s license during the course of his/her \npostal employment must be randomly drug tested, including career employees and \nsupervisors.\n41.\t\nWhat is the testing cycle regarding random drug and alcohol testing for employees \nholding a commercial driver’s license (CDL) in accor\n\n--- match 19 at 747601 ---\n be randomly drug tested, including career employees and \nsupervisors.\n41.\t\nWhat is the testing cycle regarding random drug and alcohol testing for employees \nholding a commercial driver’s license (CDL) in accordance with DOT and Federal \nMotor Carrier Safety Administration (FMCSA)?\nResponse: The cycle for random drug and alcohol testing is 14 days. Employees \nrandomly selected for a DOT drug and or alcohol test, may be scheduled for a \ntest(s) at any time\n\n--- match 20 at 752438 ---\nduled by postal \nmanagement, occur on the clock and are paid for by the Postal Service. Physicals \nare provided upon request by the Postal Service with a contract supplier.\n54.\t\nA driver is instructed to report for an alcohol test and a drug test within two (2) hours \nof an accident. Does the driver remain on the clock until the testing is completed? Is \nthe driver required to take both the drug and the alcohol test?\nResponse: Yes, the driver will remain o\n\n--- match 21 at 752552 ---\non request by the Postal Service with a contract supplier.\n54.\t\nA driver is instructed to report for an alcohol test and a drug test within two (2) hours \nof an accident. Does the driver remain on the clock until the testing is completed? Is \nthe driver required to take both the drug and the alcohol test?\nResponse: Yes, the driver will remain on the clock until both tests are administered. \nThe employee is required to take both tests.\n55.\t\nIn a return-to-d\n\n--- match 22 at 752619 ---\nriver is instructed to report for an alcohol test and a drug test within two (2) hours \nof an accident. Does the driver remain on the clock until the testing is completed? Is \nthe driver required to take both the drug and the alcohol test?\nResponse: Yes, the driver will remain on the clock until both tests are administered. \nThe employee is required to take both tests.\n55.\t\nIn a return-to-duty situation, is the employee required to take both an alcohol and\n\n--- match 23 at 752698 ---\n) hours \nof an accident. Does the driver remain on the clock until the testing is completed? Is \nthe driver required to take both the drug and the alcohol test?\nResponse: Yes, the driver will remain on the clock until both tests are administered. \nThe employee is required to take both tests.\n55.\t\nIn a return-to-duty situation, is the employee required to take both an alcohol and a \ndrug test?\nResponse: No. An employee who tested positive for alcohol will b\n\n--- match 24 at 757168 ---\nployee is unable to be called upon at any time to operate a commercial \nmotor vehicle (CMV), even on an occasional or emergency basis, is that employee \nwho possesses a commercial driver’s license (CDL) required to remain and \nparticipate in Department of Transportation (DOT) drug and alcohol pools and \ntesting?\nResponse: The Postal Service will not require the employee to remain and \nparticipate in DOT drug and alcohol pools and testing if the employee is\n\n--- match 25 at 759002 ---\n such time as the employee returns to a safety-sensitive \nposition. Consistent with Management Instruction, PO-720-2010-1, Alcohol \nand Drug testing of Employees with a Commercial Driver’s License, Appendix \nE, which states, “Discipline up to and including “last chance agreement” \nmay be given in accordance with normal disciplinary procedures. The terms \nand conditions of the last chance agreement should be related and relevant to \nnotification of a positi\n\n--- match 26 at 760777 ---\nther revocation is appropriate.\n70.\t\nCan the USPS revoke or suspend an employee’s driving privileges when the on-\nduty record of that employee shows that the employee is an unsafe driver?\nResponse: Yes.\n71.\t\nWhen the opportunity for conversion to full-time occurs, who is converted?\nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 314\nArticle 39, page 22\nResponse: The part-time flexible with the highest standing on the rolls would \n\n--- match 27 at 763155 ---\nment dated June 9th, 2023. Case #6x 21V-6X-C 23118989.\n76.\t\nDoes the Postal Service have a policy that automatically disallows insulin dependent \ndiabetics with a valid commercial driver’s license from operating a U.S. Postal \nService commercial motor vehicle which weighs 26,001 pounds or greater?\nResponse: No. Such drivers must now undergo an individual medical assessment \nto determine if they are qualified to operate a U.S. Postal Service commercial moto\n\n--- match 28 at 763293 ---\nendent \ndiabetics with a valid commercial driver’s license from operating a U.S. Postal \nService commercial motor vehicle which weighs 26,001 pounds or greater?\nResponse: No. Such drivers must now undergo an individual medical assessment \nto determine if they are qualified to operate a U.S. Postal Service commercial motor \nvehicle\n77.\t\nCan MVS Career employees have split days off?\nResponse: Employees occupying FTR duty assignments in postal installations \n\n\n--- match 29 at 769056 ---\nnit work unless one of the exceptions \nprovided for in Article 1.6 applies. This also applies when conducting Zero Base or \nsimilar management reviews.\n89.\t\nWhat is the level of a Driver Safety Instructor?\nResponse: The Driver Safety Instructor’s position was upgraded from the level \nPS-07 to the level PS-08 in 2017.\n90.\t\nIs it permissible for a Supervisor to perform the duties of a Clerk Vehicle Dispatcher?\nResponse: It is permissible for the Supervisor, \n\n--- match 30 at 769096 ---\nrovided for in Article 1.6 applies. This also applies when conducting Zero Base or \nsimilar management reviews.\n89.\t\nWhat is the level of a Driver Safety Instructor?\nResponse: The Driver Safety Instructor’s position was upgraded from the level \nPS-07 to the level PS-08 in 2017.\n90.\t\nIs it permissible for a Supervisor to perform the duties of a Clerk Vehicle Dispatcher?\nResponse: It is permissible for the Supervisor, Transportation Operations (STO) \nto perf\n\n--- match 31 at 769967 ---\n\nmust be performed by bargaining unit employees of the MVS Craft. \nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 317\nArticle 39, page 25\n91.\t\nAre USPS Drivers exempt from certain DOT requirements?\nResponse: USPS drivers holding a CDL are required to self-certify to their state \nthat they operate or expect to operate in “in excepted interstate commerce” which \nwill result in PVS drivers being exempt from the interstate requireme\n\n--- match 32 at 770028 ---\naft. \nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 317\nArticle 39, page 25\n91.\t\nAre USPS Drivers exempt from certain DOT requirements?\nResponse: USPS drivers holding a CDL are required to self-certify to their state \nthat they operate or expect to operate in “in excepted interstate commerce” which \nwill result in PVS drivers being exempt from the interstate requirements. \nA USPS driver excepted from the interstate requirement,\n\n--- match 33 at 770197 ---\nonse: USPS drivers holding a CDL are required to self-certify to their state \nthat they operate or expect to operate in “in excepted interstate commerce” which \nwill result in PVS drivers being exempt from the interstate requirements. \nA USPS driver excepted from the interstate requirement, after self-certification will \nstill be allowed to cross state lines in the course of performing their driving duties \nwith the USPS. In addition, the Postal Service wi\n\n--- match 34 at 770260 ---\no their state \nthat they operate or expect to operate in “in excepted interstate commerce” which \nwill result in PVS drivers being exempt from the interstate requirements. \nA USPS driver excepted from the interstate requirement, after self-certification will \nstill be allowed to cross state lines in the course of performing their driving duties \nwith the USPS. In addition, the Postal Service will instruct the medical contract unit \nperforming the DOT medic\n\n--- match 35 at 770569 ---\nse of performing their driving duties \nwith the USPS. In addition, the Postal Service will instruct the medical contract unit \nperforming the DOT medical examinations that all PVS drivers holding a CDL are \nexcluded from the DOT interstate requirement and the only requirement for MVS \npositions is an intrastate CDL, provided the driver has self-certified to their state.\n92.\t\nAre PVS drivers required to use scanners as part of the Surface Visibility (SV) \np\n\n--- match 36 at 770720 ---\nal examinations that all PVS drivers holding a CDL are \nexcluded from the DOT interstate requirement and the only requirement for MVS \npositions is an intrastate CDL, provided the driver has self-certified to their state.\n92.\t\nAre PVS drivers required to use scanners as part of the Surface Visibility (SV) \nprogram?\nResponse: Yes, although no group of employees have exclusive jurisdiction over \nthe use of hand-held scanners and scanning may be performed by \n\n--- match 37 at 770775 ---\n\nexcluded from the DOT interstate requirement and the only requirement for MVS \npositions is an intrastate CDL, provided the driver has self-certified to their state.\n92.\t\nAre PVS drivers required to use scanners as part of the Surface Visibility (SV) \nprogram?\nResponse: Yes, although no group of employees have exclusive jurisdiction over \nthe use of hand-held scanners and scanning may be performed by any craft as an \nintegral part of their duties.\n93.\t\nDo\n\n--- match 38 at 772901 ---\nquired to use their personal cell phone in the \nperformance of their duties. Supervisors should only attempt to contact employees \nvia phone at their scheduled stops and not while driver is on the road. Motor Vehicle \nCraft employees may pull off the road to use a cell phone, provided there is a safe \nlocation to do so.\n97.\t\nAre Motor Vehicle Service (MVS) operators who perform safety sensitive \nwork in Puerto Rico required to sign the Federal Motor Carrie\n\n--- match 39 at 774151 ---\neld in place and will not advance to the next salary rate until their \nForm 50 grade and step catches up through the normal step progression.\n99.\t\nMay Rural Letter Carriers bid on Driver Safety Instructor (DSI) positions? \nResponse: No. Rural letter carriers are not eligible to bid under Article 39.2.A.11, \nfor DSI positions in the installations or facilities where DSI positions are \ndomiciled. Rural Letter carriers may apply for DSI positions in accordanc\n\n--- match 40 at 776525 ---\nto the body. Managers should schedule immediate \nrepairs, as needed. \nUSPS-APWU Joint Contract Interpretation Manual\t\n\t\nNovember 2025\nPage | 320\nArticle 39, page 28\nCommercial Driver’s License (CDL) Training\nAutomotive Mechanics and Technicians\n(Memorandum of Understanding 8/18/15)\n•\t Local Vehicle Maintenance management may optionally require applicants to obtain \na Commercial Driver’s License within 89 days of employment or bid assignment. Not \nall v", "exit_code": 0, "error": null}

Assistant

Short answer from the **provided PDFs**: There doesn’t appear to be a single APWU/USPS motor-vehicle-specific section titled **“Non-Driver Status” or “NDS”** in the JCIM extract. What I do find under MVS-related material are **driver qualification/suspension rules** plus broader **illness/injury limited-duty provisions** in **Article 13** of the JCIM.

### What the extracted references show

**From JCIM-2025 (via text extraction):**
- **Table of contents** lists **Article 13 — Assignment of Ill or Injured Regular Workforce Employees** covering:
- 13.1 Limited Duty
- 13.2 Local Memorandum of Understanding; The Light Duty Request; Second Opinion; Permanent Light Duty
- 13.4 Disputes – Light Duty; Assignment to Another Craft; Advance Local Notification; Posting
- **MVS Article 39 Q&As** (no “NDS” label, but adjacent rules):
- Driving privileges automatically suspended when state CDL is suspended/revoked.
- Employee must possess valid state driver’s license to operate postal vehicles.
- If suspended solely due to absence of state license: privilege reinstated when valid license obtained.
- Management must document disciplinary/unsafe-driver decisions.
- Drug/alcohol testing requirements for CDL holders (DOT/FMCSA); excused interstate if self-certified intrastate.
- Medical assessment over blanket disqualification (e.g., insulin-dependent diabetics).

**From ELM-55 (as previously cited):**
- **Ch. 8 §831.32/.33**: Driver selection/training/supervision, defensive driving, cell-phone policy, accident analysis.

### How this maps to your question
In APWU practice, when a driver cannot medically drive:
1. **Limited/light duty** under **Article 13** typically applies.
2. If no suitable limited-duty assignment exists in MVS, reassignment or separation rules depend on local LMOUs and the “other services” or non-driving craft options in the installation.
3. I did **not** find an explicit MVS section calling this “NDS” in the JCIM extract — it is usually handled via LMOUs and administrative/vacancy reassignment rather than a named status.

### Notable caveat
The JCIM is **primarily an index/Q&A style extract** in this reference; it is not the full CBA text. If you need the full local memorandum details or Article 13 wording as it applies to MVS conversions in Gary/Chicago, I should pull the **broader CBA 2024–2027 PDF** rather than rely on this JCIM outline.

Want me to extract Article 13 and any MVS-relevant “ill or injured” content from the larger APWU CBA PDF next?

User

Yes

Assistant

{"output": "", "exit_code": 1, "error": null, "exit_code_meaning": "No matches found (not an error)"}

Assistant

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Assistant

{"output": "opening /tmp/apwu-cba-2024-2027.pdf\nchars 839843 pages 536\nsaved to /tmp/apwu-cba-2024-2027.txt", "exit_code": 0, "error": null}

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{"output": "ARTICLE 13: 9 hits; first few: [51, 4348, 4355, 4391, 4429, 4465, 4502, 4539, 11567]\nArticle 13: 9 hits; first few: [51, 4348, 4355, 4391, 4429, 4465, 4502, 4539, 11567]\nAssignment of Ill or Injured: 3 hits; first few: [52, 4349, 10465]\nOperating Services: 17 hits; first few: [91, 357, 379, 10087, 10224, 10226, 10342, 10358, 10535, 10551]\nMaterial Support: 24 hits; first few: [93, 10742, 10814, 10819, 10821, 10939, 10941, 10949, 18111, 18323]\nLimited Duty: 3 hits; first few: [943, 4552, 11314]\nLimited duty: 3 hits; first few: [943, 4552, 11314]\nNDS: 29 hits; first few: [3437, 3634, 3713, 4693, 4744, 5700, 6013, 6292, 6504, 6515]\nlight duty: 44 hits; first few: [4363, 4372, 4387, 4403, 4417, 4423, 4433, 4436, 4439, 4441]\nLight Duty: 44 hits; first few: [4363, 4372, 4387, 4403, 4417, 4423, 4433, 4436, 4439, 4441]\nnot qualified: 5 hits; first few: [7848, 7927, 8294, 9620, 16003]\nnot qualified to drive: 1 hits; first few: [9620]", "exit_code": 0, "error": null}

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{"output": "wrote /tmp/apwu-cba-window-article13-lightduty.txt lines 4340-4620\nwrote /tmp/apwu-cba-window-not-qualified-1.txt lines 7830-8100\nwrote /tmp/apwu-cba-window-not-qualified-drive.txt lines 9280-9660\nwrote /tmp/apwu-cba-window-nds-1.txt lines 3430-3660\nwrote /tmp/apwu-cba-window-nds-2.txt lines 4620-4900\nwrote /tmp/apwu-cba-window-nds-3.txt lines 6250-6600", "exit_code": 0, "error": null}

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{"output": "Section 6. Transfers\nA.\tInstallation heads will consider requests for transfers \nsubmitted by employees from other installations. \nB. \tProviding a written request for a voluntary transfer has \nbeen submitted, a written acknowledgment shall be given in a \ntimely manner. \n(See Memos, pages 317, 321, and 327)\nARTICLE 13\nASSIGNMENT OF ILL OR INJURED REGULAR\nWORKFORCE EMPLOYEES\nSection 1. Introduction\nA.\tPart-time fixed schedule employees assigned in the craft \nunit shall be considered to be in a separate category. All provisions \n67\nArticle 13.2.B.1\nof this Article apply to part-time fixed schedule employees within \ntheir own category. \nB.\t The U. S. Postal Service and the Union recognizing their \nresponsibility to aid and assist deserving full-time regular or \npart-time flexible employees who through illness or injury are \nunable to perform their regularly assigned duties, agree to \nthe following provisions and conditions for reassignment to \ntemporary or permanent light duty or other assignments. It will \nbe the responsibility of each installation head to implement the \nprovisions of this Agreement within the installation, after local \nnegotiations. \nSection 2. Employee’s Request for Reassignment\nA.\tTemporary Reassignment\nAny full-time regular or part-time flexible employee recuperating \nfrom a serious illness or injury and temporarily unable to perform \nthe assigned duties may voluntarily submit a written request to \nthe installation head for temporary assignment to a light duty or \nother assignment. The request shall be supported by a medical \nstatement from a licensed physician or by a written statement from \na licensed chiropractor stating, when possible, the anticipated \nduration of the convalescence period. Such employee agrees to \nsubmit to a further examination by a Public Health Service doctor \nor physician designated by the installation head, if that official \nso requests. \nB.\tPermanent Reassignment\n1.\t Any ill or injured full-time regular or part-time flexible \nemployee having a minimum of five (5) years of postal \nservice, or any full-time regular or part-time flexible \nemployee who sustained injury on duty, regardless \nof years of service, while performing the assigned \nduties can submit a voluntary request for permanent \nreassignment to light duty or other assignment to the \ninstallation head if the employee is permanently unable \nto perform all or part of the assigned duties. The request \n68\nArticle 13.2.B.1\nshall be accompanied by a medical certificate from \nthe United States Public Health Service or a physician \ndesignated by the installation head giving full evidence \nof the physical condition of the employee, the need \nfor reassignment, and the ability of the employee to \nperform other duties. A certificate from the employee’s \npersonal physician will not be acceptable.\n2.\t The following procedures are the exclusive procedures \nfor resolving a disagreement between the employee’s \nphysician and the physician designated by the USPS \nconcerning the medical condition of an employee who \nhas requested a permanent light duty assignment. These \nprocedures shall not apply to cases where the employee’s \nmedical condition arose out of an occupational illness or \ninjury. On request of the Union, a third physician will be \nselected from a list of five (5) Board Certified Specialists \nin the medical field for the condition in question, the list \nto be supplied by the local Medical Society. The physician \nwill be selected by the alternate striking of names from \nthe list by the Union and the Employer. The Employer \nwill supply the selected physician with all relevant facts \nincluding job description and occupational physical \nrequirements. The decision of the third physician will \nbe final as to the employee’s medical condition and \noccupational limitations, if any. Any other issues relating \nto the employee’s entitlement to a light duty assignment \nshall be resolved through the grievance-arbitration \nprocedure. The costs of the services of the third physician \nshall be shared by the Union and the Employer. \nC.\t Installation heads shall show the greatest consideration \nfor full-time regular or part-time flexible employees requiring \nlight duty or other assignments, giving each request careful \nattention, and reassign such employees to the extent possible in \nthe employee’s office. When a request is refused, the installation \nhead shall notify the concerned employee in writing, stating the \nreasons for the inability to reassign the employee.\n69\nArticle 13.4.A\nSection 3. Local Implementation\nDue to varied size installations and conditions within installations, \nthe following important items having a direct bearing on \nthese reassignment procedures (establishment of light duty \nassignments) should be determined by local negotiations.\nA.\tThrough local negotiations, each office will establish the \nassignments that are to be considered light duty within each \ncraft represented in the office. These negotiations should explore \nways and means to make adjustments in normal assignments, \nto convert them to light duty assignments without seriously \naffecting the production of the assignment. \nB.\t Light duty assignments may be established from part-time \nhours, to consist of eight (8) hours or less in a service day and \n40 hours or less in a service week. The establishment of such \nassignment does not guarantee any hours to a part-time flexible \nemployee. \nC.\tNumber of Light Duty Assignments. The number of \nassignments within each craft that may be reserved for temporary \nor permanent light duty assignments, consistent with good business \npractices, shall be determined by past experience as to the number \nof reassignments that can be expected during each year, and the \nmethod used in reserving these assignments to ensure that no \nassigned full-time regular employee will be adversely affected, will \nbe defined through local negotiations. The light duty employee’s \ntour hours, work location and basic work week shall be those of the \nlight duty assignment and the needs of the service, whether or not \nthe same as for the employee’s previous duty assignment. \nSection 4. General Policy Procedures\nA.\tEvery effort shall be made to reassign the concerned \nemployee within the employee’s present craft or occupational \ngroup, even if such assignment reduces the number of hours of", "exit_code": 0, "error": null}

Assistant

{"output": "001: Section 6. Transfers\n002: A.\tInstallation heads will consider requests for transfers \n003: submitted by employees from other installations. \n004: B. \tProviding a written request for a voluntary transfer has \n005: been submitted, a written acknowledgment shall be given in a \n006: timely manner. \n007: (See Memos, pages 317, 321, and 327)\n008: ARTICLE 13\n009: ASSIGNMENT OF ILL OR INJURED REGULAR\n010: WORKFORCE EMPLOYEES\n011: Section 1. Introduction\n012: A.\tPart-time fixed schedule employees assigned in the craft \n013: unit shall be considered to be in a separate category. All provisions \n014: 67\n015: Article 13.2.B.1\n016: of this Article apply to part-time fixed schedule employees within \n017: their own category. \n018: B.\t The U. S. Postal Service and the Union recognizing their \n019: responsibility to aid and assist deserving full-time regular or \n020: part-time flexible employees who through illness or injury are \n021: unable to perform their regularly assigned duties, agree to \n022: the following provisions and conditions for reassignment to \n023: temporary or permanent light duty or other assignments. It will \n024: be the responsibility of each installation head to implement the \n025: provisions of this Agreement within the installation, after local \n026: negotiations. \n027: Section 2. Employee’s Request for Reassignment\n028: A.\tTemporary Reassignment\n029: Any full-time regular or part-time flexible employee recuperating \n030: from a serious illness or injury and temporarily unable to perform \n031: the assigned duties may voluntarily submit a written request to \n032: the installation head for temporary assignment to a light duty or \n033: other assignment. The request shall be supported by a medical \n034: statement from a licensed physician or by a written statement from \n035: a licensed chiropractor stating, when possible, the anticipated \n036: duration of the convalescence period. Such employee agrees to \n037: submit to a further examination by a Public Health Service doctor \n038: or physician designated by the installation head, if that official \n039: so requests. \n040: B.\tPermanent Reassignment\n041: 1.\t Any ill or injured full-time regular or part-time flexible \n042: employee having a minimum of five (5) years of postal \n043: service, or any full-time regular or part-time flexible \n044: employee who sustained injury on duty, regardless \n045: of years of service, while performing the assigned \n046: duties can submit a voluntary request for permanent \n047: reassignment to light duty or other assignment to the \n048: installation head if the employee is permanently unable \n049: to perform all or part of the assigned duties. The request \n050: 68\n051: Article 13.2.B.1\n052: shall be accompanied by a medical certificate from \n053: the United States Public Health Service or a physician \n054: designated by the installation head giving full evidence \n055: of the physical condition of the employee, the need \n056: for reassignment, and the ability of the employee to \n057: perform other duties. A certificate from the employee’s \n058: personal physician will not be acceptable.\n059: 2.\t The following procedures are the exclusive procedures \n060: for resolving a disagreement between the employee’s \n061: physician and the physician designated by the USPS \n062: concerning the medical condition of an employee who \n063: has requested a permanent light duty assignment. These \n064: procedures shall not apply to cases where the employee’s \n065: medical condition arose out of an occupational illness or \n066: injury. On request of the Union, a third physician will be \n067: selected from a list of five (5) Board Certified Specialists \n068: in the medical field for the condition in question, the list \n069: to be supplied by the local Medical Society. The physician \n070: will be selected by the alternate striking of names from \n071: the list by the Union and the Employer. The Employer \n072: will supply the selected physician with all relevant facts \n073: including job description and occupational physical \n074: requirements. The decision of the third physician will \n075: be final as to the employee’s medical condition and \n076: occupational limitations, if any. Any other issues relating \n077: to the employee’s entitlement to a light duty assignment \n078: shall be resolved through the grievance-arbitration \n079: procedure. The costs of the services of the third physician \n080: shall be shared by the Union and the Employer. \n081: C.\t Installation heads shall show the greatest consideration \n082: for full-time regular or part-time flexible employees requiring \n083: light duty or other assignments, giving each request careful \n084: attention, and reassign such employees to the extent possible in \n085: the employee’s office. When a request is refused, the installation \n086: head shall notify the concerned employee in writing, stating the \n087: reasons for the inability to reassign the employee.\n088: 69\n089: Article 13.4.A\n090: Section 3. Local Implementation\n091: Due to varied size installations and conditions within installations, \n092: the following important items having a direct bearing on \n093: these reassignment procedures (establishment of light duty \n094: assignments) should be determined by local negotiations.\n095: A.\tThrough local negotiations, each office will establish the \n096: assignments that are to be considered light duty within each \n097: craft represented in the office. These negotiations should explore \n098: ways and means to make adjustments in normal assignments, \n099: to convert them to light duty assignments without seriously \n100: affecting the production of the assignment. \n101: B.\t Light duty assignments may be established from part-time \n102: hours, to consist of eight (8) hours or less in a service day and \n103: 40 hours or less in a service week. The establishment of such \n104: assignment does not guarantee any hours to a part-time flexible \n105: employee. \n106: C.\tNumber of Light Duty Assignments. The number of \n107: assignments within each craft that may be reserved for temporary \n108: or permanent light duty assignments, consistent with good business \n109: practices, shall be determined by past experience as to the number \n110: of reassignments that can be expected during each year, and the \n111: method used in reserving these assignments to ensure that no \n112: assigned full-time regular employee will be adversely affected, will \n113: be defined through local negotiations. The light duty employee’s \n114: tour hours, work location and basic work week shall be those of the \n115: light duty assignment and the needs of the service, whether or not \n116: the same as for the employee’s previous duty assignment. \n117: Section 4. General Policy Procedures\n118: A.\tEvery effort shall be made to reassign the concerned \n119: employee within the employee’s present craft or occupational \n120: group, even if such assignment reduces the number of hours of \n121: work for the PSEs. After all efforts are exhausted in this area, \n122: consideration will be given to reassignment to another craft or \n123: occupational group within the same installation.\n124: 70\n125: Article 13.4.B\n126: B.\t The full-time regular or part-time flexible employee must \n127: be able to meet the qualifications of the position to which the \n128: employee is reassigned on a permanent basis. On a temporary \n129: reassignment, qualifications can be modified provided excessive \n130: hours are not used in the operation. \n131: C.\tThe reassignment of a full-time regular or part-time \n132: flexible employee to a temporary or permanent light duty or other \n133: assignment shall not be made to the detriment of any full-time \n134: regular on a scheduled assignment or give a reassigned part-\n135: time flexible preference over other part-time flexible employees.\n136: D.\tThe reassignment of a full-time regular or part-time flexible \n137: employee under the provisions of this Article to an agreed-upon \n138: light duty temporary or permanent or other assignment within \n139: the office, such as type of assignment, area of assignment, hours \n140: of duty, etc., will be the decision of the installation head who \n141: will be guided by the examining physician’s report, employee’s \n142: ability to reach the place of employment and ability to perform \n143: the duties involved.\n144: E.\t An additional full-time regular position can be authorized \n145: within the craft or occupational group to which the employee is \n146: being reassigned, if the additional position can be established \n147: out of the part-time hours being used in that operation without \n148: increasing the overall hour usage. If this cannot be accomplished, \n149: then consideration will be given to reassignment to an existing \n150: vacancy. \n151: F.\t The installation head shall review each light duty \n152: reassignment at least once each year, or at any time the \n153: installation head has reason to believe the incumbent is able to \n154: perform satisfactorily in other than the light duty assignment \n155: the employee occupies. This review is to determine the need for \n156: continuation of the employee in the light duty assignment. Such \n157: employee may be requested to submit to a medical review by the \n158: United States Public Health Service or by a physician designated \n159: by the installation head if the installation head believes such \n160: examination to be necessary.", "exit_code": 0, "error": null}

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{"output": "Article 10.3.E\nE.\t The vacation period shall start on the first day of the \nemployee’s basic work week. Exceptions may be granted by \nagreement among the employee, the Union representative and \nthe Employer. \nF.\t An employee who is called for jury duty during the \nemployee’s scheduled choice vacation period or who attends a \nNational, State or Regional Convention (Assembly) during the \nchoice vacation period is eligible for another available period \nprovided this does not deprive any other employee of first choice \nfor scheduled vacation. \nSection 4. Vacation Planning\nThe following general rules shall be observed in implementing the \nvacation planning program:\nA.\tThe Employer shall, no later than November 1, publicize on \nbulletin boards and by other appropriate means the beginning \ndate of the new leave year, which shall begin with the first day of \nthe first full pay period of the calendar year.\nB.\t The installation head shall meet with the representatives \nof the Union to review local service needs as soon after January 1 \nas practical. The installation head shall then:\n1.\t determine the amount of annual leave accrued to each \nemployee’s credit including that for the current year \nand the amount he/she expects to take in the current \nyear;\n2.\t determine a final date for submission of applications \nfor vacation period(s) of the employee’s choice during \nthe choice vacation period(s); \n3.\t provide official notice to each employee of the vacation \nschedule approved for each employee.\n(See Memo, page 303)\nC.\tA procedure in each office for submission of applications \nfor annual leave for periods other than the choice period may be \nestablished pursuant to the implementation procedure above. \n43\nArticle 10.6\nD.\tAll advance commitments for granting annual leave must \nbe honored except in serious emergency situations. \nSection 5. Sick Leave\nThe Employer agrees to continue the administration of the \npresent sick leave program which shall include the following \nspecific items: \nA.\tcredit employees with sick leave as earned;\nB.\t charge to annual leave or leave without pay (at employee’s \noption) approved absence for which employee has insufficient \nsick leave; \nC.\temployee becoming ill while on annual leave may have \nleave charged to sick leave upon request;\nD.\tfor periods of absence of three (3) days or less, a \nsupervisor may accept an employee’s certification as reason for \nan absence.\n(See Memos, pages 307, 309, and 310)\nSection 6. Minimum Charge for Leave\nThe minimum unit charged for sick leave and annual leave for \nregular workforce employees as defined in Article 7, Section 1.A, \nis one hundredth of an hour (.01 hour). \nEmployees may utilize annual and sick leave in conjunction \nwith leave without pay, subject to the approval of the leave \nin accordance with normal leave approval procedures. The \nEmployer is not obligated to approve such leave for the last hour \nof the employee’s scheduled workday prior to and/or the first \nhour of the employee’s scheduled workday after a holiday.\n(See Memos, pages 306-314)\n(Additional leave provisions regarding PSEs can be found \nin the Postal Support Employees Memoranda, \nAttachment A, page 266)\n\n44\nArticle 11\nARTICLE 11\nHOLIDAYS\nSection 1. Holidays Observed \nThe following eleven (11) days shall be considered holidays for \nfull-time and part-time regular scheduled employees hereinafter \nreferred to in this Article as “employees”:\nNew Year’s Day \nMartin Luther King, Jr.’s Birthday\nWashington’s Birthday (Presidents’ Day)\nMemorial Day\nJuneteenth National Independence Day\nIndependence Day\nLabor Day\nColumbus Day\nVeterans Day\nThanksgiving Day\nChristmas Day\nSection 2. Eligibility\nTo be eligible for holiday pay, an employee must be in a pay status \nthe last hour of the employee’s scheduled workday prior to or the \nfirst hour of the employee’s scheduled workday after the holiday.\nSection 3. Payment\nA.\t An employee shall receive holiday pay at the employee’s \nbase hourly straight-time rate for a number of hours equal to the \nemployee’s regular daily working schedule, not to exceed eight \n(8) hours. Effective February 2, 2002, employees who work their \nholiday, at their option, may elect to have their annual leave \nbalance credited with eight (8) hours of annual leave in lieu of \nholiday leave pay.\nB.\t Holiday pay is in lieu of other paid leave to which an \nemployee might otherwise be entitled on the employee’s holiday. \n45\nArticle 11.6.A\nSection 4. Holiday Work\nA.\tAn employee required to work on a holiday other than \nChristmas shall be paid the base hourly straight-time rate for \neach hour worked up to eight (8) hours. Effective February 2, \n2002, employees who work their holiday, at their option, may \nelect to have their annual leave balance credited with up to eight \n(8) hours of annual leave or receive holiday pay to which the \nemployee is entitled as above described.\nB.\t An employee required to work on Christmas shall be paid \none and one-half (l½) times the base hourly straight-time rate for \neach hour worked. Effective February 2, 2002, employees who \nwork their holiday, at their option, may elect to have their annual \nleave balance credited with up to eight (8) hours of annual leave \nor receive holiday pay to which the employee is entitled as above \ndescribed. \nC.\t Deferred holiday leave credited in accordance with Section \n4.A or 4.B, above, will be subject to all applicable rules for \nrequesting and scheduling annual leave and shall be combined \nwith annual leave and counted as annual leave for purposes of \nannual leave carryover.\nSection 5. Holiday on Non-Work Day \nA.\tWhen a holiday falls on Sunday, the following Monday will \nbe observed as the holiday. When a holiday falls on Saturday, \nthe preceding Friday shall be observed as the holiday.\nB.\t When an employee’s scheduled non-work day falls on a day \nobserved as a holiday, the employee’s scheduled workday preceding \nthe holiday shall be designated as that employee’s holiday. \nSection 6. Holiday Schedule\nA.\tThe Employer will determine the number and categories \nof employees needed for holiday work and a schedule shall be \nposted as of the Tuesday preceding the service week in which the \nholiday falls. \n(See Memo, page 303)\n46\nArticle 11.6.B\nB.\t As many full-time and part-time regular schedule employees \nas can be spared will be excused from duty on a holiday or day \ndesignated as their holiday. Such employees will not be required \nto work on a holiday or day designated as their holiday unless all \nPSEs and part-time flexibles are utilized to the maximum extent \npossible even if the payment of overtime is required, and unless \nall full-time and part-time regulars with the needed skills who \nwish to work on the holiday have been afforded an opportunity \nto do so. \nC.\tAn employee scheduled to work on a holiday who does \nnot work shall not receive holiday pay, unless such absence is \nbased on an extreme emergency situation and is excused by the \nEmployer. \nD. Postal Support Employees\nPSEs will be scheduled for work on a holiday or designated \nholiday after all full-time volunteers are scheduled to work on \ntheir holiday or designated holiday. They will be scheduled, to \nthe extent possible, prior to any full-time volunteers or non-\nvolunteers being scheduled to work a nonscheduled day or any \nfull-time non-volunteers being required to work their holiday \nor designated holiday. If the parties have locally negotiated a \npecking order that would schedule full-time volunteers on a \nnonscheduled day, the Local Memorandum of Understanding will \napply. \nSection 7. Holiday Part-Time Employee\nA part-time flexible schedule employee shall not receive holiday \npay as such. The employee shall be compensated for the ten (10) \nholidays by basing the employee’s regular straight-time hourly \nrate on the employee’s annual rate divided by 2,000 hours. \nEffective January 1, 2022, the employee shall be compensated \nfor eleven (11) holidays by basing the employee’s regular straight-\ntime hourly rate on the employee’s annual rate divided by 1,992 \nhours. For work performed on December 25, a part-time flexible \nschedule employee shall be paid in addition to the employee’s \nregular straight-time hourly rate, one-half (1/2) times the \n47\nArticle 12.1.A\nemployee’s regular straight-time hourly rate for each hour \nworked up to eight (8) hours.\nSection 8. Holiday Postal Support Employee\nA.\tPSEs will receive holiday leave pay subject to eligibility \nguidelines in Article 11.2 for the following six (6) holidays:\n•\t New Year’s Day\n•\t Memorial Day\n•\t Independence Day\n•\t Labor Day\n•\t Thanksgiving Day\n•\t Christmas Day \nB.\t The number of hours of holiday leave pay that a PSE \nreceives for each of the above holidays will be determined by the \nsize of the office in which he/she works: \n•\t 200 workyear offices – 8 hours\n•\t POStPlan offices – 4 hours\n•\t All other offices – 6 hours\nPSEs who work on a holiday may, at their option, elect to have \ntheir annual leave balance credited with 4, 6, or 8 hours (as \napplicable) of annual leave in lieu of receiving holiday leave pay.\nARTICLE 12\nPRINCIPLES OF SENIORITY, POSTING AND\nREASSIGNMENTS\nSection 1. Probationary Period\nA.\t The probationary period for a new employee shall be ninety \n(90) calendar days. The Employer shall have the right to separate \nfrom its employ any probationary employee at any time during \nthe probationary period and these probationary employees shall \nnot be permitted access to the grievance procedure in relation \nthereto. If the Employer intends to separate an employee during \nthe probationary period for scheme failure, the employee shall \n48\nArticle 12.1.A\nbe given at least seven (7) days advance notice of such intent to \nseparate the employee. If the employee qualifies on the scheme \nwithin the notice period, the employee will not be separated for \nprior scheme failure.\n(See Postal Support Employees Memoranda, \nSection 3.B.3, page 262)\nB.\t The parties recognize that the failure of the Employer \nto discover a falsification by an employee in the employment \napplication prior to the expiration of the probationary period shall \nnot bar the use of such falsification as a reason for discharge.\nC.\tWhen an employee completes the probationary period, \nseniority will be computed in accordance with this Agreement as \nof the initial day of full-time or part-time employment. \nD.\tWhen an employee who is separated from the Postal \nService for any reason is rehired, the employee shall serve a \nnew probationary period. If the separation was due to disability, \nthe employee’s seniority shall be established in accordance with \nSection 2, if applicable.\nSection 2. Principles of Seniority\nA.\tExcept as specifically provided in this Article, the principles \nof seniority are established in the craft Articles of this Agreement.\nB.\t An employee who left the bargaining unit on or after \nNovember 20, 1994, and returns to the same craft and installation:\n---NDS2---\nof unsafe conditions. Mechanization, vehicles and vehicle \nequipment, and the work place must be maintained in a safe and \nsanitary condition, including adequate occupational health and \nenvironmental conditions. The Employer shall make available at \neach installation the appropriate forms to be used by employees \nin reporting unsafe and unhealthful conditions. If an employee \nbelieves he/she is being required to work under unsafe conditions, \nsuch employees may:\n(a)\tnotify such employee’s supervisor who will immediately \ninvestigate the condition and take corrective action if necessary;\n(b)\tnotify such employee’s steward, if available, who may \ndiscuss the alleged unsafe condition with such employee’s \nsupervisor;\n(c)\tfile a grievance at Step 2 of the grievance procedure within \nfourteen (14) days of notifying such employee’s supervisor if no \ncorrective action is taken during the employee’s tour; and/or \n(d)\tmake a written report to the Union representative from the \nLocal Safety and Health Committee who may discuss the report \nwith such employee’s supervisor.\nUpon written request of the employee involved in an accident, a \ncopy of the PS Form 1769 (Accident Report) will be provided.\nAny grievance filed in accordance with Section 2(c) above which \nis not resolved at Step 2 may only be appealed to the Local \n75\nArticle 14.3.A\nSafety and Health Committee for discussion and decision or may \nbe appealed directly to arbitration within 21 days after receipt of \nthe Employer’s Step 2 decision. Any such appeal to the Safety \nand Health Committee must be made within fifteen (15) days \nafter receipt of the Employer’s Step 2 decision unless the parties \nagree to extend the time for appeal. The Committee shall meet to \ndiscuss the grievance at the next regularly scheduled Safety and \nHealth Committee meeting. Any grievance not resolved by the \nCommittee may be appealed directly to arbitration within 21 days \nof the Committee’s review. If appealed to the regularly scheduled \nLocal Safety and Health Committee, the parties’ representatives \nshall be prepared to present the issue to the Committee with \ntheir assessment and resolution.\nAny grievance which has as its subject a safety or health issue \ndirectly affecting an employee(s) which is subsequently properly \nappealed to arbitration in accordance with the provisions of \nArticle 15 may be placed at the head of the appropriate arbitration \ndocket at the request of the Union. \nSection 3. Implementation \nTo assist in the positive implementation of the various programs:\nA.\tThere shall be established at the Employer’s Headquarters \nLevel a Joint Labor-Management Safety Committee and a Joint \nLabor-Management Ergonomics Committee. Representation \non the Committees, to be specifically determined by the Union \nand representatives from appropriate Departments in the Postal \nService. Not later than 60 days following the effective date of \nthis National Agreement, designated representatives of the \nUnion and management will meet for the purpose of developing \na comprehensive agenda which will include all aspects of \nthe Employer’s Safety Program and Ergonomics Program. \nSubsequent to the development of this agenda, priorities will be \nestablished and a tentative schedule will be developed to ensure \nfull discussion of all topics. Meetings may also be requested by \neither party for the specific purpose of discussing additional \ntopics of interest within the scope of the Committees.\n76\nArticle 14.3.A\nThe responsibility of the Safety and the Ergonomics Committees \nwill be to evaluate and make recommendations on all aspects \nof the Employer’s respective Safety and Ergonomics Programs, \nto include program adequacy, field implementation, studies for \nimproving the work environment, training, and unsafe conditions. \nTo support this process the Employer shall establish a fund of \n$500,000 within ninety (90) days of the effective date of this \nAgreement. In January 2025, 2026, and 2027, the Employer \nwill replenish the fund to its original amount. The Fund shall be \nsupervised by the Joint National Labor-Management Safety \nCommittee. Disbursement of the funds for any expenditures \nshall be authorized by the Chairperson of the Committee. The \nEmployer shall provide a report on the expenditures of the fund \nto the Union on a quarterly basis.\nThe Chairperson will be designated by the Employer. The Employer \nshall furnish the Union information relating to injuries, illness \nand safety, including the morbidity and mortality experience of \nemployees. This report shall be in the form of reports furnished \nOSHA on a quarterly basis. The Headquarters Level Committee \nwill meet quarterly and the Employer and Union representatives \nwill exchange proposed agenda items two (2) weeks before the \nscheduled meetings. If problems or items of significant, national \nnature arise between scheduled quarterly meetings either party \nmay request a special meeting of the Committee. Either party \nwill have the right to be accompanied to any committee meeting \nby technical advisors.\nB.\t There shall be established at the Employer’s Area Level, \nan Area Joint Labor-Management Safety Committee, which \nwill be scheduled to meet quarterly. The Employer and Union \nrepresentatives will exchange proposed agenda items two (2) \nweeks before the scheduled meetings. If problems or items of \na significant, area nature arise between scheduled quarterly \nmeetings, either party may request a special meeting of the \nCommittee. Either party will have the right to be accompanied \nto any committee meeting by technical advisors. Representation \non the Committee shall include one (1) person from the Union and \n77\nArticle 14.4\nappropriate representatives from the Postal Service Area Office. \nThe Chairperson will be designated by the Employer.\nC. \tThere shall be established at the District Level, a District \nJoint Labor-Management Safety Committee. District Safety \nCommittees will consist of two (2) members from each party; \nwith management members selected by the District Manager or \ndesignee and Union members selected by the APWU President or \ndesignee. District Safety Committees will meet quarterly. Either \nparty may request a special meeting of the Committee. District \nSafety Committees are responsible for assisting in implementing \nDistrict-wide safety initiatives, facilitating communication \nbetween Area and Local Safety Committees, and assisting Local \nCommittees as determined by the District Manager and Union. \nThe USPS/APWU National Joint Labor-Management Safety \nCommittee will create guidelines for District Committees. Area \nSafety Committees are responsible for assisting and monitoring \nDistrict Committees.\nD.\tThe Employer will make Health Service available for the \ntreatment of job-related injury or illness where it determines they \nare needed. The Health Service will be available from any of the \nfollowing sources: U.S. Public Health Service; other government \nor public medical sources within the area; independent or private \nmedical facilities or services that can be contracted for; or in \nthe event funds, spaces and personnel are available for such \npurposes, they may be staffed at the installation. The Employer \nwill promulgate appropriate regulations which comply with \napplicable regulations of the Office of Workers’ Compensation \nPrograms, including employee choice of health services.\nE.\t The Employer will comply with all applicable regulations \ncontained in the Williams-Steiger Occupational Safety and \nHealth Act.\nSection 4. Local Safety Committee\nAt each postal installation having 50 or more employees, a \nJoint Labor-Management Safety and Health Committee will be \nestablished. In installations having fewer than 50 employees, \n78\nArticle 14.4\ninstallation heads are encouraged to establish similar committees \nwhen requested by the Union. Where no Safety and Health \nCommittee exists, safety and health items may be placed on the \nagenda and discussed at Labor-Management meetings. There \nshall be equal representation on the Committee between the Union \nand management. The representation on the Committee to be \nspecifically determined by the Employer and the Union shall include \none (1) person from the Union, except in installations with two (2) or \nmore APWU crafts where up to two (2) persons may be designated \nby the Union, and appropriate management representatives. The \nChairperson will be designated by the Employer.\nIt is recognized that under some circumstances, the presence \nof an additional employee employed at the installation will be \nuseful to the Local Safety and Health Committee because of \nthat employee’s special expertise or experience with the agenda \nitem being discussed. Under these circumstances, which will not \nnormally be applicable to most agenda items, the employee \nmay, at the request of the Union, be in attendance only for the \ntime necessary to discuss that item. Payment for the actual time \nspent at such meetings by the employee will be at the applicable \nstraight-time rate, providing the time spent is a part of the \nemployee’s regular workday. \nSection 5. Subjects for Discussion\nIndividual grievances may be made the subject of discussion during \nLocal Safety and Health Committee meetings, in accordance with \nArticle 14, Section 2. \nSection 6. Employee Participation\nIt is the intent of this program to ensure broad exposure to \nemployees, to develop interest by active participation of \nemployees, to ensure new ideas being presented to the Committee \nand to make certain that employees in all areas of an installation \nhave an opportunity to be represented. At the same time, it is \nrecognized that for the program to be effective, it is desirable \nto provide for a continuity in the committee work from year to \nyear. Therefore, except for the Chairperson and Secretary, the \n79\nArticle 14.8.A.5\ncommittee members shall serve three-year terms and shall at the \ndiscretion of the Union be eligible to succeed themselves.\nSection 7. Local Committee Meetings\nThe Safety and Health Committee shall meet at least quarterly \nand at such other times as requested by a committee member \nand approved by the Chairperson in order to discuss significant \nproblems or items. The meeting shall be on official time. Each \ncommittee member shall submit agenda items to the Secretary at \nleast three (3) days prior to the meeting. A member of the Health \nUnit will be invited to participate in the meeting of the Labor-\nManagement Safety and Health Committee when agenda item(s) \nrelate to the activities of the Health Unit. \nSection 8. Local Committee Responsibilities\nA.\t The Committee shall review the progress in accident \nprevention and health at the installation; determine program \nareas which should have increased emphasis; and it may \ninvestigate major accidents which result in disabling injuries. \nItems properly relating to employee safety and health shall be \nconsidered appropriate discussion items. Upon a timely request, \ninformation or records necessary for the Local Safety and Health \nCommittee to investigate real or potential safety and health \nissues will be made available to the Committee.\nIn addition, the Committee shall promote the cause of safety and \nhealth in the installation by: \n1.\t reviewing safety and health suggestions, safety training \nrecords and reports of unsafe conditions or practices;\n2.\t reviewing local safety and health rules; \n3.\t identifying employee unsafe work practices and \nassisting in enforcing safety work rules; \n4.\t reviewing updated list of hazardous materials used in \nthe installation;\n5.\t identifying areas in which it is appropriate to require \nthe presence of an additional person while maintenance \n80\nArticle 14.8.A.5\nwork assignments are performed in hazardous areas to \nensure adequate safety precautions.\n\t\nOnce such work assignments are identified, the \ncommittee will develop an on-the-job safety review/\nanalysis (Form 1783) to document that an additional \nperson will be used to avoid or minimize identified \nhazards.\nThe Committee shall at its discretion render reports to the \ninstallation head and may at its discretion make recommendations \nto the installation head for action on matters concerning safety \nand health. The installation head shall within a reasonable period \nof time advise the Committee that the recommended action \nhas been taken or advise the Headquarters Safety and Health \nCommittee and the President of the Local Union as to why it has \nnot. Any member of the Committee may also submit a written \nreport to the Headquarters Safety and Health Committee in the \nevent the Committee’s recommendations are not implemented.\nUpon proper written request to the Chairperson of the Committee, \non-the-spot inspection of particular troublesome areas may be \nmade by individual Committee members or a Subcommittee or the \nCommittee as a whole. Such request shall not be unreasonably \ndenied. When so approved, the Committee members shall be on \nofficial time while making such inspection.\nThe Union representatives from the Local Safety and Health \nCommittee may participate on the annual inspection, conducted \nby District Safety and Health Services personnel in the main \nfacility of each Processing and Distribution Center, Facility and \nNDC, provided that the Union represents employees at the main \nfacility of the Processing and Distribution Center, Facility or NDC \nbeing inspected. In no case shall there be more than one (1) \nUnion representative on such inspections except in 200 workyear \nfacilities where up to (2) Union representatives may participate.\nThe Union representative from the Local Safety and Health \nCommittee may participate on other inspections of the main \nfacility of each post office, Processing and Distribution Center, \n81\nArticle 14.8.C\nFacility, NDC, or other installation with 100 or more workyears \nof employment in the regular workforce, and of an individual \nstation or branch where the station or branch has 100 or more \nworkyears of employment in the regular workforce, provided that \nthe Union represents employees at the main facility or station or \nbranch and provided that the Union representative is domiciled at \nthe main facility or station or branch to be inspected. If the Union \nrepresentative to the Local Safety and Health Committee is not \ndomiciled at the main facility or station or branch to be inspected \nand if the Union represents employees at the main facility or \nstation or branch, at the Union’s option, a representative from the \nCommittee may participate on the inspection (at no additional cost \nfor the Employer) or the Union may designate a representative \ndomiciled at the main facility or station or branch to be inspected \nto participate on the inspection. In no case shall there be more \nthan one (1) Union representative on such inspections.\nThe Union representative from the Local Safety and Health \nCommittee may participate on the annual inspection of each \ninstallation with less than 100 workyears of employment in the \nregular workforce, where such Committee exists in the installation \nbeing inspected. In those installations that do not have a Safety \nand Health Committee, the inspector shall afford the opportunity \nfor an APWU bargaining unit employee from that installation to \naccompany him/her during these inspections.\nB.\t An appointed member of a Local Committee will receive an \norientation by the Employer which will include:\n1.\t responsibilities of the Committee and its members;\n2.\t basic elements of the Safety and Health Program;\n3.\t identification of hazards and unsafe practices; \n4.\t explanation of reports and statistics reviewed and \nanalyzed by the Committee. \nC.\tWhere an investigation board is appointed by a Vice \nPresident, Area Operations or a District Manager, Customer \n---NDS3---\nor leave without pay at the election of the employee to attend \nNational, State and Regional Union Conventions (Assemblies) \nprovided that a request for leave has been submitted by the \nemployee to the installation head as soon as practicable and \nprovided that approval of such leave does not seriously adversely \naffect the service needs of the installation.\nB.\t If the requested leave falls within the choice vacation \nperiod and if the request is submitted prior to the determination \nof the choice vacation period schedule, it will be granted prior \nto making commitments for vacations during the choice period, \nand will be considered part of the total choice vacation plan for \nthe installation, unless agreed to the contrary at the Local Level. \nWhere the specific delegates to the Convention (Assembly) have \nnot yet been determined, upon the request of the Union, the \nEmployer will make provision for leave for these delegates prior \nto making commitments for vacations.\nC.\tIf the requested leave falls within the choice vacation period \nand the request is submitted after the determination of the choice \nvacation period schedule, the Employer will make every reasonable \neffort to grant such request, consistent with service needs. \n(The preceding Article, Article 24, shall apply to PSEs) \nARTICLE 25\nHIGHER-LEVEL ASSIGNMENTS\nSection 1. Definitions\nHigher-level work is defined as an assignment to a ranked higher-\nlevel position, whether or not such position has been authorized \nat the installation. \nSection 2. Higher-Level Pay\nAn employee who is detailed to higher-level work shall be paid \nat the higher level for time actually spent on such job. An \n120\nArticle 25.2\nemployee’s higher-level rate shall be determined as if promoted \nto the position. An employee temporarily assigned or detailed to \na lower-level position shall be paid at the employee’s own rate. \nSection 3. Written Orders\nAny employee detailed to higher-level work shall be given a \nwritten management order, stating beginning and approximate \ntermination, and directing the employee to perform the duties of \nthe higher-level position. Such written order shall be accepted as \nauthorization for the higher-level pay. The failure of management \nto give a written order is not grounds for denial of higher-level \npay if the employee was otherwise directed to perform the duties. \nSection 4. Higher-Level Details\nDetailing of employees to higher-level bargaining unit work in \neach craft shall be from those eligible, qualified and available \nemployees in each craft in the immediate work area in which \nthe temporarily vacant higher-level position exists. However, \nfor details of an anticipated duration of one (1) week (five \n(5) working days within seven (7) calendar days) or longer \nto those higher-level craft positions enumerated in the craft \nArticles of this Agreement as being permanently filled on the \nbasis of promotion of the senior qualified employee, the senior, \nqualified, eligible, available employee in the immediate work \narea in which the temporarily vacant higher-level position \nexists shall be selected.\nSection 5. Leave Pay\nLeave pay for employees detailed to a higher-level position will \nbe administered in accordance with the following: \nEmployees working short term on a higher-level assignment or \ndetail will be entitled to approved sick and annual paid leave at \nthe higher-level rate for a period not to exceed three (3) days. \nShort term shall mean an employee has been on an assignment or \ndetail to a higher-level for a period of 29 consecutive work days \nor less at the time leave is taken and such assignment or detail \nto the higher-level position is resumed upon return to work. All \n121\nArticle 26.1\nshort-term assignments or details will be automatically canceled \nif replacements are required for absent detailed employees.\nLong term shall mean an employee has been on an assignment or \ndetail to the higher-level position for a period of 30 consecutive \nworkdays or longer at the time leave is taken and such assignment \nor detail to the higher-level position is resumed upon return to \nwork.\nTerminal leave payments resulting from death will be paid at the \nhigher level for all employees who are assigned or detailed to \nhigher-level assignments on their last workday. \nARTICLE 26\nUNIFORMS AND WORK CLOTHES\nSection 1. Uniform Control Committee\nThe parties agree that a USPS/APWU National Labor-\nManagement Uniform Control Committee shall be established.\nThe Committee shall be composed of one (1) spokesperson for \nthe Union, and may include each craft represented by the APWU \nentitled to uniforms or work clothing; one (1) spokesperson for the \nEmployer and an equal number of representatives of the Employer. \nThe Chair of the Committee shall alternate each meeting between \nthe Union spokesperson and the Postal Service spokesperson. \nThe Committee shall meet at least once each three (3) months \nand at such other times as may be necessary or as requested by \neither of the parties.\nThe Committee shall have jurisdiction to consider the matters \nset out below and all non-cost matters pertaining to the Uniform \nAllowance Program, including, but not limited to, the uniform \nitems or work clothes items for which allowances are applicable; \nthe design, color, quality and fabrics of authorized items.\nThe current administration of the Uniform and Work Clothes \nProgram shall be continued unless otherwise changed by this \nAgreement or by the Employer based on recommendations of the \nCommittee. \n122\nArticle 26.1\n“Wear-out” periods for uniform items being changed or replaced shall \nbe determined by the Committee and appropriate recommendations \nmade after giving full consideration to the type of changes being \nmade, the economic effect upon the employees involved for \nreplacement, and the overall appearance of the uniform.\nThe Committee shall establish its own rules of procedure. \nRecommendations of the Committee shall be addressed to the \nPostmaster General or his/her designee. \nSection 2. Annual Allowance – Regular Uniform Program \nThe annual allowance for eligible employees in the regular \nuniform program shall be as follows:\nA.\tEffective May 21, 2026, the annual allowance for all \neligible employees shall be increased from $537.00 per annum \nto $564.00 per annum; and from $230.00 per annum to \n$242.00 per annum. The increase shall become effective on the \nemployee’s anniversary date.\nEffective May 21, 2027, the annual allowance for all eligible \nemployees shall be increased from $564.00 per annum to \n$578.00 per annum; and from $242.00 per annum to $248.00 \nper annum. The increase shall become effective on the employee’s \nanniversary date.\nB.\t A newly eligible employee entering the regular uniform \nprogram will receive an additional credit to the employee’s \nallowance, as follows:\t\nEffective May 21, 2026\n— $131.00 if entitled to $564.00 per annum;\n— $32.00 if entitled to $242.00 per annum\nEffective May 21, 2027\n— $134.00 if entitled to $578.00 per annum;\n— $33.00 if entitled to $248.00 per annum\nAn eligible employee cannot receive this additional credit more \nthan once; however, the current procedures regarding employees \n123\nArticle 26.4\ntransferring from one allowance category to another shall be \ncontinued. \nSection 3. Annual Allowance – Work Clothing Program\nThe annual allowance for eligible employees in the Work Clothes \nProgram and Contract Uniform Program shall be as follows:\t\nClerical, Motor Vehicle, Maintenance (eligible) – work clothes\t\n— $116.00 effective May 21, 2026\n— $119.00 effective May 21, 2027\nCustodial Maintenance (eligible) – contract uniform\n— $219.00 effective May 21, 2026\n— $224.00 effective May 21, 2027\nVehicle Maintenance (eligible) – contract uniform \n— $276.00 effective May 21, 2026\n— $283.00 effective May 21, 2027\nThe increase shall become effective on the employee’s anniversary \ndate.\nUnused portions of an eligible employee’s annual allowance for \nuniform and work clothing will be carried over and available \nfor use beginning twelve (12) months after the end of each \nanniversary year. An eligible employee’s uniform or work clothing \nallowance balance may not exceed the sum of two (2) years of \nthe employee’s annual allowance entitlement. This uniform and \nwork clothing program adjustment will be implemented no later \nthan twelve (12) months from the effective date of the 2024-\n2027 Agreement. \nSection 4. Annual Allowance for PSEs\nOn an annual basis, postal support employees who are assigned \nas PSE Sales/Service & Distribution Associates, SSDA D/A 81-\n4, who have met the criteria listed below, will be eligible to \npurchase Type 2 uniforms as outlined in the Employee and Labor \nRelations Manual (ELM), Section 933.2, with the same allowance \n124\nArticle 26.4.1\nas provided to eligible career retail clerks by Article 26.2.A:\n1.\t completed ninety (90) work days, or have been \nemployed for one hundred twenty (120) calendar days, \nwhichever comes first;\n2.\t successfully completed required training; and\n3.\tmeet the requirements of the Employee and Labor \nRelations Manual (ELM) Section 932.11.g, which \nincludes “Retail personnel, ...whose official assignment \nat a retail counter is for a minimum of 4 hours daily for \n5 days a week on a continuing basis or for not less than \n30 hours a week.”\nIf a PSE SSDA, who has met the above criteria, is subsequently \nassigned to a different PSE job title, and/or no longer meets the \nrequirements of ELM 932.11.g, stated in #3 above, he/she will no \nlonger be eligible for the uniform program.\nPSEs will receive the additional uniform credit authorized by Article \n26.2.B with their first uniform allowance following conversion to \ncareer status.\nNew Work PVS postal support employee (PSE) Motor Vehicle \nOperators and Tractor-Trailer Operators will be eligible for a \nType 1 uniform allowance provided:\n1)\t they meet the same criteria as the part-time employees \nwith a regular or flexible work schedule, four (4) hours \nor more a day during the course of a year; and\n2) \tthey operate or hold themselves in readiness to operate \nvehicles as outlined in the ELM 932.11.b.\nThe uniform allowance will be effective when the PVS (PSE) driver \ncompletes ninety (90) work days, or has been employed for one \nhundred twenty (120) calendar days, whichever comes first.\nThe above-referenced uniform purchases are reimbursed by the \nPostal Service directly to the vendor. \n(See Postal Support Employees Memoranda, \nSection 4, page 259 and Memos, pages 354 and 356)\n125\nArticle 27\nARTICLE 27\nEMPLOYEE CLAIMS\nSubject to a $10 minimum, an employee may file a claim within \nfourteen (14) days of the date of loss or damage and be reimbursed \nfor loss or damage to his/her personal property except for motor \nvehicles and the contents thereof taking into consideration \ndepreciation where the loss or damage was suffered in connection \nwith or incident to the employee’s employment while on duty or \nwhile on postal premises. The possession of the property must \nhave been reasonable, or proper under the circumstances and \nthe damage or loss must not have been caused in whole or in part \nby the negligent or wrongful act of the employee. Loss or damage \nwill not be compensated when it resulted from normal wear and \ntear associated with day-to-day living and working conditions.\nClaims should be documented, if possible, and submitted with \nrecommendations by the Union steward to the Employer at \nthe Local Level. The Employer will submit the claim, with the \nEmployer’s and the steward’s recommendation, within 15 days, to \nthe Area office for determination. The claim will be adjudicated \nwithin thirty (30) days after receipt at the Area office. An adverse \ndetermination on the claim may be appealed pursuant to the \nprocedures for appealing an adverse decision in Step 3 of the \ngrievance-arbitration procedure. \nA decision letter denying a claim in whole or in part will include \nnotification of the Union’s right to appeal the decision to \narbitration under Article 15.\nThe Area office will provide to the Union’s Regional representative \na copy of the denial letter referenced above, the claim form, and \nall documentation submitted in connection with the claim.\nThe installation head or designee will provide a copy of the denial \nletter to the steward whose recommendation is part of the claim \nform.\nThe above procedure does not apply to privately owned motor \nvehicles and the contents thereof. For such claims, employees \n126\nArticle 27\nmay utilize the procedures of the Federal Tort Claims Act in \naccordance with Part 250 of the Administrative Support Manual. \nThe procedure specified therein shall be the exclusive procedure \nfor such claims, which shall not be subject to the grievance-\narbitration procedure. \nA tort claim may be filed on SF 95 which will be made available \nby the installation head, or designee.\n(The preceding Article, Article 27, shall apply to PSEs)\nARTICLE 28\nEMPLOYER CLAIMS\nThe parties agree that continued public confidence in the Postal \nService requires the proper care and handling of the USPS \nproperty, postal funds and the mails. In advance of any money \ndemand upon an employee for any reason, the employee must \nbe informed in writing and the demand must include the reasons \ntherefore. \nSection 1. Shortages in Fixed Credits\nEmployees who are assigned fixed credits or vending credits \nshall be strictly accountable for the amount of the credit. If any \nshortage occurs, the employee shall be financially liable unless \nthe employee exercises reasonable care in the performance of \nhis/her duties. In this regard, the Employer agrees to:\nA.\tcontinue to provide adequate security for all employees \nresponsible for postal funds; \nB.\t prohibit an employee from using the fixed credit or \nother financial accountability of any other employee without \npermission; \nC.\tgrant the opportunity to an employee to be present \nwhenever that employee’s fixed credit is being audited and if the \nemployee is not available to have a witness of the employee’s \nchoice present;\n127\nArticle 28.4.C\nD.\t absolve an employee of any liability for loss from cashing \nchecks if the employee follows established procedures; and \nE.\t audit each employee’s fixed credit no less frequently than \nonce every four (4) months.\n(See Memo, page 357)\nSection 2. Loss or Damage of the Mails\nAn employee is responsible for the protection of the mails entrusted \nto the employee. Such employee shall not be financially liable for \nany loss, rifling, damage, wrong delivery of, or depredation on, \nthe mails or failure to collect or remit C.O.D. funds unless the \nemployee failed to exercise reasonable care. \nSection 3. Damage to USPS Property and Vehicles\nAn employee shall be financially liable for any loss or damage to \nproperty of the Employer including leased property and vehicles \nonly when the loss or damage was the result of the willful or \ndeliberate misconduct of such employee. \nSection 4. Collection Procedure\nA.\tIf a grievance is initiated and advanced through the \ngrievance-arbitration procedure or a petition has been filed \npursuant to the Debt Collection Act, regardless of the amount \nand type of debt, collection of the debt will be delayed until \ndisposition of the grievance and/or petition has (have) been had, \neither through settlement or exhaustion of contractual and/or \nadministrative remedies.\nB.\t No more than 15% of an employee’s disposable pay or 20% \nof the employee’s biweekly gross pay whichever is lower, may be \ndeducted each pay period to satisfy a postal debt, unless the \nparties agree, in writing, to a different amount.\nC.\tPost-Separation Letters of Indebtedness shall include \nspecific language that an employee shall have 14 days from \nreceipt of the letter of indebtedness in which to file a grievance \npursuant to Article 15.2 of the National Agreement. Retirement \n128\nArticle 28.4.C\ninformation given to employees prior to the effective date of \nseparation shall include information advising employees of their \nright to file a grievance or petition through the Debt Collection \nAct procedures concerning any post-separation notification of \nindebtedness. If a timely grievance or petition pursuant to the \nDebt Collection Act is filed, the protections against collections of \nthat debt contained within Section 4. A above, shall apply.\n(The preceding Article, Article 28, shall apply to PSEs)\nARTICLE 29\nLIMITATION ON REVOCATION \nOF DRIVING PRIVILEGES\nAn employee’s driving privileges, may be revoked or suspended \nwhen the on-duty record shows that the employee is an unsafe \ndriver. \nElements of an employee’s on-duty record which may be used to \ndetermine whether the employee is an unsafe driver include but \nare not limited to, traffic law violations, accidents or failure to \nmeet required physical or operation standards.\nThe report of the Safe Driver Award Committee cannot be used \nas a basis for revoking or suspending an employee’s driving \nprivileges. When a revocation, suspension, or reissuance of an \nemployee’s driving privileges is under consideration, only the on-\nduty record will be considered in making a final determination. \nAn employee’s driving privileges will be automatically revoked \nor suspended concurrently with any revocation or suspension \nof state driver’s license and restored upon reinstatement. Every \nreasonable effort will be made to reassign such employee to non-\ndriving duties in the employee’s craft or in other crafts. In the \nevent such revocation or suspension of the state driver’s license \nis with the condition that the employee may operate a vehicle \nfor employment purposes, the employee’s driving privileges will \nnot be automatically revoked. When revocation, suspension, \nor reissuance of an employee’s driving privileges is under \nconsideration based on the on-duty record, such conditional \n129\nArticle 30.B.4\nrevocation or suspension of the state driver’s license may be \nconsidered in making a final determination. \nInitial issuance — an employee shall be issued a Certificate of \nVehicle Familiarization and Safe Operation when such employee \nhas a valid state driver’s license, passes the driving test of the", "exit_code": 0, "error": null}

Assistant

{"output": "86: Article 35\t Employee Assistance Program . . . . . . . . . . . . . . 140\n87: Article 36\t Credit Unions and Travel . . . . . . . . . . . . . . . . . 142\n88: Article 37\t Clerk Craft . . . . . . . . . . . . . . . . . . . . . . . . . . . 143\n89: Article 38\t Maintenance Craft . . . . . . . . . . . . . . . . . . . . . . 179\n90: Article 39\t Motor Vehicle Craft . . . . . . . . . . . . . . . . . . . . 202\n91: Article 40\t Operating Services Craft . . . . . . . . . . . . . . . . 220\n92: Article 41\t\n93: Material Support Craft . . . . . . . . . . . . . . . . . . 238\n94: Article 42\t Energy Shortages . . . . . . . . . . . . . . . . . . . . . 249\n95: Article 43\t Separability and Duration . . . . . . . . . . . . . . . . 250\n96: MEMORANDUMS OF UNDERSTANDING AND LETTERS \n97: OF INTENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 251\n98: APPENDIX A\n99: APWU Postal Support Employee Memoranda . . . . . . . . . . . . 251\n100: Article 7\t\n101: Employee Classifications . . . . . . . . . . . . . . . . 252\n102: Article 8\t\n103: Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . 255\n104: Article 9\t\n105: Salaries and Wages . . . . . . . . . . . . . . . . . . . . 257\n106: Article 10\t\n107: Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 257\n108: Article 11\t\n109: Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . 258\n110: Article 19\t\n111: Handbooks and Manuals . . . . . . . . . . . . . . . . 259\n112: Article 26\t Uniforms and Work Clothes . . . . . . . . . . . . . . . 259\n113: iii\n114: Attachment A – Postal Support Employee (PSE) Annual \n115: Leave Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . . . 266\n116: Attachment B – Workforce Structure and PSE Conversion \n117: Implementation Agreement . . . . . . . . . . . . . . . . . . . . . 268\n118: APPENDIX B\n119: Memoranda of Understanding and Letters of Intent . . . . . . . 271\n120: Enhanced and Expanded Services . . . . . . . . . . . . . . . . . . . 271\n121: Job Audits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273\n122: Clerical Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273\n123: New Positions and New Work . . . . . . . . . . . . . . . . . . . . . . 274\n124: Article 1. 6. B . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 274\n125: Q06C-4Q-C 10005587 GLOBAL SETTLEMENT . . . . . . . . . 275\n126: Letter of Intent Re: USPS Nondiscriminatory Policies for \n127: Hiring PSEs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 276\n128: Workplace Free of Harassment. . . . . . . . . . . . . . . . . . . . . 277\n129: Deaf and Hard of Hearing . . . . . . . . . . . . . . . . . . . . . . . . 278\n130: Layoff Protection . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 283\n131: Articles 7, 12 and 13 – Cross Craft and Office Size (Bridge \n132: Memo) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 284\n133: Postal Support Employee (PSE) District Caps . . . . . . . . . . . 284\n134: Postal Support Employee (PSE) Automatic Conversion to \n135: Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 286\n136: Conversions Under the Maximization Memorandum . . . . . . 288\n137: Maximization/Full-Time Flexible – APWU . . . . . . . . . . . . . . 288\n138: Non-Traditional Full-Time Duty Assignments in Retail \n139: Operations, Level 20 and Below Offices . . . . . . . . . . . . 289\n140: Non-Traditional Full-Time (NTFT) Duty Assignments . . . . . . 289\n141: Overtime Rules for Non-Traditional Full-Time (NTFT) Duty \n142: Assignments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 293\n143: Article 8 (Overtime) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 295\n144: Modified Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . 297\n145: Modified Work Week (10/4) Guidelines . . . . . . . . . . . . . . . 298\n146: iv\n147: Overtime Administration Prior to Peak Season. . . . . . . . . . . 301\n148: Article 8 Task Force . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 302\n149: APWU Administration of Overtime, Choice Vacation \n150: Periods, and Holiday Work . . . . . . . . . . . . . . . . . . . . . . 303\n151: Grade 8 Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 304\n152: Granting Step Increases . . . . . . . . . . . . . . . . . . . . . . . . . 305\n153: Re-promotion to APWU Bargaining Unit Positions . . . . . . . . 306\n154: Annual Leave Exchange Option . . . . . . . . . . . . . . . . . . . . 306\n155: Sick Leave for Dependent Care . . . . . . . . . . . . . . . . . . . . 307\n156: Annual Leave Carryover . . . . . . . . . . . . . . . . . . . . . . . . . 307\n157: PTF Court Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 308\n158: Leave Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 309\n159: Paid Leave and LWOP . . . . . . . . . . . . . . . . . . . . . . . . . . . . 310\n160: Leave Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 310\n161: Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 311\n162: Use of Leave – Qualifying Period. . . . . . . . . . . . . . . . . . . . . 312\n163: PSE Annual Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 313\n164: PTF Annual Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 313\n165: Time Limitations Concerning Bone Marrow, Stem Cell, \n166: Blood Platelet, and Organ Donations . . . . . . . . . . . . . . . 314\n167: Inclusion of PSEs when Administrative Leave is \n168: Authorized for Acts of God . . . . . . . . . . . . . . . . . . . . 314\n169: Article 12. 5. B. 2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 316\n170: Article 12.5.C.5.b(6) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 316\n---", "exit_code": 0, "error": null}

Assistant

{"output": "9382: 14.\tConsider career National Rural Letter Carrier \n9383: Association (NRLCA), Postal Police Officer, Nurse, \n9384: Human Resource Shared Service Center (HRSSC) \n9385: 202\n9386: Article 39.1.A.1\n9387: bargaining unit postal employees, with an in-service \n9388: eligibility in score order.\n9389: 15.\tConsider Executive and Administrative Schedule \n9390: (EAS) employees in score order.\n9391: 16.\tConsider entrance register eligibles in score order.\n9392: (See Memo, page 428)\n9393: ARTICLE 39\n9394: MOTOR VEHICLE CRAFT\n9395: Section 1.\n9396: Seniority\n9397: Section 2.\n9398: Posting\n9399: Section 3.\n9400: Special Provisions\n9401: Section 1. Seniority\n9402: A.\tIntroduction\n9403: 1.\t The U. S. Postal Service and the Motor Vehicle Craft \n9404: Division, APWU, AFL-CIO, agree to the following \n9405: seniority principles which replace all former rules, \n9406: instructions and practices.\n9407: 2.\t This Article continues relative seniority standings \n9408: properly established under past instructions, rules, \n9409: practices and agreements and this Article shall be so \n9410: applied. Seniority standings so established shall not \n9411: be changed except to correct an error. If an employee \n9412: requests a correction of seniority standing, it is the \n9413: responsibility of the requesting employee to identify \n9414: and restate the specific instructions, rule or practice in \n9415: support of the request. \n9416: 3.\t Service seniority is based on total part-time or full-\n9417: time service in the Motor Vehicle Craft regardless \n9418: of occupational codes and levels. It begins with an \n9419: appointment to the regular workforce in the Motor \n9420: Vehicle Craft.\n9421: 203\n9422: Article 39.1.B.4.d\n9423: B.\tSeniority for Preferred Assignments\n9424: 1.\t This seniority determines relative standing among full-\n9425: time regular and full-time flexible employees eligible \n9426: to bid for preferred assignments. It is computed from \n9427: entry into a regular workforce position in a particular \n9428: occupational group and level. \n9429: \t\n9430: It continues to accrue as long as service in the same \n9431: occupational group, level, and installation continues. \n9432: See B5 and B6 below. \n9433: 2.\t Employees who change, or have changed, from one \n9434: designation to another and who during continuous \n9435: employment in the Motor Vehicle Service and in \n9436: the same installation return to the former position \n9437: designation and salary level regain the seniority \n9438: they had in that position, without seniority credit for \n9439: intervening employment in other position designations, \n9440: except as provided for in Paragraphs 4, 5 & 6 below.\n9441: 3.\t Except as specifically provided for elsewhere in this \n9442: Agreement, full-time regulars, upon entering the Motor \n9443: Vehicle Craft from another craft or installation, begin a \n9444: new period of seniority. \n9445: 4.\t When two (2) or more employees in the same installation, \n9446: salary level, and position designation have seniority for \n9447: preferred assignments from the same date, the tie will \n9448: be broken as follows:\n9449: a.\t By standing on the part-time flexible roll when both \n9450: were appointed as a part-time flexible in the same \n9451: installation, position designation, and salary level. \n9452: b.\t By total length of full-time regular or part-time \n9453: flexible Motor Vehicle Service in the installation if \n9454: the tie is not broken by the preceding rule. \n9455: c.\t By total career Motor Vehicle Service time in the \n9456: USPS if the tie is not broken by the preceding rule.\n9457: d.\t When a Motor Vehicle Service employee’s PSE \n9458: appointment is converted to a career appointment \n9459: 204\n9460: Article 39.1.B.4.d\n9461: the same day there is a new career appointment, \n9462: reinstatement, reassignment, transfer or promotion \n9463: to the same salary level and position designation, \n9464: the converted employee is senior and precedes the \n9465: other on the part-time flexible or full-time regular \n9466: roll. \n9467: e.\t When two (2) or more employees from other crafts \n9468: enter the Motor Vehicle Craft on the same date, their \n9469: seniority will be determined by their total continuous \n9470: postal service.\n9471: f.\t If the provisions of a. through d. above do not \n9472: break the tie, then the tie will be broken by using the \n9473: last three (3) or more numbers (using only enough \n9474: numbers to break the tie, but not fewer than three (3) \n9475: numbers) of the employees’ social security numbers, \n9476: from lowest to highest. \n9477: 5.\t Seniority is restored under the following conditions:\n9478: a.\t Reemployment After Disability Separation. On \n9479: reinstatement or reemployment after separation \n9480: caused by disability, retirement or resignation because \n9481: of personal illness and the employee so stated in his/\n9482: her resignation and furnished satisfactory evidence \n9483: for inclusion in his/her personnel folder, the employee \n9484: receives seniority credit for past service for the time \n9485: on the disability retirement or for illness if reinstated \n9486: or reemployed in the same postal installation and \n9487: craft and in the same or lower PS salary level from \n9488: which originally separated; provided application for \n9489: reinstatement or reemployment is made within six (6) \n9490: months from the date of recovery. The date of recovery \n9491: in the case of disability retirement must be supported \n9492: by notice of recovery from The Compensation Group, \n9493: Office of Personnel Management, and in the case of \n9494: resignation due to illness, by a statement from the \n9495: applicant’s attending physician or practitioner. When \n9496: reinstatement is to the part-time flexible roll, standing \n9497: 205\n9498: Article 39.1.B.6.b\n9499: on the roll shall be the same as if employment had not \n9500: been interrupted by the separation.\n9501: b.\t Restoration. On restoration in the same craft in the \n9502: same installation after return from military service, \n9503: transfer under letter of authority or unjust removal, \n9504: an employee shall regain the same seniority rights \n9505: such employee would have if not separated.\n9506: c.\t Reassignment and Return in 90 Days. A full-time \n9507: regular or part-time flexible employee voluntarily \n9508: reassigned from one craft to another or from one \n9509: occupational code to another within the Motor \n9510: Vehicle Craft at the same installation with or \n9511: without change in PS salary level, who is voluntarily \n9512: reassigned within 90 days back to the former \n9513: craft, position designation, and salary level, or \n9514: occupational code within the Motor Vehicle Craft \n9515: retains seniority previously acquired in the craft \n9516: augmented by the intervening employment.\n9517: 6.\t Automotive Mechanics, Automotive Technicians and \n9518: Lead Automotive Mechanics (Level 9 & 10):\n9519: a.\t The seniority of the Level 7 Automotive Mechanics \n9520: and Level 8 Automotive Technicians in the installation \n9521: will be merged into one (1) seniority list for preferred \n9522: assignments.\n9523: b.\tVacant Level 8 Automotive Technician duty \n9524: assignments will be filled on the basis of senior \n9525: qualified among the Level 7 Automotive Mechanics, \n9526: who are qualified as PS-8 Automotive Technicians and \n9527: Level 8 Automotive Technicians in the installation. \n9528: The filling of vacant PS-7 Automotive Mechanic \n9529: duty assignments will be on a senior qualified basis \n9530: from the PS-7 Automotive Mechanics and PS-8 \n9531: Automotive Technicians in the installation. For PS-7 \n9532: and 8 residual vacancies, the selection method will \n9533: be best qualified from any other position.\n9534: 206\n9535: Article 39.1.B.6.c\n9536: c.\t The seniority of the Level 9 Lead Automotive \n9537: Technicians and Level 10 Lead Automotive \n9538: Technicians (AG) in the installation will be merged \n9539: into one (1) seniority list for preferred assignments.\n9540: d.\t Filling Level 9 Lead Automotive Technician and Level \n9541: 10 Lead Automotive Technician (AG) positions will be \n9542: senior qualified from Level 9s and 10s. For PS-9 and \n9543: 10 residual vacancies, the selection method will be \n9544: best qualified from any other position.\n9545: e.\t Employees bidding pursuant to Article 39.2.A.7, \n9546: may bid only those duty assignments that have the \n9547: same position designation.\n9548: 7.\t Motor Vehicle Operators and Tractor-Trailer \n9549: Operators:\n9550: a.\t Full-time regular Tractor-Trailer operators bidding for \n9551: PS-8 Tractor-Trailer assignments shall be assigned \n9552: before posting any vacant Level 8 assignment for \n9553: bids by full-time regular Level 7 operators. \n9554: b.\t Remaining PS-8 Tractor-Trailer assignments shall be \n9555: filled by promoting the senior qualified PS-7 Motor \n9556: Vehicle Operator who bids. \n9557: c.\t A PS-8 Tractor-Trailer Operator may bid in \n9558: competition with a PS-7 Motor Vehicle Operator for \n9559: a PS-7 Motor Vehicle Operator assignment.\n9560: d.\t Seniority for preferred assignments is retained upon \n9561: change from a Motor Vehicle Operator to a Tractor-\n9562: Trailer Operator, or the reverse. \n9563: e.\t For purposes of conversion to full-time, part-time \n9564: flexible Motor Vehicle Operators (MVO) will be \n9565: placed together with part-time flexible Tractor-\n9566: Trailer Operators (TTO) on the same roll. When the \n---", "exit_code": 0, "error": null}

Assistant

Short answer: **There is no formal “NDS” label in the APWU/USPS MVS contract.** When a driver can no longer medically/operationally drive, the CBA handles it through **Articles 13 and 29** and local LMOUs — not a separate “Non-Driver Status” craft.

---

## What the 2024–2027 CBA actually says

### Article 13 — Assignment of Ill or Injured Regular Workforce Employees
**Temp/parent-light-duty reassignment rules:**
- **Temporary:** FTR or PTF recuperating from serious illness/injury may request temporary reassignment to **light duty or other assignment** if temporarily unable to perform assigned duties. Must submit medical statement.
- **Permanent:** Employee with **≥5 years postal service**, **or any duration if injury on duty**, may request permanent reassignment to light duty or other assignment if permanently unable to perform all/part of assigned duties. Must submit USPS-designated physician certificate; personal physician alone insufficient.
- **Dispute resolution:** If employee’s physician and USPS-designated physician disagree, third physician from local Medical Society list decides by alternate striking; decision final on medical condition/limitations. Costs shared.
- **Local implementation:** Each office negotiates:
- Which assignments count as light duty within each craft
- How many light-duty assignments are reserved
- Hours/tour/work location may differ from previous assignment

**General policy priority:**
1. Reassign within **present craft or occupational group** first, even if it reduces hours.
2. Only after those efforts are exhausted → consider **another craft or occupational group** within same installation.
3. Employee must **meet position qualifications** for permanent reassignment; temporary can modify qualifications if excessive hours not used.
4. Installation head guide: physician report, ability to reach work, ability to perform duties.
5. Annual review of light-duty reassignment required; may request updated USPS/Public Health Service exam.

---

### Article 29 — Limitation on Revocation of Driving Privileges
**When driving privileges are revoked/suspended (unsafe record, no CDL, etc.):**
> “Every reasonable effort will be made to reassign such employee to non-driving duties in the employee’s craft or **in other crafts**.”

Other key Article 29 points:
- Driving privileges automatically revoked/suspended with state license revocation/suspension; restored when state license reinstated.
- If state restriction allows driving **“for employment purposes”**, postal driving privileges are **not** automatically revoked.
- On-duty record determines unsafe-driver status; Safe Driver Award Committee records cannot be used.
- After revocation, management must still consider reasonable reassignment.

---

### Article 39 Motor Vehicle Craft — Seniority/Competition Adjacency
- **Article 39.1.B.7:** Senior qualified PS-7 MVO may be promoted to PS-8 TTO; TTO bidding precedes MVO on PS-8s.
- **Article 39.1.B.7.d:** Seniority retained upon change MVO↔TTO.
- **Article 39.2.A.7:** Can bid only same position designation in some cases.
- **Article 39 — Commercial Driver’s License / DOT testing Q&As** (JCIM-2025 excerpt):
- Tractor-Trailer Operators, Motor Vehicle Operators, and vehicle maintenance personnel operating commercial vehicles must possess a CDL.
- Other MVS craft employees (body/fender, painters, etc.) not required to have CDL.

---

## Where “Other Services / OS” fits
- **Article 40** is literally **Operating Services Craft** — a separate APWU craft, not a sub-status inside MVS.
- If no light-duty slot exists in MVS and the employee meets qualifications, reassignment under Article 13 can go to **Article 40, Article 41, etc.**, depending on vacancies and local memoranda.
- In practice, local LMOUs define:
- What light-duty titles exist in MVS
- How many are reserved
- Whether OS/Clork/Maintenance slots count as “other crafts”

---

## Key takeaway
- **No “NDS” acronym in the CBA** for motor vehicle operators.
- **Non-driving status** = reassignment under **Article 13** (medical/illness/injury) or **Article 29** (license/privilege revocation).
- **“Other services/crafts”** = other APWU crafts (**Art. 40 Operating Services**, **Art. 41 Material Support**, etc.) when MVS light duty is unavailable.
- **Local implementation** is decisive — exact job titles, slot counts, and cross-craft transfer procedures are LMOU-dependent.

Want me to extract the exact text around Article 13 from the full CBA and save it as a reference file in the skill?

User

What does assigned to other duties mean

Assistant

{"output": "=== 'light duty or other assignment' at line 4363 ===\n4356: of this Article apply to part-time fixed schedule employees within \n4357: their own category. \n4358: B.\t The U. S. Postal Service and the Union recognizing their \n4359: responsibility to aid and assist deserving full-time regular or \n4360: part-time flexible employees who through illness or injury are \n4361: unable to perform their regularly assigned duties, agree to \n4362: the following provisions and conditions for reassignment to \n4363: temporary or permanent light duty or other assignments. It will \n4364: be the responsibility of each installation head to implement the \n4365: provisions of this Agreement within the installation, after local \n4366: negotiations. \n4367: Section 2. Employee’s Request for Reassignment\n4368: A.\tTemporary Reassignment\n4369: Any full-time regular or part-time flexible employee recuperating \n4370: from a serious illness or injury and temporarily unable to perform \n4371: the assigned duties may voluntarily submit a written request to \n4372: the installation head for temporary assignment to a light duty or \n4373: other assignment. The request shall be supported by a medical \n4374: statement from a licensed physician or by a written statement from \n4375: a licensed chiropractor stating, when possible, the anticipated \n---\n\n=== 'light duty or other assignments' at line 4363 ===\n4356: of this Article apply to part-time fixed schedule employees within \n4357: their own category. \n4358: B.\t The U. S. Postal Service and the Union recognizing their \n4359: responsibility to aid and assist deserving full-time regular or \n4360: part-time flexible employees who through illness or injury are \n4361: unable to perform their regularly assigned duties, agree to \n4362: the following provisions and conditions for reassignment to \n4363: temporary or permanent light duty or other assignments. It will \n4364: be the responsibility of each installation head to implement the \n4365: provisions of this Agreement within the installation, after local \n4366: negotiations. \n4367: Section 2. Employee’s Request for Reassignment\n4368: A.\tTemporary Reassignment\n4369: Any full-time regular or part-time flexible employee recuperating \n4370: from a serious illness or injury and temporarily unable to perform \n4371: the assigned duties may voluntarily submit a written request to \n4372: the installation head for temporary assignment to a light duty or \n4373: other assignment. The request shall be supported by a medical \n4374: statement from a licensed physician or by a written statement from \n4375: a licensed chiropractor stating, when possible, the anticipated \n---\n\n=== 'another craft or occupational group' at line 3825 ===\n3818: Article 12.5.B.10\n3819: shall be given not less than 60 days advance notice, if \n3820: possible, and shall receive moving, mileage, per diem \n3821: and reimbursement for movement of household goods \n3822: as appropriate if legally payable will be governed by \n3823: the applicable USPS Handbooks and Manuals.\n3824: 6.\t Any employee volunteering to accept reassignment to \n3825: another craft or occupational group, another branch of \n3826: the Postal Service, or another installation shall start a \n3827: new period of seniority beginning with such assignment, \n3828: except as provided herein.\n3829: 7.\t Whenever changes in mail handling patterns are \n3830: undertaken in an area including one (1) or more postal \n3831: installations with resultant successive reassignments of \n3832: clerks from those installations to one (1) or more central \n3833: installations, the reassignment of clerks shall be treated \n3834: as details for the first 180 days in order to prevent \n3835: inequities in the seniority lists at the gaining installations. \n3836: The 180 days is computed from the date of the first detail \n3837: of a clerk to the central, consolidated or new installation \n---\n\n=== 'other assignment' at line 4363 ===\n4356: of this Article apply to part-time fixed schedule employees within \n4357: their own category. \n4358: B.\t The U. S. Postal Service and the Union recognizing their \n4359: responsibility to aid and assist deserving full-time regular or \n4360: part-time flexible employees who through illness or injury are \n4361: unable to perform their regularly assigned duties, agree to \n4362: the following provisions and conditions for reassignment to \n4363: temporary or permanent light duty or other assignments. It will \n4364: be the responsibility of each installation head to implement the \n4365: provisions of this Agreement within the installation, after local \n4366: negotiations. \n4367: Section 2. Employee’s Request for Reassignment\n4368: A.\tTemporary Reassignment\n4369: Any full-time regular or part-time flexible employee recuperating \n4370: from a serious illness or injury and temporarily unable to perform \n4371: the assigned duties may voluntarily submit a written request to \n4372: the installation head for temporary assignment to a light duty or \n4373: other assignment. The request shall be supported by a medical \n4374: statement from a licensed physician or by a written statement from \n4375: a licensed chiropractor stating, when possible, the anticipated \n---", "exit_code": 0, "error": null}

Assistant

Based on the **2024–2027 APWU/USPS CBA**, “assigned to other duties” means **non-driving work within the employee’s craft or another APWU craft at the same installation** — but the exact duties are not fixed by the national contract; they are determined locally.

## Where the language lives

**Article 13 — Assignment of Ill or Injured Regular Workforce Employees**
> “reassignment to **temporary or permanent light duty or other assignments**”
>
> “temporary assignment to a **light duty or other assignment**”

**Article 29 — Limitation on Revocation of Driving Privileges**
> “Every reasonable effort will be made to reassign such employee to **non-driving duties in the employee’s craft or in other crafts**.”

## How to read “other duties”

| Step | What the CBA requires | Who decides the exact title |
|------|----------------------|----------------------------|
| **1. First priority** | Reassign within the **present craft or occupational group**, even if it reduces hours. | Installation head, guided by physician’s report and local LMOU |
| **2. Second priority** | If no suitable slot in the present craft → **another craft or occupational group** within the same installation | Installation head, based on vacancies and qualifications |
| **3. Medical gate** | Employee must **meet qualifications** for the new position (temporary can modify qual if excessive hours not used; permanent must meet qual). | Designated USPS physician / Public Health Service exam |
| **4. Annual review** | Light-duty/other assignment reviewed at least once a year; may request updated medical exam. | Installation head |

## What “other duties” can look like in practice

Because the CBA leaves it to **local negotiations**, the actual duties vary by office, but they typically include:
- Dispatching
- Vehicle inspection/safety checks
- Clerk-vehicle dispatcher work
- Inventory/supply duties
- Scanning/reporting roles
- Administrative support in the motor vehicle or transportation office

For an MVO/TTO medically unable to drive, **Article 29** pushes management toward **non-driving duties in MVS first**, then **other crafts** if MVS has no qualifying slot.

## The important caveat

The CBA does **not** guarantee a specific “other duty” title — it guarantees **reasonable effort** to reassign and **local negotiation** over what light-duty/other assignments exist. If the installation head refuses reassignment, they must give **written reasons**.

If you want, I can extract the full Article 13 text and save it as a new reference file in the skill for quick lookup.

User

Can a individual on light duty, no driving status, and/or assigned to other services, still get overtime, follow seniority rules. Is there a ground for argument.

Assistant

{"output": "'light duty employee': 1 hits; first lines: [4453]\n\n'light duty assignment': 15 hits; first lines: [4403, 4417, 4439, 4441, 4446, 4448, 4455, 4494, 4496, 4506, 4535, 4537, 6651, 6653, 21219]\n\n'reassigned': 99 hits; first lines: [701, 837, 841, 3720, 3741, 3784, 3816, 3844, 3846, 3876, 3906, 3943, 3948, 3953, 3996]\n\n'overtime': 167 hits; first lines: [141, 143, 147, 149, 714, 1095, 1096, 1098, 1102, 1105, 1106, 1108, 1109, 1112, 1114]\n\n'seniority': 321 hits; first lines: [49, 260, 706, 716, 731, 734, 738, 739, 741, 749, 750, 765, 767, 778, 779]\n\n'other assignment': 6 hits; first lines: [4363, 4373, 4387, 4423, 4478, 8367]\n\n'non-driving': 0 hits; first lines: []\n\n'other craft': 33 hits; first lines: [1030, 3825, 3896, 3919, 4073, 4092, 4139, 4291, 4293, 4308, 4314, 4317, 4322, 4462, 4546]", "exit_code": 0, "error": null}

Assistant

{"output": "wrote article13-lightduty-hours: lines 4395-4465\nwrote article13-reassign-qualifications: lines 4465-4535\nwrote article13-review: lines 4535-4605\nwrote article8-overtime: lines 1108-1135\nwrote article39-mvo-tto-seniority: lines 9560-9635", "exit_code": 0, "error": null}

Assistant

{"content": "1|for reassignment, and the ability of the employee to \n2|perform other duties. A certificate from the employee’s \n3|personal physician will not be acceptable.\n4|2.\t The following procedures are the exclusive procedures \n5|for resolving a disagreement between the employee’s \n6|physician and the physician designated by the USPS \n7|concerning the medical condition of an employee who \n8|has requested a permanent light duty assignment. These \n9|procedures shall not apply to cases where the employee’s \n10|medical condition arose out of an occupational illness or \n11|injury. On request of the Union, a third physician will be \n12|selected from a list of five (5) Board Certified Specialists \n13|in the medical field for the condition in question, the list \n14|to be supplied by the local Medical Society. The physician \n15|will be selected by the alternate striking of names from \n16|the list by the Union and the Employer. The Employer \n17|will supply the selected physician with all relevant facts \n18|including job description and occupational physical \n19|requirements. The decision of the third physician will \n20|be final as to the employee’s medical condition and \n21|occupational limitations, if any. Any other issues relating \n22|to the employee’s entitlement to a light duty assignment \n23|shall be resolved through the grievance-arbitration \n24|procedure. The costs of the services of the third physician \n25|shall be shared by the Union and the Employer. \n26|C.\t Installation heads shall show the greatest consideration \n27|for full-time regular or part-time flexible employees requiring \n28|light duty or other assignments, giving each request careful \n29|attention, and reassign such employees to the extent possible in \n30|the employee’s office. When a request is refused, the installation \n31|head shall notify the concerned employee in writing, stating the \n32|reasons for the inability to reassign the employee.\n33|69\n34|Article 13.4.A\n35|Section 3. Local Implementation\n36|Due to varied size installations and conditions within installations, \n37|the following important items having a direct bearing on \n38|these reassignment procedures (establishment of light duty \n39|assignments) should be determined by local negotiations.\n40|A.\tThrough local negotiations, each office will establish the \n41|assignments that are to be considered light duty within each \n42|craft represented in the office. These negotiations should explore \n43|ways and means to make adjustments in normal assignments, \n44|to convert them to light duty assignments without seriously \n45|affecting the production of the assignment. \n46|B.\t Light duty assignments may be established from part-time \n47|hours, to consist of eight (8) hours or less in a service day and \n48|40 hours or less in a service week. The establishment of such \n49|assignment does not guarantee any hours to a part-time flexible \n50|employee. \n51|C.\tNumber of Light Duty Assignments. The number of \n52|assignments within each craft that may be reserved for temporary \n53|or permanent light duty assignments, consistent with good business \n54|practices, shall be determined by past experience as to the number \n55|of reassignments that can be expected during each year, and the \n56|method used in reserving these assignments to ensure that no \n57|assigned full-time regular employee will be adversely affected, will \n58|be defined through local negotiations. The light duty employee’s \n59|tour hours, work location and basic work week shall be those of the \n60|light duty assignment and the needs of the service, whether or not \n61|the same as for the employee’s previous duty assignment. \n62|Section 4. General Policy Procedures\n63|A.\tEvery effort shall be made to reassign the concerned \n64|employee within the employee’s present craft or occupational \n65|group, even if such assignment reduces the number of hours of \n66|work for the PSEs. After all efforts are exhausted in this area, \n67|consideration will be given to reassignment to another craft or \n68|occupational group within the same installation.\n69|70\n70|Article 13.4.B", "total_lines": 69, "file_size": 3912, "truncated": false, "is_binary": false, "is_image": false}

Assistant

{"content": "1|B.\t The full-time regular or part-time flexible employee must \n2|be able to meet the qualifications of the position to which the \n3|employee is reassigned on a permanent basis. On a temporary \n4|reassignment, qualifications can be modified provided excessive \n5|hours are not used in the operation. \n6|C.\tThe reassignment of a full-time regular or part-time \n7|flexible employee to a temporary or permanent light duty or other \n8|assignment shall not be made to the detriment of any full-time \n9|regular on a scheduled assignment or give a reassigned part-\n10|time flexible preference over other part-time flexible employees.\n11|D.\tThe reassignment of a full-time regular or part-time flexible \n12|employee under the provisions of this Article to an agreed-upon \n13|light duty temporary or permanent or other assignment within \n14|the office, such as type of assignment, area of assignment, hours \n15|of duty, etc., will be the decision of the installation head who \n16|will be guided by the examining physician’s report, employee’s \n17|ability to reach the place of employment and ability to perform \n18|the duties involved.\n19|E.\t An additional full-time regular position can be authorized \n20|within the craft or occupational group to which the employee is \n21|being reassigned, if the additional position can be established \n22|out of the part-time hours being used in that operation without \n23|increasing the overall hour usage. If this cannot be accomplished, \n24|then consideration will be given to reassignment to an existing \n25|vacancy. \n26|F.\t The installation head shall review each light duty \n27|reassignment at least once each year, or at any time the \n28|installation head has reason to believe the incumbent is able to \n29|perform satisfactorily in other than the light duty assignment \n30|the employee occupies. This review is to determine the need for \n31|continuation of the employee in the light duty assignment. Such \n32|employee may be requested to submit to a medical review by the \n33|United States Public Health Service or by a physician designated \n34|by the installation head if the installation head believes such \n35|examination to be necessary. \n36|71\n37|Article 13.4.J\n38|G.\tThe following procedures are the exclusive procedures for \n39|resolving a disagreement between the employee’s physician and \n40|the physician designated by the USPS concerning the medical \n41|condition of an employee who is on a light duty assignment. \n42|These procedures shall not apply to cases where the employee’s \n43|medical condition arose out of an occupational illness or injury. \n44|On request of the Union, a third physician will be selected from a \n45|list of five (5) Board Certified Specialists in the medical field for the \n46|condition in question, the list to be supplied by the local Medical \n47|Society. The physician will be selected by the alternate striking of \n48|names from the list by the Union and the Employer. The Employer \n49|will supply the selected physician with all relevant facts including \n50|job description and occupational physical requirements. The \n51|decision of the third physician will be final as to the employee’s \n52|medical condition and occupational limitations, if any. Any other \n53|issues relating to the employee’s entitlement to a light duty \n54|assignment shall be resolved through the grievance-arbitration \n55|procedure. The costs of the services of the third physician shall \n56|be shared by the Union and the Employer. \n57|H.\tWhen a full-time regular employee in a temporary light \n58|duty assignment is declared recovered on medical review, \n59|the employee shall be returned to the employee’s former duty \n60|assignment, if it has not been discontinued. If such former regular \n61|assignment has been discontinued the employee becomes an \n62|unassigned full-time regular employee. \n63|I.\t If a full-time regular employee is reassigned in another \n64|craft for permanent light duty and later is declared recovered, \n65|on medical review, the employee shall be returned to the first \n66|available full-time regular vacancy in complement in the \n67|employee’s former craft. Pending return to such former craft, the \n68|employee shall be an unassigned full-time regular employee. The \n69|employee’s seniority shall be restored to include service in the \n70|light duty assignment.", "total_lines": 69, "file_size": 4162, "truncated": false, "is_binary": false, "is_image": false}

Assistant

{"content": "1|J.\t When a full-time regular employee who has been awarded \n2|a permanent light duty assignment within the employee’s own \n3|72\n4|Article 13.4.K\n5|craft is declared recovered, on medical review, the employee \n6|shall become an unassigned full-time regular employee. \n7|K.\t When a part-time flexible on temporary light duty is \n8|declared recovered, the employee’s detail to light duty shall be \n9|terminated. \n10|L.\t When a part-time flexible who has been reassigned in \n11|another craft on permanent light duty is declared recovered, \n12|such assignment to light duty shall be terminated. Section 4.I \n13|above, does not apply even though the employee has advanced \n14|to full-time regular while on light duty.\n15|M.\t Management will give the Local Union President advance \n16|written notification when it is proposed to reassign an ill or injured \n17|light or limited duty employee to a cross-craft assignment into an \n18|APWU represented craft.\n19|Section 5. Filling Vacancies Due to Reassignment of an \n20|Employee to Another Craft\n21|When it is necessary to permanently reassign an ill or injured \n22|full-time regular or part-time flexible employee who is unable to \n23|perform the regularly assigned duties, from one craft to another \n24|craft within the office, the following procedures will be followed:\n25|A.\tWhen the reassigned employee is a full-time regular \n26|employee, the resulting full-time regular vacancy in the \n27|complement, not necessarily in the particular duty assignment of \n28|the losing craft from which the employee is being reassigned, shall \n29|be posted to give the senior of the full-time regular employees in \n30|the gaining craft the opportunity to be reassigned to the vacancy, \n31|if desired.\n32|B.\t If no full-time regular employee accepts the opportunity to \n33|be assigned to the vacancy in the complement, not necessarily \n34|in the particular duty assignment in the other craft, the senior of \n35|the part-time flexibles on the opposite roll who wishes to accept \n36|the vacancy shall be assigned to the full-time regular vacancy in \n37|the complement of the craft of the reassigned employee.\n38|73\n39|Article 14.1\n40|C.\tWhen the reassigned employee is a part-time flexible, the \n41|resulting vacancy in the losing craft shall be posted to give the \n42|senior of the full-time regular or part-time flexible employees in \n43|the gaining craft the opportunity to be assigned to the part-time \n44|flexible vacancy, if desired, to begin a new period of seniority at \n45|the foot of the part-time flexible roll.\n46|D.\tThe rule in A and B above, applies when a full-time regular \n47|employee on permanent light duty is declared recovered and is \n48|returned to the employee’s former craft, to give the senior of the \n49|full-time regular or part-time flexible employees in the gaining \n50|craft the opportunity, if desired, to be assigned in the resulting \n51|full-time regular vacancy in the complement, not necessarily in \n52|the particular duty assignment of the losing craft. \n53|Section 6. Seniority of an Employee Assigned to Another Craft\n54|A.\tExcept as provided for in Section 4.I above, a full-time \n55|regular employee assigned to another craft or occupational \n56|group in the same or lower level in the same installation shall \n57|take the seniority for preferred tours and assignments, whichever \n58|is the lesser of (a) one (1) day junior to the junior full-time regular \n59|employee in the craft or occupational group, (b) retain the \n60|seniority the employee had in the employee’s former craft. \n61|B.\t A part-time flexible employee who is permanently assigned \n62|to a full-time regular or part-time flexible assignment in another \n63|craft, under the provisions of this Article, shall begin a new period \n64|of seniority. If assigned as a part-time flexible, it shall be at the \n65|foot of the part-time flexible roll.\n66|ARTICLE 14\n67|SAFETY AND HEALTH\n68|Section 1. Responsibilities\n69|It is the responsibility of management to provide safe working \n70|conditions in all present and future installations and to develop ", "total_lines": 69, "file_size": 3887, "truncated": false, "is_binary": false, "is_image": false}

Assistant

{"content": "1|employees for any overtime work in contravention of the \n2|restrictions in Section 5.F.\n3|E.\t Excluding December, part-time flexible employees will \n4|receive penalty overtime pay for all work in excess of ten (10) \n5|hours in a service day or fifty-six (56) hours in a service week. \n6|F.\t Wherever two (2) or more overtime or premium rates \n7|may appear applicable to the same hour or hours worked by \n8|an employee, there shall be no pyramiding or adding together \n9|of such overtime or premium rates and only the higher of the \n10|employee’s applicable rates shall apply.\n11|23\n12|Article 8.5.B\n13|G.\tOvertime Work PSEs\n14|PSEs shall be paid overtime for work performed only after eight \n15|(8) hours on duty in any one (1) service day or forty (40) work \n16|hours in any one (1) service week. Overtime pay for PSEs is to be \n17|paid at the rate of one and one-half (1 ½) times the basic hourly \n18|straight-time rate.\n19|Article 8.4.C, 8.4.E, and 8.4.F related to penalty overtime, will \n20|apply to PSEs. Excluding December, PSEs will receive penalty \n21|overtime pay for all work in excess of ten (10) hours in a service \n22|day or fifty-six (56) hours in a service week. Wherever two (2) or \n23|more overtime or premium rates may appear applicable to the \n24|same hour or hours worked by a PSE, there shall be no pyramiding \n25|or adding together of such overtime or premium rates and only \n26|the higher of the PSE’s applicable rates shall apply.\n27|When an opportunity exists for overtime for qualified and ", "total_lines": 26, "file_size": 1452, "truncated": false, "is_binary": false, "is_image": false}

Assistant

{"output": "39: Employee Classifications . . . . . . . . . . . . . . . . . . 16\n40: Article 8\t\n41: Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . 20\n42: Article 9\t\n43: Salaries and Wages . . . . . . . . . . . . . . . . . . . . . 26\n44: Article 10\t\n45: Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40\n46: Article 11\t\n47: Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44\n48: Article 12\t\n49: Principles of Seniority, Posting and \n50: Reassignments . . . . . . . . . . . . . . . . . . . . . . . 47\n51: Article 13\t\n52: Assignment of Ill or Injured Regular Workforce \n53: Employees . . . . . . . . . . . . . . . . . . . . . . . . . . 66\n54: Article 14\t\n55: Safety and Health . . . . . . . . . . . . . . . . . . . . . . 73\n56: Article 15\t\n57: Grievance-Arbitration Procedure . . . . . . . . . . . . 83\n58: Article 16\t\n59: Discipline Procedure . . . . . . . . . . . . . . . . . . . . 100\n60: Article 17\t\n61: Representation . . . . . . . . . . . . . . . . . . . . . . . . 105\n62: Article 18\t\n63: No Strike . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112\n64: Article 19\t\n65: Handbooks and Manuals . . . . . . . . . . . . . . . . . 113\n66: Article 20\t Parking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115\n67: Article 21\t\n68: Benefit Plans . . . . . . . . . . . . . . . . . . . . . . . . . . 116\n69: Article 22\t Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . 117\n70: Article 23\t Rights of Union Officials to Enter Postal \n71: Installations . . . . . . . . . . . . . . . . . . . . . . . . . 118\n72: Article 24\t Employees on Leave with Regard to Union \n73: Business . . . . . . . . . . . . . . . . . . . . . . . . . . . 118\n74: ii\n75: Article 25\t Higher-Level Assignments . . . . . . . . . . . . . . . . 119\n76: Article 26\t Uniforms and Work Clothes . . . . . . . . . . . . . . . 121\n77: Article 27\t Employee Claims . . . . . . . . . . . . . . . . . . . . . . . 125\n78: Article 28\t Employer Claims . . . . . . . . . . . . . . . . . . . . . . . 126\n79: Article 29\t Limitation on Revocation of Driving Privileges . . . 128\n80: Article 30\t Local Implementation . . . . . . . . . . . . . . . . . . . . 129\n81: Article 31\t\n82: Union-Management Cooperation . . . . . . . . . . . 132\n83: Article 32\t Subcontracting . . . . . . . . . . . . . . . . . . . . . . . . 133\n84: Article 33\t Promotions . . . . . . . . . . . . . . . . . . . . . . . . . . . 137\n85: Article 34\t Work and/or Time Standards . . . . . . . . . . . . . . 138\n86: Article 35\t Employee Assistance Program . . . . . . . . . . . . . . 140\n87: Article 36\t Credit Unions and Travel . . . . . . . . . . . . . . . . . 142\n88: Article 37\t Clerk Craft . . . . . . . . . . . . . . . . . . . . . . . . . . . 143\n89: Article 38\t Maintenance Craft . . . . . . . . . . . . . . . . . . . . . . 179\n90: Article 39\t Motor Vehicle Craft . . . . . . . . . . . . . . . . . . . . 202\n91: Article 40\t Operating Services Craft . . . . . . . . . . . . . . . . 220\n92: Article 41\t\n93: Material Support Craft . . . . . . . . . . . . . . . . . . 238\n94: Article 42\t Energy Shortages . . . . . . . . . . . . . . . . . . . . . 249\n95: Article 43\t Separability and Duration . . . . . . . . . . . . . . . . 250\n96: MEMORANDUMS OF UNDERSTANDING AND LETTERS \n97: OF INTENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 251\n98: APPENDIX A\n99: APWU Postal Support Employee Memoranda . . . . . . . . . . . . 251\n100: Article 7\t\n101: Employee Classifications . . . . . . . . . . . . . . . . 252\n102: Article 8\t\n103: Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . 255\n104: Article 9\t\n105: Salaries and Wages . . . . . . . . . . . . . . . . . . . . 257\n106: Article 10\t\n107: Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 257\n108: Article 11\t\n109: Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . 258\n110: Article 19\t\n111: Handbooks and Manuals . . . . . . . . . . . . . . . . 259\n112: Article 26\t Uniforms and Work Clothes . . . . . . . . . . . . . . . 259\n113: iii\n114: Attachment A – Postal Support Employee (PSE) Annual \n115: Leave Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . . . 266\n116: Attachment B – Workforce Structure and PSE Conversion \n117: Implementation Agreement . . . . . . . . . . . . . . . . . . . . . 268\n118: APPENDIX B\n119: Memoranda of Understanding and Letters of Intent . . . . . . . 271\n120: Enhanced and Expanded Services . . . . . . . . . . . . . . . . . . . 271\n121: Job Audits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273\n122: Clerical Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273\n123: New Positions and New Work . . . . . . . . . . . . . . . . . . . . . . 274\n124: Article 1. 6. B . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 274\n125: Q06C-4Q-C 10005587 GLOBAL SETTLEMENT . . . . . . . . . 275\n126: Letter of Intent Re: USPS Nondiscriminatory Policies for \n127: Hiring PSEs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 276\n128: Workplace Free of Harassment. . . . . . . . . . . . . . . . . . . . . 277\n129: Deaf and Hard of Hearing . . . . . . . . . . . . . . . . . . . . . . . . 278\n130: Layoff Protection . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 283\n131: Articles 7, 12 and 13 – Cross Craft and Office Size (Bridge \n132: Memo) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 284\n133: Postal Support Employee (PSE) District Caps . . . . . . . . . . . 284\n134: Postal Support Employee (PSE) Automatic Conversion to \n135: Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 286\n136: Conversions Under the Maximization Memorandum . . . . . . 288\n137: Maximization/Full-Time Flexible – APWU . . . . . . . . . . . . . . 288\n138: Non-Traditional Full-Time Duty Assignments in Retail \n139: Operations, Level 20 and Below Offices . . . . . . . . . . . . 289\n140: Non-Traditional Full-Time (NTFT) Duty Assignments . . . . . . 289\n141: Overtime Rules for Non-Traditional Full-Time (NTFT) Duty \n142: Assignments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 293\n143: Article 8 (Overtime) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 295\n144: Modified Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . 297\n145: Modified Work Week (10/4) Guidelines . . . . . . . . . . . . . . . 298\n146: iv\n147: Overtime Administration Prior to Peak Season. . . . . . . . . . . 301\n148: Article 8 Task Force . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 302\n149: APWU Administration of Overtime, Choice Vacation \n150: Periods, and Holiday Work . . . . . . . . . . . . . . . . . . . . . . 303\n151: Grade 8 Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 304\n152: Granting Step Increases . . . . . . . . . . . . . . . . . . . . . . . . . 305\n153: Re-promotion to APWU Bargaining Unit Positions . . . . . . . . 306\n154: Annual Leave Exchange Option . . . . . . . . . . . . . . . . . . . . 306\n155: Sick Leave for Dependent Care . . . . . . . . . . . . . . . . . . . . 307\n156: Annual Leave Carryover . . . . . . . . . . . . . . . . . . . . . . . . . 307\n157: PTF Court Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 308\n158: Leave Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 309\n159: Paid Leave and LWOP . . . . . . . . . . . . . . . . . . . . . . . . . . . . 310\n160: Leave Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 310\n---", "exit_code": 0, "error": null}

Assistant

{"output": "1043: Maintenance Craft career employees covered by this Agreement.\n1044: ARTICLE 8\n1045: HOURS OF WORK\n1046: Section 1. Work Week\n1047: The work week for full-time regulars shall be forty (40) hours \n1048: per week, eight (8) hours per day within ten (10) consecutive \n1049: hours, provided, however, that in all offices with more than 100 \n1050: 21\n1051: Article 8.3\n1052: full-time employees in the bargaining units the normal work \n1053: week for full-time regular employees will be forty (40) hours per \n1054: week, eight (8) hours per day within nine (9) consecutive hours. \n1055: Shorter work weeks will, however, exist as needed for part-time \n1056: regulars.\n1057: (See Memos, pages 289-301, and 303)\n1058: Section 2. Work Schedules\n1059: A.\tThe employee’s service week shall be a calendar week \n1060: beginning at 12:01 a.m. Saturday and ending at 12 midnight the \n1061: following Friday.\n1062: B.\t The employee’s service day is the calendar day on which \n1063: the majority of work is scheduled. Where the work schedule is \n1064: distributed evenly over two (2) calendar days, the service day is \n1065: the calendar day on which such work schedule begins.\n1066: C.\tThe employee’s normal work week is five (5) service days, \n1067: each consisting of eight (8) hours, within ten (10) consecutive \n1068: hours, except as provided in Section 1 of this Article. As far as \n1069: practicable the five (5) days shall be consecutive days within the \n1070: service week.\n1071: D.\tIn postal installations which have 200 or more workyears \n1072: of employment in the regular workforce, career employees in mail \n1073: processing operations, transportation and vehicle maintenance \n1074: facility operations, will have consecutive scheduled days off, \n1075: unless otherwise agreed to by the parties at the Local Level.\n1076: (See Memo, page 289)\n1077: Section 3. Exceptions\n1078: The above shall not apply to part-time employees and PSEs. \n1079: Part-time employees will be scheduled in accordance with the \n1080: above rules, except they may be scheduled for less than eight \n1081: (8) hours per service day and less than forty (40) hours per \n1082: normal work week. All PTFs will be guaranteed a minimum of one \n1083: (1) nonscheduled day each service week, except during the peak \n1084: 22\n1085: Article 8.3\n1086: season exception period. Management will notify PTF employees \n1087: of their assigned nonscheduled day by the Wednesday preceding \n1088: the service week.\n1089: PSEs will be scheduled in accordance with Section 2.A and B, \n1090: of this Article. All PSEs will be offered a minimum of one (1) \n1091: nonscheduled day each service week, except during the peak \n1092: season exception period. Management will notify PSEs of their \n1093: assigned nonscheduled day by the Wednesday preceding the \n1094: service week.\n1095: Section 4. Overtime Work \n1096: A.\t Overtime pay is to be paid at the rate of one and one-half \n1097: (1½) times the basic hourly straight-time rate. \n1098: B.\t Overtime shall be paid to employees for work performed \n1099: only after eight (8) hours on duty in any one (1) service day or \n1100: forty (40) hours in any one (1) service week. Nothing in this Section \n1101: shall be construed by the parties or any reviewing authority to \n1102: deny the payment of overtime to employees for time worked \n1103: outside of their regularly scheduled work week at the request of \n1104: the Employer. \n1105: C.\tPenalty overtime pay is to be paid at the rate of two (2) \n1106: times the basic hourly straight-time rate. Penalty overtime pay \n1107: will not be paid for any hours worked in the month of December.\n1108: D.\tPenalty overtime pay will be paid to full-time regular \n1109: employees for any overtime work in contravention of the \n1110: restrictions in Section 5.F.\n1111: E.\t Excluding December, part-time flexible employees will \n1112: receive penalty overtime pay for all work in excess of ten (10) \n1113: hours in a service day or fifty-six (56) hours in a service week. \n1114: F.\t Wherever two (2) or more overtime or premium rates \n1115: may appear applicable to the same hour or hours worked by \n1116: an employee, there shall be no pyramiding or adding together \n1117: of such overtime or premium rates and only the higher of the \n1118: employee’s applicable rates shall apply.\n1119: 23\n1120: Article 8.5.B\n1121: G.\tOvertime Work PSEs\n1122: PSEs shall be paid overtime for work performed only after eight \n1123: (8) hours on duty in any one (1) service day or forty (40) work \n1124: hours in any one (1) service week. Overtime pay for PSEs is to be \n1125: paid at the rate of one and one-half (1 ½) times the basic hourly \n1126: straight-time rate.\n1127: Article 8.4.C, 8.4.E, and 8.4.F related to penalty overtime, will \n1128: apply to PSEs. Excluding December, PSEs will receive penalty \n1129: overtime pay for all work in excess of ten (10) hours in a service \n1130: day or fifty-six (56) hours in a service week. Wherever two (2) or \n1131: more overtime or premium rates may appear applicable to the \n1132: same hour or hours worked by a PSE, there shall be no pyramiding \n1133: or adding together of such overtime or premium rates and only \n1134: the higher of the PSE’s applicable rates shall apply.\n1135: When an opportunity exists for overtime for qualified and \n1136: available full-time employees, doing similar work in the work \n1137: location where the employees regularly work, prior to utilizing \n1138: a PSE in excess of eight (8) work hours in a service day, such \n1139: qualified and available full-time employees on the appropriate \n1140: Overtime Desired List will be selected to perform such work in \n1141: order of their seniority on a rotating basis. \n1142: (See Postal Support Employees Memoranda, Section G, \n1143: page 255, and Memo, page 301)\n1144: Section 5. Overtime Assignments \n1145: When needed, overtime work for regular full-time employees \n1146: shall be scheduled among qualified employees doing similar \n1147: work in the work location where the employees regularly work in \n1148: accordance with the following: \n1149: A.\tTwo (2) weeks prior to the start of each calendar quarter, \n1150: full-time regular employees desiring to work overtime during that \n1151: quarter shall place their names on an Overtime Desired List. \n1152: B.\t Lists will be established by craft, section, or tour in \n1153: accordance with Article 30, Local Implementation.\n1154: 24\n1155: Article 8.5.C\n1156: C. 1.\t a.\t When during the quarter the need for overtime \n1157: arises, employees with the necessary skills having listed their names \n1158: will be selected in order of their seniority on a rotating basis.\n1159: \t\n1160: b.\t\n1161: Those absent or on leave shall be passed over.\n1162: D.\tIf the voluntary Overtime Desired List does not provide \n1163: sufficient qualified people, qualified full-time regular employees \n1164: not on the list may be required to work overtime on a rotating \n1165: basis with the first opportunity assigned to the junior employee.\n1166: E.\t Exceptions to C and D above if requested by the employee, \n1167: may be approved by Local management in exceptional cases \n1168: based on equity (e.g., anniversaries, birthdays, illness, deaths).\n1169: F.\t Excluding December, no full-time regular employee will be \n1170: required to work overtime on more than four (4) of the employee’s \n1171: five (5) scheduled days in a service week or work over ten (10) \n1172: hours on a regularly scheduled day, over eight (8) hours on a \n1173: nonscheduled day, or over six (6) days in a service week.\n1174: G.\tFull-time employees not on the Overtime Desired List may \n1175: be required to work overtime only if all available employees on \n1176: the Overtime Desired List have worked up to twelve (12) hours \n1177: in a day or sixty (60) hours in a service week. Employees on the \n1178: Overtime Desired List: \n1179: 1.\t may be required to work up to twelve (12) hours in a \n1180: day and sixty (60) hours in a service week (subject to \n1181: payment of penalty overtime pay set forth in Section \n1182: 4.D for contravention of Section 5.F); and\n1183: 2.\t excluding December, shall be limited to no more than \n1184: twelve (12) hours of work in a day and no more than \n===\n10026: inspected, the Employer agrees that, except in matters where \n10027: 219\n10028: Article 39.3.I\n10029: there is reasonable cause to suspect criminal activity, a steward \n10030: or the employee shall be given the opportunity to be present at \n10031: any inspection of employees’ lockers. For a general inspection \n10032: where employees have had prior notification of at least a week, \n10033: the above is not applicable.\n10034: D.\tAll Motor Vehicle Craft positions listed in the P-1 Handbook, \n10035: designated to the Motor Vehicle Craft, shall be under the \n10036: jurisdiction of the Motor Vehicle Division of the American Postal \n10037: Workers Union, AFL-CIO.\n10038: E. \tWhen filling details to bargaining unit work in the Motor \n10039: Vehicle Craft the Employer shall give first consideration to \n10040: the assignment of available and qualified Motor Vehicle Craft \n10041: employees from the immediate work area in which the detail \n10042: exists.\n10043: F. \tEmployees eligible for night differential who participate \n10044: in on-the-clock training will be paid the applicable differential \n10045: they would have earned for service normally scheduled between \n10046: 6 p.m. and 6 a.m. had they not been temporarily rescheduled by \n10047: management to attend such training.\n10048: G.\t To improve the comfort level in existing U. S. Postal \n10049: Service bulk mail hauling and service vehicles, directional fans \n10050: will be installed in the driver compartment during the life of the \n10051: Collective Bargaining Agreement.\n10052: H.\t Training for Motor Vehicle Maintenance employees will be \n10053: provided on a fair and equitable basis in accordance with service \n10054: needs. First consideration will be given to those employees who \n10055: volunteer for such training. Employees shall be given no less \n10056: than 14 days advance notice of scheduled off-site training. \n10057: Employees may volunteer for off-site training with less than 14 \n10058: days advanced notice. Vehicle familiarization will be provided to \n10059: Motor Vehicle Craft employees when new vehicles are deployed.\n10060: I.\t All hiring announcements for TTO positions will be posted \n10061: on the official bulletin board at the installation where the vacancy \n10062: exists, where vehicle operations and/or maintenance employees \n10063: 220\n10064: Article 40.1.A\n10065: work. Such announcements will be posted until the closing date \n10066: specified in the announcement for submitting applications. \n10067: J.\t The Union, at the National Level, will be allowed “read \n10068: only” access to the automated enrollment system for the vehicle \n10069: maintenance training billets.\n10070: K. \tVehicle \n10071: Maintenance \n10072: Agreements \n10073: (VMAs), \n10074: Vehicle \n10075: Maintenance Repair Agreements (VMRAs) and/or their \n10076: successors should generally not be used by offices where vehicle \n10077: maintenance is available in-house. However, when the Vehicle \n10078: Maintenance Facility (VMF) cannot meet its requirements, such \n10079: an office may submit a VMA, VMRA or their successor request \n10080: that justifies the need for supplementary services. VMAs, VMRAs \n10081: or their successors should not be used to acquire inventory items \n10082: for a VMF.\n10083: L.\t Overtime Desired Lists in Article 8 shall be by section \n10084: and/or tour, unless otherwise agreed and implemented, \n10085: under Article 30.\n10086: ARTICLE 40\n10087: OPERATING SERVICES CRAFT\n10088: Section 1.\n10089: Definitions\n10090: Section 2. \n10091: Seniority\n10092: Section 3. \n10093: Employee Classification\n10094: Section 4. \n10095: Principles of Posting\n10096: Section 5.\n10097: Advancement Opportunities\n10098: Section 6.\n10099: Principles of Reassignment\n10100: Section 7.\n10101: Training and Examinations\n10102: Section 8. \n10103: General Provisions\n10104: Section 1. Definitions\n10105: A.\tCraft Group. The bargaining unit, as identified in Article \n10106: 1, is composed of those positions for which the Union has secured \n10107: exclusive recognition at the National Level. The Operating \n10108: 221\n10109: Article 40.2.B\n10110: Services Craft covers bargaining unit employees at Operating \n10111: Services, Headquarters and Facility Services, Merrifield, VA.\n10112: B.\tSeniority. Seniority for preferred assignments, and for \n10113: other purposes as set forth in this Agreement, determines the \n10114: relative standing among full-time regular employees in the \n10115: bargaining unit in each of the installations. Seniority of newly \n10116: appointed employees will be computed from the last date of hire \n10117: in each of the respective installations and continue to accrue so \n10118: long as service is uninterrupted except as otherwise specifically \n10119: provided by the provisions of this Agreement or by law.\n10120: C.\tDuty Assignment. A duty assignment is a set of duties and \n10121: responsibilities within a recognized position regularly scheduled \n10122: during specific hours of the workday.\n10123: D.\tPreferred Duty Assignment. A preferred duty assignment \n10124: is any assignment preferred by a full-time regular employee.\n10125: E.\t Bid. A bid is a written request by a full-time regular \n10126: employee who is eligible to bid on a vacancy or newly established \n10127: duty assignment. Such requests shall be submitted to the \n10128: supervisor where the vacancy exists.\n10129: Section 2. Seniority\n10130: A.\tIntroduction\n10131: 1. \t The U.S. Postal Service and the APWU, AFL-CIO, agree \n10132: to the following seniority principles which replace all \n10133: former rules, instructions, and practices, if any.\n10134: 2. \tThis Article will continue relative seniority standings \n10135: properly established under past instructions, rules \n10136: and practices and the Article shall be so applied. If an \n10137: employee requests a correction of seniority standing, \n10138: it is the responsibility of the requesting employee to \n10139: identify and restate the specific instructions, rule or \n10140: practice in support of the request.\n10141: B.\tCoverage \n10142: These rules apply to all employees in the regular workforce \n10143: when a guide is necessary for filling vacant assignments and for \n10144: 222\n10145: Article 40.2.B\n10146: other purposes in each installation as set forth in this Article. No \n10147: employee, solely by reason of this Article, shall be displaced from \n10148: an assignment the employee gained in accord with former rules. \n10149: These rules shall apply to both installations where the Union has \n10150: exclusive bargaining rights; however, separate seniority lists \n10151: shall be maintained and the seniority list of one installation shall \n10152: not be combined with, or added to, the seniority list of the other \n10153: installation.\n10154: C. \tResponsibility\n10155: The Employer is responsible for day-to-day administration of \n10156: seniority. The Employer shall post on the official bulletin boards \n10157: in each installation and furnish the Union a copy of the current \n10158: seniority list upon the signing of this Agreement. The Employer \n10159: shall post an updated seniority list on the official bulletin boards \n10160: in each installation and furnish the Union with an updated list \n10161: on the anniversary date of the signing of this Agreement. The \n10162: application of this Article shall be a proper subject of discussion \n10163: at the Joint Labor-Management Committee meetings. \n10164: D. \tChanges in Which Seniority is Retained, Regained or \n10165: Restored \n10166: On reinstatement or reemployment after separation caused by \n10167: disability, retirement, or resignation because of personal illness \n10168: and the employee so stated this reason in the resignation and \n===", "exit_code": 0, "error": null}

Assistant

Short answer: **Yes, light-duty/other-assignment employees generally remain eligible for overtime and seniority protections**, but Article 13 limits cross-craft seniority. There is a clear contract basis to argue if management is denying either improperly.

---

## Overtime: Article 8 applies

**Article 8.4 — Overtime Work**
- Overtime after **8 hrs/day** or **40 hrs/week**
- **Penalty overtime** after **10 hrs/day** or **56 hrs/week** (excluding December)
- No pyramiding of premium rates
- Lists and selection are by **craft, section, or tour** unless local implementation says otherwise

There is **no carve-out** removing light-duty or reassigned employees from Article 8. So a full-time regular on light duty or assigned to other duties still earns overtime under the same thresholds, whether that unit is in MVS or another APWU craft — as long as they are in the **regular workforce** doing similar work in that work location.

**Argument trigger:** If management claims “you’re light duty, no OT,” cite **Article 8.4** + the fact that only PSE/PTF Article 8.4.G specifies PSE overtime; FTR light-duty employees fall under 8.4.A-F.

---

## Seniority: Article 12 and Article 13.4.J govern

### Within your own craft (best case)
If installed into a light-duty slot **within MVS**, **Article 39.1.B seniority generally continues** for preferred assignments. The JCIM-2025 MVS Q&As note seniority is retained when moving between MVO and TTO; same logic applies to light-duty MVS slots.

### Cross-craft (light duty or “other assignment” in another craft)
This is where it gets tricky. **Article 13.4.J** caps seniority in the gaining craft:

> “A full-time 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 (1) day junior to the junior full-time regular employee in the craft or occupational group, **or**
> - **(b)** retain the seniority the employee had in the employee’s former craft.”

So:
- You don’t start at the bottom of the new craft’s roll.
- You get **the better of “day after the most junior FTR” or your actual former-craft seniority date** — whichever is **lesser** (i.e., lower on the list).
- **Permanent light duty in another craft** from PTF → starts new seniority at the foot of the PTF roll in the gaining craft.

### Return-to-craft upon recovery
- **Article 13.4.I / 4.J:** If recovers from permanent light duty within own craft → becomes unassigned FTR with seniority preserved.
- If recovers from light duty in **another craft** → returned to first available FTR vacancy in former craft; seniority restored **including service in the light-duty assignment**.
- PTF on temp light duty recovered → detail terminated, returns to prior status.

---

## Grounds for grievance/argument

| If management does this… | Contract basis |
|--------------------------|----------------|
| Refuses OT to FTR on light duty / other assignment | **Art. 8.4.A-F** — no FTR exclusion for reassigned employees |
| Forces OT on light-duty employee over 10/56 thresholds without penalty ot | **Art. 8.4.C-E** |
| Skips light-duty employee for OT while using less-senior FTRs doing similar work | **Art. 8.5.C** — “qualified… selected in order of seniority” |
| Ignores seniority and uses junior employee for OT when senior is on Overtime Desired List | **Art. 8.5.A-D** |
| Assigns light-duty employee to another craft and strips seniority entirely | **Art. 13.4.J** — must preserve former-craft seniority or become 1 day junior to junior FTR, whichever is lesser |
| Refuses to post resulting vacancy when MVS employee reassigned out-of-craft | **Art. 13.5.A-B** — losing craft vacancy must be posted to gaining craft senior FTR/PTF |
| Refuses written reasons when denying light-duty request | **Art. 13.2.C / 13.4.B** — written reasons required |

---

## Practical limits / caveats

1. **Must be doing similar work in the work location** — Article 8.5.A-D talk about “doing similar work in the work location where the employees regularly work.” A clerk slot or custodian slot might not qualify as similar work for OT selection purposes if the gaining craft has its own overtime lists.
2. **Local LMOU controls what light-duty titles exist** — the CBA only requires local negotiation to establish them; if your installation has no MVS light-duty title beyond the one you have, management may have a stronger position on limiting OT to that specific assignment’s needs.
3. **Temporary vs permanent** — temporary allows modified qualifications; permanent requires full qualifications for the new position (Art. 13.4.B).
4. **Annual review** — management can re-open the medical review yearly and potentially return you to your craft or former assignment if recovered (Art. 13.4.F-G).

---

## Bottom line

There is **a strong contract argument** for:
- OT eligibility continuing after light-duty/other assignment
- Seniority carrying over or being preserved per Article 13.4.J
- Proper posting if the reassignment creates a vacancy in your former craft

If you’re seeing either OT or seniority being denied because of light-duty/other-services status, that’s a grievable issue under **Articles 8, 12, 13, and 15** of the CBA. The key is documenting the exact assignment title, tour, hours, and craft.

Want me to extract the OT + seniority JTAM/LMOU language for the specific gaining craft into a one-page reference?