Monthly Membership Meeting An Interpreter will be present for the hearig impaired October 16, 2016 @ 2:00 PM APWU UNION HALL
NEWS Politics Exclusive: Survey Finds Turmoil in Postal Workforce Posted to Politics April 28, 2016 by Shawn McCoy. This Survey Says: No Recognition for Good Work; Supervisors Don’t Care for Workers as People; Don’t Feel Job Is Important; Fellow Employees Not Committed to Doing Quality Work. A survey of postal employees conducted last year for the United States Postal Service paints a dire picture of the state of the organization’s workforce. Gallup, which was paid $1.8 million by USPS to conduct the survey, presents a comparison to the results of similar surveys of millions of workers at hundreds of other companies in recent years. Across a range of questions addressing satisfaction in the workplace, the USPS scores in the 1st percentile, the very bottom, of the survey results. The topline results were obtained through a Freedom of Information Act request after the USPS declined to provide the data to InsideSources when asked in January. Postal workers reported strong job dissatisfaction, and in comparison to other organizations surveyed by Gallup, USPS employees say they rarely receive recognition for good work; their supervisors don’t care for them as people; they don’t feel their job is important; they lack opportunities to learn and grow, and their fellow employees are not committed to doing quality work. A spokesperson for USPS says the organization was disappointed with the results. “Clearly, there is much room for improvement.” This was the first time the survey, known as Postal Pulse, was administered to postal employees. USPS previously surveyed employees on a quarterly rotation for 17 years. Postal Pulse is the first time Gallup has contracted with USPS to conduct a version of its Q12 survey, which since its development in the 1990s has been given to 25 million workers at over 1,100 firms worldwide. The percentile results provided to InsideSources are compared to Gallup’s 2015 Q12 Overall Company Level Database. While Gallup did not respond to a request to explain what data is included, past reports from Gallup suggest the 2015 database is comprised of data from 2012, 2013, and 2014, which would come from approximately 400 companies and 7.5 million workers. Noted as one of the “Strengths & Opportunities” found in the results is that 52 percent of employees strongly agree that they know what is expected of them. While this places USPS in only the 16th percentile of all the companies in Gallup’s database, this was by far the best USPS performed across all questions. The survey had a total of 13 questions. Question 0 is a departure from the typical Gallup Q12. It asks employees their satisfaction with USPS as a place to work. Responses to this question range on a five-point scale from “extremely dissatisfied” to “extremely satisfied.” The other 12 questions are all based on the Q12 and are on a five-point scale from “strongly disagree” to “strongly agree.” The questions and the percentiles compared to the Gallup database are below. Q0. How satisfied are you with the Postal Service as a place to work? 2nd Percentile Q1. I know what is expected of me at work. 16th Percentile Q2. I have the materials and equipment I need to do my work right. 3rd Percentile Q3. At work, I have the opportunity to do what I do best every day. 7th Percentile Q4. In the last seven days, I have received recognition or praise for doing good work. 1st Percentile Q5. My supervisor, or someone at work, seems to care about me as a person. 1st Percentile Q6. There is someone at work who encourages my development. 1st Percentile Q7. At work, my opinions seem to count. 1st Percentile Q8. The mission or purpose of my company makes me feel my job is important. 1st Percentile Q9. My fellow employees are committed to doing quality work. 1st Percentile. Q10. I have a best friend at work. 1st Percentile Q11. In the last six months, someone at work has talked to me about my progress. 1st Percentile Q12. This last year, I have had opportunities at work to learn and grow. 1st Percentile. Overall Grandmean: 1st Percentile Gallup received responses from 270,000 postal employees nationwide. This was a response rate of only 47 percent, compared to Gallup’s 50th percentile response rate for other companies at 89 percent. The American Postal Workers Union discouraged its members from taking the survey because it believes the results could be used in contract negotiations. In a letter to InsideSources, Kelvin Williams, the Executive Director of Employee Engagement at USPS, explained that the Postal Pulse survey was launched in 2015 with the goal of improving employee engagement, which will in turn increase productivity, workplace safety, and value for customers. Williams said that USPS will be working to identify and correct problems identified in the survey. InsideSources followed up with USPS to ask how they were addressing these challenges. A spokesperson said they are taking action, but she cautioned results could take time. The USPS response: We are laser-focused on finding ways to make improvements in postal work teams — and their work environments — all across the country. We have assembled a dedicated, high-performing Employee Engagement team of employees who have begun the process of training all our postal leaders (tens of thousands) to translate the survey’s Q12 Engagement Questions into a “Daily Mission.” We will hold postal leaders accountable for actively identifying and correcting their work environment issues in order to achieve a more satisfied and productive workforce, ultimately resulting in more satisfied customers. We are realistic, and we know this will take time, perhaps as much as four or five additional survey administrations. Below are the survey results documents obtained by InsideSources.
Postal Service Cuts Hours at 21 San Francisco Post Offices
USPS Documents Show Hours Reduced at Post Offices Near Staples Stores; Public Postal Counters Are Shrinking, Not Growing, After Secretive Deal with Retail Giant
May 29, 2014 - SAN FRANCISCO In the wake of a secretive, sweetheart deal to outsource postal operations to low-wage, high-turnover Staples stores, the U.S. Postal Service is reducing customer service hours at 21 of 39 U.S. Post Office stations in San Francisco. Cutbacks in hours are also planned in surrounding Bay Area communities. "They're shutting the doors at 5 p.m. and posting signs sending people to private locations - including Staples - to conduct postal business," said Geoffray Dumaguit, president of the San Francisco Local of the American Postal Workers Union. "This will inconvenience and irritate our customers, who often need to visit a Post Office after work." Postmaster General Patrick R. Donahoe has denied that Staples stores would replace any of the nation's 33,000 traditional Post Offices, but six months into the program, hours are being curtailed at nearby USPS offices. The Postmaster General also claimed there would be no loss of USPS jobs as a result of the Staples deal, which allows the retail giant to conduct most of the business U.S. Post Offices handle. But the postal counters in Staples stores are staffed with low-wage Staples employees with no experience and little training, rather than highly-trained uniformed Postal Service employees. The no-bid deal with Staples began at more than 80 retail outlets in California and three other states, with plans to expand to 1,500 locations nationwide. Donahoe claims the Staples deal will "grow the business" but according to USPS documents obtained by the American Postal Workers Union, business in 21 San Francisco offices will be shrinking, not growing. At least nine of the affected stations are two miles or less from a Staples store. Most of the affected Post Off ice stations will now close at 5 p.m., instead of staying open until 5:30 or 6 p.m., as they did in the past. USPS has identified "budget savings" based on reduced hours at the affected locations. "First they take an hour, then they'll take the whole day," said APWU President Mark Dimondstein. "We've said all along that this is a plan to close Post Offices and outsource postal work. They've got a sign on the door that says 'We're closed, go to Staples.' It couldn't get much more obvious than that. "After driving customers away, postal management will conduct a study of traffic in Post Offices and find that it's gone down. Then they'll claim to have the evidence they need to justify closing Post Offices," he said. The cutback in hours at San Francisco Post Office stations comes at a time when the USPS is experiencing rapid growth in package delivery as a result of ecommerce. Letters and packages dropped off at Staples stores, however, don't enjoy the legal protection of the U.S. Mail. Thousands of postal workers and community allies protested the outsourcing of postal jobs and the decline of customer service at 56 Staples stores and Post Offices in 27 states on April 24. "Opposition to the Staples deal is growing," Dimondstein said. "The California Federation of Teachers, the American Federation of Teachers (AFT) Michigan, the American Federation of Teachers (AFT) New Hampshire and other unions are answering our call to boycott Staples. Thirty members of the U.S. House of Representatives from California have called on the Postmaster General to scrap the program. We're going to keep educating consumers about this dirty deal. The U.S. mail is not for sale."
For more information about the APWU campaign to save public postal services, visit StopStaples.com. A copy of the agreement between Staples and the USPS - heavily redacted - is available on the APWU website.
What are the benefits of Labor Unions? It simply amazes me, how someone can reap the benefits based on the labor of someone else and really believe its’ okay. Labor Unions’ efforts have standardized many workforce regulations, including the 40 hour workweek, overtime pay, paid leave, unemployment benefits and health insurance. These are benefits we, as Postal Employees, enjoy as a result of negotia-tions between the USPS and APWU. Union workers receive wages nearly 20 percent higher than non-union. more By Jennifer Fulbright
New Pay Rates to Take Effect Aug. 6 Retroactive Pay Expected Nov. 4 WEB NEWS ARTICLE #: 150-201607/23/2016 According to information provided by the Postal Service, the new pay rates under the new APWU-USPS contract will begin on Aug. 6 (Pay Period 17) and will be reflected in paychecks dated Aug. 26, APWU President Mark Dimondstein has announced. Retroactive pay for the period from Nov. 14, 2015, through Aug. 4, 2016, are expected in Pay Period 22, with an expected pay date of Nov. 4, 2016.
Dallas Area Local Endorses!!! The Dallas Area Local would like to thank all of the candidates running for APWU National Offices who accepted our invitation and took the time to speak with our Executive Board. Our objective as stated in our invitation was to provide each candidate an opportunity to speak openly to our Executive Board about their candidacy. We are pleased at the number of candidates that responded and are truly appreciative of all the information shared to enable us to make an informed decision to take to our membership for a vote. The Dallas Area Local is pleased to announce the endorsement of the following candidates for APWU National Offices as voted by our membership at the August 2016 Bi-Monthly Meeting:
Mark Dimondstein, President Debby Szeredy, Executive Vice President Tony D. McKinnon Sr., Industrial Relations Director Judy Beard, Legislative/Political Director John L. Marcotte, Health Plan Director Charles P. Smith, Research and Education Director Kennith L. Beasley, Southern Region Clint Burelson, Clerk Division Director Lynn Pallas-Barber, Assistant Director (B) Clerk Division Steven G. “Steve” Raymer, Maintenance Division Director Terry B. Martinez, Assistant Director (B) Maintenance Division John Gearhard, Southern Region, (A) NBA Maintenance Division
We Have a New Union Contract! The Full arbitration award available in APWU website. WEB NEWS ARTICLE #:140-201607/08/2016 - The big news is in – 200,000 postal workers represented by the APWU have a new union contract! On July 8th, Arbitrator Stephen Goldberg issued his arbitration award that sets the wages, hours and conditions of employment in our new union contract. This award concluded a two-year struggle for “Good Service, Good Jobs, Good Contract” that included contract negotiations, mediation, arbitration hearings – and solidarity actions on work floors and in communities around the country.
“We have gained many positive results in these difficult times,” APWU President and lead negotiator Mark Dimondstein said. “We, as a union, should be proud of the results. We made some real progress on most of our major goals. We gained an all-career workforce in our Maintenance and Motor Vehicle Crafts. We secured real general wage increases. We preserved our COLA and no lay-off protections. We strengthened conversion opportunities for PSEs and improved PSE wages and benefits. We strengthened job security by limiting subcontracting, particularly in relation to MVS. We achieved a temporary moratorium on new plant closings and consolidations. We laid the basis for better protecting retail services and for expanding postal services. While we were unable to stop management’s demand that employees pay a greater share of health insurance premiums, we successfully fought back the main concessionary demands of postal management-- for increased percentages of non-career employees, a new tier of lower- paid career employees, the elimination of COLA and the weakening of our no layoff protection.”
Below is a summary of the main highlights of the new award. (for a full copy click here) All provisions of the previous contract that remain unchanged carry forward into our new contract including seniority and bidding rights, the grievance procedure, protection against unjust discipline, annual and sick leave, holiday and overtime pay and all the other important union benefits we have won over many decades of struggle. Length of the Agreement May 21, 2015 - September 20, 2018 (40 months) Career Employee General Wage Increases There will be across-the-board pay increases of 3.8% for career employees over the life of the Agreement:
1.2% effective November 14, 2015 (Retroactive)
1.3% effective November 26, 2016
1.3% effective November 25, 2017
Cost of Living Adjustments (COLA) The COLA for career employees is maintained under the current formula. Cost of living adjustments will be made in March and September of each year of the Contract. PSE Wage Increases PSEs (who do not receive COLA raises) will receive wage increases as follows:
2.2% effective November 14, 2015 (Retroactive)
2.3% effective November 26, 2016
2.3% effective November 25, 2017
In addition to these general wage increases, PSE wages will be increased by fifty cents per hour over the life of the Contract as follows:
$0.09 per hour effective November 14 2015 (Retroactive)
$0.20 per hour effective May 13, 2017
$0.21 per hour effective May 26, 2018
No Lay-Off Protections for Career Employees The no lay-off protections of Article 6, for employees with more than six years of service, remain in full force. In addition, no lay-off protection is extended to all career employees who are on the rolls as of July 8, 2016. This protection covers the 32,000 postal workers recently converted to career who have not yet achieved the six year threshold of no lay-off protection. Job Security Provisions
There will be no new subcontracting of PVS driving work during the life of the contract.
For a minimum of the first year of the contract, the postal service will not expand contract stations, village post offices and approved shipper programs. (The fight over Staples is not affected by this moratorium.)
There will be no further plant closings and consolidations until at least April 2017.
All Maintenance Craft PSEs will be converted “in place” to career within 60 days of the Award. Thereafter the PSE category of employee will be eliminated in the Maintenance Craft.
All Motor Vehicle Service Craft PSEs will be converted to career - either full-time or PTF - within 60 days of the Award. Thereafter, the PSE category of employee will be eliminated in the MVS Craft. However, in the future PSEs could be authorized as part of a package to bring back currently subcontracted MVS work.
PTF employees are reintroduced into the MVS craft, not to exceed 20% of the MVS career workforce.
Non-Traditional Full-Time (NTFT) duty assignments are eliminated in Function 1 (mail processing) and Function 3 (MVS) and will be reposted as traditional full-time duty assignments. NTFTs cannot be introduced into the Maintenance Craft. Current four day a week/ ten-hour a day duty assignments may remain in place if the local parties agree. Local parties may mutually agree upon more such assignments under the Modified Work Week Memo.
Non-Traditional Full-Time employees in Function 4 (Retail) are now capped at 8%, excluding NTFT assignments in POStPlan offices. (Previously there was no cap.) The rules concerning schedules and postings in the NTFT memo remain. However, the restriction on assigning mandatory overtime to non-OTDL employees is narrowed from installation wide to the facility.
Veteran Hiring Preference Eligible Veteran hiring will be greatly enhanced with the creation of the all- career workforce in the Maintenance and MVS Crafts where Veterans will now be hired directly into career positions. Career Employee Health Benefits The Health Plans and benefits for career employees remain in effect. Over the next three years, the employees’ portion of the health premium will increase 1% a year. For the APWU Consumer Driven Health plan, the Postal Service will continue to pay 95% of the premium. PSE Health Benefits and Holiday Leave Pay
PSEs will now receive six paid holidays. (PSEs had no holiday leave.) The holidays are the six major holidays of New Years, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day
The number of hours paid for the holiday will vary by size of office: 200 Man year offices – 8 hours. POStPlan offices – 4 hours. All other offices – 6 Hours.
PSEs who work on a holiday will have the same option as career employees to have their annual leave balance credited in lieu of holiday leave pay.
The 75% contribution of the USPS to the premiums of the APWU Consumer Driven Health Plan, available after one year of service, remains in effect. In addition, PSEs will now have access to a USPS sponsored health plan upon employment with the USPS contributing $125.00/pay period.
Limits on Excessing During the life of the CBA, no employees can be excessed beyond a 50 mile radius. Bereavement Leave Clarification on expanded bereavement leave coverage to “in-laws.” Enhanced and Expanded Services Parties established a joint Service Enhancement and Innovation Task Force authorized to discuss research, and consult experts with a goal of agreeing to programs including pilots to implement agreed upon services and practices. At least one pilot program must be implemented within 12 months. Uniform and Work Clothes for Eligible Career Employees Allowances for uniform and work clothing programs will be increased
Effective May 2016, increase of 5%
Effective May 21, 2017, increase of 2.5%
Effective May 21, 2018, increase of 2.5%
Eligible PSE Employees PSEs employed in retail for the first time will receive an annual uniform allowance for three shirts, subject to the normal eligibility requirements. Clerk Craft
Incorporates successful MOU “Re: Filling of Residual Vacancies” into the Contract.
New pecking order for full-time vacancies allows for a possible PTF transfer and conversion of PSEs within a 50-mile radius.
New pecking order for PTF vacancies provides for conversion of PSEs within the installation, the transfer of PTFs within 50 miles and conversion of PSEs within a 50-mile radius.
PTFs can express a preference to work outside their installation.
One-time conversions of all Clerk Craft PSEs in 200 work year installations with over 2.5 years of service as of July 8, The conversions will be completed as soon as practical but no later than 60 days from July 8, 2016. One year from the award, the parties are ordered to discuss the possibility of another one-time conversion.
New language in Article 37.5.D that streamlines process for PSE conversion to career.
eReassign Task Force established to explore improvements to the posting and placement process.
Employees can now exercise retreat rights without regard to level.
All Maintenance Craft PSEs converted to career and the PSE category eliminated.
Maintenance Jobs MOU eliminated except for provisions related to pending disputes over “Unit Clarification”.
Significant improvements to excessing provisions in Article 38.3.K.
New provisions for ET-11 issues including a nationwide PAR for ET-11s and negotiations for LMOUs with MTSC.
Retained the Subcontracting Cleaning Services MOU with entire installation in the 18K sq. ft. formula.
Retained the 50-mile rule on excessing.
New pecking order putting APWU members ahead of non-APWU for in-service register selections.
Motor Vehicle Craft
All MVS Craft PSEs converted to career and the PSE category eliminated except when part of package to bring in contracted work.
Numbered paragraphs 1, 3, and 4 of the 2010 Motor Vehicle Craft Jobs MOU terminated Paragraph 2 remains and includes the evaluation of 8,000 HCR routes for possible return to PVS.
No new subcontracting of PVS driving work during the life of the contract.
Because of the loss of flexibility with conversion of all PSEs, elimination of NTFT assignments and restriction on sub-contracting, the Award provides for the return of PTFs with a 20% cap.
Clarification of policy regarding Vehicle Maintenance Agreements (VMAs) in offices with vehicle maintenances.
All Full-Time Regular Motor Vehicle Craft employees – not just operators – will use their seniority for vacation scheduling.
Bids for Examination Specialist (SP-2-188) and Vehicle Operations – Maintenance Assistant (SP-2-195) are open to all full-time regular MVS employees.
LABOR TALK "While the U.S. Postal Service is obviously not a product of the New Deal, that same conservative agenda is behind the attack on the Postal Service we're witnessing today. Cutting the workforce, closing post offices and plants, and moving toward privatization through outsourcing and divestiture of assets--these are all part of an effort to shape the postal system in ways that serve the interests of an elite business class rather than the good of the country as a whole. The free-market ideology and greed for profits that drove efforts to undo the New Deal are basically what's driving the 'postal reform' movement today." Source: Historian Kim Phillips-Fein In her book ~ Invisible Hands: The Businessmen’s Crusade Against the New Deal
APWU Family day and Mortgage Burning event was a success, those that came out to the celebration had a good time, thanks to the Members, Officers and Vendors for making the celebration a success. Click here to see pictures of the event.
"The Fight for a Good Contract Marches On"
The fight for a good contract is marching on! Union negotiators participate in mediation and continue to prepare for the possibility of arbitration throughout the summer, while union members too the APWU's message o the work floor and communities across the country. Mediation began on June 9, 2015, under the auspices of the Federal Mediation and Conciliation Service (FMCS), whose job is to help the parties reach a voluntary agreement. If mediation is unsuccessful, the contract will be resolved through arbitration. The FMCS convened several mediation sessions over the summer and held several private meetings with each side, APWU President Mark Dimondstein reports. The union and management also continued to hold informal talks. "Despite out best efforts, mediation has not shown much progress, at least not yet," Dimondstein said. "Management continues to insist on demands we simply cannot accept." They include:
Eliminate cost of living adjustments as we know them;
Increase employees' contributions to healthcare coverage;
Create a new, permanent lower pay scale for future career employees, with reduced benefits;
Increase the percentage of non-career employees,
weaken protection against layoffs.
APWU proposals include fair and reasonable wage increases, limits on subcontracting, more career jobs, improvements for Postal Support Employees, limits on excessing, and better service for our customers. "It's important for our members to understand,' Dimondstein said, "that mediation and arbitration don't take place in a vacuum. Workers can affect the process. Mediators and arbitrators - like judges and courts - are influenced by the political climate. That is why it is so important that our members remain active and continue to show solidarity." And that's what union members have done. APWU members have been wearing their solidarity on their sleeve every Thursday, with union T-shirts, buttons and armbands. "Postal management also takes note of how many of our members are wearing union buttons, stickers and T-shirts, and see it as a sign of the union's strength," the union president said. source "The American Postal Worker" edition September - October 2015
Fired Up and Ready to Go! Day of Action Kicks Off APWU President Mark Dimondstein at the National Day of Action event in front of the Martin Luther King, Jr. Post Office in Washington, DC “Are you fired up? Are you ready to go?”
That’s the question APWU Secretary-Treasurer Liz Powell asked dozens of supporters who kicked off the May 14 National Day of Action in front of the post office on 14th and L Streets in Washington, DC – just one week before the Collective Bargaining Agreement expires. Read full Article
Dallas Area Local members standing up and fighting back 05/14/2015
Contract negotiations are set to begin on Feb.19, 2015, and APWU members across the country are busy preparing. At the national level, officers have been studying data, weighing input from union members, plotting strategy, and honing contract proposals. But to win a good contract, we will need support from union members across the country, as well as from the people we serve. Here’s what you can do:
Feb. 19, 2015: On the opening day of negotiations, wear stickers and union T-shirts, caps and other gear as a show of solidarity. Stickers have been mailed to local and state presidents for distribution. Today and every day: Join your local or state Contract Action Team (CAT) to help share information with union members throughout negotiations and spread the word about upcoming activities. If there’s no CAT in your area, help your local president form one! Every APWU member can and should get involved. Take the message to your family, friends and neighbors. In solidarity, Mark Dimondstein, APWU President
Follow-Up Statement to APWU Members from President Mark Dimondstein
Re: New Revelations on USPS Cyber Security Breach 11/20/2014 New revelations about the security breach in the Postal Service’s data systems are raising additional concerns about this very troubling incident. The APWU remains fully committed to protecting the rights of our members and demanding information from the USPS about what management knew and when they knew it. Unfortunately, it appears the breach was worse than originally thought. Apparently, information regarding OWCP records that were shared with the Department of Labor exposed medical records, bank account and routing information for tens of thousands of employees and retirees. The Postal Service plans to issue follow-up letters to those impacted by the latest findings shortly. Because the Postal Service has refused to bargain in good faith and continues to take unilateral action in response to the data breach, the APWU is pursuing the unfair labor practice we filed on Nov. 10 with the National Labor Relations Board (NLRB). The National Association of Letter Carriers (NALC) and the National Rural Letter Carriers (NRLCA) have also filed charges. The APWU is committed to protecting the rights of our members and will do whatever is necessary to make sure our members are protected and made whole for any damages suffered as a result of the security breach – now and in the future. We are working with our sister unions to ensure that postal employees and retirees receive the information you need and that every effort is made to protect you. I will continue to be personally involved and will keep you posted as more information is obtained.
Grand Alliance to Save Our Public Postal Service! Today, the American Postal Workers Union and more than 60 national organizations have come together in A Grand Alliance to Save Our Public Postal Service! OUR MISSION A Grand Alliance to Save Our Public Postal Service The United States Postal Service is a wonderful national treasure, enshrined in the Constitution and supported by the American people. Without any taxpayer funding, the USPS serves 150 million households and businesses each day, providing affordable, universal mail service to all – including rich and poor, rural and urban, without regard to age, nationality, race or gender. The U.S. Postal Service belongs to “We, the People.” But the USPS and postal jobs are threatened by narrow monied interests aimed at undermining postal services and dismantling this great public institution. Even some postal executives have been complicit in the drive toward the destruction of the Postal Service and ultimate privatization: They have slowed mail service, closed community based Post Offices and mail processing facilities, slashed hours of operations, tried ceaselessly to end six-day service as well as door to door delivery, and eliminated hundreds of thousands of living wage jobs. Good postal jobs are vital to strong, healthy communities, and have provided equal opportunities and the foundation for financial stability for workers from all walks of life, including racial and ethnic minorities, women and veterans. Postal services are essential to commerce and bind together families, friends and loved ones. In the day of e-commerce, a public postal service is as relevant as ever. Yet those corporate forces who want to privatize public services allege that curtailing postal services and eliminating jobs are necessary due to diminishing mail volume and “burdensome” union wages and benefits. Nothing could be further from the truth. In reality, a Congressionally-manufactured USPS “crisis” imposed an unfair crushing financial mandate on the Postal Service that no other government agency or private company is forced to bear. (The Postal Accountability and Enhancement Act of 2006 compels the USPS to pay approximately $5.5 billion per year to fund future retiree healthcare costs 75 years in advance.) Without this unreasonable burden, the USPS would have enjoyed an operating surplus of $600 million in 2013 and over $1.4 Billion in 2014. The people of this country deserve great public postal services. We advocate expanded services, such as non-profit postal banking and other financial services. We call on the Postmaster General and Postal Board of Governors to strengthen and champion the institution. The public good must not be sacrificed for the sake of private investment and profit. A strong public Postal Service is our democratic right. Join us in the fight to protect and enhance vibrant public postal services now – and for many generations to come.
2014 APWU Nation CONVENTION
President Mark Dimondstein: "It's Time to Stand Up and Fight Back" in the opening of his State of Our Union Message to the delegates at the APWU National Covention. We he must be an activist organization and build a Grand Alliance with the people of this country to defend our national treasure, the United States Postal Service, Mark Said. " Everything that stands for the public good, public Libraries, Parks, Education, Utilities, Transportation and the public Postal services are under attack, as are public sector workers and Unions. July,22, 2014, while rallying outside a Staples store Chicago, IL, Postal Workers Union Members, Leaders of other Unions, the National Postal Mail Handlers Union President John Hegarty, National Association of Rural Letter Carriers President Jeanette Dwyer, Labor leaders for the AFL-CIO, Labor leaders from Greece, England, Canada etc., the Rev. Jessie Jackson, MSNBC , talk Show Host-Ed Schultz, Danny Glover, a young lady that work for McDonalds who's Union is fighting and winning the battle for a livable wage, benefits and better working conditions, Congress Women and Representative from the Chicago area, helped to inspire and show support to Unions and members, encouraging us to stand up and fight back.
Ed Schultz - MSNBC
The US Mail is not for Sale 05/12/2014 - Thousands of APWU members, joined by labor and community activists, protested at Staples stores across the country on April 24, a 'Stop Staples' National Day of Action. Events were held in 56 locations in 27 states to protest the deal that established postal counters in Staples stores -- staffed by low-wage, high-turnover Staples employees rather than USPS workers.
In this superb two-minute video, actor-activist Danny Glover champions the need for a vibrant public Postal Service and asks the public to join with him in A Grand Alliance to save it.
What is COPA you ask? APWU COPA; the union's Committee on Political Action, was created to raise voluntary political campaign contributions from our Union's active and retired members, as well as members of the APWU Auxiliary to support the campaigns of candidates for public office who share our values and goals. We as members may not support the same political parties, but as working men and women, it is imperative we all support those who support us; otherwise we will become part of the "forgotten class" rather then the ''middle class."
Labor Unions fighting together
Yared Wonde (President of the Dallas, Tx. Area Local) with Ed Thompson (President of the Ft. Worth Tx. Area Local)
Local union president Yared Wonde helped organize the protest at a Staples on Cockrell Hill Road. (William Darnell/Staff) Staff writer William Darnell reports: Postal workers gathered Thursday outside a West Dallas Staples to protest what they described as a “backroom deal” between their employer and the office supply chain. Wearing T-shirts and holding signs, about a dozen protesters picketed outside the store, which could soon begin providing mail services and selling U.S. Postal Service products under the partnership. “We don’t have a problem with Staples having a counter for customers,” said Jennifer Fulbright, who retired after 39 years with the post office. “We just have a problem that they’re not going to staff these counters with U.S. postal employees. You’re going to have Staples employees that may look like us, but that won’t be us. So they don’t have the same responsibility to the mail.” The agreement is in the test phase at certain stores, none of which are in the Dallas area. According to a USPS press release, the intent of the “Retail Partner Expansion Program” is not privatization, but instead to simply “grow the business.” A representative from Staples declined to comment. Fulbright organized the event with Yared Wonde, president of the Dallas-area American Postal Workers Union. Though only about a dozen protesters had gathered this morning, they said they expected to draw more than 100 postal employees over the course of the 10-hour day. Their main concerns were protecting jobs and the quality of the services the post office provides. “The postal service belongs to the people,” Wonde said. “The mail has to be secure.” Fulbright, too, said the agreement could get muddy when a letter or package actually becomes the post office’s responsibility. “A customer comes into Staples, they buy a stamp, they hand a person that letter, so is that letter mail yet?” she asked. “No, It’s not mail until it actually reaches a USPS facility.”