From the President Desk
A Tale of Two Arbitrations: How Local 321 Fought, Won, and Lost
ByTonyWilson President
The Union’s mission is simple: protect the work and rights of Mail Handlers. Recently, Local 321 fought two major arbitration cases. One we won; one we lost. Both cases tell an important story about the continued struggle to preserve bargaining unit work.
The Case We Lost , RI-399Arbitration: The Denver NDC
Chute Dispute
The first case involved a jurisdictional dispute at the Denver NDC concerning certain chutes on Parcel Sorting Machine 4 (PSM-4) inAreas 11 and 13. Historically, these chutes were assigned to the Clerk Craft. However, after management made some modifications to the equipment, the NPMHU filed a grievance arguing that the modifications effectively converted the work into Mail Handler duties, specifically, container loading, and that this work should now belong to the Mail Handler craft.
LOCAL
TheAPWU and Postal Service disagreed, arguing that there was no significant change to the operations. But more importantly, they raised a procedural argument: they claimed that the NPMHU had failed to follow the proper referral process under the 2018 RI-399 Update MOU, which requires certain disputes to be referred to the National Dispute Resolution Committee (NDRC).
Although we made strong arguments that the changes constituted a true operational change, the arbitrator ultimately dismissed the grievance on procedural grounds. The arbitrator ruled that because the NPMHU had not referred the dispute to the NDRC as required, he had no authority to rule on the merits of the case.As a result, the jurisdictional work remained with the Clerk Craft, and the Union was barred from receiving any remedy.
Key Takeaway:
This case is a painful reminder that even when we believe we are right on the facts, we must strictly follow every required step in the grievance process, especially when dealing with RI-399 jurisdictional issues. Procedural missteps can cost us the ability to even argue the merits.
(continued to page 2)
The Case We Won , Cross-Craft Violation at Denver P&DC Unit 030
The second case involved the 030 Manual Letters unit at the Denver P&DC, where management improperly assigned Clerk Craft employees to perform Mail Handler duties for an extended period
Mail Handler Marguerite Durr observed that clerks were routinely performing work historically assigned to Mail Handlers after the last Mail Handler assigned to that section retired. This included moving mail using powered equipment from the docks to the work area clear Mail Handler work per the local RI-399 inventory.
Despite clear evidence of cross-craft violations, management failed to notify the Union or the Local Dispute Resolution Committee (LDRC) of any intention to transfer work, as required underArticle 7.2 of the NationalAgreement.
The arbitrator agreed with the Union and found that the Postal Service violatedArticle 7.2 by failing to notify the Union before assigning Mail Handler work to clerks.Although the arbitrator ruled that she could not order management to reassign Mail Handlers to the section (as that would require bargaining), she did order management to pay a financial remedy.
The arbitrator awarded a lump-sum payment equivalent to the wages a Mail Handler would have earned in the 030 Unit on Tour 3 from July 18, 2023 throughApril 25, 2025, to be divided among Mail Handlers in Denver as designated by Local 321. subsequently management staff the operation with an MHA.
Key Takeaway:
Strict contract language, proper documentation, and diligent grievance handling by the Union resulted in a clear win for Mail Handlers. This shows that when we document violations and follow the correct procedures, we can and do prevail.
Both cases reflect the daily challenges Mail Handlers face as management continues to push the limits of cross-craft assignments and subcontracting. These cases also demonstrate why documentation, member vigilance, and strict adherence to grievance procedures are critical.
• In one case, procedural error cost us the opportunity to win.
• In the other, solid documentation and proper grievance han dling led to a clear victory.
Local 321 remains committed to protecting our work, fighting improper cross-craft assignments, and challenging any subcontracting that threatens the Mail Handler craft.
Management cannot Unreasonably Deny Your Leave!
We are seeing an alarming increase in reports from Mail Handlers who have been told by management that they cannot take LWOP (Leave Without Pay) instead of annual leave.
By AnnetteDamain Recording Secretary
Let’s be ab-
solutely clear: this is unacceptable and a direct violation of your contractual rights.
Management does not get to decide, at their convenience, when you can or cannot use your leave. When personal situations arise, whether expected or not, you have the right to request LWOP. Management may review the request, but they do not have the right to automatically or unreasonably deny it. Blanket refusals or arbitrary denials of LWOP are not only wrong, they are violations of the National Agreement and the LMOU
Under Article 10.3 of our contract, it states:
“It is agreed to establish a nationwide program for vacation planning for employees in a regular work force with emphasis upon the choice of vacation period(s) or variations thereof. Care shall be exercised to ensure that no employee must give up any part of any such employee’s leave.”
Under Article 10 (H) of our LMOU, it states:
Career employees who have scheduled bid annual leave granted at the beginning of the leave year will not be unreasonably denied Leave Without Pay {LWOP) (continued to page 4)
FROM THE VICE PRESIDENT LOCAL
321 & BRANCH PRESIDENT, DENVER
Brothers and Sisters
Summer is here and most mail handlers are taking their vacations. Be safe out there and enjoy your time with love ones.
It’s also time of the year that mail volume tends to drop as much as most anticipated overtime. It will dwindle a bit and am pretty sure we all know that.
By SamuelTKoduah VicePresidentLocal321 &BranchPresident,DenverP&DC
Remember you can waive overtime for couple of reasons- Fatigue, Anniversary, doctors’ appointments and for family reasons. If you have questions talk to shop steward.
I want to help inform our membership about the issues that impact our daily work schedules.
The union do not approve leave, change of schedule. We will consent to it but we are not the final approving body. Management is. Get your appropriate PS forms filled in duplicate, signed and submit to your immediate supervisor.
I believe with rising temperatures comes with rising tempers. Please DO NOT engage in any physical altercation with fellow employees or management on the workroom floor. If tempers rise for any reason, walk away and talk to a shop steward. The union will always do whatever it takes to cool matters. Let’s show respect to fellow coworkers.
In recent past we have had union members come to union offices within the local to rain insults on stewards for no reason. Even when the steward has never filed a grievance for the member. This is a disturbing trend and we must cease and desist. If any member is aggrieved with a particular steward, talk to leadership.
Stewards are volunteering to represent members. stewards should not be enemies or targets. Remember, shop stewards are there to represent members. If you don’t like a particular steward for a reason, you will be accommodated. Insults will not solve any problems.
Per our contract, mail handlers can sign on the OTDL (overtime desire list) one time. If you get a new bid, or bid to a different tour, management will migrate you to your new tour.
In the other hand, if you need to change your overtime preference at any time, there is a form at your union office. Remember, you can sign back up 14 days after you bid a new job.
I will conclude by saying a big thank you to all members of this local for the support you give the leadership. We will continue to deliver to the best of our capabilities.
Please do not hesitate to visit your union office to ask questions pertaining to work.
Thank you all
Management Cannot Unreasonably Deny Your Leave!
If their annual leave has been exhausted. Each request will be reviewed on a case by case basis. The request for this consideration should be made by the employee no less than 14 days prior to their scheduled bid annual leave. If a timely request is denied, the vacant week(s) shall be posted and available for requests for incidental leave within the section.
These language exists for a reason. It protects your ability to manage your own earned leave time. When management tells you that you cannot take LWOP, especially without a valid, documented operational need, they are not "managing," they are violating your rights.
Do not allow management to pressure you into silence.
If you are told you cannot take LWOP, immediately come into the Union Office and provide your steward with a full statement of what occurred. We will confront management directly. You should not, and will not,face this fight alone. This is exactly why your Union exists, to stand up against management’s abuse of authority and to enforce the contract they are obligated to follow.
This is your leave. You’ve earned it. You have the right to use it.
We will not allow management to rewrite the contract to suit their needs.
Speak up, Document everything, Contact your steward, and Let us fight for you.
Solidarity means strength, and together, we will hold management accountable.
Legislative Conference
OJeff Morgan
n May 13th and 14th, I attended the NPMHU Legislative Conference in Washington D.C. It was extra special to attend this conference with my fellow Local 321 Representatives from Wyoming. Bob Jacknitsky, Ricci Roberts. We had a rewarding and productive two days, bonding as we traversed the halls of Congress and met with Wyoming Senators, Congresswoman, and Colorado staffers. Our job was to meet with as many Senators and Congressional Representatives from our two states addressing important issues of concerns to Mail Handlers. The Legislative Conference included Mail Handler representatives from various NPMHU Locals all over the country. All of this for, and on behalf, of our fellow Mail Handler union members.
The first day was spent listening to various legislative panels and discussions consisting of our National Legislative & Political Director, Katie Maddocks, along with other Directors from the APWU, NRLCA, and Chief of Staff for NALC (postal unions), and the Director of Advocacy for the AFL-CIO. There was also a Political Panel and a Lobbying Panel hosted by Katie Maddocks along with non-postal Union Representatives. U.S. Congresswomen, Nikki Budzinski (IL-13), Melanie Stansbury (NM-01), and Congressman Stephen Lynch (MA-08) also spoke to us about postal legislation.
But what did all of this have to do with YOU, our fellow NPMHU member? Well, plenty actually. The Legislative Issues of the 119th Congress included threats of privatization to our Nation’s U.S. Postal Service, the possibility of putting the USPS under the Commerce Department, and dismantling the Board of Governors and the Postal Rate Commission. Last December, James Comer (R-KY-01), Chairman on the House Committee Oversight and Accountability, brought up privatization of the U.S. Postal Service. Also, Rand Paul (R-KY), Chairman on the Senate Homeland Security and Government Affairs Committee, Treasurer
attributed USPS financial losses and debt to the permanent and unionized postal labor workforce, targeting our pension and healthcare benefits. Paul urged curtailing any more funding to the USPS until alternative labor solutions or outsourcing were implemented. This was quite concerning to say the least along with President Donald Trump’s comment that privatization wasn’t such a bad idea.
To combat these notions, several Resolutions were introduced in the U.S. Senate and House of Representatives. Bob, Ricci, and I then spent the second day of the Legislative Conference asking our government officials for their support. House Resolution 70 and Senate Resolution 147 were introduced early this year to push back against attempts to privatize the Postal Service. There were also threats to our retirement benefits as contained in the new House budget and reconciliation bills. This included increases in your Federal Employees Retirement System (FERS) contributions to a percentage of 4.4% for all Mail Handlers, using a High-5 instead of the current High-3 for annuity calculations, eliminating the FERS supplement for those retire before the age of 62, and requiring new hires who elect to join a union to contribute 9.4% to FERS. Imagine that, a monetary penalty for joining a union. The “big beautiful bill” which just passed in the Senate still contains this provision by requiring (continued to page 6)
(continued from page 5)
those hired after December 2025 to contribute 9.4% (instead of 4.4% or less) to their FERS.
Along with the threat to Mail Handler Union labor rights was a new provision that those appealing adversarial decisions would be required to pay a fee. Could you imagine having to pay to file a grievance? I was also concerned that H.R. 2174 included a new provision disallowing union dues being automatically deducted form employees’ paychecks. Apparently, anything to make it harder to join and remain a union member was the new Congressional agenda at the expense of hard- working government workers like you. There was also a provision that, although would not affect Mail Handlers, would eliminate official union time for federal workers to file grievances.
However, there were also several bills introduced in Congress to combat these attacks on the Postal Service, retirement benefits, and Unions/collective bargaining. H.R. 2550, “Protect America’s Workforce,” voids President Trump’s Executive Order that voided the collective bargaining rights for 75% of the federal workforce. H.R. 1522, “Federal Retirement Fairness Act,” allows those who started as MHAs to make additional contributions to FERS benefits since they were hired.
H.R. 491, “Equal COLA Act,” provides parity in Cost-ofLiving Adjustments COLA increases between those enrolled in CSRS and FERS, and H.R. 20/Senate 852, “Protecting the Right to Organize Act,” which expands various labor protections related to rights to organize and collectively bargain in the workplace as well as strengthening the National Labor Relations Board (NLRB).
Bob, Ricci, and I attended “Wyoming Wednesday” that second day of our conference in the Dirksen building. We met and spoke with Congresswoman Harriet Hageman and Senators Cynthia Lummis and John Barrasso. When we brought up the issue of postal privatization, they stated that they had not heard much about it and that it wasn’t an issue. One caveat is that this could change and that it might not be likely now but, in the future, it very well could be. You just never know these days
and times. Colorado staffers in Senators Michael Bennet’s and John Hickenlooper’s Russel and Hart building offices, respectively, were very much on our side on these issues and concerns we raised, as were the aides in the Colorado Congressional House of Representatives on the other side of the nation’s capital. Even if we didn’t have a scheduled visit for the few that could not accommodate us, we stopped by their respective offices in the Cannon, Rayburn, and Longworth buildings.
Needless to say, our feet were tired after all that walking across and through the halls of Congress. It was a busy, long, but fruitful two days in Washington D.C. I must say that I was mostly proud of the work and the way our Local 321 Wyoming representatives, Bob and Ricci, presented our concerns and argued our case(s). I knew they would. They’ve been doing a great job on these issues in Wyoming and the nation for several years now. Kudos goes out to them and all the effort they put in. I am very happy we have representatives like them on our side to fight for Mail Handlers every day. It is our job and duty to protect our union members’ jobs, no matter who, or what, is behind these blatant attempts to threaten our jobs and hard earned benefits.
Where is my payout?!
Greetings brothers and sisters of Local 321!
Iwould like to begin my article again by thanking all the loyal brothers and sisters who support this great local. I thank each and every one of you who write statements, and who come into the union office to discuss important topics: whether it be any contractual issue, pay disparity, or just to discuss representation and tactics. I hope you all realize that all the reps do their very best to represent you and I sincerely hope they serve you well. So once again, with our thanks and promise to serve you, let’s talk.
By LouisCrew StateExecutiveBoard Member–Colorado
Before starting my article there are two items I have to say:
First: It looks like two mail handlers are going to be assigned to the Golden SDC. We were hoping for more, however: we still have active grievances in the system. Once these two mail handlers are in the facility we will track work hours, cross-crafting and overtime to get more mail handlers in the facility. I want to thank Local President Wilson and Vice-President Koduah for all of their time, work and efforts to finally get mail handler craft employees into the Golden SDC.
Second: My advice to any and all mail handlers who have business in the union office: Don’t ever, EVER, EVER say FU&* THE CONTRACT to me. I interpret this statement as saying FU&* YOU! Our job is to support, uphold and enforce the contract! If the contract is not in support of an issue you bring to us: we will tell you and show you. If you demand a grievance still be filed: I will do so. But to expect your situation to be resolved in your favor when the contract or any other handbook or manual does not support it is simply unrealistic.
I want to let you all know what a union steward’s job really is. I will begin by quoting an often-used phrase concerning the function of most labor union’s: “To provide mutual aid and protection”. This phrase refers to employees advocating for each other or engaging in concerted activities for the purpose of collective bargaining or other mutual aid or protection. Added to this, of course, is the enforcement of the National Agreement (Contract) and the LMOU (The Local). We also use the ELM (Employee and Labor Relations Manual) and many other handbooks, Manuals and even laws.
There are 39 articles in our contract. About 15 of these articles will rarely, if ever be relied upon or used in the grievance process. That means 24 of the articles in the contract could be violated and result in grievances. That’s a lot!
Since you all are so worried about getting payouts: I will start with the most common articles in which violations can result in monetary remedies.
Article 1, more specifically 1.6 which states that, in most cases: managers are prohibited from performing mail handler bargaining unit work. The remedy for proven violations is to pay the damaged mail handlers, at the overtime rate, for all hours of work performed by management.
Article 7, more specifically 7.2 which states that, in most cases: members of other crafts are prohibited from performing mail handler bargaining unit work. The remedy for proven violations is to pay the damaged mail handlers, at the overtime rate, for all hours worked by members of other crafts.
Article 8, more specifically 8.5 which states that when an OTDL mail handler is bypassed by a mail handler “Not on the OTDL” the mail handler will be paid at the overtime rate for the hours worked by the non-OTDL mail handler. If the mail handler is bypassed by a mail handler on the OTDL he or she will be afforded a similar “make-up” overtime opportunity within 90 days of the discovery, if no make-up is provided in 90 days: the grievant is paid at the overtime rate for the opportunity missed.
Article 11, more specifically article 11.6: errors in the holiday schedule. The remedies for violations of this article can be 50% of the straight time rate for up to 8 hours of work, 8 hours of pay at the straight time rate, or 8 hours of pay at the overtime rate.
Article 12, more specifically excessing to the needs of a section. The remedies for proven violations of article 12 can be out of schedule premium paid to the impacted mail handlers.
Article 32, more specifically 32.1 which states management must give due consideration to public interest, cost, efficiency, availability of equipment, and qualification of employees when evaluating the need to subcontract. (Continued on page 8)
Where
is my payout?! (continued from page 7)
Management must also give advance notice to the union, and management must consider the union’s views given in the union’s comparative analysis report. These grievances primarily concern Christmas Hub and Annex grievances and currently the Regional Transfer Hub.
When the impacted facility’s mail handlers are not maximized for overtime: these remedies can be very large amounts of money, if the violation is proven.
For the most part: Only five articles of the contract can result in mail handlers getting “paid”. 5 out of 39 articles: that’s not very many at all!
With this said: Our primary job is to enforce the contract. We investigate alleged violations: your statements. If in our investigation we can PROVE a violation: we prepare and present a step one grievance.
Now let me tell you all the other articles and related grievances your stewards and officers file: which in most cases do NOT result in payouts: Article 2: discrimination, article 5: prohibition of unilateral action, article 8: hours of work, article 10: leave, article 12: seniority and reassignments, article 13: Ill or injured employees, article 14: safety and health, article 15: Grievance/ Arbitration procedures, article 16: DISCIPLINE, article 17: representation, article 25: higher level assignments, article 27: employee claims, article 29: revocation of driving privileges, article 34: work and time standards, article 35: drug and alcohol programs and article 38: Labor and Management committees. There are also violations of the Local: movement out of section, leave, light and limited duty procedures.
15 articles out of 39 of our contract result in many grievances that almost never result in any payouts at all! We can also file grievances for violations of the ELM, National Labor Relations Act, Fair Labor Standards Act and many other handbooks, manuals, laws and other publications which also will rarely result in any monetary compensation.
Just because you are not seeing that “PAYOUT” does not mean that your union and your stewards are not providing the “mutual aid and protection” to all members of the craft.
As I said earlier: a steward’s primary job is to enforce the Contract. Here are some things a steward is NOT required to do as part of his or her duties.
A steward is NOT required to assist or perform any personal administrative duties for a mail handler. Many shop stewards (myself included) assist mail handlers in these tasks, but make no mistake: these are not core duties of a shop steward.
Helping mail handlers with their FEGLI, helping mail handlers do taxes, helping mail handlers with their finances or TSP, helping mail handlers with job bidding, filling out a 3971 for you, assisting you with e-comp, although most of us will assist you with these tasks if time permits and we have experience with them: these really are favors and not actual requirements of our jobs as stewards.
I hope this article helps you understand and realize just how much your union representatives do for you, and I hope you all understand the fact that the huge payouts you may think are common: are not nearly as common as you thought.
We are here to support you, so please support us!
In Solidarity, Louis, LC Crew
Thank You toAll Applicants – Congratulations to Our New Recording Secretary
On behalf of the Executive Board and the entire membership of NPMHU Local 321, we want to express our sincere appreciation to all the members who applied for the position of Recording Secretary following the retirement of Brother Curtis Grantham.
Brother Grantham’s years of service to our union were marked by dedication, integrity, and an unwavering commitment to the rights and welfare of Mail Handlers. We thank him for his many contributions, and we wish him all the best in his well-deserved retirement.
We were fortunate to receive interest from several qualified members who stepped up, demonstrating their willingness to serve and strengthen our Union. This level of engagement reflects the solidarity and unity that define our Local.
After careful consideration, we were pleased to announce that Sister Annette Damain, a longtime Union Steward, has been selected to serve as the new Recording Secretary on the Executive Board. Sister Damain brings with her a wealth of experience, a strong voice for the membership, and a proven track record of advocacy on the workroom floor. She will fulfill the remainder of Brother Grantham’s term, and we are confident that she will continue to serve with the same dedication and professionalism she has always shown. We thank every applicant once again for their interest and commitment.
Sister Annette Damian swearing –in to be fill the remaining term as Recording Secretary
(L -R)Local President Tony Wilson presented Recording Secretary Curtis Grantham with a retirement jacket, in the rear from (R-L ) SEBM Louis Crew, Vice President Samuel T Koduah, Tour 3 Chief Steward Cluade Ridley, BP NDC Bob Koryto
Postal workers across Colorado are standing united in defense of a strong, public Postal Service. In recent demonstrations, union members and community allies gathered to raise awareness and push back against efforts to privatize or undermine the USPS. Their message is clear: the Postal Service belongs to the people and it must stay that way.
Robert Jacknistky (left) Ricci Roberts (right), Jeff Morgan (left) Robert Jacknitsky (right)
Opposing any attempts to Privatize the United States Postal Service.
IBy RobertJacknisky StateExecutiveBoard Member -Wyoming
’d like to begin this article by expressing my sincere appreciation to Local 321 for the opportunity to travel to Washington, D.C. this past May. Alongside Treasurer Jeff Morgan and Cheyenne Branch President Ricci Roberts, I had the privilege of representing our Local as we met with several congressional representatives and staffers from Wyoming and Colorado. Our goal was clear: to build support in opposing any attempts to privatize the United States Postal Service
I’m proud to report that, in coordination with NPMHU Locals from across the country, our efforts were impactful. Every representative and staff member we spoke with was respectful, receptive, and fully engaged with the concerns we brought to the table. We emphasized that privatization would be nothing short of the destruction of the USPS as we know it.
To help frame the conversation, we reminded them that the USPS is required by law to be self-sustaining, operating solely on revenue from postage and fees. But, as we all know, the Postal Service has been running massive deficits. This financial strain has given rise to renewed calls for privatization, based on the flawed notion that private industry is better suited to build a profitable and efficient mail delivery system.
But let’s think that through.
If we can’t currently break even as a public service, what drastic changes would need to happen for a profit-driven model to work?
• How much would delivery times be delayed?
• How high would postage need to rise?
Most importantly, how many jobs would be lost in the process?
Fortunately, due to the current language in Postal Regulations, especially regarding equity and universal service, full privatization cannot happen without an act of Congress. This is why the "Delivering for America" (DFA) plan deserves close scrutiny.It is my belief that DFA is a Trojan horse, a carefully packaged initiative designed to
quietly dismantle the very protections that keep the USPS public. One of its key “cost-saving” measures involves delaying mail delivery to areas located more than 50 miles from Regional Processing & Distribution Centers (RPDCs). While not stated outright, this policy amounts to geographic discrimination, and the next logical step could be tiered postage pricing for rural Americans.
Former Postmaster General Louis DeJoy, whose plan is still being implemented, stated that certain “obstacles” costing the USPS billions must be removed. We believe one of those “obstacles” is the Postal Service’s obligation to treat all customers equally,urban or rural, affluent or poor.
Even if these equity protections were stripped away, the USPS would still face immense challenges in transforming quickly enough to survive in a profit-driven model. And that’s the point. The real objective is to set the Postal Service up for failure, opening the door to full privatization
Once privatized, everything changes. The mission would no longer be public service it would be profit. The general public, misled by oversimplified soundbites, may come to believe that higher prices and lower service are the only way to keep the USPS alive. Another dangerous misconception is that only rural areas would feel the impact. But in reality, everyone would pay the price, literally. Because rural areas cannot generate enough profit on their own, postage rates would have to rise across the board
In the end, the only winners in this scenario would be the corporations buying a broken Postal Service at a discount. The losers? Every single American who relies on affordable, reliable mail delivery.
That’s why your voice matters. Please, contact your representatives and senators. Speak up. Get involved. Because there is strength in numbers, and together, we must protect the Postal Service from being dismantled and sold off piece by piece.
GO
LEFT,
GO RIGHT, WAIT; GO LEFTAGAIN
Brothers and Sisters, welcome back! As we continue to navigate the ever-changing landscape on the workroom floor, there’s plenty happening behind the scenes that we want you to be aware of.
. you.I want to extend my sincere thanks to the leadership of Local 321 for their continued support and assistance. Your commitment to our members and unwavering dedication to union principles are truly appreciated, and heartfelt thanks to all Colorado Springs’ Shop Stewards, Roberto Hernandez, Vicky Vargas, Jesicca Veiga, and Frank Ortman, for their continued dedication. We are also pleased to welcome Garret Brooke to the team!
Major Operational Changes on the Horizon
By Richard Lairscey BranchPresidentColo
There is continued discussion about replacing the APBS with one, possibly two, SIPS machines. Management’s long-term plan is to consolidate AI mail processing onto Tour 3, which, if implemented, will lead to job abolishments. Additionally, with the rollout of RTO, changes to how we process collection mail are also coming, and these adjustments could further impact Mail Handler positions.
The Union is closely monitoring these developments. Every proposed abolishment will be reviewed and challenged as appropriate.
We will not sit idly by while management attempts to reduce our jobs.
As usual, management continues its pattern of in decision, one day we’re moving in one direction, the next it’s something different. The lack of clear communication continues to create unnecessary confusion and chaos on the floor.
There are reports that Michelle Stonelake may be returning to the facility. The Postal Service is looking to reduce costs associated with extended detail assignments. At this time, her status remains uncertain. We will continue to monitor the situation and keep you updated as more information becomes available.
In the meantime, we ask every member to remain vigilant. If you witness clerks or supervisors performing Mail Handler duties, document it and submit a statement to the Union. These reports are essential to holding management accountable and protecting our work.
Standby Time (340) Procedures
When management assigns you to Standby Time (340), notify the Union immediately, so we can track these instances. While in 340, you should remain off the workroom floor, preferably in the breakroom, until directed otherwise by management. Should you encounter any issues, do not hesitate to request a Union Steward to assist
REMEMBER: This is your Union. Your involvement and support are the foundation of our strength. Together, we will face whatever challenges come our way.
THANK YOU FOR SUPPORTING YOUR UNION WITHOUT YOUR CONTINUED SUPPORT, OUR JOBS WOULD BE A LOT HARDER. WE APPRECIATE YOUR MEMBERSHIP AND WE DO NOT TAKE YOU FOR GRANTED.
Hello from Cheyenne, WY!
IBy RicciRoberts BranchPresident CheyenneP&DC
hope everyone had an amazing and bright spring. I just wanted to take a moment and talk about my recent trip for the NPMHU Legislative Conference with Robert Jacknitsky and Jeff Morgan. This event took place on May 13th and May 14th in Washington, DC and was focused on maintaining our rights as Mail Handlers and Postal Employees. Our main agenda was to discuss the rhetoric calling for the privatization of the United States Postal Service. This would be a disaster for every postal employee, but also all the communities involved. We asked every representative from Colorado and Wyoming to support H. Res. 70 and S. Res. 147.
H.Res.70 - Expressing the sense of the House of Representatives that Congress should take all appropriate measures to ensure that the United States Postal Service remains an independent establishment of the Federal Government and is not subject to privatization. We also discussed the potential cuts to FERS which included a 4.4% standard for all employee contributions into FERS, recalculating retirees’ annuities based on their high-five salary average (instead of high-three), and the elimination of the FERS special annuity supplement. We were successful in getting the first two thrown out, but unfortunately losing the supplemental was approved by the House. Other anti-federal employee provisions were advanced, including forcing new federal hires to choose between at-will employment or paying an increased FERS contribution of 9.4 percent and imposing a fee for Merit Systems Protection Board Claims and Appeals.
H.R. 1 now heads to the Senate, where they have their ideas for changes to the House-passed bill. The Senate has a tight timeline with the goal of getting the package to President Trump’s desk by the July 4 recess.
The Senate, which will only require a simple majority to pass reconciliation (51 votes instead of the usual 60), can remove the elimination of the FERS special annuity supplement from its version of the reconciliation package. With 53 Republicans, 45 Democrats and two independents who caucus with the Democrats, there is little
KY) has already indicated his opposition, tightening an already very thin margin. By the time you read this this it will probably pass.
Beyond federal workforce impacts, the bill contains numerous provisions that could derail action in the Senate, including cuts to Medicaid, low-income food and nutrition programs, and clean energy programs, to name a few. H.R. 1 also expands tax cuts for corporations and the wealthiest Americans while increasing funding for national defense, border security and deportation. The bill would increase the debt limit by $4 trillion.
Please reach out and call/write letters to your members of congress. I want to reassure you that your voice absolutely matters, and we can all make a difference if we stand together. I am continually shocked and amazed that the people in congress have reached out to me personally regarding the Cheyenne Post Office and are responsive to our efforts. We have to work hard to keep our benefits that we have earned by dedicating ourselves to the US Postal Service, and to keep our benefits for the new workforce coming in.
Wyoming:
https://www.lummis.senate.gov/contact/contact-form/ https://www.barrasso.senate.gov/contact/contact-form/ Colorado:
https://progressnowcolorado.org/contact-us-senators-andus-representatives-from-colorado/
Solidarity, Ricci Roberts
Union Solidariy
On behalf of the NPMHU Local 321, we extend our heartfelt congratulations and deepest gratitude to our recently retired Mail Handlers (Names are Posted below). Your years of hard work, dedication, and service to the Postal Service and to this Union have not gone unnoticed.
Each of you played an important role in keeping the mail moving, in mentoring your fellow workers, and in standing strong in solidarity through the challenges and changes over the years. Your efforts helped build the foundation we continue to stand on today.
Retirement marks the end of one chapter and the beginning of another. We hope you enjoy the well-earned time to rest, travel, pursue passions, and spend time with loved ones. You will always be a part of the Mail Handler family, and your legacy remains with us on the workroom floor and in the Union Hall.
Thank you for your years of service. May your retirement be long, healthy, and fulfilling.
In unity and respect,
NPMHU Local 321 Executive Board
Alfonso Alarid
Randall Cross
Edward Amerman
Chong Park
Johnny Mejia
Daniel Brunner
Ping Yin
Karen Smith
Janelle Salas
Daniel Castillo
Rosario Jawad
KYOUNG KIM
Brian Capra
Curtis Grantham JR
Phillip Porter III
Son Nguyen
Josefin Omana
Eric Kamen
Daniel Elliott
Malcolm Butler
Gerard Hollis
Edwina Cruz
MI-
CHAEL BRUCE
Mark De Lucia
Roberto Santiago
Darren McCray
Dennis Harris
HELEN MUHLNICKEL
(L-R) Al Neal,Veronica Richardson, Willie Outlaw, & Donnie Rountree Retired Mail Handlerrs who attended the recent COS Branch Meeting
(L-R) Holding their Retirement Jackets, are: Ben Holly and Donnie Archuleta, between both of them is COS GMF BP Richard Lairscey & to the far left LP Tony Wilson
Learnmoreaboutthethreeplans MHBP offerstoall federalandpostal service employeesand retirees.
Connectwith MHBP -it'seasy todo with MHBP Liveassistance:
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Federal Employees’Group Life Insurance (FEGLI)
For those who don’t know, this is a benefit offered by the postal service after conversion to a career. The amount of coverage can be based on multiples of your salary, and the cost can vary depending on your age.
By Robert Koryto Branch President Denver NDC
Starting with Basic coverage. The post office pays for this, and you are automatically enrolled unless you state you do not want it. This amount comes to your yearly salary, rounded up to the next whole dollar amount, plus $2,000. Next come the options. You need to have Basic to sign up for any of the Optional choices.
Option A is the most basic of coverages. It amounts to $10,000, and the cost is very low.
Option B allows you to add multiples of your base salary, rounded up to the next whole dollar amount. The cost is based on your age and the number of salary multiples you choose. You can add 1, 2, 3, 4, or 5 times your base salary if you elect to do so. The costs do go up more dramatically after age 50. The price doubles approximately every 5 years, starting at age 50.
Option C covers family members (spouse and/or children). You receive up to five times the amount of coverage, which is limited to $5,000 for a spouse and $2,500 for a child.
The biggest thing you are told is that you can only enroll in FEGLI within 60 days of your career appointment or an open season (open seasons are sporadic). This is not true. You can enroll at any time by taking a physical exam or by experiencing a Qualifying Life Event (marriage, divorce, death of a spouse, or acquisition of an eligible child). If you choose to enroll in FEGLI by having a physical, you will need to fill out a form and send it to OFEGLI. If you are approved, you will be enrolled in Basic and will have the opportunity to sign up for Options A, B, or both. A QLE allows signing up for any of the three options.
The easiest way to sign up is within your first 60 days as a career employee. You won’t need a physical or have to wait for a QLE or wait for an open season.
PUBLIC SERVICE ANNOUNCEMENT # 1: When management gives you a PS Form 3971 to sign for whatever reason, please make sure it says what you want it to say. If you called in FMLA, ensure it is clearly stated as FMLA. If you called in requesting AL, make sure it says AL.
PUBLIC SERVICE ANNOUNCEMENT # 2: Please fill out a PS Form 3971 before you go on annual leave. This can potentially save a lot of headaches when it comes to your pay.
From two different angles above. From (R-L) Steward John Nelson and chief Steward Carrieann Deguzman Stepped- up, and got swore -in as Delegates for Local 321 at the Denver Area Labor Federation (DALF)
RTH in Denver: Subcontracting at the Expense of Mail Handlers
Across the Denver Region, Mail Handlers are experiencing the real consequences of management’s decisions to shift work away from our facilities and into the hands of subcontractors. One glaring example of this is the operation of the RTH facility in Denver, which is being run by a private contractor, and processing mail that should rightfully be handled by career Mail Handlers within the Postal Service.
The volume of mail being diverted to the RTH is substantial. Instead of being processed at the Denver P&DC, Denver NDC, Colorado Springs GMF, Cheyenne GMF, and Grand Junction MPF, this mail is being funneled into the subcontracted RTH operation. The work that historically belonged to Mail Handlers, our work, is being outsourced, and we are feeling the impact every single day.
The Impact on Our Members
• In many of these facilities, management is reporting to Mail Handlers that "mail volume is down."
• Mail Handlers are being placed on standby time (340), sometimes for extended periods.
• Mail Handlers are being forced out of their primary sections, reassigned or redirected to other operations due to lack of work.
• TheAPPS machine at the NDC has been shut down on multiple occasions, leaving Mail Handlers without assignments while the contracted RTH continues processing mail that should be running on our equipment.
Management may continue to justify these decisions by pointing to operational “efficiency” or “cost savings,” but the reality is simple: subcontracting our work not only undermines job security for Mail Handlers, it compromises the integrity of the Postal Service’s mission. The longterm impact of outsourcing is the loss of work, positions, and weakened bargaining power for all Mail Handlers nationwide.
The recent findings by the Office of Inspector General (OIG) in Report No. 25-061-1-R25 regarding the Denver Regional Transfer Hub (RTH) clearly demonstrate a serious failure by management to uphold the provisions of Article 32 of the National Agreement, particularly the required consideration of its five key factors prior to subcontracting bargaining unit work.
The report outlines a disturbing pattern of mail security breaches, unauthorized handling, and lack of oversight, all stemming from the use of contractors instead of postal employees at the Denver RTH. These issues raise serious
questions about whether management adequately and honestly evaluated the following five Article 32 factors before contracting out the work.
Your Union is fully aware of what’s happening at the RTH and how these decisions are impacting our facilities. We are actively monitoring the mail volumes, tracking the diversion of work, and documenting every instance where bargaining unit work is improperly removed from our members.
We continue to demand accountability from management and will challenge these subcontracting practices through every appropriate avenue, including grievances, arbitration, and if possible national intervention.
What Members Can Do
• Document everything. If you are placed on standby, moved out of your section, or see Mail Handler work being performed by nonbargaining unit employees (including subcontractors), write a statement and submit it to your steward.
• The strength of our Union depends on every member staying informed and involved.
• The more documentation we gather, the stronger our cases will be when we challenge management’s decisions.
We will not sit idly by while our work is subcontracted away.
The Union remains committed to fighting for the jobs, work, and livelihoods of every Mail Handler in Local 321.
ATTENTION MAILHANDLERS
AYoung Workers Summit will be held on Sunday, October 4th at SEIU local 105, located at 2525 W.Alameda, organized by the ColoradoAFL-CIO. It’s still in the planning stages but the date and place are firm. Len Harris, young worker organizer for the ColoradoAFL-CIO is working on this. For information contact her for updated on the Young Workers Summit at: aharaaris@coaflcio.org
The nationalAFL-CIO bus tour on the theme of “it’s better in a union“ is driving through the country with a focus on workers rights during the Trump presidency. The bus tour will stop in Denver on Sunday,August 24 at 11AM at the State Capitol Building. They have invited UnitedAuto Workers president Shawn Fain to speak in Denver. There will also be informational literature tables
The National Postal Mail Handlers Union (NPMHU) is currently engaged in negotiations with the U.S. Postal Service, working to secure a fair and just contract that protects wages, strengthens job security, and upholds the rights of all Mail Handlers. These negotiations reflect the union’s continued commitment to improving working conditions and preserving the dignity of postal labor.