Your pay location code indicates where you are assigned to work, sometimes the last two digits of your work location ZIP Code.
Finance number for the facility that you work in.
Your 8-digit employee ID number, instituted in pay period 14 of 2003, replaces the employee Social Security number previously used, to help strengthen privacy concerns.
This is the pay period and year in which you receive the payments (PP-YR or 01-00). Each calendar year is separated by twenty six (26) pay periods of two (2) weeks each.
This is either the serial number of the check issued to the employee or the sequence number of the "Form 1223" earnings issued when the employee's net pay has been directly deposited to the financial institution of their choice.
This is the general heading for all of the columns which identify the type and number of hours you are being compensated for, the week in which those hours occurred, the rate schedule and level, the designation/activity code, and the gross payment amount for the period.
WK --This specifies the week, either 1 or 2, of the pay period in which the hours were worked. If an adjustment is being made, the week that the adjustment is made for will be printed on that line.
RSC --This is the Rate Schedule Code for the hours stated. This code will be the same as on your time card.
LEV --This is the Grade Level for the hours stated.
RATE --This the Base rate (annual or hourly), including the cost-of-living allowance (COLA) for the hours stated.
CODE --This is the employee's Designation/Activity code. For clerks, the code would be 110.
TYP --This is the Type of Hours code. Codes include:
G -- Guaranteed time or guaranteed overtime hours
H -- Holiday work hours
L -- Leave hours (either paid leave or leave without pay)
N -- Night differential hours (for hours worked between 6:00 PM & 6:00 AM)
O -- Overtime hours
V -- Penalty overtime hours
P -- Out-of-Schedule Premium
S -- Sunday Premium
W -- Straight work hours
HOURS --This space will show the actual hours and hundredths worked for every hours type listed.
PAY --This space will show the total gross pay for each type of hours worked.
GROSS TO NET
This is the general heading for the two columns which show the total gross pay, all deductions, and the resulting net pay for the current pay period and the pay year-to-date.
GROSS PAY --This is the gross pay for this pay period and the year-to-date, including COLA.
FED TAX --This is the amount deducted for federal tax this period and year-to-date. Your claimed marital status and number of exemptions will appear next to FED TAX. M2 would mean married with two exemptions. S0 would mean single with no exemptions.
ST TAX --This is the amount deducted for state tax this period and year-to-date. Again, your claimed marital status and number of exemptions for the state will appear next to ST TAX. PAO1 would indicate the taxes were withheld to the State of Pennsylvania for a person married claiming one exemption.
RETIRE --This is the amount deducted toward your retirement account for the pay period and the year-to-date.
FICA/MED --This is the amount of FICA or Medicare deductions for this period and year-to date. If you were hired after 1984, your retirement contribution will be smaller and FICA/MED will be higher.
UN W --Union Dues.
IN --Indicates your life insurance choice.
ALOT --Indicates an authorized payroll deduction from your salary that is deducted each pay period for deposit to a financial institution-- for example, a set amount directed toward a savings account.
C SUP or CS/SS --This indicates child support or alimony payments.
GARN --This appears if you have a commercial garnishment levied against you.
HP --Followed by three (3) letters or numbers would show your health benefit plan enrollment code.
LEVY --Show a deduction has been made for some sort of outstanding taxes.
TSP --This indicates a withholding for the Thrift Savings Plan. If you participate in the plan, you will see either the percentage of withholdings or the dollar amount after the letter code.
NET PAY --This is what is left when all is said and done. Enjoy it!
This is the general heading identifying your usage and balance of Annual and Sick leave, and Leave Without Pay for the pay period and year. ANNUAL LEAVE
FROM PREV YR --This is the number of hours carried over from the previous year.
EARNED-THIS YR --This is the number of hours earned to date this leave year.
EARNED-BAL --This is the number of hours carried over from last year plus the hours earned this year.
USED THIS YR --This is the total hours of annual leave used this year to date.
USED THIS PP --This is the total hours of annual leave used in this pay period (including adjustments).
BALANCE --This is the total annual leave available to you now.
FROM PREV YR --This is the number of hours carried over from last year.
EARNED THIS YR --This is the number of hours of sick leave accumulated this year.
USED THIS YR --This is the total sick leave used to date this year.
USED THIS PP --This is the total sick leave used this pay period (including adjustments).
BALANCE --This is the total sick leave available to you now.
LEAVE WITHOUT PAY
THIS PP --This is the total hours of LWOP used this pay period.
CUMULATIVE --This is the total LWOP hours accumulated this year. If you accumulate eighty (80) hours of LWOP within a year, your leave credits will be reduced by the amount of leave earned in one (1) pay period.
This is the total amount contributed to the retirement fund as of the close of the prior calendar year.
Other important codes are:
The Fair Labor Standards Act is a Federal Statute of general application that establishes requirements for child labor, minimum wages, equal pay, and overtime pay. FLSA work hours and FLSA overtime pay is printed on the Form 1223 whenever work hours for one or both weeks of the pay period exceeds forty (40) hours for nonexempt employees.
ADJ FOR PP-YR PROCESSED
Shows that an adjustment for a specific pay period and year was processed.
GARNISHMENT PAYMENTS COMPL
Shows the garnishment balance as zero (0).
GRIEVANCE OR EEO SETTLEMENT
INCLUDES BOND REFUND
MULTI PP ADJS PROCESSED
Shows that adjustments for multiple pay periods were processed.
PERIODIC STEP INCREASE
Shows this is a special check and Form 1223 for retroactive payment.
RETRO PAY IN YTD AMTS
Shows that retroactive payment amounts have been added to the year-to-date totals.
SCHEDULED COLA INCREASE
Shows that a cost-of-living increase has been added to the base salary effective with the pay period shown at the top of your stub.
SCHEDULED CONTRACTUAL INCREASE
Shows that it is now reflected in the base salary.
UPDT YTD BAL CANCEL CHK
An adjustment for a cancelled check was processed that updated the year-to-date earnings balance, affecting only the year-to-date fields.
UPDT YTD BK PAY AWD
An adjustment for a back pay award was processed, affecting only the year-to-date fields.
On Wednesday, March 18, 2020, the union signed two memoranda of understanding with the Postal Service temporarily expanding paid leave for PSEs and expanding the use of dependent care leave for postal employees with unexpected childcare needs as a result of the pandemic.
The Temporary Expanded Sick Leave for Dependent Care During COVID-19 MOU:
Allows APWU employees to use sick leave for dependent care in the event they must care for a child as a result of daycare closures, school (Pre-K through Grade 12) closures , or the unavailability of a child's primary caregiver as a result of the COVID-19 pandemic.
The MOU will expire May 17, 2020, after 60 days.
The Temporary Additional Paid Leave for PSEs MOU:
For the 60-day duration of the MOU, Postal Support Employees (PSEs) will be permitted to use up to 80 hours of paid leave for use in conjunction with the COVID-19 pandemic for the circumstances listed in the MOU.
The additional 80-hour allotment or any remaining leave balance at the end of the 60-day period will be forfeited. However, the parties will revisit this issue immediately prior to this MOU's expiration to determine if extension is appropriate.
The MOU will expire May 17, 2020 after 60 days.
Neutral Arbitrator Stephen B. Goldberg has released our new contract! The APWU fought every step of the way to achieve a good contract for its members.
The APWU website announcement is HERE.
The key points are:
General wage increases for career and PSEs and full cost of living raises for career (retroactive for 2018 and 2019)
No lay-off protection maintained
50-mile limit on excessing
Narrowing the gap in the two-tiered career wage structure
A one-time conversion to career for more than 4,000 PSEs
We went into bargaining united in support of our contract demands – fair wage increases, protecting our cost-of-living adjustments (COLAs) and strong job security.
Management’s proposals included a new round of severe concessions – the elimination of COLAs, creation of a new lower “third tier” of career employee with reduced benefits, higher percentages of non-career employees and less job security. The APWU has successfully defended against management’s regressive proposals.
One-time PSE conversions:
All PSEs in 125 work year and larger offices with 30 months or more of service in the installation as of the date of the award will be converted to career. Over 4,000 PSEs will be converted under this provision within 60 days of the Award.
In 2016, the Medford Bid Cluster (MOU, MPC, MCA, CP, and WC) was a 125 MY Office with 176 Man Years. It is doubtful that we fell below the 125 Man Years in the past 4 years, so all of the PSE Clerks with 30 months or more of service in the Medford Installation should be converted within 60 days, as long as our Man Year status has not fallen below 125 man years.
CAREER EMPLOYEE GENERAL WAGE INCREASES
Three annual general wage increases totaling 3.4% over the life of the Agreement.
1.3% effective November 24, 2018 (Retroactive)
1.1% effective November 23, 2019 (Retroactive)
1% effective November 21, 2020 COST-OF-LIVING ADJUSTMENTS (COLA) Semiannual COLAs for career employees will continue under the current formula. Management pushed, but failed, to convert COLAs into one-time lump-sum payments.
$624 or $.30/hour COLA will be applied retroactive to August 31, 2019
$166 or $.08/hour COLA will be applied retroactive to February 29, 2020
Future COLAs will be applied in September 2020, March 2021 and September 2021 INCREASED COMPENSATION – GENERAL WAGE PLUS COLA INCREASES Adding the 3.4% in General Wage Increases plus the known COLAs, compensation for a level 6 Step O employee will increase $2,855 over the life of the Agreement. With three additional COLA increases, the total increases over the life of the Agreement will likely come to $3,600 annually, an increase of about $1.75 per hour. In addition, those not yet at the top step of the lower career wage scale will gain new step increases with each Step representing an approximate $.50/hour raise.
On Feb. 5, the USPS Fairness Act (H.R. 2382) passed the House of Representatives with overwhelming, bipartisan support – 309 ‘yea,’ 106 ‘nay,’ and 15 Representatives did not vote. The House’s passage of this legislation is the first step toward repealing the retiree health care prefunding mandate set forth in the 2006 Postal Accountability and Enhancement Act (PAEA). The prefunding mandate is responsible for 92 percent of Postal Service net losses since 2007 and is a threat to the financial sustainability of the Postal Service.
As Oregon USPS employees, we should be proud that our own US Representatives were sponsors of this bill. Peter DeFazio (D-OR), introduced the USPS Fairness Act (H.R. 2382) which amends title 5, United States Code, to repeal the requirement that the United States Postal Service prepay future retirement benefits, and for other purposes. Congressman Greg Walden (R-OR) was co-sponsor to this legislation.
APWU active, retired, and auxiliary members made over 7,570 calls to Congress and conducted numerous office visits urging support for this legislation. With H.R. 2382 passing the House, we now turn our attention to the companion bill in the Senate, S. 2965.
Currently the bill has the following Status: Introduced in the Senate Committee on Homeland Security and Governmental Affairs. The bill is listed as: S. 2965: USPS Fairness Act and has Sponsor: Sen. Steve Daines [R-MT].
The Senate Committee on Homeland Security and Governmental Affairs is the Senate’s primary oversight committee with broad jurisdiction over government operations generally and the Department of Homeland Security in particular.
As the COVID-19 virus spreads throughout the world it has become a topic of conversation between the APWU and the Postal Service. The APWU is making sure the USPS is taking the risk seriously and not passively. The Centers for Disease Control (CDC) documents can be found at: https://www.cdc.gov/coronavirus/2019-ncov/index.html
The Mandatory Stand-Up Talk - Staying Vigilant should have been held already. Please make sure no one was missed. Small offices in particular do not actually receive this kind of information, even when the PM is required to “certify” it has been communicated. Here it is: 2020 02 25 Mandatory Stand-Up Talk - Staying Vigilant.pdf
Information on coronavirus disease 2019 (COVID-19)
The National APWU website now has a page set up with current information regarding the COVID-19 disease. It is important for our members to review the information and especially to make sure that your local office is holding the stand-up talks that are REQUIRED to be given by Management. The link to the webpage is:
As of March 1st, the only reported case of any Postal Worker testing positive for COVID-19 occurred in Federal Way Washington. Here is a news release:
A United States Postal Service employee in Federal Way has tested positive for COVID-19, or the 2019 novel coronavirus. The latest case is a woman who works at a package sorting facility, according to the USPS. USPS said the woman would have some contact with other employees in the work environment, but no contact with the packages that are sent directly to customers. She is recovering at home while the facility is closed for cleaning.
The woman in her 50s who was infected after visiting South Korea between Feb. 7-23. She works at a Federal Way United States Postal Office but did not come in contact with the public, according to Dr. Jeff Duchin, health officer of Public Health Seattle & King County. The woman's husband, who did not travel to South Korea but has been in the same house as her, is under quarantine.
In November of 2018, former Local President Jim Alexander met with the Medford Postmaster to sign off on the 2016 Local Memorandum Of Understanding or LMOU. The LMOU is negotiated between the local APWU designees and local Management designees for locally determined rules for implimenting work schedules, annual leave, and other benefits listed under Article 30 of the National Agreement. After each new National Agreement has been negotiated, locally designated APWU representatives have the opportunity to negotiate each installation's LMOU. The current Medford 2016 LMOU was negotiated following the Arbitration Award issued July 8, 2016.
Since we are getting close to finalizing the annual leave sign-up process in Medford, many of you will want to be aware of this change....
In past LMOUs, following the annual leave sign-ups, employees would have to wait until "no sooner than 35 days" prior to the requested time off. The 2016 LMOU was negotiated stating: After final signing of the Annual Leave Sheet has been completed, annual leave will be requested on Form 3971 and shall be submitted no sooner than 60 days prior to the requested hour or hours of leave.
Our members requested this change to 60 days so that employees would have better opportunities to plan earlier especially when attempting to purchase airline fares. The submitted requests will still be granted on a first come first serve basis as stated in the LMOU.
PSE Clerks also have the opportunity to sign up for annual leave. When PSE Clerks are granted leave, they are granted at least a seven day period from Saturday through Friday of the week they are granted. The 2016 LMOU was negotiated stating: B. Postal Support Employees (PSEs), for the purpose of vacation planning, shall have a basic work week from Saturday through Friday.
C. Exceptions may be granted by agreement between the employee and Management.
Another issue that may arise for Medford Clerks that bid from the Mail Processing Center (MPC) to Customer Service facilities, and vice versa, is having your name placed onto the Overtime Desired List (OTDL) mid quarter. The 2016 LMOU states: An employee may opt to bring his/her name forward from one overtime desired list to another when he/she is the successful bidder in another facility within the Medford, OR installation. The employee shall notify management at the new facility in writing within one pay period following the effective date of the new assignment.
So, if you bid from a mail processing duty assignment at the MPC, to say, a window position at the Main Post Office, if you were on the OTDL at the MPC and want to be on the OTDL at the Main Post Office, you will need to provide your immediate supervisor with a written letter requesting to be placed onto the OTDL within two weeks after you start working your new bid job.
For as long as I can remember, the required window training classes held in Portland for Clerk window duties were a week long five (5) day training session. Recently, one of Medford's clerks was the senior bidder on a Sales Services and Distribution Associate (SSDA) position. After making plans to be in training for only a week, she later found out that the classes now extend past the weekend to include two additional days of the following week. Portland District is requiring her to stay over the weekend in lodging for a total of nine days.
So, for those of you considering bidding on window positions, be prepared for a longer training duration than previously held for the same position. I was informed that the reason for the additional days was for practice sessions in a simulated post office setting. The training facility now has an RSS system set up in their mock post office so that each trainee can go through the transactions in a more realistic setting rather than just out of a textbook.
In October of 2019, Medford Plant Manager, Pam Hayes notified the APWU and NPMHU of the local jurisdiction of duties on the Automated Delivery Unit Sorter (ADUS) Machine. Most of the duties which Management awarded to the Mail Handlers was disputed by the APWU as duties which should have been assigned to the Clerk Craft. None-the-less, when there is a dispute concerning craft determinations involving operational changes, once local Management has decided on the craft they award duties to, the parties will sign off on a tripartite RI-399 inventory agreement.
In our agreement, the Mail Handlers were awarded:
Retrieval and staging of packages in swim/staging lanes; Removing empty equipment containers from staging area; sweeping packages (removing full containers and replacing with empty containers); and Transporting full containers to dispatch area.
The Clerks were awarded:
Retrieval of full containers from staging/swim lanes and pull, scan, and sort the large non-machinable packages from each container; Singulating/separating packages and facing/feeding
packages onto induction belt.
Both crafts are permitted to switch out the sort plan on the computer terminal.
The local APWU appealed the dispute to the RI-399 Regional Dispute Resolution Committee (RDRC). If the RDRC decides to reverse any of the jurisdictional duties, or if the dispute is appealed to arbitration resulting in a reversal of jurisdiction, then the parties will meet again to correct the inventory in accordance with the decision.
The plant may unfortunately experience a loss of work hours for the PSE Clerks as a result of Management's decision. Prior to the decision, most of the work performed on the ADUS was performed by the Clerk Craft including the sweeping and set up of the machine.
This year, the Coos Bay Local will host the OPWU State Convention, which will be held in North Bend, Oregon on the coast. The convention will take place at the Mill Casino Meeting and Conference facilities at 3201 Tremont Ave, North Bend, OR 97459.
The dates of the Convention are May 1, 2020 at 8:00AM through May 3, 2020 until 5:30PM.
Make sure to attend our monthly membership meetings if you are interested in being considered as a delegate representing our local members.
Posted on January 7, 2020 by postalreporter.com
WASHINGTON – The Governors of the United States Postal Service are conducting a thorough, nationwide search for a successor to Postmaster General Megan J. Brennan, who announced her intent to retire effective Jan. 31, 2020. To facilitate the search and transition process, the Postmaster General has agreed to delay her retirement date. The Chairman of the Board of Governors, Robert M. “Mike” Duncan said, “We are grateful to the Postmaster General for her continued commitment to the Postal Service, and share her confidence in the Postal Service’s strong leadership team members who will ensure that we continue to deliver for the American people.”