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EagleDog  
#1 Posted : Thursday, April 1, 2021 6:24:31 PM(UTC)

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Postal Service Indicates Layoffs Could Be on the Horizon
APRIL 1, 2021

The U.S. Postal Service is leaving the door open to involuntary layoffs as it seeks to downsize its managerial and administrative staff, part of an ongoing effort to reorganize the agency.

USPS first announced it would offer voluntary early retirement to eligible non-bargaining unit workers in early March. It declined to say how many employees it was targeting for the staffing reductions, announcing only it would finalize its plan in May.

Ahead of that rollout, postal management has not ruled out reductions in force, the government term of art for layoffs. The National Association of Postal Supervisors, the management association that represents most of the impacted workers, said USPS has informed the group there could be a RIF forthcoming. Much will depend on how many employees accept the early retirement offers, as well as how the Postal Service’s final structure and staffing plan takes shape next month. The early retirement offers, which did not come with any buyout incentive, were part of a "RIF-avoidance" process.

“There will be employee impacts as a result of district closings and administrative reductions,” said Dave Partenheimer, a USPS spokesman. “The specific employee impacts have not been determined at this time.”

Employees must be at least 50 years old with 20 years of federal service, or any age with 25 years of service, to qualify for early retirement. They must make a decision by April 16 and vacate their jobs by April 30. The offers were precipitated by a consolidation of USPS’ 67 districts into 50.

NAPS President Brian Wagner said USPS anticipates a second round of early retirement offers would accompany RIF procedures. He commended postal management for working closely with his organization throughout the process and said he expects affected employees would likely have an opportunity to take a reassignment to avoid a layoff. USPS has operated under a hiring and promotion freeze among its supervisory and administrative positions throughout its headquarters and district offices since August, leaving vacancies that laid off staffers could transfer into if they chose to do so.

In a press conference last week, Postmaster General Louis DeJoy gave a hint as to the Postal Service’s goals.

“The plan that’s in process right now is an administrative headcount reduction of some 60,000 people that was brought about with our realignment,” DeJoy said. Parenheimer later clarified DeJoy was referencing the entire population of management employees at USPS, not all of which would be impacted by the restructuring.

DeJoy also sought to downplay that his approach was anything out of the ordinary.

The plan will “reduce the size of our administrative organization, which is not uncommon when we go through big, big reorganizations and reestablishment of what you’re going to be doing in the future,” the postmaster general said.

Wagner said he has not heard anything specific on the Postal Service’s plan, noting it is waiting until May to finalize its plans. Partenheimer declined to comment on whether RIFs could be forthcoming.

“We will follow long-established, responsible processes for managing through transitions, providing options for our people to take on new or changing responsibilities, and to pursue career opportunities within the Postal Service.

USPS has held a dozen information sessions with eligible employees to go over the benefits of early retirement.

One current postmaster, part of the impacted group of employees, said the workforce was frustrated that postal management was only laying out its plans in phases.

“We seem to be left in the dark this time around,” the postmaster said.

DeJoy said he does not have a specific long-term target in mind for its workforce, speculating he could potentially grow the agency by 100,000 employees to meet growing package needs. He added, however, the agency’s high turnover rates will likely highlight areas for efficiencies.

USPS last offered early retirements on a large scale in 2018 when it provided the incentive to 26,000 mail handlers and clerks. The Postal Service said at the time those offers were part of an effort to “right-size” its workforce in response to accelerating declines in mail volumes. It went through several workforce reduction efforts in the early 2010s as it consolidated mail processing plants and slowed down mail delivery. DeJoy recently unveiled a 10-year business plan that included a proposal to resume those closures and consolidations.

https://www.govexec.com/...could-be-horizon/173088/
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GordonG on 4/1/2021(UTC), Kickjump on 4/2/2021(UTC)
Tanker1497  
#2 Posted : Friday, April 2, 2021 2:03:59 AM(UTC)

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The issue at hand has been they offered the earley out to EAS type employee's, they already know the head count it wasn't enought. Most of the supervisor's that I have seen in the last few years are 90 day wonder's! Our OIC right now has 3 years and went from 90 days to level 17 to level 18 PM. Now in a level 21 office as OIC. The 5 supervisors below are between 90 days on the job and 2 years! The intire district is made up of this make up! They have 30 to 35 years left to work before MRA! Too bad we are 10 carriers short in an office with 26 routes. Nearly every CCA quits in less than 2 weeks. They get tired of working 12 to 14 hour days 7 days a week. Sunday is so bad they never get the parcels done by 8pm and get called back in. This isn't the norm in America but its it's East Coast normal. Still scanning 150 to 180 parcels a day, that use to be a Xmas day. Xmas days were over 400 starting in the dark at 5:30am working in the dark to 8pm Don't get me wrong 5000 plus gross pay was great, but beats the hell out of you! Routes need to be cut from over 600 to 300 because every stop is a dismount instead of mounted. Thats where 2hrs OT come from 4 days a week! The they make you get an 8 hour day but you leave 60% of all mail behind so you get even more OT and V the next day! Ship is sinking!
GordonG  
#3 Posted : Friday, April 2, 2021 5:31:16 AM(UTC)
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If you think the jobs are tough now, you better hope they don't do a RIF.

All of the CCAs and PSEs go first.

And if they're any disabled veterans here and you've had your disability rating hit the 30% mark or higher since you were hired, you should make a point of updating your eOPF. Oh...check out your eOPF anyways and see what your RIF date is.

In the months leading up to my retirement management cancelled all of the detail assignments and the managers had to go back to doing whatever job was on their Form 50. This was in the San Diego District which I believe is now called the California 6 District.

It makes sense now looking back and refreshing my memory on RIF procedures. That's one of the steps to avoid or minimize a RIF.

============================

From the ELM:

354.23 Minimization Strategies for RIF Avoidance

To minimize or avoid the impact of a RIF, Human Resources, in coordination with the business function, may implement some or all of the following actions:

Freeze hiring and promotion actions.

Separate contract employees, temporary employees, and reemployed annuitants.

Reassign employees:
To vacant positions in the same competitive area or other competitive areas.

To positions within or outside the commuting area. This may be voluntary (e.g., where an employee has responded to a vacancy announcement) or directed by management.
Note: Reassignments are not subject to RIF procedures when employees are involuntarily placed into same level positions.

Cancel all detail and temporary promotion PS Forms 50, Notification of Personnel Action.

Terminate probationary employees.

Approve employee requests to voluntarily change to vacant positions at lower grades within the competitive area, including bargaining positions.

Provide voluntary resignation incentives.

Obtain approval from OPM to offer a voluntary early retirement option.

Provide voluntary early retirement incentives.

When circumstances warrant, implement other RIF avoidance measures, provided such measures comply with regulations and, if appropriate, the applicable collective bargaining agreements.
Dazedandconfused  
#4 Posted : Friday, April 2, 2021 6:31:27 AM(UTC)
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Originally Posted by: GordonG Go to Quoted Post
If you think the jobs are tough now, you better hope they don't do a RIF.

All of the CCAs and PSEs go first.

And if they're any disabled veterans here and you've had your disability rating hit the 30% mark or higher since you were hired, you should make a point of updating your eOPF. Oh...check out your eOPF anyways and see what your RIF date is.

In the months leading up to my retirement management cancelled all of the detail assignments and the managers had to go back to doing whatever job was on their Form 50. This was in the San Diego District which I believe is now called the California 6 District.

It makes sense now looking back and refreshing my memory on RIF procedures. That's one of the steps to avoid or minimize a RIF.

============================

From the ELM:

354.23 Minimization Strategies for RIF Avoidance

To minimize or avoid the impact of a RIF, Human Resources, in coordination with the business function, may implement some or all of the following actions:

Freeze hiring and promotion actions.

Separate contract employees, temporary employees, and reemployed annuitants.

Reassign employees:
To vacant positions in the same competitive area or other competitive areas.

To positions within or outside the commuting area. This may be voluntary (e.g., where an employee has responded to a vacancy announcement) or directed by management.
Note: Reassignments are not subject to RIF procedures when employees are involuntarily placed into same level positions.

Cancel all detail and temporary promotion PS Forms 50, Notification of Personnel Action.

Terminate probationary employees.

Approve employee requests to voluntarily change to vacant positions at lower grades within the competitive area, including bargaining positions.

Provide voluntary resignation incentives.

Obtain approval from OPM to offer a voluntary early retirement option.

Provide voluntary early retirement incentives.

When circumstances warrant, implement other RIF avoidance measures, provided such measures comply with regulations and, if appropriate, the applicable collective bargaining agreements.




Craft workers have nothing to do with management.
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z165012  
#5 Posted : Friday, April 2, 2021 8:46:58 AM(UTC)
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Originally Posted by: Dazedandconfused Go to Quoted Post
Originally Posted by: GordonG Go to Quoted Post




Craft workers have nothing to do with management.


while craft workers have nothing to do with management, management has everything to do with craft workers...

where do you think displaced management goes?...they step down from management and end up in craft jobs...where do these jobs come from?...they are held back like with any consolidation, so there are positions to offer management to stay employed by the company...

so if this number of management doesnt take the early out, they will be offered positions, if positions arent readily available, guess what will happen?...CCAs leave and management gets the fun "UAR" tag for carriers...then it takes months/years for positions to open back up...so if you are in an area that just lost a district, there are going to be quite a few folks needing jobs or leaving the company...
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Kickjump on 4/2/2021(UTC)
Seadogg  
#6 Posted : Friday, April 2, 2021 9:29:14 AM(UTC)
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Are laid off members of management entitled to craft jobs? I wasn't aware this was the case.
roger.d  
#7 Posted : Friday, April 2, 2021 9:40:50 AM(UTC)
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Originally Posted by: Seadogg Go to Quoted Post
Are laid off members of management entitled to craft jobs? I wasn't aware this was the case.


It appears to be listed as an option in the ELM that GordonG posted.
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MPE2009  
#8 Posted : Friday, April 2, 2021 1:29:46 PM(UTC)
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Well at this time there will not be any layoffs. This will end a lot like it did under Carvin' Marvin. There will be excess EAS and they will be forced to accept other jobs, even if it includes relocating or even downgrading to craft. Across the country, there are tons of EAS vacancies in processing facilities and delivery units, either sitting vacant or filled by 204b's. So there's no need to waste time with worthless speculation. Worst that will happen is some EAS types losing their jobs due to the reorg will decide it's either time to quit or relocate. Who knows, they might even be offered moving subsidies.....
PTFPete  
#9 Posted : Friday, April 2, 2021 6:21:10 PM(UTC)
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The postmaster of my office mentioned he was nearly a PostPlan casualty eight years ago. Apparently, he was within two weeks of being one of the 500 postmasters who lost their jobs nationwide because they couldn’t find landing spots. He said he tried to downgrade into a Clerk position, but that HR wouldn’t allow the downgrade and that the two postmaster associations at the time did nothing to help the displaced postmasters. According to the PM, the associations signed an agreement with HQ they would not fight it.
midmopse  
#10 Posted : Friday, April 2, 2021 6:22:24 PM(UTC)
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Originally Posted by: Seadogg Go to Quoted Post
Are laid off members of management entitled to craft jobs? I wasn't aware this was the case.


They can apply for an opening in craft, if one they want comes up. Back in PostPlan days, I knew a postmaster, in an office that's now open 2 hours a day. They OIC'd in an open office for a year or so, until a clerk spot opened up, close enough to home for them to take. They ended up getting a decent pay bump, but they weren't a postmaster anymore. My understanding is, they had 2 years to make a move before they would be fired(?).

RIF/excess'd employees take precedence over normal transfers, so... yeah, they could clog up the system for a couple of years. My home office clerks voluntarily reverted a FTR position out of fear that an excessed FTR might come in and take the spot. They decided that keeping the hours to themselves was worth it.

Scuttlebutt among the PMs I'm familiar with is PostPlan is back. If you're in an 18 with no RMPOs, watch your butt. You might be an RMPO pretty soon.
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Kickjump on 4/3/2021(UTC)
GordonG  
#11 Posted : Friday, April 2, 2021 6:30:02 PM(UTC)
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Speaking of PMs and such, does anyone recall the boatload of PMRs that were terminated?

My memory remembers it occuring during that PostPlan timeframe that PTFPete mentioned.

The PO cut a lot of PMRs and fired them. The PO then reclassified the job as a PSE position and if those PMRs wanted that job they had to take the PSE test.

Needless to say those PMs were scared sh*tless.

All for roughly $13 an hour.

http://www.postalreporte...jobs-will-be-terminated/

It was inferred that the RIF articles were different for management than they are for craft.

If they are...how so?

Provide a link or an ELM reference number.

+
+
+

Edited by user Friday, April 2, 2021 6:40:21 PM(UTC)  | Reason: Not specified

z165012  
#12 Posted : Saturday, April 3, 2021 1:04:29 AM(UTC)
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Originally Posted by: GordonG Go to Quoted Post
Speaking of PMs and such, does anyone recall the boatload of PMRs that were terminated?

My memory remembers it occuring during that PostPlan timeframe that PTFPete mentioned.

The PO cut a lot of PMRs and fired them. The PO then reclassified the job as a PSE position and if those PMRs wanted that job they had to take the PSE test.

Needless to say those PMs were scared sh*tless.

All for roughly $13 an hour.

http://www.postalreporte...jobs-will-be-terminated/

It was inferred that the RIF articles were different for management than they are for craft.

If they are...how so?

Provide a link or an ELM reference number.

+
+
+


PMR was a non-career position, they served as PM when the PM wasnt available, much like the 'higher level' clerk position...PTPM's were put in 6 hour RMPO's, and there was a HUGE settlement with clerks a year or two ago about the PTPM's working outside of their RMPO's...one of my friends got over $13k settlement on that one...

when i started there were PMR positions still showing up on the hiring site, essentially working just Saturdays in small offices making $13 an hour vs the $15 a PSE was getting
Kickjump  
#13 Posted : Saturday, April 3, 2021 1:39:04 AM(UTC)
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Has anyone browsed the LiteBlue page recently? There is a new page on the home screen called "Preparing for Change". Once on the link it is an Employee Support Page that if I was in EAS would make me feel very squeamish. "The next phase of our organizational restructuring, announced March 2021, includes a district consolidation plan, centralization of Area and District Marketing functions, and realignment of the Mail Processing and Logistics divisions.To date, an organizational change with reduction-in-force (RIF) has not be initiated. Over the next two months, we will be engaged in specific activities to complete the staffing changes for the final phase of our restructure. The announcement of the final structure and staffing is planned for May 2021."
Lots of videos and links and says this is the page to use to stay updated on organizational changes and also includes EAP tab. Hope this helps anyone looking for updated announcements
EagleDog  
#14 Posted : Saturday, April 3, 2021 3:54:10 AM(UTC)

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This has the potential to negatively impact a lot of craft workers/positions.
Domino effect.
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Randy1  
#15 Posted : Saturday, April 3, 2021 6:09:58 AM(UTC)
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Originally Posted by: EagleDog Go to Quoted Post
Postal Service Indicates Layoffs Could Be on the Horizon
APRIL 1, 2021

In a press conference last week, Postmaster General Louis DeJoy gave a hint as to the Postal Service’s goals.

“The plan that’s in process right now is an administrative headcount reduction of some 60,000 people that was brought about with our realignment,” DeJoy said. Parenheimer later clarified DeJoy was referencing the entire population of management employees at USPS, not all of which would be impacted by the restructuring.



https://www.govexec.com/...could-be-horizon/173088/



As an organization it has always seemed to be top heavy. Will have to see how this plays out.
GordonG  
#16 Posted : Saturday, April 3, 2021 6:12:03 AM(UTC)
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You need lots of managers to do clerk work and to deliver express mail.
MPE2009  
#17 Posted : Saturday, April 3, 2021 8:46:11 AM(UTC)
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Originally Posted by: EagleDog Go to Quoted Post
This has the potential to negatively impact a lot of craft workers/positions.
Domino effect.


Not really. The 10 year plan/mission statement/dream sheet stated what we all knew before it was ever published. We are understaffed in many craft jobs. The only thing we have too many of, other than EAS are custodians. There needs to be a complete renegotiation of that ridiculous MS-47, line H, etc. Then we could make some of the custodians get a real job in operations or delivery, where they might actually benefit the customer. EAS likely also has little to worry about, just which job or location they're going to get shuffled to. But craft is good and its not something we need to worry about nor scare each other over. The worst I see happening is carriers always short staffed and more automation being introduced in processing eliminating the need to fill all of the current vacancies. So yeah, maybe some automation clerks and some pit operators might start being held accountable. But layoff talk is just more scare mongering.
EagleDog  
#18 Posted : Saturday, April 3, 2021 9:07:40 AM(UTC)

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If 204b's and/or EAS are returned to craft, the pool of available craft positions will shrink.
Potentially a negative impact on craft workers,
.
p.s. Does the new NALC contract include no layoff protection for all career employees on the rolls (like the APWU contract)?
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roger.d  
#19 Posted : Saturday, April 3, 2021 4:34:27 PM(UTC)
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Originally Posted by: EagleDog Go to Quoted Post
If 204b's and/or EAS are returned to craft, the pool of available craft positions will shrink.
Potentially a negative impact on craft workers,
.
p.s. Does the new NALC contract include no layoff protection for all career employees on the rolls (like the APWU contract)?


The only thing I can see that negatively impacts craft employees would be possible seniority loss for career employees, and conversion delay for PSE/MHA. Unless they have a guarantee conversion time like the CCA's now have


Yes, the NALC maintained the 6 year no layoff rule.
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EagleDog  
#20 Posted : Sunday, April 4, 2021 12:26:06 AM(UTC)

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Originally Posted by: roger.d Go to Quoted Post
Yes, the NALC maintained the 6 year no layoff rule.

I know NALC maintained no layoff protection after 6 years of service,
Does the new NALC contract include no layoff protection for all career employees on the rolls as of the date of the contract award (like the APWU contract)?
The APWU contract covers employees not yet qualified for protection under the six-year rule.
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Kickjump on 4/4/2021(UTC)
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