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Gr8MamaB  
#1 Posted : Saturday, April 10, 2021 1:55:02 PM(UTC)
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Just the facts: our 11 route office was fully staffed. Then one of our ccas quit during covid. We have two routes where the regulars do not come into work them for whatever reason. During covid, two additional regulars have quit and we have only gained one CCA that has stayed so far. (We have only one cca, and one uar, everyone else is regular on their own route.) On days where every employee we have is working, we are still 2 people short. Sometimes mgmt. Can rustle up a CCA or two from another office but many times they can't. As you can guess, we are being mandated to work 6 days a week, as well as Sundays and holidays, on the shorted routes most days. No incidental annual leave is being approved. This has gone on since around Black Friday with maybe a few days of reprieve. Us regulars that are left are wearing down mentally and physically. What if anything can we do about this situation? For those of you that are union savvy, is there anything that can be done through them? If there is please tell me where to look it up at. This situation is way too extensive for our lmou.
New Guy 2021  
#2 Posted : Saturday, April 10, 2021 5:08:41 PM(UTC)
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8/40 and maybe fill out a bunch of 1767's. I've also heard of employees reaching out their congressional representatives to get them to "make a call" which, if they bother to do it, often generates very quick management action.
Seadogg  
#3 Posted : Saturday, April 10, 2021 6:22:46 PM(UTC)
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This can be tricky if there are no article 8 violations. The main thing missing in your story is what happened after "two additional regulars have quit." Were their routes posted and did they go residual? If so, were your CCA(s) converted?
roger.d  
#4 Posted : Saturday, April 10, 2021 7:34:49 PM(UTC)
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Originally Posted by: Seadogg Go to Quoted Post
This can be tricky if there are no article 8 violations. The main thing missing in your story is what happened after "two additional regulars have quit." Were their routes posted and did they go residual? If so, were your CCA(s) converted?


Right, if there are 2 open routes, why is there a UAR?
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poorfamily  
#5 Posted : Sunday, April 11, 2021 1:32:16 PM(UTC)
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Management has authority over scheduling. The union cannot force them to fully staff an office but can file grievances or whatever contract violations occur due to the short staffing, not only article 8 but also your local leave program if legitimate requests for incidental leave are denied.

Savvy carriers in these situations have obtained medical limitations from their doctors for 8 hours a day/40 hours a week.
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The Postmaster  
#6 Posted : Sunday, April 11, 2021 2:07:28 PM(UTC)
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Rurals have a form that formally requests a sub, but there is no official way to make them hire CCA's that I know of.
If not happening already, employees will start calling in sick from exhaustion, which can become a serious medical condition.

Edited by user Sunday, April 11, 2021 2:09:15 PM(UTC)  | Reason: Not specified

The Postmaster  
#7 Posted : Sunday, April 11, 2021 3:01:45 PM(UTC)
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Originally Posted by: poorfamily Go to Quoted Post
Management has authority over scheduling. The union cannot force them to fully staff an office but can file grievances or whatever contract violations occur due to the short staffing, not only article 8 but also your local leave program if legitimate requests for incidental leave are denied.

Savvy carriers in these situations have obtained medical limitations from their doctors for 8 hours a day/40 hours a week.



They sometimes just rubber stamp a doctor's note. But I have also seen a lot of them becoming requests for "reasonable accommodation" where you meet with a committee. Those are usually not good experiences.

MPE2009  
#8 Posted : Sunday, April 11, 2021 3:44:32 PM(UTC)
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Originally Posted by: MN Postmaster Go to Quoted Post
Originally Posted by: poorfamily Go to Quoted Post
Management has authority over scheduling. The union cannot force them to fully staff an office but can file grievances or whatever contract violations occur due to the short staffing, not only article 8 but also your local leave program if legitimate requests for incidental leave are denied.

Savvy carriers in these situations have obtained medical limitations from their doctors for 8 hours a day/40 hours a week.



They sometimes just rubber stamp a doctor's note. But I have also seen a lot of them becoming requests for "reasonable accommodation" where you meet with a committee. Those are usually not good experiences.



I saw a doctor withdraw his doctor's note prior to a DRAC. While he was willing to write a note, he was not willing to provide a false diagnosis in writing for a DRAC hearing. Quite a few people in our PDC suddenly were healthy and returned to work without any restrictions.
Gr8MamaB  
#9 Posted : Monday, April 12, 2021 9:56:08 AM(UTC)
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The uar is out for at least a month due to surgery. The only CCA we have is still in her 90 days probation. The one route has been filled by somebody switching routes in our office, but the other route has not been posted yet because he has not been gone long enough for them to have posted it yet.
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