Leon Brown
Commentary
Editor of the Outlook
Outlook July / August 2008
Rebuild for the Future
The 66th Biennial NALC National Convention was held in Boston from July 21st through July 25, 2008. There was lots of business to be conducted. There were over 7,300 delegates at the Convention and a number of guest speakers. NALC President William H. Young chaired the convention and the program went smoothly. Also, there was an election for AFL-CIO delegates. Our President Charlie Heege eclipsed all the other candidates by receiving well over 10,000 votes to come in first. Let me say, Hip, Hip, Hooray and congratulations.
At this time, I would like to share some of the speakers' comments. President Young challenged the delegates to take the lead in rebuilding the middle-class through political action. President Young feels we can change this country and get back on track to once again become a country with the kind of middle-class that thrived, around the time we were growing up. We also must continue to make every effort to prevent the Postal Service from contracting out the jobs that should remain within the realm of the letter carriers' job assignment.

President Young invited Director of Safety and Health Brian Hellman to the microphone to continue to take proposed resolutions into account. This process was interrupted several times throughout the session, to give invited speakers the opportunity to address the delegates, one of whom was Senator Hillary Rodham Clinton who said she loves being with letter carriers, and with a radiance about her, quipped something like "Here I am, signed sealed and delivered. Nothing stood in your way, not rain, not snow and not George W. Bush." Senator Clinton urged the NALC members to work to bring success to former rival Senator Barack Obama's campaign, that is, help put him over the top to become the next president of the United States of America.

Rep. McHugh is one of four Republican congressmen with enough moxie to defy his party's leadership to support the Employee Free Choice Act. Rep. Capuano said it is easy to blame George Bush, I'm happy to do that, but it's not his fault. It's my fault and it's your fault. If we let people take things away and if we don't fight, it's our fault. He further expressed his ideas by saying America's workers should be screaming, fighting and kicking for constructive political change.

Board of Governors Chairman Kessler is a Philadelphia lawyer who said he hoped his appearance delivered a message long overdue and important, that postal management should recognize the critical role letter carriers play in the USPS. He stated that he can't tell us how proud he is of all of us on a daily basis.

Senator Barack Obama is on extended leave out of the country and was unable to attend, but he sent a letter. He commented that ordinary people can do extraordinary things. Senator Obama revealed that he is a co-sponsor of the Mail Delivery Protection Act and vowed that' as president he will stand by us in the fight to pass that bill and that he would sign it when Congress sends it to his desk.

In November we'll vote. We'll work to lift up our middle-class, strengthen our economy, and bring about intelligent fundamental change in our country, We can do it. We can win, and we shall.

Outlook May / June 2008
Why You Should Have FMLA
The Family Medical Leave Act is a 1993 Federal law that requires the Postal Service and many other employers to give employees time-off from work, without penalty, to deal with serious family and medical problems.

To be eligible for FMLA, you must have worked for the Postal Service for at least twelve (12) months and must have worked at least 1,250 hours during the 12-month period immediately preceding the beginning of the FMLA leave. The law guarantees each postal employee twelve weeks off each year. The twelve weeks need not be taken all at once. The time-off may be taken in separate blocks or intermittently, depending upon the situation.

***
Caring for a family member with a serious health condition. The term family member is a term limited to child, parent or spouse.
***
New child in the family. By adoption or by placement in foster care.
***
The employee's own serious health condition that prevents him or her from performing the job.

Although the law guarantees the twelve weeks of leave per year, it does not provide any additions leave. You must use yaur own sick leave or annual leave, or leave without pay for your absence. The employer is required by the FMLA to inform. employees that they have a right to time off under the law, and inform employees whether any leave they have requested is covered by FMLA. A serious health condition is defined as any illness, injury, impairment or physical or mental condition that involves:

* * *
Hospital Stay (inpatient)
***
Absence plus treatment: A period of incapacity of more than three consecutive calendar days. Treatment two or more times by a health care provider or treatment by a health care provider on at least one occasion, which results in a regimen of treatment under the supervision of the health care provider.
***
Pregnancy: Any type of incapacity due to pregnancy or for prenatal care.
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Chronic conditions requiring treatments: A chronic condition which requires periodic visits for treatment by a health care provider also recurring episodes of a single underlying condition.
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Permanent long-term conditions requiring supervision and multiple treatments (nonchronic conditions.)

FMLA leave versus sick leave for dependent care, sick leave for dependent care, which is separate and different from a carrier's entitlement to leave under the Family and Medical Leave Act. A letter carrier is entitled to use up to 80 hours of sick leave for dependent care per year. To give care or otherwise to a family member with an illness, injury or other condition which, if an employee had such condition, would justify the use of sick leave by that employee. Family members shall include son or daughter, parent and spouse as defined in ELM section 5 15.2. Approval of sick leave for dependent care will be subject to normal procedures for leave approval.

This information was gathered from the NALC Guide to the Family and Medical Leave Act. If you need any additional information, speak with your steward or contact the Branch; someone will answer your questions.

Outlook March / April 2008
Alive and Kicking
Lettercarrier Francis Arnold, Sr. works at F.D.R. Station. Francis Sr. is a big sports fan. He is involved in little league baseball and basketball for the kids. Francis Sr. has a son who attends Francis Lewis High School in Queens. Francis Jr. plays basketball for the Patriots, his school basketball team, in the position of shooting guard. He has been playing basketball since the age of seven. He is 16 years old now.

Francis Jr. loves the game. His skills at shooting and defense have exceeded his age. The Patriots recently had a game at Teachers Prep, where Arnold Jr. scored twenty-three points, a season high to this day. The game went into double overtime. Still, the Patriots could not pull it off and Teachers Prep was the victor. In another contest on the court, the Patriats defeated the Blazers. The score was 59-56 in favor of the

Patriots. The defense by Francis Jr. was the key to team success.

Francis Jr. is a sophomore. Because of his ability tb play the game he is playing on the varsity team. The school has not made it to the finals in twenty-three years. The skills of Francis Jr. helped the team to reach a plateau of achievement. Francis Jr. hopes to attend St. Johns University in Queens when he graduates from high school. When questioned about what motivates him, Francis Jr. answered, "I love to play basketball and baseball. It is fun and I'm motivated to work harder to be the best, but I can't forget that I'm a student-athlete. Education is the key."

Francis Sr. says his son always had enormous energy. He tried to direct it in a pasitiye direction with hard work and faith in the Lord. He will be successful on life's road: Spanky, your father loves you.

Outlook November / December 2007
Changing Times
The Postal Service is changing. Fortunately, we have a union that will make sure the contract is adhered to. There are still carriers who rush through their assignments, creating a safety hazard and making mistakes, opening the door for management to pivot them to another assignment, without getting paid overtime. Remember, a favor for management today, means you're taking a job away from another carrier

Overtime is becoming a thing of the past for now, or limited to management's favorites and the "Route Busters" meaning carriers who rush back to get overtime. Carriers, you must follow the M-41 while doing your job, no rush and no mistakes.

The Postal Service is in the process of hiring Transitional Employees. These transitional employees are being hired to replace the casual employees who cannot join the union. Transitional employees can join the union and almost all of them join - they will help strengthen the union. Sometimes the Branch officers may miss one while they are conducting their orientation for the new employees. If you meet some at your station who aren't members, try to sign them up or inform your steward so they can sign them up. The transitional carriers were not hired to stop overtime.

Some people in management have compromised their integrity to look good for their bosses. The union and its members shall maintain their integrity and that will keep us strong and qualified. Management has made cuts, threats and tour changes. We have seen managers and supervisors come and go. Still, the letter carriers remain committed and in solidarity, while in the performance of their duties. Management is here to get more for less. You do more and get less. You are the key. You are what makes the union great and the Postal Service look good. Keep up the good work. Stay strong and committed to the union. We will prevail. See you in The Outlook. Leon

Outlook September / October 2007
Get Well Soon
Outlook July / August 2007
No Mail
During the summer months Management's cry is, "There is no mail, so be back on time and finish your assignment." In the summer you deliver to the same stops you deliver in the winter, regardless of whether it is one letter or ten letters to an office building or a residential building. In the summer there may be a light day (less mail) but all days are not light. Continue to deliver your mail in a safe manner. Follow the guideline in the M-41 (City Delivery Carriers Duties and Responsibilities.)

Management has also created a staffing problem. During the peak

vacation period of July and August, management has decided not to cancel rest days for the O.D.L. (overtime desired list) during the weekdays, which creates a hardship on carriers at work and not on the ODL. Management requires non-ODL carriers to absorb the workload by working overtime and not maximizing the ODL List, which is in violation of Article 8 in the JCAM, but as you know, there will be some carriers who will rush through their routes to go home or try to get some overtime. In cases like that you are only hurting your route. If you are not on the ODL and are required to work overtime, let your shop steward know so they can file a timely grievance within 14 days from the incident.

Another tool management has in place is DOIS, meaning Delivery Operations Information Systems. It is a reference tool. It can only give management a projected time for carriers to return to the station after their delivery. This is another way management tries to intimidate the carrier to rush through their routes and return to the station, pior to 5:00 p.m. or to be pivoted elsewhere. A grievance has been filed against DOIS at the national level - we are waiting for a decision. DOIS does not address all the work a carrier does like scanning MSP points, parcels. extra bundles, vacation holds and the list goes on. There is a much-used phrase to the effect that if you do not put the right information in, you'll get "garbage" as the response. The expression that follows is, "Garbage in, garbage out." Any carrier can request to review the DOIS report. If you disagree with the data, calmly let management know your objections. If you have any concerns or questions, contact your steward.

Outlook May / June 2007
Required Overtime For Everyone
Once again the Postal Service decided to totally disregard Article 8 in the National Agreement, also the Joint Contract Adminstration Manual (JCAM) and the Local Memorandum of Understanding (LMOU) for the New York Post Office and the Bronx Post Office.

The Postal Service is requiring carriers not on the "Overtime Desired" list to work after their tour and to report to work on their rest day, when there are ODL carriers available to work overtime. Management violated the JCAM, LMOU and the National Agreement by not maximizing the ODL.

To maximize the ODL is to require all carriers on the ODL to work twelve (12) hours prior to requiring non-ODL carriers to work overtime. There are guidelines in Article 8 that will explain when and how management can require non-ODL carriers to work overtime. In the LMOU (New York) information can be found in item 14 (page 13) in the Bronx item 14 (page 7)In the LMOU the overtime is by section.
A. FOOT ROUTES
Residential Routes
Business Routes
B. PARCEL POST ROUTES
Residential Routes
Business Routes
C.COLLECTION ROUTES
D. NIGHT ROUTERS
E. CASE ROUTERS
F. DAY ROUTERS
G. COMBINATION

The "Overtime Desired" list should be maximized twelve (12) hours just prior to non-ODL personel working as per LMOU also. There are exceptions to requiring non-ODL carriers to work overtime. For a better understanding you should read Article 8 of the JCAM, whenever you find time.

In the JCAM Article 8.5G full time employees not on the "Overtime Desired" list may be required to work overtime only if all available emplyees on the "Overtime Desired" list have worked up to 12 hours in a day or sixty (60) hours in a service week. Employees on the "Overtime Desired" list should be maximized. If management is requiring non-ODL carriers to work, contact your shop steward and he/she will address the violation. On all violations you have fourteen (14) day to file a grievance.

I WOULD LIKE TO WISH ALL THE MOTHERS
A HEALTHY AND HAPPY MOTHERS DAY
Outlook March / April 2007
Congratulations
I would like to offer my congratulations to Charlie. President by acclamation, and the rest of the slate made up of people I have worked with and the new people I will be working with. Charlie has put together a group of smart, energetic and talented people.

It is my pleasure to remain as the Editor of the Outlook. I look forward to doing some exciting things to keep the union in step with the changing times.

Muscular Dystrophy Association
The Union raises money for certain charitable organizations which include Muscular Dystrophy Association. The Union is prohibited from using dues for the purpose of donating it, in whole or in part, to any charitabe organization. Therefore, we remain active fundlraisers. What we would like to see is more involvement by the shop stewards and members. There are a number of people involved but we can always use more people to help out.

Muscular Dystrophy Association engages in a campaign to send a child to camp. It is ti wonderful event for the children with Muscular Dystrophy to experience the opportunity of spending one week away from the humdrum, by going to a special camp environment to share camp life with other children suffering from the same disabilities. The children have a great time and there are lots of activities for them to share or enjoy individually. The goal this year is to send as many:children as possible to camp. Last. year, the Union sent twenty-five children; this year, the Union goal is to double that. The cost for each child is six hundred fifty dollars. Each station can make a pledge to send a child, by setting up some type of event, or through collections and bake sales. You can use your imagination to decide how to meet the goal.

Helping a child not as fortunate as your child will give you an inner feeling of "closer my God to thee" because, the answer to the question, "Am I my brother's keeper?" is YES; that is the Union way of being compassionate. Let's all help by doing what we can to send a child to camp this summer.

If you can get your manager to agree, there is a video the union will loan you to show your station about the camp where the kids go and you will see firsthand how much fun these childre'n have at the camp. For more information, please phone me at the union at: (212) 239-3901.

Outlook January / February 2007
Grieve It Within Fourteen (14) Days
I would like to wish everyone a Happy New Year and a healthy one. This is a new year, bringing with it lots of new challenges. The task at hand is making sure grievances are filed timely. If you are issued charges and the steward is not present, it is your responsibility to inform the steward/union prior to fourteen (14) days, most of the time the shop steward will be present when charges are issued, they know the time limits. If the time goes beyond the fourteen (14) days, management could cite your case as being untimely. Once that is done, you are stuck with those charges (L.O.W. 7 day, 14 day or a removal.). You have the right to appeal these charges under the grievancearbitration procedure set forth in Article 15, Section 2. You are not required to sign for these charges; the union will sign for the charges on the day they are issued when the fourteen (1 4) days start.
A grievance is defined as a dispute, difference, disagreement or complaint between the parties related to wages, hours and conditions of employment There are two types of charges. One is for discipline - for example: failure to follow instruction. Discipline must be progressive; the first step in the joint contract administrative manual (JCAM) Article 15.2a any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the union first learned of the charges. 15.2b is the second step in any discussion. The supervisor shall have the authority to resolve the grievance. The steward or union representative likewise, shall have the authority to resolve the grievance in whole or in part.

If no resolution is reached as a result of such discussion, the union shall be entitled to file a written appeal to Formal Step A within seven (7) days. The third step: 15.2.e - Any resolution of grievance informal Step A shall be in writing or shall be noted on the Joint Step A grievance form. Fourth step: 15.b.a. - Any appeal from an unresolved case in Formal Step A shall be in writing to the Step B team. Fifth step, if the B team cannot resolve the grievance, it will Impasse (be sent to arbitrationr. The arbitrator's decision is final and binding. The second type of grievance is contract grievance, for example, if management changed your rest day of your bid assignment, the same steps will apply. For more information in regard to Article 15, you can find it in the Joint Contract Administration Manual (JCAM) or the national agreement. Check it out to know your rights.

Outlook November / December 2006
I would like to take a few minutes to express my.appreciation to Frank for his trust in me, by appointing me to work as a part-time officer under his leadership during his tenure as president. During the time I have worked for Branch 36, Frank has been very supportive and encourages all of the hearing officers, shop stewards and union members to beethe best they could be. He also advised us to get involved in union activities. His support has been boundless. I will personally miss his presence.

There is so much he has achieved for the union members, such As acquiring attorney counseling and representation for litigants at discount fees, Cino Ltd., a comprehensive legal expense program made up of over 22,000 networking attorneys. For acquiring litigational help, simply phone: 1-888-246-6583.

Frank also was instrumental in buying this building at 347 West 41" Street, N.Y.C., which later allowed him to sell the air rights to the building for $2 million dollars, which made the union financially secure. With some of the profits, Frank originated access to a defital plan for the union members which permits them to pay 33% less dental fees, by receiving dental care at Group Health Dental Associates. Its director is Dr. Carl Caravana, D.D.S.

In the Bronx, members can avail themstlves of dental care at Park South Dental Associates, which also offers members a 17% discount regarding competitors fees. Whatever your decision as to where to acquire dental care, please phone for & appointment first. You may go to any dentist of your choice and the amount of $35.00 will, be reimbursed to you regardless of the dentist chosen. The member is eligible for reimbursement once every calendar year.

Frank also brought to the members fine discount mortgage loans, just to name a few benefits. For more information on mortgages, call Mr. Ralph Rienzo at Members Mortgage Corp., (516) 622-9000.

Frank, I know you will stop by when you are in town. You are leaving the Branch in Charlie's good hands and the support staff. Frank, have a healthy and happy retirement.

The holidays are around the corner. I would like to wish everyone a healthy and happy Thanksgiving, Happy Hanukkah, Merry Christmas, Happy Kwanzaa and a very Happy and Healthy New Year.

Outlook July / August 2006
1571
I would like to take a minute to talk about Form 1571. This form is not used enough. This form should be used when mail will not be delivered the same day and must be left behind on your route. Fill out this form in the morning prior to leaving for the street to deliver your route. Also do this when you return from the street after the completion of your route after you have returned with the mail. If a i team comes in to check for mail that was left behind, you will be covered.
In the correct column, when filling out this form, make sure you indicate what type of mail you were not able to deliver. Form 157 1 should be filled out in duplicate. A copy should be given to the carrier after the supervisor has made comments as to the action which was taken. In the afternoon after you return, there is no need to get a supervisor comments. Fill out Form 1571, place mail in throwback case, and continue to clear your accountable mail. For additional information, check M-41, Section 24, Exhibit 243.
Outlook May / June 2006
I would like to take a moment to speak about Pat Lucus, who was my friend. Pat was always a gentleman and an upbeat person. Pat was extremely proud of his family and adored his wife Barbara. Pat would go out of his way to help you when asked to do so. That was the kind of person Pat was. I will miss him dearly. To his family I extend my sincerest condolence.

I believe that no matter where this good soul is, he will bring about a ray of sunshine and manage to play a little of the jazz he loved. May God bless and protect his family in this difficult time.

I will always remember his contagious smile. We shared an office together and each time he said goodbye to his wife, he would always say, "I love you Dear."

Family Medical Leave Act a.k.a. F.M.L.A.
The Family Medical Leave Act was implemented on January 6, 1995. It will allow you to have protected leave so that management will not take disciplinary action against you because of an illness or injury. To qualify, you must have worked 1250 hours during the 12-month period immediately preceding the time the F.M.L.A. leave is to begin. You can get U.S.P.S. publication 71 from your supervisor or from your general office. It will explain the process. Filling out the necessary form will entitle you to twelve (12) weeks of protected leave.

There are a number of employees that have serious health conditions or have been injured off-the-job, and don't take the time to apply for F.M.L.A., and the result could become a charge against you reading, 'Failure to be regular in attendance. I am - not - asking you to fake an illness or injury. What I want you to do is to protect yourself by submiiting documentation in theform of the F.M.L.A. application. If you go to your doctor to be treated on a continuing basis for the same illness or injury, that is a chronic condition which is covered. There are far too many charges being issued against employees even though such a practice can be prevented.

Also, if you have a family member, you can apply for sick leave dependent care, which means you're entitled to 80 hours to take care of a family member. Dependent care is similar to U.S.P.S. publication 71, referred to in the first paragraph above. You can request a form called dependent care. When taking time off, you may use annual leave or leave without pay (LWOP) in most situations, and sick leave in certain circumstances. Any leave you choose does not have to be used all at once. You can use it intermittently. If you need additional information, see your Shop Steward, or contact me at the branch. Feel free to phone me at: (212) 239-3901.

Outlook March / April 2006
Human Interest Story Hip, Hip, Hooray!
Ms. Patricia Parrish, a Grand Central Station letter carrier on-the-job for 39 years, is currently more proud of her son than ever before, due to the fact that her personable son J.R. Clairborne, Democrat, ran on the election ticket for Common Council, 2nd Ward, Tuesday, Nov. 8,2005, and was elected Alderman in Ithaca, New York.

Mr. Clairborne was endorsed by unions such as Laborerslnternational Union, Local 589, Tompkins-Cortland Building & Construction Trades Council, 2nd Ward Democratic Committee, and other organizations. He ran on the election ticket reading Vote Row B for Democrats or Row E for Working Familie?, which put him into office. On January 1, 2006, Mr. Clairborne was sworn in by Mayor Carol Peterson, with his mother standing close by and surrounded by his wife Tompkins County Legislator Leslyn McBean-Clairborne, and other relatives.

About the personable J.R. Clairborne, Congressman Maurice Henchey has said, "J.R. will add a wealth of experience and vision to the (Common) Council and I expect great things to come out of his service, for both his constituents and the city as a whole."

Mr. Clairborne has been involved in politics for some years in Ithaca, New York. He ran on a platform that supports:
Safer Streets
Affordable And Accessible Quality Housing
Greater Resident Involvement in City Decision Making
Progressive Development
Focused Conversation on Reducing Our Collective Tax Burden

I wish J.R. much additiona~uccess in his-new~oliticai position, and many more successful elections.
CONGRATULATIONS to both Patricia Parrish and hsr son.

Outlook January / February 2006
Commentary
From the time management opens the Associate Supervisors Program (ASP) to all those postal and non-postal personnel wishing to apply, in my view, the degree of mental and moral quality of the personnel entering this program and those who become graduates, is scary. Attitudinally, some of them are mean-spirited toward the carriers, as if they pre-determine that the carriers are "the enemy."
A number of personnel enter and successfdly complete the Associate Supervisors Program. When they report to the station they do not take the time to learn the inner workings of the station. They try to harass thecarriers and fail to work with them. I find that they are not well-trained, and have a generally negative attitude toward the carriers. I will remind these new supervisors, once again, how the hard work of conscientious carriers causes them to meet postal service goals of good service to the public. Without such carriers, postal supervisors could be standing around with their heads in the want ads looking for jobs. Some of the supervisors have never delivered mail and the others were, more than likely, not good workers as carriers. These supervisors report to stations and try to intimidate carriers in various ways, including telling them to bring in documentation when it is unnecessary. When the new supervisors are not capable of running the workfloor, what is most disturbing is the fact that the experienced supervisors will not tell them the correct way to approach the carriers so they can get the job done right. We can also make reference to how these new and experienced supervisors fail to know how to get the carriers pay correct. The carriers suffer, not the supervisor, and nothing is done to assist the supervisor with better training which would show them how to get it right. Nevertheless, we all admit that there are some supervisors who do their job right.

What 1 would like for you carriers to do is start to keep a record of all the different hindering and/or impeding things that have happened to you and give the information to your shop stewards for them to address. The union does not want you to get into a shouting match with the supervisor. Yourshop stewards will address the problem. What the union wants you to do is get involved with providing the information we need to make the work atmosphere a better place for all of us. I am sure carriers are experiencing the same problems at many of the stations. Therefore: so to speak, I need you carriers to step up to the plate folks.

Outlook November / December 2005
Holiday Schedule
There have been a number of questions asked about holidays. I hope this answers some of your questions. This information is quoted from the Joint Contract Administration Manual (JCAM) article #11. If you would like to read the entire article, go to www.nalc.org. or get a copy of the JCAM.

The following ten (10) days shall be considered holidays for full-time and part-time regular scheduled employees hereafter referred to in this Article as "employees:"

New Year's Day
Labor Day
Martin Luther King Jr.'s
Birthday Columbus Day
Presidents Day
Veterans' Day
Memorial Day
Thanksgiving Day
Independence Day
Christmas Day

Holiday pay "replaces" other approved paid leave which the employee would otherwise receive on the holiday. For example, employees who would otherwise receive sick or annual leave on the holiday would not have this time charged against their sick and annual leave balance.
11.4 Section 4. Holiday Work
A. An employee required to work on a holiday other than Christmas shall be paid the base hourly straight time rate for each hour worked up to eight (8) hours in addition to the holiday pay to which the employee is entitled as above described.
B. An employee required to work on Christmas shall be paid one and one half (1 1/2) times the base hourly straight time rate for each hour worked in addition to the holiday pay to which the employee is entitled as above described.
Guarantees: A full-time employee who is "called in" to work on a holiday of a day designated as the employee's holiday is guaranteed eight (8)of work (or pay if there is less than eight hours of work available).
11.5 Section 5. Holiday on Non-Work Day
A. When a holiday falls on Sunday, the following Monday will be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday.
B. When an employee's scheduled non-work day falls on a day observed as a holiday, the employee's scheduled workday preceding the holiday shall be designated as that employee's holiday.
11.6.A Section 6. Holiday Schedule
A. The Employer will determine the number and categories of employees needed for holiday work and a schedule shall be posted as of the Tuesday preceding the service week in which the holiday falls.
B. As many full-time and part-time regular schedule employees as can bespared will be excused from duty on a holiday or day designated as their holiday. Such employees will not be required to work on a holiday or day designated as their holiday unless all casuals and part-time flexibles are utilized to the maximum extent possible, even if the payment of overtime is required, and unless all full-time and part-time regulars with the needed skills who wish to work on the holiday have been afforded an opportunity to do so.

September / October 2005
Return by 5:00 PM
Recently management decided to order all carriers to return to their stations prior to 5:00 p.m. Management did not inform the union why they have created this policy nor have the carriers been informed. It's a good idea to have early delivery, if that is management's position. Management starts out with good intentions, thereafter becoming unreasonable concerning their instructions.

I do not recall any change in the language in the national agreement or any of the handbooks and manuals to enforce this policy. As long as you are working to the best of your ability, management should allow you to do your job without being harassed.

Here are some steps you can take to avoid unnecessaiy harassment or disciplinary action against you. Prior to leaving for the street. request Fonn Number 3996. What you are doing is requesting auxiliary help or approved overtime. If management disapproves your 3996, don't get into a shouting match. Follow the instructions.

Prior to going to overtitne, call your station, speak to a supervisor, get the supervisor's name and the time you called to inform the supervisor you will not be able to maintain schedule and ask what they want you to do with the mail. Get a clear and specific answer. If they tell you to finish, do so. If they instruct you to bring the mail back, be sure to fill out Form 1571, Undeliverable Mail or Mail Being Returned.

If you're not sure of your responsibilities, refer to the M-41 Carrier Duties and Responsibilities. Carriers, make sure you keep your shop steward informed as to what's transpiring.

I would like to express my deepest sympathy to the family of A1 Marino. and to Ginger. his beloved companion. He will be missed.

Outlook July/August 2005
Dare to Dream
ATTENTION ALL VETERANS. Let me introduce you to something educationally terrific called Dare To Dream. It is a program that is offered to veterans who desire to become computer literate. There is no age limit placed on any veteran. The course curriculum is open to all veterans, free of charge! The only requirement regarding enrollment is that you be a veteran from one of the military branches, and be willing to learn.

This is the place. The course is taught at Technical Career Institute, 320 West 31st Street, New York, New York, 10001. The name of the instructor is Mr. Fred Generette, Jr. He is also a veteran as well as a knowledgeable instructor. Thecourse brings you from beginner computer literate status to master, over a period of months or years, in my case.

The next session starts on September 27, 2005, on Tuesday and Thursday, from 3:00 p.m. until 5:00 p.m. Sad to say, if you don't use the courses, our government will cut the funding and other veterans will lose the opportunity to use it. You served and you deserve it. Enroll soon.

Outlook May/June 2005
Eye On the Prize
This academic journey begins many years ago when this young lady was a child. Allison decided she was going to become a doctor of veterinary medicine. Allison always loved animals and wanted to help them by keeping them safe and healthy. The first family pet was a cat named Ignats
In 1989 Allison attended Susan Wagner High School in Staten Island. She was a good student. Allison also played very good basketball for her school. After she graduated in 1993, Allison attended St. John's University. She could have played basketball for St. John's, but decided to focus on her studies to become a doctor..
Allison received her Associate Degree in 1995. She took a little time off, then applied for a job at Dungan Hill Veterinary Practice in 1996 where she worked under the tutelage of Dr. Carreras. He was her mentor. She enjoyed working with animals, which reinforced her passion to become a doctor. There was always support and encouragement from the family.
In 1997 through 1999 Allison attended Fiorello LaGuardia College, where she received her Veterinary Technical license. Returning to Dungan Hill Practice from 2000 through 2001, Allison had the opportunity to assist in surgery on animals and care for them. The realization of her dream was getting closer.
In 2002 Allison was accepted into the program at Ross University for Veterinary Medicine, which is in St. Kitts, Brit. West Indies. This was a major change in Allison's life and lifestyle. Now she must live on her own, without having her family at close proximity, for an extended period while living in a different country. However, she'd have lots of family support and use of phone cards. Allison adjusted to the change after lots of phone calls home. Once she found her niche, she excelled. There came a time, the first time, she was recognized as the most improved student in her class. By earning excellent grades, she went on to make the Dean's list three times. That is no easy task.
Her achievements permitted her to choose any school in the United States. Her choice was Michigan State, Piror to reporting to Michigan State, Allison went home for a break and worked at Dungan Hills.
When she arrived at Michigan State, she was ready. The hands-on classes were tough, but she remained focused. I would be remiss if I did not mention that her mother Joanne is and always shall be Allison's devoted cheerleader, always there to instill with hope and courage and offer comfort whenever there is need. Joanne will always be Allison's confidante. God bless Joanne.
It gives me great pride and pleasure to announce that Allison is my daughter. On June 10, 2005, because of Allison Rene Brown's hard work, her dream will come true, as she graduates and the title after her name officially becomes Allison RenC Brown, D.V.M.
She kept her eye on the coveted prize.




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