6 thoughts on “New Contract. Regulars can’t transfer on Ereassign.

  1. Union and NAME of Local/Branch
    NALC - South Florida Branch 1071
    I am waiting a year on ereassign and don’t understand. Why are there no openings being posted? This is insane if they think I should quit and go as a PTF, after all of my 20 years. THAT IS CRAZY. The union is not doing their job.

  2. Union and NAME of Local/Branch
    APWU - Long Island Local
    I don’t believe this info is correct. I was offered a position in Georgia last month through ereassign and I am a FTR in NY

  3. Union and NAME of Local/Branch
    Atlanta Metro Area Local 32
    Office held, if any
    Workroom Floor Steward
    The word “Considered” is entirely too subjective and everywhere it appears in our CBA management is subject to abuse their discretionary authority. When management does so, our only option is to grieve it and wait for arbitration where it becomes the luck of the draw on what arbitrator you get. We have drawn some bad arbitrators and some bad APWU advocates here in Atlanta on Maintenance Craft cases related to management’s “right” to “Consider” downgrade requests and we have seen these cases lost and withdrawn by national APWU advocates.

    Better language is needed that at a minimum states something like, “Requests will be granted unless management has persuasive valid reasons for justifying a denial of the request.” In this way the burden is shifted to where it belongs, onto management to justify the reasons for the request denial. This would preserve management’s discretionary authority within reason, but would reduce the number of grievances filed on the word “Considered” which has numerous applied definitions depending on which arbitrator you happen to get.

    Now consider that say for instance there is a vacancy in Atlanta and a Clerk in Houston wants to transfer into that vacancy. Allowing the Clerk to transfer simply moves the vacant position from Atlanta to Houston. What difference does it make whether a vacant position is in Atlanta or Houston or any other city for that matter?

    Some might argue that Houston is overstaffed so the vacant position will be reverted and not filled. I would say that if that were the case, then we saved one Clerk in Houston from being Excessed or at least from having their job Abolished.

    So in this case of the word “Consider” we must look at the matter from the perspective of what harm is being done to our Members by the way it is now and contrast that to what harm will result from the changes being proposed.

    I would argue that our Members and the APWU as a whole would suffer far less harm if we made the necessary changes to how the word “Consider” is applied in the context of our CBA. Perhaps our Industrial Relations Director could address this issue and resolve it with a mutually agreed MOU.

    And I would advocate that it is more important to keep the Members we have than to swell our ranks with new Members that will later quit for the same reasons we are losing existing Members because of how our CBA is negatively affecting their working conditions and their careers.

  4. Union and NAME of Local/Branch
    APWU - Roanoke Area Local 482
    Where did you find this information in the new contract?

    I’ve read the Memorandum on Transfers, page 197 of the new contract.
    It says: Installation heads will afford full consideration to all reassignment requests from employees in other geographical areas within the Postal Service. The requests will be considered in the order received consistent with the vacancies being filled and type of positions requested. Such requests from qualified employees, consistent with the provisions of this memorandum, will not be unreasonably denied. Local economic and unemployment conditions, as well as EEO factors, are valid concerns. When hiring from entrance registers is justified based on these local conditions, an attempt should be made to fill vacancies from both sources. Except in the most unusual of circumstances, if there are sufficient qualified applicants for reassignment at least one out of every four vacancies will be filled by granting requests for reassignment in all offices of 100 or more man-years if sufficient requests from qualified applicants have been received. In offices of less than 100 man-years a cumulative ratio of 1 out of 6 for the duration of the National Agreement will apply.


  5. Union and NAME of Local/Branch
    Puget Sound Area Local 298, APWU (Port Angeles)
    Office held, if any
    Past Steward
    I like having a union who works for me but I don’t see the APWU is stepping up to help their long time FTR’s in this situation. Is the APWU waiting to gain a certain number of PSE’s as members before addressing this issue?

    Every state level officer has a duty to get this corrected!! National officers should put this as a priority to getting corrected!!

    Having FTR’s quit and try to be rehired as a PSE in another office is insane, Where are our fellow members? Speak out and get this changed!!

  6. Union and NAME of Local/Branch
    APWU - Auburn WA Local
    Office held, if any
    Retired President
    Want a transfer? FTRs, including NTFTs, must resign and get rehired in the gaining office as a PSE. Under the new system that limits clerk craft transfers to 1 in 6 vacancies, friends and family of management are leapfrogging over career employees with years of clerk craft service.

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