Summary of MSPB Case Decision in Nagle v. USPS No. 22-1306 (Fed. Cir. July 7, 2022) (PH-0752-20-0313-I-2) The agency removed Mr. Nagle on charges of failure to comply with leave procedures, failure to follow instructions set forth in the pre-disciplinary interview letter, and 75 instances of AWOL. On appeal to the Board, the administrative judge…
The USPS claim of being committed to Zero Tolerance to workplace violence, make no mistake, is predicated to who the victim is and who the perpetrator is. In my case, the plant manager grabbed my left hand as I existed the employee turnstile without provocation nor any legal justification to do so, lied about it,…
From: Vance Zimmerman <vzimmerman@apwu.org> Sent: Wednesday, February 9, 2022 Subject: Updated Probation Language Please send out this version. Please see the attached email extending the protection for employees in their first 90 or 120 days from separations related to COVID-19 absences. Please disseminate. Vance Zimmerman Industrial Relations Director American Postal Workers Union, AFL-CIO 1300 L…
From: Vance Zimmerman <vzimmerman@apwu.org> Sent: Friday, June 4, 2021 Subject: Extension of Probationary Language due to COVID-19 Please see the attached extension on the probationary language through August 6, 2021. Vance Zimmerman Industrial Relations Director American Postal Workers Union, AFL-CIO 1300 L Street, NW Washington, DC 20005-4128 Tel: 202.842.4273 | Fax: 202.371.0992 Extension on the…
By Angela Childers – January 25, 2021 The Occupational Safety and Review Commission upheld its directive on Friday that an administrative law judge must decide whether two mail carriers could prove that they were terminated as a result of filing injury claims. In Secretary of Labor v. U.S. Postal Service, the commission reviewed the credibility…
We are extremely pleased to announce that the NPMHU has prevailed in its National Arbitration against the Postal Service over whether the Postal Service may consider or rely upon discipline issued to an MHA if that employee is later being disciplined after he or she has been converted to career. The key conclusion of Arbitrator…
By Patrick Dorrian – August 28, 2020 Taking knee in protest protected activity under Title VII But arguing with boss, not kneeling spurred unpaid leave A Black mail handler failed to establish he was placed on leave without pay for protesting his bossâs alleged racial mistreatment by taking a knee during a staff meeting, the…
July 21, 2020 Washington D.C. â In a decision issued today in General Motors LLC, 14-CA-197985 369 NLRB No. 127 (2020), the National Labor Relations Board modified the standard for determining whether employees have been lawfully disciplined or discharged after making abusive or offensive statementsâincluding profane, racist, and sexually unacceptable remarksâin the course of activity…
