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COLORADO MAIL HANDLER NEWS LOCAL 321 SERVING THE STATE OF COLORADO
THE EXECUTIVE BOARD OF LOCAL 321 DAVID E. ROSS-PRESIDENT RONALD J. LUCERO-VICE PRESIDENT JEFFREY K. MORGAN -TREASURER DONALD R. GONZALES-RECORDING SECRETARY JOHN M. MEDING-STATE REPRESENTATIVE
OUR FIGHT CONTINUES Without question, if you work within the GMF structure (GMF/TA/AMC), you are already aware of the problems being caused by the new manager, Sam Ruden. Mr. Ruden arrived at the GMF in mid-January of this year and since then, he has continually attacked the mail handler craft. However, we are not alone in this attack.. The supervisory representatives (National Association of Postal Supervisors) in Washington DC are also aware of problems generated by Mr. Ruden here in Denver. There is no indication they are willing to deal with the problems, yet. The clerk crafty is being attacked as well, just in a different fashion. The clerks union believes that they have been reaping the benefits of Mr. Ruden’s attack on the mail handler craft, as work has been moved from mail handlers to clerks. However, the clerks who are forced to do this work have not seen any benefit. In fact, most of these clerks are just as upset as the mail handlers. Why? These clerks now have additional duties and responsibilities without the benefit of increased staffing. Currently, there is a large group of clerks who are upset with their own union which has stayed dormant throughout this whole ordeal. Some are so upset, they have asked to join our union and the fight against Mr. Ruden. Unfortunately, this is not possible, but as an alternative, we hope to obtain a supply of buttons which state, "We support the mail handlers in their fight". We hope that both clerks and mail handlers will wear these buttons in a show of solidarity. Out of the more than 700 mail handlers in the GMF structure, 73 are now unassigned regulars. This is a result of Mr. Ruden’s direct assault on our craft. Currently, it does not appear that any actual excessing will take place from the facility, but Mr. Ruden is the only one who can really answer that question. Since Mr. Rudens arrival, a host of operational changes have been made. All of the operational changes made have been made without regard or compliance with the National Agreement. All three parties at the National level (NPMHU, APWU, and USPS) entered into an agreement in April of 1992. This agreement clearly requires 30 days advance notification to the Local Dispute Resolution Committee (LDRC) prior to implementation of any operational changes which affect craft jurisdiction. Mr. Ruden has never complied with this agreement, even though he has been "reminded" on numerous occasions. In fact, management at the GMF has failed to convene any meeting of the LDRC for over a year now. I guess it is their opinion that rules are for craft employees and not management and that agreements are only one sided. It is the position of this union that all mail handler work being performed by clerks is a cross-crafting issue and every hour of violations is to be paid at the overtime rate. It is further this union’s position that these issues will not become jurisdictional issues until management gives the required 30 day advance notice to the LDRC. Once proper notification is given the LDRC, and the 30 days pass, the changes will become jurisdictional question under RI 399. Under RI 399, disputes are normally resolved by arbitrators awarding the work to a single craft. These awards do not usually include any form of monetary compensation. It appears that Mr. Ruden and his staff consider this to be part of the cost of doing business. With this pathetic mentality it is no wonder the future of the USPS is questionable. But Mr. Ruden waits close to the door of retirement and the future of the USPS is obviously of no concern to him. He probably won’t be around when it comes time to pay the bill. As a result of the pressure we have been placing on the National and Area offices, a meeting has been scheduled. The first meeting is June 1, 1998 and will be attended by Ron Lucero and I. Management will be represented by Area and District Labor Relations personnel. Fortunately, Mr. Ruden was not invited to the meeting. It is hoped that as a result of this meeting, someone will finally order Mr. Ruden to comply with the established rules and procedures. This doesn’t mean he will become a nice person. He will remain a tyrant, but a tyrant who follows the rules would be much more tolerable. There is one last point I would like to clarify before I ask for some help. Management is constantly trying to claim the union is somehow at fault for how they are managing. They do this by stating that the union won’t cooperate or communicate. I will assure you that the union has remained in communication throughout this ordeal. As for cooperation, the union cannot cooperate with the continuous total disregard for the rules which both sides are obligated to comply with. What the union needs from the membership is support and assistance in our endeavor to stop the attacks on our craft. Currently we are seeking new stewards and alternates to allow adequate coverage of the workroom floor. All members are asked to consider serving as union representatives. Ideally, it would be nice to have all employees at least trained as stewards. Management’s abuse of our contract and our members would be questioned at every turn if this were indeed the case. If you, or anyone you know, would like to serve as a union representative, please notify your local union office as soon as possible. Steward training is scheduled on an as needed basis. Included in this newsletter is a list of Senators, Congressional Representatives, Upper Postal Managers and the Inspector General’s Office. We are asking the entire membership, as well as any other person with an interest in the problems at the GMF correspond with these officials. Let them know what your concerns are and the effect the mis-management and loss of jobs at the GMF is having on you. The reason we are requesting this assistance is because we have not had much cooperation from upper management. We may get some in the future, but hearing from concerned employees and not just the "union" (even though the employees are the union!) might raise a few eyebrows. David. E. Ross President
A STEP FORWARD
I recently completed my second arbitration where I was the union advocate. Having prevailed in my first arbitration, I was somewhat reluctant to take on a second case and run the risk of marring my perfect record, however, President Ross wouldn’t allow this and he forced me to take another case! All joking aside, the arbitration proceeding went relatively smooth. Brother Lujan, who was my Technical assistant, and Brother Chavez, who wrote the actual grievance were an immense help. Without a well written grievance, which must contain relevant facts and documentation, going to arbitration is fruitless. Unfortunately, (in my opinion), the arbitrator failed to grasp the context of what happened in the hearing, and failed to see what I thought was relatively obvious, that management witnesses lied throughout the hearing and were not credible. The arbitrator ruled in favor of management in what I, and others, thought was a well presented winning case for the union. That is the problem with arbitration. The arbitrator is a human being, and often times we lose when we think we should win and we win when we think we’ll would lose. However, rest assured that the Executive Board of this union is not shy about sending a solid case to arbitration. We will always present our cases to the best of our abilities. Local 321 now has the entire Executive Board experienced as arbitration advocates except for one person. Richard Lujan from the BMC has also advocated arbitration cases for our Local union. In addition, Carl Pacileo from the GMF recently attended arbitration training and Curtis Grantham from the BMC is scheduled to attend the George Meany Arbitration training in July. This should give our Local eight representatives who are knowledgeable of what it takes and who (hopefully) have the ability to advocate an arbitration case. I have been asked by employees on a number of occasions just what exactly happens in an arbitration proceeding. I’ll try and explain. The proceeding is structured like a courtroom. Of course, there is an arbitrator who acts as the judge. In addition, management and the union are each allowed to have one person acting as the advocate and one person acting as a technical assistant. The assistant’s job is to help the advocate and take notes. The arbitrators who hear cases from our Local union are picked by management and the union at the Central Region. Arbitrators are human and their personalities vary immensely. Some arbitrators are very personable and non-regimental while others rule the proceeding with an iron fist and are strictly business. If the case is a discipline case (Article 16), the burden of proof is on management. In these cases, management puts their witnesses on the stand first. After each management witness is asked questions by the management advocate, the union gets to cross-examine the witness. During the questioning periods, the other party may object to questions asked by their opponent. If such an objection is made, the arbitrator will rule in favor of or against the objection. Only after such ruling will the questioning continue. During the cross examination, it is incumbent upon the union to make the management witness tell all the facts, not just those convenient to management’s side of the story. If the testimony of the management witness is not credible, it is the unions job to discredit the witness with further questions. I’ve been in proceedings where the managers have lied their butts off, but as much as you might want to, you can’t just say, "You’re a lying &%$*#*&." Instead, you have to ask the right questions to make the witness contradict his or her own testimony. Hopefully, when this occurs, the arbitrator takes notice. Certainly you include any contradiction in the closing statement or brief. After the union’s cross- examination, management is allowed to re-direct, which is a second shot at asking their witness questions. If they do choose to re-direct, the union is allowed to re-cross examine. This goes on until neither party has any further questions for the witness. After management has called all of their witnesses, the union calls theirs. At this point, the union asks the questions first. Management gets to cross examine after the union is finished. After the witnesses are all through testifying, the party’s will present closing arguments. Sometimes this is done in a written brief form, and sometimes the closing is verbal. Either way the closing is a summation of the facts which were presented during the hearing. The hearing is now over. The arbitrator leaves and then provides a decision within (hopefully) 30 days. When the decision is rendered, his bill will be a part of the decision. The costs of the hearing are shared equally by both management and the union. The arbitrators bill is usually $2,000-$3,000 dollars. In addition, the union absorbs the costs of preparing the hearing. As you can see, arbitration is a costly venture, but is necessary to ensure management does not run roughshod over the employees.
Don Gonzales Recording Secretary Colorado Mail Handler News is an official publication of Local 321 of the National Postal Mail Handlers Union. All members are invited to submit articles for publication with the understanding that the Executive Board of Local 321 reserves the right to determine which articles are suitable for publication. Some articles contain editorial comment which is the viewpoint of the author and not necessarily Local 321.
GMF CHANGES Recent wholesale changes made in the General Mail Facility since the arrival of the new Plant Manager, Sam Ruden, has shown a lack of respect, communications, or concern for all Postal Employees. These changes and new "work ‘em to the bone" approach have resulted in pushing us to work above and beyond what is reasonable or safe. The GMF is more like a prison these days than a company. Mr. Ruden has demanded that employees get on his bus or get off, however, his bus passed the Mailhandlers by. You should work reasonably and SAFE! Rumors have arisen on a daily basis and Mailhandlers have been concerned for their jobs and working conditions. What has made problems worse for the Union is that Management changes their plans and information all the time. It has been very difficult for us to provide accurate (and any) information at all when Management has not even bothered to communicate changes. This is why we have been reluctant to put out unconfirmed or faulty information. At our last Labor/Management meeting, Sam Ruden apologized for the immediate move of the Sawtooth/114 mail to the Bulk Mail Center. With this type of communication, the Union has been limited to continual grievances being filed. This is our basic and most powerful right under the contract that we feel best serves the membership (rather than continual and ineffective information control). Clerks have also been instructed to perform previously negotiated and agreed upon Mail Handler duties. However, for this added work, the clerks are not gaining jobs to go along with it. They are expected to perform and work more for the same pay. In the long run, the effect will be added injuries, illnesses, and claims for the Postal Service. The APWU has written "Informants" to their members stating that Management has a right to make changes to the operations. Of course, they think they are gaining jobs. What has not been communicated is that such changes must also follow the procedures of the contract. This has not been done by Mr. Sam Ruden and Company. We ask that all members report any contractual violations, harassment techniques, chokehold procedures, safety hazards, and damaged/delayed mails to us. If you see cross-crafting or Supervisor’s performing our work, WRITE A DETAILED STATEMENT for your Union! You have a right to protect your contract and job. It’s time WE get compensated for our lost jobs and overtime. Some of what Management has told us recently (subject to immediate change, of course), in addition to changes which have already been made are:
Please remember that this is what Management has told us recently and is not in any way everything which may or may not happen in the near future. I hope that this provides you with some idea on where Management wants to be headed just for your information but, remember, this could change without any notice to us. Again, this is why it is so hard for the Union to decide what and when to put out information. We do not know for certain what may change in a heartbeat. We are busy filing. Recently we have seen various Supervisors from Utah arrive to supposedly tell us (and GMF Managers) how to work the mail. We have heard complaints from various employees as to how these Supervisors have been approaching others and, I must witness, they are jerks in the way they deal with people. Hopefully, they will discover that the way they treat people is not productive. The Union will pursue any means necessary to protect our employees and our customers from autocratic and outdated Management styles. We don’t need a rookie Plant Manager to tell us what we are or are not capable of. We deserve more respect than that. A fair day’s work for a fair day’s pay does not mean jeopardizing your safety and health. We must all work together in fighting the bus or we may be slaving away like chain gangs long after "Sam’s Plan" and his cronies have taken the money and ran. I don’t mind saying that the "bus" stops here and it will be idle as far as I am concerned until the ride is equitable and cordial. In my opinion, Mr. Ruden’s "bus" is counter to a productive, efficient, and people-person oriented business. With sincere concern, Jeffrey K. Morgan Treasurer
SMALL TOWN IN THE BIG CITY PICNIC Citizen’s Park, Edgewater, CO Dear Union Members, this year Local #321’s annual picnic will be held on Saturday, August 1, 1998 from 11am until 7pm (grills shut off at 6:30pm for moving). It will be located in beautiful Edgewater, CO, home of the legendary Edgewater Inn (best pizza in Denver?). Fortunately, you will not have to stop there for food as this years picnic will have barbecue and beverages. Union members and their immediate families are invited to attend. The park is located at 23rd and Benton Street which is basically two block west of Sheridan Blvd. and two blocks north of 20th Ave. The park is located behind the King Soopers. If our little town park gets too cramped for you, Sloan’s Lake is only two blocks away. It’s a nice place to take a jog or a walk. The park has two playgrounds, basketball courts, a large shelter, restrooms, softball field (who will win this year, the GMF or the BMC?) and what may be the best horseshoe pits that we’ve ever seen in the Denver area. Kids Around the Clock, our GMF child care center, will also be there to provide children games and activities. The Local will provide beer, pop, hamburgers, hot dogs, chicken, bratwurst and Italian sausages. Condiments and side dishes will also be available. If you visit downtown Edgewater, you just might catch a glimpse of Andy, Opey, Barney, or Aunt Bee. We expect a good "down-home" family day in the sun. We hope you and your family can come out for a good time and good food. Anyone interested in volunteering for the picnic, please contact John Meding or myself, Jeff Morgan, via Union pagers (767-7621 or 767-2451, respectively). We can use all the help we can get! Thank you! Jeffrey Morgan Treasurer
A WORD ABOUT POWER EQUIPMENT Tow motor and forklifts operators must start accepting some responsibility for a safer work environment. Management will tell you safety rules are created for the health and well being of their employees. "Assuming this is true," I will add they are there for the protection of management. Have you seen the signs on the wall at the GMF that say drive no faster than a walk? In safety stand-ups management has told me that's a "brisk" walk. Okay, a brisk walk. Are you aware of the policy restricting the towing of more than three pieces of equipment at a time? How about the rule prohibiting aisle congestion in the safety pamphlet? Signs reflecting this policy are posted on some walls and are normally covered with excessive equipment placing them out of sight. Although common sense would indicate these rules should exist, all tow motor operators can agree the enforcement of them is discretionary at best. You see, to be in compliance of these rules is at management's convenience, not ours. These are the very same rules that will be used against us in the disciplinary procedures when management has to cover their butts, (the union continues to fight this policy). Now is the time to cover your ass. Make sure you are licensed for the equipment you are operating. If not, request the training. Every tow motor operator and forklift operator has had a close call, if not daily, then weekly. Management is not going to care when you have an accident and blame aisle congestion or say that because of excessive mail you "had to pull four at a time to get caught up." When your fourth GPC in the string runs over another employee’s foot, management is going to hold YOU, the equipment operator responsible and discipline accordingly. It is time to hold management accountable for their safety rules. Tow three at a time, at a safe brisk walking speed. Only use the "rabbit" high-speed switch to get the load moving. Do not drive with this high-speed pedal. Make management aware of their policy regarding aisle congestion with a safety hazard report (PS form 1767). Many drivers will argue the enforcement of these policies will create more work for them. In many cases this is true, but it is our job and there are not enough of them as it is. If you continue to tow four pieces of equipment at an unsafe speed, you're allowing management to forgo the creation of much needed tow motor positions. Many equipment operators stretching the safety policies are the same people screaming for more help. We will only get more bids when it is proven to management they are justified and needed. Help yourself and help the union. Tow three at a time, and if it backs your unit up, make management aware of your safety concern with a 1767 hazard report. Identify aisle congestion with a 1767-safety hazard report to your supervisor. When you are instructed to clean up the congestion you reported, do it. Push will come to shove and management will have to put more tow positions up. They are not going to permit you clean up aisle congestion while ignoring the mail all day. Nearly everyone has watched an equipment operator pull four containers right by a supervisor unchallenged. Management will continue to sanction this violation with their silence until there is an accident. Then you will be held accountable for the unenforced policy. Lets unite and hold management accountable for their safety rules. Michael Hora GMF Steward
ARE THEY WORTH THIS MUCH? Thanks to the freedom of information act, we are entitled to certain records. Your boss knows exactly what you make. Ever wonder what their bonuses are? These bonuses are called EVA (Economic Value Added) payments. All EAS and Postal Career Executive Service (PCES) employees are eligible for these yearly bonuses. Well, here is the list for the BMC. These are the 1997 payments.
Editor's note: The following article is being rerun to help keep employees aware of the ramifications of higher level bidding. It was previously published in an earlier edition of this newsletter.
ON THE LEVEL Recently several mail handlers have asked me, "What happens to my pay when I bid to a higher level position and bid back down?" For the most up to date and accurate information, I went to Human Resources Specialist, Vic Vicars. Mr. Vicars gave me a basic explanation and referred me to Postal Bulletin # 21817, published on June 11, 1992. This was the most recent revision to 'Bargaining Unit Promotions and Changes to Lower Level' contained in the Employee and Labor Relations Manual (issue 13). The manual procedures are often difficult to understand, so here it is, hopefully a simplified answer. The manual states that "…the employee will therefor serve the contractually specified step waiting period for the assigned step…", which means that when you bid to a higher level, you begin a new waiting period to reach the next step. At what step you begin your new waiting depends on a formula. All you need to know about the (I computed all the steps), is that if you are in steps A through L when you bid a higher level assignment, you begin a new waiting period in the step you were in. If you are in steps M through O when bidding to a higher level, you lose a step, and also begin a new waiting period in that step. The provision also adds that if the higher level bid is in a "re-promotion" (the employee previously held a higher level bid in his/her career), then the employee "is assigned the step the employee would have attained with credit toward the next step date as if the employee had remained continuously in that previously held higher grade." The point is that when you bid back to a higher level you are credited with waiting time as if you had never left. Likewise for a lower level position. In essence, a higher level position will always be slightly behind the lower level position in regards to waiting time but, once a higher level bid begins, it will always accrue time, just like the lower position. Examples:
Example- Sue Culler was a step M. She had two week to go in a 44 week waiting period to reach step N, but she bid a higher level job that was effective before she reached the step N. Once the level 5 job is effective, she begins another 44 week waiting period at step L. (If she had waited the final two weeks of her step M before bidding, she would have been reduced to a step M in the new higher level job.) --After 12 weeks in the new job, Sue bids a level 4 job. Now she is reinstated to step N because she is credited with the time as if she had always been in level 4. --Sue waits another year (52 weeks) before bidding another level 5 job. During this time she had reached step O on her level 4 job. After beginning her new higher level job, she is now at step M, as if she had never left. (She is not at step O like she was on the level 4 job because she has not accrued enough time since she began her first level 5 bid.) The bottom line is, DO NOT BID TO HIGHER LEVEL FOR THE FIRST TIME IF YOU ARE ABOUT TO MOVE UP A STEP. THE BEST TIME TO BID TO HIGHER LEVEL IS RIGHT AFTER A STEP INCREASE. One other interesting point to consider in regards to higher level bidding is that, if you been temporarily assigned to a higher level assignment, (filling in for a level 5), you will be credited with the time spent in the detail when you bid a higher level position. You may have to begin a new waiting period if it's your first higher level bid, but your previous time served in the temporary higher level detail will be subtracted from your waiting period. Some other points of interest in regards to temporary higher level assignments: If you take sick or annual leave while on temporary higher level assignment you will be paid at the higher level rate if the detail is 30 days or more and you resume. If the detail is 29 days or less, the higher level will only be paid if you are replaced while on leave and you resume the detail upon returning to work. You can receive higher level pay for holidays if you perform the higher level work on the day preceding the holiday and the day after the holiday. You may also receive higher level pay when on Continuation of Pay if you were performing higher level work when becoming eligible for COP Jeffrey K. Morgan Treasurer
WHO TO WRITE ELECTED OFFICIALS Senator Ben Nighthorse Campbell 1129 Pennsylvania St Denver CO 80203
Senator Wayne Allard Suite 215 7340 E Caley Ave Englewood CO 80111
Rep. Diana L. DeGette (D-1) Suite 202 1400 Glenarm St Denver CO 80202
Rep. David E. Skaggs (D-2) Suite 130 9101 Harlan St Westminster CO 80030
Rep. Scott McInnis (R-3) 134 W B Street Pueblo CO 81003
Rep. Bob Schaffer (R-4) Suite 307 315 W Oak St Fort Collins CO 80521
Rep. Joel Hefley (R-5) Suite 105 104 S Cascade Ave Colorado Springs CO 80903
Rep. Dan Schaefer (R-6) Suite 101 3615 S Huron St Englewood CO 80110
OTHER PEOPLE WHO SHOULD BE CONTACTED WITH YOUR CONCERNS
Inspector General Karla Corcoran 475 L’Enfant Plaza SW Washington DC 20260
Postmaster General William Henderson 475 L’Enfant Plaza SW Washington DC 20260
(The addresses in this article came off the internet)
AN OPEN LETTER TO THE MEMBERSHIP To start with, I want to apologize for the time that has passed since our last such letter has been produced. As you all know we have been extremely busy as of late what with all of the operational changes that have been imposed on our craft in the last few months. Added to that is the very latest issue going all over the Denver area tracking the second and third class sack mail, as well as the 966 mail that mysteriously disappeared the night of May 21st. The Inspection Service is helping us track it down as well and we will keep you posted. As the tour 1 dock mail handlers know, they loaded all the 966 that Thursday night and we haven't seen it since. The 2C mail is being delayed throughout our city since it was suddenly removed from our platform operations and sent to the BMC. Our facility is eating the hours for them to process and distribute this mail. Unfortunately the BMC is containerizing many types of mail that they process together, and this is causing widespread plan failure resulting in one or two-day delivery delays. This is still another example of management's streamlining of operations to make the GMF look better while the overall service to our customers suffers. Fortunately this time a higher authority is interested in what is happening. I will now turn to a brief rundown of the last months GMF changes and how we are dealing with them. As we all know management felt it necessary to move every flats operation employee to different hours and days off. Obvious problems that were not anticipated are yet to be worked out. The employees who had there starting time significantly changed were given letters of opportunity to accept this change(s) and for the most part this was done correct. However, the mail handlers who had their days off changed were/are entitled to "Out-of-Schedule" pay because days off cannot be changed until the job has been reposted and this wasn't done. The same basic changes were then made in the SPBS operation to come in line the different types of mail management wanted to run on them. This union is currently investigating these changes and their effects. That information will be contained in our next report. This same procedure will be repeated in Automation in the near future. The Air Mail Center mail handlers are undergoing a staffing change that has created many new bids and more are anticipated, however, management's ultimate staffing plan(s) has a proposed change in the method of staffing at the concourses. This union is opposed to their proposed plan, however, we are restricted, as are the other unions, to the standard postal status quo of grieving what we don't like and waiting and hoping that the procedure fixes the problem. Speaking of grievances I will outline a few of the larger scope grievances that were filed as these changes affecting our craft were enacted. Basically I am filing on the cross-crafting violation that resulted when the 111 letter mail was by-passed from our operation and given to the processors at the machines. I have also filed concerning the illegal use of PTF's and Casuals in overtime assignments at the new priority facility. AVP Ron Lucero is in charge of the SPBS/Priority operations, the tracking of hidden and delayed mail(s) as well as damaged mail. A one-thousand page report has been sent to the Inspector Generals office with a response back requested. They are still very interested in what has happened to this city's mail delivery and any information available on this subject should be immediately forwarded to this office. We will ensure the information is received by the proper officials while protecting the anonymity of those providing the information. GMF tour-3 Chief Steward Carl Pacileo is in charge of dealing with all flats operations as well as the 112 by-pass violation(s). Carl and myself along with others are/will be taking care of the upcoming Automation issue(s). Branch Rep. Mike Hora is in charge of the AMC and concourses and Branch Rep. Louis Lovato is in charge of the TA. The remainder of our staff has been very busy assisting others and maintaining the normal business of our office. Make no doubt about the fact that we are in a fight as our new Manager, for whatever reason, has decided to blatantly attack our craft’s integrity and intends to give as much of our work away as he can and to hell with the rules and regulations. However, make no mistake, we are fighters and we will prevail, as right always does when injustice is aired in the proper forum. When this occurs we will be compensated handsomely as the continuing violations, particularly in the aforementioned operations, continue on an ongoing and constant basis and are blatant to the point that they are defenseless. Understand that management’s procedures are much quicker and immediate than ours. In other words, management can make a decision affecting many employees in the blink of an eye knowing the unions can only file the appropriate paperwork and wait. However, as I just mentioned before, the grievance procedure, as slow as it is, will eventually correct and compensate our craft for this grand imposition. Meanwhile management continues to do everything in their power to slow and distract this procedure in attempt to delay the inevitable while they, at the same time, buy more time to implement their unilateral changes. The false hope of acquiring our jobs have made this struggle basically us versus everyone else however its always been this way and we can handle it. Many of our craft are veterans and we have been fighting one battle or another for most of our lives. Anyhow, that’s the way this office and staff feel about what has been happening in the mail handler facilities and we can assure everyone that we will continue this struggle for as long as it takes to prevail. Our day in court is near on many of these issues and no concerted efforts by management can prevent ultimate justice. John M. Meding State Representative
DO YOU HAVE SOMETHING TO SAY? This is your newsletter. If you have something you would like to say, write it down and send it in. You article doesn’t have to be about union business, it can be about anything under the sun, so feel free to speak your mind. If you have an idea for an article, but are leery of your writing skills, contact me and I’ll be happy to help you draft an article. Keep in mind the Executive Board reserves the right on final approval of all articles, however, I think they are receptive to input from the membership. We have determined that advertising of other than mail handler merchandise is not acceptable. Don Gonzales Editor Pager (303) 767-6556 |