APWU, USPS Reach Tentative Agreement on New Contract

Highlights of the New Collective Bargaining Agreement

Below are key components of the tentative agreement between the U.S. Postal Service and the American Postal Workers Union for the 2010-2015 Collective Bargaining Agreement. The four-and-half year contract, which will expire at midnight on May 20, 2015, must be ratified by members of the APWU.


There will be across-the-board pay increases of 3.5 percent over the life of the contract.

  • Nov. 17, 2012 – 1% increase
  • Nov. 16, 2013 – 1.5% increase
  • Nov. 15, 2014 – 1% increase

Cost-of-Living Adjustments

Cost-of-living increases will continue and will be “back-loaded.” COLAs for 2011 were waived, and  COLAs for 2012 are deferred until 2013.

  • A March 2012 COLA will become effective in March 2013, together with a March 2013 COLA.
  • A September 2012 COLA will become effective in September 2013, together with a September 2013 COLA.
  • Cost-of-Living Adjustments will be made in March and September 2013.
  • Cost-of-Living Adjustments will be made in March and September 2014.
  • A Cost-of-Living Adjustment will be made in March 2015.

New Entry-Level Steps

Additional steps will be added to the pay scale for new employees in Levels 3through 8, with lower starting salaries. Future employees will progress through the new steps onto the current pay scale, but will not be eligible to progress to the current top step.

Health Benefits

There will be no changes to the healthcare benefits of APWU members in 2012. Each year from 2013 through 2016 there will be a slight shift in employees’ share of contributions toward healthcare coverage. This will amount to an increase of several dollars per pay period each year. (Similar changes were made in the last contract.)

Limits on Excessing

  • The agreement limits excessing outside of an installation or craft to no more than 40 miles from the installation in most cases and to no more than 50 miles in any case. If management cannot place employees within 50 miles, the parties will jointly determine what steps may be taken.
  • Employees will not be required to retreat to crafts they were excessed from if the crafts are represented by the APWU.
  • There will be designated “moving days” no more frequently than once every three months for excessing from postal installations. This will strengthen seniority when excessing occurs in multiple installations within a geographic area.

Jobs and Job Security

  • Protection against layoffs continues for all career   employees who were on the rolls as of Nov. 20, 2010.   The language of Article 6, which governs layoffs and reductions-in-force, remains unchanged.
  • New provisions on subcontracting give the APWU the opportunity to develop proposals to compete with subcontractors for work, and stipulate that if APWU-represented employees can perform the work less expensively than the subcontractors, the work must be performed by APWU-represented employees.
  • The tentative agreement protects jobs with a provision that stipulates that the APWU will retain jurisdiction if the duties of union members are moved to facilities that are not currently represented by the APWU.

Jobs in the Clerk Craft

  • No fewer than 1,100 Call Center jobs that had been contracted out will be returned to the APWU bargaining unit. The Call Center locations will become part of the installation of the nearest Processing & Distribution Center, so that APWU members can bid on these positions.
  • A minimum of 800 positions will be created in the Clerk Craft to perform administrative and technical duties that are currently performed by EAS personnel.
  • Lead Clerk, PS-7, positions will be created in mail processing and in retail to perform administrative duties.

    At least one Lead Clerk position will be established in any office where there is no supervisor.

    At least one Lead Clerk position will be established in any Customer Service office with five or more Clerk Craft employees.

    Ratios for the establishment of Lead Clerk positions in mail processing will be as follows :

  • 204Bs will be eliminated from offices with supervisors, except to fill absences of more than 14 days and vacant assignments of more than 14 days.
  • Part-Time Regular positions will be eliminated from the Clerk Craft.

Jobs in the Maintenance Craft

  • There will be a joint audit of maintenance work currently performed by contractors to identify duties that can be assigned to the Maintenance Craft where it is cost effective.
  • Custodial staffing will be established on an installation-wide basis rather than on a facility-wide basis.
  • Initially 1,500 custodial positions that were contracted out will be returned to the bargaining unit.
  • Help Desk positions at the MTSC (Maintenance Technical Support Center) in Norman, OK, will be assigned to the bargaining unit.
  • There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
  • All in-craft promotions will be on the basis of installation seniority within a “banded” score.

Jobs in the Motor Vehicle Craft

  • Approximately 740 Vehicle Maintenance Facility positions will be created to perform work that is currently performed by subcontractors. The jobs will be created as follows:

    219 Level 8 Technicians
    459 Level 9 Lead Technicians
    62 Level 10 Lead Technicians

  • A minimum of 600 Highway Contract Routes (HCRs) will be converted to Postal Vehicle Service (PVS) routes, with a minimum of 25% of the duty assignments given to career employees
  • The APWU will have the opportunity to review approximately 8,000 additional HCRs, and will have the opportunity to submit proposals for the work.
  • There will be an audit of EAS positions to determine if non-supervisory duties are being performed. Bargaining unit duties derived from the audit will be returned to the bargaining unit and a minimum of 60 bargaining unit positions will be established.
  • Part-Time Flexible and Part-Time Regular positions will be eliminated from the MVS Craft.

New, Non-Traditional Positions

  • The tentative agreement changes the definition of “full-time” in a way that gives the Postal Service and our members greater flexibility.

    The “full-time” designation will apply to any position of 30 or more hours per week and to any position of 48 hours or less per week

    No current employees can be forced into a full-time position of less than 40 hours per week or more than 44 hours per week.

    These provisions will allow for the creation of many non-traditional full-time schedules, including four 10-hour days, three 12-hour days, and four 11-hour days.

    There will be no mandatory overtime for employees in non-traditional assisgnments or in functional areas that utilize non-traditional full-time assignments.

  • To provide the USPS with flexibility, the parties agreed to create a new position for Non-Career Assistants, who will comprise up to 20 percent of the workforce in most functional areas of the Clerk Craft and up to 10 percent in both the Maintenance and Motor Vehicle Crafts. These employees will be paid lower wages than career employees, but higher wages than Transitional Employees and Casuals. They will be part of the APWU bargaining unit and will receive raises, health benefits, and leave. Non-Career Assistants will have access to the grievance procedure, and they will have the opportunity to join the ranks of the permanent, career workforce by seniority.
  • Transitional Employees and Casuals will be eliminated as workforce categories. Employees who are currently serving as TEs or Casuals will be eligible for conversion to Non-Career Assistants if they have passed the appropriate tests.

Small Offices

  • There will be no Part-Time Flexibles in Level 21 and above offices.  Positions will be staffed with Full-Time Regulars (including non-traditional assignments) and Non-Career Assistants.
  • In Level 20 and below offices, wherever the union can demonstrate the existence of 30-hour duty assignments, management must create them.
  • Restrictions will be placed on the amount of bargaining unit work that may be performed by supervisory personnel in small offices. The formula is as follows:

Level 20 officesNo bargaining work by supervisors allowed

Level 18 and below offices 18 hours per week

Level 16 and below offices – 25 hours per week

  • Many Contract Postal Units (CPUs) will be returned to the APWU bargaining unit; others will be closed, and a system will be established to evaluate additional CPUs for return to the bargaining unit or closure.


Employees will enjoy unlimited bidding on jobs that do not require training or a deferment period. Such bids will not count toward an employee’s allowed number of bids.

Light & Limited Duty

The union’s proposals regarding light- and limited-duty positions will proceed to arbitration. Our proposals are intended to protect seniority rights and to provide fair opportunities for accommodation for employees that need it.

APWU, USPS Tentative Contract Highlights
see mor http://www.apwu.org

51 thoughts on “APWU, USPS Reach Tentative Agreement on New Contract

  1. currently i’m a te carrier and i took 473 exam few yers ago.

    what will happen to me?

    i may be changed to non-career assist?

  2. I well know and am use to the talk around from the post office but from my union… ??? What a bunch of reading between the lines and sugar coating crap wrote up here…. No layoffs Limits on Excessing hmmm as stated in the news bulletin the new collective bargaining agreement wich expires may 20th 2015 retains protection against layoffs for all career employees who were on the rolls as of nov 20 2010 when current contract was scheduled to expire. Then further down on Job security it states the same but also adds that article 6 which governs layoffs abd reductions in force remains unchanged ….. Well are the career employees before nov 2010 or is this the sugar that makes them sound like if they do not meet the language of artical 6 on the six year in for job secuity.. The answer is whats in the contract is what goes and why did they just not say article 6 remains unchanged and not make it sound like if you work before nov 2010 your safe from layoff… OR add that to the article if thats the way it suppose to be….. sounds like word game to make people feel safe that do not cover the spread…. I do but those that dont be ware
    there will be a slight shift in employees share of contributions toward health care……… this will lead to several dollars per pay period each year ….. what the hell does that mean dhaa think slight means a little and several means alot… What a word game is this give me a amount or a percent and let me do the math if you cant,,,,, dont like the word games and dont like being BSed around… Thats about all I got to say and whats the rest of the contract dealings …

  3. TE’s have all already taken the test the agreement mentions. The 710 is the test which was required for you to be hired. TE’s are only employed at the RECs, so we do not have any other test requirements. NCA positions at the RECs are the exact same job you are currently doing.

  4. I think its a good contract. The no layoff clause took me off guard, I was certain we would loose it with this tanked economy, I did not see how any employer could have made THAT promise. Good job APWU!! The non-traditional positions perplex me a bit. I’ll need to understand that more. Bringing jobs back to craft, what a deal. Back loaded Cola’s, okay, we’ll wait. Prices are going up enormously, paychecks are spreading thinner. We have our jobs, Its better than not having a job. I can learn to budget better. EAS audits, thats a must, keep your hands off our security., we don’t snoop around your paper piles. Slow increase in insurance premiums, that wasnt too bad, when the economy turns around, they can always haggle that back down. With what I am reading here, I think its a pretty good deal. As a matter of fact, I like it. I thought we’d have a “Big pill” to swallow with the new contract, looks like a “Chewable Tab”.

  5. I look forward to the March 25th decision on what management positions are going away. After 33 years of watching how it’s done, I’ve NEVER seen a supervisor or manager lose their job unless convicted of criminal activity. The practice in the past has always been to shuffle people around and/or change their job titles so they can say that X number of positions were eliminated but in fact no monetary savings were realized since most of the affected people either saved grade or were promoted with the changes. This smells like what will happen again since they have already said some of the 7500 positions are already vacant. How does eliminating a vacant position that you are not going to fill anyway save you money?
    As far as the tentative contract, no layoffs and no excessing beyond 50 miles seems reason enough to vote YES. Normally I would be one to say always vote no because the normal thinking is, an arbitrator would never give us less than has already been agreed to, but these are NOT normal times. Is anyone paying attention to the recession going on around us and how fortunate we are to even have a job? If you are in an office that is being closed, these provisions may not help you but what would? An arbitrator is now required to consider the economic condition of the USPS so how do you expect to get any where near the terms of this tentative agreement? This is not the first time that multiple pay tiers were agreed to and later contracts in better times addressed those problems so why hesitate now? VOTE YES!!!

  6. There isn’t a day that goes by where someone walks in requesting an application for a job and the question “Are you hiring?” is asked. Our jobs in this economy are considered lucrative. We earn a decent salary at a job where minimal education is required (yes some jobs require more skill/education -don’t want to offend anybody).

    So why aren’t we ever content? There is never going to be a contract that satisfies everyone.

  7. Members may want to look at this a little differently; the Union made a great deal to increase the number of people to pay dues thus keeping money flowing to the Union leaders at the expense of pay for existing members. Who is looking out for whom??? The USPS is happy because they are paying less to you the existing members and even less to the future employees. This is a win win for USPS and Union leaders not so much for union members. I thought the Union was to work for the members they have now but it seems they are just like the leaders of the USPS concerned about their future not the member’s future. Just think if they reduced your pay by a half they could have twice as many clerks for the same price and they would be paying twice as much dues????? You may need a Union to protect you from the Union leadership soon.

  8. It is nice that we will be getting more jobs back. But the post office is saying how they are losing so much money, installations are being closed, people are being excessed. I don’t agree with the two-tiered wage system. You are willing to pay 30% more of your work force a raise, health benefits, and leave. I don’t think it is fair to the career employee that we can still be excessed out of a installation and / or craft while you use non-career assistants. If you are willing to pay so much money to non-career employees then there should be no excessing aloud anywhere within the postal service.

  9. very good economic analysis of the economicpackage and yes it is better to have a deferred raise and colas than none at all. most here are in it for the long haul and I was notlooking for an arbritation panel to decide our fate in these troubling and difficult economic and political times.
    now is the time to analyze and discuss in a positve manner what this contract means.
    1.Job security-no layoffs
    2.Deferred raises and colas(better than nothing).
    3.50 mile maximum excessing.This will be expensive to P.O. Staytuned Mar.25 is coming!

  10. Yes 1% is about 28 cents an hour, therefore 3.5% is a buck an hour, doesn’t sound so bad when you look at the big picture. The 2010 COLA was NOT WAIVED, we didn’t get one beause the CPI is stll lower than it was when we got our record COLA in 2009. The agreement several years ago to automatically roll COLA’s into our base pay, has essentially kept our wage ahead of the rate of inflation ever since. We weren’t going to get a COLA this month anyways so the only one really waived is the Sept. ’11 COLA. Yes, the 2012 COLA’s are deffered, but if the CPI goes up, at least we will get them. Yes, it seems like a long time to go without a raise, but look at it this way, from Nov. ’12 – Nov ’13 we will get a 2.5% contractual increase and 2 DOUBLE COLA’s (2012 and 2013) combined.

    Bottom Line; We get 5 COLA’s AND a 3.5% increase in the next four years. No layoffs for ALL (not just those with 6 years) unless you were hired since Nov. but I don’t think anyone was. And the kicker, NO excessing over 50 miles. You can’t be laid off, or sent more than 50 miles away, and you get at least three, and possibly EIGHT raises in the next four years! VOTE YES!!!

    Lastly, It says no 204B’s not no 204B clerks! Also there is nothing about level 8 clerks, the only level 8’s mentioned are Technicians in Vehicle Maintenance Facilities and they IMHO are just as if not more skilled than a BEM!

    VOTE YES!!!!!!!!!!!!!! VOTE YES!!!!!!!!!!!!!!!!!!!!!!!!!!!

  11. Bitchy bitches!!!!! If you were believing that the future employment of the Postal Service was not going to change…..you’re an idiotic bitcher.

    Sandy, I’d be surprised if you had to take a test to be converted from one non-career position to another non-career position. If you truly want to be a career postal employee….keep up a good work ethic so you can stick around long enough to gain the seniority required to be converted to a career postal employee. I’m thinking the postal service wants to do away with the testings since it does cost money. Furthermore, non-career assistants will more than likely be coming in and out all the time. Supervisors will more than likely keep the exceptional ones, and drop those that don’t meet their expectations. I also feel that the non-career assistants will be the employees working in some of the jobs that have been contracted out, prone to being excessed, and getting shitty shifts.

    I’m not a big lover of the union, I have respect for them and agree to their existence. I will admit that they did an exceptional job to get any kind of contractual increases for the career employees. REMEMBER THIS: WE COULD HAVE ENDED UP WITH FUCKIN’ NOTHING, BUT PERHAPS CUT IN OUR PAY AND POSSIBLY PRONED TO BEING LAID OFF!!!!! Be thankful the union were able to achieve what they did get for the current Postal Service employees. If you’re not thankful enough…..perhaps you should hang yourself with a diamond necklace….you could at least be known for dying in luxury.

  12. its good to get jobs back if they still exist after all the closings the po is still planning and the two tier pay is just a union busting ploy. non career assistaints sounds like the future with no career ones

  13. There are some good, and some bad things regarding this contract:

    No layoffs

    No excessing more than 50 miles, or more than every third month. We have all seen the horrible effect this excessing has caused for out fellow brothers and sisters. Limiting some of the uncertainties is a positive.

    4 COLAs over the life of the contract. IF the economy takes off (and we all better pray it does), we can expect to see some potentially significant inflation rates in the coming years. These COLAs offer us protection (too many people mistake them as quasi-raises.) from that possibility.

    Getting back some jobs. That is a big plus.


    Creation of a two-tiered wage system.. The devil will be in the details of this creation of new pay steps, but I think this is a mistake, and is anti-union/anti-democratic. It makes the raise we are getting seem to be a payoff for our acquiescence.

    The raise. Too small to be of much value for us, but ANY raise will be cannon fodder for the media and privatization advocates. How can we be getting a raise when we are losing billions every year? You and I know that those billions are because of the 5.5 billion prepay, but that isn’t what the media will focus on. And why the sudden generosity on management’s part? Makes me leary…

    No mention of the fate of PTFs. Again, remains to be seen what the intention here, but makes me rather suspicious.

    While the details may reduce some of my concerns, as it stands I cannot vote for this contract. The damage the union and PS will sustain from the raise in the public eye aren’t worth it, and the new pay scales for new members will also hurt the union.

    Voting NO for the long term health of the USPS and the APWU

  14. VOTE YES!

    This is a very fair contract, given the current times. The Union did a GREAT job on this contract. It could have been much much worse. The Union did a great job getting so many jobs back to the clerks, they should be applauded for this.


  15. People need to look at the big picture. Consider the economic times and be greatful we were able to attain another no layoff clause and the return of many jobs to our membership. Not a great contract but a nice job done by our negotiating team under the circumstances. For those of you that don’t like it, you may want to talk to the people in Wisconsin who were recently raped of their collective bargaining rights!

  16. I cant believe all the negativity…we should all be glad we are not getting laid off. I would be happy with no COLA’s for the next five years, and I live in one of the most expensive states in the union. I can support my family just fine with what I have now, being a casual to a PTF, and finally a FTR with the last contract ratification, we need to be appreciative of what we have and quit the whining.

  17. DHud55 Have you been filing grievances? If not you’ve gotten what you deserve. Stand up for yourself or don’t complain.


    We are fortunate in this contract. I will agree 28 cents isn’t wonderful but it is something. Because the contract relies on COLAs so much, we will never see the kinds of raises private industry employees get either individually or collectively.

    I think it’s great that there will no longer be 204Bs who continue to earn seniority as they work to harm non-204Bs.

    As a former PTR who preferred a FTR position and finally was converted only through the knowledge of a very good steward and a manager who was willing to see the light, I’m glad this category is going away. I never understood how PTRs benefited the postal service. The only benefit to employees was the money and benefits earned.

    if people voted for republican ultra-conservatives or tea partiers proponents, they have the kind of local, state, and federal legislature they want. If they are unhappy, surprised, or disappointed with the way things that are going right now in our country, the responsibility belongs to the person they see in the mirror or those with whom they communicate and who also think the way they do and vote the way they do. They allowed their fear to make decisions when they voted and even if they didn’t vote.

  18. What about employees already in a part-time flex status, would they be changed to non-career assistance?

  19. The full time designation of 30 to 48 hrs is gonna screw us. Can you get by on 30 hrs. a week? Sure they cant force us to take a bid of 30 or over 40 but the flexibility they will be getting is not a good thing.

  20. Ever since I have been employed by the USPS I have seen the APWU give back at every contract, this one is no different. The potential loss of buying power is especially dangerous this time around for APWU craft employees. The Consumer Price Index, which is the basis for the COLA, was 1.6% for 2010. Per the contract, the 2010 COLA was waived. This new agreement has the 2011 COLA waived as well. The CPI for January 2011 was .4% and if we multiply that by 12 months we are looking at a COLA of around 5% that will be waived. In a nut shell, inflation in 2010 and 2011 will outpace the puny pay increase of 3.5% . I would have much rather had the COLA’s and forgo the pay raise. Let’s hope that inflation doesn’t approach 10% this year or we could lose thousands this year and 10’s of thousands over our career. This would obviously affect our pension as well.

    Glad to see that the APWU will gain thousands of dues paying NON-CAREER members with the addition of non-career assistants.

  21. Considering what has happened to the vast majority of civilian jobs and wages this contract is excellent. If you hate the postal service and hate your job I cordially invite you to GET THE ” F ” OUT !!!!!!

  22. Not so great for us csrs employees who are close to retirement, no raises for two years, (Nov.2010 to Nov. 21012. Now have to wait longer to increase my high three. Contract stinks for maintenance employees, APWU never does much for the paying members of the maintenance craft. Level 8 clerk ? Great, im a BEM Level 9, skilled employee, now I’ll make a few hundred more a year then a non skilled clerk, Thanks APWU !!!!

  23. I thought Obama was going to get us all up closer to the $200,000 a year mark and buy all our gas for us. I thought our Thrift Savings was supposed to be through the roof by now. I thought once GWB was gone, the Hope and Change would make it all rainbows and unicorns. Now we are reduced to groveling and being thankful for a quarter an hour raise, no colas, and a few more positions while the first family takes a dozen vacations a year on our dime while continuing to destroy the economy. Great job. If I ever see retirement it will be in a pine box. Thanks Obama.

  24. Nice piece of paper. If managemnet honors it. My staion manager does 40Hrs plus craft work a week. This has been going on for awhile. What good is a contract that is not honored?

  25. If this contract is ratified the clerks will have a two- tier pay scale for future employees. Effectively, this will dramatically weaken the union as future clerks will feel “sold out” as they will be paid substantially less than their fellow clerks for most, if not all, their careers. Clever wording cannot hide union busting.

    Changing the payscale will provide management leverage to divide and conquer.

  26. I think this is a good contract with so many jobs contracted out coming back to craft. And I know the post office as well as most other companies is facing hard financial times as well. What I would like to see, come March 25, if there will be any changes in management. There are so many who get paid a 6 figure salary and for what? A lot of folks out there think that not getting a raise, or a very small one, is a big deal. I won’t complain much because I am topped out on the pay scale at L6, and I’m pretty happy with my current salary. I’m glad that didn’t change, and find that other postal workers have felt the same while waiting to hear the results of the contract talks. I am thankful I have a job with a nice salary and good benefits. Thanks, APWU, for bringing jobs back to the clerk craft. Maybe something will open back up on T2.

  27. Good contract, basicly we are on a salary freeze like the rest of the world and we will get all our COLA because it is deferred. AND WE GET TO KEEP OUR JOBS AND PROVIDE A LIVING FOR OUR FAMILIES!!! Good contract in a time we are having horrible volumes and major restructuring. Thousands of jobs COMING BACK TO CRAFT!


  28. To be bitching about not getting any pay raises for two years must mean that you are currently at the top of your pay scale. Don’t feel sorry for you because the pay could have been reduced. Count your blessings that you keep your current pay. If you’re still advancing up the payscale, then you sir are an idiot for saying we haven’t had a pay raise in two years. I’ve had a pay raise for the last two years, my step increases. I’m happy that they are not threatened at this time. As far as the contractual increases, just focus on being grateful that you have a good-paying job at this time and not be so greedy. As far as those COLAs go, I could careless if we never get another one. Why? It means that the cost of living has not gone up. I don’t like the idea of getting a COLA when it means I have to spend 20% more for the same amount of items I previously spent 20% less on. Contractual increases are nice to have, but it’s a luxury during these days of economic hardship. Count your blessings that you get any percent increase of Contractual increases. They could have been omitted too. As far as the health insurance goes, you were going to get fucked anyway (economic hardship or not). Remember that no contract will ever make everyone happy. I’m happy with the contract…it could be a hell of a lot worse. I do agree with the questioning about the Non-career assistants, that could be the sign that true postal career employees are a dying breed. I have plenty of years ahead of me, time will tell for sure what’s going to happen.


  30. It will be great to bring back the clerk jobs that were contracted out! This will create more positions for clerks with some flexibility! Too, the job bidding clause appears to be a great asset! However, I am not pleased with the facts about the colas! Health benefits along with everything else has increased and its difficult to prosper when the cost of living is rising and your salary isn’t!!! It has been two years since we have had any increase!!

  31. Good contract offer?? Are you crazy!!! Food, gas prices are up. Union dues will go up and we pay more for health benefits. So how much are we losing??? Pass this contract and the mailhandlers who are 2 grades below the clerks will be making more than the clerks. We need a union like theirs who represents their people. What percent raise did the management get? More in one year than we got offered in 4 1/2. People say well at least we have a job, know what – you’ll still have a job even when you vote this panic offer down. Grow some people!! VOTE NO!!!!!!!!!!!!

  32. Still doesn’t mean the PO is not losing $$$$$!!!!
    The stiff still remain to be the stiffs!!!!!!!!!!!!!!

  33. Another poor contract. Whats 1% of 55k. 550 bucks. Now divide that by 12 mnths,..then 4 wks,…then 40 hrs,…thats 28 cents/hr. ” A Quarter/hr?”. And no Cola raises until 2013? We haven’t had a COLA in 2 yrs already. Our COLAS are worth more than the raises we get.
    I think it’s a weak contract and hope it does’nt get passed. I just hope the southern states, who don’t need COLAS, see it my way

  34. Do you really think we are will have a COLA for 2011? It will be close to zero again. 2012 will be a COLA year.

  35. Finally the postal service has addressed the problem of “farming out” jobs that should have belonged to U.S.P.S. employees all along! This is an example of how union and management can work together to serve the interests of both parties.Hopefully this will set a precedent toward resolving other issues that present a problem towards long term solvency.The only aspect that I am not clear on is that of Non Career Assistants. Is there a maximum percentage of these assistants that can be utilized in the work force or is this a back door effort to eliminate union jobs when older workers retire?

  36. It could have been better but it also could have been a lot worse. In our present economy, i will take it. Only down side I see is the elimination of 204Bs from the APWU ranks. This appears that management will now turn to the other crafts for their flunkies which could have a long term detrimental effect for the APWU craft.

  37. Yes, the COLAS and raises are minimal, but look the jobs that are being returned to the APWU. That is pretty damn impressive. A lot of work ahead for area locals to figure this all out.

  38. It is a good deal. Better than I ever thought we’d get. I’ll take it. No raises? Who else is getting raises right now???? I call it a raise just to still have a decent job, benefits, retirement. I feel very lucky today.

  39. Up to the clerks and drivers to vote on it….I, being a retired letter-carrier think its a management win….NO INCREASES IN COLA AND PAY FOR YEARS AHEAD???



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