Postmasters Request Meeting With USPS to Discuss RIF Avoidance Strategies
On Monday, League President Mark Strong and NAPUS President Bob Rapoza sent a joint letter to USPS Chief Operating Officer and Executive Vice President, Megan Brennan, requesting a meeting to discuss the impact that the Retail Access Optimization Initiative (RAOI) may have on Postmasters whose offices are on the study list. Specifically, the leaders of the two Postmaster organizations are asking to meet with members of the Postal Service senior management team to discuss minimizing or avoiding the impact that RIF may have on Postmasters whose offices may be discontinued.
RIF Avoidance and minimization strategy actions listed in the ELM 354.23 include voluntary early retirements, voluntary early retirement incentives, voluntary reassignments and other actions that can be considered for impacted employees. The two presidents reminded Ms Brennan that Postmaster General Patrick Donahoe said that he would work with the Postmaster organizations as he had worked with other RIF impacted employees. For more information on this and other important news from President Rapoza, click here http://www.napus.org/president-rapozas-updates/.
We have received several inquiries from Exempt status Postmasters who lost employees as a result of Delivery Unit Optimization (DUO) and are re-classified to non-exempt if they manage less than two full-time equivalent employees, but the Form 50 isn’t processed to change them to the correct status for several months. Listed below is the USPS Headquarters response to the FLSA status question and their response on when salary protection begins for Postmasters who are downgraded as a result of DUO.
When staffing conditions in a Post Office do not meet criteria for FLSA-exempt status, the Postmaster’s FLSA status becomes non-exempt. If the FLSA status of the job changes, this should be brought to the attention of the appropriate management authorities promptly so that FLSA status may be adjusted timely, within one or two pay periods of the Postmaster no longer meeting the criteria of an exempt status. We recommend that Postmasters coordinate closely with their supervisors to ensure that work beyond 40 in a pay week is authorized expressly. This will help prevent potential problems. Postmasters should document overtime hours they work since DUO implementation. They should also document the dates such hours are worked, and they should furnish this material to local management for review and determination if there are concerns about pay.
Salary protection for DUO impacted Postmasters begins on the Form 50 effective date of the downgrade.
Next week, members of the two Postmaster organization pay talks teams will resume discussions with Postal Service representatives. The meetings will include discussions on pay, benefits, leave and changes to the ELM that may impact Postmasters. The Postmaster organizations and the Postal Service agreed to extend the October 5, 2011 deadline.
Charlie Moser
October 5, 2011
source: NAPUS
USPS Responds to NAPUS on DUO, RIF and Staffing Issues
Postal Headquarters officials met with NAPUS leaders to respond to questions concerning Postmaster FLSA status when they are downgraded as a result of DUO implemetation. The meeting also included discussions on RIF procedures for Postmasters who may be impacted by the discontinuance study process and questions about PSE staffing issues. Listed below are the questions and notes taken on the response from USPS officials: Read more
USPS To Send RIF Notices To Postmasters Impacted By DUO
Postmasters Receive Second RIF Notice
On August 2nd Areas sent another RIF notice to Postmasters impacted by DUO. Many Postmasters had received a RIF notice when their office was going through the DUO process. This RIF notice apparently was just a notice of a possible RIF. The August 2 RIF letter was a General Notice that in fact you had gone through DUO and are RIF impacted. It is very unfortunate but many Districts were not aware this letter was going out and were not able to give much local assistance to why Postmasters were getting the second letter. On August 31, 2011 a Specific RIF notice will be mailed to all DUO impacted Postmasters. . This RIF letter will state that all Postmasters impacted by DUO will have a effective date of November 4, 2011. Those Postmasters who have been downgraded with saved salary and who have not been reassigned to another office already will get a Specific RIF assignment to their own office effective November 4. It is our understanding that the official 2 year saved salary agreement in the February 14, 2011 letter from Doug Tulino will begin from that date. This agreement is for DUO impacted Postmasters and Station Mangers only. DUO impacted Postmasters will not be separated by this DUO RIF notice. This does raise a lot of questions for those Postmasters who have already been forced to move to another office right after their office went through DUO and now are being told the effective date is November 4, 2011.
Mark Strong
February 14, 2011 Letter regarding impact of Delivery Unit Optimization (DUO) on Postmasters and station managers View Letter (PDF)
source: National League Of Postmasters
USPS Updates Reduction In Force FAQs
USPS CHANGES FAQs ONLINE
USPS has posted several updates to the FAQs posted on the Organizational Changes website on Blue and LiteBlue.
Updates include changes in the “Preference Eligible Employees,” “Non-Preference Eligible Employees,” and “Grade and Pay Retention” sections of the Organizational Change/RIF FAQs.
A key update is a change in the saved grade and pay language. The change clarifies earlier language, confirming that employees will be granted two years of saved grade if they have been issued a Specific Reduction In Force (RIF) notice of demotion but elect instead to accept a voluntary downgrade to a position which is:
- The same grade as their RIF demotions.
- A lower grade than their RIF demotions.
- A higher grade than their RIF demotions but a lower grade than their current positions.
Other important updates to the Organizational Redesign FAQs include new questions 26-28, which explain the process for noncompetitive and competitive laterals and downgrades for the June and July job posting periods. For these organizational change postings, employees can request noncompetitive and competitive laterals and downgrades using eCareer.
With the current job posting period now in effect, it’s important that employees are aware of this information so they don’t overlook potential career opportunities. The June 14 jobs are available for a short time period, lasting only through June 20.
source: USP News Link
Postal Service sends out 2,400 Reduction-in-force notices
Federal Times – More than 2,400 U.S. Postal Service management-level employees could lose their jobs or end up in new positions under a reduction in force set to conclude by early September. The RIF is part of a nationwide reorganization aimed at streamlining the ranks of postmasters, front-line supervisors and administrators by 7,500 positions.
Federal Times -Postal Service sends out 2,400 RIF notices
RIF Competitive Areas for the Postal Service Updated
The Postal Service divides its organizational structure into multiple competitive areas for reduction in force (RIF) purposes. Competitive areas are established based on organizational factors (separate operation, work function, staff, and personnel management authority) and geographical location factors. During the RIF process, an employee can be assigned only to a position in his or her competitive area. Listed below are the Postal Service’s competitive areas as of May 5, 2011. Read more
USPS: Understanding The General Reduction In Force (RIF) Notice
There have been questions about the General Reduction in Force (RIF) Notices that were mailed by Human Resources (HR) on April 28 — including why some employees got one and others did not. Read more
General Notices sent to Postal Employees affected by Possible Reduction in Force
Last week marked two critical milestones in the 2011 Organizational Redesign process.
Monday, April 25, was the deadline for employees who accepted the Postal Service’s 2011 Special Incentive Offer. And Thursday, April 28, General Reduction in Force (RIF) Notices were sent to employees who could be affected by a potential RIF in their competitive area. Read more
USPS 2011 Organizational Redesign FAQs
USPS has posted some frequently asked questions on its Human Resources website. Some of the questions and answers:
Note: An updated version of the 2011 Redesign FAQs will be posted on or soon after the March 25th announcement.
1. Why is the Postal Service going through an organizational redesign – are these changes necessary?
The shift to digital communications coupled with the recent recession resulted in the most dramatic drop in business in Postal Service history. Mail volume peaked at 213 billion pieces in 2006 and dropped to 170 billion last year. By 2020, volume is expected to drop to 150 billion. This business won’t come back.
To remain competitive, it’s critical that we adjust our workforce to match America’s changing mailing needs while continuing to fulfill our mission of keeping America connected and maintaining high levels of customer service. The new redesign will create a smaller, more efficient structure with the resources necessary to lead significant change.
2. Who does the 2011 organizational redesign affect?
The 2011 Redesign affects every administrative function within the Postal Service at Headquarters and in the Field.
3. Is there a way USPS can avoid position reductions and office closures?
Our business has changed and will continue to do so in the future. We must continually look for any means to be more efficient, streamline and reduce costs. This is the time when we must make significant changes to manage our current and future business.
4. Could we avoid making changes if Congress agreed to amend the annual retiree benefit $5.5 billion prepayment and/or give us immediate relief on the $75 billion overpayment?
No – issues that Congress needs to address are beyond our control and will not address all facets of our need to streamline for operational efficiency. Getting this money back is a short-term solution to a long-term issue. From 2006 to 2020, mail volume is expected to drop by 30 percent. 150 billion pieces of mail is still big business, but it’s a financial reality that we adjust our workforce to our workload.
5. What management actions are taking place to streamline the Postal Service?
On Jan. 7, PMG Donahoe announced the beginning of an organizational redesign that will help streamline the Postal Service. His announcement resulted in a 16 percent reduction in officer ranks and the impending closure of the Southeast Area office. All districts previously reporting to the Southeast Area now report to the Southwest Area office, with two exceptions: the Tennessee District reports to the Eastern Area and the Atlanta District reports to the Capital Metro Area.
The Postmaster General, the Executive Leadership Team and Area and HQ Vice Presidents are currently examining the existing organizational structure, recommending how USPS can be realigned to better match resources to workload. Officers are working with their PCES managers to design a more efficient organization.
6. When will the new organizational structure be announced?
USPS will announce its new, reorganized structure on March 25 along with District closures. If applicable, information about a voluntary early retirement (VER) and/or reduction-in-force (RIF) will also be part of the information provided at that time. Your management team will provide information about specific changes to your organization and will communicate directly with all employees at that time. There will be numerous national and local announcements during this time detailing changes and options for employees.
7. Will there be an incentive offered with the VER?
Plans for a VER offering as well as any possible incentive have not been solidified but all new information will be announced with the new organizational structure, posted on this website and communicated through various internal messaging channels.
8. Is USPS offering a VER before a RIF?
Information on the sequence and process for any potential VER and/or RIF activities will come with the March 25 announcement. Depending on the new structure, it is possible a RIF will occur.
9. What happens AFTER the announcement and how will the redesign continue to be implemented?
After the new organizational structure is announced, additional information regarding possible RIF and VER activities will be available via various internal messaging vehicles, including the Organizational Changes website. In the event of RIF and/or VER, guidance, timelines and assistance will be provided, once those processes have been solidified. We will continue to provide as much information as possible in the weeks and months following the March announcement so employees can make informed decisions.
10. How and when will I learn if the USPS 2011 Redesign affects my work location?
Your management team will deliver information about the new organization and how it affects employees when the new organizational structure is announced at the end of March.
11. Will there be fewer jobs – is there a targeted number of position reductions?
These actions are the beginning of a much larger process that will involve every level of the organization to include closing an additional 10 districts and eliminating about 7,500 positions. If applicable, RIF and VER processes may be initiated by the end of this fiscal quarter. We will provide as much information as we can and will be as transparent as possible about goals and objectives throughout this time.
12. How is this different from prior efforts – particularly, the 1992 restructuring?
The 2011 Redesign is different as we have unprecedented changes in our business. Reduced mail volume, coupled with the unique burden of prefunding retiree health benefits is creating enormous financial pressure on the Postal Service. These pressures have created a situation the Postal Service hasn’t faced before – the need to adjust its entire infrastructure at every level.
Unlike the 1992 restructuring or any prior efforts, there will not be an across-the-board percentage job cut throughout the organization. The cuts will eliminate duplicative positions and positions that do not focus on our four key strategies:
* Strengthening the business-to-consumer channel
* Improving the customer experience
* Competing for the package business
* Becoming a leaner, faster, smarter organization
That said, some functions may see fewer cuts than others.
13. Would it be prudent to explore my options from a retirement perspective?
This decision is entirely up to each individual employee. It’s always a good idea to review all options, including retirement. Eligible employees can immediately view and/or print an annuity estimate as well as begin the retirement process and schedule a retirement information session through eRetire.
14. Change is often difficult for many people. What is the Postal Service doing to provide support?
The USPS Employee Assistance Program (EAP) offers assessment, referral, short-term counseling, and work/life consultation for postal employees and their families. The EAP is designed to assist in the identification and resolution of personal, family, and workplace concerns. Among other things, the EAP can help you with: work stress, coping with change, family issues, relationship problems, anxiety, depression, grief/loss, anger management, elder care, financial concerns, parenting issues, or substance abuse.
Employees need to know that the EAP is not just for crisis situations, it is a life management tool. Call the EAP when you need a new perspective on things or when you need help identifying your options and making informed choices. Remember, the EAP counselor will help you clarify the problem, identify options, and make a plan.
15. How should I prepare for the 2011 Redesign?
There are several steps employees can take now to prepare for future changes:
a. Make sure your mailing address, electronic personnel folder and eCareer profile are up to date.
b. Read all upcoming articles on 2011 Redesign efforts via News LINK and other internal messaging venues.
c. Check the Organizational Changes website on LiteBlue for 2011 Redesign updates.
16. What options do I have if my office closes or my job function is consolidated?
While some employees may see no change to their role, others will face significant organizational changes and office closings. When the new organizational announcements occur, each employee should evaluate his/her role and/or options. Please review the Organizational Changes website on LiteBlue and watch for related articles in News Link that provide guidance on preparing for change.
NAPS: RIF Avoided – All Impacted EAS Postal Employees To Be Placed In Positions
The NAPS resident officers met on Friday, August 28, 2009 with Douglas A. Tulino, USPS Vice President, Labor Relations at 11:00 a.m. to discuss the final day of the restructuring prior to the implementation of the RIF on the remaining impacted EAS employees.
Due to the diligence of the members of the NAPS executive board, who worked closely with local Areas and Districts and the cooperation of USPS headquarters, we are able to announce today that remaining impacted employees are expected to be placed in positions thereby avoiding a RIF.
We will continue to monitor the remaining impacted EAS employees to ensure that they have been placed. If any member is aware of a situation where an EAS employee remains unplaced, please have that individual contact their respective NAPS area vice president.
We owe a debt of gratitude to all of our NAPS officers in the field for their efforts in working through this restructuring so that we have the conclusion that we achieved today. We will continue to work with the Postal Service to resolve remaining issues that have been caused by the restructuring.
source: National Association Of Postal Supervisors