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October 27, 2020
Labor Headlines

US labor news headlines from LabourStart

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        Welcome to the Albuquerque Local 380 Website, we represent the Clerk, Maintenance, and Motor Vehicle Crafts.

Open Season2020

2020 Open Season to enroll in or change Healthcare providers dates: November 9 to December 14, 2020.

See enrollment codes at APWU Health Plan goto enroll to compare plans and find what works best for you and your family. 

See 2020 APWU FEHB brochure here.


Pandemic: COVID-19

Our goal is to protect you and the community by ensuring all protocals are being followed. If you feel that your facility isnt being sanitized, if you are not receiving stand up talks, if you feel like management isnt taking this serious we need to know about it as soon as possible. The projections are changing every day thus the way we function at work continues to change every day. In addition management and the National union has signed MOU's that include the use of leave due to COVID-19 for both Postal Support Employees, and Full Time Regular Employees. These types of absences due to COVID-19 cannot be referenced for discipline if used correctly. To protect our membership we have canceled the April 14th union meeting.

See below links



Three Years: September 21, 2018 to September 20, 2021
Three annual general wage increases totaling 3.4% over the life of the Agreement.
1.3% effective November 24, 2018 (Retroactive)
1.1% effective November 23, 2019 (Retroactive)
1% effective November 21, 2020
Semiannual COLAs for career employees will continue under the current formula. Management pushed, but failed, to convert COLAs into one-time lump-sum payments.

$624 or $.30/hour COLA will be applied retroactive to August 31, 2019
$166 or $.08/hour COLA will be applied retroactive to February 29, 2020
Future COLAs will be applied in September 2020, March 2021 and September 2021
COLAs to date add $790 annually or $0.38 per hour to base pay.
The APWU is now the only postal union that has protected and maintained full COLA.
Adding the 3.4% in General Wage Increases plus the known COLAs, compensation for a level 6 Step O employee will increase $2,855 over the life of the Agreement. With three additional COLA increases, the total increases over the life of the Agreement will likely come to $3,600 annually, an increase of about $1.75 per hour. In addition, those not yet at the top step of the lower career wage scale will gain new step increases with each Step representing an approximate $.50/hour raise.


APWU argued for the return of higher steps to the lower tier schedule. In response, Arbitrator Goldberg narrowed the gap in the two-tier career pay schedules by adding additional top steps in Grades 5-8 for employees hired after May 23, 2011 (There is no lower tier for Grades 9 and above).

Grade 5: One additional top Step Increase (Step K).
Grade 6-7: Two additional top Step Increases (Steps K & L).
Grade 8: Two additional Step Increases (Steps L & M).
Depending on Grade, each additional step increase approximates $1,000 per year based on full-time straight-time hours of work.
Since PSEs do not receive COLAs, they receive larger annual general increases:

2.3% effective November 24, 2018 (retroactive)
2.1% effective November 23, 2019 (retroactive)
2.0% effective November 21, 2020
PSEs will receive an additional forty cents per hour raise as follows:

$.20 per hour effective May 23, 2020, and
$.20 per hour effective May 22, 2021.
Over the life of the Agreement a Level 6 PSE pay will rise from the $17.19 to $18.69 per hour.


The no lay-off protections of Article 6 for career employees with more than six years of service remain unchanged. Management argued for increasing the six years to 15 years for current employees with no protection for future hires.
In addition, no lay-off protection is extended for the life of the Agreement to all career employees on the rolls as of the date of this Award who have not yet qualified for protection under the six-year rule.
A ban on subcontracting of any existing PVS driving work during the life of the contract.
No employee can be excessed out of an installation beyond a 50-mile radius.
The FEHB Health Plans and benefits remain in effect for career employees.

No change in employee share of premiums in 2019 and 2020.
In 2021, the USPS contribution level for health premiums will be reduced from 73% to 72% and then remain the same in 2022. 72% is the share federal agencies pay for federal employees and the Postal Service pays for annuitants and EAS employees. This 1% shift represents a cost to an employee of between $75 and $165 per year depending upon health plan options.
The USPS contribution level of 95% of the weighted average to the APWU Consumer Driven Health Plan option will remain in effect for 2021 and 2022.
Improvements in USPS payments of PSE Health Insurance premiums gained in a June 13, 2018 grievance settlement will be incorporated into the Collective Bargaining Agreement. Specifically, the Postal Service will make a bi-weekly contribution equal to 65% of the total premium in the USPS Non-career Health Care Plan for either self plus one or family coverage during a PSE’s initial year of PSE employment. And thereafter 75% of the total premium for either self plus one or family coverage. PSE share of premiums can be made on a pre-tax basis. The Postal Service will continue to contribute 75% of the total premium for PSEs electing the APWU Consumer Driven Plan in FEHB.


One-time PSE conversions: All PSEs in 125 work year and larger offices with 30 months or more of service in the installation as of the date of the award will be converted to career. Over 4,000 PSEs will be converted under this provision within 60 days of the Award.
Maintenance will remain an all-career workforce.
MVS will remain an all-career workforce, and maintain the exception that PSEs may be hired to perform some of any “new work” returned to the bargaining unit.
No increase in PSE percentages in the Clerk Craft.
APWU is now the only postal union that has not increased non-career percentages.
5% increase  in the uniform and work clothes allowance in 2020.
2.5% increase in allowances in 2021.
Compression socks, gloves and overalls will be covered as available items for purchase.
Full uniform allowances for eligible Clerk PSEs will now be incorporated into the CBA. Similarly, any “new work” MVS PSE meeting eligibility requirements would be entitled to a full uniform.
The Union and Management established a joint task force to address hostile work environments.
For the first time, pregnancy is now included in the Non-Discrimination language of the CBA.
The Filling of Residual Jobs Memo, which since March 2014 has led to 70,000 PSE conversions to career, continues in full force.
Arbitrator Goldberg reaffirmed that custodial positions should be fully staffed. However he changed under certain conditions what hours apply in calculating “Line H” violations of staffing. Hours associated with long-term absences and excessing events can be exempted from calculations when fully staffed.
Improvement in maintenance training selection.
PSE overtime rules from a June 13, 2018 settlement will be incorporated into the CBA; specifically, time and one-half after eight hours of work in a day and double time over 10 hours in a day or 56 hours in a week.

Small Office Local Memorandum of Understanding is renewed.

The union and management are meeting to determine the exact dates when the new pay rates will be reflected in the paychecks and the date when workers will receive the backpay retroactive checks. 
The national

APWU will be printing and mailing an updated version of the new union contract to every member as soon as possible.

Paul Felton, Retiree Chapter 480-481, has written this poem for our National Day of Action on Nov. 14, 2014

It’s time for us to take a stand

Postal Workers throughout the land

With all 4 unions acting as one

Fighting the bosses who would run

The Postal Service into the ground

With practices that are not sound

Driving customers from our door

To use instead the Staples store

And common sense says that they can’t

Shut down many a processing plant

The mail that once came the next day

Will suffer inevitable delay

At dispatch time the boss will say

That’s enough sorting for today

Tho mail still sits there in a pile

Next day delivery is out of style

For this mail they won’t hold the truck

It seems they just don’t give a

Minute’s thought to those who wait

For the mail to come, no matter how late

They won’t even bring it to your door

They’ll make you walk a few blocks or more

And they’re still trying to do away

With mail service on Saturday

This policy impacts all our jobs

While at the same time surely robs

The public that we proudly serve

Of the mail service they deserve

So together we’ll take to the street

In order to turn up the heat

On those who want the service to fail

We’ll fight to protect America’s mail

Albuquerque Local 380
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