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January 25, 2022

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

Not a member yet? Join the APWU online by following this link

Tentative Contract Agreement pending membership vote.

Contract Time Period

  • Three-year contract: September 21, 2021 through September 20, 2024 

General Annual Wage Increases and Cost of Living Allowances (COLA)  

  • 1.3% November 20, 2021 (Will be Retroactive) 
  • 1.3% November 19, 2022 
  • 1.3% November 18, 2023 
  • Six (6) Cost of Living Allowances (COLA) for career employees (March and September of each year) with no change to the current formula based on the July 2021 CPI-W. (After the fourth month of the six-month measuring period, the COLA increase is at $0.39 per hour and will be based on the January 2022 CPI-W Index) 
  • PSEs receive the general wage increases and an additional 1% increase each year in lieu of COLA (i.e. 2.3% each November)  
  • $0.50/hour additional increase for PSEs effective the first pay period of the second full month after the Agreement is ratified 

Job Security 

  • No Lay-off protections for career employees with six years of service remain in full-force and effect. 
  • Any current career employee on the rolls as of September 20, 2021, with less than six years of service will be included in the no lay-off protections for the life of the National Agreement, providing an additional 72,000 career employees protection from lay-offs. 
  • 50-mile limit on excessing of employees 
  • The current moratorium on subcontracting of Postal Vehicle Service (PVS) work will continue in its present form during life of the Agreement

Holiday Pay 

  • Juneteenth added to the holidays for career employees for a total of 11 paid holidays per year 
  • PTF pay rate will be increased to reflect a total of 11 holidays each year, increase will be effective on January 1, 2022 

Health Insurance 

  • No change to the Postal Service contribution to premiums for those participating in the Federal Employees Health Benefits Program.  
  • 95% Postal Service contribution to premiums of the APWU Consumer Driven Health Plan (CDHP) 
  • PSEs converted to career will receive credit for time they were enrolled in a FEHBP plan towards the 1-year qualifying period for the 95% Postal Service contribution to CDHP premiums 

Enhanced Level 8 & 11 Pay Scales 

  • Grade 8 Pay Scale:  
  • Bottom Steps FF-AA eliminated with Step A becoming the first Step. 
  • New top Step P added  
  • Employees currently in Grade 8 will move into new steps while retaining all credit toward next step 
    • Steps FF-BB moved to Step A
    • Step AA moved to Step B
    • Steps B-O moved up one Step 
  • Grade 11 Pay Scale increased by an average of 2.3% prior to any general increases or COLAs 

Part-Time Flexible (PTF) Work Rules 

  • Schedule guarantee of 24-hour per pay period, increased from 2 hours a pay period 
  • Guaranteed at least four hours of work or pay when scheduled 
  • Forty (40) hours of annual leave will be advanced at the start of each leave year for immediate use 
  • Guaranteed a minimum of one (1) non-scheduled day each service week except during the peak season exception period with notice Wednesday the week prior  
  • Within 90-days of ratification a One-time Voluntary Transfer Opportunity to residual full time regular vacancies in larger offices within a district. 

Automatic Conversion of PSEs in Level 20 offices and above 

  • PSEs will be converted to career status upon reaching 24-months of relative standing 
    • Clerk PSEs assigned to offices Grade 21 or higher will be converted to Full-Time Flexible with such assignments made in accordance with the Clerk Craft provisions of Art. 37.4
    • Clerk PSEs assigned to Grade 20 offices will be converted to Part-Time Flexible
    • MVS PSEs assigned in any size office will be converted to Part-Time Flexible
    • PSEs converted under this provision start at a new Step GG in Grades 5-7 and Step A in Grade 8. 
    • Automatic Conversion does not apply to PSEs assigned to Grade-4 RMPOs 
  • Conversions will still occur prior to the 24-months 
    • The “Filling of Residual Vacancy MOU” and Article 37.5.D remains in full force and effect 
    •  MVS Craft Conversions will be made in accordance with Article 39.2.A.11 
    • Conversion occurring earlier to 24-months start at Step FF for Grades 5-7 and Step-A for Grade 8 

Other PSE Provisions 

  • Forty (40) hours of advanced annual leave upon completion of an initial 360-day PSE appointment in Level 20 offices and above. 
  • PSEs assigned to Level 4 RMPOs receive an additional one (1) hour of paid annual leave per pay period upon completion of two (2) 360-day appointments 
  • PSEs assigned to Level 4 RMPOs upon completion of two 360-day appointments will receive 40 hours of advance leave. 
  • PSEs will be offered one (1) non-scheduled day each service week except during peak season with notice the Wednesday the week prior.  

PSE Staffing 

  • The 12 PSEs per District assigned to Level 4 RMPOs will no longer count against the 20% District cap  
  • 10 PSEs in the 46 Package Support Annexes (PSAs) will not count against the District cap (for a total maximum of 460 PSEs) and will be allowed to work in any facility in the installation the PSA is attached to 
  • A four (4) weeks “ramp-up” period prior to the start of accounting period 3, the 20% PSE District cap will be temporarily increased by 1% per week equating to no more than a 4% increase. 
  • New protections for the OTDL during “ramp-up” whereby prior to utilizing a PSE more than 8 hours in a day or 40 hours in a service week, qualified and available employees on the appropriate OTDL will be utilized. No requirement to use an OTDL employee on the second non-scheduled at the penalty rate prior to using a PSE in excess of 40 hours.  

Uniform/Work Clothes Program Allowances 

  • 2.5% increase to the uniform/work clothes allowances in 2022, 2023, and 2024 
  • Delivery/Sales Service Distribution Associate (DSSDA) will receive Type 1 uniform allowance 
  • New “Rollover” program where unused funds can carry over to a successor allowance year 

Additional Work Rule Improvements 

  • Remote Encoding Center staffing ratio changed to 62% Full-time Regular and 38% PSE and all career duty assignments are Full-time Regular. 
  • 90-day waiting period to use annual leave eliminated for new career employees with 90-days continuous service prior to their conversion.  
  • Updated the Deaf and Hard of Hearing MOU  
  • Work Environment Improvement Task Force 
  • Work Place Free of Harassment 
  • Enhanced and Expanded Services 
  • Environmental/Sustainability issues, EAP, and Child and Elder care, included in the jurisdiction of the National Labor Management Committee 
  • District Safety Committees made permanent 
  • Right of Union Officials to Enter Postal Installations 
  • Regional Safety and Health Representative Training Opportunities 
  • Repromotion MOU  
  • Article 8 Task Force to address excessive overtime, particularly in relation to non-list employees 
  • Election Mail Task Force MOU 
  • Full per diem for employees traveling to NCED  

Additional Clerk Craft Provisions 

  • Window training starts within 10-days after posting of the senior bidder 
  • Updated NTFT duty assignments language 
  • Pilot program to test new pecking order for the assignment of PTF Hub Clerks  
  • Filling of Residual Vacancy MOU updated 

Additional Motor Vehicle Service Craft Provisions 

  • PTFs identified for conversion to FTR converted within 28-days 
  • APWU will have opportunity to submit recommendations on new vehicles prior to specifications being sent to contractors and before manufacturing and completion of new vehicles 
  • National committee established to address training initiative and opportunities  
  • HCR limitation on Subcontracting MOU remains in full force and effect. 

Additional Maintenance Craft Provisions 

  • No additional custodial staffing packages will change from MS-47 TL-3 to TL-5 for life of the contract 
  • Change the calculation method of PS Form 4852 for Juneteenth Holiday 
  • Annual cap on the number of times an employee can be involuntarily assigned to off-site training courses  
  • Career employee may request to be tested for maintenance craft positions and if rated eligible may request placement on the appropriate in-service register.  
  • Updates to the posting of relief assignments in the craft 
  • Agreement to consolidate and upgrade multiple legacy jobs.  
  • Employees traveling to NCED for training receive full per diem for length of stay 

Additional Support Services Craft Provisions 

  • In Material Distribution Centers Maintenance Mechanic General Grade 7 eliminated and Building Equipment Mechanic Grade 9 added. 
  • Penalty Overtime provisions applied to Operating Service employees
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