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Friday, October 25, 2013

Mail Handlers to receive tiny pay increse of 1% ; MHAs to receive 2%

  Mail Handlers to Receive Wage Increase Effective November 16, 2013
Mail Handler Pay Chart - Nov. 2013
"...As provided for in Article 9.1 of the NPMHU 2011 National Agreement, the wage scales for all Mail Handler employees will be adjusted upward effective November 16, 2013. This is the first of three guaranteed wage increases provided for in the 2011 contract. Specifically, with regard to career employees: “Effective November 16, 2013 – the basic annual salary for each grade and step of Table One and Table Two shall be increased by an amount equal to 1.0% of the basic annual salary for the grade and step in effect on February 15, 2013.” In addition, in accordance with Article 9.7 of the National Agreement, the hourly wage rate for Mail Handler Assistant (MHA) employees also will be increased, as follows: “The hourly rates for MHAs shall be adjusted by the general increases provided for in Article 9.1. In addition, MHAs will receive the following adjustments: Effective November 16, 2013, the hourly rates for all grades shall be increased by 1.0%.” The hourly wage rate for MHAs will therefore be increased by a total of 2.0% effective November 16, 2013. Click here to view or download a chart which reflects the new wage rates, for both career and MHA Mail Handlers, resulting from these November 16, 2013 contractual increases. ..."

Wednesday, October 23, 2013

Wednesday, October 9, 2013

APWU Elects New President

  Dimondstein Wins Presidency

"...Mark Dimondstein was elected the new president of the American Postal Workers Union in a hotly-contested race that ended Oct. 7. His “Members First” team won most of the offices they sought, defeating incumbents. ..."


Wednesday, October 2, 2013

Shift change not adverse employment action

  Shift change not adverse employment action

"... Employers should be aware, however, that shift changes or transfers can constitute adverse employment actions if, for example, an employee is transferred to a “dead end” job. It is always prudent to consult with counsel in order to properly determine whether any shift change or transfer may be considered an adverse employment action...."


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