Resources
Forms
NALC Handbooks
USPS Manuals
Grievance Starters
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Article 5 & 19 - No Lunch - Improper Denial of Temp Change of Schedule.doc
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Article 10 & 19 & 30 - Annual Leave Request Denied After Career For 90 Days.doc
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Article 12 - Retreat Rights - Failure to Offer - Comparative Work Hour Report.doc
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Article 12 & 15 - Improper Withholding - Non-Carrier Technician Job.docx
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Article 12 & 15 - Improper Withholding - Carrier Technician Job.docx
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Article 15 - DOIS - M-01664 - Improper Recording of Time Data.doc
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Article 15 - DOIS - M-01664 - Volume Not Recorded Accurately.doc
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Article 15 - Failure to Comply with Grievance Settlement.doc
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Article 12 & 15 - NTFT Clerk Improperly Excessed to Full-Time Letter Carrier Position.doc
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Article 15 - Non-Compliance - MOU Full-Time Opportunities - No Withholding.doc
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Article 15 & 19 - Unauthorized Overtime Improperly Recorded.doc
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Article 16 - Notice of Removal - Improper Citation of Past Elements - Unsafe Driving Practices.doc
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Article 16.7 - Emergency Suspension - Unsafe Driving Practice.doc
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Article 19 - Act of God - Denial of Administrative Leave - Hurricane.doc
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Article 17 & 31 - Failure to Provide Information or Interviews.doc
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Article 19 - PM Office Duties - Improper Instructions to Not Complete.doc
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Article 19 - Act of God - Denial of Administrative Leave - Generic.doc
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Article 19 - PM Office Duties - Improper Instructions to Not Complete.doc
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Article 25 - Failure to Award Temp Vacant T-6 Assignment to FT Volunteer.doc
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Article 41 & 30 - Failure to Timely Post Vacant Assignment.doc
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Article 41.2.B - Improper Placement on Seniority Roster.docx
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Article 5 & 19 - No Lunch - Improper Denial of Temp Change of Schedule.doc
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CCAs - Article 15 - CCA Temp Loan - Non Compliance - M-01827.doc
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CCAs - Article 19 - CCA Loaned - PS Form 1723 Not Provided.docx
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CCAs - Article 26 - CCA Uniform Allowance Not Provided Timely.doc
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PTFs - Article 12 & 15 - Improper Withholding - Carrier Technician - Failure to Convert PTFs.doc
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PTFs - Article 12 & 15 - Improper Withholding - Failure to Convert PTFs.doc
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PTFs - Article 7.1.C.4 - CCA Worked Before PTF Makes 40 Straight-Time Hours.doc
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PTFs - Full-Time Flexible - Failure to Create Position and Convert.doc
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Route Adjustments - Minor - Failure To Review Minor Route Adjustments.doc
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Route Inspections - After - Improper Review of Route Adjustments.doc
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Route Inspections - After - Improper Route Evaluation and Adjustment.doc
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Route Inspections - Before - Dry-Run Conducted Improperly.doc
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Route Inspections - Before - Improper Drawing of 7 Random Weeks for Form 1840-B.doc
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Route Inspections - Before - Improper Unit and Route Review.doc
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Route Inspections - Before - Inspection Schedule Not Posted Timely.doc
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Route Inspections - Before - Union Not Timely Notified of the Inspection.doc
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Route Inspections - Before - Unsatisfactory Conditions Not Corrected.doc
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Route Inspections - During - Request to Verify Mail Count Denied.doc
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Route Inspections - During - Management Completing 1838C on More Than One Day.doc
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Special Route Adjustments - Special Route Inspection Not Completed Timely or at All.doc
Weingarten Rights
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Federal labor law, in what is known as the Weingarten rule, gives each employee the right to representation during any investigatory interview which he or she reasonably believes may lead to discipline. (NLRB v. J. Weingarten, U.S. Supreme Court, 1975)
Here are things to know in the event the employer wants to conduct an investigative interview for alleged misconduct.
1. If your manager informs you they are going to conduct an investigative interview which could lead to disciplinary action, ask for a Shop Steward immediately. If your Steward is not there contact the Branch Office immediately. (Same rule applies for interviews with the Postal Inspectors and OIG)
2. Find out exactly what the allegation is that the employer is making against you.
3. Talk to your shop steward before going in for an investigative interview.
4. When the employer is conducting the interview, only answer the question that is being asked. Do not give the employer any extra information.
5. If your manager refuses to provide you Union representation, inform your manager that you are not going to answer any questions without any representation. You cannot get in trouble for refusing to participate in a investigative interview without Union representation. If the employer refuses to provide you Union representation for an investigative interview, contact the Branch Office immediately.
IMPORTANT: Your manager is not required to automatically provide you Union representation when they conduct an investigative interview. You have to ask for the Union representation. If your manager brings you in the office and does not inform you that it is a investigative interview and starts asking you questions in which you think could lead to discipline, inform your manager immediately that you are not going to answer any questions without Union representation present.