APWU: Contract Talks Extended, to Focus on Economic Package

05/21/2015 – The APWU and the U.S. Postal Service agreed to continue bargaining for an additional week after they were unable to reach agreement on economic issues by the May 20 expiration of the current contract.

“We were unable to reach a negotiated settlement tonight,” Dimondstein said. “We were too far apart on wages and benefits. But we are going to work hard over the course of the next week to see if we can narrow the differences.”

“The terms of the 2010-2015 Collective Bargaining Agreement will continue until a new contract is reached,” he said.  “In the meantime, all the old contractual protections remain in full force and effect.”

If the extended bargaining fails to lead to an agreement, the APWU will seek mediation, Dimondstein said, and proceed to arbitration if attempts to mediate a settlement are unsuccessful.

“We made progress in negotiations on many important work-floor issues,” Dimondstein said, “but in the end, we were unable to negotiate a complete agreement. Management scuttled the prospect of reaching a deal before the deadline by insisting on a permanent, new lower pay scale and reduced benefits for future career employees as well as givebacks in pay and benefits for current career workers.

“The union’s job is to fight for those who are part of the workforce today — both career and non-career — and for those who will be part of the workforce in the months and years ahead,” he said. “If we fail to do that, over time we will undermine the wages and benefits of all our members.”

Keep the Heat On!

Dimondstein praised the activism of APWU members throughout negotiations. “Your actions are having an effect,” he declared. “Management takes note of how many of our members are wearing buttons, stickers and union shirts, and how many members participate in rallies and other events. They take it as a measure of the union’s strength.

“So I urge every member to stay involved and keep the momentum going as we enter a new period in our struggle,” he said.

“Over the last few months, management also took note of the tremendous support we received from our sister postal unions, the labor movement and from civil rights, religious, environmental, good government and women’s organizations. I encourage every member to take our message to your family, friends, neighbors, and the organizations you participate in outside of work,” Dimondstein added.

“The ‘I Stand with Postal Workers’ postcards are a great way to let the Postmaster General know that the people of the country want what we want: Good Postal Service! Good Jobs! Good Contract! Let’s keep collecting signatures,” he said.

“Our struggle continues,” Dimondstein said. “Stay strong, stay united and keep Standing Up and Fighting Back!”

– See more at: http://www.apwu.org/news/web-news-article/contract-talks-extended-focus-economic-package#sthash.cqBaAQO0.dpuf

  • AdamBomb8

    No surprise. Postal Service crying poverty even though they have an operating profit of nearly 1.4 billion so far this fiscal year. I don’t believe the Postal Service wants a negotiated settlement with any of the unions, they would rather take their chances in arbitration. Asking for givebacks from current careers and a lower wage and benefit scale from future careers is laughable.

  • Zeus

    And after they are done with the APWU contract arbitration they will give themselves the big raises and bonus’s they so richly deserve.

  • Wondering

    No one wants to see their pay or benefits cut, however, we are in different world now than the 70s – 90s when unions were able to demand and get raises and benefit increases with every new contract. The auto companies, airlines and others paid great wages and benefits for years but had to make drastic changes or go out of business. USPS employees have been fairly lucky so far in that they kept the no layoff clause, most benefits and even a few small raises. Expecting things to go back to the way they used to be is naïve and unrealistic.

  • Paycutter

    Yes, in management’s mind, “Craft employees should be lucky with what they have now, NOTHING MORE!” Yet management deserves everything they have, AND MORE! Because they deserve it!!!!!

  • jonnyohio

    The thing is, us newer carriers already took a big punch in the gut, dropping from 21 an hour to 15, and once we make regular we start at around 17. The old guys are up around 27, but what is so blood boiling is that we have a rediculous number of managers and they get 90000 a year to sit in air conditioned buildings, and not a single one of them will take a pay cut. It’s not so much about having to deal with the modern times, but more to do with unfair wages, and the fact that new employee turn over is very high right now because of it. But since management is short sited and cares nothing for the craft, they ignore the OIG reports and the likely possibility that lower wages are actually costing more in having to train new employees more often. if left to run like it is, the postal service will continue on a path of self destruction. It’s sad really. I love my job, and I like providing the service to people in my community. I’m proud to be a mail carrier. But if the pay goes lower than it is now, it is just not worth fighting the weather and the dogs, and putting up with the stupidity of management. It’s barely acceptable now. I’m even considering other options if there’s no pay increase on the next contract.

  • ET Ed

    Extending the negotiations,whether for a week or 3 months as all of the unions did in the last contract negotiations and then going to mediation will go nowhere and Dimondstein knows it.Donahoe didn’t retain an expensive labor law firm to negotiate that specializes in union busting for nothing and they have no intention of getting negotiated CBA’s with the unions so it will be up to arbitrators to decide the terms of the next postal contracts.

  • Zeus

    I’m not sure why the craft always talks about management’s “raises and bonuses”. Doesn’t the craft get COLAs and raises? Management does not get COLAs, only annual increases based upon national/area/unit performance (except when raises were frozen in 2012 and 2013 and a 1% increase in 2014). Will the craft not expect COLAs and annual increases with the next contract? What is the difference between these two contractual sources of salary increases and increases received by management?

    This is, as usual, a rhetorical question.

  • Zeus

    Someone who gets it…

  • The rich get richer

    The real problem is all the big bulk mailers, non profits , Koch brothers , direct marketing association etc. They have hundreds of lobbyist, are filing Postal law suits , contributing millions to politicians election compaigns and a PRC filled with pro business not pro labor people. They would have illegal aliens making $5 an hour cash under the table delivering mail so long as they keep their rediculously deflated low mailing rates. Talk about deflate gate!

  • Marvin Runyan

    Look at the employee salary database,just type in the zip code of your facility and you will see the gap between craft pay and EAS pay got much bigger since Potter implemented PFP,which replaced the fixed COLA’s and pay raises.Supervisor’s salary tops out at at $75,000/year, and too many EAS employees making more than $100,000/yr The only good thing Donahoe did as PMG was freezing their overpaid salaries.

  • Zeus

    Didn’t the APWU have an opportunity to switch to the PFP? They didn’t want it. So, don’t complain about it after the fact.

    Besides, the database doesn’t reflect the overtime pay for many craft employees.

  • Long Rod

    Yep You are a newer employee alright. First of all there are a few holes in what your griping about but, more importantly is your griping about this on an A.P.W.U. issue; which as you stated: I’M A NEWER CARRIER. YOU have no relevant information to say about this contract at all or, apparently your own. I suggest you Learn your own before griping about it newbee. Reply

  • ET Ed

    The APWU rightfully turned down PFP because management offered it in a lump sum not rolled in like EAS gets and second,management wouldn’t have fairly administered it,and third,they will never give up COLA’s. And as to overtime,craft employees have to work a lot of overtime to make as much as a supervisor working 40 hours a week.

  • Zeus

    If they “rightfully turned down PFP”, then don’t complain about “raises and bonuses” (aka, PFP) for EAS.

    As for never giving up COLAs, it may not be the union’s choice one of these days.

    If a craft employee wants to make “as much as a supervisor working 40 hours a week”, then become a supervisor. Better yet, go to the private sector as a clerk and see how much you make relative to management.

  • Roger Doger

    The APWU’s fight is the same as the NALC’s, NPMHU and NRLCA.
    All new employees are paid less then those that came before them. All put up with the BS of managers that were poor craft employees.

  • Roger Doger

    PFP is fraught with fraud. Numbers will be manipulated to keep raises at bare minimum or non existent.

    Years ago I worked at a Domino’s store. The owners kept replacing equipment so that the manager would never make enough to get bonuses.

    Look at the financial world. PFP was a major reason for the “great recession”.

  • ET Ed

    PFP has been great for EAS, it wouldn’t be good for craft employees.

  • Mr.Zip

    We will see if the arbitrator who decides the APWU contract has the balls to remove COLA’s,but I doubt it, as no union would ever use him as an arbitrator again.


    APWU REALLY NEED TO DISCUSS STOPPING CLERKS from CLEANING THE OFFICE. It’s A DISGRACE And a lot of our Customers are Apalled by it.

  • Stellar Steve, LSSA

    Look at any management job posting, and you will see that the pay scale for each level has gone up annually. So, you could be a level 18 manager, and still get pay increases as your scale goes up, even though you supposedly do not get any raise in salary.

  • Zeus

    EAS salaries do not “automatically” increase when the EAS salary ranges are adjusted. Employees in certain positions (such as Supervisors) get increases when the craft employees they supervise get increases.

    So, EAS employees do not “still get pay increases” when the “scale goes up”.

    The only way this would happen is if an EAS employee was at the very bottom of the pay scale for their level. This should be a very rare occurrence.

  • ET Ed

    If management would offer to roll it in and it give it out to craft the same way they do with EAS,then the unions would agree to it but they won’t,and compliants about EAS raises vs.craft raises are valid.And now management is demanding the removal of COLA’s and pay raises from the APWU and NRLC contracts,which they won’t get from the arbitrators.