ARTICLE 21
286. Management must provide restricted limited duty job descriptions in writing.
287. By accepting a limited duty assignment, the employee waives the opportunity to contest the propriety of the assignment.
ARTICLE 22
288. A Union must furnish its own bulletin board if they desire to so place one in an installation.
289. The Union may not post the names of non-members on its bulletin board.
290. Recommended political candidates can be listed on NALC bulletin boards regardless of political affiliation.
ARTICLE 23
291. A Union official is not required to give notification to management prior to visiting a postal installation.
ARTICLE 25
292. On-the-job instructors for new employees are compensated at level six for the time actually spent on the job.
293. An individual who has exercised an opt under Article 41, Section 2.B.3 or 4 is not available to be detailed to higher level bargaining unit work under Article 25.
295. The duration of a higher level assignment is demonstrated by a properly executed 3971.
296. A regular carrier on a bid route may not assume a temporary T-6 vacancy of 5 or more days.
297. Management can administratively decide whether or not T-6 positions should be filled per Article 25.
298. VOMA positions are filled in accordance with Article 25, Section 4 of the National Agreement.
ARTICLE 26
299. An installation head may determine the times when the seasonal changes of uniforms will take place.
300. A carrier is not required to wear a tie until they leave for the street.
301. Employees who are authorized to wear the neck/chest protectors as part of the authorized cold weather uniform will not be required to wear a necktie.
302. A pregnant letter carrier may be allowed by the installation head to be flexible in the wearing of a uniform in the advance stages of pregnancy.
ARTICLE 27
303. An employee may not seek reimbursement for loss or damage to personal property while on duty or while on postal premises.
304. Torn or ripped uniforms qualify for employee claims.
305. Automobiles are covered under employee claims.
306. An employee claim should be filed at Step 1of the grievance procedure.
ARTICLE 28
307. When a Letter of Demand is issued to an employee they must immediately make restitution and then grieve for that amount in payment.
308. An employee may not be held financially liable for any loss, rifling, damage, wrong delivery of the mails, or failure to collect or remit COD funds, if the employee exercises reasonable care.
309. An employee may only file a grievance to challenge a Letter of Demand.
ARTICLE 29
310. The report of the Safe Driver Award Committee is the determining factor as a basis for revoking or suspending an employee's driving privileges.
311. An employee's driving privilege is automatically revoked or suspended with a revocation or suspension of his state driver's license.
312. If any employee's state driver's license is revoked or suspended, he/she must inform his/her supervisor immediately and could face discipline if he/she does not.
313. An employee may not temporarily work in another craft when their driving privileges have been suspended or revoked.
ARTICLE 30
314. LMU's which mandate incidental leave are in conflict with the National Agreement and are not enforceable.
315. A Local Memorandum of understanding can only include the 22 items found in Article 30 and may not address issues outside of them.
316. Management may impasse LMU provisions outside the 22 items found in Article 30.
317. Local parties may renegotiate wholesale changes to a LMU outside the 30 day period if its done bilaterally.
318. The Union may not claim items in the LMU are in conflict or inconsistent with the National Agreement since the local negotiated it.
ARTICLE 31
319. Official requests for information must be submitted in writing.
320. Management is not required to release medical records of an employee unless the employee has consented.
321. The Union is entitled to supervisors discipline records when necessary and relevant.
ARTICLE 35
322. Management may refer an individual to the EAP program and require that continued attendance be a condition of employment.
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