Contact your Supervisor for Covid Absences

Below I have the letter I am posting on the Bulletin Boards at the Jefferson Rd P&DC, and will be leaving copies in the Swing Room magazine rack for employees to take with them.

If you are not at the Jefferson Road Plant, and Management has not provided you with a phone number to call in case of a Covid related absence, ask them for one, and if they do not provide one, contact your steward.

For Jefferson Road employees:

COVID Related Absences – March 14, 2021

            The following numbers were provided to myself as numbers the employees of the Rochester P&DC should call if they are calling in for a Covid related absence. Due to the fact that Management has consistently failed to provide employees pertinent Covid related information,  I have come up with this letter. I urge you to try the numbers below. The Privacy Act allows you to protect your personal information, so if you reach someone other than a Postal Management official, simply request to talk to one , and let the Management official know that you are calling in for a Covid related absence. If you get a voicemail, leave a message, including a contact number, and take a written note of date and time you left the message and to what number. If unable to get even a voicemail to answer the phone, or your call is not returned, I urge you to contact your Union, provide a phone number for contacting you, and explain your situation.

Tour 1   –        (585)  272-5724          Tour 1 MDO/Supervisors


                        (585)   272-5789         Tour 1 MDO

Tour 2   –        (585)  272-5609          Security/Tour Clerk/Supervisors


                        (585)  272-5604          Dispatch Desk

Tour 3  –         (585)  272-5758          Tour 3 MDO


                        (585)  272-5608          Tour 1 Supervisors

 We should expect more from Management at the Rochester P&DC, such as these phone numbers, as well as being notified through stand up talks when there is a Covid Positive in our building. Stay safe everyone and care for each other because it is quite obvious how much management cares for us.

                                                                        ROB STAHL,                                                                                    PRESIDENT

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New Emergency Leave for Covid-19

Effective March 12, 2021 postal employees are eligible for Emergency Federal Employee Leave (EFEL). The leave is available for the 8 qualifying reasons indicated below. Employees are entitled to up to 600 hours, and the eligibility period continues through September 30, 2021, or until funding for reimbursement is exhausted.

As more information becomes available it will be disseminated.

The following was received from the USPS concerning this recently passed legislation. (The American Rescue Plan Act – ARPA)

Good Afternoon 

Effective March 12, 2021,theAmerican Rescue Plan Act (Act) provides employees with up to 600 hours of paid Emergency Federal Employee Leave (EFEL).  This leave is available to employees beginning on March 12, 2021, and continuing through September 30, 2021—or until the funding established in the Emergency Federal Employee Leave Fund (Fund) for reimbursement is exhausted.  The leave is available to eligible employees who are unable to work due to one of eight qualifying reasons as summarized in the chart below: 

Emergency Federal Employee Leave 
Qualifying Reasons Leave Eligibility 
An employee is entitled to take EFEL related to COVID-19 if the employee is unable to work because the employee:    
(1) is subject to a Federal, State, or local quarantine or isolation order related to COVID-19.  
(2) has been advised by a health care provider to self-quarantine due to concerns related to COVID-19.    
(3) is caring for an individual who is subject to such an order as in (1) or has been so advised as in (2).
(4) is experiencing COVID-19 symptoms and seeking a medical diagnosis.
(5) is caring for the employee’s son or daughter if the school or place of care of the son or daughter has been closed, requires or makes optional a virtual learning instruction model, requires or makes optional a hybrid of in-person and virtual learning instruction models, or if the child care provider of the son or daughter is unavailable, due to COVID-19 precautions.
(6) is experiencing any other substantially similar condition.
(7) is caring for a family member with a mental or physical disability or who is 55 years of age or older and incapable of self-care, without regard to whether another individual other than the employee is available to care for such family member, if the place of care for such family member is closed or the direct care provider is unavailable due to COVID-19.
(8) is obtaining immunization (vaccination) related to COVID-19 or is recovering from any injury, disability, illness, or condition related to such immunization. 
All career and non-career employees, regardless of tenure, are immediately eligible for EFEL.     Full-time Employees can receive up to 600 hours of paid EFEL, capped at $2,800 per pay period.     Parttime Employees can receive up to the proportional equivalent of 600 hours, capped at a proportional equivalent of $2,800 per pay period. 
Other Considerations 
EFEL does not count as creditable service toward an employee’s retirement benefits.     Employees cannot contribute to Thrift Savings Plan (TSP) while on EFEL.    

As a reminder, the Postal Service provides an essential federal government service as part of the nation’s critical infrastructure.  Therefore, postal employees are generally not subject to Federal, State, or local quarantine or isolation orders related to COVID-19, so employees will generally not be eligible to use EFEL for qualifying reason (1) above.  Additionally, no substantially similar condition has been identified that would qualify an employee to use leave for qualifying reason (6) above.  

We are continuing to work the issues associated with implementation of these new leave requirements, and we anticipate receiving additional guidance from the Office of Personnel Management (OPM), which will administer the Fund, in the coming weeks.  In the interim, employees seeking to use EFEL should submit a PS Form 3971 indicating for which of the eight qualifying reasons they must take leave, and employees must affirmatively state that they are unable to work because of the qualifying reason. 

For now, this leave should be managed and trackedwithin the Enterprise Resource Management System (eRMS).  Timekeepers will be instructed to enter the interim hours code 086-21 in eRMS for all employees, and then verify the Administrative Leave is entered in the appropriate timekeeping system using either hours code 086-21 for City or DACA Code O for Rurals.  For immediate reference, attached is the timekeeping quick reference table.  

We will update you with additional instructions and guidance as our processes for managing this new leave are developed and implemented.  We ask that you sharethis information with yourteams as soon as possible, given that this leave will become available on March 12. 

Thank you for your support as we continue to prioritize the safety and well-being of our employees during this challenging time. 

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Covid Related Guidance

As this important battle continues, we recommend the following for any postal worker that has been exposed to COVID-19, is experiencing symptoms, or been diagnosed as COVID positive/presumptive positive:

• Follow the USPS policy as outlined in a multitude of stand-up talks, policy documents, and statements and stay home from work.

• Follow the USPS policy and report the diagnosis, exposure, or symptoms to the USPS.

• When reported, workers should ask management what next steps to take.

• When management initiates the action that the employee cannot report to work, workers should ask whether they will be placed on administrative leave.

• If management instructs and compels workers to use their own leave (sick or annual) a grievance should be filed documenting the fact circumstances of each case, including the date when management was notified, management response, name (s) of management officials involved and when and how exposure happened.  [ Leave slip should be filled out and the denied slip should be included in a grievance.]

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Pay Issues

Our national APWU was just notified less than 90 minutes ago of the following:


 I have been informed that some payroll checks for PP4 are delayed due to FedEx network/transportation issues.  This is impacting several Areas.  The checks may not be received at the destination office by payday, Friday, February 19. 

The field has been instructed that impacted employees will need to be issued a Salary Advance via AdjustPay.  The employee is entitled to the full amount of the check as listed on the payroll register.   

 I do not have a list of impacted facilities. 

 If you have any questions, please let me know.


 Shannon Richardson


Headquarters APWU Contract Administration

President Dimondstein has requested the list of impacted facilities and employees. Please note that Labor Relations is stating impacted employees are entitled to advances in the full amount of the check through AdjustPay.

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Union Meeting Tonight

Tonight @ 6 PM there is our Local Zoom Union meeting. Email if you want an invite.

Hope to see you there!

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Happy New Year!!

It’s not quite the new year, as it is December 28, 2020… but who is not in a hurry to get this year over with? I for one am done with 2020. Bring on a new year.

Good news for PSE Clerks in the 2 plants. Our national president, on Christmas eve, signed an MOU with the Post Office. Item # 1 in the MOU states, “The Postal Service will convert 5,524 PSEs to career status in 192 installations as identified by the Postal Service, consistent with the attached table. The conversions will occur no later than March 13, 2021.”  The “attached table” the item refers to shows that 33 PSE Clerks at the Jefferson Rd P&DC, and 8 PSE Clerks at the Lyell Rd NWP&DC, will be converted by March 13, 2021.  Congratulations to all of them as they will now have career jobs with career wages and benefits.

Many Coronavirus related MOU’s have been extended, most until March 26, 2021. The Liberal leave and change of schedule MOU is one of them.  The FFCRA has not been extended, or renewed, at this time. That relief is in the hands of Congress. I am hopeful that it will be renewed shortly into the New Year. It runs out December 31, 2020. We shall see what happens.

Local Union meetings will continue to be held over Zoom, the next one being January 21, 2021. Any member that would like an invite needs to send an email to me at and I will send you an invite to the meeting.

Please, everyone, wear your masks, and protect yourself and others… Dr. Fauci and President-elect Biden agree, the immediate future will be bad as Covid-19 cases increase due to the Holidays… Stay Safe!!!

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LMOUs have been added/available for viewing or download

It didn’t take nearly as long as I expected; I was able to upload all the LMOUs, create the list and add the links in a relatively short amount of time. As I get time i will add more to the website and hopefully be able to do frequent updates.

Tomorrow I plan on meeting with P&DC in-plant support regarding a few changes to residual vacancies, that should be going up on the next posting. They are proposing to remove express fill-in from a couple bids and make some other changes. We’ll see how that goes.

Stay Tuned

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The reset worked!!

So I wiped out the old website and it appears I am once again able to re-create and update the new one. With all the things on my to-do list, I will try to make this one as high a priority as possible, as I know more and more people get their news from the web, and I have been unable to send out proper newsletters lately.  I will start on getting the newly signed LMOU’s up, and reporting as often as I can on latest happenings in our local. Stay tuned!

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Refresh of database

I refreshed the database to attempt to fix some errors in being able to publish new content… stay tuned…..

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