This episode of From A to Arbitration centers on Corey's critique of management's use of data-driven tools to monitor and manage letter carriers, particularly concerning a new system called CDPOM (City Delivery Pivoting Opportunity Model). Corey begins by acknowledging recent listener feedback and previews future episodes on emergency placement cases.

The episode's core focus is Corey's contention that management is using tools like CDPOM, which relies on historical data from DOIS (Delivery Operations Information System) and PET (Performance Enhancement Tool) to project and manage carrier workloads, in an overly aggressive manner that disregards carriers' rights. Corey emphasizes the perceived double standard: while carriers face discipline for deviations from projected times, management isn't held accountable for potential errors or inconsistencies in those projections. He argues that these practices create a hostile work environment.

The episode provides a deep dive into several arbitration precedents. Corey meticulously dissects contractual provisions (specifically Article 41 and relevant sections of the JCAM and the M-39 handbook) to emphasize how these tools violate established contract language regarding workload, leaving carriers with little recourse but to grieve such actions.

He also discusses how management is using existing systems (like 1838C mail counts) as a means of intimidation and control, rather than for fair evaluation. This highlights Corey's concern that the union is allowing these practices to go unchecked. He further decries the union leadership's perceived lack of engagement and education regarding these issues, and Corey's dissatisfaction with the current leadership's response in proactively defending letter carriers.

The discussion extends to the general issue of the NALC's handling of grievances and the broader need for stronger advocacy at every level of the union. Corey emphasizes the importance of proactive grievance filing and challenges members to be more vigilant about their rights and to demand a more assertive leadership position. He concludes by highlighting the need for a more assertive and aggressive stance within the union and previews upcoming episodes on this subject and others.

Clarke C-28556 a&b

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