This episode of From A to Arbitration focuses on a new "grievance of the month" – a case involving part-time flexible (PTF) employees and their potential conversion to full-time status. Corey begins by addressing listener feedback and announcing upcoming episodes on Act of God grievances and hour office time.

The central topic is a detailed examination of the legal precedents and required documentation for PTF maximization grievances. Corey meticulously dissects the relevant sections of the contract, the Employee Labor Relations Manual (ELM), and the Joint Contract Administration Manual (JCAM) to explain the specific criteria for converting PTF employees to full-time status, including specific language and references from applicable documents such as Article 7.3c, M-01069, M-00913, and M-01398.

A significant portion of the episode is dedicated to a breakdown of the required evidence. Corey emphasizes the importance of documentation, including detailed time records, leave requests, and other evidence supporting the PTF employee's regular work schedule over a six-month period.

He also addresses potential management arguments, highlighting the importance of countering management's likely stance on issues like leave, holidays, and seasonal periods to avoid jeopardizing the PTF employee's conversion request.

Corey also provides specific templates for grievance filing, including the structure of an issue statement, details of the necessary remedy, and a list of supporting documents to include in the case file. He then presents a specific arbitration award as a model for structuring such a grievance.

The discussion extends to include broader issues affecting the union, such as Corey's frustration with the union's leadership for not adequately supporting PTF grievances and the general lack of protection for letter carriers from management's aggressive tactics and policies. He urges listeners to continue challenging management's actions and to prepare for future battles. The overall message is about the need for a new, more proactive approach from union leadership.

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