This episode of From A to Arbitration covers a variety of topics, including fan mail, personal experiences, and a detailed analysis of a specific arbitration case. Corey initially apologizes for a technical issue that caused an earlier episode to be deleted.

The main theme of the episode is Corey's frustration with the current union leadership and management's actions, focusing on the aggressive tactics used to pressure and control letter carriers. Corey specifically discusses the lack of accountability within the union and the disregard for letter carriers' rights. He highlights the need for education and advocacy to counter management's initiatives.

He dedicates time to fan mail, including a response to a critical listener who accused him of making a homophobic remark. He uses the occasion to explain his personal experience with the difficulties of discussing his son's sexual orientation. His message emphasizes unconditional love and understanding.

The episode then delves into the detailed analysis of an arbitration case where Corey highlights serious due process violations by management, including a concurring official who was heavily involved in the investigation and later acted as the formal step-a designee. Corey points out inconsistencies and inaccuracies in the manager's statements and actions as significant flaws in the arbitration process. He argues that the arbitrator's decision in this case is problematic due to these violations and the fact that the charges were not properly investigated or related to letter carrier duties.

Corey further criticizes the union leadership for not adequately addressing these issues and for allegedly hiding information from the membership. He concludes by emphasizing the importance of Publication 552 (the Postal Service's policy on workplace harassment) in future arbitration efforts and previews the next episode dedicated to a detailed analysis of Publication 552.

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This episode of From A to Arbitration features a lengthy discussion on the "one-hour office time" policy and how letter carriers can fight back, delivered primarily by guest JB. The episode also touches upon personal matters (a baseball season and regional training) and upcoming guests (David Noble).

JB's segment covers the importance of letter carriers' reporting requirements (M41) and how to document situations where more than eight hours are needed for route completion (using PS Form 3996 and 1571). He emphasizes the importance of maintaining accurate records (e.g., carrier daily performance reports, PS Form 1838c, route information card, and Doist reports) to prove to arbitrators that management's one-hour policy is unrealistic and unsupported by the current contract and handbooks.

JB argues that the policy, if implemented, represents a violation of the contract and is a form of intimidation and harassment. He provides specific examples of how letter carriers' time is being violated and the need to collect documentation, including interviews and questionnaires, to demonstrate the issues. He advises that carriers request a detailed response from management, including the basis for the denial and instructions on how to proceed if mail volumes exceed the one-hour time frame. Key points include the documentation needed (e.g., PS Form 3996, curtailment slip) and that the projected time is not a contractual commitment but an estimation. Corey then discusses a recent arbitration case in Billings, Montana (Arbitrator Zane Lumley, case number C-36429), showcasing a precedent for fighting this type of policy, where the arbitrator sided with the union and ordered management to cease the practice, highlighting violations of the agreement in the process. The episode concludes with Corey re-emphasizing the importance of documentation, preparation, and union solidarity in challenging management's unreasonable expectations. Corey also announces a planned future episode dedicated to Publication 552 and the IMIP process.

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This episode of From A to Arbitration previews a forthcoming episode with guest JB, focusing on the "one-hour office time" policy. Corey discusses a recent Zoom meeting on "Building a Fighting NALC," highlighting the importance of unity and collective action within the union.

Corey emphasizes the current precarious position of the NALC, critiquing the union leadership's perceived lack of leadership and engagement with the issues facing letter carriers on the workroom floor. He contrasts this with the need for a strong, proactive leadership that actively represents and mobilizes members. He connects this to the theme of love and unity within the union, suggesting that members must support each other despite disagreements.

Corey discusses the importance of social media and existing podcasts like Fed Up as tools for members to engage in discussions about union issues. He critiques the current leadership, comparing them to a leader in a battlefield scene who refuses to fight. He suggests that the current leadership lacks the necessary understanding and experience with the practical day-to-day issues faced by letter carriers, resulting in management's aggressive and unsupported implementation of the one-hour office time policy.

Corey also criticizes the union for not having a contract, and implies this weakness is contributing to the problems faced by letter carriers. He discusses the importance of proactive responses to management's actions, citing the need to collect and use evidence (like documented work hours, interviews, and questionnaires) to demonstrate the unreasonableness of management's one-hour policy. He encourages members to be vigilant and united in their approach. He also announces the upcoming episode's focus on Publication 552 and the IMIP process, as well as a planned episode analyzing a recent arbitration case Corey lost. He concludes by reiterating his love for the letter carriers and his commitment to fighting for their rights, advocating for a more unified and aggressive stance by the union.

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This episode of From A to Arbitration is a passionate critique of the current union leadership, specifically targeting the perceived inaction and lack of accountability of the union president and executive vice president. Corey expresses frustration with the union's handling of recent issues and the lack of support for letter carriers on the workroom floor.

The episode opens with a quote from Lord Acton about the corrupting influence of power, directly referencing Corey's concerns about the union's leadership. Corey reviews the Weir Report, criticizing the lack of transparency surrounding the report's findings and the union's failure to inform members about these issues. He criticizes union leaders who knew about the report's content but did not act, arguing that they should be held accountable for dereliction of duty.

He uses the example of shop steward Susie Miller, whose case highlighted the union's failure to support members. Corey further critiques the union's handling of issues regarding the implementation of the one-hour office time policy and the conflict this creates with carriers' contractual rights, their perceived lack of response to issues involving carrier harassment.

Corey calls out the union's leadership for their perceived lack of resolve, cowardice, and inaction, stating that this environment empowers management to further exploit letter carriers. He decries the lack of support for letter carriers and the lack of protection against what he sees as management's harassment tactics.

The episode continues with a discussion of the sorting and delivery centers (S&DCs) consolidation plans, where Corey supports a resolution from NALC Branch 3 to oppose the implementation. He advocates for a united front and calls for the mobilization of letter carriers to support the opposition.

The episode further discusses a recent arbitration case win, highlighting the importance of thorough documentation in grievance cases, using Jason Crosby's work as an example of effective case preparation. He emphasizes the need for stewards to effectively investigate and document employee grievances. Corey also features a special guest, arbitrator Troy Swallow, who discusses the circumstances surrounding his removal from arbitration duties. The special guest is critical of the process and the actions of union leadership.

Corey concludes with a call to action, reiterating his commitment to letter carriers and advocating for a unified, assertive stance against management's actions, emphasizing the need for a new leadership team that prioritizes the letter carriers' needs. He also previews future episodes on Publication 552 and the outcome of the recent arbitration case. A central theme is the importance of actively fighting against management's unreasonable practices through well-documented grievances and a unified front among the letter carriers.

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This episode of From A to Arbitration continues the discussion of the Weir Report, focusing on the "heroes" and "zeros" (or "studs" and "duds") within the union during the period covered by the report. Corey dissects the actions and reputations of various individuals, including former President Rolando, Paul Barner, Eddie Davidson, and others.

Corey praises figures like Barner for stepping up during a period of crisis and criticizes others (like Rolando) for perceived failures to act or disseminate information properly, implicitly highlighting the lack of transparency within the union. Corey argues that those who knew of the president's issues but didn't inform members were in dereliction of their duties and should face accountability. He suggests that this lack of transparency and accountability significantly undermined the union's position.

Corey links the discussion to Lord Acton's quote on the corrupting nature of power, asserting that the union's current leadership has become overly focused on maintaining their positions rather than representing the letter carriers' interests. He criticizes the union for hiding information from members, and implies this action may have influenced the outcome of the recent election.

The episode concludes with a detailed discussion of specific charges within the Weir Report. This includes a significant segment examining a case of alleged misconduct against a union vice president (James Henry) where the union president allegedly did not meet with Henry to clear up rumors about him, despite Henry's attempts to schedule a meeting. Corey strongly condemns this behavior and argues that such failures to address allegations against union members damage the union's integrity.

Corey previews a forthcoming episode on Publication 552 (the Postal Service's policy on workplace harassment) and a discussion of a past arbitration case loss. He also announces a Zoom meeting on building a "fighting NALC" and discusses the importance of unity among members to effectively address the ongoing issues within the union. The discussion ends by urging members to be ready for change and to mobilize in support of those representing the letter carriers effectively.

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This episode of From A to Arbitration details the first part of the Weir Report, an investigation into charges against union president Brian Renfroe. Corey, discusses the report's findings, focusing on the president's alleged absences from regional meetings, lack of preparation for contract negotiations, and a 2018 DUI.

Walton begins by recounting his recent travel experiences and then presents the context of the Weir Report, stating that the report is a documented record of the investigation into charges against Renfroe and a crucial piece of information for the letter carriers. He emphasizes that the report is the letter carriers' property, given they funded the investigation, and argues that the union's refusal to provide it is a serious failure in transparency.

He contrasts the current union's approach with previous practices, criticizing the current leaders' opaque handling of the situation. The episode extensively analyzes Renfro's alleged absences from regional wrap sessions and the subsequent disruption of training. Specific examples are given of Renfro's absences and the actions of other union officials during these instances, highlighting the chaotic management and unclear communication. The episode also dissects Renfroe's 2018 DUI, presenting supporting documentation like police reports and DMV records, demonstrating Renfroe's alleged violation of the union's driving policy and potentially exposing the union to legal liability. Corey points out Renfroe's alleged failure to disclose this incident to the union.

Corey emphasizes the importance of the report, stressing that its disclosure is a fundamental right of the letter carriers. He also outlines the potential consequences of management's failure to address these issues and predicts potential retaliation against members who might challenge the current leadership. Corey ends by previewing the second part of the Weir Report for the next episode. The central themes are Corey's frustration with the union's perceived opacity, the documented failures of the union president, and the importance of members knowing the full context of the situation.

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This episode of From A to Arbitration is a highly critical assessment of the current union leadership, particularly the union president and executive vice president, and their handling of the DRT (Dispute Resolution Team) and other union matters.

Corey begins by announcing upcoming episodes and a special guest. He emphasizes the importance of Publication 552 and the need to hold management accountable, citing examples of past and ongoing issues.

A central theme is Corey's deep concern about the union's leadership, suggesting they may be either incompetent or actively working with management. He discusses several instances where union leadership appears to be failing to represent the letter carriers' interests, especially regarding the DRT. This includes a specific example of a letter from members expressing frustration over a new DRT policy that seems to favor management, potentially to the detriment of the union's ability to resolve grievances.

Corey argues the union leadership is not upholding their duties, highlighting their inaction on critical issues like non-compliance with contractual agreements and the rampant use of memos (such as those establishing load time limits) to bully and harass letter carriers, especially those in smaller stations who are less aware of their rights. He presents examples and supporting documentation, including case file excerpts, to substantiate his claims.

Corey criticizes the current leadership for what he perceives as inaction, citing their lack of response to member concerns and their failure to protect letter carriers from management's aggressive tactics and monitoring of their work. He condemns the lack of education and support for the letter carriers, and predicts trouble for the union's leadership in the upcoming election.

The episode ends with Corey predicting a potential leadership shift in the union and urging members to remain active and informed. He emphasizes the need for members to unite and fight back, highlighting the importance of the upcoming Zoom meeting.

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This episode of From A to Arbitration is a passionate call for members to adopt a more aggressive stance against management and within the union, emphasizing the need for a change in leadership. Corey begins by apologizing for technical difficulties and immediately shifts to discussing recent arbitration cases.

Corey critiques the union's handling of these cases, noting missed opportunities to make compelling arguments against management. He emphasizes the need to be proactive and assertive rather than passive, urging a "lions doing lion type shit" approach in all future union dealings. He contrasts the current leadership's style with a more forceful approach that he advocates for.

A significant portion of the episode is dedicated to a discussion of the importance of procedural due process, using examples from specific arbitration cases to illustrate how management may be violating those processes. Corey meticulously details specific examples of how the investigating, requesting, and concurring officials were all involved in previous stages of the grievance procedure, arguing that this lack of independent review is a procedural violation that should be used in future cases.

Corey then analyzes the memos and policies established by management, arguing that these documents explicitly state a commitment to workers' rights but are not being followed in practice. He points out instances where management has not adhered to this commitment in multiple documented grievances, highlighting the disconnection between policy and practice. He challenges the current leadership on their role in enabling these violations.

He also responds to listener concerns about his personal financial handling of donations from shirt sales, assuring listeners that all proceeds go to designated charities. The episode ends by reiterating the need for a unified and assertive approach to challenging management and advocating for a new leadership ticket. Corey also previews future episodes, focusing on Publication 552 and possible audio from union meetings.

Zumas C-10679

Rentfro C-01030

Morris C-36185

Bahakel C-28072

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This episode concludes the four-part "Memphis Mini-Series" on From A to Arbitration, focusing on the closing arguments and arbitrator's award in a complex arbitration case. Corey begins by summarizing the series' purpose, emphasizing the practical insights it provides into arbitration proceedings.

He then previews upcoming episodes, detailing plans to dissect management's tactics and advocate aggressively against them. This theme of proactive and assertive action against management permeates the discussion.

Walton highlights missed opportunities for powerful arguments in the recent arbitration cases, emphasizing procedural due process violations by management. He meticulously dissects the process, focusing on how the same individuals who initiated the discipline also participated in the grievance procedures, creating bias and jeopardizing the accused's rights. This includes specific instances where Corey criticized management's handling of information requests, lack of transparency in handling accusations, and their refusal to follow their own policies.

The episode then focuses on the arbitrator's award, which partially upholds the union's position. He points out specific language in the award that he uses to demonstrate the union's success in highlighting management's failures and lack of compliance with their own procedures and policies. Corey critiques the overall handling of the case and calls out specific individuals in management for their inaction and lack of accountability.

A significant portion is dedicated to explaining that the arbitrator's ruling was based on a recognition of ongoing systemic issues in the Memphis installation. The arbitrator's award included remedies like a conflict resolution committee to address the persistent problems. Corey strongly criticizes management's resistance to these measures and highlights the union's position that they've provided multiple avenues for resolution but were denied.

The episode concludes with a powerful call to action, emphasizing the need for a unified and aggressive stance from the union against management's perceived abuses, as Corey vows to continue advocating for letter carriers, predicting a future of heightened conflict and demands for accountability, and previews future episodes dedicated to dissecting management's policies and tactics.

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This episode of From A to Arbitration continues the "Memphis Mini-Series," focusing on the formal step A meeting in an arbitration case. Corey begins by acknowledging a listener (Vorty) and discussing improvements to the podcast's production quality.

He previews upcoming topics, including a special guest next week and a focus on aggressively challenging management, highlighting his belief that management is intentionally undermining the union and letter carriers. He emphasizes the importance of assertive advocacy in union dealings.

The episode delves into the formal step A meeting's details, emphasizing the importance of careful preparation and thorough questioning of management's representatives. Walton criticizes the formal representative's handling of the case, highlighting instances where the representative's testimony contradicts evidence presented in the case file. He argues the representative was not adequately prepared for the meeting and thus acted in bad faith, and demonstrates the lack of independent investigation and corrective action by management.

Walton stresses the importance of procedural due process, emphasizing the point that management's failures at earlier stages of the grievance process directly contributed to the ongoing issues and that a strong union advocate will seize upon these procedural flaws to discredit management's case. He demonstrates his mastery of the legal framework, citing specific articles and sections of the JCAM and relevant handbooks, and uses these to show how the current leadership is failing to fulfill its responsibilities. He argues that the current leadership is knowingly undermining the union, enabling a hostile work environment, and that this requires aggressive advocacy.

The episode concludes with Corey highlighting a series of documented failures in management's handling of grievances and their reported lack of adherence to their own procedures and policies, illustrating how these failures affect union procedures and the union itself. He foreshadows further assertive action against management in future episodes, further reiterating his aggressive stance and highlighting the need for a unified front from the city letter carriers to counter management's actions.

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