Corey is discussing the 12 and 60-hour rule and how management is attempting to abuse it using new memos and the PET (Performance Engagement Tool) system. He stresses that the rule is absolute and that management cannot require carriers to work beyond those limits.

Corey also discusses the importance of filing grievances when management tries to force carriers to accept these new standards, highlighting previous cases where arbitrators have sided with the union. They emphasize the importance of challenging management practices that are based on flawed systems and that the union has the power to protect its members against such abuses.

Corey encourages carriers to be vigilant and to fight for their rights, reminding them that the 8190 grievance form is a powerful tool for protecting their time and pay. They also advise carriers to be aware of the tactics management might use to intimidate them, but to stand firm and continue to fight for what is right.

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Corey celebrates the one-year anniversary of their podcast, "From A to Arbitration," which focuses on educating letter carriers about their rights. They express gratitude to their guests and those who have supported them.

The main topic of this episode is PET, a performance engagement tool used by management to estimate carriers' daily workload and potentially discipline them if they don't meet the projected time. Corey argues that PET is a flawed system that does not take into account various factors, like weather conditions or the specific makeup of the mail, and is often used by management to unfairly penalize carriers.

Corey provides examples of grievances that have been filed against PET and won, and stresses the importance of educating carriers on their rights and how to challenge management practices based on PET. He also emphasizes that the union must be bold in fighting for its members' rights against these unfair practices.

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This episode focuses on route protection for letter carriers, specifically regarding the new scanners and the time standards associated with them. Corey discusses a PowerPoint presentation created by a fellow carrier, Steve Hedgecock, highlighting the problems with the new scanners and how they can be used to unfairly penalize carriers. He emphasizes that management is trying to cut time and that carriers should be aware of their contractual rights. He highlighted specific contractual provisions that can be used to fight against unfair practices, such as the requirement for management to provide all necessary equipment and the lack of a street standard for delivery time. He encourages carriers to be proactive in protecting their routes and to file grievances if they are treated unfairly.

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This episode focuses on protecting routes, addressing concerns about a new scanner's performance and potential issues with timekeeping and delivery accuracy. Corey emphasizes the importance of shop stewards in filing grievances to counter management's attempts to cut worker time and resources. Examples of recent scanner problems and managerial directives, such as a mandate against taking breaks during extreme heat, are cited as potential violations of worker rights and safety. Corey stresses the power of the grievance form 8190 as a crucial tool for addressing these issues and countering managerial pressure. Specific examples of past successful grievances regarding curbside delivery procedures, preventing carriers from working off the clock, handling packages, and resolving issues with carrier instructions are discussed to provide examples for listeners. Corey reiterates the need for shop stewards to be prepared and proactive in protecting workers' rights, emphasizing the importance of building a strong case file. The episode concludes with encouragement for listeners to use available resources, like the show's website and social media, to gain access to relevant information and support for their own efforts.

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This episode focuses on the issue of being charged with AWOL (Absent Without Leave) on a non-scheduled day. Corey explains that this is an impossible situation because you cannot be charged with AWOL if you are not scheduled to work that day.

He also discusses the importance of documenting any interactions with management, especially when it comes to requests for leave or when being accused of AWOL. He urges listeners to file grievances if management refuses to acknowledge their rights or if they are being treated unfairly.

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This episode focuses on the challenging topic of dealing with toxic coworkers in the workplace. Corey emphasizes that while addressing such issues is ideally management's responsibility, shop stewards sometimes need to intervene to protect their "flock." Corey highlights the Postal Service's Policy on Workplace Harassment, specifically Publication 552, as a resource for understanding management's obligations in maintaining a respectful work environment. Practical advice is provided on navigating difficult conversations with both management and the toxic coworker, including the use of written statements from affected employees, invoking relevant policies, and filing grievances when necessary. Ultimately, the episode underscores the challenging balance between protecting individual employees and advocating for the well-being of the entire workforce.

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This episode discusses ergonomics in the workplace, focusing on a 2014 grievance filed by Corey against management. Corey highlights the union's efforts to implement ergonomic policies, contrasting them with management's perceived disregard for worker safety, prioritizing cost-cutting over safety measures. The episode details numerous instances where management, despite agreements, failed to prioritize worker safety, leading to unsafe conditions. Corey details specific examples, like the removal of mail tubs and the use of wire cages, and Corey contends that these changes increased the risk of musculoskeletal disorders. The episode emphasizes Corey's focus on protecting their colleagues and the union's role in advocating for safety, as well as the documentation and evidence presented in the grievance. The episode concludes with Corey's frustration with management's indifference towards employee safety, Corey's assertion that workers are ultimately responsible for their safety, and the importance of workers standing up for themselves.

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This episode focuses on the importance of carrier safety, particularly in relation to heat-related illnesses.

Corey starts by wishing a happy retirement to his mentor, Lou Drass, whom he considers a juggernaut in the union world. He emphasizes the importance of mentorship and the need for strong leadership within the union.

Corey then dives into the topic of heat safety, using a recent grievance filed by a carrier as an example. The grievance stemmed from a station manager who told carriers they could only take one break in the heat, even during periods of excessive heat. This decision was challenged by the shop steward, and the DRT (Dispute Resolution Team) ultimately ruled in favor of the carrier.

The episode details several important M-documents and OSHA citations related to heat safety. M-document 1860 details a memorandum of understanding between the USPS and the National Association of Letter Carriers on heat abatement programs. OSHA citations regarding heat illness, including the definition of heat exhaustion and heat stroke, and the necessity to call 911 in case of a heat-related emergency, are also discussed.

Corey strongly encourages listeners to educate themselves about these documents and the relevant laws, and to be prepared to file grievances to protect their safety. He emphasizes that management often prioritizes numbers over safety and encourages carriers to always prioritize their own safety.

The episode is a powerful reminder of the need for union members to be informed and to stand up for their rights, particularly when it comes to protecting their health and well-being.

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This podcast episode features JB, who expresses concern about management overreach and emphasizes the importance of union education. JB criticizes management's reliance on flawed data systems like DOIS and PET for evaluating worker efficiency and approving overtime requests. He encourages listeners to be aware of their rights, including the right to grieve unfair treatment and to challenge management's use of these systems as the sole basis for disciplinary action or overtime approval. JB recounts his experiences challenging unfair management practices, highlighting the power of utilizing grievance procedures, and urges fellow postal workers to be proactive in protecting their rights. He concludes by advising listeners to stay informed about their rights, to document everything, and to stand together against unfair treatment.

JB starts @ 16 min

Dois/fixed office time @ 33 min

PET @ 55 min

3996/reporting requirements @ 1hr 30min

Red line policy @ 2hr 30 min

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This episode of From A to Arbitration, hosted by Corey, features a special guest, Mike Caref, a National Business Agent from Region 3. The episode begins with Corey talking about the upcoming episode, which will feature JB, a National Business Agent from Region 3, who will be discussing the DOIS, 3996, and the PET. Corey then goes on to talk about a couple of grievances that he has received about votes, shop stewards, and the process of voting on shop stewards. He discusses how he would recommend that the shop steward is present during the vote count, as a way to ensure transparency.

Corey then brings up a topic about CCAs being used to case mail on Sunday. He talks about how this is a grievance that he has experienced, but says it is a tricky one to handle. He then gives a personal anecdote about his experience with this issue, and how he had to file a grievance for the right to be able to touch each piece of mail to ensure that it was going to the correct address. He talks about how some of the carriers were spending four minutes per stop because of this, which is an unbelievable amount of time. He encourages listeners to contact him if they experience this issue.

The majority of the podcast features a discussion about the Mittenthal award, which was a landmark arbitration ruling. The ruling specifically dealt with the use of emergency placement, which is the practice of placing a letter carrier on non-duty, non-pay status, without pay, without first giving them written notice of the charge against them. This award was significant, because it clarifies the process that is required for the Postal Service to use emergency placement.

Mike Caref speaks in detail about the case, going through the specifics of the Mittenthal award, and then giving further detail from a subsequent arbitration ruling on the same topic. He goes into the steps that must be taken for the Postal Service to utilize emergency placement, and also the necessary details that should be included in the written notice given to the employee.

The podcast ends with reiterating that emergency placement is discipline, and not administrative action. He then encourages listeners to educate themselves about the topic and make sure that they are familiar with the rules and regulations that govern their work.

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