In Solidarity Podcast

Episode 19: Understanding Article 16.7 Emergency Placement takes a detailed look at one of management’s most severe and immediate actions—removing a letter carrier from duty without pay under the emergency procedures of Article 16.7 of the National Agreement. Cliff and Armando break down the contractual circumstances that can justify an Emergency Placement, the requirement that the situation truly warrant immediate action, and the important distinction between Emergency Placement and ordinary corrective discipline. We also discuss why Article 16.7 cannot simply become a shortcut for management to send an employee home whenever allegations are serious, emotions are high, or a supervisor is angry.

For shop stewards, the episode focuses on how to investigate, challenge, and grieve an improper Emergency Placement, including the questions to ask, documents and evidence to request, management’s burden for invoking the emergency procedure, and the importance of examining what actually existed at the moment the carrier was removed from duty. Most importantly, we discuss the ultimate objective when Article 16.7 has been improperly applied: get the carrier back to work, recover all lost wages and benefits, and make the employee whole. Emergency Placement is an extraordinary contractual procedure—and understanding its limits is essential to protecting letter carriers from being unnecessarily and improperly deprived of their livelihood.

In Episode 18 of the In Solidarity Podcast, “Understanding Article 16’s Just Cause Principles,” Cliff and Armando take a detailed look at one of the most important protections contained in the National Agreement: management may not discipline or discharge a letter carrier except for just cause. We discuss Article 16’s fundamental requirement that discipline should be corrective rather than punitive and explain why management bears the burden of establishing a fair and provable justification for disciplinary action.

We break down the six Just Cause principles used by labor arbitrators and incorporated into the Joint Contract Administration Manual and USPS disciplinary guidance. Is there a rule? Is the rule a reasonable rule? Is the rule consistently and equitably enforced? Was a thorough and investigation completed? Was the severity of the discipline reasonably related to the infraction itself and in line with that usually administered, as well as the seriousness of the employee's past record? Was the disciplinary action taken in a timely manner? We also briefly explore the history of Just Cause including the influence of labor arbitrator Carroll R. Daugherty, whose well-known approach to Just Cause helped give generations of union representatives a practical framework for examining whether discipline can withstand scrutiny.

Most importantly, this episode approaches Just Cause from the perspective of the shop steward defending a letter carrier as well as the carrier understanding what arguments may be used in their defense. We discuss how to evaluate management’s Letter of Charges for Just Cause , taking it apart piece by piece, investigate the facts, identify weaknesses in management’s case, develop the grievance record, and connect the evidence to Article 16’s contractual protections. Whether you are an experienced steward, a new representative learning the grievance procedure, or simply a letter carrier who wants to better understand your rights, Just Cause is the foundation of defending members against unjust discipline and understanding it makes us all stronger in the grievance arbitration procedure.

Episode 17: Do I Need a Doctor’s Note? Understanding ELM 513 Sick Leave Requirements & What Is Acceptable Medical Documentation tackles one of the most common—and often misunderstood—issues facing letter carriers: when can management require medical documentation for sick leave, and what does that documentation actually need to say? Cliff and Armando break down ELM 513, including the rules surrounding absences of three days or less, absences exceeding three days, restricted sick leave, and circumstances where management may request documentation when it believes the interests of the Postal Service require it. Most importantly, we discuss the difference between simply proving that you visited a doctor and providing documentation that actually supports an employee's incapacity to perform their duties.

The episode also gives letter carriers and shop stewards practical guidance for avoiding preventable problems. We discuss what may constitute acceptable medical documentation, communicating clearly with medical providers about documentation needs, protecting confidential medical information, and what stewards should investigate when management improperly demands documentation or denies sick leave. The goal isn't to encourage unnecessary doctor's visits—it's to help carriers understand exactly what the rules require, what management may legitimately request, and how to protect their contractual rights when they're sick. Know the language, document appropriately, and enforce the contract.

In Episode 16 of the In Solidarity Podcast, Armando and Cliff break down one of the most valuable tools available to shop stewards when investigating grievances, the TACS Carrier Everything Report.

We explain what these reports contain, how to read and understand the various information they provide, and why TACS records can be critical evidence when investigating overtime, clock rings, work-hour disputes, pay issues, and potential contractual violations. Whether you're a new steward learning the grievance process or an experienced representative looking to sharpen your investigative skills, understanding TACS can help you turn raw timekeeping data into meaningful evidence that tells the story.

Better information builds better grievances and knowing how to read the records is where it starts.

Episode 15: Article 8 Continued takes a deeper dive into one of the most misunderstood provisions of the National Agreement by exploring the Letter Carrier Paragraph, the Rule of Reason, and the critical role of auxiliary assistance under Article 8. Cliff and Armando explain why not every overtime issue automatically becomes a grievance and why understanding the precise language of the contract is essential before concluding that a violation has occurred.

Using the 2025 JCAM and the language of Article 8, this episode breaks down what auxiliary assistance actually means, when management is obligated to seek it, and how those concepts apply in real-world situations. The discussion also focuses on the investigative role of shop stewards, including the document requests, records, and evidence that should be obtained before determining whether management violated the National Agreement. Whether you're a letter carrier trying to understand your rights or a steward learning how to properly investigate overtime disputes, this episode emphasizes that the key to winning Article 8 cases begins with understanding the language of the contract and conducting a thorough investigation before reaching a conclusion.

Episode 14: Article 8 Basics, History, Posting, and M-02011 explores one of the most important provisions of the National Agreement governing letter carrier work hours and overtime. Join Cliff and Armando as they trace the evolution of Article 8, explain its fundamental principles, discuss route posting and scheduling, and break down the significance of National Settlement M-02011. Whether you're a new letter carrier, experienced steward, or union activist, this episode provides a strong foundation for understanding your contractual rights and the protections that have been built through decades of collective bargaining and solidarity.

EPISODE 13: Technological Supervision 2 Defense Against Tech-Based Discipline, M39, M01664 & M01769.

Episode 13: Technological Supervision – Part 2 builds on the foundation established in Episode 12 by shifting the focus from understanding technological supervision to defending against technology-based discipline. Cliff and Armando take a practical, steward-focused approach to challenging discipline based on MDD scanner data, GPS tracking, stationary event reports, and other electronic metrics. This episode explores why scanner data is only one piece of evidence, how "bad data" can create misleading conclusions, and why technology can never replace proper supervision, a thorough investigation, or the principles of just cause.

Drawing from the M-39 Handbook, National Settlement M-01664, and National Settlement M-01769, we discuss the contractual limits on management's reliance on technology, how to identify weaknesses in scanner-based accusations, and the evidence stewards should request when building winning grievances. Whether you're a letter carrier looking to protect yourself from improper discipline or a steward seeking stronger grievance strategies, this episode provides practical guidance, contractual insight, and proven advocacy techniques to ensure that people with accountability and a moral compass—not computers—remain at the center of the disciplinary process. Knowledge is your greatest defense, and solidarity remains our greatest strength.

Episode 12: Technological Supervision dives into increasingly important and misunderstood issues facing letter carriers today—the increasing use of technology to monitor, measure, and discipline employees. Join Cliff and Armando as they discuss MDD scanners, GPS tracking, stationary events, and the dangers of bad data and technological supervision. Learn why scanner data is often incomplete, inaccurate, and incapable of telling the whole story of a carrier's workday. We also break down common management accusations surrounding stationary events and provide practical strategies for protecting yourself through documentation, communication, and enforcing your contractual rights. The letter carrier craft's best protection is the postal service's handbooks and manuals particularly Handbook M-39 Management of Delivery Services that details management's responsibility beyond the hi-tec tools at their disposal. This episode is essential listening for every 21st century letter carrier and steward navigating the modern workplace, because technology should be a tool to assist employees—not a substitute for proper supervision, due process, and just cause.

Episode 11: Understanding Holiday Rules, Scheduling, and Leave Exchange | In Solidarity Podcast

The holidays should be a time to spend with family and friends—not a time to wonder whether management scheduled you correctly. In Episode 11 of the In Solidarity Podcast, Cliff Dodd and Armando Pedreira break down the often-confusing rules that govern holiday scheduling under Articles 11 and 30 of the National Agreement, along with the critical role your Local Memorandum of Understanding (LMOU) plays in determining holiday assignments.

In this episode, we explain the purpose of Article 11, who is entitled to holiday pay, and how management must determine staffing for holidays. We walk through the different holiday pecking orders of different locals and the JCAM, discussing the proper sequence for scheduling full-time regulars, part-time flexibles, and other employees, while highlighting common contractual violations that frequently result in grievances.

We discuss how different local agreements allow carriers to maximize their time off around holidays. Because every LMOU is unique, we discuss why every letter carrier and steward should become familiar with their local language and how those negotiated provisions can significantly impact holiday scheduling and leave opportunities.

We also take a look at Annual Leave Holiday Exchange (Article 11.4.B.) provisions so whether you're a new letter carrier trying to understand your rights or an experienced steward preparing to enforce the contract, this episode provides practical guidance, real-world examples, and a union-focused perspective on protecting contractual rights during the holiday scheduling process.

Topics include:

* Article 11 holiday provisions
* Article 30 and LMOU holiday scheduling language
* The holiday pecking order explained
* Holiday scheduling and common management errors
* Annual Leave Holiday Exchange (where applicable)
* Frequently misunderstood holiday rules
* Tips for identifying potential grievances

Knowledge is power, and solidarity is strength. Join us as we continue our mission of educating, informing, and empowering letter carriers through contract education and practical workplace training.

In Solidarity Podcast is proudly produced by the members of NJ Merged Branch 38, NALC. If you enjoy the episode, please like, subscribe, and share it with a fellow letter carrier, steward, or union activist. Together, we build stronger carriers, stronger stewards, and a stronger union.

Episode 10: Bringing It Back to the Basics is a follow-up to our popular Episode 6: Communicating Time Needs, taking the conversation one step further by answering an important question every letter carrier eventually faces: What happens when management denies the overtime necessary to complete your assignment? Co-Hosts Cliff and Armando walk through the contractual principles and practical steps carriers should take to protect themselves from potential accusations of unauthorized overtime while still fulfilling their obligations as professional letter carriers. In this episode, we again discuss the importance of accurately communicating your projected workload using PS Form 3996 and RIMS messages, the proper use of PS Form 1571 to document curtailed mail but we go a step further and detail management's responsibility to give proper instructions, use of the PS Form 1017-B, and the Handbook F-21 in documenting operational decisions. We explain why carriers should never work unauthorized overtime or off the clock, how to respond when overtime is denied, and why management—not the carrier—is responsible for making delivery and operational decisions. Using real-world examples, we emphasize the importance of following instructions as given, documenting everything, and returning undelivered mail and parcels, when necessary, rather than exposing yourself to discipline by working beyond your authorized time. This episode reinforces that professionalism means protecting both the mail and your contractual rights. Whether you're a new letter carrier, a seasoned veteran, a shop steward, or a union activist, this episode provides practical guidance you can use every day on the workroom floor. Understanding your rights, communicating effectively, and documenting management's decisions are essential tools for protecting yourself, enforcing the National Agreement, and ensuring accountability in the workplace. Knowledge is power. Documentation is protection. Solidarity is strength. Prior to watching this Episode, please make sure to watch Episode 6: Communicating Time Needs, PS Form 3996, 1571 and Rims Messaging for a more complete understanding of these issues