RCAM Rural Contract Administration Manual PDF March 2024

RCAM Rural Contract Administration Manual United States Postal Service and National Rural Letter Carriers' Association March 2024 USPS-NRLCA Joint Rural Contract Administration Manual Table of Contents INTRODUCTION...........................................................................................................8 PREFACE.....................................................................................................................8 PREAMBLE..................................................................................................................8 ARTICLE 1 UNION RECOGNITION.................................................................................9 Section 1. Union..................................................................................................................9 Section 2. Exclusion.............................................................................................................9 Section 3. Facility Exclusions................................................................................................9 Section 4. Definition............................................................................................................9 Section 5. New Positions......................................................................................................9 Section 6. Performance of Bargaining-Unit Work................................................................10 ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS................................................. 10 Section 1. Statement of Principle.......................................................................................10 Section 2. Discrimination Grievances..................................................................................10 ARTICLE 3 MANAGEMENT RIGHTS............................................................................. 10 ARTICLE 4 TECHNOLOGICAL AND MECHANIZATION CHANGES.................................... 11 Section 1. Statement of Principle.......................................................................................11 Section 2. Advance Notice.................................................................................................11 Section 3. Resolution of Differences...................................................................................11 Section 4. New Jobs...........................................................................................................11 ARTICLE 5 PROHIBITION OF UNILATERAL ACTION...................................................... 12 ARTICLE 6 NO LAYOFFS OR REDUCTION IN FORCE...................................................... 12 ARTICLE 7 EMPLOYEE CLASSIFICATIONS..................................................................... 12 Section 1. Career Employees..............................................................................................12 Section 2. Substitute Rural Carriers, Rural Carrier Associates, Rural Carrier Reliefs and Assistant Rural Carriers........................................................................................................12 ARTICLE 8 HOURS OF WORK...................................................................................... 13 Section 1. Work Week.......................................................................................................13 Section 2. Work Schedules.................................................................................................13 Section 3. Hourly Basis.......................................................................................................13 Section 4. Guarantees........................................................................................................14 Section 5. Relief Day Worked.............................................................................................14 2 USPS-NRLCA Joint Rural Contract Administration Manual Section 6. Wash-up Time...................................................................................................17 Section 7. Changes in Number of Delivery Days..................................................................17 ARTICLE 9 COMPENSATION, SALARIES, AND WAGES.................................................. 17 Section 1. Salaries and Wages............................................................................................17 Section 2. Compensation, Allowance, and Fees..................................................................20 ARTICLE 10 LEAVE..................................................................................................... 42 Section 1. Leave Funding....................................................................................................42 Section 2. Annual Leave.....................................................................................................42 Section 3. Sick Leave..........................................................................................................43 Section 4. Saturday Leave..................................................................................................43 Section 5. Leave for Substitutes and Rural Carrier Associates..............................................44 Section 6. Leave for Part-time Flexible Rural Carriers and Auxiliary Carriers........................ 44 Section 7. Leave Submission…………………………………………………………………………………………..45 ARTICLE 11 HOLIDAYS............................................................................................... 45 Section 1. Holidays Observed.............................................................................................45 Section 2. Payment............................................................................................................45 Section 3. Part-time Flexible Rural Carriers, Substitute and Auxiliary Carriers...................... 46 ARTICLE 12 PRINCIPLES OF SENIORITY, POSTING, AND REASSIGNMENT..................... 47 Section 1. Probationary Period...........................................................................................47 Section 2. Rural Carrier Seniority........................................................................................47 Section 3. Rural Carrier Posting..........................................................................................50 Section 4. Rural Carrier Temporary Reassignments.............................................................58 Section 5. Rural Carrier Reassignments..............................................................................59 ARTICLE 13 ASSIGNMENT OF ILL OR INJURED EMPLOYEES......................................... 63 Section 1. Assistance for Employees...................................................................................63 Section 2. Federal Employees’ Compensation Act...............................................................64 Section 3. No Light Duty Assignments................................................................................64 ARTICLE 14 SAFETY AND HEALTH............................................................................... 64 Section 1. Responsibilities..................................................................................................64 Section 2. Cooperation......................................................................................................64 Section 3. Local Safety Meeting..........................................................................................65 ARTICLE 15 GRIEVANCE AND ARBITRATION PROCEDURE........................................... 65 Section 1. General Policy...................................................................................................65 3 USPS-NRLCA Joint Rural Contract Administration Manual Section 2. Definition..........................................................................................................65 Section 3. Procedure..........................................................................................................66 Section 4. Grievance Procedure — General.........................................................................71 Section 5. Arbitration........................................................................................................72 ARTICLE 16 DISCIPLINE PROCEDURE.......................................................................... 74 Section 1. Statement of Principle.......................................................................................74 Section 2. Letter of Warning..............................................................................................76 Section 3. Suspensions.......................................................................................................76 Section 4. Discharge or Crime Situation..............................................................................77 Section 5. Emergency Procedure........................................................................................77 Section 6. Review of Discipline...........................................................................................78 Section 7. Veterans’ Preference.........................................................................................78 Section 8. Employee Discipline Records..............................................................................79 ARTICLE 17 REPRESENTATION................................................................................... 79 Section 1. Stewards...........................................................................................................79 Section 2. Appointment of Stewards..................................................................................79 Section 3. Rights of Stewards.............................................................................................80 Section 4. Payment of Stewards.........................................................................................80 Section 5. Union Participation in New Employee Orientation..............................................81 Section 6. Checkoff............................................................................................................81 ARTICLE 18 NO STRIKE............................................................................................... 83 Section 1. Statement of Principle.......................................................................................83 Section 2. Union Actions....................................................................................................83 Section 3. Union Liability...................................................................................................83 Section 4. Legal Impact......................................................................................................83 ARTICLE 19 HANDBOOKS AND MANUALS.................................................................. 83 Section 1. Statement of Principle.......................................................................................83 Section 2. Initial Notice of Proposed Changes.....................................................................83 Section 3. Final Notice and Arbitration...............................................................................83 ARTICLE 20 PARKING................................................................................................. 84 Section 1. Existing Parking Program...................................................................................84 Section 2. Parking Security.................................................................................................84 Section 3. Priority Parking..................................................................................................84 4 USPS-NRLCA Joint Rural Contract Administration Manual ARTICLE 21 BENEFIT PLANS....................................................................................... 84 Section 1. Health Benefits..................................................................................................84 Section 2. Health Benefit Brochures...................................................................................85 Section 3. Life Insurance....................................................................................................85 Section 4. Retirement........................................................................................................85 Section 5. Injury Compensation..........................................................................................85 ARTICLE 22 BULLETIN BOARDS.................................................................................. 85 ARTICLE 23 RIGHTS OF UNION OFFICIALS TO ENTER POSTAL INSTALLATIONS............. 85 ARTICLE 24 EMPLOYEES ON LEAVE WITH REGARD TO UNION BUSINESS..................... 86 Section 1. Continuation of Benefits....................................................................................86 Section 2. Leave for Union Conventions.............................................................................86 Section 3. Leave Replacement............................................................................................86 ARTICLE 25 HIGHER LEVEL ASSIGNMENTS.................................................................. 86 Section 1. Salary Computation...........................................................................................86 Section 2. Work Week.......................................................................................................87 Section 3. Written Order....................................................................................................87 Section 4. Assignments in Excess of 180 Calendar Days …………………………………………………….…87 ARTICLE 26 ENERGY SHORTAGES............................................................................... 87 ARTICLE 27 EMPLOYEE CLAIMS.................................................................................. 88 Section 1. Statement of Principle.......................................................................................88 Section 2. Claims Procedure...............................................................................................88 ARTICLE 28 EMPLOYER CLAIMS................................................................................. 88 Section 1. Statement of Principle.......................................................................................88 Section 2. Shortages in Fixed Credits..................................................................................88 Section 3. Loss or Damage of the Mails..............................................................................89 Section 4. Damage to USPS Property and Vehicles..............................................................89 Section 5. Collection Procedures........................................................................................89 ARTICLE 29 LIMITATION ON REVOCATION OF DRIVING PRIVILEGES............................ 90 Section 1. Employer’s Right to Revoke................................................................................90 Section 2. Revocation Considerations.................................................................................90 Section 3. Initial Certification.............................................................................................91 Section 4. Employee Notification.......................................................................................91 5 USPS-NRLCA Joint Rural Contract Administration Manual Section 5. Licensed Drivers Provided by Employee..............................................................91 ARTICLE 30 WORKING RULES FOR RURAL CARRIERS................................................... 91 Section 1. General Provisions.............................................................................................91 Section 2. Special Provisions for Part-time Flexible Rural Carriers, Substitutes, Rural Carrier Associates, Rural Carrier Relief Employees, and Auxiliary Rural Carriers................................94 ARTICLE 31 UNION-MANAGEMENT COOPERATION.................................................. 106 Section 1. Union Membership Solicitation........................................................................ 106 Section 2. Requests for Information................................................................................. 106 Section 3. Information Provided by the Employer............................................................. 106 Section 4. Meetings......................................................................................................... 107 ARTICLE 32 SUBCONTRACTING................................................................................ 108 Section 1. Statement of Principle..................................................................................... 108 Section 2. Advance Notice............................................................................................... 108 Section 3. Contract Delivery Service Renewal Cycles......................................................... 108 Section 4. Renewal of Contract Delivery Service (CDS) Routes........................................... 109 Section 5. Contract Service.............................................................................................. 109 ARTICLE 33 PROMOTIONS……………………………………………………………………………………….109 ARTICLE 34 WORK AND/OR TIME STANDARDS........................................................ 109 Section 1. Statement of Principle..................................................................................... 109 Section 2. Work Measurement Systems........................................................................... 109 Section 3. Advance Notice to Union................................................................................. 109 Section 4. Meeting to Resolve Differences........................................................................ 109 Section 5. Notification..................................................................................................... 110 Section 6. Grievance at National Level.............................................................................. 110 Section 7. Arbitrator’s Award........................................................................................... 110 Section 8. Issue Before Arbitrator.................................................................................... 110 Section 9. Actions After Arbitrator’s Award...................................................................... 110 Section 10. Union Right to Conduct Study.......................................................................... 110 ARTICLE 35 EMPLOYEE ASSISTANCE PROGRAM....................................................... 110 Section 1. Statement of Principle..................................................................................... 110 Section 2. Program Review.............................................................................................. 111 Section 3. Employee Referrals.......................................................................................... 111 Section 1. Credit Unions................................................................................................... 111 6 USPS-NRLCA Joint Rural Contract Administration Manual Section 2. Travel, Subsistence, and Transportation........................................................... 111 ARTICLE 37 SCOPE OF AGREEMENT.......................................................................... 111 ARTICLE 38 SEPARABILITY AND DURATION.............................................................. 111 Section 1. Separability..................................................................................................... 111 Section 2. Effective Date and Duration............................................................................. 111 MOU’s.................................................................................................................... 112 7 USPS-NRLCA Joint Rural Contract Administration Manual INTRODUCTION This Rural Contract Administration Manual (RCAM), jointly prepared by the National Rural Letter Carriers’ Association and the United States Postal Service, represents a good faith effort to educate local parties regarding contractual issues so disputes can be resolved at the lowest possible level. While the parties at the national level recognize the existence of disputes as to the proper application of some of the portions of the USPS-NRLCA National Agreement, there are areas of significant agreement. This RCAM represents the parties’ effort to guide and inform labor and management in the field encouraging consistency and compliance with the narrative explanations of the parties’ joint understanding. The parties are bound by this manual and grievances should not be initiated which assert a position contrary to the RCAM. Some sections in the manual do not have a narrative explanation. The actual language contained in the USPS-NRLCA National Agreement is shaded. PREFACE The RCAM is self-explanatory. It does not modify in any way the rights, responsibilities, or benefits of the parties under the Collective Bargaining Agreement. At each step in the grievance process, the parties should jointly review the RCAM in order to facilitate resolution of disputes. The RCAM may be introduced in arbitration as dispositive of those issues covered by the manual. If introduced as evidence in arbitration, the document shall speak for itself. Without exception, no testimony shall be permitted in support of the content, background, history or any other aspect of the RCAM’s narrative. The parties at the national level will update the RCAM periodically. The parties at the local level should exercise caution to insure they are working from the most current issue and apply any revisions or modifications prospectively. PREAMBLE This Agreement (referred to as the USPS-NRLCA 2021 National Agreement) is entered into as of March 23, 2022, by and between the United States Postal Service (hereinafter referred to as the “Employer”) and the National Rural Letter Carriers’ Association (hereinafter referred to as the “Union”) and supersedes the provisions of the 2018 USPS-NRLCA National Agreement. 8 USPS-NRLCA Joint Rural Contract Administration Manual ARTICLE 1 UNION RECOGNITION Section 1. Union A. Recognition The Employer recognizes the Union as the exclusive bargaining representative of all employees in the bargaining unit for which the Union has been recognized and certified at the national level. B. Terms The applicable provisions of Article 30 and the applicable provisions of other Articles in which they are specifically named contain the exclusive terms and conditions of employment for part-time flexible rural carriers, substitutes, rural carrier associates, rural carrier relief employees, and auxiliary rural carriers. Section 2. Exclusion The employee group set forth in Section 1 above does not include, and this Agreement does not apply to: a. Managerial and supervisory personnel; b. Professional employees; c. Employees engaged in personnel work in other than a purely non-confidential clerical capacity; d. Security guards as defined in Public Law 91-375, 1201 (2); e. All Postal Inspection Service employees; and f. All other bargaining unit craft employees. Rural carriers serving in a temporary supervisory position (204b) are still considered to be craft employees and are covered by the National Agreement. Section 3. Facility Exclusions This Agreement does not apply to employees who work in other Employer facilities which are not engaged in customer services and mail processing, previously understood and expressed by the parties to mean mail processing and delivery, including but not limited to Headquarters, Area Offices, Information Service Centers, William F. Bolger Center for Leadership Development, Technical Training Center, Field Centers, Material Distribution Centers, Mail Equipment Shops, and Mail Transport Equipment Centers/Repair Centers. Section 4. Definition Subject to the foregoing exclusions and provisions, this Agreement shall be applicable to all employees covered by Section 1 above at all present and subsequently acquired installations, facilities, and operations of the Employer, wherever located. Section 5. New Positions Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. The Union shall be notified promptly regarding assignments made under this provision. 9 USPS-NRLCA Joint Rural Contract Administration Manual Section 6. Performance of Bargaining-Unit Work A. More than 100 Bargaining-Unit Employees Supervisors are prohibited from performing bargaining-unit work at post offices with 100 or more bargaining-unit employees, except: 1. In an emergency; 2. For the purpose of training or instruction of employees; 3. To assure the proper operation of equipment; 4. To protect the safety of employees; or 5. To protect the property of the U.S. Postal Service. B. Less than 100 Bargaining-Unit Employees In offices with less than 100 bargaining-unit employees, supervisors are prohibited from performing bargaining-unit work, except as enumerated in Section 6.A.1. through 5. above or when the duties are included in the supervisor’s position description. ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS Section 1. Statement of Principle The Employer and the Union agree that there shall be no discrimination by the Employer or the Union against employees because of race, color, creed, religion, national origin, sex, age, or marital status. In addition, consistent with the other provisions of this Agreement, there shall be no unlawful discrimination against disabled employees, as prohibited by the Rehabilitation Act. The USPS guidelines concerning reasonable accommodation are contained in Handbook EL-307, Guidelines on Reasonable Accommodation, An Interactive Process. Section 2. Discrimination Grievances Grievances arising under this Article may be filed at Step 2 of the grievance procedure unless filed directly at the national level, in which case, the provisions of this Agreement for initiating grievances at that level shall apply. ARTICLE 3 MANAGEMENT RIGHTS The Employer shall have the exclusive right, subject to the provisions of this Agreement and consistent with applicable laws and regulations: a. To direct employees of the Employer in the performance of official duties; b. To hire, promote, transfer, assign, and retain employees in positions within the Postal Service and to suspend, demote, discharge, or take other disciplinary action against such employees; c. To maintain the efficiency of the operations entrusted to it; d. To determine the methods, means, and personnel by which such operations are to be conducted; e. To prescribe a uniform dress to be worn by letter carriers and other designated employees; and 10 USPS-NRLCA Joint Rural Contract Administration Manual f. To take whatever actions may be necessary to carry out its mission in emergency situations; i.e., an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature. The Postal Service’s “exclusive rights” under this article are basically the same as its statutory rights under the Postal Reorganization Act 39 U.S.C. § 1001(e). While management has the basic power to “manage” the Postal Service, it must do so in accordance with applicable laws, regulations, contract provisions, arbitration awards, letters of mutual understanding and memoranda of understanding. Consequently, management rights enumerated in Article 3 are limited by other negotiated contract provisions. For example, the Postal Service’s Article 3 rights to “suspend, demote, discharge, or take other disciplinary action against” employees are subject to the provisions of Articles 15 and 16. Article 3.F gives management the right to take whatever actions may be necessary to carry out its mission in emergency situations. Again, an emergency is defined as “an unforeseen circumstance or a combination of circumstances which calls for immediate action in a situation which is not expected to be of a recurring nature.” ARTICLE 4 TECHNOLOGICAL AND MECHANIZATION CHANGES Section 1. Statement of Principle Both parties recognize the need for improvement of mail service. Section 2. Advance Notice The Union will be informed as far in advance of implementation as practicable of technological or mechanization changes which affect jobs including new or changed jobs in the area of wages, hours, or working conditions. When major new mechanization or equipment is to be purchased and installed, the Union at the national level will be informed as far in advance as practicable, but no less than 90 days in advance. Section 3. Resolution of Differences Upon receiving notice of the changes, an attempt shall be made at the national level to resolve any questions as to the impact of the proposed change upon affected employees, and if such questions are not resolved within a reasonable time after such change or changes are operational, the unresolved questions may be submitted by the Union to arbitration under the grievance-arbitration procedure. Any arbitration arising under this Article will be given priority in scheduling. Section 4. New Jobs Any new job or jobs created in the rural carrier craft by technological or mechanization changes shall be offered to present regular rural carrier employees capable of being trained to perform the new or changed job, and the Employer will provide such training. During training, the employee will be paid based on hours actually worked at the equivalent of a 40-hour evaluated route, attained step. It is understood that the training herein referred to is on the job and not to exceed sixty (60) days. Certain specialized technical jobs may require additional and off-site training. The obligation herein above set forth shall not be construed to, in any way, abridge the right of the Employer to make such changes. 11 USPS-NRLCA Joint Rural Contract Administration Manual ARTICLE 5 PROHIBITION OF UNILATERAL ACTION The Employer will not take any actions affecting wages, hours and other terms and conditions of employment as defined in Section 8(d) of the National Labor Relations Act which violate the terms of this Agreement or are otherwise inconsistent with its obligations under law. Management actions are not considered to be unilateral when they are covered by the National Agreement or when they are an exercise of rights that the parties have reserved to management as provided in Article 3. ARTICLE 6 NO LAYOFFS OR REDUCTION IN FORCE It is agreed by the Employer that no employees employed in the career work force will be laid off on an involuntary basis during this Agreement. ARTICLE 7 EMPLOYEE CLASSIFICATIONS Section 1. Career Employees A. Regular Carriers (Designation Code 71) For administrative and reporting purposes, regular rural carriers who serve on an established rural route on the basis of tri-weekly, five (5), five-and-a-half (5 ½), or six (6) days in a service week, are considered to be full-time employees. B. Part-time Flexible Rural Carriers (Designation Code 76) Part-time flexible rural carriers are those substitutes or rural carrier associates appointed following an assignment posting. These employees provide service on regular and auxiliary routes as directed by management. Section 2. Substitute Rural Carriers, Rural Carrier Associates, Rural Carrier Reliefs and Assistant Rural Carriers The following employees provide service on established regular and auxiliary rural routes in the absence of regular or auxiliary rural carriers. This service may be as leave replacement and/or covering vacant regular routes pending the selection of regular rural carriers, as an auxiliary assistant, or as an auxiliary route carrier: A. Substitute Rural Carriers (Designation Code 73) Substitute rural carriers are those employees hired prior to July 21, 1981, with an appointment without time limitation. B. Rural Carrier Associates (RCAs) (Designation Code 78) Rural carrier associates are those employees selected from a hiring list or reassigned from rural carrier relief or auxiliary carrier positions, on or after April 11, 1987, without time limitation. C. Rural Carrier Associates (RCAs) (Designation Code 74) Rural carrier associates appointed via Form 50 to serve full time on a vacant route or in the absence of the regular carrier for more than 90 calendar days. 12 USPS-NRLCA Joint Rural Contract Administration Manual D. Rural Carrier Associates (RCAs) (Designation Code 79) Rural carrier associates appointed via Form 50 after being assigned to an auxiliary route for more than 90 calendar days. E. Rural Carrier Reliefs (RCRs) (Designation Code 75) Rural carrier reliefs are those employees hired between July 21, 1981, and November 12, 1986, without time limitation. F. Assistant Rural Carriers (ARCs) (Designation Code 70-5) Assistant rural carriers are those employees selected from a hiring list, without time limitation. When the primary RCA works full time on a regular route for 90 calendar days without a break in service, local management must submit the appropriate paperwork to change the RCA designation to code 74. Normally, a break in service will occur only when the regular carrier returns or the vacant route is filled by the appointment of a new regular carrier. A break in service does not mean absence on the route due to a nonscheduled workday or approved leave, including LWOP, or when management requires the carrier to work on another assignment. Appointment to rural carrier associate (Designation 74) is limited to the primary leave replacement assigned to the route. When an RCA works full time on an auxiliary route for more than 90 calendar days without a break in service local management must submit the appropriate paperwork to change the RCA designation code to 79. See MOU 13 for further information on ARC employees. ARTICLE 8 HOURS OF WORK Section 1. Work Week The basic work week for regular rural carrier employees shall be six (6) days, except as relief days are provided for certain carriers and for carriers serving triweekly routes. Regular rural carriers may not work on Sunday. Section 2. Work Schedules Daily schedules shall be established to coincide with the daily evaluation of the route and adjusted periodically as required. The carrier’s work day may vary above or below the daily evaluation of the route as mail volume fluctuates and road and weather conditions change. Section 3. Hourly Basis When a rural carrier is being compensated on an hourly basis, the hourly rate is computed as follows: A. Straight Time Rate 1. Regular rural carriers – The annual salary for a 40-hour evaluated route (Table One) divided by 2,080, for substitute rural carriers and those carriers appointed as rural carrier associates prior to November 21, 2010. 13 USPS-NRLCA Joint Rural Contract Administration Manual 2. Regular rural carriers – The annual salary for a 40-hour evaluated route (Table Two) divided by 2,080, for those carriers appointed as rural carrier associates on or after November 21, 2010. 3. Part-time flexible rural carriers appointed as rural carrier associates prior to November 21, 2010, substitute rural carriers – The annual salary for a 40-hour evaluated route (Table One) divided by 1992. 4. Part-time flexible rural carriers appointed as rural carrier associates on or after November 21, 2010 – The annual salary for a 40-hour evaluated route (Table Two) divided by 1992. 5. Rural carrier associates and rural carrier relief employees on the rolls prior to August 24, 1991 — See RCA/ RCR Schedules (Table Three) on page 166. 6. Rural carrier associates hired from August 24, 1991 through August 10, 2012 — See RCA/RCR Schedules (Table Three) on page 166. 7. Rural carrier associates hired on or after August 11, 2012 – See RCA/ARC Wage Rate (Table Four) on page 166. B. Overtime Rate When a rural carrier craft employee is being compensated on an hourly basis, overtime pay is to be paid at the rate of 150% of the basic hourly straight time rate for regular carriers except in those instances when FLSA overtime is applicable. Handbook F-21, Time and Attendance, Section 560 Compensation provides further explanation of the overtime pay rates. Section 4. Guarantees Any employee scheduled to work and who does report for work shall be guaranteed two (2) hours work or pay. There is no additional guarantee of two hours work or pay, unless the employee is notified prior to clocking out to return after two or more hours to perform additional duties. (REF: Step 4, F95R-4F-C 97037351, NRLCA, R-4.10) Section 5. Relief Day Worked A. The relief day work list at each delivery unit shall be established twice during each guarantee period. The relief day work list will be posted for a two-week period. Each time the new relief day work list is established it shall supersede the previous list. All regular carriers, regardless of route classification, desiring to work their relief days shall place their names on the relief day work list. The first opportunity to sign the relief day work list will be three weeks prior to the beginning of the new guarantee period and will be effective at the beginning of the new guarantee period. The second opportunity to sign the relief day work list will be three weeks prior to the beginning of the first full pay period in May and will be effective the first full pay period in May. When a regular rural carrier is needed to work a relief day, due to the unavailability of a leave replacement, the Employer will: 1. Select carriers on the list, in order of seniority on a rotating basis, to work on the relief day. 2. If the need still exists, the Employer will accept volunteers from regular carriers not on the list before requiring regular carriers not on the list to work the relief day. Such requirement will be by juniority. 14 USPS-NRLCA Joint Rural Contract Administration Manual 3. A regular rural carrier will not be required to work if the carrier has at least one day of annual leave (including an approved X day) or sick leave adjacent to the relief day. B. On the day the regular carrier works the relief day, the assigned leave replacement may be required to work any route in the delivery unit consistent with the provisions of this Agreement. Administrative errors in the assignment of work to regular carriers on relief days will not result in monetary remedies. C. The Employer is not required to work any regular carrier on a relief day if the assigned primary leave replacement is in the first two pay periods of assignment in the office or it would cause the carrier to exceed the hours of the annual guarantee or fifty-six (56) actual hours within one (1) week. This section provides for the establishment of a Relief Day Work List (RDWL) for regular rural carriers who desire to work their relief day, should there be a need due to the unavailability of a leave replacement. The RDWL will be established in each delivery unit and will be specific to that delivery unit. Delivery unit is defined for this purpose as a physical location containing one or more five-digit ZIP Codes under the control of one postmaster or station/branch manager. In the case of an RMPO, the relief day work list will remain separate for each RMPO and APO. See RMPO Guidelines, Appendix B At the beginning of each period detailed above, management in each delivery unit with rural delivery will establish a list for regular rural carriers to sign indicating their desire to work any relief day needed. Each list will take effect as provided for above and remain in force until superseded by a subsequent list. A carrier who is injured on duty may sign the RDWL during the designated posting period regardless of whether he or she is working a limited duty assignment but would be bypassed in the normal rotation while unable to perform the full duties of the assigned route. Only a regular rural carrier is eligible to sign the RDWL during the designated period. Once a regular carrier signs the RDWL, they will have one opportunity to come off the list and may not sign the list again until the new list is posted. If a regular carrier desires to remove his or her name from the list they should inform management of their desire, preferably in writing. However, if the regular carrier has been scheduled to work the relief day, the carrier must work the scheduled relief day before removing his or her name from the RDWL. A carrier’s name on the RDWL means that he or she is ready and willing to work any relief day needed and may not decline unless they are unavailable due to an authorized absence. Regular rural carriers may be required to work on his or her scheduled relief day as an auxiliary assistant during the Christmas period. There is no requirement for management to utilize the relief day work list when requiring a regular carrier to work the relief day as an auxiliary assistant during the Christmas period. If management is unable to provide coverage for a route utilizing qualified leave replacements within the delivery unit, any other leave replacement in the office may be assigned. If no other leave replacements in the office are available, management may schedule a leave replacement from other office prior to utilizing a regular rural carrier on the relief day work list to work on his or her relief day. Carriers assigned to “H” routes would be bypassed in the normal rotation when it is necessary to utilize the RDWL to work regular carriers on their relief day. Once the route becomes a “J” or “K” classification, the carrier will then be selected to work his/her relief day in the normal rotation. The RDWL should indicate the regular carriers’ names in order of seniority in groups with the same relief day. Therefore, a rotation will occur among each of the individual relief days. Carriers with Friday/Saturday rotating relief days will be included under both Friday and Saturday relief days. The following is an example of how the RDWL may be set up and how the rotation would take place: 15 USPS-NRLCA Joint Rural Contract Administration Manual The rotation begins with the first occasion after each list takes effect. When the need exists to work a regular rural carrier on a relief day, the first carrier (senior carrier) on the list having the relief day needed, is assigned. If it is Saturday, Jones is assigned. The next occasion a carrier is needed to work a relief day on Saturday, Edwards is assigned and so on. If Edwards is unavailable (i.e., annual leave or sick leave), Young is assigned and Edwards will not be assigned to work the relief day until the rotation reaches him again. Rose has Friday/Saturday rotating relief days. Therefore, she is recorded under both Friday and Saturday. When the rotation reaches Rose on either day, and it is not the week for Rose’s relief day, she is bypassed and the rotation continues. Question: If a carrier is on the relief day work list and is selected to work a relief day, does carrier have the option of removing his or her name from the list and thereby, avoid working the relief day? Answer: The carrier may remove his or her name from the relief day work list at any time. The carrier will no longer be selected to work a relief day once the name is removed from the list. However, if the carrier has been selected to work a relief day prior to removing his or her name, the carrier must work that scheduled relief day. Leave replacements from another office may be scheduled prior to regular rural carriers not on the relief day work list. (Article 30.2.D.5) If more regular rural carriers are needed to work the relief day than the list provides, or there is no carrier recorded for the relief day needed (Thursday, as indicated in the example above), the supervisor will accept regular rural carrier volunteers not on the list, with the relief day needed, before mandating regular rural carriers in the delivery unit by juniority to work. The requirement to accept volunteers does not mean the supervisor must contact each carrier in the delivery unit, not on the list, to seek volunteers. In addition, when carriers on the relief day work list and volunteers are not available, management may schedule carriers not on the relief day work list at home, to report to work. Question: If management requires the junior regular carrier not on the list to work a relief day, does management bypass him or her on the next occasion and require the next senior carrier to work the relief day? Answer: No. The junior carrier not on the list with the needed relief day will be required to work the relief day on each occasion. Management may only bypass the junior carrier if the carrier is unable to fully perform the duties of the route, or if working the relief day will cause the carrier to exceed 2080 hours in the guarantee period or 56 hours in 1 workweek. The leave replacement may be required to work any route in the delivery unit, even if they have not worked the route previously. If the leave replacement is not qualified on the route needing coverage, management may change the daily assignment of one or more leave replacements to routes on which they are qualified. However, a leave replacement may not be moved off the scheduled route if they are working the primary assignment or six-day auxiliary assignment. 16 USPS-NRLCA Joint Rural Contract Administration Manual Question: How is "administrative error" defined in Article 8.5.B? Answer: An administrative error is defined as an "honest mistake or error", a misunderstanding. Question: Are there means for correcting a situation where management made an administrative error in the selection of a regular rural carrier to work a relief day? Answer: Yes, it would be appropriate to provide the regular rural carrier on the list that was bypassed a "makeup" opportunity to work a relief day the next occasion a regular carrier is needed on his or her relief day. Section 6. Wash-up Time Additional wash-up time for those rural carriers who perform dirty work or work with toxic materials on a daily or weekly basis may be recorded as miscellaneous time during the mini mail survey, provided the carrier is subject to allergic reaction from such dirty work or toxic materials. The amount of wash-up time granted each employee shall be subject to the grievance procedure. Section 7. Changes in Number of Delivery Days If, pursuant to present or future law, changes are made in the number of delivery days, the effects of the change on employees will be negotiated by the parties and all provisions of this Agreement inconsistent with the change will be amended to conform with the change. The Employer shall notify the Union at least ninety (90) days prior to implementation of the contemplated changes in the number of delivery days. If, within ninety (90) days after such notice the parties are unable to agree on the treatment to be given to employees whose wages, hours, and working conditions will be changed, the Union shall be entitled to refer the matter to arbitration within ten (10) days. The arbitrator shall determine whether the Employer’s proposed treatment of such employees is fair, reasonable, and equitable. The above is not applicable to changes such as those resulting from route evaluations, etc., which are made under the present practice in the Postal Service. ARTICLE 9 COMPENSATION, SALARIES, AND WAGES Section 1. Salaries and Wages A. Basic Annual Salary The basic annual salary schedule (Tables One and Two) in effect on May 20, 2021, with proportional application to hourly rate employees, for those employees covered under the terms and conditions of this Agreement, shall be increased as follows: 1. Effective November 20, 2021 The basic annual salary for each step shall be increased by an amount equal to 1.3% of the appropriate February 27, 2021, salary schedule. 2. Effective November 19, 2022 The basic annual salary for each step shall be increased by an amount equal to 1.3% of the appropriate February 27, 2021, salary schedule. 17 USPS-NRLCA Joint Rural Contract Administration Manual 3. Effective November 18, 2023 The basic annual salary for each step shall be increased by an amount equal to 1.3% of the appropriate February 27, 2021 salary schedule. (See Tables Three and Four on page 166.) B. New Regular Carrier Appointees All new regular carriers will be appointed at Step 1 of Table Two with the following exceptions: 1. Substitute rural carriers will be appointed to regular carrier status at Step 8 or their existing step, whichever is lower, provided, however, that substitutes serving in excess of ninety (90) days on a vacant route at the time of appointment will maintain their existing step. 2. Rural carrier associates and rural carrier relief employees on the rolls before August 7, 1991, and continuously thereafter will be appointed at Step C (Table One). 3. Rural carrier associates who were hired between August 7, 1991, and November 20, 2010, and served continuously thereafter, will be appointed at Step A (Table One). 4. Career employees of the Postal Service on the rolls before August 7, 1991, and continuously thereafter will be appointed at Step C (Table One). 5. Part-time flexible rural carriers will be appointed to regular carrier status at their attained step. C. Part-time Flexible Rural Carrier Appointees Substitute rural carriers who are appointed to part-time flexible rural carriers under Article 30.2.A.3. will begin a career appointment at Step 8 or their existing step (Table One), whichever is lower, provided, however, that substitutes serving in excess of ninety (90) days on a vacant route at the time of appointment will maintain their existing step. Rural carrier associates on the rolls before August 7, 1991, who are appointed to part-time flexible rural carriers under Article 30.2.A.3. will begin a career appointment at Step C (Table One). Rural carrier associates who were hired between August 7, 1991, and November 20, 2010, and served continuously thereafter, who are appointed to part-time flexible rural carriers under Article 30.2.A.3., will begin a career appointment at Step A (Table One). Rural carrier associates hired on or after November 21, 2010, who are appointed to part-time flexible rural carriers under Article 30.2.A.3., will begin a career appointment at Step 1 (Table Two). D. Granting Step Increases 1. For regular, part-time flexible, substitute, and auxiliary rural carriers in Step A through 11 of Table One, the step progression shall be as follows: — From Step A to Step B after 96 weeks. — From Step B to Step C after 96 weeks. — From Step C to Step 1 after 44 weeks. — From Step 1 to Step 2 after 44 weeks. — From Step 2 to Step 3 after 44 weeks. — From Step 3 to Step 4 after 44 weeks. — From Step 4 to Step 5 after 44 weeks. — From Step 5 to Step 6 after 44 weeks. — From Step 6 to Step 7 after 44 weeks. — From Step 7 to Step 8 after 34 weeks. — From Step 8 to Step 9 after 34 weeks. — From Step 9 to Step 10 after 26 weeks. — From Step 10 to Step 11 after 26 weeks. 18 USPS-NRLCA Joint Rural Contract Administration Manual — From Step 11 to Step 12 after 24 weeks. 2. The step progression for career rural carriers in Steps 1 through 15 of Table Two shall be 52 weeks for each step. E. Cost-of-Living Adjustment 1. Definitions a. “Consumer Price Index” refers to the “National Consumer Price Index for Urban Wage Earners and Clerical Workers”, published by the Bureau of Labor Statistics, United States Department of Labor (1967=100), and referred to herein as the “Index.” b. “Consumer Price Index Base” refers to the Consumer Price Index for the month of January 2021 and is referred to herein as the “Base Index.” 2. Each eligible employee covered by this Agreement shall receive cost-of-living adjustments, upward, in accordance with the formula in E.3., below, effective on the following dates: — The second full pay period after the release of the July 2021 Index — The second full pay period after the release of the January 2022 Index — The second full pay period after the release of the July 2022 Index — The second full pay period after the release of the January 2023 Index — The second full pay period after the release of the July 2023 Index — The second full pay period after the release of the January 2024 Index 3. Method of Determination a. The basic salary schedules provided for in Table One and Step 15 of Table Two of this Agreement shall be increased 1 cent per hour for each full 0.4 of a point increase in the applicable Index above the Base Index. For example, if the increase in the Index from January 2021 to July 2021 is 1.2 points, all pay scales for rural carrier employees in Table One and Step 15 of Table Two of this Agreement will be increased by 3 cents per hour multiplied by 2,080 to determine the annual base rate, with proportional application to the evaluated base rates. In no event will a decline in the Index below the Base Index result in a decrease in the pay scale provided for in this Agreement. b. Steps 1 through 14 in the basic salary schedules provided for in Table Two of the Agreement shall receive COLAs calculated using the formula in paragraph 3.a. adjusted proportionally to each step’s percentage of Step 15. 4. Nonavailability of Monthly Index In the event the appropriate Index is not published on or before the beginning of the effective payroll period, any adjustment required will be made effective at the beginning of the second payroll period after publication of the appropriate Index. 5. No Further Adjustments No adjustment, retroactive or otherwise, shall be made due to any revision which may later be made in the published figures for the Index for any month mentioned in Section 1.E.2. above. 6. If during the life of this Agreement, the BLS ceases to make available the CPI-W (1967=100), the parties agree to use the CPI-W (1982-84=100) at such time as BLS ceases to make available the CPI-W (1967=100). At the time of change to the CPI-W (1982-84=100), the cost-of-living formula in Section 1.E.3. will be recalculated to provide the same cost-of-living adjustment that would have been granted under the formula using the CPI-W (1967=100). 19 USPS-NRLCA Joint Rural Contract Administration Manual F. Application of Salary Rates The Employer shall continue the current application of salary rates for the duration of this Agreement. G. Protected Salary Rates The Employer shall continue the current salary rate protection program for the duration of this Agreement. H. Rural Carrier Associates and Assistant Rural Carriers RCAs hired from August 24, 1991, through August 10, 2012, will be paid the basic hourly rate in Table Three. RCAs hired on or after August 11, 2012, and assistant rural carriers will be paid the basic hourly rate in Table Four. The hourly rate shall be adjusted by the general increases provided for in Article 9.1.A. In addition, RCAs and ARCs in Tables Three and Four will receive the following wage adjustments: 1. Effective November 20, 2021, the hourly rate (Tables Three and Four) shall be increased by 1.0%. 2. Effective November 19, 2022, the hourly rate (Tables Three and Four) shall be increased by 1.0%. 3. Effective November 18, 2023, the hourly rate (Tables Three and Four) shall be increased by 1.0%. 4. All percentage increases are applied to the Tables Three and Four wage rates in place on May 20, 2021. Section 2. Compensation, Allowance, and Fees A. Compensation Pursuant to the Fair Labor Standards Act (FLSA) 1. FLSA Section 7(b)(2) It is desired by the parties that certain rural letter carriers shall be employed on an annual basis at a guaranteed annual wage and that such rural carriers shall not be required to actually work more than 2,240 hours during the guarantee period of fifty-two (52) consecutive weeks as specified below, pursuant to Section 7(b)(2) of the Fair Labor Standards Act, as amended. Therefore, the parties agree as follows: a. Regular rural carriers receiving evaluated compensation assigned to routes having the number of evaluated hours of required service per week shall be guaranteed an annual wage equal to the corresponding amount for their attained step, for 2,080 hours of actual work during the guarantee period of fifty-two (52) consecutive weeks as set forth in paragraph h. below. b. Consistent with past pay practices, evaluated carriers assigned to routes having evaluated hours in excess of forty (40) per week shall receive compensation for such hours in addition to their guaranteed annual wage. However, the Employer may, at any time, reduce or increase such carrier’s total compensation by adjusting the number of evaluated hours of their routes downward or upward, but not to a salary level below the guarantee set forth at the beginning of the guarantee period. Therefore, compensation paid to evaluated rural carriers in excess of the amount of compensation annually guaranteed for 2,080 hours of actual work shall not be considered guaranteed annual wages. c. The Employer may, at any time, increase the total compensation paid evaluated carriers assigned to routes having evaluated hours of forty (40) per week or less by adjusting the number of evaluated hours of their routes upward. However, compensation paid to such evaluated carriers in excess of the amount of compensation annually guaranteed for 2,080 hours of actual work shall not be considered guaranteed annual wages. 20 USPS-NRLCA Joint Rural Contract Administration Manual d. Regular rural carriers receiving non-evaluated compensation assigned to routes having a number of paid miles shall be guaranteed an annual wage not less than the corresponding amount for their attained step for 2,080 hours of actual work during the fifty-two (52) consecutive week period as set forth in paragraph h. below. e. Consistent with past pay practices, non-evaluated carriers assigned to routes having forty- three (43) or more paid miles shall receive compensation for such paid miles in addition to their guaranteed annual wage. However, the Employer may, at any time, reduce or increase such carriers’ total compensation by adjusting the number of paid miles of their routes downward or upward, but not to a salary level below the guarantee set forth at the beginning of the guarantee period. Therefore, compensation paid to non-evaluated carriers in excess of the amount of compensation annually guaranteed for 2,080 hours of actual work shall not be considered guaranteed annual wages. f. The Employer may, at any time, increase the total compensation paid non-evaluated carriers assigned to routes having forty-two (42) or less paid miles per week by adjusting the number of paid miles of their routes upward. However, compensation paid to such non- evaluated carriers in excess of the amount guaranteed for 2,080 hours of actual work shall not be considered guaranteed annual wages. g. The hourly rate for all regular rural carriers compensated pursuant to FLSA Section 7(b)(2) shall be the amount agreed upon. h. For all regular rural carriers compensated pursuant to FLSA Section 7(b)(2), the fifty-two (52) consecutive week guarantee periods shall be consecutive beginning and ending with pay periods. i. Any regular rural carrier compensated pursuant to FLSA Section 7(b)(2) shall receive overtime compensation as set forth in paragraph k. below, for hours actually worked in excess of twelve (12) hours in any one work day or in excess of fifty-six (56) hours in any work week. All hours paid in accordance with Articles 9.2.C.5.f.(3) shall not be included in hours worked over fifty-six (56) in any work week. j. In the event any regular rural carrier compensated pursuant to FLSA Section 7(b)(2) is required to actually work more than 2,080 hours within the fifty-two (52) consecutive week guarantee period, such carrier shall receive overtime compensation as set forth in paragraph k. below, for all hours actually worked in excess of 2,080, up to 2,240, within the guarantee period. All hours paid in accordance with Articles 9.2.C.5.f.(3), 9.2.C.5.k. and l. shall not be included in hours worked in excess of 2,080 up to 2,240 in the guarantee period. k. Overtime compensation for regular rural carriers compensated pursuant to FLSA Section 7(b)(2) shall be paid at the rate of 150 percent of the carrier’s regular rate. The regular rate for such carriers shall be the total amount of compensation earned for hours actually worked since commencement of the guarantee period, excluding previous overtime pay, divided by the total number of hours the carrier has actually worked since commencement of the guarantee period, excluding previous overtime hours. l. For a regular rural carrier compensated under FLSA Section 7(b)(2), Christmas overtime compensation, if appropriate, shall be paid in the regular check following the pay period worked. Any Christmas overtime hours paid at the FLSA overtime rate shall not be included in hours worked in excess of 2,080 up to 2,240, in the guarantee period. m. No regular rural carrier compensated pursuant to FLSA Section 7(b)(2) may actually work in excess of 2,240 hours within the fifty-two (52) consecutive week guarantee period. In the event any such carrier actually works more than 2,240 hours within the guarantee period, the Agreement under FLSA Section 7(b)(2) will be considered void, and such carrier shall be compensated for all hours actually worked during the guarantee period in accordance with FLSA Section 7(a). 21 USPS-NRLCA Joint Rural Contract Administration Manual The parties agree that all rural carrier actual work hours (including hours worked on relief days) are included in the calculation to determine whether the carrier exceeded 2,240 hours and in the recalculation of the compensation in accordance with FLSA Section 7(a). If the carrier selects the option of 150% of the daily rate for working the relief day, those hours worked on the relief day will not be included in hours worked in excess of 2,080 up to 2,240 in the guarantee period. Every effort must be made to ensure the carrier does not exceed 2240 actual work hours during the guarantee period. Managers are responsible for assuring that rural carrier workhours are projected and reviewed periodically throughout the guarantee period and for taking action consistent with Article 9.2.C.7.b.(2) to avoid rural carriers exceeding 2,240 actual work hours in the guarantee period. If a rural carrier's actual work hours exceed 2,240 in the guarantee period as a result of management's failure to take action, the rural carrier will not be responsible for an indebtedness resulting from the FLSA Section 7(a) recalculation. (REF: Step 4, E95R-4E-C 01267089, NRLCA T-18) n. Hours of absence from duty are not to be counted in determining the number of hours actually worked by a regular rural carrier compensated pursuant to FLSA Section 7(b)(2). o. An employee appointed as a regular rural carrier during the guarantee period, as set forth in paragraph h., except on routes of less than thirty-five (35) evaluated hours, shall be compensated on the evaluated schedule under Section 7(b)(2) of the Fair Labor Standards Act, provided the carrier agrees, in writing at the time of appointment, to terminate the guarantee agreement on the last day of the pay period as defined in Article 9.2.A.1.h. Such an agreement by any rural carrier is irrevocable. Such an employee shall be compensated in accordance with FLSA Section 7(b)(2) beginning the first day of the next fifty-two (52) consecutive week guarantee period. A carrier who does not agree to terminate the guarantee, as described above, shall be compensated at the rate in accordance with Article 8.3, in the attained step and overtime for work performed only after eight (8) hours on duty in any one service day or forty (40) hours in any one service week, pursuant to Section 7(a) of the Fair Labor Standards Act, until the beginning of the next guarantee period at which time the carrier shall be compensated under the provisions of Section 7(b)(2) of the Fair Labor Standards Act in accordance with Article 9.2.A. The carrier would agree by completing and signing PS Form 4015-D, Rural Carrier Agreement to Terminate Guarantee. p. When a rural letter carrier compensated pursuant to FLSA Section 7(b)(2) resigns, retires, is properly discharged, or is properly terminated for other suitable reasons during the guarantee period, this section terminates as to that carrier, and there is no further obligation under this section on the part of the Employer, provided the section has been complied with up to that time. q. Where a rural carrier compensated pursuant to FLSA Section 7(b)(2) is properly placed in a non-pay status, such carrier shall not be compensated for such time, and the compensation which would otherwise have been paid will be deducted from the Employer’s guarantee obligation under FLSA Section 7(b)(2). r. A regular rural carrier compensated pursuant to FLSA Section 7(b)(2) who is transferred or reassigned, either voluntarily or involuntarily, to another position within or without the rural letter carrier bargaining unit during the fifty-two (52) consecutive week guarantee period shall not receive less compensation for the balance of the guarantee period than the carrier is guaranteed under this section. 22 USPS-NRLCA Joint Rural Contract Administration Manual s. Compensation provided pursuant to lock pouch allowance, temporary deviations, or seasonal route adjustments will not at any time be considered part of a rural carrier’s salary guarantee. t. When permanent or longstanding route conditions, beyond the control of the rural carrier, cause, or are expected to cause, the rural carrier to exceed the evaluated hours of the route and to exceed the hours of the annual guarantee for the route, the Employer shall provide suitable relief or shall provide appropriate compensation for the actual hours worked in excess of the annual guarantee. Under such conditions, rural carriers shall not be expected to use leave in addition to that normally required to meet the route evaluation or guarantee requirements specified in the agreement. u. In the event the provisions of this section conflict with any Postal Service regulation, manual, or handbook, the provisions of this section will be deemed controlling. 2. FLSA Section 7(a) The following employees shall be compensated in accordance with FLSA Section 7(a): a. Evaluated carriers assigned to routes having less than thirty-five (35) hours of required service per week. b. Regular rural carriers receiving non-evaluated compensation assigned to routes having less than thirty-one (31) paid miles. c. Part-time flexible rural carriers. d. Substitute rural carriers. e. Rural carrier associates. f. Rural carrier relief employees. g. Assistant Rural Carriers h. Employees appointed as regular rural carriers during the guarantee period not covered by Section 7(b)(2) of the Fair Labor Standards Act. In the event the provisions of this section conflict with any Postal Service regulation, manual, or handbook, the provisions of this section shall be deemed controlling. B. Rural Carrier Schedule 1. The Rural Carrier Schedule is the basis for non-evaluated rural carrier compensation. Increases negotiated as a result of collective bargaining shall be applied in accordance with past policies and procedures. 2. Regular rural carriers assigned to RCS routes in excess of thirty (30) miles shall be compensated on the basis of the Rural Carrier Schedule and in accordance with Article 9.2.A, pursuant to Section 7(b)(2) of the Fair Labor Standards Act. 3. Regular rural carriers assigned to RCS routes of thirty (30) miles or less shall be compensated on the basis of the Rural Carrier Schedule. In addition, compensation for hours of required service in excess of forty (40) actual work hours during a week shall be at the overtime rate in accordance with Section 7(a) of the Fair Labor Standards Act. 4. Temporary Route Deviations. A temporary change in salary shall be authorized when route deviations continue for more than thirty (30) calendar days. All salary changes will become effective at the beginning of the first pay period following completion of the first thirty (30) days of the detour and at the beginning of the first pay period after the deviation is terminated. 23 USPS-NRLCA Joint Rural Contract Administration Manual See Handbook F-21, Time and Attendance, Section 572 for more information. C. Evaluated Compensation 1. Definition Evaluated compensation is additional compensation above that provided in the Rural Carrier Schedule. The Evaluated Schedule shall show the annual compensation for evaluated hours of required service per week, up to and including forty-eight (48) hours, based on the compensation for a 42-mile route established by the Rural Carrier Schedule as a compensation of an evaluated 40- hour week. Compensation for required evaluated service in excess of forty (40) hours per week shall be valued at 1 1/2 the hourly rate of the 40-hour per week rate to determine annual compensation on routes where the required evaluated service exceeds forty (40) hours, but does not exceed forty- eight (48) hours per week. 2. Evaluated Compensation Evaluated compensation will be authorized on the basis of evaluated time, as determined by the office and route time standards, after subtracting any relief time and in accordance with the following: a. Regular rural carriers assigned to evaluated routes evaluating to thirty-five (35) hours or more shall be compensated on the basis of the Evaluated Schedule and in accordance with Article 9.2.A, pursuant to Section 7(b)(2) of the Fair Labor Standards Act. b. Regular rural carriers assigned to evaluated routes evaluating to less than thirty-five (35) hours shall be compensated on the basis of the Evaluated Schedule. In addition, compensation for hours of required service in excess of forty (40) actual work hours during a service week shall be at the overtime rate in accordance with Section 7(a) of the Fair Labor Standards Act. 3. Rural Route Evaluated Compensation System a. The official evaluation of a route will be determined semi-annually by applying the appropriate standards pursuant to the Rural Route Evaluated Compensation System. b. Whenever a carrier represents that certain unusual conditions or special services were not reflected in the latest evaluation, the evaluated time may be adjusted by an appropriate allowance as determined by the Employer. Such additional allowance may be authorized only when the carrier’s actual work time exceeds the current evaluated time for the route. 4. Centralized Delivery Centralized delivery, for the purpose of establishing a rural time allowance, is defined as any mail receiving unit where the carrier has access to more than one individual customer’s receptacle by opening only one door, such as Cluster Box Units, Apartment Receptacles, Delivery Centers, Postal Centers, Mailrooms, etc. 5. Relief Days a. Assistance in the form of relief days on evaluated routes, except during the Christmas period, will be provided when the evaluated time exceeds forty-six (46) hours per week or as necessary to keep the total actual work hours under 2,080 during the guarantee period. When such relief is provided, the rural carrier’s compensation will be on the basis of the remaining hours of required evaluated service per week. b. In offices where the Employer determines it is necessary to change the relief day of one or more regular routes due to a shortage of leave replacements, regular rural carriers working their relief day on more than an infrequent basis, and the office having documentation of hiring efforts consisting of a minimum of four (4) hiring lists within the last six (6) months, the following formula will be utilized. 24 USPS-NRLCA Joint Rural Contract Administration Manual The minimum number of routes on which a Saturday relief day must be authorized will be calculated using the total number of leave replacements assigned and working in the office minus the number of auxiliary routes divided by the total number of regular routes authorized a relief day. Then, subtract.10 and the result is then multiplied by the total number of routes authorized a relief day and rounded down to the next whole number. This figure is the minimum number of routes on which management must authorize a Saturday relief day. Subtract this figure from the total number of regular routes authorized a relief day. This final figure is the maximum number of K routes that management may require a non-Saturday relief day. Relief days are provided to regular carriers on J and K routes. The relief day is always Saturday unless the postmaster and rural carrier mutually agree to change the assigned relief day or the relief days are changed in accordance with Article 9.2.C.5.b of the National Agreement. In a situation where the postmaster and regular carrier previously mutually agreed (in the absence of Article 9.2.C.5.b) to change the relief day and there is no longer mutual agreement, the relief day reverts back to Saturday. The leave replacement should perform all the duties of the route assignment on the regular carrier’s relief day the same as the regular carrier on any other day. This includes casing all mail. The parties agree that the regular rural carrier is entitled to compensation (auxiliary assistance or compensation on PS Form 8127) for work that is available and should have been completed by the leave replacement. (REF: Step 4, H4R-4M-C 39280, NRLCA F-71; G95R-4G-C 96092959, NRLCA F-71.70; B00R-4B-C 04075045, NRLCA R-3) The language in subsection C.5.b, was created to provide a process for changing the relief day of one or more K routes when an office has a shortage of leave replacements. This process may be utilized only when three conditions are met. First, there is a shortage of leave replacements in the office; second, regular rural carriers are working the relief days on more than infrequent occasions; and third, the office has been unsuccessful in its attempts to hire leave replacements. If an office has an available leave replacement assigned to each regular route in the office, i.e., full coverage, then this process will not be utilized. A formula is provided to ascertain the maximum number of routes that may be assigned a non-Saturday relief day, if the Employer determines it is necessary to change the relief day of one or more routes. With the signing of the 2021-2024 Agreement, the parties defined what sufficient hiring efforts were with the minimum of four (4) hiring lists within the last six (6) months, therefore, Step 4 - C95R-4C 01084686, NRLCA, F-57, is no longer applicable when determining if management met the hiring requirements. In all cases, J routes will retain a Saturday relief day. Only K routes will have non-Saturday relief days. Should a K route with a non-Saturday relief day change to a J route as a result of a substantial service change or option election, the relief day will be changed to Saturday and if available, a K route may be moved to the non- Saturday relief day. The K route will move from the Saturday relief day in accordance with subsection C.5.d. If a PTF is assigned to a K route that changes classification to a J route, the route will be removed from the PTF's assignment. The first step when reassigning relief days is for management to determine the number of non- Saturday relief days. In formula offices, non-Saturday relief days are Monday, Tuesday, Wednesday, Thursday, and Friday, which includes Friday/Saturday rotating. Management determines which non-Saturday relief days will benefit the office. It is advisable that non-Saturday relief days are spread evenly throughout the week. Additionally, when offering Friday as a relief day, management shall consider offering a Friday/Saturday rotating relief day, either individually or in pairs. The non-Saturday relief days are offered, in order of seniority, to regular rural carriers assigned to K routes with a Saturday relief day. If, after offering the opportunity to elect a non-Saturday relief day, additional non- Saturday relief days are needed, the next step is for management to assign K routes a non-Saturday relief day, by juniority. In instances when management does not offer a rotating relief day, the carrier may elect that option in lieu of a Friday relief day. Subsequently, management may choose to offer or assign by juniority, another Friday/Saturday rotating relief day in order to create a pair. (Ref, K15R-4K-C 18326343) 25 USPS-NRLCA Joint Rural Contract Administration Manual c. Non-Saturday relief days are Monday, Tuesday, Wednesday, Thursday, and Friday, which includes Friday/Saturday rotating. The Employer will not require a single non-Saturday relief day to be assigned to more routes than a Saturday relief day. While the Employer determines which non-Saturday relief days benefit the office, the non-Saturday relief days should be spread evenly throughout the week. A Friday/Saturday rotating relief day or any pair of Friday/Saturday rotating relief days equates to one Friday relief day. When a Friday relief day is offered, the carrier may elect a Friday/Saturday rotating relief day. d. The following actions will occur in the order presented until the required number of K routes with relief days other than Saturday is reached: (1) Any regular rural carrier assigned to a K route with a Saturday relief day may elect to permanently change the relief day to another day (including Friday/Saturday rotating), provided the new relief day will assist in reaching the required number of routes with relief days other than Saturday. Any rural carrier that selects Tuesday, Wednesday, or Thursday as the relief day will be given the incentive of allowing the route’s evaluation to increase to 53:00 to 55:00 standard hours through normal growth and maintain such evaluation for the duration the rural carrier is assigned that route and that relief day. The Employer will adjust these routes down to 53:00 to 55:00 standard hours when adjustments are necessary. However, adjustments may be made below 53:00 to 55:00 standard hours consistent with contractual provisions and applicable regulations. Bids for posted routes with Tuesday, Wednesday, or Thursday relief days and residual vacancies with Tuesday, Wednesday, or Thursday relief days awarded to part-time flexible rural carriers, substitutes, or rural carrier associates, will not result in the above incentive. Any rural carrier that voluntarily selects Tuesday, Wednesday, or Thursday as the relief day will be given the incentive of allowing the route's evaluation to increase to and maintain an evaluation of 53:00 to 55:00 standard hours for the period he or she is assigned to that route with that relief day. When adjustments are necessary, the route will not be adjusted below 53:00 to 55:00 standard hours, except for reasons consistent with contractual provisions and applicable regulations. Conversely, these provisions are not applicable if the rural carrier is assigned Tuesday, Wednesday, or Thursday as the relief day, based on juniority. (REF, G15R-4G-C 17487502) (2) If the required number of K routes with relief days other than Saturday has not been reached, the Employer may assign a relief day other than Saturday to those K routes with a Saturday relief day, based on juniority in the office. Should the new relief day be Tuesday, Wednesday, or Thursday the provisions in (1), above, are not applicable. e. A recalculation of the formula occurs when one of the following has changed in an office: the number of regular routes that are authorized relief days, the number of auxiliary routes, or the number of available leave replacements. Following a recalculation, the Employer may reassign the non-Saturday relief day. Such reassignment will be offered to rural carriers by seniority. If additional Saturday relief days are available, the Employer may then mandate the reassignment of the relief day by juniority. Any incentive provided for the relief day will cease upon such reassignment. Once an office has implemented the formula, there are only two situations which may prompt changes to relief days. The first situation involves a recalculation of the formula which will be conducted when the following circumstances occur in a formula office: A change in the number of regular routes authorized a relief day in the office. A change in the number of auxiliary routes in the office. A change in the number of available leave replacements in the office. 26 USPS-NRLCA Joint Rural Contract Administration Manual The recalculation will determine if carriers with non-Saturday relief days must be offered the opportunity to return to a Saturday relief day, or if management may assign additional non-Saturday relief days. Any relief day reassignments shall be made in accordance with Article 9.2.C.5. If the formula recalculation results in the availability of additional Saturday relief days, the reassignment back to Saturday must be completed within 30 days. The second situation which may prompt a change in relief days occurs when the number of non-Saturday relief days was not maximized when the formula was initially implemented. Management may reassign these relief days at any time in accordance with Article 9.2.C.5. The carrier must receive notice of the change no later than the Saturday of the service week preceding the effective week of the change (REF, E06R-4E-C 13052545) Question: If a carrier elects or is assigned a non-Saturday relief day, will there ever be occasion for reassignment back to Saturday as the relief day? Answer: Yes. There are several circumstances that may necessitate reassignment back to Saturday relief days. If the number of leave replacements in the office increases or the number of routes with an authorized relief day changes, the formula will be recalculated and management may be required to reassign the appropriate number of relief days to Saturday. In addition, if a residual vacancy is awarded to a PTF, substitute, or RCA, and a Saturday relief day is available, the residual vacancy will be assigned a non-Saturday relief day and the Saturday relief day will be reassigned accordingly. Question: Under what circumstances can management change the non-Saturday relief day of a route to a different non-Saturday relief day? Answer: Management may change the non-Saturday relief day to a different non-Saturday relief day when it is necessary to provide an additional primary assignment for a PTF rural carrier and the relief day of the route is the same as one of the PTF's other routes. In addition, if a new PTF rural carrier assignment is being created and it is necessary to provide an additional primary assignment for the PTF, non-Saturday relief days may need to be changed. f. Except as provided in item j., regular rural carriers on the relief day work list who work the relief day will select one of the following options: (1) An X day (a day for working a prior relief day) to be immediately scheduled by mutual agreement between the carrier and the Employer. The scheduled X day must be within the next twelve (12) weeks. PS Form 3971 will be completed for the mutually agreed X day and the scheduled X day will be given the same consideration as approved annual leave. (2) Compensation at 50% of the carrier’s daily rate of pay, in addition to receiving an X day within twelve (12) weeks as scheduled by the Employer. (3) Compensation at 150% of the carrier’s daily rate of pay. The carrier will not receive an X day. g. Except as provided in item j. below, regular rural carriers not on the relief day work list who are required to work the relief day will receive compensation at 50% of the carrier’s daily rate of pay, in addition to receiving an X day within twelve (12) weeks as scheduled by the Employer. h. If a regular rural carrier works the relief day and fails to complete the entire route, the carrier will be compensated 150% of the carrier's hourly rate of pay for the actual number of hours worked. 27 USPS-NRLCA Joint Rural Contract Administration Manual Question: What does "immediately scheduled by mutual agreement" mean in Article 9.2.C.5.f. (1)? Answer: When a carrier on the relief day work list is selected to work, the carrier may select option 1. At that time or no later than the day the relief day is worked, the carrier and manager should mutually agree when the X day will be given and annotate it on the schedule. Question: If a carrier is on the relief day work list and is scheduled to work a relief day, how soon must he or she select the option of payment? Answer: The carrier must select one of the options listed in Article 9.2.C.5.f. no later than the day the relief day is worked. Question: When a regular carrier is entitled to an X day in accordance with the Article 9.2.C.5.f(2) and C.5.g, does the carrier schedule the X day? Answer: No. Management will schedule the X day. Additionally, management must provide three (3) working days’ notice to a regular rural carrier when assigning an X day, except from the beginning of the guarantee year through the end of the designated Christmas period. During this period, the X day is required to be scheduled within the same pay period and providing 3 days notice may not be possible. Regular rural carriers who work the relief day and who exceed 56 actual work hours in a week will not be eligible to receive an additional 50% of the daily rate of pay, in addition to receiving an X day within twelve (12) weeks as scheduled by the Employer. This applies to carriers on the relief day work list as well as those carriers not on the list. These carriers will receive 150% of the carrier's daily rate of pay for working the relief day. They will not earn an X day. See Handbook F-21, Time and Attendance, Section 581.19 i. The Employer will not allow a regular rural carrier to work a relief day in accordance with their personal wishes when a qualified leave replacement is available in the delivery unit. j. Without recourse to Article 8.5, the Employer may allow a regular rural carrier to work on his or her relief day in order to grant the leave replacement scheduled to serve the regular’s route, the day off, provided: (1) The leave replacement has submitted a written request to be non-scheduled or to have leave on the regular’s relief day; (2) The regular rural carrier has signed the request, thereby indicating agreement; and (3) The regular rural carrier and the Employer have agreed that compensation for working the relief day will only be an X day to be immediately scheduled by mutual agreement. The scheduled X day must be within the next twelve (12) weeks. PS Form 3971 will be completed for the mutually agreed X day and the scheduled X day will be given the same consideration as approved annual leave. A part-time flexible rural carrier is not entitled to the route’s evaluated hours for any day the Employer has granted his or her request to be non-scheduled. k. During the period that starts with the beginning of the guarantee period through the end of the designated Christmas period, a regular rural carrier who works the relief day and is entitled to an X day, must be given the X day as scheduled by the Employer within the same pay period in which the relief day was worked. Regular rural carriers shall be prohibited from scheduling a previously earned X day from the beginning of the guarantee period through 28 USPS-NRLCA Joint Rural Contract Administration Manual the end of the designated Christmas period. If the X day is not received within the same pay period, the Employer will compensate the regular rural carrier 100% of the carrier’s daily rate of pay in lieu of the X day. l. If, for any reason, an X day is not received within the twelve-week period in accordance with Subsections f.(2) and g. above, the Employer will compensate the regular rural carrier 100% of the carrier’s daily rate of pay in lieu of an X day. The period from the beginning of the guarantee period through the end of the designated Christmas period is not included when counting the twelve weeks in which an X day must be received. If an X day is not received within the twelve-week period in accordance with Subsections f.(2) and g., a payroll adjustment will be made changing the DACA code from 3 to 5, subsequently paying an additional 100% of the daily rate of pay for working the relief day. Question: If a carrier is to be compensated in accordance with Article 9.2.C.5.l. for not receiving an X day in the required time and has changed route assignments since working the relief day (R day); what route evaluation will be used to calculate the 100% compensation? Answer: The evaluation of the route on which the carrier was assigned when working the relief day will be used to determine the compensation of 100% of the daily rate of pay. Question: Does the period from the beginning of the guarantee period through the end of the designated Christmas period, extend the twelve-week period to schedule an X day? Answer: Yes. For example, a regular carrier works their relief day on Saturday, September 23, 2000. At the beginning of the guarantee period six weeks has passed. Management will continue counting the 12- week period after Christmas and will have until February 2, 2001 to provide the X day. The X day earned for working the relief day on September 23, 2000 cannot be granted from the beginning of the guarantee period through the end of the designated Christmas period. 6. Route Classification Rural routes shall be classified as follows: a. TABLE OF EVALUATED HOURS FOR REGULAR RURAL ROUTES Total Hours and Minutes Per Week Evaluated Hours (Standard Hours)

RCAM Rural Contract Administration Manual PDF March 2024

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