USPS Bay-Valley District To Implement Phase 2 of The National Reassessment Process

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From Fredric Jacobs, President, APWU Local Oakland #78 

National Reassessment Process – Phase 2
 
 
Attention APWU Members: 

Today (May 20, 2009), I was advised by Management that the Bay-Valley District received Phase 1, National Reassessment Process (NRP) validation on May 8, 2009. 

A Phase 2 briefing meeting has been scheduled with the Unions and Management on Wednesday, May 27, 2009.

Members are encouraged to attend the upcoming Injured Employees Seminar on June 6, 2009. 

If you have any questions, please contact Executive Vice President Robert Jeffrey or Business Agent James Perry at the Union Office, 510-635-8497. 
 

What is Phase 2 of the National Reassessment Process?

PostalReporter- According to the National APWU: 

Once a District completes all required Phase 1 actions, USPS Headquarters will be notified that the District is ready to begin Phase 2. No more than three Districts per Area should be in Phase 2 at a time.

Phase 2 will include: Evaluating the “necessity” of specific job duties; interviewing partially recovered employees; and then either renewing their existing job offer, providing new job offers, or referring the employees to OWCP. [NRP Phase 2 Overview – PDF 5MB)]

Providing limited-duty and rehab jobs will take priority over establishing light-duty assignments. This remains a possible area of contractual dispute. If medical documentation establishes that a limited-duty employee has reached maximum medical improvement (MMI), that employee will enter the Postal Service rehab-job process. The craft that is indicated on the employee’s Form 50 will be the craft that will first be reviewed for suitable employment.

The USPS should be made aware of all duties that an affected employee can perform. Any non-work-related medical restrictions should also be evaluated. If no job offer is made, the employee should identify for the record duties that they can perform. Employees will have 14 days to accept or reject a job offer. If employees want their physicians to review the job offer, reasonable requests for extensions should be granted.

The local union and employee will receive approximately one week’s notice of an interview date. At the “interactive” interview, employees who are not given job offers will be provided with Forms CA 2a and CA7 (“Recurrence of Disability” and “Claim for Compensation”) and then sent home.