The National Office of the NPMHU recently signed a settlement with USPS management concerning the National Reassessment Program (NRP), which is being used by the Postal Service to re-evaluate all limited duty and rehabilitation positions held by mail handlers and other postal employees who have been injured on the job.
Throughout the negotiations, the NPMHU has held the position that the Postal Service’s use of the term “necessary work” in the NRP unduly and unreasonably restricts the types of duties and assignments that must be made available to mail handlers and other employees injured on the job. We are pleased to report that the settlement reached by the National parties deals directly with this issue. In particular, the settlement has three major components:
First, the settlement addresses the NPMHU’s contention that the Postal Service has been using the NRP to implement a new “necessary work” standard for the creation and continuation of limited duty and rehabilitation assignments. The parties have agreed that “[t]he NRP has not redefined or changed the Postal Service’s obligation to provide limited duty or rehabilitation assignments for injured employees.” The parties also have agreed that ELM Section 546 “has not
been amended and remains applicable to all pending grievances.” It is important
to note that ELM Section 546.142 refers repeatedly to “adequate work” and “adequate work available” as the governing standard.
Second, the settlement deals with the Union’s contention that the Postal Service was using the NRP to develop new criteria for assigning limited duty.Again, the parties agreed that “[t]he Postal Service has not developed new criteria for assigning limited duty,” and that “[i]njured employees will continue to be assigned limited duty, in accordance with the requirements of ELM 546 and 5 C.F.R, Part 353.”
Third, the settlement specifically addresses the potential impact of the NRP on employees assigned light duty under Article 13 of the National Agreement. On this issue, the parties agreed that “[e]mployees on existing non-workers’ compensation light duty assignments made pursuant to Article 13 . . . will not normally be displaced solely to make new limited duty or rehabilitation assignments unless required by law or regulation.”
The parties further agreed that all grievances concerning the NRP, which have been held pending the outcome of this National-level dispute, will be processed through the appropriate grievance and arbitration procedure. If you have a question about NRP implementation, you should contact your Local Union representatives.
HAS THERE BEEN A FINAL DECISION AT THE NATIONAL LEVEL IN REGARDS TO THE UNION CHALLENGING MANAGEMENTS BOGUS NRP PROCESS?
TOM ON TUES YOU ARE FINALLY RIGHT HEALTHY CLERKS ARE BEING SHOWN THE DOOR. WITH THE NEW CARRIERS JOBS THE ASSIGNMENTS . THAT MUST PASS A BACKGROUND CHECK AND A CREDIT CHECK AND OTHERS UNFAIR PRACTICES. anything go now . The pit bulls have been let out of the gates and they can smell the blood run but you can’t hide,
The Mail Handler Union does more its members then any other union within the Postal Service. They fight for all their members while the other unions make deals to screw their members.
I would like to know how to begin a grievance about the National Reassessment Program. I am a rural carrier and my union will not represent me because they say since I am no longer under the evaluated system of pay I can not be represented by the union on issues contractual in nature, I am being hurt by what the NRP and the Postal Service have done to me. I want to work in a full time capacity within my limitations but the Post Office refused to accept these terms yet they will send me out with no restrictions and if I get injured again or my condition worsens who is to blame.
Mark are you as stupid as you sound? Soon healthy employees will be shown the door, plenty of money, I think not.
Can you provide me the name of a Union official or attorney involved in the settlement? I would like to discuss what to do if I or my postal worker clients suspect that the Postal Service may already be breaching the agreement, requiring further action.
The Postal Service is big enough and has plenty of jobs available for injured on the job employees. W