NTFT's - Posting, Bidding and Assignments
1. May employees who were in a FT status at the signing of the agreement but have
subsequently bid to a NTFT duty assignment of less than 40 hours or more than 44
hours per week, and thereafter become unassigned, be involuntarily reassigned to a
NTFT assignment of less than a 40-hour work week?
ANSWER: No.
2. Will NTFT duty assignments have different hours in the first week of a pay period
than in the second?
ANSWER: No. However, NTFT Flexible Clerk Craft duty assignments may be
changed from week to week without out-of-schedule obligations, subject to a
Wednesday of the prior week notification. These duty assignments may be created
and utilized in retail (Function 4) operations to cover vacancies and absences, and
are limited to 10% of the full-time assignments. Additionally, MVS NTFT Flexible
duty assignments may be created to replace PTF and PTR duty assignments.
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3. Can a FTR (who was FT at the signing of the 2010 CSA) steward's super-seniority
rights be satisfied by offering the steward a NTFT assignment of less than 40 hours
or more than 44 hours/week?
ANSWER: No.
4. Under Article 12.5.C.5.(a).5 an APWU represented employee who is excessed into a
non-APWU represented craft within the installation shall be returned to the craft from
which reassigned at the first opportunity. What happens if the "first opportunity" is to
a NTFT duty assignment with less than 40 hours/week or more than 44 hours?
ANSWER: The employee will still be returned to their APWU represented craft.
However, if the employee declines to accept the NTFT duty assignment, they will
become unencumbered (unassigned) with a "traditional" schedule.
5. Disputes or concerns regarding initial NTFT staffing and assignments are to be
pursued through ADRP and not through the normal grievance procedure. Is this
alternative intended for the start-up of the NTFT assignment procedures or will any
disputes regarding NTFT jobs be forever banned from the grievance procedure?
ANSWER: The intent of the ADRP process was to facilitate the start-up of the NTFT
assignment procedures. Once the initial NTFT staffing process is completed the
specified ADRP process will be phased out and these issues will be resolved in the
Article 15 grievance procedure.
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NTFT's - Leave
6. How will employees in NTFT duty assignments earn or accrue annual leave?
ANSWER: Employees in NTFT assignments with a regular schedule of 40 or more
hours per week will receive an advance of annual leave equal to the maximum for
their leave category. The employee will not receive additional annual leave credit for
work hours in excess of 40 hours per week and excess hours will not be tracked as
potential leave credit hours.
Employees in NTFT assignments with a weekly schedule of less than 40 hours per
week will receive a pro-rated advance of annual leave in the same manner as a PTR
per ELM Exhibit 512.312. For paid hours (for hours worked and paid leave, not
including donated leave) in excess of their scheduled amount, the employee will
receive additional annual leave credit up to the maximum credit allowable for their
leave category within the pay period. Excess hours that do not produce additional
leave credit within the pay period will be tracked as potential leave credit hours and
may produce additional leave credit in a future pay period as long as the total leave
earned to date does not exceed the maximum allowed for a full-time employee.
7. How will employees in NTFT duty assignments accrue sick leave?
ANSWER: Employees in NTFT duty assignments, with regular schedules of forty
(40) hours per week or more, accrue 4 hours sick leave for each full biweekly pay
period-that is., 13 days (104 hours) per 26 period leave year. Employees in NTFT
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duty assignments with regular schedules of less than forty (40) hours per week will
accrue sick leave at a rate of one (1) hour for each unit of twenty (20) hours in a pay
status up to 104 hours (13 days) per 26-period leave year. For example, an
employee with a 30 hour a week work schedule will receive 3 hours sick leave each
pay period. For paid hours (for hours worked and paid leave, not including donated
leave) in excess of their scheduled amount, the employee with regular schedules of
less than forty (40) hours per week will receive additional sick leave credit up to the
maximum credit allowed for a full-time employee (up to (104 hours [13 days] per 26-
period leave year). Excess hours that do not produce additional leave hours within
the pay period will be tracked and may produce additional sick leave hours in a
future pay period as long as the total leave earned to date does not exceed the
maximum allowed (up to 104 hours [13 days] per 26-period leave year).
8. When using annual leave, how much leave per day will the employee in a NTFT duty
assignment be charged?
ANSWER: The employee in a NTFT duty assignment will be charged leave for the
amount equal to the work hours of their regular daily scheduled hours (e.g. 6 hours
for a 6-hour scheduled work day) or for the balance of their scheduled hours for parttour
leave. Employees in NTFT duty assignments will be subject to the same leave
regulations as all other career employees with regard to the substitution of LWOP in
lieu of annual leave. However, employees in NTFT duty assignments may elect at
their option to utilize LWOP in lieu of annual leave for any hours in excess of forty
(40) hours in a service week.
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9. When using sick leave, how much sick leave per day will the employee in a NTFT
duty assignment be charged?
ANSWER: The employee in a NTFT duty assignment will be charged sick leave for
the amount equal to work hours of their regular daily scheduled hours (e.g. 6 hours
for a 6-hour scheduled work day) or the number of scheduled hours remaining if the
need for leave occurs after the start of their tour. Employees in NTFT duty
assignments will be subject to the same leave regulations as all other career
employees with regard to the substitution of LWOP or annual leave in lieu of sick
leave. However, employees in NTFT duty assignments may elect at their option to
utilize LWOP in lieu of sick leave for any hours in excess of forty (40) hours in a
service week.
10. What happens to the annual leave which has been advanced to an employee in a
NTFT duty assignment when they bid or are reassigned to/from traditional full-time
assignments or to NTFT assignment with a different scheduled work hour total per
week?
ANSWER: They will have their advanced annual leave amount adjusted to reflect
the advanced leave policy for their position of record.
11. What impact will being in LWOP status have on a NTFT duty assignment employee's
annual leave credit?
ANSWER: When during the leave year, an employee's absence, including that on
an employee in a NTFT duty assignment, in a non-pay status totals the equivalent of
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one pay period of regular service, credit for leave is reduced by the amount of leave
earned by the employee in a pay period.
12. How does a NTFT duty assignment employee's schedule affect court leave?
ANSWER: An employee in a NTFT assignment will receive court leave up to his or
her scheduled hours for the day. An employee in a NTFT assignment scheduled for
more than 8 hours in a service day may have paid court leave and postal duty in
excess of 8 hours up to the employee's regular schedule.
13. Is an employee in a NTFT duty assignment eligible to receive Administrative Leave?
ANSWER: Yes.
14. Are employees in NTFT duty assignments eligible for Military Leave?
ANSWER: Yes. An employee in a NTFT assignment with a weekly schedule of 40
or more hours/week receives 120 hours of military leave each fiscal year. An
employee in a NTFT duty assignment with a weekly schedule of less than 40
hours/week will receive a pro-rated amount of military leave each fiscal year. That
pro-rated amount may be increased if there is an increased weekly schedule.
However, if the employee moves to an assignment scheduled for fewer hours in the
pay period, there is no change in the military leave for the current fiscal year.
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15. How much FMLA protected leave are eligible employees in NTFT duty assignments
authorized?
ANSWER: Eligible employees in NTFT duty assignments are entitled to 12
workweeks of protected FMLA leave each year.
16. How will LWOP usage by employees in NTFT duty assignments impact the waiting
period for contractual step increases?
ANSWER: For the purpose of LWOP accrual towards step deferral:
As per current policy, only whole days of LWOP are counted. Fractional days on
which the employee has work hours or paid leave and takes LWOP are not counted
in calculating the total LWOP. (ELM 422.133)
1 day equals the number of hours in normal daily schedule on the day in which
LWOP is taken. 1 week equals the number of hours in employee's normal weekly
schedule (30 - 48). For periods of LWOP that encompass an entire pay period, the
total number of hours in the employee's regular schedule for that pay period will be
charged.
As per current policy, step deferral calculation is made each pay period based on the
prior pay period Step Increase LWOP balance and total hours for employee's normal
weekly schedule in the current pay period.
All other provisions of ELM 422.133 will apply.
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NTFT's - Holidays
17. How are employees in NTFT duty assignments who are required to work on a
holiday or designated holiday compensated?
ANSWER: Employees in NTFT duty assignments scheduled for eight or more hours
who work on their holiday or designated holiday will receive straight time pay for any
hours worked up to their normal schedule for that day. They will be paid postal
overtime for any hours in excess of their normal schedule. Employees in NTFT duty
assignments normally scheduled for less than eight hours on the holiday or
designated holiday will only be required to work beyond their normal schedule in an
emergency and will be compensated with out of schedule premium for such hours up
to eight hours in the day. They will be paid postal overtime for any hours in excess
of eight hours in the day.
18. May employees in NTFT duty assignments who work their holiday or designated
holiday elect to have their annual leave balance credited with up to eight (8) hours of
annual leave credit (equal to the number of hours of holiday leave pay received) in
lieu of holiday leave pay?
ANSWER: Yes.
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19. How many hours of holiday pay will employees in NTFT duty assignments receive?
ANSWER: Employees in NTFT duty assignments receive eight (8) hours of holiday
pay at the employee's base hour straight time rate on the holiday or day designated
as their holiday. To be eligible for holiday pay, an employee must be in a pay status
the last hour of the employee's last scheduled workday prior to or the first hour of the
employee's first scheduled workday after the holiday.
20. In what category are employees in NTFT duty assignments on the holiday work
schedule?
ANSWER: As full-time employees, they will be subject to the LMOU pecking
order. Employees in NTFT duty assignments working their holiday or
designated holiday will be scheduled for the number of hours they normally
work. Employees in NTFT duty assignments working on their off day will be
scheduled for 8 hours.
MVS Questions & Answers
21.Can MVS Career employees have split days off?
ANSWER: Employees occupying FTR duty assignments in postal installations which
have 200 or more man years of employment in the regular work force, career
employees in mail processing operations, transportation and vehicle maintenance
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facility operations will have consecutive days off, unless otherwise agreed to by the
parties at the local level.
22. Do holddowns still exist?
ANSWER: Yes, but only unassigned full-time and Full-Time Flexible employees (not
employees occupying NTFT Flexible duty assignments) that are not on holddowns
currently may bid on duty assignments that are vacant for 10 or more days; in
accordance with the provisions outlined in Article 39.1.J. The holddown process
occurs before PSEs may opt on a vacant duty assignment.
23.Can employees in NTFT duty assignments have more than a one hour lunch
or "split shift?"
ANSWER: No, except in level 20 and below Post Offices.
24.How is a NTFT Flexible duty assignment created?
ANSWER: NTFT Flexible duty assignments may be created when a PTF or PTR is
converted to Full-Time. It is created in the same Occupational group as the PTF or
PTR was converted from. The number of NTFT Flexible duty assignments cannot
exceed the number of PTFs and PTRs that were converted in that occupational
group and installation.
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25.Can Flexible duty assignments (both Traditional Full-Time Flexible and NTFT)
schedules be changed?
ANSWER: Yes, if the schedule is to be changed it must be done on the proceeding
Wednesday and the total hours and daily hours must remain the same, but start
times and days off can be changed.
26. Can traditional FTR duty assignments be reposted as NTFT duty assignments?
ANSWER: Yes, but only if operationally necessary and after notification and input
from the Local President and MVS Director. Before the NTFT duty assignment is
posted the Local Union will have the opportunity to review, make comments, make
suggestions and propose alternatives.
27.Can MVS employees who were converted from either PTFs or PTRs at the
signing of the 2010 agreement bid on Traditional duty assignments?
ANSWER: Yes. Employees who were not full-time at the signing of the 2010
agreement may bid on any duty assignment that they are qualified for that is posted
for bid in the Motor Vehicle Craft.
28.Can the wages for PSEs be adjusted at the Local level?
ANSWER: No adjustment of wages can only be done at the national level.
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29.During the once a year bid can management abolish traditional duty
assignments?
ANSWER: The once a year bidding process was not intended nor should it be used
as a procedure to abolish occupied duty assignments. (Pat McGee letter reissued by
Peter Sgro on 10-1-1993).
30.Are MVS PSE's subject to DOT physicals and Drug tests?
ANSWER: All MVS employees that perform a safety sensitive position are required to
have the same DOT physicals and are subject to the same DOT drug testing rules.
Document Type: Question & Answer
Craft: All Craft