The MEMORANDUM OF UNDERSTANDING BETWEEN THE UNITED STATES POSTAL SERVICE AND THE AMERICAN POSTAL WORKERS UNION, AFL-CIO
Re: Telework Program for Mailing Requirement Clerks (MRCs) at the Mailing Solutions
Service Center (MSSC) Pilot
The purpose of this Memorandum of Understanding (MOU) is to establish the terms and conditions of a Telework Program for Mailing Requirement Clerks (MRCs) assigned to the Mailing Solutions Service Center (MSSC).
Telework is defined as being able to perform assigned duties successfully and efficiently froman approved location other than their official duty station ("alternate worksite"). The partiesagree that Clerk Craft bargaining unit employees assigned to the MSSC will be allowed to telework during scheduled workdays and hours in accordance with the provisions outlined below. The alternate workslte must be within commuting distance to the employee's official duty station.
Participation in the Telework Program is voluntary for all eligible employees meeting the participating criteria stated below. A request to participate in the Program must be submitted to the employee's supervisor or manager for review. Telework Program Agreements will be approved for the term of this MOU.
Participating in the Telework Program will be made available to employees who:
- Have completed all required training for the employee's duty assignment;
- Have been assigned to their official duty station for six (6) months; the six (6) months startswhen the employee Is deemed the successful bidder on the position;
- Have adequate internet access to consistently meet the operational need regarding customer calls and access to Postal Service systems (broadband Is recommended);
- Assume responsibility for any increase in his/her personal utility costs that may result from the employee using his/her own personally owned property as an alternate worksite, Including maintenance, insurance, internet access, or utilities (e.g., heating, electricity, water); and
- Have fully executed the Mailing Shipping Solutions Center Telework Agreement and Mailing Shipping Solutions Center Telework Safety Requirements and Certification for the Alternate Worksite documents.
The following work rules will apply for the Telework Program:
• Participants will be expected to work their normal duty assignment from the alternate worksite and any deviations from the employee's normal duty assignment must be approved in advance by the employee's supervisor or manager;
• The Postal Service will provide the necessary equipmenUhardware for employees to perform the duties. Equipment/hardware may include a laptop, Virtual Private Network (VPN) token, and access to Postal Service Systems;
• Participants will be provided a USPS laptop for use at the alternate worksite, which remains the property of the Postal Service. Employe13s are required to follow all Postal Service policies, including but not limited to Information Technology (IT) bulletins and CyberSafe instructions and regulations, governing the use of the USPS-provided laptop;
• Participants must protect and secure Postal Service-owned equipment and information in accordance with applicable Postal Service policies, including l:>ut not limited to Handbook AS-805, Information Security, Handbook AS-805-C, Information Security for General Users, and Handbook AS-353, Guide to Privacy, the Freedom of Information Act, and Records Management;
• Postal Service equipment. including but not limited to the USPS-provided laptop, must beserviced and maintained only by the Postal Service, and participants may be required to report to their official duty station for this purpose;
• Participants will be required to make themselves available via telephone, electronic mail, and chat, using technologies (such as Zoom and Microsoft Teams) as designated by Management, and virtual meetings with or without video at Management's discretion (virtual backgrounds or the background blur can be used);
• If the participant has technological or other issues that prevent the completion of assigned duties, the participant must alert his or her supervisor or manager immediately and may be required to repo11 to his/her official duty station until the Issue is resolved;
• At the discretion of Management, a participant may be temporarily scheduled to report to their official duty station to attend in-persons meetings with MSSC EAS personnel for sessions related to, but not limited to, training, mentoring, and coaching sessions. Notice to report to the duty station will be provided to the employee by Wednesday of the preceding service week;
• At the discretion of Management and based on operational need for the Bulk Mail Entry Unit (BMEU), participants may be required to report to their official duty station to provide assistance to the BMEU, on a senior voluntary basis and if no volunteers, mandated by juniority;
• While teleworking, participants are not permitted to have any nonwork-related responsibilities (e.g., child and dependent car13, domestic duties, controllable distractions) during work hours;
• An employee may request to report to his/her official duty station temporarily and may be required to provide a minimum of two (2) weeks' notice to his/her supervisor/manager;
• Upon ending participating in the Telework Program, including separation/removal from the USPS, whether voluntarily or involuntarily, the employee will be required to return the USPS laptop and all other USPS property, whether equipment or information, in working order or face disciplinary action, civil and/or criminal penalties, and/or responsibility for reimbursement to the Postal Service for any costs associated with the replacement or repair of unreturned, lost, stolen, or mistreated/abused equipment or information, consistent withthe collective bargaining agreement and applicable regulations;
• If an employee who is teleworking requests to meet with a union steward in accordance with Article 17, the meeting may be conducted virtually. If documents that containsensitive/confidential Information needs to be exchanged between a union steward and anemployee, the union may determine If an in-person meeting is necessary. When deemed necessary, the meeting should be scheduled in advance and the entire workday will be completed at the official duty station.
• If an employee who is teleworking is entitled to the presence of a union steward in accordance with Article 17 when meeting with Management, any such conversations may be held virtually, and the employee may participate at his/her alternate worksite; If conversations that contain sensitive/confidential information needs to be exchanged between a union steward and an employee, the union may determine if an in-person
meeting is necessary. When deemed necessary, the meeting should be scheduled in advance and the entire workday will be completed at the official duty station.
• Other than as stated in this agreement, this agreement is not intended to alter or amend the USPS/APWU National Agreement or Its application to the participants in the Telework Program.
Management may revoke the Telework Agreement for any individual participant with a minimum of two (2) weeks' notice. If such decision is made, the Union and employee will be notified of the reason for the action. The revocation of participation in the Telework Program cannot be done as an alternative for disciplinary action. The employee and/or Union may challenge the reason for the revocation through the Alternative Dispute Resolution Process (ADRP). The employee and/or Union may challenge the reasons for denial of voluntary participation In the Telework Program, as a result of the supervisor or manager review process, through ADRP. Additionally, employees participating In the Telework Program who decide they no longer want to participate can notify their supervisor or manager in writing and return to their official duty station.
The parties agree that the above provisions will continue for the remainder of the 2021-2024 USPS/APWU National Agreement, unless agreed to extend. Further, the parties agree to continue discussions on a permanent Telework Program and any issues concerning this pilot as it evolves.
Either party may end this MOU with a ninety (90) day advance notice. If this MOU is ended, the parties will develop a transition plan for employees to return to the official duty station.
The Postal Service confirms Its commitment to using APWU-represented bargaining unit employees to perlorm the bargaining unit work at the MSSC for the term of the 2021-2024 USPS/APWU National Agreement. Additionally, for the duration of this MOU, the Postal Service commits to maintaining adequate workspace at the applicable official duty stations for all MRCs assigned to the duty station to return.
This MOU will not be cited in any future arbitration except to enforce its terms.
Shannon R. Richardson Lamont Brooks
Director, Labor Relations (APWU) Director, Clerk Craft Division
United States Postal Service American Postal Workers Union, AFL-CIO
Date: July 27, 2023
Document Type: Memorandum of Understanding
Craft: Clerk