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Local 298's By-laws


April 25, 2001

Joseph G. Durand, President
Local 298 NPMHU
3035 Harney St., Suite 302
Omaha, NE 68131

Dear Brother Durand:
     I am writing in response to your letter of April 16, 2001, which asked me to exercise my constitutional authority as National President under Article I, Section 3 and Article XII of the Uniform Local Union Constitution and approve the amendments to the Local 298 Bylaws that were included with your letter.
     I have reviewed the amendments submitted with your letter, and the Local 298 Bylaws, as amended, are hereby approved.

Fraternally,
William H. Quinn, National President


Local 298
BY-LAWS, AS AMENDED AND ADOPTED March 19, 2001

Article  1. The Local president shall appoint the following committees
Social, Health and Welfare and Arbitration Committees after consulting
with the Local Union Council.

Article  2. The Local shall bank at any banking institution that pays the
maximum interest and is insured by FDIC.

Article  3. The Local shall maintain it's office in Suite 302, 3035 Harney
St., Omaha, NE 68131.

Article  4. 4.1  The Local Union shall, when properly notified, make a
donation or send a floral piece (neither to exceed thirty-five dollars
($35.00) in value) to the family of a deceased member or the member's
Spouse, Mother, Father, Children, and Steps there of.
             4.2 The Local Union shall when properly notified, send a card to
any Local Union member of deceased sibling and grandchildren there of.
             4.3 The Local Union shall when properly notified, send a card to
any Local member in the hospital.

Article  5. 5.1  Individuals authorized to use their private automobiles
when traveling on Official Union business will be reimbursed at the
Federal Mileage Rate.  Union Officials, while on Official Union business,
Will be paid travel advance of $50.00 per day, excluding lodging. 
Receipts are required.

Article  6. Part time Officers or Representatives will be reimbursed each
year in the month of January for the loss of sick leave, annual leave and
retirement due to Official Union business.

Article  7. 7.1  In the event of a vacancy in the office of Local President,
the Vice-President shall become President.
             7.2 With respect to any other vacancy on the Local Union Execu
tive Board, an Executive Board Meeting will be convened for the purpose
of filling the vacancy from the eligible regular members of this Local
Union.  All Executive Board members must cast a vote.
             7.3 With respect to a vacancy in the position of Branch President,
the Local President shall recommend an eligible regular member to the
Local Union Council for it's approval to be given at the meeting of the
Local Union Council or by mail.

Article  8. Compensation as follows:
             8.1 Each Union Officer or Representative shall be paid his/her salary for actual time spent on official union business at their base hourly postal rate of pay, based on no loss or no gain.
             8.2 Except as provided herein, the payment of all other claims for reimbursement for expenses in connection with the conduct of Union business shall be subject to the proper authorization of the Local President.
             8.3 Stewards will be compensated for additional investigation time spent off the clock.  Time "spent off the clock" must be approved "in advance" and authorized by the Branch President or Local President.
             8.4 When authorized; individuals required to absent themselves from the post office (on LWOP, not to exceed eight (8) hours of pay per day) to conduct Official Union business, shall be compensated at their base hourly Postal rate of pay; based on no loss or no gain.

Article  9. All claims for reimbursement expenses or lost time for conduct
ing Official Union business, should be submitted on Wednesday prior to
the bi-weekly Postal payday.

Article 10. Local Union Office Hours will be as follows:
            Monday thru Friday------as posted-----9:00 a.m. - 3:00 p.m.

Article 11. Money shall be budgeted for each Branch.

Article 12.  The Branch President will have control over each Branch
social event.

What is RMD???


By now, we have all heard this term and many others related to RMD. In short, RMD, the Resource Management Database, is a program that the Postal Service states is being used to effectively record, track and manage attendance. The program "flags" excessive absences, tracks leave usage and abuse of an individual employee or pay location.
Under this program, employees who previously made leave request through a data site or some other method, must now call the Attendance Control Office (ACO) and speak with an Attendance Control Supervisor (ACS). The ACS answers the phone, inputs leave requests and accesses your 3972 via a computer screen, which displays the entire record including annual and sick leave balances.
As the employee makes their leave request, the ACS inputs the information into the computer, which in turn generates questions to the employee regarding FMLA, etc.  For example, if the employee responds that they are requesting sick leave for an illness that qualifies for FMLA, and as this request is entered into the computer, the system accesses the employee's record on FMLA status for the current period.  The system will let the ACS know whether or not the employee has documentation for FMLA on file and what action to take.
The system will generate a report to the SDO of an employee whose leave record shows three or more unscheduled absences in a 90 day period, in most offices.  The report requires the SDO to state the action that they have taken and the reason(s).  The system will continue to generate messages until it receives a response.  The system attempts to force the SDO, MDO, etc. to take action even in cases where they may feel no action is necessary.
Questions asked of employees should not be intrusive nor should the employee be subjected to an inquisition by the ACS.  This system should not be used at any time to intimidate or harass employees.
The Local Union will continue to address concerns regarding the inefficiencies, privacy violations, FMLA violations, discrimination, etc. of the ACO and the ACS where employees have made complaints.
Members are encouraged to avoid unscheduled absences whenever possible, by making leave request in advance, submitting medical documentation for an extended absence immediately and submitting an FMLA package for a qualifying illness.  If you need to call the ACO to request leave always make a note of the time you called and with whom you spoke.
For additional information regarding this system or if you should experience any problems do not hesitate to contact your steward, Branch President or the Local Office.