NALC
City Carrier
Assistant
&
Rights
Benefits
Updated April 2014
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CCA Terms
CCA employees are hired for terms of 360
calendar days and will have a break in service
of ve calendar days between appointments.
Pay Rates
The hourly rate for CCA employees shall be
established in accordance with Table 2, Step BB.
Transitional Employees (TEs) on the rolls as of
January 10, 2013 (including TEs that were on their
ve-day break in service) who become CCAs shall
be paid at Step AA of Table 2 (see below). The wage
schedule chart for CCAs shown below is found in
Article 9.7 on page 28 of the National Agreement.
Overtime Work
CCAs are paid time and one-half for all work over
8 hours in a service day and over 40 hours in a
service week. This is referred to as regular over-
time. CCAs are paid double time for all work over
10 hours in a service day and over 56 hours in a ser-
vice week. This is referred to as penalty overtime.
Night Shift Differential
CCAs are compensated an additional amount
for all time worked before 6:00 AM and aer
6:00 PM during a service day. The amounts
are specied in the middle pay chart below.
Pay increases under the
2011-2016 National Agreement
CCAs will receive the following contractual
pay increases (see chart at bottom):
• 2.0%November16,2013
• 2.5%November15,2014
• 2.5%November 14. 2015
City Carrier Assistant Schedule Hourly Rates
RSC Q7 (NALC)
CCA Grade BB AA
1 15.30 16.58
2 15.63 16.92
City Carrier Assistant Schedule Night Differential Rates
RSC Q8
CCA Grade BB AA
1 1.16 1.16
2 1.23 1.23
City Carrier Assistant Hourly Wages*
New CCAs TE/CCAs
Date Percent Inc. Step BB Step AA
1/12/2013 -- -- $15.00 $16.25
11/16/2013 1.0% Gen Wage Inc $15.15 $16.41
11/16/2013 1.0% CCA Wage Inc $15.30 $16.58
11/15/2014 1.5% Gen Wage Inc $15.53 $16.82
11/15/2014 1.0% CCA Wage Inc $15.68 $16.98
11/16/2015 1.0% Gen Wage Inc $15.83 $17.14
11/16/2015 1.5% CCA Wage Inc $16.06 $17.39
Notes: CCA carriers will receive the General Wage Increases payable to career letter carriers (1 percent in 2013, 1.5 percent in 2014 and 1 per-
cent in 2015) as well as additional CCA-only wage increases of 1 percent in 2013, 1 percent in 2014 and 1.5 percent in 2015. As with career
carriers, the percentage increases of CCAs are applied to the wage rated effective on January 12, 2013.
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Relative Standing
CCAs are credited with something similar
to seniority called relative standing. Rela-
tive standing is determined by the original
CCA hire date in an installation. For those
CCAs who were Transitional Employees (TEs)
before being hired as CCAs, all time served
as a TE aer September 29, 2007 is added.
However, time spent on a ve day break is
not included for purposes of calculating rela-
tive standing. Section f of the CCA General
Principles found on page 134 of the National
Agreement covers relative standing:
f. When hired, a CCAs relative stand-
ing in an installation is determined
by his/her original CCA appointment
date to the installation, using Article
41.2.B.6.(a) where applicable, and
adding the time served as a city letter
carrier transitional employee for ap-
pointments made aer September 29,
2007 in any installation.
This is also addressed by question 57 of the
March 6, 2014 jointly developed questions and
answers, 2011 USPS/NALC National Agree-
ment (M-01833):
57. How is time credited for transitional
employee employment when determin-
ing relative standing for CCAs?
All time spent on the rolls as a city
letter carrier transitional employee
aer September 29, 2007 will be
added to CCA time in an installa-
tion to determine relative standing.
Breaks in transitional employee
service are not included in the rela-
tive standing period.
Relative standing is extremely important for a
few reasons. First, when CCAs are converted
to full-time career status within an installa-
tion, the CCA with the most relative standing
in that installation is the rst one converted
to full-time career status. Section g of the CCA
General Principles found on pages 134-135 of
the National Agreement states:
g. When the Postal Service hires new city
letter carrier career employees, CCA
employees within the installation will
be converted to full-time regular career
status to ll such vacancies based on
their relative standing. A CCA who does
not accept the career opportunity will
not lose his/her relative standing for
future career opportunities.
It is important to remember when calculating
relative standing that it doesn’t matter where an
individual served as a transitional employee.
This is addressed by question 59 of M-01833:
59. For time spent as a city letter carrier
transitional employee, does it matter
where an individual was employed
when determining relative standing?
No. All time on the rolls as a transi-
tional employee aer September 29,
2007 counts toward relative standing
regardless of the installation(s) in
which the transitional employee was
employed.
The answers to questions 57 and 59 also make
clear that if a CCA who was a former TE stops
working in one installation and begins working
in another installation, relative standing credit
earned as a TE will always transfer with the CCA
no matter where they work. However, relative
standing credit earned as a CCA does not trans-
fer with an employee in the same situation.
Relative standing also comes into play when the
Postal Service needs to separate a CCA due to
lack of work. Section h of the CCA General Prin-
ciples requires the Postal Service to separate the
CCA with the least relative standing rst:
h. CCA employees may be separated at any
time during their term of appointment
for lack of work. Separations for lack of
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work shall be by inverse relative stand-
ing in the installation. Such separations
are not grievable except where the sepa-
rations are pretextual. CCAs separated
for lack of work will be given preference
for reappointment ahead of other CCAs
with less relative standing in the instal-
lation if the need for hiring arises within
18 months of their separation.
Another situation where relative standing is
important is when the Postal Service decides
to not reappoint a CCA for operational rea-
sons. In this circumstance, the CCA with the
least relative standing in that installation is
separated rst. Section i of the CCA General
Principles found on page 135 of the National
Agreement covers this:
i. CCA employees are separated for 5
days between appointments. When
operational circumstances indicate
that reappointment for a CCA(s) is not
needed and the installation employs
a CCA(s) with lower relative standing,
the CCA(s) will be reappointed and the
CCA(s) with the lower standing in the
installation will be separated instead.
Such separation of a CCA(s) with the
lowest relative standing is not griev-
able except where the separation is
pretextual. These CCAs separated for
lack of work during or upon comple-
tion of their term of appointment will
be given a preference for reappoint-
ment ahead of other CCAs with less
relative standing in the installation
provided the need for hiring arises
within 18 months of separation.
A CCA separated for lack of work or due to
operational circumstance will be given prefer-
ence for reappointment ahead of other CCAs
with less relative standing in the installation if
the need for hiring arises within 18 months of
their separation.
Work Schedules
The service week for CCAs begins at 12:01 a.m.
on Saturday and ends on Friday at midnight.
Work Hour Guarantees
In larger installations, CCAs are guaranteed
four hours of work or pay anytime they are
scheduled and report to work.
In smaller installations, CCAs are guaranteed
two hours of work or pay anytime they are
scheduled and report to work.
To determine the work hour guarantee in your
oce, consult your shop steward.
Uniforms
CCAs are provided a uniform allowance. This
is covered in Article 26.3 found on page 100 of
the National Agreement.
Article 26 – Uniforms and Work Clothes
Section 3. City Carrier Assistant
When the CCA has completed ninety (90)
work days, or has been employed for 120 cal-
endar days, whichever comes rst, the CCA
will be provided with an annual uniform
allowance equal to the amount provided
to career employees in Section 2.A. Time
served as a Transitional Employee will count
toward the 90/120 day requirement.
The uniform purchases are reimbursed by
the Postal Service directly to the vendor.
Uniforms will be returned by CCAs sepa-
rated and not reappointed.
The amount of the uniform allowance is cov-
ered in Article 26.2 found on pages 99-100 of
the National Agreement:
Section 2. Annual Allowance
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The annual allowance for eligible employ-
ees in the reimbursable uniform program
shall be as follows:
A. Eective November 21, 2012 the annual
allowance for all eligible employees shall
be increased from present $371.00 per an-
num to $390.00 per annum. The increase
shall become eective on the employee’s
anniversary date.
Eective November 21, 2013 the annual al-
lowance for all eligible employees shall be in-
creased from $390.00 per annum to $399.00
per annum. The increase shall become eec-
tive on the employee’s anniversary date.
Eective November 21, 2014 the annual al-
lowance for all eligible employees shall be in-
creased from $399.00 per annum to $409.00
per annum. The increase shall become eec-
tive on the employee’s anniversary date.
Eective November 21, 2015 the annual al-
lowance for all eligible employees shall be in-
creased from $409.00 per annum to $420.00
per annum. The increase shall become eec-
tive on the employee’s anniversary date.
Questions 47-54 of M-01833 clarify how the uni-
form allowance is provided to a CCA, how items
are purchased, and how the licensed uniform
vendor receives payment for uniform purchases:
47. When does a CCA become eligible for
a uniform allowance?
Upon completion of 90 work days
or 120 calendar days of employ-
ment as a CCA, whichever comes
first. CCAs who have previously
satisfied the 90/120 day require-
ment as a transitional employee
(with an appointment made af-
ter September 29, 2007), become
eligible for a uniform allowance
when they begin their first CCA ap-
pointment.
48. What denes the anniversary date for
the purpose of annual uniform allow-
ance eligibility for a CCA?
The calendar date the CCA initially
becomes eligible for a uniform al-
lowance.
49. How is the uniform anniversary date
determined for a CCA who is converted
to career status?
The employee retains the same an-
niversary date held as a CCA.
50. How is a uniform allowance provided to
a CCA?
When a CCA becomes eligible for a
uniform allowance, funds must be
approved through an eBuy submis-
sion by local management. Aer
approval, a Letter of Authorization
form must be completed and pro-
vided to the employee within 14 days
of the eligibility date. The CCA takes
the completed form to a USPS autho-
rized vendor to purchase uniform
items. The Letter of Authorization
can be located on the Uniform Pro-
gram website on the Blue Page under
Labor Relations.
51. How are uniform items purchased?
Uniform items can only be pur-
chased from USPS licensed vendors.
A list of all authorized Postal Service
Uniform vendors is located under
the Labor Relations website: Uni-
form Program from the Blue Page
and also on Liteblue under My HR,
and look for the link for Uniform
Program.
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52. How does a licensed uniform vendor
receive payment for uniform items pur-
chased by a CCA?
The licensed vendor creates an
itemized invoice of the sale, pro-
vides a copy of the invoice to the
CCA, and sends the original invoice
for payment to the local manager
identied on the Letter of Autho-
rization. Upon receipt, the local
manager certies the invoice and
pays the vendor using the oce
Smartpay card.
53. If a CCA does not use the full allowance
before his/her appointment ends, does
the allowance carry-over into the next
appointment when the appointment
begins before the next uniform anniver-
sary date?
Yes, however, the CCA cannot pur-
chase uniform items during his/her
ve calendar day break between
appointments. If the full annual
uniform allowance is not used be-
fore the next anniversary date, the
remaining balance for that year is
forfeited.
54. Does the annual uni-
form anniversary date
change when a CCA is
separated for lack of
work and then rehired
as a CCA aer his/her
anniversary date has
passed?
Yes, in this situation
a new anniversary
date is established
on the date of reap-
pointment and the
CCA is provided a full annual uni-
form allowance within 14 days of the
new anniversary date.
If CCAs have any questions about uniforms or
they have not received a letter of authoriza-
tion for purchasing uniforms within 14 days
of their eligibility they should see their shop
steward.
Leave
CCAs earn annual leave. Section 3. OTHER
PROVISIONS B. Article 10 - Leave found on
pages 141-143 of the National Agreement
describes the amount of leave CCAs earn, the
procedures for requesting leave and other
leave related issues.
B. Article 10 - Leave
GENERAL
1. Purpose. Annual leave is provided to
CCA employees for rest, recreation,
emergency purposes, and illness or
injury.
a. Accrual of Annual Leave. CCA em-
ployees earn annual leave based on
the number of hours in which they are
in a pay status in each pay period.
Rate of Accrual Hours in Pay Hours of
Status Annual Leave Earned
Per Pay Period
1 hour for each unit of
20 hours in pay status 20 1
in each pay period
40 2
60 3
80 4 (max.)
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b. Biweekly Crediting. Annual leave
accrues and is credited in whole
hours at the end of each biweekly
pay period.
c. Payment For Accumulated Annual
Leave. A separating CCA employee
may receive a lump-sum payment
for accumulated annual leave sub-
ject to the following condition:
A CCA employee whose separation
is eective before the last Friday of
a pay period does not receive credit
or terminal leave payment for the
leave that would have accrued dur-
ing that pay period.
AUTHORIZING ANNUAL LEAVE
1. General. Except for emergencies, an-
nual leave for CCA employees must be
requested on Form 3971 and approved in
advance by the appropriate supervisor.
2. Emergencies and Illness or Injury. An ex-
ception to the advance approval require-
ment is made for emergencies and illness
or injury; however, in these situations, the
CCA employee must notify appropriate
postal authorities as soon as possible as
to the emergency or illness/injury and
the expected duration of the absence. As
soon as possible aer return to duty, CCA
employees must submit Form 3971 and
explain the reason for the emergency or
illness/injury to their supervisor. Super-
visors approve or disapprove the leave
request. When the request is disapproved,
the absence may be recorded as AWOL
at the discretion of the supervisor as
outlined in Section IV.B below.
UNSCHEDULED ABSENCE
1. Denition. Unscheduled
absences are any absenc-
es from work that are not
requested and approved
in advance.
2. CCA Employee Responsibilities. CCA
employees are expected to maintain
their assigned schedule and must
make every eort to avoid unscheduled
absences. In addition, CCA employees
must provide acceptable evidence for
absences when required.
FORM 3971, REQUEST FOR, OR NOTIFICA-
TION OF, ABSENCE
1. Purpose. Application for annual leave
is made in writing, in duplicate, on
Form 3971, Request for, or Notication
of, Absence.
2. Approval/Disapproval. The supervisor
is responsible for approving or disap-
proving application for annual leave by
signing Form 3971, a copy of which is
given to the CCA employee. If a supervi-
sor does not approve an application for
leave, the disapproved block on Form
3971 is checked and the reasons given
in writing in the space provided. When
a request is disapproved, the reasons
for disapproval must be noted. AWOL
determinations must be similarly noted.
Additionally, the following memorandums of
understanding (MOUs) regarding leave apply
to CCAs:
The MOU, Re: City Carrier Assistant (CCA)
Annual Leave found on pages 146-147 of the
National Agreement gives local branches the
opportunity to negotiate leave provisions for
CCAs during the choice vacation period. For
information on leave provisions in your oce,
see your shop steward.
It also requires the NALC and the Postal Service
at the national level to explore other options for
payment of leave at the end of a 360-day term.
Currently, CCAs receive a payout for their un-
used annual leave at the end of a 360-day term.
Re: City Carrier Assistant (CCA) Annual Leave
Article 30 of the National Agreement and
Local Memorandum of Understanding pro-
visions do not apply to city carrier assistant
employees, except as follows:
During the local implementation period, the
parties may agree to include provisions into the
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local memorandum of understanding to permit
city carrier assistant employees to apply for
annual leave during choice vacation periods, as
dened in Article 10.3.D of the National Agree-
ment. Granting leave under such provisions
must be contingent upon the employee having a
leave balance of at least forty (40) hours.
In addition, the parties will explore at the
national level appropriate options regarding
current policies for paying terminal leave.
The MOU, Re: Bereavement Leave found on
pages 182-183 of the National Agreement gives
employees the right to use up to three days of
leave in the unfortunate event of the death of
certain family members. CCAs do not earn sick
leave so they may only use annual leave or
leave without pay for bereavement purposes.
Re: Bereavement Leave
City letter carriers may use a total of up to
three workdays of annual leave, sick leave
or leave without pay, to make arrangements
necessitated by the death of a family mem-
ber or attend the funeral of a family member.
Authorization of leave beyond three workdays
is subject to the conditions and requirements
of Article 10 of the National Agreement,
Subsection 510 of the Employee and Labor
Relations Manual and the applicable local
memorandum of understanding provisions.
Denition of Family Member. “Family mem-
ber” is dened as a:
(a). Son or daughter--a biological or ad-
opted child, stepchild, daughter-in-law or
son-in-law;
(b). Spouse;
(c). Parent; or
(d). Sibling--brother, sister, brother-in-law or
sister-in-law; or
(e). Grandparent.
Use of Sick Leave. For employees opting to
use available sick leave, the leave will be
charged to sick leave for dependent care, if
eligible.
Documentation. Documentation evidencing
the death of the employee’s family member
is required only when the supervisor deems
documentation desirable for the protection
of the interest of the Postal Service.
Note: As clarication, in-laws covered by
the above Memorandum of Understanding
include the spouse of a child (whether biologi-
cal, adopted, or stepchild). The memorandum
also applies to the parents and siblings of
the employee’s spouse (whether biological or
adoptive).
Discipline Procedure
CCAs have access to the grievance procedure
when disciplined or removed. If you are disci-
plined or removed, let your shop steward or a
branch ocer know as soon as possible. The
Union can le a grievance on your behalf, but
it must be led within 14 days of the date you
receive discipline. In order to give your shop
steward the most time possible to investigate
and prepare a grievance, it is always best to let
them know as soon as possible.
Section 3. OTHER PROVISIONS E. Article 16 –
Discipline Procedure found on pages 143-144 of
the National Agreement states:
E. Article 16 – Discipline Procedure
CCAs may be separated for lack of work
at any time before the end of their term.
Separations for lack of work shall be by
inverse relative standing in the installation.
Such separation of the CCA(s) with the low-
est relative standing is not grievable except
where it is alleged that the separation is
pretextual. CCAs separated for lack of work
before the end of their term will be given
preference for reappointment ahead of
other CCAs with less relative standing in the
installation, provided the need for hiring
arises within 18 months of their separation.
CCAs may be disciplined or removed within
the term of their appointment for just cause
and any such discipline or removal will be
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subject to the grievance arbitration proce-
dure, provided that within the immediately
preceding six months, the employee has
completed ninety (90) work days, or has been
employed for 120 calendar days (whichever
comes rst) of their initial appointment. A
CCA who has previously satised the 90/120
day requirement either as a CCA or transi-
tional employee (with an appointment made
aer September 29, 2007), will have access
to the grievance procedure without regard to
his/her length of service as a CCA. Further,
while in any such grievance the concept of
progressive discipline will not apply, disci-
pline should be corrective in nature.
In the case of removal for cause within the
term of an appointment, a CCA shall be en-
titled to advance written notice of the charges
against him/her in accordance with the provi-
sions of Article 16 of the National Agreement.
Weingarten Rights
If called to a meeting with management, post-
al inspectors, or an Oce of Inspector General
(OIG) agent, read the following statement to
the person you are meeting with before the
meeting starts:
“If this discussion could in any way lead to
my being disciplined or terminated, or aect
my personal working conditions, I respect-
fully request that my union representative,
ocer, or steward be present at this meet-
ing. Without my Union representation pres-
ent, I respectfully choose not to answer any
questions or participate in this discussion.”
Federal labor law gives each employee “the
right to representation during any investiga-
tive interview which he or she has reason to
believe may lead to discipline.” These rights
are known as Weingarten rights. Many letter
carriers do not know about their Weingarten
rights. If you do not know about this right,
please read this carefully. It is simple, yet
many fail to exercise this powerful right.
An employee has Weingarten representa-
tion rights only where he or she reasonably
believes that discipline could result from
the investigative interview. It is important to
remember that it is the employee who must
reasonably believe that discipline could re-
sult, not the manager. Whether or not an em-
ployee’s belief is “reasonable” depends on the
circumstances. Some cases are obvious, such
as when a supervisor asks an employee if they
discarded deliverable mail. Generally, if you
are asked a question concerning something
you allegedly did wrong, you should reason-
ably believe that discipline could result.
Management is not obligated to inform you
of your right to representation. The steward
cannot exercise your Weingarten rights for
you. You must ask for representation. If you do
not ask for a steward, you have given up your
right to have representation present. No matter
how smart you think you are, no matter how
innocent you are, you should never under any
circumstances participate in an investigative
interview without a steward present.
If called to a meeting with management, post-
al inspectors, or an OIG agent, remain respect-
ful and calm and read the paragraph in italics
at the beginning of this section to the person
you are meeting with before the meeting
starts. The manager, inspector, or OIG agent
conducting the interview is then required by
law to provide you with your steward. Please
remember to take advantage of this right.
Note: If you are interrogated on a matter that
could possibly lead to criminal charges, you
should immediately seek the advice of an attor-
ney in addition to requesting your shop steward.
Health Insurance
The 2011 National Agreement contains provi-
sions for health insurance for CCAs. A letter
from NALC Director of Health Benets Brian
Hellman is reproduced on the next few pages.
This letter thoroughly explains health insur-
ance options available to CCAs.
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Retirement Savings Plan
Section 3. OTHER PROVISIONS G. Retirement
Savings Plan found on page 145 of the Nation-
al Agreement states:
If the NALC establishes a 401k retirement
savings plan for CCA employees, the Postal
Service agrees to implement the necessary
steps for payroll deductions for this plan.
NALC has established a retirement savings
plan for CCAs. This plan, called the Retirement
Savings Plan is oered through the NALC’s life
insurance company, the U.S. Letter Carriers
Mutual Benet Association (MBA). Only NALC
members are eligible for MBA products.
The Retirement Savings Plan allows CCAs to
save for retirement while working as a CCA.
When converted to full-time career status, a
CCA who has enrolled in a Retirement Savings
Plan may roll their savings into their Thri
Savings Plan (TSP). For more information,
contact your local branch’s MBA representa-
tives or visit the MBA’s website at nalc.org/
depart/mba/.
Opting and Hold-Downs
The terms opting and hold-down mean the
same thing. CCAs have the right to “opt” on
temporarily vacant full-time assignments. An
assignment is a route or other work performed
by a full-time regular letter carrier on a daily
basis. When an assignment is temporarily va-
cant for ve days or more (because the regular
letter carrier is on vacation, ill, the assignment
temporarily has no regular letter carrier as-
signed, etc.), CCAs may exercise their right to
opt to work (or hold-down) that assignment
for the duration of the temporary vacancy by
submitting a request to their supervisor.
The request should be submitted in writing,
and CCAs should keep a copy of the request. If
no eligible career letter carrier has requested to
work the assignment, the opt will be awarded
to the eligible CCA with the highest relative
standing who requested it and is not already on
another opt.
Opts are also called “hold-downs” because an
employee is said to be “holding down” the as-
signment until the regular letter carrier returns
or a regular letter carrier is assigned.
Section 3. OTHER PROVISIONS Article 41 –
Letter Carrier Cra found on page 145 of the
National Agreement states:
Section 2.B
4. Part-time exible letter carriers may exer-
cise their preference by use of their seniority
for vacation scheduling and for available
full-time cra duty assignments of antici-
pated duration of ve (5) days or more in
the delivery unit to which they are assigned.
City carrier assistants may exercise their
preference (by use of their relative stand-
ing as dened in Section 1.f of the MOU,
Re: City Carrier Assistant) for available
fulltime cra duty assignments of antici-
pated duration of ve (5) days or more
in the delivery unit to which they are
assigned that are not selected by eligible
career employees.
The following letter of intent found on pages
148-149 of the National Agreement explains
opting rights for CCAs:
Letter of Intent
Re: City Carrier Assistants - Opting
With the establishment of the city carrier
assistant position, the following changes
concerning opting will be incorporated in to
the Joint Contract Administration Manual.
JCAM Page 41-10
Eligibility for opting. Full-time reserve letter
carriers, full-time exible schedule letter car-
riers, unassigned full-time carriers, part-time
exible carriers, and city carrier assistants
may all opt for hold-down assignments.
JCAM Page 41-13
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Removal From Hold-Down. There are
exceptions to the rule against involuntarily
removing employees from their hold-downs.
Part-time exible and city carrier assistant
employees may be “bumped” from their hold-
downs to provide sucient work for full-time
employees. Full-time employees are guar-
anteed forty hours of work per service week.
Thus they may be assigned work on routes
held down by part-time or city carrier assis-
tant employees if there is not sucient work
available for them on a particular day. (H1N-
5D-C 6601, September 11, 1985, M-00097)
JCAM Page 41-14
In such situations, the part-time exible or
city carrier assistant employee’s opt is not
terminated. Rather, the employee is tem-
porarily “bumped” on a day-to-day basis.
Bumping is still a last resort, as reected
in a Step 4 settlement. (H1N-5D-C 7441,
October 25, 1983, M-00293), which provides
that:
A PTF or city carrier assistant, temporar-
ily assigned to a route under Article 41,
Section 2.B shall work the duty assignment
unless there is no other eight-hour assign-
ment available to which a full-time carrier
could be assigned. A regular carrier may
be required to work parts or “relays” of
routes to make up a full-time assignment.
Additionally, the route of the “holddown”
to which the PTF or city carrier assistant
opted may be pivoted if there is insucient
work available to provide a full-time carrier
with eight hours of work.
Another exception occurs if the Local
Memorandum allows the regular carrier
on a route to “bump” the Carrier Techni-
cian to another route when the regular
carrier is called in on a non-scheduled
day to work on his/her own route. In such
cases, the Carrier Technician is allowed to
displace an employee who has opted on
an assignment on the technician’s string
if none of the other routes on the string
are available. In such cases a part-time
exible or city carrier assistant employee’s
opt is not terminated. Rather, he/she is
temporarily ‘’bumped” on a day-to-day
basis. (See Step 4, N8-N-0176, January 9,
1980, M-00154.)
PTF Pay Status and Opting. Although a
part-time exible or city carrier assistant
employee who obtains a hold-down must
be allowed to work an assignment for the
duration of the vacancy, he or she does
not assume the pay status of the full-time
regular carrier being replaced. A part-time
exible or city carrier assistant carrier who
assumes the duties of a full-time regular by
opting is still paid as a part-time exible or
city carrier assistant as appropriate during
the hold-down. While they must be allowed
to work the assignment for the duration of
the vacancy, PTFs and city carrier assis-
tants are not guaranteed eight hours daily
or forty hours weekly work by virtue of the
hold-down alone.
Nor do PTFs or city carrier assistants
receive holiday pay for holidays which fall
within the hold-down period by virtue of the
hold-down. Rather, part-time exible em-
ployees continue to be paid for holidays as
PTFs per Article 11. 7. City carrier assistants
are not covered by Article 11.7.
JCAM Page 41-15
Remedies and Opting. Where the record is
clear that a PTF or city carrier assistant was
the senior available employee exercising a
preference on a qualifying vacancy, but was
denied the opt in violation of Article 41.2.B.4,
an appropriate remedy would be a “make
whole” remedy in which the employee would
be compensated for the dierence between
the number of hours actually worked and the
number of hours he/she would have worked
had the opt been properly awarded.
In those circumstances in which a PTF or
city carrier assistant worked forty hours per
14
14
week during the opting period (or forty-
eight hours in the case of a six-day opt), an
instructional “cease and desist” resolution
would be appropriate. This would also be
an appropriate remedy in those circum-
stances in which a reserve letter carrier or
an unassigned letter carrier was denied an
opt-in violation of Article 41.2.B.3.
These changes will be implemented with
the establishment of the city carrier as-
sistant positions and be enforced without
regard to the actual publishing of these
changes in a revised JCAM incorporating
these changes.
CCA opting rules are also addressed in
M-01833. Question 65 claries the waiting pe-
riod before newly hired CCAs can opt:
65. Is there a waiting period for a new CCA
(no former experience as a career city
letter carrier or city carrier transitional
employee) before the employee can opt
on a hold-down?
Yes, 60 calendar days from the date of
appointment as a CCA. Once the CCA
has met this requirement there is no
additional waiting period for applying
for/being awarded a hold-down when
the employee is converted to career.
Question 67 claries whether a CCA may be
“bumped” from a hold down in order to pro-
vide a part-time exible employee assigned
to the same location with 40 hours of straight
time work to which they are entitled under
Article 7.1.C of the National Agreement:
67. Can a CCA be taken o an opt (hold-
down) in order to provide a part-time
exible employee assigned to the same
work location with 40 hours of straight-
time work over the course of a service
week (Article 7, Section 1.C)?
Yes, a CCA may be “bumped” from an
opt if necessary to provide 40 hours
of straight-time work over the course
of a service week to part-time exible
letter carriers assigned to the same
work location. In this situation the opt
is not terminated. Rather, the CCA is
temporarily taken o the assignment
as necessary on a day-to-day basis.
Memorandums of Understanding that
apply to CCAs
Currently, CCAs may only convert to full-time
career status in the installation where they
work. Arbitrator Das created a task force to look
for ways to give CCAs opportunities to convert
to full-time career status without being limited
to their own installation. This memorandum of
understanding can be found on page 146 of the
National Agreement.
Re: City Carrier Assistant Opportunities
In order to provide the potential for career
opportunities to city carrier assistants
beyond their employing installation, a joint
Task Force will be established to explore
ways to expand opportunities for career city
carrier positions within the district.
The Task Force will consist of two members
appointed by the NALC and two members
appointed by the Postal Service. The Task
Force shall convene within 15 days of this
agreement and will function for a period of
one year, unless extended by mutual extent.
The Task Force will provide reports and
recommendations to the NALC President
and the Vice President, Labor Relations, or
their designees on a quarterly basis.
CCAs that successfully complete at least two
successive 360-day terms do not have to serve
a probationary period when converted to a
full-time career letter carrier position. This
memorandum of understanding can be found
on page 150 of the National Agreement.
Re: Article 12.1 - Probationary Period
City carrier assistants who successfully
complete at least two successive 360-day
terms aer the date of this agreement will
not serve a probationary period when hired
for a career appointment, provided such
15
15
career appointment directly follows a city
carrier assistant appointment.
Question 35 of M-01833 explains this MOU
on probationary periods and provides other
exceptions to the rule:
35. Does a CCA who receives a career ap-
pointment go through a 90 calendar
day probationary period as a career
city letter carrier?
Yes, except in the following circum-
stances:
•Theemployeehassuccessfully
completed two successive 360-day
appointments as a CCA, provided
the career appointment directly
follows a CCA appointment. See
Memorandum of Understanding, Re:
Article 12.1-Probationary Period.
•Theemployeewasacitycarrier
transitional employee placed into
a CCA position following a one-day
break in service in accordance with
the January 31, 2013 Memorandum of
Understanding, Re: Break in Service.
The TE service does not apply, but
completion of a total of 720 days as
a CCA in successive appointments
satises the two successive 360-
day appointments required by the
Memorandum of Understanding, Re:
Article 12.1- Probationary Period.
•When,duringthetermofthe
Memorandum of Understanding, Re:
Sunday Delivery - City Carrier Assis-
tant Stang, the employee is con-
verted to full-time career status and
successfully served as a city carrier
transitional employee directly before
his/her initial CCA appointment.
The memorandum of understanding below
covers the use of privately owned vehicles.
Although this is an APWU Memorandum of
Understanding, it is included in the 2011 Na-
tional Agreement on page 228 and applies to
letter carriers, including CCAs.
Re: Use of Privately Owned Vehicles
The parties agree that the following repre-
sents the policy of the U.S. Postal Service
and the American Postal Workers Union
concerning the furnishing of privately
owned vehicles (POV) by employees of the
cras represented by the APWU:
No cra employee represented by the APWU
may be coerced into furnishing a vehicle or
carrying passengers without the employee’s
consent. The use of a personal vehicle is the
decision of the employee and it is not the
intent of the parties to discourage such use
of personal vehicles when transportation is
needed from one postal facility to another or
in the completion of the employee’s assign-
ment. When an employee begins his/her
work day at one postal unit and is provided
transportation to another unit to complete
his/her tour of duty, that employee will be
provided transportation back to the unit
where his/her tour began if transportation
is needed. If the employee ends tour at the
new location the return trip will not be on
the clock but transportation will be provided
promptly by management upon request.
This is further addressed in question 77 of the
jointly developed questions and answers, 2011
USPS/National Association of Letter Carriers Na-
tional Agreement (M-01833) dated March 6, 2014.
77. May CCAs enter into City Carrier Trans-
portation (Driveout) Agreements, as
dened in Article 41.4 of the National
Agreement?
No, Article 41.4 does not apply to
CCAs. However, the Memorandum of
Understanding, Re: Use of Privately
Owned Vehicles applies to CCAs. In
circumstances where the postmaster
or station manager determines that
use of a personal vehicle is neces-
sary for business purposes, a CCA
may voluntarily elect to use his/
her vehicle. Such agreement must
be made through PS Form 8048,
Commercial Emergency Vehicle
Hire, with the daily rate for vehicle
use mutually agreed to by the post-
16
16
master or station manager and the
employee. The postmaster or sta-
tion manager must then forward the
completed form to the servicing Ve-
hicle Maintenance Facility manager.
Injury Compensation
CCAs are covered by the Federal Employees’
Compensation Act (FECA). The FECA provides
wage-loss, medical, and other benets to Postal
Service employees, including CCAs, who sustain
personal injury or employment-related illness
while in the performance of duty. The FECA
also pays benets to dependents if the injury or
illness causes the employee’s death. The Oce
of Workers’ Compensation Programs (OWCP),
a subdivision of the U.S. Department of Labor,
administers the FECA through 12 district oces.
It can be daunting for injured workers to suc-
cessfully navigate through the intricacies of the
FECA. Fortunately, CCAs who are members of
the NALC can obtain advice and assistance on
their claims from their NALC branch ocers
and their National Business Agents. CCAs and
other letter carriers who are not members of the
NALC cannot draw on these valuable resources.
Employees who are injured on the job should
report the matter promptly to their supervi-
sor and complete and submit the appropri-
ate OWCP claim form. They can obtain these
forms from the Postal Service or the NALC
website at www.nalc.org.
If an injury is caused by a work factor or event
occurring during a single work day or shi, it
is considered to be a traumatic injury and the
employee should le a CA-1 form. If the injury
is caused by work factors that extend over a
period of more than one work day, it is con-
sidered an occupational disease or illness and
the employee should le a CA-2 form.
Employees have the right to initially choose
their physician and may select any qualied
local physician or hospital to provide neces-
sary treatment. When a claim is accepted,
OWCP pays all medical services and supplies
needed for treatment of the injury and reim-
burses transportation used for obtaining care.
Employees who sustain a job-related trau-
matic injury (CA-1) generally have a right to
continue to receive their regular rate of pay
from the Postal Service for periods of disability,
not to exceed 45 calendar days. This is called
Continuation of Pay (COP). The employee,
however, must use his or her own sick leave,
annual leave, or leave without pay for the rst
three days of disability. If the disability exceeds
14 days, this leave can later be converted to
COP. The Postal Service does not pay COP if the
disability results from an occupational disease
(CA-2). In cases of disability due to occupation-
al disease and in cases of traumatic injury (CA-
1) that extend beyond the 45 day COP period,
employees have a right to wage-loss compensa-
tion. Such compensation is paid at 2/3 of the
employee’s pay rate if the employee has no
dependents and at 3/4 of the employee’s pay
rate if he or she has one or more dependents.
The FECA also provides for the payment of
schedule (monetary) awards when the accept-
ed traumatic injury or occupational disease
has caused permanent impairment to certain
members, functions or organs of the body.
A schedule award is paid when the medical
evidence shows that the injured employee
has reached maximum medical improvement.
Like compensation, it is paid at 2/3 or 3/4 of
the employee’s rate of pay. Schedule awards
may be paid while an employee is working,
on paid leave or while receiving an OPM
annuity. However, it may not be paid while
an employee is receiving wage-loss compensa-
tion benets for the same injury.
Questions and Answers - 2011 USPS/
NALC National Agreement (M-01833)
The questions and answered referenced
throughout this guide are reproduced in their
entirety on the following pages.
17
17
March 6, 2014
Questions and Answers
2011 USPS/NALC National Agreement
The attached jointly-developed document provides the mutual understanding of the
national parties on issues related to the 2011 USPS/NALC National Agreement. It is
separated in two sections: the first concerning city carrier assistants (CCAs) and the
second section addresses other contractual provisions. This document fully replaces
the May 22, 2013, Questions and Answers, 2011 USPS/NALC National Agreement. New
questions and responses are identified by underscoring. This document may be updated
if agreement is reached on additional matters concerning the new collective bargaining
agreement.
________________________ ________________________
Alan S. Moore Lew Drass
Manager, Labor Relations Director of City Delivery
Policy and Programs National Association of
U.S. Postal Service Letter Carriers, AFL-CIO
18
City Carrier Assistants
Joint Questions and Answers
1. What is the last date that transitional employees may be on
the rolls?
April 10, 2013.
2. How will the provisions of Article 7.1.C be monitored for
compliance?
The CCA caps will be monitored at the national level. The
Postal Service will provide the national union with a report
every other pay period that lists, by District, the number
and type of CCA (Article 7.1.C.1 and 7.1.C.2) and the
number of full-time regular city letter carriers. Any dispute
over compliance with the CCA caps will be addressed at
the national level.
3. Are transitional employees who were on their 5-day break
on the effective date of the 2011 National Agreement
(1/10/13) eligible for the higher Step AA hourly pay rate if
hired to a CCA position?
Yes.
4. In determining CCA caps is the number of CCAs "rounded"
for percentage purposes?
No. Under Article 7.1.C.1 of the 2011 USPS/NALC National
Agreement the number of CCAs shall not exceed 15% of
the total number of full-time career city letter carriers in
each District. Regarding the 8,000 CCAs employed under
Article 7.1.C.2, the number in an individual District can be
no more than 8% of the full-time career city letter carriers in
that District.
5. Are CCAs employed under Article 7.1.C.2 limited to sites
directly affected by “fundamental changes in the business
environment”?
No. However, the number of this type of CCA that may be
employed is limited to 8,000 nationwide and no more than
8% of the number of full-time career city letter carriers in a
District.
6. What are the occupational codes and designation activity
codes for CCAs?
CCA occupational codes are as follows: CCAs employed
under Article 7.1.C.1 of the National Agreement are either
2310-0045 (City Carrier Assistant 1, CC-01) or 2310-0047
(City Carrier Assistant Tech 1, CC-02). CCAs employed
under Article 7.1.C.2 of the National Agreement are either
2310-0046 (City Carrier Assistant 2, CC-01) or 2310-0048
(City Carrier Assistant Tech 2, CC-02). The designation
activity code for all city carrier assistants is 84-4.
7. Can city letter carrier transitional employees apply for CCA
vacancies in installations other than their employing office?
Yes.
8. Which score is used if a city letter carrier transitional
employee with an active test score retakes the exam?
The most recent test score is used.
9. What is a passing score on the postal exam?
70.
10. How long does a previous test score remain active for non-
career employees?
6 Years.
11. Will reinstatement-eligible former career employees and
veterans eligible for direct career appointment under VRA
or because of their 30 percent or higher disability status be
eligible for noncompetitive consideration for CCA
employment?
Yes.
12. Does the five-day break between CCA 360-day
appointments refer to five calendar or work days?
Five calendar days.
13. May a CCA employed under Article 7.1.C.1 or Article
7.1.C.2 be appointed to a term of less than 360 days?
No. The only exception is when a transitional employee is
hired as a CCA after a one day break during implementation
of the 2011 National Agreement. In such case, the total
period between the beginning of the transitional employee
appointment and the end of the initial CCA appointment is
360 calendar days.
14. Can a transitional employee turn down an offer to be hired
as a CCA in one installation and remain eligible to be hired
as a CCA in a different installation?
Yes, provided the employee applied for a position in the
other installation(s).
15. May CCAs hold dual appointments?
No.
16. Must a CCA go through the normal pre-employment
screening process (i.e. drug screen, background check,
medical assessment, motor vehicle record check, etc.)
when reappointed or hired immediately after a transitional
employee appointment?
19
No.
17. May CCAs who have an on the job illness or injury be
assigned to work in other crafts?
Only if the assignment to another craft is consistent with
Section 546 of the Employee and Labor Relations Manual
and relevant Department of Labor regulations.
18. If a transitional employee is deployed to active duty in the
military during the period of testing, will he/she have the
opportunity to be hired as a CCA upon return from active
duty?
Yes, consistent with applicable laws and regulations.
19. Does the Uniformed Services Employment and
Reemployment Rights Act of 1994 (USERRA) apply to
CCAs?
Yes.
20. How are CCAs considered when applying the Letter Carrier
Paragraph?
CCAs are considered as auxiliary assistance. Accordingly,
management must seek to use CCAs at either the straight-
time or regular overtime rate prior to requiring letter
carriers not on the overtime desired list or work
assignment list to work overtime on their own route on a
regularly scheduled day.
21. Is there a limit on the number of hours CCAs may be
scheduled on a workday?
Yes, CCAs are covered by Section 432.32 of the Employee
and Labor Relations Manual, which states: Except as
designated in labor agreements for bargaining unit
employees or in emergency situations as determined by the
PMG (or designee), employees may not be required to work
more than 12 hours in 1 service day. In addition, the total
hours of daily service, including scheduled work hours,
overtime, and mealtime, may not be extended over a period
longer than 12 consecutive hours. Postmasters, Postal
Inspectors, and exempt employees are excluded from these
provisions.
22. Do CCAs receive Night Differential or Sunday Premium?
CCAs receive Night Differential as defined in Article 8.7 of
the National Agreement. CCAs do not receive Sunday
Premium.
23. Do CCAs have a work hour guarantee?
Yes, CCAs employed in post offices and facilities with 200
or more workyears of employment have a four hour work
guarantee and CCAs employed in all other post offices
have a two hour work guarantee.
24. Are there rules covering work hour guarantees for a CCA
who has a gap between two periods of work?
Yes. If a CCA is notified prior to clocking out that he/she
should return within two hours, it is considered a split shift
and no new work hour guarantee applies. However, if a
CCA is notified prior to clocking out that he/she is to return
after two hours, the CCA must be given another work hour
guarantee pursuant to Article 8.8 (two or four hours
depending on office size).
25. Can CCAs be required to remain on “stand-by” or remain at
home for a call-in on days they are not scheduled to work?
No.
26. May CCAs be permanently reassigned from one post office
(installation) to another during their appointment?
Yes, provided the employee’s current appointment is being
voluntarily terminated. To avoid a break in service a
permanent reassignment to a different installation must be
effected on the first day of a pay period.
27. Is there a “lock-in” period that a CCA must meet before
being reassigned to another installation?
There is no lock-in period a CCA must satisfy before
becoming eligible to reassign to another
installation. Eligibility to move between installations is
generally intended to address situations where an
individual CCA would like to be reassigned to another
installation for personal reasons and there is an agreement
between the "losing" and "gaining" installation heads.
28. After a CCA becomes a career employee does he/she
serve a lock-in period for transfers as defined by the
Memorandum of Understanding, Re: Transfers?
Yes.
29. May CCAs carry over leave from one appointment to
another?
No. Currently any accrued annual leave is paid out at the
end of a 360-day term. However, the national parties will
explore appropriate options regarding current policies for
paying terminal leave to CCAs.
30. Do separated transitional employees receive payment for
accrued annual leave?
Yes, all transitional employees will receive terminal leave
payment at the end of their appointment, including
transitional employees who directly (after a one day break)
receive CCA appointments. Payment will be at the
transitional employee rate effective under the 2006 National
Agreement.
31. Do CCAs that are converted to career status carry their
annual leave balance over when hired?
No. Currently, CCAs receive a terminal leave payment for
any leave balance at the end of the CCA appointment.
32. Are CCAs covered by the Memorandum of Understanding,
Re: Bereavement Leave?
Yes, however, CCAs do not earn sick leave and therefore
may only request annual leave or leave without pay for
bereavement purposes.
33. Do leave provisions outlined in Article 10 of the National
Agreement apply to CCAs?
20
No. Leave provisions for CCA employees are addressed on
pages 18-19 of the January 10, 2013 Interest Arbitration
Award (Das).
34. Does Article 30 of the National Agreement apply to CCAs?
No, except as provided in the Memorandum of
Understanding, Re: City Carrier Assistant (CCA) Leave, on
page 23 of the January 10, 2013 Interest Arbitration Award
(Das).
35. Does a CCA who receives a career appointment go through
a 90 calendar day probationary period as a career city letter
carrier?
Yes, except in the following circumstances:
• The employee has successfully completed two
successive 360-day appointments as a CCA, provided
the career appointment directly follows a CCA
appointment. See Memorandum of Understanding, Re:
Article 12.1
–
Probationary Period.
• The employee was a city carrier transitional employee
placed into a CCA position following a one-day break in
service in accordance with the January 31, 2013
Memorandum of Understanding, Re: Break in Service.
The TE service does not apply, but completion of a
total of 720 days as a CCA in successive appointments
satisfies the two successive 360-day appointments
required by the Memorandum of Understanding, Re:
Article 12.1 - Probationary Period.
• When, during the term of the Memorandum of
Understanding, Re: Sunday Delivery - City Carrier
Assistant Staffing, the employee is converted to full-
time career status and successfully served as a city
carrier transitional employee directly before his/her
initial CCA appointment.
36. Will CCAs have access to the grievance procedure if
disciplined or removed?
A CCA who has completed 90 work or 120 calendar days of
employment within the immediate preceding six months
has access to the grievance procedure if disciplined or
removed. A CCA who has previously satisfied the 90/120
day requirement either as a CCA or transitional employee
(with an appointment made after September 29, 2007), will
have access to the grievance procedure without regard to
length of service as a CCA.
37. Can a CCA serve as a union steward?
Yes.
38. Will the union be allowed to address newly hired CCAs as
part of the orientation process?
Yes. The provisions of Article 17.6 of the National
Agreement apply to CCAs. Accordingly, the union is to be
provided ample opportunity to address all newly hired
CCAs as part of the hiring process.
39. Is the union provided an opportunity to discuss health
insurance, pursuant to Article 17.6, when a CCA becomes
a career employee?
Yes, the union will be provided time to address the NALC
Health Benefit Plans that are available to career employees.
40. Do former transitional employees go through the full
orientation process when hired as CCAs?
Only if the employee was not provided orientation when
hired as a transitional employee. However, the union will
be provided time, as defined in Article 17.6 of the National
Agreement to address those CCAs that went through the
full orientation process as transitional employees.
41. If a current transitional employee is a member of the union
and they are hired as a CCA do they have to execute a new
Form 1187 to remain a member of the union?
No.
42. Are CCAs allowed to participate in the Federal Employees
Health Benefits Program?
The following applies until health benefits plan year 2014.
After an initial appointment for a 360-day term and upon
reappointment to another 360-day term, any eligible
noncareer CCA who wants to pay health care premiums to
participate in the Federal Employees Health Benefits
(FEHB) Program on a pre-tax basis will be required to make
an election to do so in accordance with applicable
procedures. A previous appointment as a transitional
employee will count toward qualifying for participation in
FEHB, in accordance with the Office of Personnel
Management (OPM) regulations. The total cost of health
insurance is the responsibility of the noncareer CCA.
Health benefits available for CCAs beginning with health
plan year 2014 are addressed at page 20 of the January 10,
2013 Interest Arbitration Award (Das).
43. To qualify for Health Benefits must a CCA serve the entire
360-day initial appointment before a second 360-day
appointment?
To qualify for the Federal Employees Health Benefits
Program, CCAs must first have completed one full year
(365 days) of current continuous employment, including
breaks of five days or less, regardless of when the five-day
break occurs.
44. Do the provisions of Article 21.5 (Health Benefit Brochures)
apply when a CCA becomes a career employee?
Yes.
45. Are CCAs entitled to higher level pay under Article 25 of the
National Agreement?
No.
46. How does a CCA who is hired as a grade CC-01 receive
proper compensation when assigned to a City Carrier
Technician (grade CC-02) position?
In such case the CCA’s PS Form 50 must be revised to
reflect that he/she is assigned to a Carrier Technician
position. This will require designation to the proper City
Carrier Assistant Tech occupational code (either 2310-0047
or 2310-0048).
21
47. When does a CCA become eligible for a uniform
allowance?
Upon completion of 90 work days or 120 calendar days of
employment as a CCA, whichever comes first. CCAs who
have previously satisfied the 90/120 day requirement as a
transitional employee (with an appointment made after
September 29, 2007), become eligible for a uniform
allowance when they begin their first CCA appointment.
48. What defines the anniversary date for the purpose of
annual uniform allowance eligibility for a CCA?
The calendar date the CCA initially becomes eligible for a
uniform allowance.
49. How is the uniform anniversary date determined for a CCA
who is converted to career status?
The employee retains the same anniversary date held as a
CCA.
50. How is a uniform allowance provided to a CCA?
When a CCA becomes eligible for a uniform allowance,
funds must be approved through an eBuy submission by
local management. After approval, a Letter of Authorization
form must be completed and provided to the employee
within 14 days of the eligibility date. The CCA takes the
completed form to a USPS authorized vendor to purchase
uniform items. The Letter of Authorization can be located
on the Uniform Program website on the Blue Page under
Labor Relations.
51. How are uniform items purchased?
Uniform items can only be purchased from USPS licensed
vendors. A list of all authorized Postal Service Uniform
vendors is located under the Labor Relations website:
Uniform Program from the Blue Page and also on Liteblue
under My HR, and look for the link for Uniform Program.
52. How does a licensed uniform vendor receive payment for
uniform items purchased by a CCA?
The licensed vendor creates an itemized invoice of the sale,
provides a copy of the invoice to the CCA, and sends the
original invoice for payment to the local manager identified
on the Letter of Authorization. Upon receipt, the local
manager certifies the invoice and pays the vendor using
the office Smartpay card.
53. If a CCA does not use the full allowance before his/her
appointment ends, does the allowance carry-over into the
next appointment when the appointment begins before the
next uniform anniversary date?
Yes, however, the CCA cannot purchase uniform items
during his/her five calendar day break between
appointments. If the full annual uniform allowance is not
used before the next anniversary date, the remaining
balance for that year is forfeited.
54. Does the annual uniform anniversary date change when a
CCA is separated for lack of work and then rehired as a
CCA after his/her anniversary date has passed?
Yes, in this situation a new anniversary date is established
on the date of reappointment and the CCA is provided a full
annual uniform allowance within 14 days of the new
anniversary date.
55. What happens to the annual uniform allowance for a CCA
that has an anniversary date, is separated for lack of work,
and then rehired as a CCA before their next uniform
anniversary date?
A CCA that is separated under this circumstance retains
his/her anniversary date. If there is no uniform allowance
balance remaining at the point of separation, the matter will
be considered closed. If the CCA had any part of the
annual uniform allowance available at the point of
separation, the remaining balance will be redetermined
upon reappointment as follows: If the period of separation
exceeded 89 calendar days, the remaining balance will be
reduced by 10 percent of the annual uniform allowance for
the first 90 calendar days and then by 10 percent for each
full 30 calendar days thereafter. In no event will such
redetermination result in a negative balance for the
employee.
56. Will CCAs receive the additional credit authorized under
Article 26.2.B with their first uniform allowance following
conversion to career status?
Yes.
57. How is time credited for transitional employee employment
when determining relative standing for CCAs?
All time spent on the rolls as a city letter carrier transitional
employee after
September 29, 2007 will be added to CCA time in an
installation to determine relative standing. Breaks in
transitional employee service are not included in the
relative standing period.
58. How is placement on the relative standing roster
determined when two or more CCAs have the same total
time credited for relative standing?
First, the relative standing on the hiring list (appointment
register) will be used to determine the CCA with higher
relative standing (See Article 41.2.B.6.[a]). If a tie remains
then the formula outlined in Article 41.2.B.7 is applied.
59. For time spent as a city letter carrier transitional employee,
does it matter where an individual was employed when
determining relative standing?
No. All time on the rolls as a transitional employee after
September 29, 2007 counts toward relative standing
regardless of the installation(s) in which the transitional
employee was employed.
60. Does time credited toward relative standing for time worked
as a transitional employee after September 29, 2007
transfer from one installation to another once hired as a
CCA?
Yes.
61. Does relative standing earned as a CCA in one installation
move with a CCA who is separated and is later employed in
another installation?
No.
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62. How is relative standing determined for a CCA who is
employed in an installation, then permanently moves to a
different installation and then is subsequently reemployed
in the original installation?
Relative standing in this situation is based on the date the
employee is reemployed in the original installation and is
augmented by time served as a city letter carrier
transitional employee for appointments made after
September 29, 2007 (in any installation).
63. How is a tie addressed when more than one employee is
placed in full-time career city letter carrier duty assignments
in an installation on the same date through either
transfer/reassignment or CCA conversion to full-time?
Placement on the seniority list is determined by the
following:
• If two or more full-time career assignments in an
individual installation are filled on the same date by
only CCAs, placement on the career city letter carrier
craft seniority list will be determined based on the
relative standing in the installation.
• When two or more full-time career assignments in an
individual installation are filled on the same date by
only career employees through reassignment/transfer,
placement on the city carrier craft seniority list will be
determined by application of Article 41.2.B.7 of the
National Agreement, as appropriate.
• Current career employees will normally be placed
ahead of CCAs on the seniority list when two or more
full-time career assignments are being filled in an
individual installation on the same date from both
reassigned/transferred and CCA employees. An
exception may occur when the CCA(s) with the highest
relative standing has previous career service. In such
case the CCA(s) will be placed ahead of the career
employee only if he/she is determined to be senior to
the transferred/reassigned employee by application of
Article 41.2.B.7 of the National Agreement. In no case
will a CCA with lower relative standing be placed on the
seniority list ahead of a CCA with higher relative
standing who is converted to career on the same date
in the installation.
64. Will CCAs be allowed to opt on (hold-down) vacant duty
assignments?
Yes, after April 10, 2013.
65. Is there a waiting period for a new CCA (no former
experience as a career city letter carrier or city carrier
transitional employee) before the employee can opt on a
hold-down?
Yes, 60 calendar days from the date of appointment as a
CCA. Once the CCA has met this requirement there is no
additional waiting period for applying for/being awarded a
hold-down when the employee is converted to career.
66. Is there a difference in the application of opting (hold-down)
rules between part-time flexible city carriers and CCAs?
No.
67. Can a CCA be taken off an opt (hold-down) in order to
provide a part-time flexible employee assigned to the same
work location with 40 hours of straight-time work over the
course of a service week (Article 7, Section 1.C)?
Yes, a CCA may be "bumped" from an opt if necessary to
provide 40 hours of straight-time work over the course of a
service week to part-time flexible letter carriers assigned to
the same work location. In this situation the opt is not
terminated. Rather, the CCA is temporarily taken off the
assignment as necessary on a day-to-day basis.
68. What is the pecking order for awarding hold-down
assignments?
Hold-down assignments are awarded to eligible career
letter carriers by highest to lowest seniority first and then
to eligible CCAs by highest to lowest relative standing in
the installation.
69. Will the 5-day break in service between 360-day terms end
an opt (hold-down)?
No.
70. Does the 5-day break at the end of a 360-day appointment
create another opt (hold-down) opportunity?
Only where the break creates a vacancy of five work days.
In such case the opt is for the five day period of the break.
71. Will CCAs be offered part-time regular city carrier
vacancies?
While there is no prohibition against a CCA requesting a
part-time regular vacancy, the Postal Service is under no
obligation to offer or place a CCA into such vacancy.
72. When there is an opportunity for conversion to career
status in an installation and that installation has both part-
time flexible and CCA employees available for conversion,
who is converted?
The part-time flexible employees are converted to full-time
regular prior to offering conversion to CCAs.
73. When there is a career conversion opportunity for a CCA,
how are CCA employees converted?
CCAs are offered conversion opportunities to full-time
regular on a highest to lowest relative standing order basis
within an installation.
74. May a CCA decline an opportunity for conversion to full-
time regular?
Yes, rejection of a conversion offer does not impact the
employee’s relative standing as a CCA.
75. Will CCAs attend the carrier academy?
Newly hired CCAs in Districts that use the carrier academy
program will attend the training.
76. Will transitional employees hired as CCAs attend the carrier
academy?
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If the transitional employee did not previously attend the
carrier academy and the District uses the carrier academy
program, the employee will attend the training.
77. May CCAs enter into City Carrier Transportation (Driveout)
Agreements, as defined in Article 41.4 of the National
Agreement?
No, Article 41.4 does not apply to CCAs. However, the
Memorandum of
Understanding, Re: Use of Privately Owned Vehicles
applies to CCAs. In circumstances where the postmaster or
station manager determines that use of a personal vehicle
is necessary for business purposes, a CCA may voluntarily
elect to use his/her vehicle. Such agreement must be made
through PS Form 8048, Commercial Emergency Vehicle
Hire, with the daily rate for vehicle use mutually agreed to
by the postmaster or station manager and the employee.
The postmaster or station manager must then forward the
completed form to the servicing Vehicle Maintenance
Facility manager.
78. Will CCAs be assigned a Postal Service Employee
Identification Number (EIN) and Personal Identification
Number (PIN)?
Yes.
Other Provisions
Joint Questions and Answers
1. The Memorandum of Understanding, Re: Part-Time
Regular City Letter Carriers, establishes a cap on city letter
carrier part-time regular employees as the number
employed on the effective date of the 2011 National
Agreement. What is the cap?
682.
2. Is the limit of 682 part-time regular employees a national
cap or is it limited to locations that employed part-time
regular city letter carriers on the effective date of the 2011
National Agreement?
It is a national cap.
3. Under the terms of the August 30, 2013, Memorandum of
Understanding, Re: Residual Vacancies - City Letter Carrier
Craft, may part-time regular city letter carriers request
reassignment to full-time residual vacancies?
Yes, part-time regular city letter carriers are considered in
the same manner as transfer/reassignment requests from
full-time city letter carriers.
4. How will the provisions of Article 7.3.A be monitored for
compliance?
The Postal Service will provide the national union with a
report every other pay period that lists the number of full-
time city letter carrier routes defined in Article 41.1.A by
category, the number of Carrier Technician positions, and
total number of full-time city letter carriers.
5. How is the Article 7.3.A ratio of full-time regular city letter
carriers per route determined?
The ratio is determined based on the number of full-time
city letter carrier routes nationwide.
6. Will the part-time flexible employee classification be phased
out?
Yes, as part-time flexible (PTF) employees are converted to
full-time in accordance with existing contractual processes,
the PTF classification shall be phased out. There shall be
no new hiring of PTF employees.
7. When will the change to the annual uniform allowance be
implemented for career city letter carriers?
It is anticipated that the change will be effective in April
2013.
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National Association
of Letter Carriers
100 Indiana Ave. NW
Washington, DC 20001-2144
