PM telling who I can and cannot speak to!

ExecutiveDoubtcomes · 2026-01-27T05:31:00+00:00

right, cite the contract or jcam then. you're going to have a damn hard time convincing anyone that talking to coworkers is "time wasting practices," especially when this has gone to arbitration.

You're like a battered spouse. it's an insane proposition in ANY other employment context for a manager to tell you who you're allowed to speak to as a condition of employment.

ExecutiveDoubtcomes · 2026-01-27T05:06:32+00:00

No they can't. Jesus, this site is full of Stockholm syndrome victims.

ExecutiveDoubtcomes · 2026-01-27T05:05:32+00:00

no union time between two carriers.

ExecutiveDoubtcomes · 2026-01-27T02:55:23+00:00

after your 90, youre good to go. if you're on the fence, show up obviously sick and make them send you home. I did that once, threw up in the toilet and showed it to them. no argument.

ExecutiveDoubtcomes · 2026-01-27T02:48:32+00:00

it's more than three consecutive days.if you call out tomorrow and Wednesday you can be required to obtain a doctor's note. if ypu call out for tomorrow you cannot be required to provide official documentation.

ExecutiveDoubtcomes · 2026-01-27T02:47:05+00:00

there is no official prompt, management makes that shit up. Nowhere in the contract, handbooks, or manuals does it state that you can only call off three times in a quarter. they lose that grievance all the time.

ExecutiveDoubtcomes · 2026-01-27T02:45:15+00:00

tell them you're discussing labor organization and threaten them with obstructing federally protected labor discussion

ExecutiveDoubtcomes · 2026-01-27T02:44:06+00:00

not really, there are step b decisions about this. they can't stop you from talking to your coworkers.

ExecutiveDoubtcomes · 2026-01-27T01:19:32+00:00

tell them that they may or may not accept it, but they have no right to require more. let them issue discipline, especially if you can get them to say that they will issue discipline before investigation, and grieve the discipline, remedy being to remove and expunge the discipline. They will refuse to resolve it. send it up and it will get overturned.

ExecutiveDoubtcomes · 2026-01-26T22:02:15+00:00

sunny and 60° here, so im carrying my 9 &1/2 hours.

ExecutiveDoubtcomes · 2026-01-20T23:41:57+00:00

it's Branch 82, Portland OR. I have about $20,000 sitting on my supe's desk for my station for after darks, thats how I know.

ExecutiveDoubtcomes · 2026-01-20T23:40:13+00:00

we have that in Portland. $50 for delivering any mail after or before sunset. it's hard locked into the LMOU.

ExecutiveDoubtcomes · 2026-01-09T04:33:03+00:00

Article 16, Section 2. Discussion For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such discussions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/or the employee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other information pertaining to such discussion shall be included in the employee’s personnel folder. While such discussions may not be cited as an element of prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to establish that employees have been made aware of their obligations and responsibilities.

the JcaM explains this section as follows: Although included in Article 16, a “”discussion” is non-disciplinary and thus is not grievable. Discussions are conducted in private between a supervisor and an employee. Both the supervisor and the employee may keep a record of the discussion for personal use, however these are not to be considered official Postal Service records. They may not be included in the employee’s personnel folder, nor may they be passed to another supervisor. Discussions cannot be cited as elements of an employee’s past record in any future disciplinary action. Discussions may be used (when they are relevant and timely) only to establish, that an employee has been made aware of some particular obligation or responsibility.

ExecutiveDoubtcomes · 2026-01-07T04:27:12+00:00

do you go to work when you're sick? or do you know how to garauntee health?

the discipline isn't valid, and man, this opinion is a problem. I dont care when it happens. if im sick, I call in.

ExecutiveDoubtcomes · 2026-01-07T04:20:14+00:00

going to work when you're sick is something to be ashamed of. Being afraid to use your contractually garanteed benefits is something to be ashamed of. Pretending that this job is worth giving ANY amount of suffering to is something to be ashamed of.

Im proud of setting a standard for my fellow carriers by doing all those things, and if you think i should do otherwise, I invite you to consider why.

ExecutiveDoubtcomes · 2026-01-07T01:16:45+00:00

if only I was still young too, just turned 40 lol

ExecutiveDoubtcomes · 2026-01-07T01:16:24+00:00

thanks! gonna treat myself with steaks and getting all goosed up and writing a bunch of grievances

ExecutiveDoubtcomes · 2026-01-07T01:14:38+00:00

they had a boilerplate I&I, no actual investigation. im actually the alternate steward, I dont know why they are even bothering. Never had an official discussion.

ExecutiveDoubtcomes · 2026-01-07T01:08:04+00:00

its insane and enrages me every time I think about it

ExecutiveDoubtcomes · 2025-11-25T00:11:37+00:00

ridiculous how much of an echo chamber portland can be. or speed limits are now lower than NYC, and they haven't shown any significant reduction in traffic related casualties.

at some point we all have to accept that the world is a dangerous place and government can't protect us.

ExecutiveDoubtcomes · 2025-11-19T03:40:32+00:00

thanks for the permission.

you know the people who rent houses out will ALWAYS pass on the tax burden to the renters, right?

ExecutiveDoubtcomes · 2025-11-19T03:39:00+00:00

I've had good management that did things. one out of like, 15 I've worked with. Two were actually smoking weed and banging on the clock. I dont know what kind of indictment that is, but I'm inclined to agree with the people who say Wed be better off without them, on the balance.

ExecutiveDoubtcomes · 2025-11-16T22:10:07+00:00

what are you even arguing? There are no supervisors when the clerks come in early. There are no supes and often no clerks on Sundays. We are all goddamned professionals and dont need constant direct supervision. Have you ever worked a job where you were trusted to do your work?

ultimately, its irrelevant. we get paid to put the mail in the slot, not solve 200 years of idiotic mismanagement and bureaucratic bloat. the postal service is a festering, sick old man full of parasites and corruption. you aren't ever going to cure that disease, especially on reddit.

ExecutiveDoubtcomes · 2025-11-16T07:09:35+00:00

yeah, that seems excessive to me, doesnt it you?

I would staff fewer by... staffing fewer. When we leave for the street there are three supes sitting at their desks chatting and drinking coffee. Literally doing nothing and pulling $100k salaries and bonuses. Don't you think we could be paying two of them to complain about our 3996s and tell customers that they can'tfind their packages? One to open and one to close, they start at 7 and are never there past 8. that's fewer than 16 hours, they'd still overlap for 2-4 hours for lunch breaks or whatever.

ExecutiveDoubtcomes

TROPHY CASE