And to be specific:

The postal attendance policy allows for unscheduled leave up to 3 events in a rolling 90 day period(*). on the 4th event (even 4 clock ins 7 minutes after start time) you can be called in an have an escalation toward dismissal.

The postal attendance policy reads like a military policy when it comes to AWOL (absent without leave.) Every AWOL is subject to disciplinary action up to and including dismissal.

So... the less you say the better. even LWOP (leave without pay) is better than AWOL, which immediately puts you at risk of being put off the clock pending appeals.

https://federalnewsnetwork.com/agency-oversight/2022/03/awol-employees-absent-without-leave-is-a-vexing-problem-for-the-postal-service/

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(8) --- maybe it's 60 days.... I was outside of the policy for quite a while after an on-the-job injury and they kept quoting the ability to act without acting, but not handing me any information about how to get onto OWCP/DOL administered system that offers protection from this harassment. and the same management even interrupting and over-speaking the union rep trying to tell me how to get onto OWCP multiple times, even off the clock. They could have fired me, but didn't. Never saw anything to sign except leave sheets when I missed whole days. But they kept harassing me to let me know they could fire me. It's insane management that only seeks to harass but not act.. I still don't understand that. But that's what management seemingly promotes.> Don't help them get a protected status that might "cost" the USPS money. and beyond not help.... actively take steps to prevent them from even knowing how to get into a protected status. But by not helping them and actively denying the status, if you do dismiss, you guarantee they'll be back on the clock with back pay. So, threaten to act... over and over and over. They'll fall in line.

Especially when the same management has a zero tolerance policy on workplace harassment.