APWU represented employees lose major financial ground under Dimondstein

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“I believe it to be fair and positive for the members” APWU National President, Mark Dimondstein writing about the contract voted down by the union’s Rank & File Committee 9 to 4. This contract had “one pay raise over two years” and conceded APWU represented work in the Maintenance Craft. It also conceded work performed by APWU represented employees in smaller post offices to postal management.

Earlier we told you about the seven national officers who abandoned Mark Dimondstein. That count now stands at ten sitting national officers will not run with for re-election with the current President. Add the Maintenance Director and the two Assistant Maintenance Directors to the growing list. President Mark Dimondstein has lost all control over the union he is trying to lead.

In a recent campaign video for the launch of his APWU Workers For Change Tony D. McKinnon Sr. asked the following question about leadership. “Is it fragmented?”

The answer is clearly “yes”, and Mr. Dimondstein’s lack of competence will cost the average APWU represented employee a considerable some of money.

The information below was provided by Samuel Wood, President of the Southwest Florida Area Local and APWU Workers For Change candidate for APWU National Executive Vice President Mr. Wood notes that a level 5 Mail Handler’s earn higher wages than level 6 APWU Represented employees. Sam also illustrates via the chart below that level 7 APWU represented employees earn $1.18 less or $2,433 less on an annual basis than NALC represented letter carriers.

“This chart is for APWU represented employees who were hired prior to May 23, 2011. This side by side comparison of Mail Handlers, City Carriers and APWU represented employees show that we should prioritize these salary disparities in contract negotiations.

Our question is, were these disparities addressed during National Negotiations and were they a part of the Tentative Agreements (TA’s) that were signed? If not, when elected, Tony D. McKinnon Sr and I commit to making this a priority issue.

APWU represented employees hired after May 23, 2011 will have even more to complain about than what this chart shows.”

Samuel Wood’s shared the following information to illustrate how the APWU represented employees are paying dramatically more for the APWU Health Plan than was negotiated in the current contract. The US Postal Service is required to pay 73% of the weighted average however the Dimondstein administration can’t enforce what they negotiated and the USPS pays as low as 66.21% in the APWU active employee self and family plan. This is nearly 10% less than the NALC or the NRLC health plan.

My latest spreadsheet shows the last four (4) years of shared percentages paid by the USPS and our members and retirees. These are “High Option Plans” for the American Postal Workers Union, National Association of Letter Carriers and The National Rural Letter Carriers Association.
Please look at the percentages that the Employees and/or Retirees have to pay. Something just does not seem to be right about this.
The “Red Highlights” on the spreadsheet show the highest percentages paid by Employees and/or Retirees of those listed health plans. The “Green Highlights” show the lowest percentages paid by the Employees and/or Retirees of those listed health plans.
Many are asking me to direct my concerns to the Current Health Plan Director to explain why the disparity in rates for the APWU High Option Health Plan.
But wait just a minute……………..
The APWU Constitution and Bylaws (Article 13, Section 1) states:
“The National Executive Board of the APWU and the Director of the Health Plan shall be the Board of Directors of the Health Plan.”
Sooooooooo, this means it should be very easy for someone out there to answer my very simple questions.
  1. Why is the USPS paying much less for the APWU High Option HP than was negotiated in the CBA (73% of the weighted average), which cost our APWU Members and Retirees more money out of their pockets?
  2. If there is a good answer, then why is the APWU High Option percentages much different than those of the NALC and NRLCA Plans over the last four (4) years?

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