Evening falls across the San Antonio skyline on a June evening. In the foreground, Interstate 35 runs north and south, and colors of the downtown highrises begin to light up on this perfect night in Texas


Serving San Antonio, Beeville, Boerne, Center Point, Converse, Del Rio, Helotes, New Braunfels, Pleasanton, Seguin and Universal City


We have listed some very basic questions that pertain to almost every member of the Local, no matter what the individual craft or job function might be. Never wait to find out an answer to a question pertaining to a grievance, however! There are strict time limits involved in the process that require you to contact your steward as soon as possible. (See question One.)

  1. How long do I have to file a grievance?
  2. How far in advance does management have to post a schedule before a holiday?
  3. When do the vacation picks have to be finalized?
  4. How long does management have to act on a submitted 3971 for incidental leave?
  5. Where can I get information on FMLA?
  6. If I feel a supervisor is harassing me, should I file a grievance or an EEO complaint? (A co-worker?)
  7. My paycheck doesn’t appear correct to me. Who should I contact? My steward?
  8. I need a schedule change. How do I get one? And how long can I get it for?
  9. What is a non-pay status?
  10. What is the difference between abolishment and reversion of a duty assignment?
  11. What is meant by the term “currently qualified?”
  12. How do I make sure I get paid for Jury Duty?
  13. What do I do if I am approached by a Postal Inspector?


  1. You have fourteen days from the incident– the date that you think your rights were violated. Because the Union has only 14 days to respond, it’s important that you see a Union steward as quickly as possible. This gives the Union steward time to investigate, prepare, and present the grievance to management.
    National Agreement Article 15.2.a 
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2. Schedule shall be posted as of the Tuesday preceding the service week in which the holiday falls.
         National Agreement Article 11.6.a 
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3. Answer is determined by craft articles of local agreement. The completed vacation selection list will be posted in each section:

  • Vacation polling is to be completed no later than December 15th.
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4. By the end of your shift.

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5.Ask your supervisor, your steward or check the FMLA pamphlet mailed to your home by Human Resources..

Another source is the Department of Labor. You can contact them by phone at (412) 395-4996, or read more about it at their website. To read the online version of the FMLA (1993), click here: FMLA
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6. If you feel a supervisor is harassing you, file a grievance and an EEO complaint against him or her. If you feel a co-worker is harassing you, file an EEO against management for allowing the situation and file a grievance against management for allowing the situation.  1-888-336-8777
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7.Your first step is to contact your supervisor.   If they can’t help you, then see your steward.
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8.Ask your supervisor for Form 3189, Request for Temporary Schedule Change, complete the form and give it to your steward.
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9.A non-pay status is leave without pay (LWOP).
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10.Reversion means doing away with a vacant bid. Abolishment means doing away with an occupied bid, which results in a full-time regular becoming unassigned.
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11.“Currently Qualified” means possessing a live record on all of the qualifications for a posted duty assignment, including scheme and/or ability to key at the appropriate speed and accuracy on the appropriate keyboard, such that the employee can assume the posted duties of the duty assignment without the need for a deferment period. National Agreement Article 37.1.k
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13.If you receive a court summons scheduling you for jury duty, or a subpoena for witness service, immediately give completed PS Form 3971, Request for Notification of Absence, and give it  to your supervisor.

IMPORTANT – – – Form 1224, Receipt of Payment of court fees, and court voucher should then be turned into Human Resources

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15.You should immediately ask for a Union representative.

Do Not:

  • Answer any questions–
  • Give a written statement–
  • Engage in a conversation with an inspector–

until you have a Union representative with you.

You have a right to have a Union rep present during any investigation by the Inspection Service. The Postal Inspector is not obligated to tell you that you have a right to request a Union rep’s presence, and may even try to dissuade you from getting one. You must ask for representation, and it must be provided once it is requested.

Even if you request Union representation, the Postal Inspector may continue to ask questions. It is at that point that you let the Inspector know that you will cooperate when your representative arrives and then you should ignore all further questions by the inspector. Do not let the inspector intimidate you into believing that you are not cooperating with their investigation. Too many employees have lost their jobs because they did not ask for help.