Common APWU Grievances

Know Your Rights. Know the Contract. Members do not need to be contract experts to recognize problems at work. The issues below are the most common grievances filed under the National Agreement between the American Postal Workers Union (APWU) and the United States Postal Service (USPS). Each topic lists the key Contract Articles and JCIM references that protect your rights. 

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Addressing Issues Early — Before a Grievance Is Filed

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Many workplace issues can be resolved quickly by raising them professionally and early. Members are encouraged to ask questions and seek clarification when something does not appear correct under the contract. Speaking up does not mean being confrontational. Calmly identifying a concern such as a schedule change, overtime assignment, or cross-craft work often gives management the opportunity to correct the issue before it becomes a formal grievance. The Union fully supports members who choose to address concerns this way. If the issue is not resolved, or if you are uncomfortable raising it yourself, contact a steward immediately so your contractual rights and timelines are protected. Being informed, respectful, and timely helps maintain a professional workplace and ensures the contract is enforced when necessary.

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1. Management doing Bargaining Unit Work/Cross-Craft Work Violations

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What this means: Supervisors or employees from another craft performing another crafts bargaining-unit work.

Common examples:

• Supervisors throwing parcels or working the window (Varies by Office size)

• Carriers performing clerk or maintenance duties.

• Clerks assigned maintenance work, Or Vice Versa.

 

Why it matters: Cross-craft violations erode bargaining-unit work and negotiated staffing.

Contract References:

• Article 1.6 – Non-Bargaining Unit Employees

• Article 7 – Employee Classifications

• Article 38 – Maintenance Craft (when maintenance work is involved)

• JCIM – Article 1 & Article 7 cross-craft clarifications
  (Management may not perform bargaining-unit work except in very limited, or emergency circumstances.)

 

2. Overtime Violations

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What this means: Overtime is not distributed fairly or according to the contract.

Common examples:

• OTDL employees skipped while others work overtime

• Non-OTDL employees forced while OTDL employees are available

• Overtime assigned without contractual justification

• ​Management not assigning OT to OTDL employees on NSD just because District said they can't.

 

Why it matters: Overtime rules exist to ensure equity and prevent favoritism.

Contract References:

• Article 8 – Hours of Work

• Article 8.5 – Overtime Desired List

• JCIM – Article 8 interpretations on OTDL usage, mandatory OT, and remedies

• LMOU - Language the Local and Management have negotiated

 

3. Improper Schedule Changes

 

What this means: Management changes schedules without proper notice, justification, or agreement.

Common examples:

• Last-minute or same-day schedule changes

• Temporary changes becoming permanent

• Failure to properly post or maintain schedules

 

Why it matters: Schedules affect pay, OT rights, leave, and personal life and must follow contractual rules.

Contract References:

• Article 8 – Work Schedules

• Article 30 – Local Memorandum of Understanding (LMOU)

• JCIM – Article 8 & Article 30 guidance on schedule changes and posting requirements

 

4. Leave Violations (Annual, Sick, LWOP)

 

What this means: Leave is denied, delayed, or improperly recorded.

Common examples:

• Annual Leave denied without valid operational reason

• Forced LWOP when leave is available, or force AL usage when LWOP in lieu of Sick Leave is requested

• Incorrect leave balances

• Improper medical documentation demands

 

Why it matters: Leave is a contractual right, not a privilege or something that management can apply as they wish.

Contract References:

• Article 10 – Leave

• Article 19 – Handbooks and Manuals (ELM 514 provisions)

• JCIM – Article 10 interpretations on leave approval, LWOP, and documentation

 

5. Improper Discipline (Just Cause Violations)

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What this means: Discipline issued without meeting the Just Cause standard. 

Common examples:

• Discipline without a proper investigation

• Skipping progressive discipline

• Combining unrelated issues in one discipline

• Unequal enforcement

 

Core Principles of Just Cause

• Fair Investigation: Management must conduct a fair, thorough, and objective investigation.

• Substantial Proof: Charges must be backed by concrete evidence (documents, witnesses, electronic records), not just hearsay.

• Notice & Response: Employees must know the charges and have a meaningful chance to defend themselves.

• Consistency: Rules must be applied fairly and consistently across all employees. 

• Corrective, Not Punitive: Discipline aims to correct behavior, not just punish.

• Progressive Discipline: A step-by-step approach (e.g., discussion, warning, suspension) usually precedes termination, though egregious offenses may bypass steps.

 

Why it matters: Discipline must be corrective, not punitive.

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Contract References:

• Article 16 – Discipline Procedure

• Article 15 – Grievance-Arbitration Procedure

• JCIM – Article 16 guidance on Just Cause, investigations, and due process

 

6. Training and Qualification Violations

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What this means: Employees are required to perform duties without required training or are denied training.

Common examples:

• Assigned work without qualification

• Mandatory training not paid

• Qualified bidders bypassed for untrained employees

 

Why it matters: Required training must be provided and is compensable.

Contract References:

• Article 37 – Clerk Craft (when clerk training is involved)

• Article 38 – Maintenance Craft (maintenance qualification and training)

• Article 19 – Handbooks and Manuals (ELM training requirements)

• JCIM – Articles 37 & 38 training and qualification interpretations

 

Important Reminder for Members

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You do not need to prove a violation before contacting the Union.

If something feels wrong:

• Document dates, times, and who was involved

• Save schedules or instructions

• Contact your steward or local officer as soon as possible

Many grievances are lost only because timelines expired.

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Need Help or Have a Concern?

Contact your steward or submit a concern through the Submit a Grievance buttons on the various pages of the website. There is one at the bottom of this page. The Union exists to enforce the contract and protect your rights.

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Is This a Grievance?

A Quick Decision Guide for Members

Ask yourself the questions below.
If you answer YES to any of them, you should contact your steward or Local officer.

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1. Was bargaining-unit work done by a supervisor or another craft?

• Supervisors throwing parcels or working the window

• Postmasters doing clerk or maintenance work

       Yes? This is very likely a grievance.

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2. Did overtime get assigned in a way that didn’t seem fair or follow the list?

• ODL employees skipped

• Forced overtime while others were available

       Yes? This is commonly grieved under Article 8.

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3. Was your schedule changed without proper notice or explanation?

• Same-day or last-minute changes

• Temporary changes that never ended

• Schedules not posted correctly

      Yes? This may violate Articles 8 or 30.

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4. Was your leave denied, delayed, or changed improperly?

• Annual Leave denied without a valid reason

• Forced LWOP when leave was available

• Leave balances not updated correctly

      Yes? This may violate Article 10.

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5. Were you disciplined without a fair investigation or progressive steps?

• Discipline issued without facts

• Different rules applied to different employees

• Multiple issues combined into one discipline

      Yes? This may violate Article 16 (Just Cause).

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6. Were you required to perform duties without proper training or qualification?

• Assigned work you were never trained for

• Mandatory training not paid

• Qualified employees bypassed

       Yes? This may violate Articles 19, 37, or 38.

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Important to Remember

• You do not need to be sure it is a grievance

• You do not need to confront management first

• You do need to act quickly — time limits apply​

 

When in doubt, reach out.
The Union’s job is to determine whether a grievance exists and take action.

Need Help?

Contact your steward or submit a concern through your Local’s website.
It is always better to ask early than to lose your rights due to missed timelines.