Retirement savings plan: CCAs now have access to a retirement. Provided for by the 2013 Das interest arbitration award, the retirement savings plan (RSP) for CCAs who are members of the NALC was created by the union’s Mutual Benefit Association (MBA) to give CCAs a tax deferred way to save for retirement. The RSP was organized as a traditional IRA and was specially created for CCAs who are not yet eligible to earn pension benefits under FERS or to participate in the TSP.
Branch Uniform Bank Now Open!
As our new CCA Brothers and Sisters join us
as new members, Branch 2184 is asking our retired and active carriers to donate new or used uniforms that they no longer need. If you would like to donate please bring them to the Branch office or give them to your Steward to drop off.
Thank you to Cindy Burke (Dearborn Main
Retired), Tom Klecha (Dearborn Annex), Scott
Irwin (Taylor Retired), Darryl Clay (Dearborn
Main), Lazandria Grimes (Dearborn Main), Kahadijah Hawkins (Dearborn Main), Mary Ellen Hornyak, (Dearborn Annex Retired), Dave Bartaway (Trenton Retired), Mark Amos (Dundee), Anjeanette Parks (Taylor), and Nancy Cadorin (Ypsilanti) for their donations.
CCAs please call prior to coming in so that we can make sure someone is available to assist you.
Lets make our new members feel welcome.
For more information call -- 313-295-1640
Questions and Answers—2011-2016 NALC-USPS National Agreement
This jointly-developed document (M-01870) provides the mutual understanding of the national parties on issues related to the 2011 USPS/NALC National Agreement. It is separated in two sections: the first concerning city carrier assistants (CCAs) and the second section addresses other contractual provisions. This document fully replaces earlier Questions and Answers, 2011 USPS/NALC National Agreement (M-01819 and M-01833). New questions and responses are identified by underscoring. This document may be updated if agreement is reached on additional matters concerning the collective-bargaining agreement.
M-01822 CCA Uniform Allowance information
New Contract Summary for CCA's
City Carrier Assistant (CCA) Pay
Beyond the 1.2% and 1.3% general wage increases paid to all career and non-career carriers as discussed above, CCAs will also receive additional wage increases of 1.0% effective on November 26, 2016 (paid retroactively), November 25, 2017, and November 24, 2018. These additional increases will be paid in lieu of COLAs for CCAs.
The agreement also establishes step increases for CCAs. In addition to the wage increases described above, CCAs will receive a 50 cents an hour raise after 12 weeks of service and an additional 50 cents an hour increase after 40 additional weeks of service. These step increases will be paid retroactively to all CCAs with paid hours since November 26, 2016. For example, a CCA that had already completed 52 weeks of service as of November 26, 2016 would receive a $1.00 per hour raise, effective on that date and paid retroactively.
The net result of these general CCA wage increases, plus the additional 1.0% increases in November 2016, 2017, and 2018, and the new CCA step increases after 12 and 52 weeks of service will be a substantial increase in overall CCA pay.
Step Advancement for Former Transitional Employees with two or more years of Creditable TE Service
Effective on May 26, 2018, former Transitional Employees (TEs) that had two or more years of creditable service as TEs will be advanced additional steps on Table 2 of the letter carrier pay scale, based on their length of service as TEs after September 29, 2007. Former TEs with two or more years but less than three years of creditable TE service will be advanced one additional step. Former TEs with three years but less than four years of creditable TE service will be advanced two additional steps. Former TEs with four years but less than five years of creditable TE service will be advanced three additional steps. Former TEs with five or more years of creditable TE service will be advanced four steps.
Additional CCA Workforce Issues
The Contract, states that there will be a one-time conversion to career status of CCAs with a relative standing date at least 30 months prior to the Contract ratification date and that are working in USPS installations with more than 100 work years. The term “work year” is defined as an employee that has 2080 paid hours in a year and thus is considered fulltime. Both the Postal Service and the NALC have data that determines the qualifying USPS installations.
In the largest (200 work year or more) installations, eligible CCAs would be full-time regular career status in their installation. In installations with more than 100 but less than 200 work years, eligible CCAs would converted to part-time flexible career status in their installation rather than waiting to be converted to full-time career status as a CCA. This means that the career employee category of part-time flexible is being brought back to the letter carrier craft, at least on a limited scale.
The NALC and USPS have also agreed to consider the possibility of another one time conversion after one year, and have also agreed to address situations where CCAs are working in smaller offices and have no clear path to a career opportunity. The agreement provides for six paid holidays for CCAs. These paid holidays are New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. CCAs working in Branch 2184-represented post office installations will receive either six or eight hours of holiday pay, depending on the size of the installation where they work.
The agreement also requires the NALC and the USPS to negotiate choice and incidental leave selection provisions for CCAs during local implementation (Article 30), which is scheduled to take place during a 30-day period from October 16 through November 14, 2017. It establishes an alternate dispute resolution process for impasses related to CCA leave selections prior to utilizing arbitration to settle these issues.
For CCAs, the agreement maintains the Postal Service’s bi-weekly contribution of $125.00 toward self-only coverage in the USPS Non-career Health Plan. However, it significantly increases the Postal Service’s contribution toward self plus-one and self-and-family coverage in that plan beyond the current $125.00 bi-weekly. For CCAs in their initial year of employment, the USPS will pay 65% of the premium costs. For CCAs in their second year of employment and beyond, the Postal Service share would increase to 75% of the total premium.