A carrier who suffers an injury while at work, should report it immediately to a supervisor or as soon as practicable. A CA-1 (Notice of Traumatic Injury
and Claim for Continuation of Pay/Compensation) form.

If the injury requires time off from work a CA-1 must be submitted within 30 days of the injury in order to qualify for COP. If a medical notice covering
the absence is not submitted within 10 days of the injury COP can be discontinued. COP will continue for 45 calendar days unless the Labor Department
(OWCP) denies the claim.

There is a 3-day waiting period when on COP. For the first three days you must use Sick Leave, Annual Leave or LWOP. If more than 3 days off are necessary they will be COP. If a minimum of 14 days off are needed the entire period is COP and the first three days will be changed to COP as well.

Management has often continued to use the annual and sick leave of carriers on COP. This practice is improper. If it occurs, contact your shop steward immediately and get it corrected.

In order for a compensation claim to be accepted there are five requirements that must be met. They are:
1. Timely submission of claim
2. Proof that you work for the USPS (the address of your station will suffice)
3. Fact of injury (diagnosed condition supplied by a physician based on a specific test) CAT Scan, X-Ray, MRI, etc.
4. Performance of Duty (explanation of what job function was being performed when sustaining the injury)
5. Causal Relationship (physician gives a reasonable explanation of how the diagnosed condition is related to the working condition that caused the injury)

In too many instances the injured carrier is being either denied the CA-1 or told that there isn't one available. In both cases management is in contractual violation and also breaking the law. If this should occur, notify your shop steward or the Branch immediately. It is also against the law to threaten a carrier
with disciplinary action for filing a compensation claim.

Once the claim is accepted you are entitled to receive compensation payments for lost wages after the initial 45 days of COP. The form used is a CA-7. Your payments will be calculated by averaging your gross weekly salary for the 12 months immediately preceding the injury. If you have dependents you will receive 75% of that average, if not it will be 66.6% of that weekly average; both are tax free. The only deductions made from the payments are your portion of health benefits and life insurance. You must pay your union dues directly to Branch 36, which will keep you as a member in good standing.

These are the basics of filing a claim for a traumatic injury on-the-job. If you have any questions about compensation I can be contacted by calling the branch at 212-239-3901. Be safe, share this information with your co-workers and remember that assistance with compensation claims is offered exclusively to Union Members in good standing.

Together we showed support for the representatives that are keeping the best interests of postal workers at heart and reminded those who are not that we are watching. We were also tasked with informing the misinformed public about the real financial state of the Postal Service.

I had the honor of standing side by side with members of the APWU, the Mail Handlers Union and our own NALC in front of Carolyn Maloney's office in solidarity. Ms. Maloney is a steadfast supporter of the NALC and has an unblemished record when it comes to voting in our favor in regard to legislation that affects postal workers.

It was encouraging to see so many people taking an active part in protecting their jobs. I saw the faces and heard the voices of letter carriers stating their case to the public. I witnessed firsthand how, after being given the correct information, the general public supported our positions.

I have been a Democrat since I first registered to vote. However, this is not a partisan issue. I will show support and vote for any candidate who introduces and/or endorses legislation that helps letter carriers, regardless of the party they belong to.

House Resolution 1351 was introduced by Rep. Stephen Lynch (D-MA) on April 5, 2011. HR 1351 provides for the correction of an accounting error that allowed the Postal Service to get overcharged, in the billions of dollars, payments into the Civil Service Retirement System (CSRS). It also addresses the overcharges made to FERS.

Beginning in 2006, legislation was passed that obligated the Postal Service to prefund health care benefits of postal employees 75 years into the future, and they had 10 years to do it. No other entity public or private has ever been burdened with anything like this.

The USPS averaged around $2.3 billion in profits between 2003 and 2006. In 2007 there was a surplus of $3.3 billion followed by a surplus of $2.8 billion in 2008. Both of these were negated by the prefunding obligation.

In fact the office of Inspector General has found that there has been an overpayment of $75 billion into the federal government pension system by the Postal Service. If we are to survive as a company, this gross error must be corrected. We will need as many friends as possible in Washington, DC to get this job done.

I will take this time to remind you the rights of America's middle class are under attack by those who would do away with collective bargaining. Think about this for a moment. What does this mean? Where do I begin?

I'll ask you. What if you no longer had the right to negotiate a contract? What if the Postal Service could arbitrarily decide you no longer had the right to contractual breaks; if you were no longer entitled to penalty overtime; if the USPS could decide how much leave you receive each year and the amount you pay for health insurance? What if you no longer had access to the grievance procedure, got removed and had to wait for months to have your case heard by an arbitrator, who then wrote an opinion that was non-binding upon the Postal Service?

I was reminded not too long ago, that those brave souls who took part in the Strike of 1970 had nothing and risked everything. Although today we are the beneficiaries of their sacrifices, there are far too few of us that have heard firsthand about their struggle for decent wages and benefits.

My advice to those who take the benefits we all enjoy today for granted, and to those who have become complacent, is that it's time you come "place your a**" in a chair at the next Union meeting. Learn what you can do to help your own cause.

would like to be able to say someday, "United We Stood", and united we persevered.

I've received calls from stewards and carriers alike, stating that management is refusing to post the Workhour/Workload Reports on a daily basis, and that they are also refusing to give consultations to carriers walked in regard to 3999s on or after March 22, 2011, both of which are enforceable via the JARAP 2011 Agreement. If this surprises you, you haven't worked for the Postal Service for too long. Incidentally, the July issue of Postal Record thoroughly explains both the 3999s and the Workhour/Workload report, beginning on page 34.

If I know you're a thief and allow you into my house and you rob me; if I know you're a liar and I accept your lies; if I know you're a bully and allo you to bully me, whose fault is that?

I urge all carriers to keep themselves informed about "everything" that concerns you as letter carriers. If management is not playing by the rules, notify your steward in writing so that a grievance can be filed.

Our new Director of City Delivery at the national level, Lew Drass, negotiated language into the latest JARAP agreement that requires the Postal Service to make the route adjustment process more transparent. Hopefully, letter carriers will now become more familiar with the forms and reports that are used by management to determine daily volumes, projected office and street times, and my favorite, the 3999 form.

As of the date the latest agreement was signed, the Postal Service is required to discuss the 3999 with the carrier within three days of the walk. The 3999, for those who are unfamiliar, is the form used when a route is walked. You are entitled to a copy of the form, as soon as practicable, and an explanation concerning any changes made on it after the walk. Please pay particular attention to the "Non-recurring Street Time Detail" part of the 3999. This is time that the examiner has determined is not part of your regular day and thus will be deducted from the street time on the day of the walk.

The 3999 is the most important document used when a route is adjusted. It determines how long it takes the carrier to deliver portions of the route. If the information on it is inaccurate, any subsequent route change will also be inaccurate. Pay particular attention to the mail volume on the day walked. Every carrier walked as of March 22, 2011 can make comments about the 3999. If you see something say something! The evaluation team assigned to the station must and will take those comments into consideration when adjusting routes.

It is now a requirement for Work hour/Workload reports to be posted in every station for the previous workday, whether or not the station is being evaluated. On this report you will find the daily volumes (caseable letters, flats and DPS), for each route. It will also show if the individual route was given assistance in the office and/ or in the street provided the help programmed themselves onto the route. With the Branch's permission I have created a template that explains what the relevant entries on the Work hour/Workload report mean. I have asked the stewards to post the template alongside the report so that carriers can determine if the information contained therein is accurate. If it is not, I urge you to inform the steward so discrepancies can be documented as soon as possible.

We have been given something that we, in my opinion, have been entitled to since forever. A chance to review the data the Postal Service is using to determine what our workday should be and an opportunity to challenge that very same information. Let's use these new given tools to ensure that we are given a fair day's work for a fair day's pay.

Do You Want to Be Next

As you should know by now an attack on the collective bargaining rights of workers is under way in Wisconsin. Under legislation signed by Wisconsin Governor Scott Walker, bargaining over conditions of employment for public sector employees, including fringe benefits and hours, will be eliminated. Ironically, the law will not be published until March 25.

Now, you may ask yourself, "What does this have to do with me?" Well, the Washington Post's Donald F. Kettl, Dean of the University of Maryland School of Public Policy, said that, "We're going to see these issues framed for the feds in the not-too-distant-future." Currently there is similar legislation in progress in the states of Ohio and New Hampshire.

In Ohio, legislators are proposing to, "Adopt a proposal that would curtail collective bargaining powers for transit workers and other public employees." In New Hampshire, Rep. Paul Lambert, is planning an effort to end collective bargaining for state public workers. Would it be pessimistic of me to think that it won't be long before some politician gets the "bright idea" that the collective bargaining rights of postal workers, letter carriers in particular, should be revisited? I think not.

Before the strike of 1970, letter carriers had what has been referred to as "collective begging". Indeed, the salary then was such that letter carriers actually qualified for welfare. Would you like those days to return? Not me. That is why I do what I can to ensure that, at the very least, we as letter carriers keep at bay those who would act against the quality of life that we earn through hard work.

As a union member I was asked to apply for automatic deductions from my wages to go towards COLCPE. I did just that because I understand how important it is towards our future. I signed up as an E-Activist on our national website (www. NALC.org), which allows the NALC to keep me informed of issues on the political horizon that may affect letter carriers. One of the things I consider before I go to the polls to vote, is the particular candidate's stand on postal issues. I joined the "Carrier Corps" and made myself available if I'm needed to picket or attend a labor rally. Remember, an attack on one worker is an attack on us all.

The time to act is here. Sign up for COLCPE deductions to support the politicians who have our best interests in mind and to help replace those who don't. Become an E-Activist and keep yourself informed of postal issues in the political arena. And join the Carrier Corps so that you can stand side-by-side with those who choose to act, instead of standing by and hoping for the best. I urge you to take up the fight for the middle class of which you are a part.

I will end this article with a quote by a German Pastor, Martin Niemoller, who said, "First they came for the socialists, and I did not speak out because I was not a socialist. Then they came for the trade unionists, and I did not speak out because I was not a trade unionist. Then they came for the Jews, and I did not speak out because I was not a Jew. Then they came for me, and there was no one left to speak for me."

The rest of this article will explain actions that must be taken by an employee who sustains a traumatic injury while working. A traumatic injury can best be described as occurring at a specific time and location, and to a specific part or parts of the body within a single workday or shift.

The first thing the carrier should do is inform management. Although this may seem obvious, some carriers don't inform management immediately because they either continue to work out of a sense of obligation or don't feel any pain or discomfort from the injury.

In both instances the carrier is putting himself/herself in jeopardy. First, by continuing to work, the injury may be made worse. Second, management may dispute the validity of the claim because of the delay in being notified. So as a rule, inform your supervisor as soon as possible after the injury.

The next thing to do is to ask for, then fill out, a Form CA-1 (Notice of Traumatic Injury and Claim for Continuation of Pay/Compensation). In the event that the injury is so serious that this cannot be done immediately, do so as soon as possible. Any delays in filling out the CA-I may complicate the claim.

Management cannot refuse to supply this form. To do so is a violation of federal law. It is also against the law to threaten a carrier with discipline for filing a CA-1. If either of these situations occurs, contact your shop steward immediately.

The injured employee is responsible for filling out the first 15 lines of the form. Make sure to indicate “all” the parts of the body injured. Failing to do so will complicate the claim. After management has filled out their portion of the form get a copy for yourself.

Every physician treating the employee should also be made aware of all the areas affected. Employees requiring emergency treatment at a hospital should
seek any further treatment needed from his/her family doctor. It is the employee's right to select the primary physician for treatment.

Employees who will be out of work due to an on-the-job injury are also entitled to a continuation of pay (COP) for the first 45 days they will be out. Disabilities causing wage loss of less than 14 days will require the use of sick or annual leave for the first three days. Any subsequent days of total disability will be considered COP. If the total disability lasts for 14 days or more, the employee is entitled to COP for the entire period, including the first three days, up to the 45th day. A disability causing wage loss of more than 45 days will require the filing of a CA-7. Have your steward contact the branch if this occurs.

Any medical evidence provided by the physician examining and/or treating the employee must show the "causal relationship" between what caused the injury and the injury itself. This is extremely important because it will reduce the chances of the claim being denied by the Office of Workers' Compensation Program (OWCP).

In conclusion, remember the following:
1. Notify management as soon as possible following an on-the-job injury.
2. Fill out the Form CA-1 immediately and ask management for a copy after
they have filled out their portion.
3. Seek medical attention.
4. Inform attending physician/s of all affected parts of the body.
5. Any periods of total disability to work must be substantiated with
evidence provided by the physician treating the injury.
6. For the claim to be accepted by OWCP, the physician must show the
causal relationship between what caused the injury and the injury itself.

Although there is more to know about on-the-job injuries, this article covers the important initial steps that should be taken. Keep this article in a handy place because you never know when you or one of your co-workers may need the information. Contact the branch if you have any questions about a compensation claim.

Last month I had the honor and privilege of serving Branch 36 as a convention delegate. I was not alone. Along with the branch officers there were a total of seventy five delegates who attended.

Of all the conventions I've gone to I am particularly glad that I didn't miss this one. During one of the sessions there was a video presentation commemorating the 1970 strike. The national headquarters had sent a camera crew to our local branch that interviewed at least four of our brothers who were working at the time of the strike.

Anthony Puccio, 52 year active carrier from Triboro Station; Harold Hillard, 1st Vice President; Joe Ramos, Director of Retirees; and Eugene Spry, Sergeant at Arms, all shared their experiences during the eight day strike. As I mentioned earlier, I already had an idea of the mood that led up to the strike but nothing had prepared me for what I was about to hear, see, and feel as I watched the video. Besides the delegation from our branch there were approximately 8,500 other letter carriers in attendance. Men and women from across the country and its territories, many who were also working back in 1970.

You could hear the proverbial pin drop, with occasional laughter or applause, as the video played on for twenty minutes. And when it was over the roar on the convention floor was deafening. Delegates from all over were coming over to where Branch 36, your branch, was seated. People came up to our attending members, many who were there in 1970 and began thanking and kissing and hugging them.
There were tears everywhere.

I have never been so proud of being a member of this branch and of those who came before me, those who took that risk without thought of their own personal gain but instead stood united for the greater good. The benefits that I enjoy today I owe to those brave men and women.

To those of you who have never spoken to someone who was present in 1970 and those who may take their struggle for granted, I suggest you seek out a striker and talk with them. Let them tell you first hand what it was they were fighting for and the pride they felt when they received it. And when the conversation is over, shake their hand or give them a kiss or a hug or at the very least thank them for their sacrifice. They earned it. I for one will be eternally grateful and feel a profound responsibility to ensure that their legacy is not forgotten.

Today we face different challenges. The middle class is shrinking and with it goes the very things the strike of 1970 brought to fruition. Our wages and benefits are under attack. Complacency is our biggest enemy. So the next time you hear fellow carriers say, "I'm heading to a union meeting," go with them. Come and find out for yourself what you can do to preserve and build on those hard fought gains of 1970, and become an active partner in your own future.

There is no question that volume is down and costs have gone up but there are other solutions to the problem. In a recent conversation I had with my local Congresswoman Carolyn Maloney, I learned that Congress is working on legislation that would result in getting the money back and coming up with a new formula for funding the health benefits that makes sense.

The NALC is lobbying in Washington to bring this to fruition. The Union has a very active legislative department both at a national and a local level. It is imperative that we keep our political allies in office, that's where COLCPE comes in.

The NALC has also negotiated several joint agreements for right sizing routes, the latest of which is called JARAP. Although it is not a perfect science, it is by far a better more evenhanded process than the traditional C&I. It is true that under the four alternate route adjustment processes we sustained a net loss of routes, but the fact is that not one carrier has lost his or her job.

At a national level the union has also introduced Customer Connect as a way of generating untapped revenue. This program has just surpassed the $1 Billion mark. Thanks to all of you who participate. These are but a few of the things your union is doing to ensure that there will continue to be a prosperous viable Postal Service far into the future.

Get politically active. Register to vote and encourage your family to do so as well. Keep in touch with your local politicians and make sure that they are on our side when it comes to postal issues. Sign up for COLCPE automatic payroll deductions, join the Carrier Corps and be an E-Activist. Participate in the Customer Connect Program. That's where you come in.

Together we can do what we can't do apart, save our livelihoods.