City Carrier Assistant


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NALC
City Carrier
Assistant
& Rights Benefits Updated April 2014

CCA Terms
CCA employees are hired for terms of 360 calendar days and will have a break in service of five calendar days between appointments.
Pay Rates
The hourly rate for CCA employees shall be established in accordance with Table 2, Step BB. Transitional Employees (TEs) on the rolls as of January 10, 2013 (including TEs that were on their five-day break in service) who become CCAs shall be paid at Step AA of Table 2 (see below). The wage schedule chart for CCAs shown below is found in Article 9.7 on page 28 of the National Agreement.
Overtime Work
CCAs are paid time and one-half for all work over 8 hours in a service day and over 40 hours in a

service week. This is referred to as regular overtime. CCAs are paid double time for all work over 10 hours in a service day and over 56 hours in a service week. This is referred to as penalty overtime.
Night Shift Differential
CCAs are compensated an additional amount for all time worked before 6:00 AM and after 6:00 PM during a service day. The amounts are specified in the middle pay chart below.
Pay increases under the 2011-2016 National Agreement
CCAs will receive the following contractual pay increases (see chart at bottom):
• 2.0% November 16, 2013 • 2.5% November 15, 2014 • 2.5% November 14. 2015

City Carrier Assistant Schedule 



CCA Grade

BB AA

1

15.30 16.58

2

15.63 16.92

Hourly Rates RSC Q7 (NALC)

City Carrier Assistant Schedule 



CCA Grade

BB AA

1

1.16 1.16

2

1.23 1.23

Night Differential Rates RSC Q8

City Carrier Assistant Hourly Wages*

Date 1/12/2013 11/16/2013 11/16/2013 11/15/2014 11/15/2014 11/16/2015 11/16/2015

Percent Inc. --
1.0% 1.0% 1.5% 1.0% 1.0% 1.5%

-Gen Wage Inc CCA Wage Inc Gen Wage Inc CCA Wage Inc Gen Wage Inc CCA Wage Inc

New CCAs Step BB $15.00 $15.15 $15.30 $15.53 $15.68 $15.83 $16.06

TE/CCAs Step AA $16.25 $16.41 $16.58 $16.82 $16.98 $17.14 $17.39

Notes: CCA carriers will receive the General Wage Increases payable to career letter carriers (1 percent in 2013, 1.5 percent in 2014 and 1 percent in 2015) as well as additional CCA-only wage increases of 1 percent in 2013, 1 percent in 2014 and 1.5 percent in 2015. As with career carriers, the percentage increases of CCAs are applied to the wage rated effective on January 12, 2013.

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Relative Standing
CCAs are credited with something similar to seniority called relative standing. Relative standing is determined by the original CCA hire date in an installation. For those CCAs who were Transitional Employees (TEs) before being hired as CCAs, all time served as a TE after September 29, 2007 is added. However, time spent on a five day break is not included for purposes of calculating relative standing. Section f of the CCA General Principles found on page 134 of the National Agreement covers relative standing:
f. When hired, a CCAs relative standing in an installation is determined by his/her original CCA appointment date to the installation, using Article 41.2.B.6.(a) where applicable, and adding the time served as a city letter carrier transitional employee for appointments made after September 29, 2007 in any installation.
This is also addressed by question 57 of the March 6, 2014 jointly developed questions and answers, 2011 USPS/NALC National Agreement (M-01833):

to full-time career status. Section g of the CCA General Principles found on pages 134-135 of the National Agreement states:
g. When the Postal Service hires new city letter carrier career employees, CCA employees within the installation will be converted to full-time regular career status to fill such vacancies based on their relative standing. A CCA who does not accept the career opportunity will not lose his/her relative standing for future career opportunities.
It is important to remember when calculating relative standing that it doesn’t matter where an individual served as a transitional employee. This is addressed by question 59 of M-01833:
59. For time spent as a city letter carrier transitional employee, does it matter where an individual was employed when determining relative standing?
No. All time on the rolls as a transitional employee after September 29, 2007 counts toward relative standing regardless of the installation(s) in which the transitional employee was employed.

57. How is time credited for transitional employee employment when determining relative standing for CCAs?
All time spent on the rolls as a city letter carrier transitional employee after September 29, 2007 will be added to CCA time in an installation to determine relative standing. Breaks in transitional employee service are not included in the relative standing period.
Relative standing is extremely important for a few reasons. First, when CCAs are converted to full-time career status within an installation, the CCA with the most relative standing in that installation is the first one converted

The answers to questions 57 and 59 also make clear that if a CCA who was a former TE stops working in one installation and begins working in another installation, relative standing credit earned as a TE will always transfer with the CCA no matter where they work. However, relative standing credit earned as a CCA does not transfer with an employee in the same situation.
Relative standing also comes into play when the Postal Service needs to separate a CCA due to lack of work. Section h of the CCA General Principles requires the Postal Service to separate the CCA with the least relative standing first:
h. CCA employees may be separated at any time during their term of appointment for lack of work. Separations for lack of

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work shall be by inverse relative standing in the installation. Such separations are not grievable except where the separations are pretextual. CCAs separated for lack of work will be given preference for reappointment ahead of other CCAs with less relative standing in the installation if the need for hiring arises within 18 months of their separation.
Another situation where relative standing is important is when the Postal Service decides to not reappoint a CCA for operational reasons. In this circumstance, the CCA with the least relative standing in that installation is separated first. Section i of the CCA General Principles found on page 135 of the National Agreement covers this:
i. CCA employees are separated for 5 days between appointments. When operational circumstances indicate that reappointment for a CCA(s) is not needed and the installation employs a CCA(s) with lower relative standing, the CCA(s) will be reappointed and the CCA(s) with the lower standing in the installation will be separated instead. Such separation of a CCA(s) with the lowest relative standing is not grievable except where the separation is pretextual. These CCAs separated for lack of work during or upon completion of their term of appointment will be given a preference for reappointment ahead of other CCAs with less relative standing in the installation provided the need for hiring arises within 18 months of separation.
A CCA separated for lack of work or due to operational circumstance will be given preference for reappointment ahead of other CCAs with less relative standing in the installation if the need for hiring arises within 18 months of their separation.

Work Schedules
The service week for CCAs begins at 12:01 a.m. on Saturday and ends on Friday at midnight.
Work Hour Guarantees
In larger installations, CCAs are guaranteed four hours of work or pay anytime they are scheduled and report to work.
In smaller installations, CCAs are guaranteed two hours of work or pay anytime they are scheduled and report to work.
To determine the work hour guarantee in your office, consult your shop steward.
Uniforms
CCAs are provided a uniform allowance. This is covered in Article 26.3 found on page 100 of the National Agreement.
Article 26 – Uniforms and Work Clothes
Section 3. City Carrier Assistant
When the CCA has completed ninety (90) work days, or has been employed for 120 calendar days, whichever comes first, the CCA will be provided with an annual uniform allowance equal to the amount provided to career employees in Section 2.A. Time served as a Transitional Employee will count toward the 90/120 day requirement.
The uniform purchases are reimbursed by the Postal Service directly to the vendor. Uniforms will be returned by CCAs separated and not reappointed.
The amount of the uniform allowance is covered in Article 26.2 found on pages 99-100 of the National Agreement:
Section 2. Annual Allowance

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The annual allowance for eligible employees in the reimbursable uniform program shall be as follows:
A. Effective November 21, 2012 the annual allowance for all eligible employees shall be increased from present $371.00 per annum to $390.00 per annum. The increase shall become effective on the employee’s anniversary date.

when they begin their first CCA appointment.
48. What defines the anniversary date for the purpose of annual uniform allowance eligibility for a CCA?
The calendar date the CCA initially becomes eligible for a uniform allowance.

Effective November 21, 2013 the annual allowance for all eligible employees shall be increased from $390.00 per annum to $399.00 per annum. The increase shall become effective on the employee’s anniversary date.

49. How is the uniform anniversary date determined for a CCA who is converted to career status?
The employee retains the same anniversary date held as a CCA.

Effective November 21, 2014 the annual allowance for all eligible employees shall be increased from $399.00 per annum to $409.00 per annum. The increase shall become effective on the employee’s anniversary date.
Effective November 21, 2015 the annual allowance for all eligible employees shall be increased from $409.00 per annum to $420.00 per annum. The increase shall become effective on the employee’s anniversary date.
Questions 47-54 of M-01833 clarify how the uniform allowance is provided to a CCA, how items are purchased, and how the licensed uniform vendor receives payment for uniform purchases:
47. When does a CCA become eligible for a uniform allowance?
Upon completion of 90 work days or 120 calendar days of employment as a CCA, whichever comes first. CCAs who have previously satisfied the 90/120 day requirement as a transitional employee (with an appointment made after September 29, 2007), become eligible for a uniform allowance

50. How is a uniform allowance provided to a CCA?
When a CCA becomes eligible for a uniform allowance, funds must be approved through an eBuy submission by local management. After approval, a Letter of Authorization form must be completed and provided to the employee within 14 days of the eligibility date. The CCA takes the completed form to a USPS authorized vendor to purchase uniform items. The Letter of Authorization can be located on the Uniform Program website on the Blue Page under Labor Relations.
51. How are uniform items purchased?
Uniform items can only be purchased from USPS licensed vendors. A list of all authorized Postal Service Uniform vendors is located under the Labor Relations website: Uniform Program from the Blue Page and also on Liteblue under My HR, and look for the link for Uniform Program.

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52. How does a licensed uniform vendor receive payment for uniform items purchased by a CCA?

CCA is provided a full annual uniform allowance within 14 days of the new anniversary date.

The licensed vendor creates an itemized invoice of the sale, provides a copy of the invoice to the CCA, and sends the original invoice for payment to the local manager identified on the Letter of Authorization. Upon receipt, the local manager certifies the invoice and pays the vendor using the office Smartpay card.
53. If a CCA does not use the full allowance before his/her appointment ends, does the allowance carry-over into the next appointment when the appointment begins before the next uniform anniversary date?

If CCAs have any questions about uniforms or they have not received a letter of authorization for purchasing uniforms within 14 days of their eligibility they should see their shop steward.
Leave
CCAs earn annual leave. Section 3. OTHER PROVISIONS B. Article 10 - Leave found on pages 141-143 of the National Agreement describes the amount of leave CCAs earn, the procedures for requesting leave and other leave related issues.
B. Article 10 - Leave
GENERAL

Yes, however, the CCA cannot purchase uniform items during his/her five calendar day break between appointments. If the full annual uniform allowance is not used before the next anniversary date, the remaining balance for that year is forfeited.

1. Purpose. Annual leave is provided to CCA employees for rest, recreation, emergency purposes, and illness or injury.
a. Accrual of Annual Leave. CCA employees earn annual leave based on the number of hours in which they are in a pay status in each pay period.

54. Does the annual uniform anniversary date change when a CCA is separated for lack of work and then rehired as a CCA after his/her anniversary date has passed?

Rate of Accrual
1 hour for each unit of 20 hours in pay status
in each pay period

Hours in Pay Status
20

Hours of Annual Leave Earned
Per Pay Period
1

Yes, in this situation a new anniversary date is established on the date of reappointment and the

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2

60

3

80

4 (max.)

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b. Biweekly Crediting. Annual leave accrues and is credited in whole hours at the end of each biweekly pay period.
c. Payment For Accumulated Annual Leave. A separating CCA employee may receive a lump-sum payment for accumulated annual leave subject to the following condition:
A CCA employee whose separation is effective before the last Friday of a pay period does not receive credit or terminal leave payment for the leave that would have accrued during that pay period.
AUTHORIZING ANNUAL LEAVE
1. General. Except for emergencies, annual leave for CCA employees must be requested on Form 3971 and approved in advance by the appropriate supervisor.
2. Emergencies and Illness or Injury. An exception to the advance approval requirement is made for emergencies and illness or injury; however, in these situations, the CCA employee must notify appropriate postal authorities as soon as possible as to the emergency or illness/injury and the expected duration of the absence. As soon as possible after return to duty, CCA employees must submit Form 3971 and explain the reason for the emergency or illness/injury to their supervisor. Supervisors approve or disapprove the leave request. When the request is disapproved, the absence may be recorded as AWOL at the discretion of the supervisor as outlined in Section IV.B below.
UNSCHEDULED ABSENCE
1. Definition. Unscheduled absences are any absences from work that are not requested and approved in advance.

their assigned schedule and must make every effort to avoid unscheduled absences. In addition, CCA employees must provide acceptable evidence for absences when required.
FORM 3971, REQUEST FOR, OR NOTIFICATION OF, ABSENCE
1. Purpose. Application for annual leave is made in writing, in duplicate, on Form 3971, Request for, or Notification of, Absence.
2. Approval/Disapproval. The supervisor is responsible for approving or disapproving application for annual leave by signing Form 3971, a copy of which is given to the CCA employee. If a supervisor does not approve an application for leave, the disapproved block on Form 3971 is checked and the reasons given in writing in the space provided. When a request is disapproved, the reasons for disapproval must be noted. AWOL determinations must be similarly noted.
Additionally, the following memorandums of understanding (MOUs) regarding leave apply to CCAs:
The MOU, Re: City Carrier Assistant (CCA) Annual Leave found on pages 146-147 of the National Agreement gives local branches the opportunity to negotiate leave provisions for CCAs during the choice vacation period. For information on leave provisions in your office, see your shop steward.
It also requires the NALC and the Postal Service at the national level to explore other options for payment of leave at the end of a 360-day term. Currently, CCAs receive a payout for their unused annual leave at the end of a 360-day term.
Re: City Carrier Assistant (CCA) Annual Leave
Article 30 of the National Agreement and Local Memorandum of Understanding provisions do not apply to city carrier assistant employees, except as follows:

2. CCA Employee Responsibilities. CCA employees are expected to maintain

During the local implementation period, the parties may agree to include provisions into the

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local memorandum of understanding to permit city carrier assistant employees to apply for annual leave during choice vacation periods, as defined in Article 10.3.D of the National Agreement. Granting leave under such provisions must be contingent upon the employee having a leave balance of at least forty (40) hours.
In addition, the parties will explore at the national level appropriate options regarding current policies for paying terminal leave.
The MOU, Re: Bereavement Leave found on pages 182-183 of the National Agreement gives employees the right to use up to three days of leave in the unfortunate event of the death of certain family members. CCAs do not earn sick leave so they may only use annual leave or leave without pay for bereavement purposes.
Re: Bereavement Leave
City letter carriers may use a total of up to three workdays of annual leave, sick leave or leave without pay, to make arrangements necessitated by the death of a family member or attend the funeral of a family member.

Documentation. Documentation evidencing the death of the employee’s family member is required only when the supervisor deems documentation desirable for the protection of the interest of the Postal Service.
Note: As clarification, in-laws covered by the above Memorandum of Understanding include the spouse of a child (whether biological, adopted, or stepchild). The memorandum also applies to the parents and siblings of the employee’s spouse (whether biological or adoptive).
Discipline Procedure
CCAs have access to the grievance procedure when disciplined or removed. If you are disciplined or removed, let your shop steward or a branch officer know as soon as possible. The Union can file a grievance on your behalf, but it must be filed within 14 days of the date you receive discipline. In order to give your shop steward the most time possible to investigate and prepare a grievance, it is always best to let them know as soon as possible.

Authorization of leave beyond three workdays is subject to the conditions and requirements of Article 10 of the National Agreement, Subsection 510 of the Employee and Labor Relations Manual and the applicable local memorandum of understanding provisions.
Definition of Family Member. “Family member” is defined as a:
(a). Son or daughter--a biological or adopted child, stepchild, daughter-in-law or son-in-law; (b). Spouse; (c). Parent; or (d). Sibling--brother, sister, brother-in-law or sister-in-law; or (e). Grandparent.
Use of Sick Leave. For employees opting to use available sick leave, the leave will be charged to sick leave for dependent care, if eligible.

Section 3. OTHER PROVISIONS E. Article 16 – Discipline Procedure found on pages 143-144 of the National Agreement states:
E. Article 16 – Discipline Procedure
CCAs may be separated for lack of work at any time before the end of their term. Separations for lack of work shall be by inverse relative standing in the installation. Such separation of the CCA(s) with the lowest relative standing is not grievable except where it is alleged that the separation is pretextual. CCAs separated for lack of work before the end of their term will be given preference for reappointment ahead of other CCAs with less relative standing in the installation, provided the need for hiring arises within 18 months of their separation.
CCAs may be disciplined or removed within the term of their appointment for just cause and any such discipline or removal will be

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subject to the grievance arbitration procedure, provided that within the immediately preceding six months, the employee has completed ninety (90) work days, or has been employed for 120 calendar days (whichever comes first) of their initial appointment. A CCA who has previously satisfied the 90/120 day requirement either as a CCA or transitional employee (with an appointment made after September 29, 2007), will have access to the grievance procedure without regard to his/her length of service as a CCA. Further, while in any such grievance the concept of progressive discipline will not apply, discipline should be corrective in nature.
In the case of removal for cause within the term of an appointment, a CCA shall be entitled to advance written notice of the charges against him/her in accordance with the provisions of Article 16 of the National Agreement.
Weingarten Rights
If called to a meeting with management, postal inspectors, or an Office of Inspector General (OIG) agent, read the following statement to the person you are meeting with before the meeting starts:
“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Without my Union representation present, I respectfully choose not to answer any questions or participate in this discussion.”
Federal labor law gives each employee “the right to representation during any investigative interview which he or she has reason to believe may lead to discipline.” These rights are known as Weingarten rights. Many letter carriers do not know about their Weingarten rights. If you do not know about this right, please read this carefully. It is simple, yet many fail to exercise this powerful right.

An employee has Weingarten representation rights only where he or she reasonably believes that discipline could result from the investigative interview. It is important to remember that it is the employee who must reasonably believe that discipline could result, not the manager. Whether or not an employee’s belief is “reasonable” depends on the circumstances. Some cases are obvious, such as when a supervisor asks an employee if they discarded deliverable mail. Generally, if you are asked a question concerning something you allegedly did wrong, you should reasonably believe that discipline could result.
Management is not obligated to inform you of your right to representation. The steward cannot exercise your Weingarten rights for you. You must ask for representation. If you do not ask for a steward, you have given up your right to have representation present. No matter how smart you think you are, no matter how innocent you are, you should never under any circumstances participate in an investigative interview without a steward present.
If called to a meeting with management, postal inspectors, or an OIG agent, remain respectful and calm and read the paragraph in italics at the beginning of this section to the person you are meeting with before the meeting starts. The manager, inspector, or OIG agent conducting the interview is then required by law to provide you with your steward. Please remember to take advantage of this right.
Note: If you are interrogated on a matter that could possibly lead to criminal charges, you should immediately seek the advice of an attorney in addition to requesting your shop steward.
Health Insurance
The 2011 National Agreement contains provisions for health insurance for CCAs. A letter from NALC Director of Health Benefits Brian Hellman is reproduced on the next few pages. This letter thoroughly explains health insurance options available to CCAs.

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City Carrier Assistant