Common use of WORK AND/OR TIME STANDARDS Clause in Contracts

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five days after the meetings begin, the Union may initiate a grievance at the national level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studies, how- ever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10) days of their intent to conduct such studies. The Union studies shall not exceed one-hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEs)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized recog- nized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting new work measurement mea- surement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative represen- tative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting institut- ing any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended intend- ed implementation. Within a reasonable time not to exceed 10 days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five days after the meetings begin, the Union may initiate a grievance at the national level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studiesstud- ies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts con- cepts involved in the new work or time standards are fair, reasonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able reasonable and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator arbitra- tor rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment such standards in any installation. No further grievances concerning concern- ing the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10l0) days of their its intent to conduct such studies. The Union studies shall not exceed one-hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable rea- sonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including includ- ing final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEsTransitional Employees.)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current cur- rent or instituting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing xxxxx- ing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving resolv- ing any differences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five days after the meetings meet- ings begin, the Union may initiate a grievance at the national level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I.I.‌ F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable rea- sonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment implement such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives repre- sentatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10l0) days of their its intent to conduct con- duct such studies. The Union studies shall not exceed one-hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations opera- tions or of the work of employees due to the making of such studiesstud- ies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during dur- ing the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available avail- able technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEsCity Carrier Assistant Employees.)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 ten (10) days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences diRerences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five (5) days after the meetings begin, the Union may initiate a grievance at the national levelNational Level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 ten (10) days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five (5) days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts eRorts or work or time studies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able reasonable and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment implement such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10) days of their intent to conduct such studies. The Union studies shall not exceed one-one hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEs)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five days after the meetings begin, the Union may initiate a grievance at the national level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able reasonable and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment implement such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10l0) days of their intent to conduct such studies. The Union studies shall not exceed one-hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEsTransitional Employees)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s work for a fair day’s pay is recognized rec- ognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives repre- sentatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting insti- tuting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations installa- tions for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences that may arise concerning such proposed work measurement measure- ment systems or work or time standards. E. If no agreement is reached within five days after the meetings begin, the Union may initiate a grievance at the national level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period peri- od prior to the issuance of the arbitrator’s award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable rea- sonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able reasonable and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment implement such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives repre- sentatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10l0) days of their its intent to conduct such studies. The Union studies shall not exceed one-hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical informationinforma- tion, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEsTransitional Employees.)

WORK AND/OR TIME STANDARDS. A. The principle of a fair day’s 's work for a fair day’s 's pay is recognized by all parties to this Agreement. B. The Employer agrees that any work measurement systems or time or work standards shall be fair, reasonable and equitable. The Employer agrees that the Union concerned through qualified representatives will be kept informed during the making of time or work studies which are to be used as a basis for changing current or instituting new work measurement systems or work or time standards. The Employer agrees that the National President of the Union may designate a qualified representative who may enter postal installations for purposes of observing the making of time or work studies which are to be used as the basis for changing current or instituting new work measurement systems or work or time standards. C. The Employer agrees that before changing any current or instituting any new work measurement systems or work or time standards, it will notify the Union concerned as far in advance as practicable. When the Employer determines the need to implement any new nationally developed and nation- ally nationally applicable work or time standards, it will first conduct a test or tests of the standards in one or more installations. The Employer will notify the Union at least 15 days in advance of any such test. D. If such test is deemed by the Employer to be satisfactory and it subsequently intends to convert the test to live imple- mentation implementation in the test cities, it will notify the Union at least 30 days in advance of such intended implementation. Within a reasonable time not to exceed 10 ten (10) days after the receipt of such notice, representatives of the Union and the Employer shall meet for the purpose of resolving any differences that may arise concerning such proposed work measurement systems or work or time standards. E. If no agreement is reached within five (5) days after the meetings begin, the Union may initiate a grievance at the national levelNational Level. If no grievance is initiated, the Employer will implement the new work or time standards at its discretion. If a grievance is filed and is unresolved within 10 ten (10) days, and the Union decides to arbitrate, the matter must be submitted to priority arbitration by the Union within five (5) days. The conversion from a test basis to live implementation may proceed in the test cities, except as provided in Paragraph I. F. The arbitrator’s 's award will be issued no later than 60 days after the commencement of the arbitration hearing. During the period prior to the issuance of the arbitrator’s 's award, the new work or time standards will not be implemented beyond the test cities, and no new tests of the new standards will be initiated. Data gathering efforts or work or time studies, how- everhowever, may be conducted during this period in any installation. G. The issue before the arbitrator will be whether the national concepts involved in the new work or time standards are fair, reasonable and equitable. H. In the event the arbitrator rules that the national concepts involved in the new work or time standards are not fair, reason- able reasonable and equitable, such standards may not be implemented by the Employer until they are modified to comply with the arbitrator’s 's award. In the event the arbitrator rules that the national concepts involved in the new work or time standards are fair, reasonable and equitable, the Employer may imple- ment implement such standards in any installation. No further grievances concerning the national concepts involved may be initiated. I. After receipt of notification provided for in Paragraph D of this Article, the Union shall be permitted through qualified representatives to make time or work studies in the test cities. The Union shall notify the Employer within ten (10) days of their intent to conduct such studies. The Union studies shall not exceed one-one hundred fifty (150) days, from the date of such notice, during which time the Employer agrees to postpone implementation in the test cities for the first ninety (90) days. There shall be no disruption of operations or of the work of employees due to the making of such studies. Upon request, the Employer will provide reasonable assistance in making the study, provided, however, that the Employer may require the Union to reimburse the USPS for any costs reasonably incurred in providing such assistance. Upon request, the Union representative shall be permitted to examine relevant available technical information, including final data worksheets, that were used by the Employer in the establishment of the new or changed work or time standards. The Employer is to be kept informed during the making of such Union studies and, upon the Employer’s request the Employer shall be permitted to examine relevant available technical information, including final data worksheets, relied upon by the Union. (The preceding Article, Article 34, shall apply to PSEs)