Local 300 Scholarship winner, Nevin Roy son of Local 300 member Roy Mathew of the Teterboro P&DC.
sister 2 sister newsletter October 2025
Local 300 Scholarship winners announced!
contract update NO 10
Contract Update 9
2025-Contract Update 8
2025-Contract Update 7
Labor Day Parade
This year’s parade was another success story. Once again Local 300 marched with our sisters and brothers of numerous unions to celebrate not only the holiday but the unity and strength we represent. Our float was present and we made some noise.
Below are some of the pictures as we marched up 5th AVE in New York City!
Contract Update NO. 6
2025-Contract-Update-6
Contract Update NO. 5
The fifth contract update is out. Negotiations continue between all parties in an attempt to reach a tentative agreement.
Labor Day Parade tradition continues!
Join us once again for the annual Labor Day Parade up 5th AVE. Local 300 will have a float to accompany our membership in this gran gala to celebrate labor everywhere!
COLA is set to be $790 on September 6th.
The last COLA of the current CBA is scheduled to be paid starting PP-20 of this year. On September 6th, the COLA will be added to our yearly salary depending on your years of service, step, and level. The per hourly increase will be reflected in the following payday of September 26th 2025.
Contract update #4 is now available.
Click on the link below to view the latest contract update regarding negotiations.
Contract update #3 is now available for your review. Click on the link below to expand the article.
2025 Contract Update 3
Contract Update #2
The second update from the National Office regarding the ongoing contract negotiations is now available for your reading. Please click on the link below to read the progress of discussions.
MOUS on Annual Leave Carryover and Exchange extended into 2026
The NPMHU and the USPS have signed off an another extension of the previous MOUs allowing us to carryover 520 hours of annual leave into 2026 and the annual leave exchange as well. Click on the link below to view the MOUs.
MOU on annual leave exchange and carryov
Contract Update Number 1
The first of contract updates is now available by clicking on the link below.
MHA to career opportunities available on lite blue now within the Local 300 area.
COLA goes into effect March 8th 2025.
WAGE CHART TEMPLATE PP 07-2025 COLA (1)
Contract increase begins November 16th 2024
Starting in pay period 25 of 2024, our final increase of the current contract goes into effect.
Cola announced at $978 affective August 26th 2023.
The cost of living increase was set for $978 for a full time regular mail handler at top step. This increase will take affect in pay period 19 and be reflected in the first paycheck in September.

Local 300 Officers are sworn in on July 17th 2023
U.S. Department of Labor COVOID-19 Claims Processing Guidelines Relating to Reinfections and Home Test
US Department of Labor amending previous FECA bulletins. COP for COVID-19
COVID-19 Positive? FECA OWCP Claims for Pay Compensation
https://www.dol.gov/agencies/owcp/FECA/InfoFECACoverageCoronavirus
https://www.dol.gov/agencies/owcp/FECA/regs/compliance/DFECfolio/FECABulletins/FY2020-2024#FECAB2109
Diagnosis of COVID-19. In order to establish a diagnosis of COVID-19, an employee (or survivor) should submit:
a. A positive Polymerase Chain Reaction (PCR) COVID-19 test result; or
b. A positive Antibody or Antigen COVID-19 test result, together with contemporaneous medical evidence that the claimant had documented symptoms of and/or was treated for COVID-19 by a physician (a notice to quarantine is not sufficient if there was no evidence of illness); or
c. If no positive laboratory test is available, a COVID-19 diagnosis from a physician together with rationalized medical opinion supporting the diagnosis and an explanation as to why a positive test result is not available.
In certain rare instances, a physician may provide a rationalized opinion with supporting factual and medical background as to why the employee has a diagnosis of COVID-19 notwithstanding a negative or series of negative COVID-19 test results.
Medical reports from nurses or physician assistants are acceptable if a licensed physician cosigns the report.
There is the possibility that Postal Employees can be compensated through OWCP. The hyperlink below has information on this. While the DOL states federal positions that interact with the public, we believe that Mail Handlers can claim similar exposure to other federal employees due to the confined nature of our works areas, since we work in a a high-risk environment.
All federal employees who develop COVID-19 while in the performance of their federal duties are entitled to workers’ compensation coverage pursuant to the Federal Employees’ Compensation Act (FECA). See https://www.dol.gov/owcp/dfec/.
DOL acknowledges, however, that it is difficult to determine the precise moment and method of virus transmission. Therefore, when an employee claims FECA benefits due to COVID-19, federal workers who are required to have in-person and close proximity interactions with the public on a frequent basis – such as members of law enforcement, first responders, and front-line medical and public health personnel – will be considered to be in high-risk employment, thereby triggering the application of Chapter 2-0805-6 of the FECA Procedure Manual. In such cases, there is an implicit recognition that a higher likelihood exists of infection due to high-risk employment. Federal workers in such positions routinely encounter situations that may lead to infection by contact with sneezes, droplet infection, bodily secretions, and surfaces on which the COVID-19 virus may reside. Therefore, the employment-related incidence of COVID-19 is more likely to occur among members of law enforcement, first responders and front-line medical and public health personnel, and among those whose employment causes them to come into direct and frequent in-person and close proximity contact with the public.
Accordingly, DOL has created new procedures to specifically address COVID-19 claims. Employees filing a claim for workers’ compensation coverage as a result of COVID-19 should file Form CA-1, Notice of Traumatic Injury through your employer using the Employees’ Compensation Operations & Management Portal. The new procedures will also call the adjudicator’s attention to the type of employment held by the employee, rather than burdening the employee with identifying the exact day or time they contracted the novel coronavirus.
- If a COVID-19 claim is filed by a person in high-risk employment, the Office of Workers’ Compensation Programs (OWCP) DFEC will accept that the exposure to COVID-19 was proximately caused by the nature of the employment. If the employer supports the claim and that the exposure occurred, and the CA-1 is filed within 30 days, the employee is eligible to receive Continuation of Pay for up to 45 days.
- If a COVID-19 claim is filed by a person whose position is not considered high-risk, OWCP DFEC will require the claimant to provide a factual statement and any available evidence concerning exposure. The employing agency will also be expected to provide OWCP DFEC with any information they have regarding the alleged exposure, and to indicate whether they are supporting or controverting the claim. If the employer supports the claim and that the exposure occurred, and the CA-1 is filed within 30 days, the employee is eligible to receive Continuation of Pay for up to 45 days.
For full information, click below…
https://www.dol.gov/agencies/owcp/dfec/coronavirusfaqs
Join the Union Form
Standard Form 1187 is used to Join the Union. The form must be complete, the mail handler and union official must sign and date, and the completed document must be submitted Local 300 Headquarters for processing.