Local 300 Women’s Committee Newsletter now available.
Sister 2 Sister – March 2026
Contract Update #13
2025 No. 13 — February 18, 2026
You are reading the thirteenth Contract Update produced and distributed by the NPMHU during the course of 2025 negotiations. These updates, along with the Union’s magazine and monthly bulletins, will keep mail handlers throughout the country informed and involved in the issues raised during this round of bargaining.
As we have been reporting since the conclusion of the Hotel week negotiations in September, our negotiations with the Postal Service have turned to a specific focus on economic issues — namely, negotiations around issues such as general wage increases, COLA, night shift differential, and MHA wage rates.
While negotiations over the summer involved a large contingent of Postal employees from operations and labor relations and from multiple locations around the country, negotiations over economic terms have taken place between the parties’ principals: Deputy Postmaster General Douglas Tulino and Vice President of Labor Relations Michael Elston for the Postal Service and National President Paul Hogrogian and National Secretary-Treasurer Kevin Tabarus, with assistance from Manager of Contract Administration Teresa Harmon and General Counsel Matthew Clash-Drexler for the NPMHU.
While we have had open discussions with the Postal Service representatives, WE REMAIN FAR APART ON THE CORE ECONOMIC ISSUES. The NPMHU has focused these discussions on the persistent disparities between the NPMHU and what the Postal Service has already agreed to with other postal unions. The NPMHU has made clear that we will not agree to any contract that does not continue the path the NPMHU achieved in prior rounds of bargaining to eliminate and close those disparities.
While NPMHU leadership has made its case through discussions at multiple bargaining sessions and through detailed presentations, the Postal Service has been unwilling to date to agree to economic terms that meet this priority and thus have failed the most basic requirement of any these negotiations: a contract that fairly reflects the value, contributions, and lived economic realities of the membership.
Following our most recent session on February 11, 2026, the Postal Service agreed to review again the materials that the NPMHU had provided and to present a revised proposal. We hope that the next proposal will move us closer to an agreement. Additional bargaining sessions could be scheduled once we receive the Postal Service’s counter proposal, which they said would be forthcoming.
While the NPMHU will continue to negotiate with the Postal Service, NPMHU leadership has been firm that if the Postal Service will not propose economic terms that achieve our objectives, there will be no agreement.
If the parties are unable to come to an agreement, then the Postal Reorganization Act (PRA) sets out a detailed process for the terms of the National Agreement to be decided. The most popular of these options is for both parties to settle on dispute resolution procedures on their own. If the legal teams cannot agree in procedures to resolve their dispute, this activates another provision in the PRA.
First, the Federal Mediation and Conciliation Service (FMCS) would establish a 3-person fact finding panel that would then have 45 days in which to investigate the bargaining dispute and issue a report of its findings. If an agreement still has not been reached after the fact-finding panel, the PRA requires the establishment of an arbitration board. This board generally consists of three members — one appointed by the Union, one appointed by the Postal Service, and a third (neutral) member.
The arbitration board holds a hearing in which both sides have the chance to present evidence in support of their claims. The board is required to make a decision 45 days after its appointment, which, as the PRA states, will be “conclusive” and “binding.” It will determine the terms of the new agreement. Therefore, the National President usually hosts a meeting of the Local Unions and receives their advice before entering arbitration.
As we have said throughout these negotiations, our preference is to negotiate an agreement with the Postal Service. If a negotiated agreement is not possible, the NPMHU is prepared to carry the fight through to arbitration to ensure that the next National Agreement achieves the fair wages and working conditions that all Mail Handlers deserve. We will accept nothing less.
We will keep you updated as the negotiation process continues.
Contract Update #12
2025-Contract Update 12
Contract Update #11
Local Union Council Meeting
October 16th 2025
Sitting-Marcenia Yvette Johnson Local President. Standing front row-Irene Delgado BP NYC P&DC, Marie Chery BP NJNDC, Tonah Evans CSS Western Nassau P&DC, Atika Muhammad BP Brooklyn P&DC, Alberta Prieto BP Westchester P&DC, Lucy Lombardo BP ISC-JFK, Raymond Bermudez Local Vice President. Back row– James Smith BP Stamford P&DC, Alan Sacks BP Bethpage P&DC, Robert Cappuccio BP Mid Island P&DC, Malik Sheppard NYSEBM, Trevor Stuart BP Flushing P&DC, Wilfredo Delgado Local Treasurer, Thomas Russo NJSEBM, Mark Chandler BP Teterboro P&DC, Richard Lutz BP DVD P&DC.
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
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)
COLA announced at $978
The next COLA under our CBA is set to be $978 per year to take affect on September 7th 2024, pay period 20. It will be reflected in the pay check issued on September 27th 2024.
WAGE-CHART-TEMPLATE-PP-20-2024
Local 300 Delegates at the 2024 NPMHU National Convention in Las Vegas NV
Local 300 sent 39 delegates to the National Convention in Las Vegas NV to represent the largest Local in the NPMHU. These delegates were voted to attend by the membership earlier in the year. The delegates voted for and selected resolutions and constitutional amendments that are to be written into the ULUC which will be printed and circulated to all Locals later this year. There were 5 days of intense discussion as well as the selection of your national officers on the national executive board. National President, Paul Hogrogian, as well as National Secretary Treasurer, Kevin Tabarus, were elected by acclimation. Northeast Regional Vice President, Dan Saint Marie was elected to the position replacing retiring Dave Wilkin. The remaining regional vice president positions will be conducting regional area elections later this year among the nominated candidates.
CIM Version 6 ready to view.
CIM-V.6-FINAL-NPMHU
COLA announced for March 2024 at $353.
The results for the up coming cost of living adjustment on March 9th 2024 has been calculated to be $353 for top step level 4 mail handlers. This COLA increase will be reflected in pay period 7 of 2024 and seen in payday March 29th 2024.
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
Religious Accommodation –Groff vs DeJoy Supreme Court Case
NPMHU Contraction Administration statement on the recent USPS Supreme Court Case on Religious Accommodation.
Groff vs DeJoy Supreme Court Case
MHA Career Opportunities On Lite Blue
There is a new procedure for MHA Career Canvassing. No service talks will be given. MHAs should check on LiteBlue 2x a month. Career Opportunities for MHAs will be posted on the 1st and 15th of the month and be open for 10 days. These opportunities will be open for all MHAs within 50 miles of the career position. MHAs are advised to look on LiteBlue 2x a month (between 1st to 10th & 15th to 25th).
We will update the Local 300 webpage & smartphone app when we receive notification that career vacancies are available for MHAs within the Local 300 area.
MHA Career Opportunites – eReassign information
Implementation Dates for the 2022 National Agreement
The following are the implementation dates for various sections of the 2022 National Agreement.
- Non-Economic Issues/Work Rules – April 8, 2023
- One Time Conversions for MHAs in 200 work year offices with a relative standing date prior to 2.5 years from the ratification date (March 13, 2023) of the 2022 National Agreement – May 6, 2023
- New wage rate which will reflect the November 2022 general wage increase and the March 2023 COLA – PP09-2023 (04/08/2023).
- Date of new Step B for MHAs – PP14-2023 (06/17/2023)
- Date of Elimination of Step BB – PP14-2023 (06/17/2023).
- Date that step waiting period will be changed to 48 weeks – PP14-2023 (06/17/2023).
- MHA Automatic Conversions/Step Changes/Employee Classification of MHAs in 200 work year offices who have reached 24 months of relative standing – PP14-2023 (06/17/2023).
- Date of Advanced Annual leave for eligible MHAs and PTFs – PP 14- 2023 (06/17/2023)
- Retro Pay – Pay Period 19, check dated 9/15/2023
- Clothing Allotment Carryover – Is still to be determined
Implementation Dates for the 2022 National Agreement (pdf)
WE NEED YOU to HELP PROTECT YOUR JOB
We need your help. The Union representatives of Local 300 cannot do it alone. The members are the eyes and ears of this labor organization. We want your help in protecting your job.
What we need is more MEMBER INVOLVEMENT. When you see someone other than a Mail Handler doing Mail Handler craft work, you must report it to the Union. However, more information is needed besides telling a steward, “Hey, Joe Schmoe the supervisor is doing Mail Handler work on the platform!” More information is needed proper to file a grievance.
Getting involved could result in you or other members receiving $$$ as a result of a grievance settlement. Even if you do not directly receive money, you are helping the Mail Handler craft and protecting your job. If non-Mail Handler personnel are allowed to do Mail Handler work without a grievance, we risk losing the jobs that we have been fighting to retain for decades.
Only Mail Handlers should be performing Mail Handler craft work.
Local 300 Newsletter
NPMHU Local 300 News – Winter 2023
Local 300’s newsletter is being mail to all members. Look for your copy in your mailbox.
Multifactor Authentication Now Required for LiteBlue Access
On Sunday, January 15, the USPS is deploying the MFA (Multifactor Authentication) solution for LiteBlue as an additional security measure to protect employees’ IDs, passwords, and other personal data from unauthorized access and misuse. At this time, employees are required to sign up for MFA to obtain access to LiteBlue. As a part of the MFA implementation, there are a few steps employees must complete. These steps include:
1. Reset their Self-Service Profile (SSP) password.
2. Verify answers to security questions.
3. Verify the last four digits of their Social Security Number (new security enhancement).
4. Establish MFA preferences.
Protecting LiteBlue
Multifactor authentication now required
To protect employees and the organization from cybercriminals, the Postal Service will require multifactor authentication (MFA) for access to LiteBlue after Jan. 15. Multifactor authentication is an identity verification method in which users provide two or more confirmation factors to gain access to an online account. It is frequently used by banks and other institutions dealing with sensitive personal information.
When employees log into LiteBlue, they will be required to set up their MFA preferences. Once an employee’s MFA setup is enabled, these ID confirmation factors will be required each time he or she logs in.
Employees can click on “Multifactor Authentication” on the LiteBlue login page at www.LiteBlue.usps.gov for more information and to view support materials. The Postal Service provided the following resources pertaining to Multifactor Authentication for LiteBlue:
- Multifactor Authentication Posters (pdf)
- Multifactor Authentication for LiteBlue – Mandatory Stand-up Talk (pdf)
- Multifactor Authentication for LiteBlue- Home Mailer (pdf)
- Multifactor Authentication for LiteBlue- Updated User Guide (pdf)
NPMHU National Convention – Local 300 Delegates – Denver, Colorado 2022
37 elected Delegates from Local 300 attended the NPMHU 2020 National Convention held in Denver, CO in August 2022. This convention was postponed twice due to the COVID-19 pandemic.
Local 300 and 35 other NPMHU Local Unions from all over the country, gathered together for important administrative business regarding the governance of the NPMHU. Changes were made to the NPMHU National and Uniform Local Union Constitutions.
Reports were provided by the National Officers, Constitution Committee, Resolutions Committee, Rules Committee, Credentials Committee, NPMHU Women’s Committee, Legislative and Political Committee
Local 300 was represented by the following 37 delegates at the NPMHU Convention…
Local President: Kevin Tabarus, Vice President: Yvette Johnson, Treasurer: Wilfredo Delgado, Recording Secretary & DVD Branch Pres.: Ray Bermudez, NY State Exec. Bd. & ISC-JFK Branch Pres.: Lucy Lombardo, NJ State Exec. Bd.: Michelle Kimber, CT State Exec. Bd. & Stamford Branch Pres.: James Smith, NJI/NDC: Joseph Costigan, Tommy Russo, Ann Goodlow, Jason Espinal NYC: Irene Delgado, Joe Palau, Erika Williams, Annesia Williams-Arnold, Brooklyn: Howie Spindler, Atika Muhammad, Kim Pinkney, DVD: Linda Gibbs, Lawrence Cimirro, Bethpage: Alan Sacks, Frank Schultz, Mid Island: David Lang, Flushing: Trevor Stuart, Jessie Lewis, Saieda Brown, Westchester: Alberta Prieto, Tracey Guzman, Phil Hester, ISC/JFK: Dan Danzo, Teresa Start, Greater Newark: Latina Crenshaw, Sediqua Perry, Teterboro: Mark Chandler, Western Nassau: Pete Bilotta, Stamford: Don Utz, Bronx: Shirley Ramos
See more NPMHU Convention – Local 300 Delegates on NPMHU Local 300’s Flickr page
USPS Lists Post Offices and Facilities to Consolidate Operations
Articles have been published online indicating consolidations of various postal installations, without naming the affected installations.
Information has been shared with Postal Headquarters and the Union. This initiative is part of Postmaster General DeJoy’s “10 Year Plan.”
Currently, no plans to consolidate installations within the Local 300 area would adversely impact the membership.
We have been informed of plans to consolidate some delivery operations into Mid Hudson and a location in Brooklyn. Creating new Sorting and Delivery Centers (S&DCs).
Mid Hudson P&DC is projected to have delivery (Letter Carrier) operations from 17 nearby post offices. We expect to gain work in Mid Hudson.
At a new location in Brooklyn (Alabama Ave.), it is projected to have “Foot/Parcel Delivery” operations from up to 7 nearby post offices.
There are several other S&DCs proposed around the country, involving hundreds of post offices.
In addition, there are proposals to create super processing centers, called new Regional Processing and Distribution Centers (RPDCs). Initial plans are for Atlanta and Indianapolis. There are no immediate or future plans named for RPDCs in the Local 300 area.
As soon as we know of any changes to your installation, you will be immediately informed.
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.
