• Project Title:
  • Effectiveness of Postal Service Efforts to Reduce Non-Career Employee Turnover
  • Start Date:
  • Tuesday, February 12, 2019
  • Estimated Report Release Date:
  • August 2019

The Postal Service hires non-career employees and temporary employees to supplement its regular workforce to help reduce staffing costs. The non-career employees earn lower wages than full time staff. The turnover rate of non-career employees is higher than the Postal Service wants. Reducing non-career employee turnover decreases the cost of hiring and training new employees, and lessens the related job-performance impact. Although non-career employee turnover cannot always be avoided, the root causes should be understood and addressed where possible. 

We are conducting this audit to assess the Postal Service’s effectiveness in reducing non-career employee turnover and evaluating the underlying reasons for non-career turnover. 

  • What do you think are the underlying reasons for non-career employees leaving the Postal Service?
  • What should the Postal Service be doing to help retain non-career employees?
  • What impacts have you seen in the Postal Service workplace as a result of non-career employee turnover? 

Comments (173)

We welcome your comments related to the topic on this page. Complaints about the Postal Service, including lost, stolen or mishandled mail, that are unrelated to the content on this page, will not be posted. Please visit the Contact Us page for information on where to file formal complaints with our agency or the Postal Service.

Leave a comment

CAPTCHA
This question is for testing whether or not you are a human visitor and to prevent automated spam submissions.
  • anon

    Thank you so much for the feedback. You may also send information to audit.projects@uspsoig.gov and reference the Safety Audit.

    Mar 20, 2019
  • anon

    Not effective, Most Non career RCAs are working as much as full time. They dont earn sick time, retirement or annual leave. If you work over a certain number of hours per year you should earn leave! Also after over 2 years I make the same hourly wage as a new hire. That isn't fair, we deserve raises!

    Mar 19, 2019
  • anon

    The main problem I see is the lack of people skills and the way supervisors are brought in. I have seen some truly unqualified supervisors who simply entered into the position by becoming a 204b. They then begin bullying the CCAs in the station and daily criticizing their performance. In their mind they are trying to make them work faster but what they are doing is diminishing their confidence and having them go home thinking I am failing at this job. Every management book I have ever read has said to value your people. Develop programs where you reward great performance. If you see them doing something wrong, coach them in a positive way to do better. A few will not receive coaching and will need to be let go but most people want to do better and it may be that they just need to be paired up with a different coach. When we build people up it creates loyalty and people will want to do a good job, not just stick around, but try to be even better than when they first started. I sincerely hope the post office will change the culture of management to qualify management candidates through an interview with HR or the area Postmaster and have positive people be the choice of who becomes a supervisor that lead people without threats. I have seen a lot of carriers quit in the past 5 years I have worked for the post office and I would estimate that 9 out of 10 have pointed to a bad relationship with management. I have seen CCAs not approved to go to their mom's wedding and miss their kid's birthday. When I was training a person this past weekend in Denver and we had a huge blizzard cyclone, we were sent out in it. I told the carrier that this was not safe for us to be out in and we would try to get some of the indoor deliveries done. Eventually they called us back in at noon but it was clear that management had no regard for our safety and finally conceded to threats of labor violations by the NALC. That was the new employee's 2nd day of OJI training. We need to do better not just for non-career but all employees. Right now it feels dysfunctional and I have a tough time encouraging friends and family to enter into this environment. When they ask us to help recruit, many of us say "yeah good luck with that". I hope we can change but it's rough waters right now.

    Mar 19, 2019
  • anon

    Mr. Gibson, Thank you for your comment. We will keep this in mind as we perform our audit.

    Mar 20, 2019
  • anon

    First. Pretend your a young person... looking for a career... READ WHATS ONLINE ABOUT BEING A CCA.... face it. You’re no longer attracting the cream of the crop... they are not going to apply....

    Mar 19, 2019
  • anon

    Have a hand book of rights just for non careers. There are certain situations that pertain only to non careers. Offer benefits. Non career get burnt out so quickly, especially the good ones, the hiring process needs to go quicker. More in office training by more than one person, because sometimes that career employee is not ideal to teach anyone anything.

    Mar 19, 2019
  • anon

    Number one, you get no benefit at all. You are treated without respect by postmaster. And most of all, you are not guaranteed work weekly. Sometimes your lucky if you work once a week. Therefore you need to get other jobs to survive.

    Mar 19, 2019
  • anon

    1. Half-truths, omissions and outright lies told by managers,and a weird culture that makes no sense to outsiders make it difficult for the young CCA to believe that the promise of a permanent position will be kept. 2. abolish casual employment and be super hard on the new hires their first 90 days. 3. Lost training hours, a relaxation of standards of conduct for all employees, a loss of professionalism in general as the perception of the job slips from public servant to well paid wal-mart employee as upper management explores quick fix reactionary policies rather than adhering to regulations that were put in place by more educated predecessors. Hubris and self-centered behavior by middle management flows downhill to infect all managers to think they can act with impunity. Opinion: if all employees would stop thinking and do what they are told the answers are right there in the regulation. Educate employees on the regulations, especially first line managers, if they are too dumb to understand them they shouldn't be leading and making decisions. Hire managers on merit, not because they are unable to cut it in the craft and its difficult to fire them.

    Mar 19, 2019
  • anon

    Rural Carrier Associate Benefits. Insurance. Consistancy. Management Positions. Promotions. Pay increase over time. Merit System. When your brand new it doesnt take long to understand how the system works. The absurd combination of brutal treatment and the lengthy amount of time you must face before your regular and privileged with benefits makes it easy to quit. No opportunity, nothing to lose! Within the first few weeks or months of working, when someone is at the "make or break point" people don't care how much money you have invested in them. They are thinking, "If I walked away right now, what am I giving up?" No advancement, nothing to lose! After a few years in you clearly understand that nothing you do will advance your career. Work harder, doesnt matter. Work better, doesnt matter. Lazy worker, no difference. Terrible worker, no big deal. No incentives, no advancement, no benefits equals a bad worker receipe. This ultimately puts a financial strain on the company because you have to hire more to cover the bad receipe. You have just reached full circle. Start reading from the beginning and repeat endlessly. To end the cycle you must provide some incentives. While you cant stop them from quitting before they start, you can keep the ones that make it to the "make or break" point. That is worth something, a good investment. Thank you for your time. Misty from 42240

    Mar 19, 2019
  • anon

    Thank you for your comment.

    Mar 20, 2019
  • anon

    First they need to speed up the hiring process. We lose many good candidates because they find other jobs while waiting. All employees need to feel valued. A little appreciation goes a really long way. Understand that employees are not robots, once again a little appreciation will go a long way. Posted schedules that are adhered to. Employees need to be able to balance work and family life. Better trained managers and supervisors. So many good employees are lost because of bad management. I believe the post office has potential but really needs to address issues at the top and work down.

    Mar 19, 2019
  • anon

    Raise starting salary Work them just 40 hrs a week give them give them option to be on (ODL)(scheduled days off) (all) paid holidays better health insurance, also start building retirement sooner and keep them at there office unless they want to go to other offices and work.

    Mar 19, 2019
  • anon

    To be treated like humans not robots. We are expected to remember several different routes from different stations and somehow outperform the regular. They should stop thinking we are on call and actually give us a schedule (after all, we do have lives outside the job). Make our time as a CCA/RCA/PSE count towards retirement once we become regular.

    Mar 19, 2019
  • anon

    MNagement negative response to employee’s needs, treatment of temporary work force is substandard compared to regular employees. Temporary help are assigned heavy work loads, work hours during most intense volume periods; with demand of additional work hours added to daily schedule for less pay. Temporary workers are excluded from upward mobility for many years of service, minimum training for development. Nepotism family members of existence EAS staff are treated and extended opportunity whereas common work force are not.

    Mar 19, 2019
  • anon

    The turn over rate for non career employees tends to be high bc the starting pay for the job we do, isn't sufficient. Same pay can be found at a fast food or assembly line job. For this to be a billion dollar industry plus the billions from the companies that use USPS, pay should reflect our quality of work. Also giving non careers a chance at having a 401k or some type of retirement would help. Make them feel like they have something to work towards. 3% plus a match from the company, with chances to increase as they put yrs in, hurts no one. Whether you retain personnel or not. Non-careers are leaving bc they do regular carrier work for rca pay. It sucks. Supervisor stress and with packages being at an all time high...the stress mentally and physically is too much. All they stress is safety. Mental Health in the work place needs to fall under safety too.

    Mar 19, 2019
  • anon

    As a prior CCA I'd be happy to share my input!

    Mar 19, 2019
  • anon

    Thank you so much for the feedback. Could you explain a little more about the issue?

    Mar 21, 2019
  • anon

    The reasons for non-career employees leaving the postal service is exactly as its name implied, it is not a career. The employee isn't accruing any benefit because they're on temporary appointment that get reset/renew every year without a definite or even reasonable timeline for conversion. Whether or not you will have a career in a few months or a few years rely entirely on management's whims. Because of this, to most people joining it's simply as a job like any other job, and once the opportunity for something better (not just financially, but also flexibility and mental/physical stress) arise they will take it. Everyone involved understands the realities of the non-career workforce in USPS. Its purpose is to push the most demanding, inflexible, and undesirable work to a group of people that are getting paid the least amount of money receiving the least amount of benefits. The system is essentially an upside down pyramid that periodically replaces the bottom stones as they crumble and break off, it is only sustainable as long as the cost of constantly replacing those bottom stones is less than the benefit that maintaining the pyramid gives. In order to keep attracting and hopefully retaining people in non-career positions, you have to show people that they are valued not just with platitudes, but by paying a premium for the inflexibility of the scheduling (being use on "as needed" basis and doing work that career employees do not do) and letting them accrued some sort of benefit that will carry on after they get converted to career employees. Supplementing those benefits with an educational course to show new non-career employee what their future will be at the post office if they choose to remain and put in the work. There will always be people who value stability and time flexibility above all else and none of that will mean anything to them, which is why the demand of the job should be stated upfront and clearly so people understand what kind of job they are applying for. The impact of non-career employee turnover has affected the customers the most (as far as the carrier craft is concerned). The reality is that new employee rarely prioritize customer's experience and maintaining a high quality of service simply because they are not experienced enough to do so and is often under pressure to meet certain demands by their superiors. Once an employee "settled in" and have enough experience and confidence to do their job well, they will provide customers with a quality service while doing their job instead of simply "getting it done". With the high turnover, new employees who are inexperienced and hasn't learned how to do a plethora of things properly are constantly being thrown at customers, most of whom are extremely friendly and helpful to new postal employees. Customers will often help out a new carrier by showing them where to go and how/where certain deliveries are made. One of the most somber feeling a person could have in this profession is to know that there are customers out there who has to educate half a dozen new postal employees how to do his/her job a year, every single year with no end in sight and yet STILL have to experience delivery issues that are not due to in-attention or carelessness, but to ignorance and inexperience. This extremely unfortunate situation for almost everyone involved is caused not by any maliciousness or intent, but simply by the reality of a high turnover in the USPS, an institution that's suppose to represent stability and perseverance in American life. Money is obviously at the center of the problem, it's naive to believe that we can maintain our ideals and purpose regardless of the cost. But the concept most people fail to grasp is that sometimes problems cause as a result of lacking money will echo into something no amount of money can repair.

    Mar 19, 2019
  • anon

    CCAs work more hours and get the least time off. Working 10-12 hrs 14 days straight then get 1 day off is insuffcient. You spend that day rushing around trying to get chores done that you couldn't do the past 14 days cause you need to get suffcient rest for the next work day. It's not safe. If the USPS is going to work CCAs more then they should get 2 days off per week. CCAs have absolutely no work/life balance. Look into job sharing at offices were CCAs get over 40hrs a week. USPS would hire more CCAs but work them in shifts to keep them at or below 40hrs and then the days you are down lots of routes you have plenty of CCAs that aren't burnt out.

    Mar 18, 2019
  • anon

    Provide paid time off for those that work at least 36 hours/week like any other job. We may not be “career” employees yet but most work way more hours then them

    Mar 18, 2019
  • anon

    Highly volatile schedule, often inclimate weather, high cost of providing and maintaining an adequate vehicle for rural relief carriers, no commitment from the employer in terms of career status, and barely marginally better than retail/grocery store pay for a significant amount of public trust and general responsibility. And general treatment by both supposed peers in craft and management alike. Too many pay tiers, craft based division, and holdover “rights” that are counterproductive and harmful to the whole.

    Mar 18, 2019
  • anon

    First point; Starting wage is not high enough. In states where the minimum wage is $15 the starting wage isn’t a good enough incentive. At a minimum wage job you can expect to get at least two days off a week and regular hours. Why would you work for USPS for just a little more and have ZERO days off and ZERO expectation for how many hours you’ll work. People have family or want to have families and hobbies. The post office makes having children or a spouse incredibly difficult. A cca can be worked up to 80. Yes. EIGHTY hours in a WEEK. And you better believe that they are worked like that. Have you ever looked at a person who has worked 76.5 hours in one week? They are the walking dead. They have no hope, no scheduled days off, and haven’t seen their kids or spouse for 13 days. That is the kind of work culture that USPS has built. And then ya’ll wonder why people don’t want to be ABUSED for slightly above minimum wage pay? Second. There is no granteed time frame I’m which someone can make career. So if you’re a cca for 3 years it a) doesn’t count towards your time in for retirement and b) doesn’t count towards your seniority. If people are going to have to wait indefinitely to become career then after a year of being a cca they should be entitled to accrue senority and time towards eventual retirement. I have worked in a station that was extremely short on ccas and it’s ridiculous that career carriers can’t count on having a day off. We rely on our days off to do things like see doctors, go shopping, and actually see our kids.

    Mar 18, 2019
  • anon

    We have 15 CCAS for 36 routes. They aren’t getting enough hours or money. Quit over hiring.

    Mar 18, 2019
  • anon

    Ernie, believe me, your office is the exception to the rule. The vast majority of offices are understaffed with CCA's.

    Apr 06, 2019
  • anon

    Need better pay and benefits, get rid of Sunday Amazon so they have a guaranteed day off. Make them full time employees.

    Mar 18, 2019
  • anon

    I think we all should be made PTF and get better pay and benefits .

    Mar 18, 2019
  • anon

    This seems easy to me. For one, 60 day training period within the 90 day trial period. 2. Pull management back and let trainers do their job according to the practice established within the rca handbook so that they are trained right. That means working dps in the case first and marking packages like it says. 3. I see management run rcas out the door and this is distressing because without these rcas, there are no days off which means higher cost to post office for paying regulars. There is no one to run overburdened packages which again leads to higher cost of having to pay for second trips and ema. And lastly. The reason we have such a high turn out rate is literally due to managers pushing too hard and not letting people be trained right. It's simple

    Mar 18, 2019
  • anon

    Among the factors are the latest contracts with the unions which created 2 tier pay scales which affected career and non-career employees. The lower pay scales of the new tier have hurt recruitment. The most important factor is the lack of honesty by management towards new employees. Basically thy are sold a bill of goods. What the jobs really entail and what recruits are told differ. The next factor is the top down martinette antagonistic management style of management. Proof of this is seen in the abysmal postal pulse rate of returns and dismal ratings on those returned to management. The rate of loss will continue to get worse until management changes its style...The effect of attempting to rely more on non-career employees and then the loss rate in them should not surprise management that costs are up and service is down....You get what you pay for...

    Mar 18, 2019
  • anon

    This seems easy to me. For one, 60 day training period within the 90 day trial period. 2. Pull management back and let trainers do their job according to the practice established within the rca handbook so that they are trained right. That means working dps in the case first and marking packages like it says. 3. I see management run rcas out the door and this is distressing because without these rcas, there are no days off which means higher cost to post office for paying regulars. There is no one to run overburdened packages which again leads to higher cost of having to pay for second trips and ema. And lastly. The reason we have such a high turn out rate is literally due to managers pushing too hard and not letting people be trained right. It's simple

    Mar 18, 2019
  • anon

    Ok, previously I addressed the lack of support in training, especially OJI, and the unrealistic expectations. What have I seen happen as a result of turnover? The customers on my route don't mail as many packages with me, because the replacement carriers are stretched so thin running multiple routes, that they don't deliver the same service. This past Christmas, we had routes that did not get delivered at all, some that had partial delivery, with parts remaining undelivered for 2/3 days. We had multiple carriers out on extended leave/owcp. Retention has bee so poor that we had only 1/3 of the subs we were entitled to, so everyone worked their tails off & still let out customers down. I was saddened and embarrassed. Subs had 25 hrs OT each week, with some working over 40 hrs OT. We need to treat them better, pay them for having no home life, and shorten the hiring process. Give them more than 3 days training WITH an experienced, trained carrier.

    Mar 18, 2019
  • anon

    Non Career employees will always have a high turnover. They are treated like crap, forced to work 6 or 7 days a week and usually 8-10 hour days. It's not an easy life, especially when you add in the fact that your schedule can change any minute for any reason and you have no rights. Regulars treat you like like are better than you. Managers treat you like an object instead of a person. This will never change.

    Mar 18, 2019
  • anon

    Well, the first problem is subs are either worked until there fingers fall off or not worked at all. I get one day a week at my home station, there is not really a solution for that. The next problem we annoy earn retirement or at least pay into a employee sponsored 401k. At 41 I’m looking at 30 years before I can retire. I would gladly pay into a plan without employer matching. Why can’t we earn sick or leave days? Maybe we cannot earn that time like regulars but it would be nice to earn time off. Management not Abiding By our contract. My PO won’t let me case my DPS- it’s in our contract that we can. Why does a grievance need to be filed just to be able to work and deliver In a safe effective way?

    Mar 18, 2019
  • anon

    Treat new hires like PEOPLE, not commodities. They come in knowing nothing about our jobs and are expected to "get it" in an unreasonable amount of time. They will not use trained OJI to work with them, in Gulf Atlantic district. The routes are evaluated using antiquated time standards, which are soon to be based on "motivated" experienced carriers. They won't be experienced until they do the job for weeks, but they need to have mentors or people who can help them do the job when the regular is not available. Stop the unrealistic expectations.

    Mar 18, 2019
  • anon

    Non-career employees can be retained if made into career faster. Also have management engage their work force more often. Gives non-career employees guaranteed day off a week at least. Two days off a week would reduce the stress of work even more.

    Mar 18, 2019
  • anon

    I can't speak for everyone. I am PMR, my wages are far lower than a PSE, if I made more per hour and had a few more hours (even at a second local PO) I would not look for other work. I love the work I do. Love it.

    Mar 18, 2019
  • anon

    Offer RCAs the same If not similar benefits and chances as CCAs. Hold management accountable for their actions. Treat entry level people as if they will be career. It takes entirely too long to make regular when warehouse or customer service jobs will pay the same or more with benefits.

    Mar 18, 2019
  • anon

    I am an RCA and am approaching my 4 year anniversary. I enjoy the work and would like to continue, however, I don't feel that RCA's are being given the appreciation from the USPS. There is no incentive to stick with it such as step increases in pay the more years you put in. There is no guarantee of becoming regular either. I also am a POV carrier and the cost of maintaining my vehicle is not covered by the EMA. As time goes by the cost of maintaining the POV increases with the age of the vehicle. Without any increase of income, purchasing a new or newer vehicle is cost prohibitive.

    Mar 18, 2019
  • anon

    I think the biggest obstacles with keeping rca's is the cost of maintaining a vehicle and lack of hours. Other reasons I have seen people leave is because they cant live on a day or two a week yet as soon as they work another job they get called to the post office and are expected to drop everything.

    Mar 18, 2019
  • anon

    If you want to retain non career employees stop treating them like dirt. Management is ridiculous to all employees because they are trying to meet numbers. The non carrier get the most abuse because our jobs aren’t protected. Our years of abuse don’t count towards retirement and for most the fact that you are worked like a dog with no rewards but more work and more abuse makes people leave. You get no off days and if you happen upon one you find out right before you leave work the day before so you can plan nothing and when you have a scheduled day they tell you at the end of the day before that you do have to work and that dentist appointment you need is gonna have to be canceled again.

    Mar 18, 2019
  • anon

    I'm a regular and have had to cancel many appointments because the subs made an appointment for the same day they said they would work for me and still can't always count on having my scheduled day off. What is that????? I was a sub for 30 years before becoming regular so I'm still a nobody!

    Mar 23, 2019
  • anon

    Why it’s called assistant/apprentice. You have to pay your dues for the America dream like every other career in America. if it really bothers you that much highly recommend going to school to be a doctor or a nurse .O wait it’s The SAME for them TOO!

    Mar 21, 2019
  • anon

    You should really look at the supervision at all your locations, they are mostly the reason for your high turnover rate. When I say supervision I mean every one from floor management up to Post Masters.

    Mar 18, 2019
  • anon

    Find a way to transition RCAs to a position that gives them the same benefits as career employees after a set amount of time. The benefits are not reasonable as an RCA. Our pay is lower than career employees yet our insurance costs more and we dont get the retirement benefits.

    Mar 18, 2019
  • anon

    Working 60 plus hours never knowing your schedule

    Mar 18, 2019
  • anon

    RCA's fell like the red- headed step-children of the USPS. CCA's get insurance, they turn regular much quicker (sometimes by a decade or more, easily) getting even better benefits. CCA's are even guaranteed vehicles to use when they do much more walking than driving and have so much less mail it is unbelievable. Whereas RCA's have to have a vehicle (at least available).This is so hard because vehicles made today are very hard to use to deliver from the right hand side. Right handed vehicles cost way to much for anyone that doesn't work almost full time. And in most offices, vehicles that are big enough to hold all the mail and packages for a route had horrible gas mileage and the ema isn't worth it. Also, many offices tell carriers that they won't pay for a second trip if it won't all fit, because the carrier should have a bigger vehicle. On top of that many are threatened regularly by management and regular carriers.

    Mar 18, 2019
  • anon

    Non-career employees are treated less than people in most offices/stations/plants where they have a fluctuating schedule that's constantly changing. Having to work on every Amazon Sunday and holidays has most non-career employees resigning/quitting/terminated from the post office. The pay is decent but respect of an individual regardless of their job title goes a long way, too. The post office should have non-career employees rotate Amazon Sundays and holidays with PTFs to alleviate the strain and burden of the undaunting task of working every Amazon and every holiday. Amazon Sundays and holidays should pay time and a half automatically. Amazon Sundays should be done at the respective offices instead of designated hub sites like during Christmas peak season. For smaller offices, the hub can be shared for distribution of packages in a timely manner and inside a building for safety reasons. Retention of employees start from the top and trickles downwards from POOM, Postmasters, Supervisors, 204Bs, FTRs, PTFs, PSEs, RCAs, ARCs, CCAs, etc. Communication is key. Lack of communication within USPS is across the board. Morale is at an all-time low for such a distinguished operation that has been around for over 200 years. USPS is a great place to work for retirement purposes and financial security. Just do better by your workers and listen to them. They have valid points since we are the ones who are working all the time and dealing with customers on a daily basis.

    Mar 18, 2019
  • anon

    This problem starts from day one. When you allow a new hire to come to training late, not show up at all, talk on the phone during class, disrespect trainers, what do you think will happen once they are placed. If you weed out the bad before they get to unit then that's one problem solved. Also many feel they are worked to hard and some could be correct. Offices don't work as a team, some employees treat people horrible and some try to help. Seems people think they don't haft to work and others try to pick up the slack. Employees know it's hard to fire them so they play the game. If employees aren't doing the job let them go that means new hires and seasoned employees. Then you would see more get done with TEAM work and respect for each other would help with moral. I have alot of ideas but this is just one. I have 21 years as a clerk and have been a trainer until one of my students got on her phone and disrupted the class and when I asked her to leave the classroom I was told I can't do that and she was allowed back in my class. So that's what they learn, how to get paid and do whatever they want. So that's what we are getting!

    Mar 18, 2019
  • anon

    When they are hired in as an RCA, they are not told the full truth. No one will tell them that they might be trained by another RCA who was never fully trained themselves (then be disciplined for that which they were not taught correctly), that no matter how long they stay, the new hires will always start out making the same as them, that they will either have to work crazy overtime or only get to work one day a week (but don't you dare get another job because you need to be available every hour of every day), or that they will be considered "on call" and constantly be threatened that they will loose their job if they are not able to answer their phone or to work that day. That would certainly make one have poor work morale, to say the least.

    Mar 18, 2019
  • anon

    One of the main factors as to why the turnover rate is soo high in non career employers is because the pay isn't adequate. When starting this career path, it is required to have a vehicle capable of running route on scheduled days and any day you might be called for assistance. When someone is starting out they do not have the finances available for all of the wear and tear that their vehicle is going to go through , if they are even able to afford to have a vehicle strictly for running mail. Another reason the turn over rate is soo high in non career employees is because they arent able to have a life outside of work. I have heard this complaint numerous times from former usps non career RCAs. They have to always be on call, always. No vacation time, no sick leave, no nothing. Fast food joints, Walmart, call centers, they all offer sick leave, vacation time, etc. For their employees.Our lives revolve around the post office. So, its difficult to juggle home life and work life because there is never a set schedule.

    Mar 18, 2019
  • anon

    Stop cheating rcas out of money put in a time clock something more of a hard copy . Change management do away with evaluated time compensation for late trucks and slow clerks.

    Mar 18, 2019

Pages

Recent Comments

Share this post