On Your Best Behavior

On Your Best Behavior
By Brian J. Wagner
Past NAPS President

As a kid, whether you were going to school, church, a family reunion or out to dinner for a special family occasion, how many times did you hear your parents say, “You better be on your best behavior?” In my case, a monstrous challenge and more times than I wanted to hear.

As an adult, some still may hear this same behavior warning, but from a spouse or significant other. No matter how it is received and from whom, being reminded on occasion to be on one’s best behavior may not be so bad.

As postal employees, especially EAS, did you know the Postal Service has written policies to remind us how to conduct ourselves at work? Did you know the agency’s Standards of Conduct also applies to your behavior outside work? Here’s the scoop!

When giving in-person or Zoom training, I provide many examples of how NAPS members can avoid trouble in the workplace, as well as how to behave and conduct themselves. If you exhibit poor or inappropriate workplace and public behavior, the result could be disciplinary or adverse action and/or criminal charges.

I share statistics regarding NAPS Disciplinary Defense Fund (DDF) cases as reported to the NAPS Executive Board by DDF provider Al Lum. The reports state the various types of adverse action cases our DDF provider has handled for when the USPS has determined, in my words, NAPS members were not on their best behavior. Some of the top adverse action (removal or downgrade) cases are related to performance, attendance, theft, violence, sexual misconduct, financial irregularities and falsification, to name a few.

The best way to avoid workplace trouble, as referenced above, is to make common-sense decisions and follow official postal policies. However, if unsure of a decision you are about to make, review postal policies or seek guidance and/or clarification from your manager or postmaster.

To further help you understand how the USPS determines if you are on your best behavior at work, I encourage you to read and comprehend the USPS’s Employee and Labor Relations Manual (ELM) section 665, Postal Service Standards of Conduct. More specifically, read sections under 665.1, General Expectations.

ELM 665.11, Loyalty:

“Employees are expected to be loyal to the United States government and uphold the policies and regulations of the Postal Service.”

Are you recording all your T-time under section 434.143, Eligible for FLSA-Exempt EAS Additional Pay? Are you keeping your USPS login and password protected by not sharing them with other employees? Are you using your USPS-issued travel credit card for official postal business? If you fail to uphold a USPS policy or regulation you could be charged with not being loyal to the Postal Service.

ELM 665.12, Performance of Public Duties:

“Employees are expected to serve on juries and to act as witnesses when summoned by official sources.”

This one is straightforward and should not be difficult to follow and properly execute. Unless you ignore the jury summons altogether, you will be the defendant.

ELM 665.13, Discharge of Duties:

“Employees are expected to discharge their assigned duties conscientiously and effectively.”

Do you know your assigned duties? If not, get a copy of your job description and seek guidance and training from your manager. Do not avoid, dodge or procrastinate from doing your assigned postal duties. If you fail to properly discharge those duties, the USPS may charge you not only with violating this ELM policy, but also violating ELM 665.11, Loyalty:

“ … uphold the policies and regulations of the Postal Service.”

Be aware of ELM 665.14, Reporting Violations:

“Allegations of violations of postal laws by postal employees, including mail theft, must be reported immediately to the Office of Inspector General.”

Do not ignore reporting if you are aware or are made aware of such alleged violations. Report employee theft and illegal activities, such as gambling or illicit drug use on postal premises; do not condone, participate in or ignore. If it can be determined you were aware of or participated in such allegations and failed to report them, you could be the subject of disciplinary or adverse action and/or criminal charges.

One reference that can be confusing is 665.15, Obedience to Orders:

“Employees must obey the instructions of their supervisors. If an employee has reason to question the propriety of a supervisor’s order, the individual must nevertheless carry out the order and may immediately file a protest [emphasis added] in writing to the official in charge of the installation or may appeal through official channels.”

If unsure of a given order, seek clarification from the official giving the order. Let them know if the order jeopardizes your or someone else’s health and safety or if the order is deemed illegal and cannot be followed. If you cannot prove the order is a violation of any postal policy or law, follow the order and protest afterward per ELM 665.15. Notify NAPS, your manager’s manager and, if necessary, the OIG Hotline.

By following a questionable order without a protest, you could become the target of disciplinary or criminal charges by other postal leadership or the OIG if your execution of the order was in direct violation of ELM 665.11, 665.13 and 665.14.

Just when you think being on your best behavior at work wasn’t enough, now comes what some may see as monstrous infringement on their personal life—ELM 665.16, Behavior and Personal Habits:

“Employees are expected to conduct themselves during and outside of working hours in a manner that reflects favorably upon the Postal Service. Although it is not the policy of the Postal Service to interfere with the private lives of employees, it does require that postal employees be honest, reliable, trustworthy, courteous, and of good character and reputation. The Federal Standards of Ethical Conduct referenced in 662.1 also contain regulations governing the off-duty behavior of postal employees. Employees must not engage in criminal, dishonest, notoriously disgraceful, immoral, or other conduct prejudicial to the Postal Service. Conviction for a violation of any criminal statute may be grounds for disciplinary action against an employee, including removal of the employee, in addition to any other penalty imposed pursuant to statute.”

If the USPS determines your personal behavior outside your postal duties is criminal, dishonest, notoriously disgraceful, immoral or of conduct prejudicial to the Postal Service, be ready to call your NAPS representative if issued disciplinary charges. Call an attorney if your behavior is deemed criminal.

Today’s takeaway: Stay focused when properly discharging your postal duties; make good, common-sense decisions. Follow postal policies and seek higher-level guidance when needed. It is not a monstrous undertaking when you do your best with the resources, coaching and mentoring provided or not.

No one can be a better you than you. You make yourself and your parents proud when you are on your best behavior!

I am on my best behavior by providing my ice-cream-flavor-of-the-month recommendation: Baskin Robbins Cookie Monster. Be safe and eat more ice cream.