Friday, October 28, 2011
"To facilitate communication between the Parties, joint Labor-Management Committees may be established at the Agency level by mutual agreement of the Union and the Agency Administrator and the Department of Administrative Services. The Committees shall take steps to ensure consistency with the Collective Bargaining Agreement."
Peggy Rink, Barb Lakey, Steve Hernandez, and Joe Bubier (Fairgrounds) will be representing labor. Sherri Miller (RNW), Rebeca Lasso (Accounting Manager), Steve J (District Manager), and Ann Madson (Fairgrounds) were nominated to represent management's side.
If members have any issues that the committee needs to address let us know!
Sunday, July 10, 2011
Gained one additional steward position: Allows us to nominate a “Chief Steward” at a worksite even if the MU already has a steward, creates a chain of leadership for tackling complicated grievances /issues
Eliminated State Fair Language regarding filling of vacancies, to consolidate into Parks language
Holiday Language Change: Adopts most of LOA that gives comp for non-M-F workers whose holiday falls on regular day off. Otherwise holidays observed on actual except for M-F worker observe Sat holidays on Friday and Sunday holidays on Monday
We (your delegates) decided to go along with what ODOT proposed in regards to Holiday language.
Includes Parks in Section 1 allowing seasonals to carry over vacation into next season HOWEVER this only includes seasonals that do not have a break between seasons for more than 17 days. We tried to redefine the break between seasons to include OPRD seasonals, but no movement maybe next time.
Letter of Agreement 66.3B (summary not exact language)
Allow Parks full-time permanent employees to use up to 1 week of vacation for the season of they’re choice. Agency will grant requests of more than 1 week when the workload of the unit will permit.
This language will allow Rangers to have a week of vacation at parks that have “blackouts,” Parks that don’t allow staff to take time off during certain seasons. This LOA mirrors Section 3 of 66.3. Management wanted to include “based on Operation Need,” but after repeated debate they proposed “mutual agreement between employee and supervisor.” Your manager cannot arbitrarily deny vacation during any season!
Article 122.3AB Section 3
Boot reimbursement: Increase from $100 to $175, includes for “repair of.” Rest of section remains the same including the safety-toe boot requirement. We worked hard to remove the Safety-toe language to include other types of work boots, but they would not move on this issue.
However, they did agree to an LOA of which each summer season at the Safety Review board boot reimbursement eligibility and how to apply for it will be discussed and these minutes will be posted on work crew message boards at every MU.
Bargaining delegates, stewards, and union officers will be meeting on July 23rd in Portland to talk about what direction we should take with our current contract negotiations.
Since we are currently operating without a contract, there are certain activities which are prohibited or suspended at this time. Standard labor laws are still in effect but movement on grievances and the use of state email for union communication, for example, will be suspended at this time. Further details on this subject may be posted.
Sunday, March 27, 2011
Thursday, March 3, 2011
Earlier last month we made our proposal to management. The main points of our proposal were decided by members at our bargaining conference in January (listed below).
- 4 year contract instead of 2
- ending furloughs
- ending step freezes
- maintaining the 6% pickup for PERRS & fully paid health care premiums
- Maintaining cost-of-living increases based upon a fair percentage increase over 4 years
On Monday the 28th of February, state representatives gave us they're proposal. Main points are outlined below.
- NO step increases
- Elimination of the 6% pickup for PERRS (employees would pick of the cost instead)
- 7 furlough days per/year or a 3% salary reduction at managements discretion
- NO cost of living increases
- A cap on health care costs per year (when costs go beyond the cap, the employee has to pay the difference in the form of a premium) Costs will go up, we could be paying a premium by next year
Its early in the game and keep in mind the state's initial proposal is very political. The figures mirror what AFSCME received from the state last week. We have a long road ahead of us!
Coalition (agency specific proposals)
Your Coalition bargaining team officially met with management on the 7th of February. We gave them our proposals (including the boot reimbursement language) and we received they're proposals. We had our second session on the 28th and we will have another on on the 7th (next Monday). Its still early in the game as well. OPRD related issues we currently covering are listed by Article number below.
- 10.3: number of stewards at Salem's HQ office, eliminating the 35 mile restriction for Stewards, chief steward language, more authorization to email for investigations
- 58.3: adopts a LOA developed by ODOT regarding holiday pay...remember July 4th?
- 66.3: Returning Seasonals allowed to carry over as much as 40 hrs VA season to season
- 32.3 (B)(3): to keep non bargaining unit employees from being called out for emergency work when represented employees who can do the work can be found within the district (applies to most agencies including ours).
....more to come!
Saturday, February 26, 2011
Why should we be so concerned with Wisconsin? If they lose they're Bargaining Rights, then we could be next! The right to Bargain is our voice. Without this right, we would be forced to take on whatever the state proposed without any discussion with management. I encourage you to look at you contract. Without bargaining rights, every page in that contract would be worthless, even on how you use vacation days!