Specials Coalition Bargaining Update 3/5/09
Last night we met with management for our second Specials Coalition Bargaining session.
We opened the following articles:
10.5R - Allows up to 24 hours of Leave without Pay annually, to meet with workers stationed more than 100 miles from the work station of the elected officers or stewards, to discuss official union business.
45.5B,X - Allows ability to laterally transfer based on seniority if qualified (similar language to Education.
45.5H - Allows preference in hiring to qualified agency employees over outside candidates.
90.5 - Allows flex and alternate schedules with greater sensitivity by Agency for mass transit and carpooling and allows employee to voluntarily elect to combine breaks and lunches. Also changes how a schedule shall be granted if the criteria for the operational needs of an agency is met and how if the schedule is not granted, the agency must explain why the schedule was denied. (DHS Parity)
103.5R - Encourages agency to work with employees to develop mutually acceptable personal safety plan when they believe they are at risk for on the job violence.
122.5 - Increases tool allowance for DAS motor pool mechanics by $100/year.
LOA Water Resources Employee Recognition
Management handed us a few housekeeping proposals, and one counter on the Justice LOA which keeps the LOA rather than moving it into the contract (our proposal), and takes away the member's ability to determine if there is a conflict of interest. Currently our members have the right to choose their steward…management's proposal intends to take this away. We are discussing this proposal at the next bargaining session.
At this session we discussed the following articles:
10.5O- Adds one steward to Health Licensing Office- After calling stewards "partners," and expressing an understanding of the value of worksite stewards, management used a cost argument to resist adding one more steward. When questioned about how another steward would cost more, the answer was "productivity" although they could not point to any examples. We all know that if there are four hours of steward work, it can either all be done by one steward, or 2 hours each split between two…it's cost neutral. We also argued that a respectful relationship between management and stewards often increases productivity and workplace morale. The HLOs need two stewards because of
• Vacations
• Sick Leave
• Out of Office Field Work
• Offices in more than once city
• Several grievances at one time
• Need stewards for both support department and investigation department
• New management that will benefit from a good working relationship and open communication with the union
The bargaining team and our HLO members will discuss this proposal again with management in April.
33.5A,J - Provides one meal per shift at no cost - Rob Sisk advocated for food service workers to be provided one meal per shift because it is an industry standard, both in the public and the private sectors. It connects the workers to the quality of their product and is a tribute to the service they perform.
73.5J - Improves language for hiring and salary protection during summer employment- Melissa Silbernagel of ODE described to management that summer employment should be offered to qualified employees according to service credits, regardless of class. She explained that employees working at special schools are able to work cross-class and do so on a regular basis. Last bargaining session, Mike Halperin asked the management representative from ODE if employees work cross-class. Her answer was "yes."
We plan to discuss 103.5R, 10.5R, the Water Resources and Justice LOAs, 45.5B,X, and 45.5H at our next session on March 19th.
Message from the co-chairs- It was great to see the strong showing and enthusiasm that has gotten us off and rolling. We appreciate everyone's presence and spirit.
Bargaining sessions are held at the Union Hall in Salem and begin at 5:30p.m.
Next Session 3-19-09