Anchorage Chapter Newsletter
July 1999
ANCHORAGE CHAPTER’S PRESIDENT’S LETTER
(This is the opinion of your Chapter president, Larry Rabideau,
and not that of the Chapter).
Dear Members: By the time you read
this newsletter you will have noticed $27 missing from your paycheck. This
money is half of the $54 additional health care insurance premium that
the state will be charging you every month.
You will be paying the extra $54 every month until next year…and
then it is predicted you will pay an additional $54 ($108 more per month
over what you paid in June, 1999). The next year after that (July, 2001)
still another $54 is predicted ($162 more per month over what you paid
in June, 1999).
Why?! That is what the state administration says it will
charge you for increased health care costs.
Why don’t they pay it?! The state administration
says the Legislature won’t let them.
Isn’t this supposed to be a benefit to offset our lower pay?!’
Your ASEA Negotiations Committee came up with at least three
ways around this increase and presented them at the bargaining table.
The administration (the state’s team) rejected all of our ideas.
On every issue involving money (as you will see in this newsletter)
the state administration will not give you “one red cent”.
We have made progress in some issues- but nothing on money issues.
So we come to a “fork in the road”. You will have to tell
us, the Leadership, which way you want to go: “FIGHT” or “FLIGHT”.
Do we want to tell the Governor and the Legislature that we are
willing to strike, do it if we must, & carry out that threat if we
must?! OR Do we go the other way…and PAY and PAY and
PAY?!
I would like to say we fight but I can only do what you tell
the Leadership to do.
We have just come back from five days of leadership training
in Juneau. We know how to organize, how to fight, and how to win. But we
cannot go forward without your permission and your physical support. YOU
WILL HAVE TO GET INVOLVED!!
It is highly probable you will be asked in the near future on
whether to authorize your negotiating team and Statewide Executive Board
to call a strike if they see the need and feel the time is right. I want
to point out that this vote gives us permission to call a “strike” sometime
later. We cannot legally “strike” at this time.
But the ultimate choice is yours: “FIGHT” or “FLIGHT”.
You can tell the administration “NO! We are not going
to just pay and pay forever”…..OR…..we can tell the administration
“We will not fight over this issue in which case we will PAY and
PAY and PAY.”
It is your choice on what you and your family can afford.
We feel that what we are asking for on the contract is only “fair
and just”.
I want to personally thank Al Kegler (the Juneau Chapter President)
and the Juneau Chapter for being such wonderful hosts for this conference.
I am truly overwhelmed.
Thanks a million to our union’s staff and the Statewide Executive
Board for putting together a fine event. Thanks go to these great people
who represent your Leadership…people ready to lead you in the direction
you want to go……Larry R. Rabideau.
FROM YOUR EDITOR
Our contract negotiations committee is trying to
make a determination on the matter of conversion of annual/sick leave to
personal leave. The decision that they must make is whether or not this
should be “put on the table” as part of our negotiations.
Two of our Anchorage Chapter members have submitted “pro” and “con”
positions on this matter of conversion to personal leave.
It is also my understanding that a poll is being taken of our ASEA membership
on this issue.
For your consideration……..
ANNUAL/SICK LEAVE vs. PERSONAL LEAVE
From Michael Scott Christy:
I favor switching over to Personal Leave for the
following reasons:
-
Why give away $20,000 to $30,000 when you leave state service in un-cashed
out sick leave.
-
Why punish the conscientious workers and reward sick leave abusers.
-
Why encourage and reward ($) GGU members to switch over to the supervisory
union.
I use sick leave when I am sick. This use has included substantial
time off for knee surgery, rehabilitation, and a broken collar bone.
Even with that leave use I have over 800 hours accumulated in 15.5 years
of state service. I feel it would be a great loss to donate that
leave to the same state that does not want to give me a cost of living
increase, nor pay for my health benefits. Some people say that we
have given up enough and going to personal leave is somehow giving up more.
It would only be a reduction if you use every hour of the sick leave, but
it is a great gain upon retirement to cash out your personal leave.
Some say they are worried they may need extra hours of sick leave for themselves
or to care for a loved one. If we convert to the same personal
leave system other state employees enjoy, you could tap into your
unconverted sick leave hours (kept in a bank) when you run out of personal
leave. Thus you never lose those unconverted hours, they become your
disaster backup hours.
In all the recent surveys, I am aware of about 60% of GGU members favoring
conversion to personal leave. I believe that number would be even
higher if members knew about the disaster use of the unconverted hours,
and if they calculated the potential dollar value of cashing out the much
larger personal leave vs. unused annual leave upon retirement. I
had a boss who cashed out a full year’s worth of his accumulated personal
leave when he retired.
In addition, I believe it would improve harmony in the work place if
conscientious workers did not have to take up the slack while some of their
co-workers abuse sick leave and are frequently out of the office when they
are not really sick.
Please spread the word and let your union negotiating team know how
you feel…..Michael Scott Christy.
From Janetta Pritchard:
When the idea of conversion to the personal leave
system was first introduced, I was in favor of it. But now I am questioning
whether or not it is the “good deal” I originally thought it was and whether
I would want to take it if afforded the chance.
I have been with the state for many years and accrue 9.38 hours of annual
leave and 4.69 sick leave hours a pay period. This is 28.14 hours of leave
a month or 3.752 days. Although my kids are grown with families of their
own, I find that I still use my sick leave take care of the adult kids
after surgeries or serious illnesses. In addition, I have aging parents
with health problems. I find that I use more leave these days to go to
doctor appointments with them, taking care of them when they are ill and
spending time at the hospital when they are in for tests or hospitalized.
This does not take into consideration my occasional personal health
crisis and the new problems associated with my own aging process. What
a reality!
Do I really want to give up the 28.14 hours a month to go to Personal
Leave? I am sure the state will not offer us a deal that would benefit
the employee. Looking at what they have offered to other unions, I am sure
we will not be able to convert all of our sick leave to personal leave
so some of it will be “banked” in case there is a catastrophic illness.
I don’t believe it would be a very good deal for me when I take into consideration
the parents, kids, and my own aches and pains. The loss of sick leave in
itself could be catastrophic to me.
I understand that personal leave may be a great deal for people who
do not have elderly parents, kids, or their own illnesses (yet).
I also understand that it only takes one illness or having a minor surgery
go awry to burn up lots of sick leave and to be thankful for the split
between the sick and annual leave.
To me the Personal Leave is not a very attractive option. Perhaps if
I could retire next year (and not just dream about it) I would look at
it closer. But I have a good 7 years until I will retire and I want to
keep my sick and annual leave separate until then. Unless they are
willing to give me 28.14 hours in Personal Leave!
The ideal situation would be to allow the sick leave to be rolled over
when you retire to add to your years of service, similar to what the Anchorage
teachers are able to do. I doubt the state would agree to this since they
look at sick leave as a type of insurance and not a benefit. I also think
that people would remain with the sick and annual leave if they knew they
would not lose it when they retire. I do not want to lose mine either
but I want the bigger cushion of sick and annual leave versus just personal
leave in case I do need it.
Each system, in its own right, would be beneficial to different groups
of people depending on their perceived needs. It is a matter of personal
judgement which system you think would work for you….Janetta Pritchard.
FROM YOUR CHIEF STEWARD
I would like to congratulate all of those stewards
who have passed their Union Steward certification, and those returning
stewards who passed their Union Steward re-certification tests. These
stewards put a lot of work into their knowledge of the contract and the
duties of a steward.
The following is a list of these stewards who have passed their test.
-
Hollie Kovach
-
Janis Hales
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Johanna Bales
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Linda Medeiros
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Katharine Means
-
Lewis Brown-Coon
-
Deb Hudson
-
Charles Felder
-
Robert Dolan
-
Rhonda Holt
-
Kelly Newman
-
David Green
-
Leonard Grijalva
-
Michael Scott Christy
-
Carrie Strickland
-
Timothy Rumfelt
-
Frank O’Connor
-
Teri Lawson
-
Richard Collins Mount
-
G. W. Doiel
-
Jenny Rogers
-
Judith Morris
-
Ernest Thomas
-
Wesley Thompson
-
Maria D.V. Smith
-
Arthur Goldberg
-
Stacy Christoffersen
-
Kimberly Busch
-
Terrence Hayden
-
Marc Jones
-
Beverly Marquart
-
Sue Norma Layton
-
Warren Petrasek
-
Gordon Glaser
-
Jeffrey Monterosso
-
Tammy Burns
-
David Wolfe
-
Toya Winton
-
Janetta Pritchard
-
John Nicely
-
Patrick Morrow
-
John Pound
I would like to say my thanks to these stewards for a doing a great job…..Judy
Morris.
Note: If I missed your name and you have taken the test
please accept my apologies.
ANNOUNCEMENT: CONTEST FOR ANCHORAGE CHAPTER
LOGO
Needed: An official logo that represents
and exemplifies our Anchorage Chapter. Such a logo would give our chapter
identity and be prominently displayed on our Chapter newsletter and WEB
page.
Accordingly, this is an announcement for a contest amongst our Anchorage
Chapter members for a winning logo design. The winning design will receive
$150 in movie pass certificates to Century 16 Theatres.
The design of the logo will require the following components:
-
The wording “ALASKA STATE EMPLOYEES ASSOCIATION”.
-
The wording “ANCHORAGE”.
-
The wording “AFSCME LOCAL 52”.
-
A graphic design representative of Alaska and Anchorage.
Submittals for the logo must be on 8 ½ x 11 inch paper. The submittals
to be turned into our ASEA union office (Attn: Larry Nakata- Anchorage
Chapter logo) by no later than September 1st. The winning design will be
selected at our ASEA membership meeting on September 8th.
Good luck and we want to see a lot of good designs……..
CONGRATULATIONS TO THIS YEAR’S SCHOLARSHIP WINNERS
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Scholarship Committee Member Mario Ayerdis (left)
presenting scholarship awards to Erica Wilson, Christina DiMaria, and Terra
Bingham (right).
It’s always a pleasure for the ASEA Anchorage Chapter
to award our yearly scholarships to members and their children.
This year the Anchorage Chapter awarded some $3000 in scholarships to
children of 4 of our Chapter members.
This year’s scholarships went to:
-
Christina DiMaria. Her mother, Cathy Maria, works for the Division
of Senior Services. Christina graduated from West High School and will
be attending the US Naval Academy.
-
Erica Wilson. Her mother, Robyn Wilson, works for the Dept. of Revenue.
Erica graduated from Dimond High School and will be attending the University
of California- San Diego.
-
Jasmyne Faulk. Her mother, Susan Peck, works for DNR/ Lands. Jasmyn
is a freshman at Southwest Oregon College (formerly from West High School)
and will be continuing her education at Southwest Oregon College.
-
Terry Bingham. Her mother, Elaine Bingham, works for DNR/Lands.
Her father, Dale Bingham, works for DNR/ State Parks. Terra graduated from
Chugiak High School and will be attending Western Oregon University.
Congratulations go out to these well deserving recipients of these scholarships.
Thanks also go out the Scholarship Committee of our Anchorage Chapter
in interviewing and making the difficult decisions in awarding this year’s
scholarships. (Editor’s Note: This is what unions
are about!!).
“Major Areas of Dispute as of July 1, 1999 on
the Priority Issues”
ASEA/AFSCME Local 52 Proposal
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State of Alaska’s Position
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Article 21- Wages
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7.5% Increase 7/1/99
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New G Step to schedule
-
Longevity changed to merit and received every year (no 3, 4, 5 year waiting
periods)
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Eligible for two step merit increases
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Full Cost of Living (COLA) 2nd and 3rd year of contract.
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Severance package for layoff of $1,000 per year for each year of service.
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Article 21- Wages
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No Wage Increase/ NO COLA
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Wage Re-opener in 2000
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Wage Re-opener in 2001
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Impact of NO INCREASE is an accumulated loss in purchasing power of 20%
in the past 15 years.
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Article 19- Health Insurance
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Employer maintains current level of benefits at no cost to employee and
add additional services.
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Article 19- Health Insurance
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Maintain current level of benefits with contribution rate of $488.50.
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No increase in contribution for Employer.
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Employee portion rises to $138.50 per month during the first year.
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Employer projects continued 11% rise in Employee contribution to $284.00
per month by the third year (1st year $1662, 2nd year $2,490, 3rd year
$3,408.00).
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Article 12- Layoff
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Expansion of layoff rights to secondary layoff rights:
1. Recall rights to lower levels in same class series.
2. Recall rights to parallel job classes.
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Article 12- Layoff
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Article 13- Contracting Out
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Some improvements.
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Health benefits for 6 months and moving assistance if laid off due to contracting
out of services.
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Article 13- Contracting Out
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No change with exception of new language that exempts program receipts
funded programs from contracting out restrictions.
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Article 25 and 26- Leave Proposal
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One time option to choose Personal Leave or remain on Sick and Annual Leave.
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60% conversion of sick leave balance to personal leave.
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40% remains in employee specific bank.
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Article 25 and 26- Leave Proposal
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Article 22- Overtime
-
All time in pay status will count towards meeting the 37.5 hour threshold
for overtime calculations.
-
Increase stand by pay.
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Compensatory time for overtime ineligible members.
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Holiday pay for overtime ineligible members.
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Article 22- Overtime
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No Change- only hours worked count towards meeting the 37.5 hour threshold.
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Reduction in recall rights.
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No comp time for overtime ineligibles including hours worked on a holiday.
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Article 24- Holidays
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Restore Lincoln floater, employee birthday, and any holidays proclaimed
by the President.
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Add Day after Thanksgiving.
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Article 24- Holidays
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No Change, including continued loss of employee birthday, Lincoln floater,
and any holidays proclaimed by the President.
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Article 27- Shift Assignment
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Shift assignment shall be by seniority and by job status (i.e., full-time,
part-time, long-term, short-term, on-call).
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Article 27- Shift Assignment
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Article 30- Travel and Per Diem
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Increase Long-term lodging rate to $50.00.
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Non-commercial rate: Where adequate lodging is not available, employees
paid $100.00 per day. Increase Meal and Incidental Expense to $45 per day.
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Article 30- Travel and Per Diem
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Meal and Incidental Expenses will be determined by the State Administrative
Manual in effect at the time of travel.
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Article 32- Parking
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Employer required to provide parking at no cost to employee.
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Article 32- Parking
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No Change- Employer required to make good faith effort to make parking
available.
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