Dear Sisters and Brothers,
Every year, the nation celebrates the contributions made by Dr. Martin Luther King. His words and actions supported the labor movement in its fight for respect and dignity for all workers. He gave his life supporting AFSCME sanitation workers carrying signs demanding union justice with the words, “I AM A MAN.” . He inspired a nation to change. In 2013, our country will celebrate the 50th Anniversary of the March on Washington that rallied hundreds of thousands of people to call for jobs and freedom.
The labor movement will celebrate this milestone at the 2013 AFL-CIO Dr. Martin Luther King, Jr. Holiday Observance. The theme is “We Are One: Worker’s Rights and Civil Rights”. You may join in the workshops, enjoy the speakers, and spend one day in community service at the conference.
The details and costs are as follows.
Date: January 17-21
Location: Philadelphia, Pennsylvania
Lodging: Sheraton Philadelphia Downtown Hotel, 201 North 17th Street
Costs: Conference registration $180 before December 17, 2012
Late Registration: $200 through January 2, 2013
On-site Registration: $210
Room: $109 plus 15.2% tax per night
Parking: $15 per day
Make your conference registration and hotel reservation at www.aflcio.org/kingevent.
Wednesday, October 24, 2012
Thursday, October 11, 2012
President's Report, October 2012
Fall has arrived and with it the elections are just around the corner. Thank you to all who have been working the phone banks and the labor walks. Our future, as always, will be seriously impacted by the outcome. Collective bargaining rights, budget decisions that strengthen or weaken agencies, whether healthcare is affordable or not, the funding of our negotiated contracts – all hang in the balance. It is up to us now to get out the vote. Our members don’t have to walk for miles, risk their lives, stand in long lines to vote as we have seen some do in other countries – at least not yet. Please make the time to encourage our membership to vote. It is the most important goal we can achieve right now.
In Washington, we have had a record breaking dry spell. The fires have impacted much of the state. Many thanks to our members who fought those fires and our members who supported those efforts. Very few have lost homes. A special thank you to the caring members of Local 443 who donated $25,000 to the Washington State Labor Council Foundation For Working Families Natural Disaster Fund. They took immediate action as soon as they knew working families were at risk. A WFSE family in Central Washington did lose a home. Husband and wife were our members. They were very grateful for the assistance they received.
The Green Caucus held a special breakfast event on the Sunday after the last Policy Committee meeting. They invited legislators and did an amazing job of highlighting the green jobs state employees do and pointing out the impact the budget cuts have had on those programs. They were able to draw the connection between those impacts and the impact on our citizens. Those conversations need to be happening all over the state. Telling our stories is the key to success. One could literally see the lights going on as legislators thought about what was being said. It was well presented in a very comfortable and non-pressured manner. We all wish more legislators had attended but it was a great beginning effort.
We must all be talking to legislators now before the session starts. There will again be heavy pressure on budget decisions no matter who wins election. A recent Supreme Court decision in Washington State will make K-12 education funding a priority issue. As the demand for more state dollars to be funneled that direction, the impact on social services, public safety, higher education and other programs may be significant. The Governor is already talking about how difficult the decisions will be for the legislature.
Funding for our contracts hangs in the balance. Negotiations continue on our healthcare package. Our members asked us to hold the line on healthcare. We are working hard to do that. The Governor is holding fast to her position and so are we. Bargaining has been a very rough road for some teams. Supplemental bargaining happened this time but was limited to what the parties would agree to discuss. Thank you to all the team members who served on the teams.
Our Executive Director, Greg Devereux, has been in the midst of the storm over healthcare and bargaining in general. Thank you Greg and staff for all the hours of hard work that was required to bring us to this place where we have ratified contracts and a strong stance on the healthcare issue.
At DOC, assets were purchased that our members are not being allowed to use. We met with the head of the agency this past week to see if we could get those tools released. Our DOC members represented themselves very well in the meeting. Greg and I attended to signal how serious we are about our member’s safety.
At DSHS, our members who work with Provider One are keeping a close eye on management’s plans. There is a serious concern about the potential impact of changes to the program on the number and quality of jobs there. Discussions will be held this month.
Sue Henricksen and Julianne Moore are serving on the DDD Taskforce trying to protect our interests as we brace for a renewed attack on our RHCs.
Local 1488, currently in administratorship, recently held interim elections. They will hold regular elections in March 2013. We are hopeful that the administratorship will be lifted very soon. Thank you to all the staff and members who put so much energy into this effort.
Congratulations to our Ecology members in Thurston County who have just established their new local!
On November 17th, members are invited to support our KTSS folks through a job action. We have heard the stories of their struggles with the employer at the last two Policy Committee meetings. Workers there are fired for trying to join our union and work under a union contract. Please contact Pam Carl in the Organizing Department for details.
Rosemary Sterling, our Treasurer, is doing a great job of monitoring our budget. Because of the pressures we will soon face, having a healthy balance of funds is critical to our success in the coming year.
Hats off to our Secretary, Judy Kuschel who was recently recognized by the Southwest Labor Council for her contributions to the labor movement.
Our Vice President, Sue Henricksen, has been working very hard, attending UMCCs, local membership meetings, Taskforce meetings, and her efforts have been non-stop. Her energy and drive to help our members achieve their goals is deeply appreciated.
Thanks to all our member activists, staff and leaders for the good work you do everyday!
Wednesday, August 8, 2012
Washington State Labor Council Women's Committee Breakfast
Members from many unions attended the Women's Committee breakfast this morning to hear Elaine Rose from Planned Parenthood talk about the nationwide assault on women's rights this morning. She took us on a verbal tour, state by state, of attempts to take away women's rights. These attacks have been relentless and ongoing. They take many legislative forms and would have devastating impacts on our families. We must be vigilant and aware and not allow these attacks to succeed.
Notice Of Intent To Contract Out
Sisters and Brothers,
Many members who do case management work with the developmentally disabled recently received letters from Mary Anne Lindeblad that were extremely upsetting. Management, in a move that some would label a sneak attack, sent letters announcing intent to contract out work that were worded in such a way that many who received it believed they needed to look for other work right away.
A number of members who currently work with Provider One will receive letters of intent as well. We were told about that just today.
Our union has filed demands to bargain on both contract out issues. The initial letter signed by Mary Anne Lindeblad will be rescinded. However, another will be sent to replace the first one. We had no knowledge that those letters were being sent. We were as shocked by the content as you were.
You deserve thanks and praise for the work that you do. You have provided quality services through mandatory furloughs, wage reductions, short staffing, and you never let our disabled citizens down. I am so proud of you. There is no workforce like the one that works for this state. Shame on these insensitive supposed to be managers who think that this is how human relations is supposed to work.
Your phone calls and messages to the Governor, the administration, and to us are justified and appreciated. Our staff and officers are taking action on these events. We will meet with management Monday to discuss the impact the initial letter and lack of communication has had on the workforce. The demands to bargain will move forward and we will assess what other actions may be taken.
Whether or not management ever apologizes to you - I will. I had no idea management would send such a piece to your homes. It hurt my heart to know how upset you have been and it angers me. An injury to one is an injury to all. This is injury.
Tim Welch will continue to do the great work he does with the hotline to keep you informed about what is happening so be sure to stay updated by reading it as it comes out. Please continue to communicate with us. We need eyes and ears to the ground.
Many members who do case management work with the developmentally disabled recently received letters from Mary Anne Lindeblad that were extremely upsetting. Management, in a move that some would label a sneak attack, sent letters announcing intent to contract out work that were worded in such a way that many who received it believed they needed to look for other work right away.
A number of members who currently work with Provider One will receive letters of intent as well. We were told about that just today.
Our union has filed demands to bargain on both contract out issues. The initial letter signed by Mary Anne Lindeblad will be rescinded. However, another will be sent to replace the first one. We had no knowledge that those letters were being sent. We were as shocked by the content as you were.
You deserve thanks and praise for the work that you do. You have provided quality services through mandatory furloughs, wage reductions, short staffing, and you never let our disabled citizens down. I am so proud of you. There is no workforce like the one that works for this state. Shame on these insensitive supposed to be managers who think that this is how human relations is supposed to work.
Your phone calls and messages to the Governor, the administration, and to us are justified and appreciated. Our staff and officers are taking action on these events. We will meet with management Monday to discuss the impact the initial letter and lack of communication has had on the workforce. The demands to bargain will move forward and we will assess what other actions may be taken.
Whether or not management ever apologizes to you - I will. I had no idea management would send such a piece to your homes. It hurt my heart to know how upset you have been and it angers me. An injury to one is an injury to all. This is injury.
Tim Welch will continue to do the great work he does with the hotline to keep you informed about what is happening so be sure to stay updated by reading it as it comes out. Please continue to communicate with us. We need eyes and ears to the ground.
DNR UPDATE
Sisters and Brothers,
I’ve had further conversation with Commissioner Peter Goldmark. He will attend your upcoming UMCC meeting in Olympia. He is acting on the discussions we’ve had about improved communications within the department. Let’s make the most of this opportunity to clearly communicate our needs. I would like to be with you at that meeting. I support you and thank you for the good work that you do everyday. Your success is important to all of us who live and work in this great state.
Saturday, April 21, 2012
WFSE Communications Conference
This weekend, April 21-22, WFSE members on the Communication Committee and the Public Affairs staff will present an exciting and important conference. Communications is one of the most important functions of the union. We communicate constantly - with our words - both oral and written, with our body language, even our clothing. Yet no matter how many ways we communicate, there will always be members of groups who will say "I don't know what's going on. Nobody communicates these things."
As we know, the hotline, the newsletter, text alerts, Facebook, Twitter, the websites at WFSE and AFSCME are available to members all the time. When there are opportunities to communicate through other media, such as the news programs, we do that too. Communication is a challenge. In today's world there is so much information coming at an individual member, it's sometimes hard to capture and keep that member's attention. It's a different world than it was even two years ago. The technology changes so rapidly and we change in response to it.
The Communication Conference promises to be an exciting and skill building experience for all. The Communication Committee and the Executive Board of WFSE support the communications efforts of the local unions and hope that this conference will bring new and exciting skills to the members attending that they can then share with the members in their locals or use to further communication within the locals. After all, the most effective communication is the sharing of information and skills one on one.
As we know, the hotline, the newsletter, text alerts, Facebook, Twitter, the websites at WFSE and AFSCME are available to members all the time. When there are opportunities to communicate through other media, such as the news programs, we do that too. Communication is a challenge. In today's world there is so much information coming at an individual member, it's sometimes hard to capture and keep that member's attention. It's a different world than it was even two years ago. The technology changes so rapidly and we change in response to it.
The Communication Conference promises to be an exciting and skill building experience for all. The Communication Committee and the Executive Board of WFSE support the communications efforts of the local unions and hope that this conference will bring new and exciting skills to the members attending that they can then share with the members in their locals or use to further communication within the locals. After all, the most effective communication is the sharing of information and skills one on one.
Wednesday, March 7, 2012
DSHS Consolidation of Institution Business Services
The Union and Management met on March 7th to informally discuss the Consolidation Of Institution Business Services. Here follows a brief recap of the discussion.
Problems exist at all the facilities. This is no surprise to anyone. While the original reason management stated they were consolidating was to provide quality customer service and have a more efficient operation with fewer staff, at this meeting they seemed puzzled by their own statement when it was read back to them.
They had also stated that they needed consistency in operations and that they felt that training and oversight wasn't enough to insure consistency. The union had asked for ongoing monthly meetings in order to deal with problems as we all knew would crop up with this new scheme. Management refused and said they wanted to meet after it had been in effect for a few months. Well, here we are four months later. Hard not to be cynical at this point since so many of the issues we raised could have been addressed as we went along saving members a great deal of long term stress.
Vacancies have plagued the operation. Some of our members moved on rather than stay and go through the process of moving to a new worksite, changing duties, and dealing with the as yet unknown outcome. The workload burden on the remaining staff has brought some members to tears. Management assured the union that they are moving through the process of filling the vacancies. Training staff takes time. The hiring and subsequent training will bring some relief.
Our members told management there are problems with the system and the coding. Some workers do not have access to the screen information needed to do their jobs. IT has also been consolidated and that puts a new wrinkle on some of the problems. The union requested training for members on "Sharepoint".
Human Resources is supposed to be handling the employee benefits retirement and new employee information. That part is not entirely operational as of yet. Our members state that the PDFs they were given do not accurately reflect what they are doing.
Our members asked for and were told they would receive a document that spells out which staff are responsible for what duties. What is the Human Resources function and what is Timekeeping and Attendance responsibility? Right now, our members are just doing whatever they are told and sometimes they receive conflicting instructions from different parts of the management structure. Sometimes their own supervisors are bypassed in communication. Management agreed that it is not working the way it should in the field and agreed to work on the issue with Glen Christopherson, Wendy Long, and Sue Thomas.
Stacie Scott, speaking for management, stated she feels good about what is happening. She said they have had successes. Management pointed out that 5 positions filled were existing staff that received promotions. A position was moved from Rainier to Western State Hospital to do time and attendance because there was a need for additional staff. Part of the work time of the local funds worker will also do time and attendance.
The union requested copies of the service level agreements and the updated PDFs.
Management said they were still working on drafts of the service level agreements and want to meet with the CEOs of the facilities to get them to sign the agreements. (Service level agreements are how the institutions are billed by this new consolidated entity for the work that they do. They are no longer part of the institutions budget but act like a contractor.) Management agreed to provide any updated PDFs that they have.
The union asked for an e-mail or letter to go out to staff telling them how to get the help they need when they have questions about their benefits. Management said they would coordinate that with Human Resources. Management reiterated that the timekeepers were not expected to continue to carry that body of work.
Amy Achilles said, "The overall theme is communication and clarity. If we had that, the problems we face today wouldn’t exist."
The Union and Management discussed the problems arising from the use of the Purchase Card. CMO also is using a Purchase Card that they use and that has compounded the problems. The CIBS staff need the logbooks in order to work effectively. Management said they will make sure the logbooks needed related to the Purchase cards are provided to the staff who need them.
Amy Achilles, speaking for the union, told management that our members shouldn’t be held responsible for problems that exist in this system that are not worked out at this time. She restated our position that management should reconsider the consolidation. She expressed appreciation for the hiring effort that is ongoing.
Management said the problems identified with HRMS can be fixed by the next payroll period. They said the Sharepoint training can occur this month.
Management recognized that there will be ongoing issues.
The union asked for a document describing the separation of duties between home team and CIBS team. Management agreed.
The Union asked for relief at SCC where the staff have not had adequate training and proper access to the programs needed to function in the position. The workload burden is extreme. There was no concrete response to that request.
Problems exist at all the facilities. This is no surprise to anyone. While the original reason management stated they were consolidating was to provide quality customer service and have a more efficient operation with fewer staff, at this meeting they seemed puzzled by their own statement when it was read back to them.
They had also stated that they needed consistency in operations and that they felt that training and oversight wasn't enough to insure consistency. The union had asked for ongoing monthly meetings in order to deal with problems as we all knew would crop up with this new scheme. Management refused and said they wanted to meet after it had been in effect for a few months. Well, here we are four months later. Hard not to be cynical at this point since so many of the issues we raised could have been addressed as we went along saving members a great deal of long term stress.
Vacancies have plagued the operation. Some of our members moved on rather than stay and go through the process of moving to a new worksite, changing duties, and dealing with the as yet unknown outcome. The workload burden on the remaining staff has brought some members to tears. Management assured the union that they are moving through the process of filling the vacancies. Training staff takes time. The hiring and subsequent training will bring some relief.
Our members told management there are problems with the system and the coding. Some workers do not have access to the screen information needed to do their jobs. IT has also been consolidated and that puts a new wrinkle on some of the problems. The union requested training for members on "Sharepoint".
Human Resources is supposed to be handling the employee benefits retirement and new employee information. That part is not entirely operational as of yet. Our members state that the PDFs they were given do not accurately reflect what they are doing.
Our members asked for and were told they would receive a document that spells out which staff are responsible for what duties. What is the Human Resources function and what is Timekeeping and Attendance responsibility? Right now, our members are just doing whatever they are told and sometimes they receive conflicting instructions from different parts of the management structure. Sometimes their own supervisors are bypassed in communication. Management agreed that it is not working the way it should in the field and agreed to work on the issue with Glen Christopherson, Wendy Long, and Sue Thomas.
Stacie Scott, speaking for management, stated she feels good about what is happening. She said they have had successes. Management pointed out that 5 positions filled were existing staff that received promotions. A position was moved from Rainier to Western State Hospital to do time and attendance because there was a need for additional staff. Part of the work time of the local funds worker will also do time and attendance.
The union requested copies of the service level agreements and the updated PDFs.
Management said they were still working on drafts of the service level agreements and want to meet with the CEOs of the facilities to get them to sign the agreements. (Service level agreements are how the institutions are billed by this new consolidated entity for the work that they do. They are no longer part of the institutions budget but act like a contractor.) Management agreed to provide any updated PDFs that they have.
The union asked for an e-mail or letter to go out to staff telling them how to get the help they need when they have questions about their benefits. Management said they would coordinate that with Human Resources. Management reiterated that the timekeepers were not expected to continue to carry that body of work.
Amy Achilles said, "The overall theme is communication and clarity. If we had that, the problems we face today wouldn’t exist."
The Union and Management discussed the problems arising from the use of the Purchase Card. CMO also is using a Purchase Card that they use and that has compounded the problems. The CIBS staff need the logbooks in order to work effectively. Management said they will make sure the logbooks needed related to the Purchase cards are provided to the staff who need them.
Amy Achilles, speaking for the union, told management that our members shouldn’t be held responsible for problems that exist in this system that are not worked out at this time. She restated our position that management should reconsider the consolidation. She expressed appreciation for the hiring effort that is ongoing.
Management said the problems identified with HRMS can be fixed by the next payroll period. They said the Sharepoint training can occur this month.
Management recognized that there will be ongoing issues.
The union asked for a document describing the separation of duties between home team and CIBS team. Management agreed.
The Union asked for relief at SCC where the staff have not had adequate training and proper access to the programs needed to function in the position. The workload burden is extreme. There was no concrete response to that request.
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