Paychecks, Pensions, Contracts and Respect

PAYCHECKS

There are some basics to the employer/employee relationship. Getting paid is one of them. The Star Tribune is reporting what we already know, "Glitch delays Hennepin County employee paychecks." Most of realized Friday morning we had not been paid. As the day wore on some were paid and others not. Some only received $50, others checks were hundreds short. 
“Nobody lost any money but they didn’t get paid in a timely fashion,” Dave Lawless, the county’s director of finance and budget, said Saturday. “We’re still running down what happened and it should all be worked out by Monday, Tuesday at the latest. It was a case of ‘I got your money rather than getting mine.’ ”

“We will be talking to U.S. Bank about waiving any fees assessed to people who were affected by this error,” he said. He added that the county would consider paying any overdraft fees to an employee, should the bank balk. "   (Star Tribune)

In this day of Direct Deposit, many also have automatic withdrawals on payday.Car loans, mortgage payments, &c. No deposit means overdrafts and overdraft fees. Nice to know our employer will "consider" covering them.

When I left work I had already spoken to a Sheriff's Office payroll employee, who will remain anonymous, he said that County Payroll left work on time on Friday and wouldn't be back until Monday! If this is true it certainly shows a lack of respect for their employees and the hardships this causes. 

PENSIONS

It appears there is a move to add other people to our Correctional Pension. You can read about it here: 

Pension Commission Considers Bill to Expand Correctional Plan

CONTRACTS

As you know we are currently in contract negotiations with Hennepin County. AFSCME has reached a tentative settlement with the County. The 2.5% cost of living offered for 2014 and 2015 is behind the 3% State Corrections received and the 1% Market Adjustment for 2014 & 2015 amounts to only about 27 cents a year. 

Had we not been so far behind this would be a decent offer, but we are the lowest paid corrections officers in the metro area and this offer will not change that.

MNPEA is asking for a $3.00 an hour market adjustment. We are currently $2-4 an hour behind all of the other smaller seven county metro area jails. See previous blog article.

RESPECT

The current situation is this. Our pay is miles behind our nearest counterparts, Our employer, rather than viewing our jobs as essential and dangerous has said, " that deputy jobs at the sheriff’s office are often entry-level and become a steppingstone for positions at other law enforcement agencies." 

Our paychecks were screwed up, which we all know can happen in the electronic age, but the employer doesn't make payroll stay the weekend to fix it, because apparently our overdrawn checking accounts can wait until Monday or Tuesday.

 The word peon comes to mind. 

AFSCME Workhouse questions answered

I am getting emailed many questions from Hennepin County Workhouse AFSCME members. Just to be sure the word is spread beyond just the emailers I will post some of the answers here to questions and AFSCME misinformation..

Misinformation: AFSCME will get a raise but if you go to the MNPEA you won't.

Fact: Raises come from the County not the Union. The County typically offers every organized bargaining unit the SAME raise. Because AFSCME always lumps their essential Corrections Officers with the non-essential clerks and janitors you actually have a BETTER chance of getting a bigger cost of living adjustment with MNPEA. Consider that Hennepin County CO's are the lowest paid in the seven county metro area. You would not do worse than the county offer, but have a real good chance at doing better if you bargain as essentials with MNPEA.

Misinformation: Side agreements like our bid agreements will disappear.

Fact:  Those agreements are between the employer and YOU, the bargaining unit. Those agreements will remain intact. All of the side agreements we had as Teamsters carried over when we switched to the MNPEA. You can also negotiate NEW side agreements with the employer as MNPEA members.

Misinformation:  You will pay MNPEA $39 a check in dues.

Fact: Dues are only $39 a month and includes the Legal Protection Plan.

Misinformation:  The MNPEA legal plan only covers up to $5,000 and they decide who they cover and who they won't. 

Fact:  Right from the MNPEA website: 

I.  Criminal Charges – Trial & Defense: Complete legal representation (all attorneys fees paid) for criminal charges (including DWI and Criminal Traffic matters- meaning where jail time may be potentially be imposed), whether job related or not, on duty or off duty, within the State of Minnesota.  Covers all attorneys fees for all stages of representation, from pre-charging to sentencing. 

The $5,000 number comes from the part of the MNPEA Plan covering other expenses:

Additionally, all costs (costs are not attorneys fees- these are expenses the firm pays out of pocket or advances to the client’s case) incurred by the Firm shall have a maximum coverage of $5,000 per case.  Cost may include, but are not limited to, online legal research fees, mileage (excluding Fowler’s mileage), filing fees, copy expenses, fax expenses, obtaining police reports, expert witness fees and retainers, depositions, statements, fingerprints, collection of physical evidence, hiring private investigators, etc.  For costs in excess of $5,000, the Member shall be personally responsible. 

There are several MNPEA members who have used this plan for things ranging from DWI, Disorderly Conduct, Domestic Assault and even a fire pit that got out of control. They did not spend a penny.

Also consider how much you would spend to defend yourself from an inmate allegation of sexual misconduct under the PREA.

Misinformation: We will wait until after the contract is settled. After all the AFSCME State Corrections Officers got a 3% and 3% cost of living. We don't want to jeopardize that. 

Fact:  If you wait until after the AFSCME contract is settled you will not be able to drop them for 2 years. The open period for contracts is between 120 days and 60 days before the contract expires. For Hennepin County that means you can only change exclusive reps in September and October every two years. Again, the County will offer everyone the same raise as a starting point.

Changing Representation should not be taken lightly.  Ask yourself these questions:

Does my business agent represent the rank and file concerns or the larger political ones of the Union?

Does my Union back me when I have a grievance?

Does my money go to overpaid fat cats and politicians rather than arbitrations for member concerns?

Does the Union care about my shop, or are we lumped in with job classes we have nothing in common with?

If I am a Public Employee does my Union have Legal Representaion, because my job could depend on it?

Why hasn't my Union paid any attention to us until we started filling out cards to leave? 

Can I take another 2 years of AFSCME?

If you are happy with your current representation vote to stay.

If not, it's time to end a bad relationship, vote to join MNPEA and get the representation you deserve.

REMEMBER THIS IS A BLOG. FEEL FREE TO POST QUESTIONS ON THIS BLOG AND I CAN ANSWER FOR ALL TO SEE. YOU CAN POST ANONYMOUSLY. 

Corrections News & Views 2012, vol. #1

Contents: Representation, Contract Negotiations, Shift Differential Grievance, Steward Elections, Staffing Cuts, Stewards Banned from I.A. and the Pension