Your rights in a PREA investigation

We all know that the Prison Rape Elimination Act (PREA), is in full force. Close to home, an inmate at the Sherburne County jail recently filed a complaint under the PREA.

We've all been told what the inmates rights are, but what are your rights? 

I'll try to answer that in this post.

If you are the subject of a PREA investigation:

You have the right to Union/Legal representation BEFORE making a written or verbal statement. 

Article 34, Section 3 of our contract states: 

Employees will not be questioned concerning an administrative investigation of disciplinary action unless the employee has been given an opportunity to have a union representative present at such questioning. An employee desiring such opportunity shall promptly notify the EMPLOYER and arrange for such representation in a timely manner. The employee shall cooperate fully in such questioning providing full disclosure of all pertinent facts. 

 also,

MSS 241.026 states:

Subd. 4.Place of formal statement.

 

The formal statement must be taken at a facility of the employing or investigating agency or at a place agreed to by the investigating individual and the investigated officer.

Subd. 5.Admissions.

 

Before an officer's formal statement is taken, the officer shall be advised in writing or on the record that admissions made in the course of the formal statement may be used as evidence of misconduct or as a basis for discipline.

What this means is the statement must be taken in a formal setting with your representation present.

If a supervisor or detective comes to you and asks you to write a report or talk about an incident, politely tell them no, until you have your Union/Legal representation with you. Don't let them pressure you to get it done because they don't want to wait for your lawyer. They are there to protect the employer, our lawyer is there to protect you.

If you are asked to write a report or give a statement regarding a PREA investigation call our

MNPEA lawyer at: 651 287-8883.

The PREA contains very severe disciplinary, criminal and civil consequences. Do not take a PREA investigation lightly.

Don't fear being disciplined for exercising your rights. MSS 241.026 states:

Subd. 9.Retaliatory action prohibited.

No officer may be discharged, disciplined, or threatened with discharge or discipline as retaliation for or solely by reason of the officer's exercise of the rights provided by this section.

So stay calm, be smart, exercise your rights.

The end result of short staffing

Video of armed assault on Corrections Officer..

We are locked in 60 to 1 in direct supervision. This could happen here...and they want to give you the same raise as non-essential clerks.

Ramsey County CO assualted

Inmate Convicted in Widstrand Beating Accused of Attacking Correctional Officers 

A teen sentenced to 16 years in prison for his role in the brutal beating of Ray Widstrand on St. Paul’s east side is accused of assaulting and spitting on officers at the Ramsey County Law Enforcement Center.

 Full Story KSTP

The daily grind for a CO. Inmate refuses to cooperate then assaults staff.

Informational Picket, May 6th

Attention MNPEA Detention Deputies, Techs and Dispatchers:

INFORMATIONAL PICKET

WHEN: MAY 6TH 2014


WHERE: HENNEPIN COUNTY GOVERNMENT CENTER DURING THE  BOARD MEETING AND THE HENNEPIN COUNTY JAIL

TENTATIVE TIME: 1 PM TO 3PM


FAMILY AND FRIENDS WELCOME TO PICKET ALSO.

PURPOSE: TO EDUCATE THE COUNTY BOARD AND MEDIA AS TO WHY WE DESERVE A DECENT RAISE. THE HOPE IS TO MOVE BEYOND BEING THE LOWEST PAID IN THE METRO AREA IN OUR JOB CLASSES. 

*MORE DETAILS TO COME

Wisconsin questions high warden pay compared to low CO pay...hmmm

Milwaukee Journal Sentinel

MADISON — Gov. Scott Walker said Thursday he is reviewing a decision by his administration to sharply raise the salaries of a group of prison wardens last month to $100,000 a year without clear documentation of the reasons.

...Michael Meisner, who became warden at Redgranite Correctional Institution after leaving the same post at Columbia Correctional, and Marc Clements, who became the head of Dodge Correctional after leaving the top post at Fox Lake Correctional, both saw their pay rise to $100,000 a year from $90,420, an increase of $9,580, or 10.6%. The salary increases for those two wardens come on top of those given to six others as part of the series of transfers that the Journal Sentinel reported last week.

The salary increases came at a time when rank-and-file corrections officers received 1% pay raises and are still adjusting to a 2011 law that cut their overall compensation and greatly reduced the power of unions representing them.

Full Story: Corrections One

Closer to home, Sheriff Rich Stanek's salary went from $145,000 a year in 2007 to $157,000 a year in 2013. The Hennepin County board makes $99,000 a year and are the only county board in Minnesota to get take home cars. 

At a time that the employees of the largest jail in Minnesota have the lowest pay in the metro area after years of wage freezes.

And they will be wondering why we are picketing very soon. 

Fun facts from the HCSO 2013 Annual Report

Click to enlarge

The Hennepin County Sheriff's Office 2013 Annual Report is out. It contains many things we can be proud of. The page about the Adult Detention Division states in the first paragraph: 

"The Hennepin County Sheriff's Office (HCSO) operates the largest jail in Minnesota and the only jail in the state that is accredited by the American Correctional Association. The Sheriff's Office has achieved this distinction because it maintains the highest standards of inmate custody and care."

It lists several facts:
Annual Bookings: 35,910
Average Bookings per day: 98
High count for the year: 808
Low count:603
Inmate meals served: 820,168

Here's a few facts not listed:

241 use of force incidents in the jail division in 2013

18 assaults on staff in 2013
Here's that breakdown:

4 deputies spit on
2 deputies grabbed
1 deputy scratched
8 deputies punched
1 deputy bodily fluids thrown on 
1 deputy fecal matter in face
1 deputy bit

Here's another fact not listed. Hennepin County Detention Deputy's are the lowest paid in the seven county metro area. That's right, the biggest jail in the state, the busiest jail in the state, the most dangerous jail in the state, the only ACA accredited jail in the state, the jail with the highest trained staff, the jail with the "highest standards of inmate custody and care," is the lowest paid in the metro area after wage freezes for 5 of the last 10 years.

Have I mentioned the HCSO has the highest paid Sheriff in the state, at $157,000 a year, and the highest paid County Board members averaging about $99,000 a year.

10 Things I wish I knew before becoming a CO

Corrections One asked the question:

We want to know -- what are some things you wish you had known before becoming a corrections officer? 

Click HERE for the answers

Sex offender visits Sheriff's Home

Ok, so a convicted sex offender shows up at the Sheriff's house..his wife answers the door...scary shit. No one in public safety wants a convicted sex offender at the door..it cuts right to the primal core of protecting our families....the man was eventually arrested and charged with terroristic threats.

Yet when the same thing happened to the Hennepin County Detention Deputies and 911 Dispatchers just a few months ago...Hennepin County did nothing! The County even supplied our names to AFSCME organizer Ryan Hanson who then went to our homes with convicted sex offender Dale Blom. An Internal Affairs investigation was launched that went nowhere. No charges, no nothing.

It's the same old same old. It only matters if someone important is affected. Then it's front page news.


KMSP-TV

MNPEA Union Meeting

MNPEA Union Meeting    

Monday March 31^st

7 PM, Basement Meeting room

 

2233 N Hamline Ave 
Roseville, MN 55113

Food will be served

Topics will include the contract negotiations and planning a picket.

Ballots Counted

The ballots were counted today. The County's, "Best and Final Offer" was rejected  by a 2 to 1 ratio by the members.

More to come.

Ballot Count

Ballots on the County's offer will be counted Friday, March 14th at 11 A.M.

All members are welcome to be at the MNPEA office for the ballot count.

All interested meet in the basement meeting room.

2233 N Hamline Ave 
Roseville, MN 55113

Hennepin County Commissioners responsible for your low wages.

Mike Opat- up for re-election

 These are the highest paid County Commissioners in the State of Minnesota. They average about $98,000 a year in salary. 

Together they have made us the lowest paid Detention Deputies in the seven county metro area. Even though we run the largest most dangerous county jail in Minnesota. The only ACA accredited jail in the state.

The only way to get real change is to get a board elected that is as interested in employees as new buildings and equipment.

Three are up for re-election. Mike Opat, Jan Callison and Linda Higgins. 
(Click on the pictures for interesting results.)

Linda Higgins-up for re-election

Jan Callison-up for re-election 

Jeff Johnson- running for Governor

Peter McLaughlin

Gail Dorfman-retiring 

Randy Johnson

Sick Time Arbitration

Arbitrator Crump has found in favor of the employer for our sick time arbitration.

His decision in BMS case 12-PA-0846 is:

            After study of the testimony and other evidence produced at the hearing, on the arguments of the parties (in post-hearing written briefs) on that evidence in support of their respective positions, and on the basis of the above discussion, summary of the testimony, analysis and conclusions, I make the following award:

1.            The Employer established a reasonable attendance policy;

2.            The Counseling the Grievant was within the bounds of the CBA and the Law; and

3.            The Union Grievances is DENIED in full as set forth herein.

The Union's main position was that the new Lexipol Policy on Sick Leave violated the Contract by suddenly making use of 96 hours of sick time in a rolling 12 month period "abuse" of sick time, even if such use was for purposes allowed in the contract, or even pre-approved. The Union's position was that if the Employer wanted a change to the Sick Time language in the contract it should be negotiated, not just issued as policy and then applied RETROACTIVELY one year.

The Employer's position was:

Mathisen testified that what lead to enactment the 2011-Sick Leave and Attendance Policy were two-fold: first, sick leave usage was very high, especially in the jail, and with that goes a premium  over-time costs being paid for sick leave usage, and secondly, moral among some employees who were continually being drafted to cover a shift in the jail at a cost of one-and-a half time the salary.

...The main purpose of the Policy states that attendance is an essential function of every job in the Sheriff's Offices, absenteeism reduces the efficiency of office's operations, costs the County and it's taxpayers money, and requires co-workers to do the work of absent colleagues.

The Employer called William P. Peters (Peters), Director of Labor Relations. Peters testified that he has worked 34 years for Hennepin County and 13 years in the current position as Director of Labor  Relations.

Peters testified further on the subjects regarding Employer Authority,11 Article 6, and Complete Agreement and waiver of Bargaining, Article 24, in the current Contract. He pointed out that the relevance of those two Articles is axiomatic in Labor Relations to understand that Management has nearly unlimited rights to establish the terms and conditions of employment unless those terms and conditions are specifically modified or abridged by the Labor Contract. 

While I am disappointed in the Arbitrator's award I am again dumbstruck by the employers constant negative attitude towards its' employees.

To make a policy and enforce it retroactively leaves me dumbstruck. Then to further dig in their heels to the point of arbitration rather than to negotiate.

I find it even more amazing that the reason the employer cites for this retroactive sick leave policy was a concern over, " premium  over-time costs being paid for sick leave usage, and secondly, moral among some employees who were continually being drafted to cover a shift in the jail at a cost of one-and-a half time the salary."

Yet even though we are the largest jail in the State of Minnesota, we are the lowest paid Detention Deputies in the metro area. Even their low ball contract proposal we are currently voting on will keep us there. The low pay has led to staff shortages, overtime and drafts, and is only getting worse. As far a "moral among some employees," the low pay, wage freezes and 28 day schedule eliminated that years ago.

I believe the citizens of Hennepin County are in for a public safety crisis this summer when the scores of Hennepin County Detention Deputies and 911 Dispatchers, who are currently being back-grounded, move on to other better paying jobs.

Then let's revisit overtime costs and moral among employees.

Facts about Correctional Officers

The following are all quotes from the Bureau of Labor Statistics  regarding our profession:

What Correctional Officers Do

Correctional officers are responsible for overseeing individuals who have been arrested and are awaiting trial or who have been sentenced to serve time in a jail or prison.

Work Environment

Working in a correctional institution can be stressful and dangerous. Correctional officers and jailers have one of the highest rates of injuries and illnesses, often resulting from confrontations with inmates. Because jail and prison security must be provided 24 hours a day, officers work all hours of the day and night, weekends, and holidays.

Job Outlook

Employment of correctional officers is projected to grow 5 percent from 2012 to 2022, slower than the average for all occupations. Although budget constraints and a falling crime rate will require fewer workers, job openings will continue to become available  because the dangers associated with the job cause many to leave the occupation each year.

Injuries and Illnesses

Working in a correctional institution can be stressful and dangerous. Every year, correctional officers are injured in confrontations with inmates, and some are exposed to contagious diseases. As a result, correctional officers have one of the highest rates of injuries and illnesses of all occupations. 

The job demands that officers be alert and ready to react throughout their entire shift. As a result, some officers experience anxiety.

One more fact: The Detention Deputies working in the Hennepin County jail, the largest jail in Minnesota, are the lowest paid in the Twin Cities metro area.

Welcome Minneapolis 911 to MNPEA!

MNPEA Welcomes the Minneapolis Dispatchers!

AFSCME challange to MNPEA dismissed with Prejudice

This is a re-post from MNPEA's Facebook page. AFSCME and Teamsters Local 320 brought a challenge at the Bureau of Mediation Services challangeing MNPEA's right to status as a public employee union. They wasted thousands of taxpayer dollars for the hearing at the State, wasted their members dues money on attorneys and wasted MNPEA member resources. 

Brian Aldes, Teamsters

Why? Because Brian Aldes (Teamsters Local 320), 

Eliot Seide, AFSCME

Eliot Seide and Eric Lehto (AFSCME Council 5) were afraid of the MNPEA continuing to attract their members.

When they realized they weren't going to win, they threw in the towel.. Here's the post:

"Concerning AFSCME and Teamsters 320 claim that MNPEA should be de-certified as a Public Sector Union:

The Bureau issued a ruling that Council 5 and MNPEA shall share the cost of the hearing transciption equally and that there is not a reasonable appearance that MNPEA presently fails to comply with any of the requirements of sections 179.18 to179.231.

We'll have the COMPLETE Transcripts posted soon. You're going to love this!

That's Right! We're still here in spite of Brian Aldes from Local 320 bragging to members and others that we would be removed and in spite of AFSCME spending tons of member's dues money on the bogus hearing! Nobody from 320 even showed at the hearings, they sent a hired gun atty at the expense of their members. At least AFSCME's bureaucrats (appointed non-elected by the way, that's why we call them bureaucrats) had the courage to be there and go on record. 320 talks a lot of smack in the background but won't put anything in writing or go on record....

We're still $39 per month including On and Off Duty Legal Defense for members and their spouses."

BMS Decision

Mediation "Employers Best and Final Proposal"

Today we had mediation with Hennepin County. The following is the "Employers Best and Final Proposal."

It will be sent out for a vote.

The negotiating committee said we would not recommend a yes or no vote but leave it to the members to vote. So here it is, essentially it's the same offer they gave to AFSCME workhouse when they bargained with the non-essentials (as AFSCME always does). I will strip it down to the basics, the entire proposal will be mailed to you to vote on. 

WAGES: 2.5% cost of living raise 2014
                  2.5% cost of living raise 2015

Cash lump 2014 and 2015 of $300 to employees making under $18.01 an hour

SHIFT Differential to go up 5 cents to 90 cents an hour

Weekend Differential to go up 5 cents to 70 cents an hour

MARKET ADJUSTMENT

2014 1% market adjustment top pay Detention Deputy only
2015 1% market adjustment top pay Detention Deputy only

FOR DISPATCH
2014 only 2% Market Adjustment to each step in the pay range 

Additionally they agreed to allow Oral Reprimands to be removed from our files as a "me too" with the Licensed Deputy contract.

That being said, remember this is my personal blog, the following is my opinion.

If the members vote yes. They will receive a cost of living raise and steps. But only top paid Detention Deputies will receive a market adjustment. 

If the members vote yes, dispatch, who number about 1/4 of our bargaining unit, will receive a bigger raise than anyone else and our Detention Techs and Evidence Specialist will receive a lower raise than anyone in this bargaining unit. Essentially the pattern of everyone getting the same raise will be destroyed. 

AND, we will still be the lowest paid of our job-class in the 7 county metro-area. The County will still have the same attraction and retention problem they have now.

As an aside, the County and Bureau of Mediation Services forced the Dispatchers into our group in the late 90's when they became "essential," because they considered us the same. and we have ALWAYS received the same raise.

If the members vote no, the county will pull everything off of the table and we will go back to mediation. If we are unable to get an agreement we will file for arbitration. 

During the interim we will picket the County Board in an effort to get a better market adjustment.

While there are no guarantees in arbitration, traditionally the County argues the AFSCME pattern, and we would probably not do worse than this offer for the Detention Deputies. 

However, we could end up with the better offer made to the dispatchers in our unit or they could end up with ours.

Another thing to consider is that the Licensed Deputies have not settled. In years past when we have settled first they have on occasion been given more. Why settle first? I strongly suspect the county will offer them more, like the dispatchers.

I am at top pay. As such I will receive a bigger raise than the majority of our people not at top pay. I will vote no on this contract for two reasons. 

One, it is not enough,  the market adjustment offered still keeps us at the lowest paid in the 7 county area.

Two, I believe the market adjustment should be across the board for all of our members at every step. 

I find it offensive that the employer offered some in our bargaining unit a larger market adjustment then others. We all suffered through the wage and step freezes. We all descended to the lowest paid in the metro-area together. We should all climb out together.

I must again ask the employer what I asked at out first bargaining meeting, "Why does Hennepin County think we should be the lowest paid in the metro-area?"

In solidarity,
Wade Laszlo

Teamsters Local 320 Attack on Corrections Officer Pension

Contract Mediation 2/18/14

On 2/18/14 Hennepin County and the MNPEA Detention Deputies, Techs and Dispatchers will be in contract mediation at the Bureau of Mediation Services.

Here's the bottom line. Dozens of employees are leaving the jail and dispatch. One of the primary reasons is because we have the lowest pay for our job classes in the metro area.

IF our employer Hennepin County (the County Board) doesn't come up with a reasonable offer they will be the cause of a Public Safety crisis in Hennepin County.

Imagine this summer if 25% of the jail staff (which is actively looking for other jobs) leaves?

Imagine the $30 million new dispatch center opens and there aren't enough dispatchers to handle the calls?

The citizens of Hennepin County will be ill served by the County Board's Public Safety decisions.

The ball is in their court...and the fallout will be too.

How wage freezes were dealt with in 1963!

Nothing like Labor History to see how wrong wage freezes are:

Eleven members of the Carpenters’ union in Reesor Siding, Northern Ontario are shot, three fatally, by independent local farmer-settlers who were supplying wood to a Spruce Falls Power and Paper Co. plant. Some 400 union members were attempting to block an outbound shipment from the plant. The action came as the company was insisting on a pay freeze and two months of seven-day-a-week work – 1963

Source: Today in Labor History

Hennepin County Dispatch-State of the Union

Ground Breaking for new $30 Million Dispatch Center

This is a post from one of our Hennepin County Dispatchers who is also a MNPEA Union steward. As most know Hennepin County is building a brand new $30 million dispatch center. Unfortunately the dedicated people who are to staff it seem to have been left out of the budget. This is his post:

Morale at Hennepin Co Sheriff's Radio is at an all-time low.   Retention of current staff is the main challenge.  Maintaining staffing minimums has resulted and dispatchers getting forced overtime sometimes 3 of their 4 days of a rotation.  Same goes with getting forced to come in on your days off.  Time off is taken for granted.  For those that would like to take time off, the rule is only one dispatcher , no matter what shift, will be granted time off for vacation per day unless it's during prime time vacation (Memorial Day-Labor Day and The Holidays).  Hard to take vacation days that we earn.  Dispatchers at their contractual vacation cap balance of 280 hours cannot take a day off they prefer but one that works out best for management.  Staffing shortage burdens are solely on the current dispatch staff and not management.  Management could help the situation some but refuse to.  We have first line supervisors that are able to be call-takers but downtown won't let them be a part of the minimum staffing equation.  Even when doubled up, they can't help.  We even have first line supervisors that cannot ' do the dispatch job' but get paid considerably more than others.  

Years ago, during hiring times, there used to be a long list of applicants especially those with years of 911 dispatch experience.  Now, we hardly get anyone thats been a public safety dispatcher before.  Raw recruits that have a 50% chance of making it through  the coaching program. 

We are the hardest working group in the Sheriff's office and have been for quite a few years living without any wage adjustment or cost of living raise.  We are doing more with less.  We have become specialized and not compensated for the important skills acquired (CJIS, Fire Dispatch Core, training) .  We've acquired the city of Brooklyn Center that has dramatically increased our workload with no help from downtown.  

We are building a new 911 communications center in Plymouth due to open later this year.  Along with that,  we will begin dispatching for Golden Valley.  More work ahead facing the same staff shortages and still our 2014/2015 union contract has yet to be settled.

Morale is so bad, new hires come and overhear or see some of the issues we face and leave before they complete training.  There have been quite a few dispatchers that have left for other agencies that pay their dispatchers better.  Some  have left for North Memorial Ambulance, HCMC EMS, Metro Transit or other 911 centers in the metro.  Hennepin County used to be in the top 3 for pay in the metro area.  We have now fallen behind that we are the lowest, if not the lowest paid dispatchers in the 11 county metro area while being the busiest per dispatcher metro-wide.  Chances for promotion are limited.  You can only be promoted to Telecommunicator Sergeant and nothing further.  Other Comm Centers let their civilian staff be able to rise to levels not heard of in Hennepin County.    Dispatchers do not get any formal breaks and if you listen to a police radio or call 911 during normal meal times, you'll probably hear a dispatcher talking with food in their mouth because we have to eat at our workstations and work at the same time.

HCSO has made great strides department wide the last few years except in their 911 call center.  Overworked, cramped, and not appreciated dispatchers is one last area of improvement needed to make HCSO a good well rounded agency.  Training is virtually non existent.  There never is any worthy money set aside in the radio budget for training.  Resources have been taken away from dispatch staff also.   

We do a darn good job but we could be so much better had we had better working conditions.  An agency similar to ours was recently featured on a local news story about 911 call response.  It was learned that in that particular agency, 911 calls have routinely been missed or have had callers have to endure long waits for someone to answer emergency requests.  At Hennepin County Dispatch, a call for service , no matter if it's a 911 or non-emergency, is never, ever missed.  Hennepin Dispachers as well as our union brothers and sisters at the Hennepin Co Jail are the HARDEST workers in the sheriffs office.

Aaron Coates

Serving since 1990.

911 Dispatcher and Union Steward

What if Hennepin County couldn't staff the jail?

Imagine waking up to this news story: National Guard To Run Hennepin County Jail

Given the current trends this is not beyond the realm of possibility.

Where Does Your Sheriff Stand?

Corrections News & Views, January 2014 Edition

What are potential and ex-employees saying about working at the HCSO?

This is a thread from Officer.Com, it's a discussion between former employees and potential employees considering working for the HCSO. 

 A potential applicant asks, "Is HCSO still on a pay freeze?"


The answer he gets is, "No, but they are paid less than surrounding counties/agencies. 

See the following websites for more details:

Hennepin County Sheriff's Deputies Association
www.hcsda.com (Click on Contract and Pay Scale) |www.facebook.com/hcsda

Hennepin County Detention Deputy Blogspot
http://detentionhome.blogspot.com/"

Potential applicant responds, "WTF. That's pretty terrible."

OUCH!

The link is a good read that gives a pretty honest sum of working here.

PREA Update

On Friday January 10th we met with Sheriff's Administration to discuss the implementation of the PREA background checks on MNPEA members. This is a new condition of employment and it should be negotiated and we believe either contract language or a Letter of Understanding needs to be drafted to establish what can and can't be done under the PREA background investigations.

We made it clear that we were going to cooperate with the new law, but were concerned about the Sheriff's Office casting a "wide net." Our goal is to make sure the law is applied to our members as written, no less and certainly no more. After all, PREA backgrounds are available to future employers.

We went over the questions the Sheriff's Office wants to ask and there were a couple we believed were not required by the PREA. We made recommendations to the administration.

We have concerns over any unreported minor  infractions that may be found during a background investigation. The purpose of the PREA is to make sure you aren't a sex offender working in corrections, and you shouldn't be if you are. The Sheriff's Administration says if found, minor infractions will be turned over to I.A. We view it as a search warrant looking for a specific item not a catch all.

There is concern many of you have  about being fingerprinted again. The PREA does not require it as part of the background check. The Sheriff's Office believes it is necessary. Our position is that they already have them. 

We have concerns over where those fingerprints will end up. After all the HCSO has a poor track record of keeping confidential information confidential. Like the 3 times they violated our Garrity Rights and home addresses ending up with AFSCME. Let's not forget the Kingfish system that allows the Sheriff's Office to track our cell phones. As I said, we will comply with the law, but do not want a wide net cast beyond what the law requires.

An interesting side-note is that every time we go to arbitration our employer, the County makes it clear that there are three corrections groups in the County. The Workhouse, the Juvenile Center and us at the jail. They ALWAYS say we are the same and use that argument to keep our pay equal, even though we have more inmates, more training and higher standards (ACA). Well guess what? The Workhouse and Juvenile Center CO's aren't getting fingerprinted as part of their PREA background. Why should we be held to a higher standard? 

The Lieutenants at the meeting are bringing our concerns to the Sheriff. We will wait and see how it goes. 

Low pay costs taxpayers money!!

Correctionsone is reporting:

 ATLANTA, Ga. — Turnover in Georgia’s adult and juvenile justice systems, which pay their correctional officers far less than what their peers receive in other Southeastern states, required training for nearly 3,000 replacements in the most recent fiscal year at a cost to taxpayers of about $30 million.

Take note Hennepin County!. The Detention Deputies working for the Hennepin County Sheriff's Office in the jail are THE LOWEST PAID IN THE SEVEN COUNTY METRO AREA!. 

That's right, the biggest busiest jail in the upper Midwest, with 839 beds, is the lowest paid. On average $2-$4 an hour lower than their metro area counterparts at smaller county jails.

Our jail is hemorrhaging employees. This brings the experience level down and the risk of lawsuits up. 

I was talking to one of the Hennepin County workhouse CO's last week and he said they hired 5 new CO's and just as they finished training 3 left to work for Ramsey County which STARTS at $4.00  an hour more.

3 of my longtime co-workers in the County jail left in the last week for better paying jobs and our boss has no idea how many more are about to.

Low pay leads to turnover, expensive hiring and training of replacements, inexperienced staff and lawsuits.

It can't be that they can't afford it. In 2007 the jail was staffed with 181 detention deputies and 39 licensed (sworn). The licensed deputies make $1,000 a month more. Under Sheriff Stanek the detention deputies now only number 142 while the number of  licensed deputies in the jail has risen to 93. That's an increase of 54 licensed deputies doing the same job as the detention at a cost of $54,000 a month more! Do the math. I should note, Hennepin County is the only jail increasing licensed staff, the others have almost eliminated them from their jails.

Hennepin County just raised our Sheriff's pay to $157,000 a year, making him the highest paid in the state. Up $12,000 a year from six years ago. All while keeping their Detention staff at the lowest paid in the metro-area. 

Go ahead County Board, pat yourselves on the back for winning the battle, but you will lose the war when no one is willing to work these essential public safety jobs.