Some Details

As with most of you, I am a fiscal conservative. I have watched pension plans crash and burn. Like the Teamsters Central States pension.

To Minnesota's Credit, the PERA Board and legislature have historically done a great job of keeping our pensions solvent.

The last eight years were not particularly good for many pensions. The MSRS Correctional Plan, PERA Police and Fire, TRA (Teachers Union) and Judges pensions are not doing so well
and wisely some adjustments are being made to insure they remain solvent into the future.

Among proposals by Sen. Rosen in SF545 is to reduce the Cost Of Living Adjustment (COLA) of some of the plans, but not equally. Among them is to cut MSRA Correctional from a 2% annual COLA to 1.5% and to cut our PERA Correctional COLA from 2.5% to 1.5% so they are uniform.

Wait a minute. MSRA Correctional is way under funded and only gets a .5% reduction in it's COLA. The PERA Correctional Plan which is funded at 95.7% is asked to take a 1% cut in COLA!

The Legislative Commission's own actuarials on the PERA Correctional Plan state, "The funded status of the plan will increase gradually towards a 100% funded ratio."

It's disturbing to see Republicans like Sen. Rosen and her counterpart in the House, Rep. O'Driscoll, wanting to make things uniform. That sounds more like socialism than conservatism. Sadly, the vote was 100% in the Senate for this.

I can understand the cut to the MSRA Correctional Plan, but not the PERA Corrections Plan. They are two separate pensions, separate funding and one plan is anemic, the other healthy. Why give the healthy plan the bigger cut? This is unfair to County Corrections Officers.

Here's a large part of the problem. The largest Unions representing County Corrections Officers are MNPEA and LELS. We had no input!

The two groups that had input were Teamsters Local 320 (who lost almost all of their CO's) and AFSCME.  They were more interested is shoring up the pensions of their General Groups and Police, which make up a majority of their members.

AFSCME actually threw their approximately 100 CO's at the Hennepin County Workhouse under the bus. On their AFSME Council 5 website they call for shared sacrifice! Cutting our COLA does not help MSRS! If I were a Hennepin County Workhouse CO I'd scream bloody murder at AFSCME.

I leave you with a picture from AFSCME Council 5, calling for shared sacrifice! They plan on working against County CO's again in 2018. We have much work ahead.

Pension Watch Pt 3, what we are up against.

Watch the video, in it Sen. Rosen, Chairman of the Legislative Commission on Pensions and Retirement speaks of her bill.

Of note is the stated goal at the 3 minute, 30 second mark of "stabilizing the pensions at 90%."

Watch the video and then look at my comment son You Tube.

Pension Watch Part 2

So after much digging around here’s what I found out.

The PERA Board made no recommendations to change our pension.
It is 100% politically driven by the legislature.

The Bill (HF565) was introduced into the House by Rep. Tim O’Driscoll (R-Dist 13) and in the Senate (SF545) by Sen. Julie A. Rosen (R-Dist 23).

It died last time because Gov. Dayton vetoed it. But my understanding is it’s coming back.

Our PERA Correctional Plan already pays out the lowest benefit of any corrections or law enforcement pension in the state.

The Police and Fire pension pays out at a rate of 3% of their high 5 with a 1% annual COLA. They are only funded at 87.7%. (and they have a seat on the PERA board).

The State Corrections pension pays 2.4% a of their high 5 with a 2% COLA. (and they have a seat on their MSRS pension board).

Our PERA Correctional Plan pays out at 1.9% of our high 5 with a 2.5%  annual COLA because we are funded at 95.7%.

This Bill is patently unfair to PERA CO’s and Detention Deputies. We have the healthiest pension and the lowest payout! If they want to limit our COLA then make it fair and at least give us the 2.4% payout the State Corrections Officers get!

Rep. Tim O'Driscoll

The good news is that nothing can really be done on this until this summer. Our COLA is safe for 2018 and probably 2019 by the time they get anything done.

If we can get the authors of the Bill to withdraw the Bill or at least the part affecting us, we’ll be fine.

If not our pension will not keep up with the cost of living.

Contact Rep. Tim O'Driscoll  rep.tim.odriscoll@house.mn and ask him to withdraw our portion from his Bill.
Home: Sartell P.O. Box 225, 56377

Sen. Julie A. Rosen

Contact Sen. Julie A. Rosen sen.julie.rosen@senate.mn

Home: Vernon Center P.O. Box 428 56090

Ask her to withdraw out potion from her Bill.

When you contact them stress the unfairness.
Our pension is fully funded with the lowest payout.
Ask why they are punishing us! 

People who spend their lives in a dangerous career for public safety shouldn't get shortchanged at the end!



Feel free to contact me at my new email: pera.watchdog@gmail.com

PERA Correctional Pension Watch

As a retiree I am paying close attention to our Correctional Pension. There are some proposed changes afoot that concern me. They should also concern future retirees.

Of particular concern is this Correctional Plan item from the PERA website:

Anderson said that PERA staff will continue to meet with Correctional Plan stakeholders to gather input into possible plan changes. The Board did not propose changes during the 2017 legislative session; however, the Legislature did propose a change from the current 2.5 percent trigger to a fixed 1.5 percent COLA. 

In the same letter the legislature is proposing a change from a 1% COLA for Police and Fire to 1.5%.

Currently the *Correctional Plan is funded at 95.7% and the Police & Fire Plan at 87.7%. The trigger for a 2.5% COLA is 90%.

*Source PERA Comprehensive Annual Financial Report.Pg 12.

The exceptional health of the Correctional Plan triggers the higher 2.5% COLA for Correctional retirees.

The Police and Fire Plan has had issues and has been unable to hit the 90% -2.5% COLA trigger.

Our Correctional Plan pays out at a rate of 1.9% of our contributions. Police and Fire pays out 3%!

Our plan has more money and triggers the 2.5% COLA. Theirs currently does not.

I don't care what they give P&F, but the proposed downplaying of our benefit seems to be a give away from the money WE paid into ours for another plan.

There is a PERA meeting on December 14th supposedly seeking input I want to attend. I just emailed PERA to get the info.

Why is this important? Former Teamsters Business Agent David Metusalem has Retired from the Ramsey County Sheriff's Office to be Executive Director of Minnesota Police and Peace Officers Association, aka MPPOA (Congratulations). This required him to relinquish his seat on the Police and Fire Plan Board, triggering an election. We've never had a seat at the table!

The PERA website says they are meeting with "Correctional Plan Stakeholders." Who?

Why does this matter? P&F have members watching their retirement. Corrections does not!

Back in 2009 when we at Hennepin County were Teamsters, we made a proposal to get a Detention Deputy on the PERA Board. It passed, but never happened.

Who is looking out for us? Back in 1997 when we were first meeting at the Teamsters building with Mike Golen and Tom Perkins (our plans' architect) , Dan Wells from LELS sat behind me laughing at the idea. MPPOA and LELS won't care. Teamsters failed to act!

We have to get a Detention Deputy/CO and or Retiree on the Board. MNPEA members your board is already on this. The Correctional Plan architect is on MNPEA's board.

MPPOA and LELS, are you going to protect your 800 CO's?

Watch this blog for updates. Be prepared to contact your State Reps.

A good on and off duty Legal Defense Plan is a necessity

Fox 9 just ran a story about Hennepin County Sheriff Rick Stanek being involved in a fight in Las Vegas. Click here for FULL STORY

Unfortunately this sort of conduct emphasizes the all too common double standard of one set of rules for elected officials and another for everyone else.


I hope current licensed and detention stewards pay attention. This does set a precedent for discipline of employees for off duty conduct.

As a long time steward I can't tell how many times that same Sheriff disciplined employees for similar off duty conduct.

Before joining MNPEA, Hennepin County Detention Deputies were part of LELS. At that time they didn't cover either on or off duty charges. Next we went to Teamsters, their plan covered on duty incidences, but off duty you were still on your own.

When MNPEA formed in 2011, it was designed to protect members on and off duty with their legal plan. People will be people, and without protection off duty incidences can cost you time, money and as a public employee your job. They even added full coverage for spouses, because their conduct can also affect you and your job.

You don't have to abide their double standard.

Final Corrections News and Views

Hey all, thanks for your friendship all these years. Thanks for allowing me to represent you as a steward all those years. I've released the final Corrections News and Views. I will be keeping the detentionhome blog up, and may post to it from time to time.You guys are still welcome to post there.

I am now a licensed Realtor with theMLSonline.com. Call me, 763 807-6668 if you or anyone you know needs a house or wants to sell one. Or email me at wlaszlo@themlsonline.com 

Special thanks to MNPEA, especialy Tom Perkins, Mike Golen, Dave Deal and the Fowler Law Firm (Rob Fowler and Joe Ditsch).

Here's the last Corrections News and Views:

SEND 'EM

Retirement

Thanks everyone who showed up for the retirement cake and coffee today. I was moved to see so many co-workers and former co-workers from every level of jail staff. Thanks for coming, it's been a privilege to work with all of you and to represent you over the years. 

Thanks to Capt. Zimmer for presiding over the party and presenting me with my plaque. 

Two people I would like to single out. First of all Tom Perkins, MNPEA Vice President, who made the 55 correctional pension a reality. Second, Greg Failor, formerly  Labor Relations for Hennepin County. He was always honest, hard working, straight forward, and one of the few human beings I could trust enough to seal a deal with a handshake.

So True

Retiring from the County

My last working day is March 18, 2016. The HCSO coffee is March 11th, see the flier below. 

Mediation thoughts

On January 6, 2016,  MNPEA will again sit down at Mediation with Hennepin County.

I have sat in that chair many times over the years. It is a tough one. I want to thank the Stewards for their hard work. I know there are differences, as there should be, but the goal is the same to get the best contract for our members. 

I want to thank our attorney Joe Ditsch. I have sat with him at grievance hearings and in I.A. (Listen to the song). He is a good, knowledgeable guy and a man I would always want in my corner. He has a much less confrontational demeanor than yours truly! So he can be very persuasive with the jail Major and Labor Relations.

I want to thank our B.A. Dave Deal. He is a good honest man, and has a tough job dealing with our boss and county. Not to mention us cantankerous members!

The toughest part about contract negotiations with Hennepin County is that they settle with AFSCME first. In Minnesota we have, "patterned" bargaining. If the largest group, AFSCME, settles first, most arbitrators will uphold the pattern. I don't care what Union you are in, that is the reality.

It is frustrating as hell to seemingly bang your head into a wall trying to get something more or different from the county than what AFSCME got. I think Joe is the right attorney for that job.

About six years ago we left Teamsters for the MNPEA. I think it was a smart move. While, like the Teamsters, we still are stuck with the AFSCME pattern, MNPEA actually has our back.

Our attorneys, unlike any other Union are accessible to all members. No other Union gives you on and OFF duty coverage!

Yes, I've had a few disagreements over the years with the Union. It's the nature of the beast. But what I want to say is thanks to all of you for doing the hard, thankless work.

Hopefully we will have a contract to vote on after Mediation. I know how much work goes into it.

Department of Corrections in fight over definition of Disaster

This is a story about Shelley Koski.

Koski is one of the few certified American Red Cross Disaster Mental Health volunteers in the country. She’s also a clinical therapist with the Corrections Department at Moose Lake....

A 1994 state law allows state employees to take up to 15 days a year with pay to provide Red Cross disaster services. Koski has provided her services after hurricanes Katrina and Sandy, among other natural disasters.

She’s now involved in counseling returning veterans and their families through Red Cross workshops. When she sought approval from her bosses to use a portion of the 15-day allotment for a workshop, the department said no; counseling veterans does not qualify as disaster relief.  

Full Story: Star Tribune

This will be interesting to follow. I've had to argue with our employer over the definition of Emergency in our contract. One time the HCSO was drafting two people to fill some ADAM program overtime. They objected, arguing that it wasn't an emergency and couldn't be drafted. The employer responded with, "Anytime there's a slot on the schedule to fill it's an emergency." Traditionally the employer won't define these terms in a contract, which gives them great latitude to apply them.

Something to keep in mind with our Night Shift Differential grievance.

County bitch slaps HCSO Detention deps, Techs and 911 operators

Hennepin County made an offer to AFSCME, but not to the essential employees in the Hennepin County Jail and dispatch (911).

After three so called negotiating sessions they refused to negotiate money!

MNPEA then filed for Mediation.

Sitting down to talk and then not negotiating is called an unfair labor practice!

Under the Public Employee Labor Relations Act (PELRA) MN Statute 179A.07 subd. 2 The Law states,

Under Statute 179.13 UNFAIR LABOR PRACTICES it states:

Subdivision 1.Actions.

(a) The practices specified in this section are unfair labor practices.

and in subdivision 2.

(5) refusing to meet and negotiate in good faith with the exclusive representative of its employees in an appropriate unit;

If we weren't essential employees this would be legal grounds for a STRIKE!

Today a former steward used employer email to vent about what he doesn't understand. Out BA asked members at our last union meeting following the negotiation to not use employer email for union purposes. I have a lengthy response on our Detention Chatter egroup.  If you wish to discuss on non-employer email join that private egroup.  Don't use employer email, it is not secure.

email me at wade.laszlo@gmail.com and ask to join. You must be a detention deputy, tech or dispatcher. 

Leather Griveance settled..in our favor

Today I woke up and checked my bank account, Hennepin County finally reimbursed me for switching from brown to black leather in accordance with our contract.

To make a long story short in 2007 Sheriff Stanek ordered all Licensed and Detention Deputies to switch from brown to black leather.

That was fine and our contract says if the uniform is changed in color, type or style the employee pays the first $65 and the employer pays the rest.

The employer didn't want to pay their part so we grieved it and won. The settlement was anyone still wearing brown could remain in brown leather, but once you switched you had to remain in black.

Then suddenly in December of 2014 the administration decided the three remaining Detention Deputies still wearing brown had to switch to black leather. Again they didn't want to pay their portion, and again we grieved.

The employer denied the grievance. MNPEA filed for arbitration on Dec. 31, 2014. There it rotted on the vine. After repeated complaints to our lawyer and business agent in  August of 2015,I finally appealed to the MNPEA board. On August 11, 2015 an arbitrator was chosen. Suddenly the HCSO was interested in settling. MNPEA President Dave Deal contacted Hennepin County Labor Relations and they agreed to settle it.

Then I received a settlement proposal, however it limited the employer's cost to $65 rather than the employee as specified by the contract. We rejected that.

Finally, they agreed to reimburse us for all of our expenses over $65 as specified by the contract. But our business agent was dragging his feet on signing the settlement. I was suspecting some sort of back door deal with number one.

Again I contacted the MNPEA Board and it was finally signed by our BA.

Today I received the reimbursement I was entitlement to.

I'm glad it's over. It's too bad the employer's initial reaction was to not follow the contract. It's also too bad our last BA let it drag out for almost a year. Thank you MNPEA Board for being responsive to members. MNPEA President Dave Deal, now our new BA promised that will never happen again.

Thanks.

MNPEA files for Mediation with Hennepin County

Hennepin County Government Center

Today, November 12, 2015 Hennepin County and MNPEA met for the THIRD time to "negotiate" the contract for the Detention Deputies, Telecommunicatiors, and Techs.

For the THIRD TIME THE COUNTY WOULDN'T DISCUSS WAGES!

WTF! How can you bargain in good faith and not be prepared to discuss wages after three meetings?

The County with the highest paid Sheriff in the State, at $158,000 a year, and the highest paid County Board at $104,000 a year keeps the essential employees in the largest jail in the state, and their 911 operators as the LOWEST PAID in the seven county metro area.

Apparently public safety doesn't rank high on the list of the Hennepin County Board!

OFFICER SAFETY-CUFF KEY BELT!!

Today I discovered a handcuff key in a pocket on the inside of an inmate's belt. It is located in the middle of the belt. So if an inmate/arrestee is arrested and cuffed behind his back he has easy access!

Stay safe!!

P.S. I asked a sergeant for permission to get my cell phone and take these pictures.

AFSCME protest over Hennepin County low wages

This is a video of AFSCME's protest. They make the same points we do. Hennepin County has the lowest paid employees in the seven county metro area. Not an AFSCME fan, especially after they attacked our Union MNPEA, but this protest makes a good point.

Shift Differential Update

I'm re-posting this message from a MNPEA steward regarding the so called Shift Differential Grievance Settlement. I last posted about this on September 24th in the post:

Shift Differential Shaft

The County has a restricted interpretation version of the settlement language that is apart from that of MNPEA .  The County states they will only pay the NIGHT differential on overtime hours up to 3.9 hours worked and any time over that the differential will not be paid.  That goes back to their original stand that the 4.0 hour overtime worked is another staff’s shift hours and is not considered an extension / continuation of the shift hours that the employee has already worked.  In other words there is no Night differential overtime back pay to make as according to the Payroll audit of the entire jail unit record no staff worked over 2.7 hours and those specific staff have already been paid or will be for their time.  The employees that were expecting the back pay for Night differential overtime hours of 4.0 hours or more will not be getting any.  MNPEA has argued the language interpretation of the settlement during  the ongoing contract negotiations and the proposed contract language is to take the settlement language problem into account when we finalize any of the differential clause.  MNPEA is hopeful that there will be an amicable agreement for the new contract but the Night differential  overtime back pay for now is not going to change.  The Weekend differential overtime is being paid and was on the Oct 23 payroll.The County has a restricted interpretation version of the settlement language that is apart from that of MNPEA .

So my advice is to ARBITRATE. This is not the agreed upon settlement to the grievance.

LA Corrections Officers and Deputies get 10% raise!

Los Angeles County supervisors today unanimously approved a 10 percent pay raise for firefighters, deputy sheriffs, criminalists, correction officers, coroner investigators, probation officers, supervising child support officers and deputy district attorneys.

The raise will be spread out over three years, according to labor pacts the county reached with unions representing those workers.

FULL STORY:  LA Daily News

Negotiation Priorities

Let's quit wasting time about a schedule we can neither negotiate or control.

Here's some priorities I think our stewards and union should concentrate on. 

1) Wages. Let's get to where we should be. The largest jail in the State shouldn't be the lowest paid in the metro area..

2) More wages. Let's negotiate that people in steps be brought up to where they should be in pay. Those who should be at a higher step, but aren't, because of the past wage freezes should be made current. The county already saved their money during "the great recession."

3) Prime Time Vacation violation. The Chief Deputy put out an order saying that all days off and vacation will be cancelled from June 23-30th for the Sheriff's Convention. This falls during Prime Time Vacation and is spelled out clearly in the contract. If the Sheriff wants to cancel vacations during prime time, he must NEGOTIATE it! 

Let's negotiate what we can! Priorities!

There's a MNPEA union meeting on November 12th at 6:60 PM

Attend and let your voice be heard!

2233 N Hamline Ave 
Roseville, MN 55113

Basement meeting room, by the pool

My response to the newest 12 hour survey!

By now most of you have seen the employers email being used to survey Detention Deputies about a 12 hour day. This has been polled to death. The last time went out last year and only 22 people wanted a 12 hour day.

The perpetrators of this survey say:  “The Administration is again interested in staff input into possible changes to the shifts worked in the ADD.”

Fact, only the Sheriff, by law can control our schedule. If the Sheriff's administration wanted us on a different schedule we'd be on it. If, "The Administration" was interested in our input, THEY would survey the employees, not a couple of stewards without input from the other stewards or our business agent.

How is it these stewards are so close to the administration that they are allowed to violate county policy and conduct "union" bushiness on employer email?

It's rather strange. When I was a steward I once replied to a captain on a union issue and hit reply all. My response went jail wide and I received a letter of reprimand for conducting union business on employer email.

This blog is full of reasons not to go to a 12 hour shift, peruse if you want, I won't waste my time re-posting.

Look, we are the lowest paid in our job class in the seven county metro area. How about these stewards quit pursing their agenda and work towards getting us where we should be compensation wise.

Priorities!

Hennepin County Facts for Contract Negotiations

This post is derived from a comment I posted on Richard Deal's previous post about 12 hour days. Certain people are commenting anonymously and I'm entertained...anyways that led to this:

We are the largest jail in the State. The most dangerous jail in the State.

We are the lowest paid in the metro area, yet we have the highest paid Sheriff in the State and the highest paid County Commissioners in the State.

The Sheriff could give all of us more money by law and the County Board would have to pay it. Sheriff McGowan once gave an extra one percent to the licensed deputies over and above what detention and AFSCME got. Sheriff Stanek doesn't roll that way.

They have turned the HCSO into a farm league for the other local law enforcement agencies. Today I looked at our seniority list for Detention Deputies. Out of 182 Detention Deputies, 70 are under 2 years experience! That's almost half of our staff with under 2 years experience.*

That number speaks for itself. I conclude this is either by design or poor management, or a combination of both. 

They obviously want it this way. After all, the highest paid must be the best and the brightest.

$158,905 a year salary

So what is Sheriff Stanek's salary? In 2014 it was $158,905 a year! 

By contrast Governor Dayton's 2014 salary was $119,850!  

Hennepin County Sheriff Rich Stanek makes $39,055 more than the Governor!

The Hennepin County Commissioners make $104,703. Also the highest paid in the State.

Now, one could argue that Hennepin County is, next to the State of Minnesota, the largest Government in the State, with the largest population and largest tax base. Such a large entity requires large salaries to attract and retain the best and brightest. 

Hennepin County Board salary
$104,000 a year

So why did they allow the Detention Deputies and Workhouse Corrections Officers to drop to the lowest paid in the seven county metro area? 

We run the largest jail with 839 beds and about 44,000 bookings a year and are the lowest paid. The highest paid, Ramsey County only houses 500 inmates.

Hell even the little Brooklyn Park Police lock-up pays more than Hennepin County does. They start at $23.10 an hour and top out at $30.10. That's starting pay $5 an hour higher then Hennepin, and a higher top pay. Oh, and they get there in 3 years, Hennepin County gets to their lower top pay in 8 years...unless there's wage freezes of course.

So Hennepin County and Sheriff Stanek, we do lead in one thing. The race to the lowest paid in our profession, led by the highest paid. 

Let's keep up the good work and do it again this time! Woo hoo!

*Seniority numbers edited 10/16/15

Welcome new B.A. Dave Deal!

MNPEA President Dave Deal is our new Business Agent at Hennepin County!

Who is Dave Deal? Besides President of MNPEA he is a Sergeant at the Washington County Sheriff's Office and a former Teamsters National Delegate to the 2011 International Brotherhood of Teamsters Convention. He was a reformer challenging Jim Hoffa's corruption on the Anyone But Hoffa Slate. Have you seen all of the Teamsters corruption in the news? Broke pensions, high salaries on the backs of members? He was against all of that.

After the Teamsters rejected our reforms, yes I was a delegate too, he helped form MNPEA as a Union to actually serve the members.

I, for one, look forward to his services. We need to hold Hennepin County and the Sheriff's Office to the contract and their agreements.

It is because of Dave and the Board that the leather grievance is finally signed and I expect Dave to hold them to their settlement on the Shift Differential grievance.

Welcome aboard.

Post by Steward R. Deal regarding 12 hour day bullshit

I had someone ask me the other day, "what is the union doing to get us on 12 hour days?". I replied "nothing". I then informed that Deputy it was already voted on twice and lost by a 2 to 1 margin. It appears someone is trying to sell a schedule that was already voted down by union members twice in a matter of months. Anyone can make an 28/8 work but not everyone can make a 12 work. With the commute alone will make your day longer than 12. People with family and kids will have a hard time finding daycare that will watch your kids for at least 13 hours. Not to mention, do you really want to have your kids in a daycare that long...REALLY. Then there's the issue of parking. Parking is going to skyrocket with the new stadium going up. They are making this a trendy area to attract people means higher parking rates. On a 12 hour day you will get fleeced on parking. I have been told that ESD love it. Easy for them when they are not as engaged in there work environment as we are. Have them sit in fingerprints, DS, CH housing, PORT and rover for 12 hrs. They don't pay for parking. Then you have the issue with the jail staffing. We run on minimums. As soon as we have extra bodies i fear the Sherriff would mess with the schedule more in order to not pay for extra bodies. Maybe cut hours or pay back days. License Deputies can cry all they want for 12's but remember...they have options if 12 doesn't work. They can bid out...not us. We are stuck with it. Remember, this was voted down twice!!!

Shift Differential Shaft

As most of you know, for the fourth check straight those expecting shift differential back pay didn't receive it. 

I spoke to a steward this morning who informed me that for most of you, the county is not going to pay it!

They are back to the,,"if you worked four hours overtime it wasn't your shift."

Of course that wasn't the settlement for the grievance was it?

Welcome to Hennepin County settlements. Many of you wondered why I held to the, "If they violate the contract arbitrate line." This is why. You can't negotiate a compromise to a contract violation. A compromise is a slippery slope and still a violation.

What should you do? Contact the MNPEA stewards, email your MNPEA Business agent Mike Golen at mgolen@mnpea.com. 

Demand they hold the line on the agreement! 

My band recently released  a music video entitled Hold The Line. It's about Hungary holding the line against the so called refugees. I think it applies here. HOLD THE LINE!

Florida Prison's Can't Keep Staff

An article in Correctionsone.com states they have "hired over 2,200 correctional officers in the last year, but lost another 1,400 to turnover."

and

“Our agency is paying for the training and so they work for our department for two or three years and then leave,” she told the House committee. “The agency is unable to attract and retain a professional and high-quality staff.”

Why you might ask?

The article answers that, "Their review found that the Florida Department of Corrections lost 7,600 officers from 2012 to 2014 and the primary reason was pay."

Sound familiar? Hennepin County pays it's Detention Deputy's at the jail and it's CO's at the workhouse the lowest wages in the seven county metro area.

They can't figure out why there is such high turnover or overtime!

Another Hennepin County Grievance Settlement

Happy Labor Day! Joe Hill

Joe Hill 

I dreamed I saw Joe Hill last night,
Alive as you or me
Says I, "But Joe, you're ten years dead,"
"I never died," says he.
"I never died," says he.

"In Salt Lake, Joe," says I to him,
Him standing by my bed,
"They framed you on a murder charge,"
Says Joe, "But I ain't dead,"
Says Joe, "But I ain't dead."

"The copper bosses killed you, Joe,
They shot you, Joe," says I.
"Takes more than guns to kill a man,"
Says Joe, "I didn't die,"
Says Joe, "I didn't die."

And standing there as big as life
And smiling with his eyes
Says Joe, "What they forgot to kill
Went on to organize,
Went on to organize."

"Joe Hill ain't dead," he says to me,
"Joe Hill ain't never died.
Where working men are out on strike
Joe Hill is at their side,
Joe Hill is at their side."

From San Diego up to Maine,
In every mine and mill -
Where working men defend their rights
It's there you'll find Joe Hill.
It's there you'll find Joe Hill.

I dreamed I saw Joe Hill last night,
Alive as you or me
Says I, "But Joe, you're ten years dead",
"I never died," says he.
"I never died," says he.

Brooklyn Park Police Department hiring Detention Deputies.

Brooklyn Park PD is hiring Detention Deputies for their lock-up. They start $5 an hour more than Hennepin County and top out higher also. Here's their posting:

Job Title:	Detention Officer - Patrol Division
Closing Date/Time:	Sun. 08/23/15 11:59 PM Central Time
Salary:	$23.43 - $30.10 Hourly $4,061.20 - $5,217.33 Monthly $48,734.40 - $62,608.00 Annually
Job Type:	Regular Full-Time
Location:	Brooklyn Park Police Department - North Station, 5400 85th Avenue North, Brooklyn Park, Minnesota
Department:	Police

Here's the link to the application and posting:

https://secure.governmentjobs.com/view_job.cfm?JobID=1216143&hit_count=Yes

I hope MNPEA and AFSCME keep this in mind as they negotiate to keep Hennepin County Detention the lowest paid in the metro area, and now even less than small municipalities!!!

Arbitration Date for Brown Leather Grievance

On August 11, 2015 MNPEA asked the chosen Arbitrator, Gerald E. Wallin, for a date for the long over due grievance over brown leather.

Let me be clear. This has dragged out for eight months! I will not accept anything less than an arbitrators decision or a written settlement agreed to by myself and the other two grievants.

Here's a little history for those following at home:

Way back in 2007 the HCSO decided to switch from brown leather to black. According to our contract if the employer changes the uniform in color type or style, the employee pays the first $65 and the employer pays the rest.

The HCSO thought otherwise. We grieved it and it was won, deciding that any still in brown leather could remain in brown. Here's the links documenting that history:

Black or Brown??

Inspector Cooper's Response Re: Brown Leather

You Can Stay Brown!

Before You Dye or Buy New Leather

Then, years later the HCSO decided the rest of us who weren't in black needed to switch. Violating the old grievance settlement. Again this was grieved and on Dec. 31, 2014 MNPEA filed for arbitration.

Arbitration Filed Over Brown/Black Leather 

The 2015 State of the Unions in Hennepin County

This is a look at the State of Public Employee labor unions in 2015 representing Corrections Officers/Detention Deputies' in Hennepin County Minnesota. 

AFSCME Local 1719 represents the Hennepin County Adult Corrections Facility (the workhouse). They are the anchor responsible for holding down the prevailing wage of corrections officers in the Seven County metro area. How? 

Rather than having the essential employees, corrections officers, negotiate separate from the non-essentials, they lump CO's in with clerks and negotiate one raise.

Because AFSCME is the largest union Hennepin County has to negotiate with, they settle quick, and then declare a pattern, holding the rest of Hennepin County's essentials to.  In reality AFSCME is the only union Hennepin County negotiates with.

The result is that even though Hennepin County is the most populous county in the state, and the downtown Hennepin County jail is the largest in the State, they are the lowest paid in the Twin Cities Metropolitan area along with all of Hennepin County's corrections groups.

Conclusion: AFSCME, rather than bettering the wages of essential members is actually holding them down. This is opposite of what a union should do for organized employees.


Teamsters Local 320. Represents the CO's at the Hennepin County Juvenile Center. Typically settles early with AFSCME also anchoring metro CO wages down.

Teamsters Local 320 was decertified by the Detention Deputy's in the Hennepin County jail in 2011.

When we were with Teamsters Local 320, they actually worked against the dues paying members! Go to, Why we left Teamsters and joined MNPEA for more info. This is why we decertified Teamsters for MNPEA. For a full history read, Teamsters to MNPEA, Lest Ye Forget

Teamsters have also worked against their other members robbing union members of pension benefits. This is the result of Jim Hoffa's poor management along with his cronies from 320, Sue Mauren, and current Hoffa supporter Brian Aldes.

Teamsters Local 320 has a history of meeting with management behind member backs.


Minnesota Public Employees Association (MNPEA). Represents the Hennepin County Detention Deputies and Techs in the Hennepin County Jail and the Hennepin County Dispatch (911). This is by far the largest Correctional Group in Hennepin County, well over 200 members, almost 300 when you add in the techs and Dispatch.

MNPEA has been unsuccessful in overcoming AFSCME and Teamsters race to the bottom for wages. Typically MNPEA gets whatever AFSCME gets. 

The Hennepin County Detention Deputies overwhelmingly left Teamsters Local 320 a few years ago. MNPEA promised early negotiations, arbitrations for grievances within four months, low dues and a good legal plan. 

In reality the contract negotiations are whatever AFSCME gets, in Hennepin County.

MNPEA is also following the old Teamsters pattern of letting arbitrations die on the vine and the Teamsters Local 320 history of appeasing management. To be fair, there are plenty of step 2 grievance meetings, but if a grievance is unresolved, the promise of arbitration in four months doesn't happen, The result being the employer knows most grievances will just go away.

The dues are low, $39 a month and the legal plan is top notch for anyone in our field. 

In summary, organized labor for corrections in Hennepin County is holding down the prevailing wage for all corrections groups in the Twin Cities Metropolitan area. All of the Unions tend to try to please management rather than member concerns.

The two largest unions, AFSCME and Teamsters settle contracts quick and MNPEA doesn't have the clout to overcome it. Typically getting locked into the pattern.

What can be done? If AFSCME workhouse members joined MNPEA , AFSCME's pattern would be broken for essential employees. This would force Hennepin County to negotiate with all of the essential groups.

Also MNPEA should aggressively arbitrate contract violations in Hennepin County and get their attention and respect. As always, the Hennepin County Sheriff's Office is met with compromise and ignored grievances when they violate the contract. 

Until any of these happen, expect the largest county corrections groups in the State to have the lowest compensation. Wages will continue to favor management,  regardless of being essential, and the contracts will be unenforced, unless it applies to members.

In solidarity,
Wade