After an overwhelming rejection of the County offer we returned to Mediation today. We will be arbitrating the 2012 Step Increases and the 2012 Cost of Living Adjustment.
Us and the County agreed on the rest of the offer, which means for Detention staff our call back will go from 2 hours minimum to 3 (effective when the new contract is settled) and for Telecommunicators they will bid their shifts by seniority in November.
Realistically, I don't expect a date for the Arbitration for a couple of months.
THIS IS AN OFFICIAL NEWS SITE FOR CURRENT AND RETIRED CORRECTIONS OFFICERS! This blog will keep up on current events affecting Detention Deputies and Corrections Officers. SINCE 2006!
Wednesday, March 28, 2012
Sunday, March 25, 2012
Contract Negotiations Renew
We return to the negotiating table for contract mediation on Wednesday, March 24, 2012.
The membership overwhelmingly rejected the County's offer.
Bottom line is the County wants the members to endure more wage freezes and the membership has rejected that. Especially in light of the County's budget surplus.
If there is no movement at the bargaining table this Wednesday we will certify items for arbitration and move on.
The membership overwhelmingly rejected the County's offer.
Bottom line is the County wants the members to endure more wage freezes and the membership has rejected that. Especially in light of the County's budget surplus.
If there is no movement at the bargaining table this Wednesday we will certify items for arbitration and move on.
Monday, March 19, 2012
Sunday, March 18, 2012
Obituary for Brad Berntson
Berntson, Bradley Allen age 50, of Bethel. Detention Sergeant with Hennepin Co. Sheriff's Dept. Survived by loving wife, Julie; sons, Ben (Vanessa), Jim Berntson; granddaughters, Melody & Lauren; parents, Bonnie & Dennis Fleigle; brothers, Brian (Denise) Berntson, Mark (Connie) Fleigle, Thomas (Melissa) Fleigle; sisters, Terri (Brad) Lien, Michele (Mike) Fodstad; grandmother, Anne Quarnstrom; also many other relatives & friends.
Mass of Christian Burial Tues., 10 AM at the Church of Saint Paul, 1740 Bunker Lake Blvd., Ham Lake. Visitation Mon., 4-9 PM with a prayer service at 7 PM all at the church. Interment Ft. Snelling Cemetery on Wednesday. Memorials preferred.
Online condolences: www.millerfuneralfridley.com Miller Funeral Home Fridley Chapel 763-571-1300
(Star Tribune)
I worked with Brad since 1990 and was shocked over his unforeseen death. Brad was always very down to earth, practical and good natured. He never forgot where he came from and treated everyone well. I will miss him.
Mass of Christian Burial Tues., 10 AM at the Church of Saint Paul, 1740 Bunker Lake Blvd., Ham Lake. Visitation Mon., 4-9 PM with a prayer service at 7 PM all at the church. Interment Ft. Snelling Cemetery on Wednesday. Memorials preferred.
Online condolences: www.millerfuneralfridley.com Miller Funeral Home Fridley Chapel 763-571-1300
(Star Tribune)
I worked with Brad since 1990 and was shocked over his unforeseen death. Brad was always very down to earth, practical and good natured. He never forgot where he came from and treated everyone well. I will miss him.
Thursday, March 15, 2012
Tuesday, March 13, 2012
The Stanek Administrations' connection to "Right to Work."
For those who don't know, Senator Ortman is the Senator hired by the Stanek Administration as the Chief Financial Officer in 2007, she still works for the Sheriff's Office making about $90,000 a year in addition to the $40,000 a year she makes as a State Senator. She also racked up 77 hours of "overtime" (though salaried), when the 35W bridge collapsed. Although she double dips from the public trough as a Sheriff's Office Administrator and a State Senator she doesn't want any other public employees, or private ones for that matter, to have the benefits of a Union. With her help our representation is in danger.
Way to go Senator Ortman!
Here's the minutes, see her name in RED!
Senator Jungbauer moved that S.F.1705, be recommended to pass and re-referred to the Jobs Committee.
MOTION FAILED.
Senator Thompson moved that S.F.1705, be recommended to pass and re-referred to the Committee on Rules and Administration.
Senator Marty requested a roll call vote.
Ayes:
Senators Hall, Hoffman, Jungbauer, Limmer, Newman, Ortman, Thompson
Nayes:
Senators Goodwin, Harrington, Ingebrigtsen, Latz, Marty, McGuire
7Ayes, 6Nayes, MOTION PREVAILED.
Monday, February 27, 2012
Shift bid? The Contract? Just another management tool?
Today, February 27th, the shift bid finally became available. The Contract states it's to be out on or about February 15th. Typically that meant if the 15th fell on a weekend they got a couple of extra days. Big f'n deal to this administration. It took several complaints to management and a grievance being filed on the 24th for the bid to come out.
These are some points I made in an email to an administrative lieutenant:
Getting the shift bid out late creates several problems for our members and their families
1. Their families don't know what shifts they'll be working.
2. Prime Time Vacation Requests must be in by April 1st. This will leave employees little or no time to make vacation plans.
3.The 28 day schedule can't be posted until the shifts are determined, therefore people will not even know their days off until this is settled.
I don't know why it was posted so late IN VIOLATION OF THE CONTRACT. I only know that it was, and no one in the administration bothered to give either MNPEA or the HCSDA a heads up, or even an explanation or communication as to why.
By contrast, this administration uses contract language to bludgeon members.
When our members are late putting in shift bids they are forced onto middle shift.
When our members don't get their Prime Time Vacation requests in by April 1st they don't get a vacation.
When the members complain the answer always is, "read your contract."
The contract is owned by both parties, if the administration wanted to do something different, like change the dates for the bid, the time was at the negotiating table!
Unfortunately, to this administration the contract seems to be just another thing to be ignored, unless they need a tool to keep us in line.
Just more typical Stanek administration dealing with labor.
These are some points I made in an email to an administrative lieutenant:
Getting the shift bid out late creates several problems for our members and their families
1. Their families don't know what shifts they'll be working.
2. Prime Time Vacation Requests must be in by April 1st. This will leave employees little or no time to make vacation plans.
3.The 28 day schedule can't be posted until the shifts are determined, therefore people will not even know their days off until this is settled.
I don't know why it was posted so late IN VIOLATION OF THE CONTRACT. I only know that it was, and no one in the administration bothered to give either MNPEA or the HCSDA a heads up, or even an explanation or communication as to why.
By contrast, this administration uses contract language to bludgeon members.
When our members are late putting in shift bids they are forced onto middle shift.
When our members don't get their Prime Time Vacation requests in by April 1st they don't get a vacation.
When the members complain the answer always is, "read your contract."
The contract is owned by both parties, if the administration wanted to do something different, like change the dates for the bid, the time was at the negotiating table!
Unfortunately, to this administration the contract seems to be just another thing to be ignored, unless they need a tool to keep us in line.
Just more typical Stanek administration dealing with labor.
Wednesday, February 22, 2012
General Membership Meeting
MNPEA General Membership Meeting
March 8th, 2012
6:00 PM
Meet & Greet 5:30. Come early for hot dogs, chips and pop.
Location:
2233 Hamline Ave. N.
Suite 603
Roseville, MN
Meeting in lower level conference room.
March 8th, 2012
6:00 PM
Meet & Greet 5:30. Come early for hot dogs, chips and pop.
Location:
2233 Hamline Ave. N.
Suite 603
Roseville, MN
Meeting in lower level conference room.
Tuesday, February 21, 2012
MNPEA Members Reject Hennepin County's Offer
Ballots were counted today, February 21, 2012.
The Hennepin County Sheriff's Office Detention Deputies, Techs, Telecommunicators and Evidence Specialists represented by the Minnesota Public Employees Association (MNPEA) have overwhelmingly rejected the Contract offer made by Hennepin County for 2012 and 2013.
What happens next?
The current contract remains enforce.
The State Mediator will call both sides back to the bargaining table where if an agreement isn't reached we can file for arbitration.
The Hennepin County Sheriff's Office Detention Deputies, Techs, Telecommunicators and Evidence Specialists represented by the Minnesota Public Employees Association (MNPEA) have overwhelmingly rejected the Contract offer made by Hennepin County for 2012 and 2013.
What happens next?
The current contract remains enforce.
The State Mediator will call both sides back to the bargaining table where if an agreement isn't reached we can file for arbitration.
Friday, February 10, 2012
Wednesday, February 01, 2012
Arbitration Filed on Sick Time Grievance
Today our attorney Robert Fowler filed for arbitration over the sick time grievance.
As you know this has to do with the Sheriff's Office making a policy June 1st limiting sick time use to 96 hours a year. Then going back and auditing us back one year and then placing people on monitored sick time retroactively for time used BEFORE the policy existed!
Our contract language does not recognize the amount of time used. Only what it can be used for.
As you know this has to do with the Sheriff's Office making a policy June 1st limiting sick time use to 96 hours a year. Then going back and auditing us back one year and then placing people on monitored sick time retroactively for time used BEFORE the policy existed!
Our contract language does not recognize the amount of time used. Only what it can be used for.
Saturday, January 28, 2012
Monday, January 02, 2012
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
Thursday, December 22, 2011
DUES NOTICE
Minnesota Public Employees Association Notice:
This Notice is to provide you required information (although you all are likely already aware of this information) regarding fair share dues, should any of you elect to become fair share rather than full members. Also, this is a friendly reminder to turn in your membership cards and the $25 set up fee check if you have already not done so. Until your card is turned in, the County is considering you a fair share member.
You must be a full share member and pay your set up fee before your legal defense coverage becomes effective.
Regular dues are $39 per month. Fair Share dues are $29 per month. The fair share dues are set at this figure because only regular full share members receive the MNPEA legal defense plan, which costs $10 per month. The remaining $29 covers $8 per month per member for labor legal services, and $21 to the MNPEA arbitration and operating fund.
An employee may challenge this assessment by filing a challenge with the Bureau of Mediation Services within 30 calendar days after receipt of this notice. The challenge must specify those portions of the assessment being contested and the reasons therefor, and copies of the challenge must be sent to your employer and this organization. The Public Employment Labor Relations Act requires a fee for filing challenges. Forms for challenges and a copy of the rules governing them are available from the bureau without charge.
The mailing address for the Bureau of Mediation Services is:
BMS
1380 Energy Lane, Suite Two
St. Paul, MN 55108
Fowler Law Firm / Minnesota Public Employees Association
1700 Highway 36 West, Suite 550
Roseville, MN 55113
Ph: 612-367-6673
December Update
GRIEVANCE
Re: Det. Tech Bentzen's grievance regarding unpaid night shift differentials. The County has agreed to restore paying night shift differential for the entire shift worked and admitted they should not have discontinued the practice. This will be reconciled in January. Regarding the FLSA overtime differentials based on stability pay, the county will pay this only at the end of each year because an employee who quits prior to receiving the stability pay would have been ineligible for that differential.
CONTRACT:
The County's initial proposal to MNPEA is:
No increase in wages for 2012 or 2013
No steps increases for 20112 or 2013
Insurance: 2012 Singles pay $60 mo. effective 12/01/2012
Family stays the same
2013 Singles pay $75 mo. effective 12/01/2013
Family the same as 2012.
All insurance had increases in deductibles, especially for not filling out health assessment.
We did not accept this offer and will be going to Mediation as the next step.
STEWARD ELECTION:
Ballots were counted at the Fowler Law Firm on 12/22/11
Dave Deal, President of MNPEA counted the ballots.
The stewards elected were:
Brian Peterson, Phil Miles, Mike Smith, Wade Laszlo, Jodie Hanning, Mike Hendrickson and Jason Herlitz.
Thursday, December 15, 2011
My Sentiments
There is a great article from Labor Notes entitled, No-Strike Clauses Hold Back Unions. While you may disagree with the Occupy Movement shutting down the West Coast Ports this article outlines the weakness of current labor contract, "no strike" clauses.
Some highlights are:
"For more than 75 years, the labor movement has been enclosed by law and custom by collective bargaining, whose goal is to achieve a contract that seals in wages, benefits, a grievance procedure, and work rules. In return, workers and their union agree, crucially, to surrender their right to withhold their labor.The penalties for violation are often severe: stiff fines and imprisonment of union officials."
and
"...Of course, management regularly bypasses or brazenly violates the contract. To remedy these infractions, the union can grieve and finally arbitrate. Although arbitration is heavily weighted on the employers’ side, workers have no other recourse, under the law of the contract.."
Some highlights are:
"For more than 75 years, the labor movement has been enclosed by law and custom by collective bargaining, whose goal is to achieve a contract that seals in wages, benefits, a grievance procedure, and work rules. In return, workers and their union agree, crucially, to surrender their right to withhold their labor.The penalties for violation are often severe: stiff fines and imprisonment of union officials."
and
"...Of course, management regularly bypasses or brazenly violates the contract. To remedy these infractions, the union can grieve and finally arbitrate. Although arbitration is heavily weighted on the employers’ side, workers have no other recourse, under the law of the contract.."
Tuesday, December 13, 2011
Contract News and updates
Steward election ballots are in your mailboxes. Pick up to seven names and mail them in. Ballots will be counted at the Fowler Law Office on Dec. 22nd. You are welcome to watch the count.
Negotiations were held today.
See our proposals to the county on the uploaded documents file of our e-group.
The main money we asked for was a 4% raise and steps to be paid in 2012-2013.
We also discussed the shift differential grievance and several outstanding grievances.
Also addressed were staffing levels and the Sheriff's policy of not allowing stewards with you in IA unless you are the focus (this will be the focus of another post).
Of special note: Blue Earth County Corrections voted unanimously to join MNPEA today. Welcome aboard.
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