25 years!!

25 years as a Detention Deputy with the 

Hennepin County Sheriff's Office!

July issues and meeting

There's a MNPEA member meeting on Thursday July 9th at 6 PM. 

Basement  Location 
2233 N Hamline Ave 
Roseville, MN 55113

Hot issues:

Vote taking place over night shift retro

New Tattoo policy

Techs being made to FTO, but not getting paid for it! That's right. The Detention Techs are being  made to FTO staff and even fill out FTO paperwork, but not paid. This is a glaring error in our contract that needs to be addressed.

When we first got FTO pay in the contract for Detention Deputies the first thing they did was remove all of our FTO status so they didn't have to pay. Eventually they appointed new ones, and only the annointed got FTO pay, but they continued to assign non-FTO's to those duties. It was grieved. Inspector Cook (yeah we're going back a few years) stated if we filled out the FTO paperwork we were to get FTO pay. My gut feeling is if you ain't gettin' paid, you shouldn't be doing it. Yes, you may have to train someone in your position, but there should be no paperwork required of you without compensation. 

I understand a grievance is coming.

This is the time to start thinking about contract negotiations. They will begin again in the fall.

A friendly reminder to all. 

DO NOT GO TO INTERNAL AFFAIRS WITHOUT OUR ATTORNEY. 

Police Union sues Chicago PD over tattoo policy

This from the Chicago Tribune:

Police union says it will fight order banning visible tattoos, baseball caps (click for full story)

"The Chicago Police Department has quietly made changes to its uniform policy, requiring that on-duty officers cover up any tattoos and banning them from wearing baseball caps.

The department’s largest union, which represents rank-and-file officers, quickly voiced its opposition, saying the department should have first negotiated the changes before making any announcement. A number of officers also spoke out against the move, saying their tattoos are part of their identities.

But the Fraternal Order of Police Lodge 7 said Tuesday it plans to file an unfair labor practice complaint with the Illinois Labor Relations Board over the new directive."

This is an interesting read considering the HCSO's similar new visible tattoo policy. It seems all of these guys work in concert with each other. 

The article states, "The move puts Chicago in line with other big-city police departments like New York and Los Angeles that have implemented similar changes to their uniform policies as body art has become even more common."

Matrix Consulting Group to audit Sheriff's Office

We just learned the Matrix Consulting Group is auditing the Hennepin County Sheriff's Office.

Here's a couple examples of their work with other Departments.

Sheriff's Office overstaffed by at least 15 positions, consultant's study says

DANE COUNTY SHERIFF'S OFFICE

and a PDF of an audit of the Jacksonville, Florida Sheriff's Office

JACKSONVILLE, FLORIDA SHERIFF'S OFFICE

I'm curious to see the results.

Brady and your rights.

I'm not going to publish our attorney's letter to our members, but I will comment here. It regards a Memorandum of Understanding between the Sheriff's Office and the Hennepin County Attorney's Office. 

In very short, under Brady (a 1963 law) your discipline can possibly end up being used in a criminal case even if you are just a witness.

There was a meeting between the Sheriff's Office, our attorney and a MNPEA Steward discussing Brady. 

The following in red, was my comment on our HCSO911 blog.

Some major points I hope are considered.

1. The contract allows for Letters of Reprimand to be REMOVED after 1 year. The County and Sheriff's Office have repeatedly signed this. An MOU between the Sheriff and County does not negate this.

2. Most of our Letters of Reprimand contain a LIE. They almost always add, Violation of Oath. We are not Sworn, there is no oath. This has to stop.

3. Garrity: In order for the employer to get a statement from members in an investigation, Internal Affairs or otherwise, we sign a Garrity form. This requires us to waive our 5th Amendment rights and cooperate and be truthful. In return our statement cannot be used in a criminal case against us. If Garrity is affected we can and should invoke the 5th Amendment. Remember, Garrity came after Brady.

I'd like to point out, we can't be labled as "Brady Cops" because we are not cops.

Read up on these links and be familiar with your rights.

Garrity Rights, your legal protection in compelled testimony.

241.026 CORRECTIONAL OFFICERS DISCIPLINE PROCEDURES, your right to your legal consul when being interviewed by the employer. 

Weingarten Rights. Your right to have a Union Steward when you are being questioned by a supervisor and YOU think it may result in discipline.

MOST IMPORTANT. NEVER GO TO INTERNAL AFFAIRS OR GIVE A STATEMENT TO A DETECTIVE WITHOUT YOUR MNPEA ATTORNEY. 

Colorado Supreme Court settles off duty pot smoking issue

Ever since several states have legalized marijuana many have wondered how off duty smoking would be treated. I think we have the answer.

The Daily Beast is reporting: 

Colorado’s supreme court affirmed the right of employers to fire workers for smoking pot off-duty, even if they consume marijuana for medical reasons. In a unanimous ruling, the justices upheld a lower court’s ruling that Dish Network was allowed to fire Brandon Coats, a quadriplegic man who was prescribed medical marijuana for muscle spasms, for failing a random drug test. Colorado allows businesses to set their own guidelines about off-duty use of marijuana, and the court found that only activities legal under federal and state law are allowed under the Lawful Off-Duty Activities Statute. “Therefore, employees who engage in an activity such as medical marijuana use that is permitted by state law but unlawful under federal law are not protected by the statute,” wrote Justice Allison H. Eid.

Remembering One of our Own

3 years ago on March 15th 2012,Detention Sgt. Brad Berntson died after complications from being bitten by an HIV positive inmate. Although never officially declared by the Hennepin County Sheriff's Office, this was a death in the line of duty.

On this Memorial Day remember the veterans who gave their lives in the line of duty, and this veteran who died in the line of duty as a Detention Deputy.

Photo by Jim Lindfors

Union Meeting issues

At tonight's Union meeting I had a chance to meet the new stewards from radio. They seem like a good bunch interested in their members needs. Sadly it sounds as if the issues brought up at the last contract negotiations are still unresolved for them. Hard to get vacation time, hard to get a break from your desk and forced in on off days. I wish them well in trying to improve things.

Issues we discussed were the possible shift in the tattoo policy from admin. It is being said that those with tattoo's may have to wear long sleeves. Great for new employees, but current staff with visible tats should be grandfathered in.

The rumor is also out there that once again the admin may be changing uniforms. Which made me ask where we were with the brown leather grievance. After all, three of us paid our portion and the employers part and have yet to be reimbursed. Sadly, after 5 months since the grievance, arbitrator names are still not being struck.... see my April 5th post. The contract says we are only liable for $65 a year. That means three of us wouldn't pay a dime if the employer changed the uniform again this year...if anyone actually followed or enforced the contract.

Also discussed was the grievance over unpaid night shift differentials. The stewards will be putting something out for the members to decide on. Our BA suggested a sunset clause, then it could be reopened during negotiations..of course that would require the employer to actually  negotiate....not just settle with AFSCME and jam it down our throats then try to do something different later.....

color me jaded

yawn

News Affecting Us

In the Star Tribune today there's an article entitled:

Minnesota officials take dramatic steps to restore order at Anoka-Metro mental hospital

The gist is,

"Influx of inmates and surge in violent assaults prompt state to limit county-jail admissions to Minnesota’s second-largest psychiatric hospital."

The article deals with increased assaults on staff by violent criminals and the hospital wanting to do something about how to deal with it. Of course this is in sharp contrast to the jails where we've felt we were the dumping ground for the mentally ill.

"The move to limit admissions, however, already has aroused concern from the Sheriffs’ Association. The group strongly supported the 48-hour rule because of long-standing concerns that jails had become de facto holding pens for people with mental illnesses. With their mental disorders untreated, jail inmates sometimes would lash out violently."

The next item is a recent court decision regarding the gathering of meta-data by law enforcement. From the ACLU:

Why Today’s Landmark Court Victory Against Mass Surveillance Matters

In a landmark victory for privacy, a federal appeals court ruled unanimously today that the mass phone-records program exposed two years ago by NSA whistleblower Edward Snowden is illegal because it goes far beyond what Congress ever intended to permit when it passed Section 215 of the Patriot Act.

It recognizes that Section 215 of the Patriot Act does not authorize the government to collect information on such a massive scale.

Click on the link for the full story. We all know of our Sheriff's Office KIngfish system. This could reign it in. It's one thing to get a warrant to track a criminal. It's another thing to wholesale gather citizen information.

Finally, remember Dale Blom, the AFSCME 1134 President who showed up at our homes after AFSCME unlawfully obtained our addresses to harass our members? Well, the City Pages has a nice article on him. 

Hennepin County Correctional Officer Dale Blom Is a Convicted Sex Offender

Click on the picture for the full story. My favorite quote is from Chester Cooper, director of Hennepin County Community Corrections and Rehabilitation. The county considered the nature of Blom's offense and decided he was rehabilitated enough to work as a corrections officer. "He has been an excellent employee for more than 15 years."

 What is "rehabilitated enough?" 

Shocking..a Four Star in Trouble!

This is from Breitbart:  

Four Star Corruption

PORT OF L.A. POLICE CHIEF TO BE ARRESTED ON CORRUPTION CHARGES

Some highlights include: 

"The Port of Los Angeles has been best known for union labor strife over the last year, but the scandal that is blowing up over the arrest of Chief of Port Police Ronald Jerome Boyd on federal bribery, kickback, and tax fraud charges may set a new high for port turmoil.

Chief Boyd, 57, is a 30-year law enforcement veteran who was just promoted in January to lead the port’s homeland security and information technology operations. Since becoming chief in 2004, he has overseen the 204 sworn officers who police 43 miles of waterfront.

But on May 31, Boyd agreed to surrender to federal agents next week on 16 counts for charges ranging from kickbacks, wire fraud, tax evasion, and a dozen other federal corruption charges, according to Daniel J. O’Brien, an assistant U.S. attorney in the Public Corruption and Civil Rights Section."

But all these guys have four stars on their collars...they can't possibly be corrupt!

April Update

The HCSO CO=911 site seems to be down so I'm adding some updates here as a member.

1. The results of the Social Security vote is that Detention Deputies will remain in Social Security.

2. The Payroll Issues with the County persist. MNPEA spoke to the Department of Labor who stated MNPEA should first try to work this out through the Bureau of Mediation Services. Our attorneys are working on that.

3. The Brown Leather grievance is being dragged out. The County keeps dragging it out looking for some kind of "compromise." Hell, there is no compromise, either pay us the money the contract requires or let an Arbitrator decide. I told our attorney on April 9th to start striking names. I don't know why they haven't already. Hell this was filed for arbitration with the BMS last December! While I appreciate our attorneys wanting to see if they can settle it with the county, I fear they are falling into the County trap of dragging it out until it just goes away.

Sheriff Don Omodt

4. The Hennepin County Sheriff's Office Yearbook. As you know the HCSO is putting out a yearbook documenting the 162 year history of the HCSO. Yes, I got my picture taken for it and am leaning towards buying one. After all, I'll have been there for 25 years this coming July.

Yes, in my capacity as a Union Steward I've had some major rows with it, but at the end of the day it's a good job and has been a good place to work.

Also, former Sheriff Don Omodt is a major contributor to it. He was Sheriff for 28 years and the Sheriff that hired me. I have nothing but respect for him and his family.

Great Corrections Video

Post by American Correctional Officer Intelligence Network.

Social Security to Stay

The vote whether the Hennepin County Detention Deputies should remain in Social Security or opt out is in:

The following email message has been received by the county from Cheryl Keating of PERA (as Minnesota’s Social Security Administrator):

“The Social Security referendum recently held by Hennepin County passed by a majority vote.  I mailed a letter today to you confirming the results.

The results of this vote mean there are no changes to the Social Security withholding process. Current members of the PERA Correctional retirement plan will continue to pay Social Security taxes and to earn Social Security credit.  In addition, all of your future employees who join the PERA Correctional Plan will participate in both Social Security and Medicare. “

The vote was approximately 74% in favor of continuing Social Security coverage/contributions.

MNPEA Steward payroll meeting with county

Payroll errors and take away explained 01-20-15 meeting

On January 20, 2015 several MNPEA Stewards and our attorney met with Hennepin County Labor Relations, HCSO payroll and APEX payroll. This is what steward NDT passed on: 


In: 911 TCs concerns, CO-911 Site, Detention concerns, Steward concerns



Hello all

Well, we met with the County APEX and HR people yesterday so that they could explain to us how they had made the error which resulted in the over-payment and reclaiming of money from our checks in December last year.

Without boring you all with repeating the rather long and tedious explanation they gave us I'll cut to the bottom line as succinctly as I can, bear with me as its complicated.

When we settled the Contract and received our retro pay in October last year the retro amount included a number of different payments:

- For those on Top Step a cost of living percentage increase of 3.5%

- For those not on Top Step an increase to their current Step level to the 2014 rate plus a 2.5 cola

- For those who had a Step advance prior to October 10th, a retro increase to their previous step, plus a retro amount for their new current step

- For those on Mids and Dog a retro increase in Shift Allowance

- For everyone who works weekends a retro increase on Weekend Allowance

- For everyone a retro payment for Overtime, Holidays, Sick days etc, based on the 2014 step levels

[That last one is in bold and underlined as it will be important in a moment]

So, we all got a retro pay amount in our October checks, which varied depending on our Step level, amount of overtime worked etc

Now, in December we get Stability Pay, which, due to Federal legislation, is classed as a premium increase to our pay and must also be included in our overtime pay rate.

We each got a fix amount of Stability Pay, which varied dependent upon on our years of service, then that amount is divided up by pay weeks and applied to a calculation based on the number of overtime hours we worked each week throughout the year, for all of 2014.

What this essentially does is increase our overtime rate above a standard One and a Half rate, so we get a little extra bonus per hour of overtime. This is calculated at the end of the year based on how much Stability pay you get and retroactively applied to the overtime hours worked that year

Hope you're still with me, as we're getting to where the error occurred - What the APEX system did when it ran the Stability Pay bonus was go to the wrong levels of pay

Instead of using the current 2014 rates it reverted to the old 2013 rates when it paid us the Stability Pay bonus, PLUS it repaid us the retro amounts for the overtime and shift allowances that we had already been paid in October  [The line in bold above]

It paid us TWICE for back pay on increased overtime and shift allowance rates - ONCE in October and AGAIN in December.

We were, indeed, incorrectly overpaid by this amount.

There are a number of FLSA calculations and restrictions which apply but this is the basic issue. We were paid twice for overtime rate enhancements.

So that is the explanation of what happened. I for one can accept that their system made an error and now understand how it came about.

My main issue with APEX and the County was the manner in which staff have been treated throughout this whole issue.

I very strongly made a number of points on this matter concerning the fact that we were given a phone number to call and then told nobody could explain how our individual amounts were calculated; they wanted the money back all in one go; that this has dragged on for weeks and that we were basically being treated like children who's allowance was being withheld.

APEX managers apologized for this and accepted their fault.

They have also agreed that they will be sending out an email to those concerned with a more though explanation than I have been able to give you in lay mans terms. There will also be a contact number to talk with somebody who WILL, they say, be able to give more details if staff require that.

Expect this in the next week or so.

Going forward:

APEX state they have fixed the problem, with a patch from the software designer and we will not have this problem in 2015.

APEX and HCSO payroll are developing a program that staff will be able to run to check on their pay and explain some of the payments and allowance calculations.  Expect this in a month or so, they correctly, want to make sure it works accurately before releasing it.

There are plans within HCSO for us to move away from Workforce Director and put more of our pay calculations into the APEX system, which should remove a number of the human error / data entry problems we have experienced.

APEX accepts that our pay slips are almost impossible to understand and they state they are working with the software designer and other users - many other Counties use APEX/Peoplesoft - to come up with solutions.

So, where does that leave us?

Essentially the APEX program screwed up, the County claims they have fixed the problem and promised to communicate with those concerned.

MNPEA will, however, push forward with applying what pressure we can to have the pay slips improved, including requesting an audit of the system by the MN Department of labor.

The Stewards and I will strive to keep you informed

Nicc Newton-D'Taillefer

MNPEA Steward


http://hcso.co-911.com/?p=1012

Stewards List 2015

This is the new steward list for 2015.

Nicholas Newton DTaillefer

Richard Deal

Ben Ebbers

Mike Smith

Chad Vanheel

Jason Herlitz

Dave Bentzen

Alternates:

Phil Miles 
Carol Orcutt

It has been a pleasure serving you as a steward all of these years. Thanks for voting me in every time I ran. I decided not to run this time. It's time to leave it to the next generation. 

This blog will continue as a service and voice to our members.

179A.06 RIGHTS AND OBLIGATIONS OF EMPLOYEES.

Subdivision 1.Expression of views.

Sections 179A.01 to 179A.25 do not affect the right of any public employee or the employee's representative to express or communicate a view, grievance, complaint, or opinion on any matter related to the conditions or compensation of public employment or their betterment, so long as this is not designed to and does not interfere with the full faithful and proper performance of the duties of employment or circumvent the rights of the exclusive representative. 

Guest Post from N. Schlitter regarding Social Security

Social Security is running a $75 billion deficit that is projected to grow to $322 billion by 2032!!!

The fund will be there in future years, but what will be your actual benefit?  15-25% of your average income over 35 years of paying in?  Who knows for sure, but it does not look good.

Would you invest in a company that was projected to go bankrupt as bad as the Social Suckurity Fund?

According to this attachment, continuing to pay into Social Insecurity would be the same as investing in a company that has operational costs that outpace revenues.......in the billions!

How will this deficit be reduced?

There are only a few options:

a) raise the SS tax (which has already been proposed for 2017, look it up)

b) reduce benefits to people who are currently retired (pay in more, get less of a return)

c) reduce benefits for future retirees (see above)

d) raise the SS tax cap (for 2014 the cap was $117,000)

e) stop raiding the fund to pay for other programs (yea, right)

f) keep people from bilking the system (see above)

e) place a windfall provision on ALL of an individual's retirement income

g) raise the age of full retirement age up from 67 to 70 years of age

h) borrow even more money from China to pay for it

There is always a disclaimer associated with investing in the stock market: "past performance is no guarantee of future results", the same can be said about the Social Security fund.

For decades people have predicted that the SS fund will be depleted and insolvent, it finally became true in 2010 when it began running a deficit for the first time ever.  For those of you that like to point out that the fund has been predicted to run out of money for decades and hasn't yet.....well, that time is now.

How can anyone that still has 20 to 30 years to work before they retire not see the benefit of an exta 6.2% of their income to invest knowing that when it is time for their retirement  Social Security will almost assuredly pay out less than was promised?  Your "guaranteed" return from SS won't be as lucrative as you might like to think.

Take some time to think about how bad you will potentially get pinched if you continue to pay in (i.e. higher taxes, lower benefits).

The government also taxes SS benefits when it is not your only source of income. 

Does losing another 15-20% of your retirement income after federal and state taxes sound good to you when that money could be in a Roth IRA with tax-free withdrawals?

Investing is a risk, that is undeniable, but is contributing money to an insolvent fund any better?

The government has already begun attacking pensions because there won't be enough funds available to support future retirees. They have the right to reduce your pension benefits at any time.  (If you don't believe that, do a little research, an article was published in the 12/11/14 edition of the Star Tribune.

Like it or not, the same WILL happen with the Social Security fund, go ahead, vote YES if you are okay with this and you are confident that the people in charge of the SS fund can fix the mess of a deficit it has. (remember, the national debt is over $18 trillion and counting, their track record at managing money is awful, we all know this)

Social Security Deficits Are Permanent and Set to 
Quadruple in Less Than 20 Years

Social Security began running deficits in 2010, paying out nearly $50 billion more in benefits than the program received in payroll taxes. Without reforms, Social Security's deficits will rise rapidly and will quadruple in less than 20 years.

INFLATION-ADJUSTED DOLLARS (2013)

Source: Social Security Administration.

Arbitration Filed Over Brown/Black Leather

Here we go again. Typical Hennepin County Sheriff's Office logic. Take a grievance settled years ago and decide to break their agreement and also violate the contract.

Of course I'm talking about the brown to black leather uniform switch.

The issue is simple. The Sheriff's Office, as is their right decided to make a uniform change from brown to black leather in 2007.  No one questioned the switch, just how it was to be paid for.

The contract states in Article 32, section 2:

Section 2. If the basic clothing provided by the EMPLOYER is changed in type, color or style by order of the EMPLOYER, the EMPLOYER will bear any replacement cost in excess of $65.00 per calendar year, the employee to be responsible for the first $65.00 of replacement cost.

When told the employees pay only the first $65 and they pay the rest they balked. We grieved it and they settled the grievance in 2007 by stating that employees who were in brown leather could remain in brown leather.

Suddenly in 2014 the few of us still in brown leather are an issue. This also calls into question the integrity of the Sheriff's Office and their willingness to break an agreement. But it's not the first time we've heard them simply say, "We're not interested in doing that anymore."

Well we just filed for arbitration. The Sheriff's Office will now spend thousands of tax payer dollars rather then follow the contract and spend a few hundred. Bravo!

December Update-2014

This is an update for our MNPEA members for December 2014.

Let's start with the elephant in the room. As most of us know Hennepin County claims they overpaid us on the December 5th check so they took hundreds of dollars back from our last check. Hennepin County and Sheriff's Office payroll are chronically bad. We demanded an itemized reason for each person affected, they claim they will provide it. After all, if you're going to take hundreds of dollars from our checks there better be documentation as to why.

A new grievance was filed Friday for another member's screwed up check. They had 8 hours of sick time taken, even though they were at work, last September. After much wrangling Sheriff's payroll stated in writing it would be on the check on December 19th...it was not. Now they say it's too far back for them to fix...county APEX must...typical.

We stewards and our attorney met with Sheriff's Administration and Hennepin County Labor Relations on Friday December 12th. We covered three grievances.

The brown leather grievance....again..What a waste of time to try to make us few remaining in brown leather to switch to black, seven years after agreeing we didn't have too. They say they'll have an answer by the 30th of this month. Our argument is the same, per the contract we will pay the first $65, they pay the rest. It's the "they pay the rest" part they've never liked. 

Article 32, section 2: If the basic clothing provided by the EMPLOYER is changed in type, color or style by order of the EMPLOYER, the EMPLOYER will bear any replacement cost in excess of $65.00 per calendar year, the employee to be responsible for the first $65.00 of replacement cost. 

The weekend shift differential grievance.  Sheriff's payroll says a software glitch caused this to get messed up last June. They say they will fix it. They are asking all of us to check and see if we are missing weekend differential going back to June. If you are, email Dave Rice in payroll, letting him know the dates and you will be reimbursed.

Night shift differential. This has been an ongoing problem. Article 10 of our contract covers this. The Sheriff's Office position is they will only pay nightshifters this for an extension of their shift. For example if you stay over an hour or two wrapping up a report.The Sheriff's Office says if you stay over four hours you're working someone else s shift! Doesn't matter to them if you are forced to stay over...it's someone else's shift in their mind. They usually pay the nightshift differential for two hours or less, they rarely (but sometimes) pay it if you stay over four hours. The only consistency is the inconsistency. 

The Union's contention is that the contract is clear. They are to pay the ENTIRE time worked. This is Article 10 section 8 of the contract:

Compensation under this section will be in addition to the employee's regular salary and will be earned for the entire period worked, provided at least five hours of the shift worked falls on the day for which the additional compensation is being paid. 

One of the stewards and the county are looking at a Memorandum of Understanding regarding this. I disagree. They just signed the contract last September. They agreed to this language. 

It's pretty cheap to not pay someone an extra $.85 an hour for the four hours they must stay over after being up all night! They are arguing over $3.40! 

This is ongoing. If it ends up in arbitration I think we'd win. 

I'd be remiss not to mention that messing with people's money is a bad idea. It's a morale buster. A major bone is that when they short us it takes weeks or months to get reimbursed. When they say we owe them, it's taken out the next check...and that without any documentation other then they said so.

Happy Solstice, Merry Xmas or happy however you celebrate this time of year!

How the Grinch stole Xmas

Imagine your employer informed you that they overpaid you the previous check and were taking hundreds of dollars out of the next. The check before Christmas! They claim they overpaid the FLSA calculations on your last check, the check with your Stability pay (Holiday Bonus). But offer no explanation or proof.

They email you with a number to call if you have any questions.

Questions like:

Can you show me where you overpaid me?

Can't we spread this out over a few checks if I was over paid?

When you call the number you don't get the person who you were told to call. But the person on the other end takes your information and you are told you will be called back that afternoon.

That call doesn't come. If you call back later and ask, you are told, "No one is available to talk."

We have had payroll issues with Hennepin County for a long time. Unpaid overtime, missing sick time, unpaid raises and backpay. We have had many meetings with the County. County payroll is chronically off.

Now Hennepin County has a budget of hundreds of millions of dollars. They have very high paid accountants to manage their budget, guys with Masters Degrees in Accounting. Their one job is to make sure the numbers add up.

All of the payroll is done on software. Software with names like APEX and Workforce. Software programmed and run by high paid IT guys. Guys who's one job is to make sure that the payroll is inputted correctly.

Finally the day before Thanksgiving we were  told we just had to trust them.

The very next check they claim is wrong in their favor. Suddenly it's not weeks to resolve, grievances to be filed, no, it's instant correction.

Merry Xmas Grinch, er Hennepin County.

I'd love to give them a Department of Labor audit for my gift.