June 2002

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Nominations closed on Wednesday, the 15th, at 5pm. We had four nominations for president and two acceptances; five nominations for vice-president/negotiator and three acceptances; we had a whopping 19 nominations for secretary, and two members accepted; and six people were nominated for communications, with the incumbent, Doug Kuula, being the only one who accepted. Two people nominated non-members; let's hope these people are really "pre-members." Several nominees indicated a willingness to serve at a later time, which is quite hopeful.

Shortly, we will get candidates' statements from these members and include them with mail-ballots. The deadline for ballots to be returned in June 15, so there is plenty of time. The only effect on negotiations is that the team will be one person larger. The vice-president is a negotiator, and none of the current team agreed to serve as vice-president. This election does not in any way jeopardize upcoming negotiations for the third year of the current contract.

Thank you all for your participation!

On Feb 21, Payroll informed 10 and 11-month employees that State AB2177 directive requires Payroll to pay employees only for the months in which the employee actually worked. This would require employees to rebudget to compensate for unpaid months. Concerns were raised about the potential hardship this would place on the employees. Through the clarification efforts (PERS and SCOE) of CAC and working with the District, two options were offered in a memo from Payroll, May 3rd.

Option 1: An adjusted work calendar that involved taking 1 or 2 days from the regular work months and placing one in each of the unworked months. In addition, you have the option of either working on the specific days or using vacation hours.

Option 2: Establishing a voluntary payroll deduction with a financial institution (such as a credit union) to set aside income to offset the months you do not receive a paycheck.

Shirley Davis and Wende Wahl, CAC, are continuing their efforts to research the accounting process, not only for a clear understanding of the payroll system, but to work on retaining pay options for employees.

We say "THANKS" to Shirley Davis and Wende Wahl, CAC; Ron Root, Vice President, Business Services; Lamont Royer, Controller, Business Services; and Carol Williams, Payroll.

As you may have noticed if you read "Around the Local," the Local 707's newsletter, in July we will enter Year 5 of the 5-Year Plan we voted to approve in May of 1998. Under that plan, dues increased 0.05% (that's one-half of one percent) each year until they reach 1.4% of our gross salaries in the fifth year. That means, on July 1, 2002, SEIU dues deducted from our paychecks will be 1.4% instead of the 1.35% we have been paying.

Faculty dues are lower. They have a separate organization to which to pay dues for political action, so they have no costs for lobbying, etc. They also are an independent association, so they have neither the costs of nor the support from an international organization. In short, they're quite different from us.

When the 5-Year Plan was implemented, things were desperate at the Local. Staff was forced to take one unpaid day a week, although most of them worked that day. They were stretched thin and often unavailable to us. Since then, more field representatives and clerical staff have been hired, which allowed both our field representative, Steve O'Keefe, and the Local's General Manager, Michael Allen, to participate on a regular basis in our negotiations. There is adequate staff to answer our questions and provide clerical support for us on a quick turnaround.

Let's talk about the Local's new building. This building is not the reason dues are going up. Owning this building will be cheaper than renting the current space, which is not very accessible to members because of the downtown parking situation and is not wired for internet access, so we cannot communicate with the Local staff by e-mail.

Now let's look at the numbers:

· Salary for a first-step custodian on the 97-98 salary scale was $2,072; at 1.25%, dues were $25.90/month

· Salary for a first-step custodian now is $2,482; at 1.35% dues are $33.50/month

· In July 1, that custodian will move to the 2nd step, which is $2,607; at 1.4%, dues will be $36.50, an increase of $3 a month.

· Representation at the bargaining table.

· Representation by SEIU in a workplace dispute with management.

· Ability to vote on issues to be brought to the bargaining table.

· Ability to vote to approve or reject the bargaining agreement.

· Ability to vote to select the bargaining team and officers representing his/her interests with management.

· Access to first-home-buyer mortgage services.

· Access to SEIU Mastercard.

· Access to group insurance rates.

· The strength of an international organization devoted to protecting workers' rights.

There is still no word from the arbitrator about the Hours of Employment grievance. The consequences of his decision will be far ranging. For instance, in departments where employees work shifts, there can be no rotation arrangement until this grievance is settled. That means employees are frozen in place, some working the choice spots for several years now and others working the least-attractive time-and-location spots.

What is the unit's feeling about the fairest basis of rotation?

Blind? (Everyone takes a 6-month or year turn at each assignment)

Seniority? (No movement for new employees, effectively)

Established specialties? (Each time or location requires special handling, and employees develop skills or "bid" to match their special skills with the desired assignment.)

Other?

Please circle your choices and find a place on this newsletter to indicate your preferences and return it to the SEIU mailbox in Bailey. This won't be the first inquiry, but we need to know what unit members think.

This is evaluations season. You must sign your evaluation, regardless whether you agree with its contents. Remember that you have ten working days to rebut anything you feel is inaccurate or unfair in your evaluation. A day is defined as a day the College is open for business, that is M-F, holidays excepted. The rebuttal goes directly to Human Resources.

You may not grieve the contents of an evaluation, but you may grieve the process. For example, if you did not have a face-to-face meeting to discuss the evaluation and share your portion of it, that is a violation of the process. If you were given scores that are not on the scale (1-5), that is a violation of the process. If you did not have an evaluation, and have not had one for a number of years, that is a violation. If the evaluation is disciplinary or punitive, that may be a violation. Supervisors who have complaints about an employee's performance should use the discipline procedure in our contract, but that is probably not something we may want to direct them to do. No event or action that is more than two years old may be used for either discipline or evaluation. Therefore, if you have an evaluation this year but have not had one for several years, no events, behaviors, or conducts older than two years can be referred to; an evaluation or letter of discipline that contains such references is a violation of the process.

If you have questions about this process, please call the Stewards' Shop, x2758, to speak to one of the stewards about your situation.

As the CAC Communications Officer I would like to thank everyone who comes together to get current information out to our unit:

Article Contributions:
Ann Samson, Wende Wahl, Shirley Davis, Carol Wolfe, Roz Ringle, John Hemmenway, Virginia Hotz-Steenhoven, Bill Lambert, and Vicki Reed.

Power Source Copying, Labeling and Distribution:
Cornell Chesnick, Cathleen Cummings, and Patricia Soran.

Website Creation and Maintenance:
Frank Job

I am sure that I have missed someone in my list, and for this I am sorry.

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