Association of Civil Service Employees (ACsE), P. O. Box 5, Carbondale IL 62903-0005
Fellow ACsE,
You are invited to a
General Membership Meeting
on
Wednesday, March 30, 2011,
to update you on the latest developments and to allow you to participate in discussion with ACsE Executive Leaders about the recent imposed terms and conditions by Chancellor Cheng. There will be two meetings held on this date for your convenience. It is not necessary for you to attend both meetings, but we encourage you to attend one of them.
Meeting Info
Date: March 30, 2011
Time: 1st Meeting – 11:45 a.m.
2nd Meeting – 4:45 p.m.
Place: Kaskaskia/Missouri Rooms
Student Center
Dear ACsE,
We would like to thank all of you for your support. We have received many phone calls, e-mails, and text messages all with the same message from you – Stand strong and stand your ground! Thank you for your generous support.
There have been a few questions we would like to clarify for all of you.
On Monday, March 7, 2011 the Administration presented ACsE with two proposals from the Chancellor: a one-year and a three-year offer. Both offers were refused as written so the Administration came back with the one-year offer as their “last, best, and final” proposal which we were informed they would impose. This means there was only one offer on the table from the Administration at the end of bargaining at 3:30 p.m. It is a proposal and not a contract. A contract is an agreement between two parties that is ratified and signed by both parties. There was no agreement so there is no contract. Their proposal indicated in writing that the Chancellor will impose terms and conditions on you for one-year. These imposed terms and conditions will have a negative effect on future negotiations. For example, it makes closure days a management right and specifically allows them to impose closure days at any time in the future (see Section 12.12 of the Administration’s offer).
Their proposals were not as simple as four unpaid days and a guarantee of no layoffs in FY 2011 (which ends June 30, 2011). The language Administration proposed gave them the right to impose an unlimited number of unpaid days as well as the power to impose temporary layoffs (less than 30 days).
The media stories make it appear that ACsE is being unreasonable. We knew we would not receive everything we asked for but we remained hopeful an agreement would be reached. The issues we took to the table were issues our bargaining unit members told us were important to them early in the bargaining process. Some of these issues include:
ØUnpaid Closure Days
ACsE has made numerous suggestions about how to implement four unpaid closure days including employees being charged 1-2 hours per week, unpaid half days each month, Voluntary Unpaid Closure Days, among others. All these options would be less cruel and would lessen the hardship on the lowest paid employees at SIUC.
ØNo Layoffs
Asking for no temporary layoffs during the life of our contract was to protect you. ACsE employees are already doing more work with no additional pay. ACsE refused to consider any offer allowing Administration to have unconstrained power to impose an unlimited number of unpaid days AND to impose temporary layoffs without the 30-day notice if the layoff was for less than 30 days.
ØJob Restoration
ACsE has lost 53 represented employees to the tune of over $1.386 million since January. We asked that the administration commit to returning job levels back to the approximately 500 we had just over a year ago – these job losses increased our workload with no extra pay.
ØWage Increases
ACsE requested wage increases equal to an amount granted to the SIUC Faculty Association. We are a vital part of this university also.
ØSummer Insurance
ACsE requested the summer months of health insurance paid for the 9- and 10-month flex-time appointments. Other Union represented employees on campus have their flex- time employees insurance paid during the summer months by SIU and the cost is very minimal. Currently there are 17 flex-time employees in the ACsE Bargaining unit.
ØFive Personal Days
These five personal days will be deducted from your vacation benefits (not an additional five days) and can be taken without prior approval. They could be used for emergency use (such as your car breaking down, or hot water heater at home flooding your basement, etc.). They could not be taken all at one time.
ØSURS Information
Imposed unpaid closure days will not affect insurance or vacation/sick leave accrual, however they will have an effect on your retirement benefits.
The unpaid closure days imposed will occur on March 15th, April 22nd, May 27th, and June 20th. According to the “Side Letter “ in the imposed offer, you should not report to work on these days and you are not allowed to take vacation or sick leave (see the Side Letter that is at the end of the one-year offer posted on line at acsesiuc.org). Under the imposed terms, ACsE represented employees are not allowed to report to work on these days. Any questions regarding the imposed offer should be directed to Brent Patton, Director of Labor Relations (brentp@siu.edu).
Again, their proposals were not as simple as four unpaid days and a guarantee of no layoffs in FY 2011 (which ends June 30, 2011). The language Administration proposed gave them the right to impose an unlimited number of unpaid days as well as the power to impose temporary layoffs (less than 30 days).
As we told you in the beginning, since there is no agreement, there is no vote. We believe this to be an illegal imposition and we are creating a plan of action exploring all legal options.
You will be receiving further updates from ACsE as the process continues. Please continue to send your questions to ACSEquestions@gmail.com.
In Solidarity,
ACsE Bargaining Team and ACsE Executive Committee
Many of you have requested to see a copy of the Chancellor's Last, Best and Final Offer. Click HERE to upload the PDF.
Note that the underlined statements are proposed changes to the contract (Sections 4.3, 5.9, 6.1, 8.3, 10.2, 12.11, 12.12, 14.14, 16.1, 16.3, 16.5, 16.6, and 17.1). Please pay special attention to 16.3 which addresses temporary lay-offs of less than 30 days not requiring a 30-day advance notice.
Click here to view the University 3 year mediation package proposal
THE ACsE BARGAINING UNIT APOLOGIZES FOR NO UPDATES UNTIL NOW BUT THE WEBSITE HAS BEEN UNDER CONSTRUCTION, SO UPDATES HAVE BEEN PROVIDED VIA THE ACsE LIST SERV (e-mails).
ACsE Election Results:
Vice-President for Communications: Brenda Prell
Vice-President for Membership: Deb David
Treasurer: Cathy Lilley
Member-at-Large: Bonnie Bateman
Member-at-Large: Steve Mitchell
Member-at-Large: Teresa Ullman
NOW IS THE TIME! ACsE ELECTIONS!
Are you interested in serving your fellow members of ACsE? It is ACsE Elections Time and we need you!
Elections are being held for Vice-President for Membership, Vice-President for Communications, Treasurer, and three Member-at-Large seats. All are two-year positions.
Enclosed in the mailing with the November ACsE Newsletter was the ACsE Nomination Form/Candidacy Statement. Please consider if you would like to work for your civil service co-workers as a member of the ACsE Executive Committee.
For more information, you can email Cyndie Kessler Criswell at criswell@siu.edu
Present were ACsE Team Members Bonnie Bateman, Deb David, Ami Ruffing, Doug Flummer, Tammy Keen, Cyndie Kessler-Criswell, and James Clark (IEA UniServ Director) who met with SIUC Labor Relations (Administration) Brent Patton and his assistant Diann Bauer.
Below are some issues discussed at the meeting between Administration and your ACsE Bargaining Team.
ACsE raised the issue of the lack of notice given to ACsE employees who were reassigned rather than laid off due to the 4% cutbacks. While ACsE understands reassignment is preferable to layoff, there was little or no priornotice given to a number of these employees before reassignment.
ACsE’s stand: Employees should receive more advanced notice.
Admin’s stand: Administration will look into the situation and get back with ACsE to let us know why advanced notice was not given.
ACsE requested a list of ACsE represented employees not paid on state appropriated funds. 30% of these employees are paid on non-state monies raising a question of how a pay cut to these employees can benefit the university since state and non state monies cannot be commingled. Enough information through our inquiries was not received to provide us with what we need. Additional requests have been made.
A bargaining team member stated she listened to Dr. Poshard on the radio in the morning (August 23, 2010) and he stated he was optimistic there would be no furlough days. We asked for clarification as to whether the Chancellor’s position on a four-day pay cut squares with President Poshard’s public comments.
The ACsE Team continues to gather information about the number of Extra-Help positions that have appeared to increase over the last three years raising questions as to whether the Administration is avoiding the hiring of permanent employees. The Administration is in the process of complying with this request.
ACsE requested further information about the legality of “One day lay-offs” and “Fiscal Closure Days” and also requested any information given to us by Administration be in writing from the General Counsel of the State Universities Civil Service System (SUCCS).
ACsE and Administration together worked on paperwork required for the Labor Board indicating the status of ACsE bargaining.
We are looking forward to representing you in the next bargaining meeting on September 1, 2010 with another session set for September 13, 2010.
The full list of ACsE and the Administration bargaining topics is as follows:
ACsE:
Association of Civil Service Employees
(ACsE) IEA/NEA
*Open Items for Successor Agreement
Presented July 29, 2010
Items presented are printed in RED
Preamble
Article 1—Recognition
1.1 Recognition
1.2 Definition
1.3 Statutory Authority
1.4 Representation
1.5 Status of New/Changed Classifications
1.6 Flex-Year Employee Classification Change
Article 2—Purpose of Agreement
2.1 Purpose and Intent
Article 3—Agreement and Board Policy
3.1 Status of Agreement
3.2 Conflict with Agreement
3.3 Impact of Benefit Changes
Article 4—Effect of Agreement
4.1 Zipper Clause
4.2 Savings Clause
4.3 No Strike/No Lockout
4.4 Nonwaiver of Negotiations
Article 5—Association Rights
5.1 Nondiscrimination/Noncoercion
5.2 Association Member/Officer Access
5.3 Association Staff Access
5.4 Release Time for Association Activities
5.5 Representative Assembly Delegates
5.6 Bargaining Unit Lists
5.7 Staff Orientation Portfolios
5.8 Quarterly Meetings
5.9 Payroll Deductions
5.10 Fair Share Payments
5.11 Printing of Agreement
·Release time for ACsE officials:
a)Meeting time release on same basis as Civil Service
Council
b)Attendance at National and State Association conferences
treated as University business
Article 6—Management Rights
6.1 Employer Rights
Article 7—Nondiscrimination
7.1 Sexual Harassment Policy
7.2 Nondiscrimination Policy
7.3 Americans with Disabilities Act and Accommodations
7.4 Health and Safety
Article 8—Grievance Procedure
8.1 Definition of Grievance
8.2 Adjustment of Grievance
8.3 Grievance Procedural Steps
8.4 Rights to Representation
8.5 Automatic Step
8.6 Time Extensions
8.7 No Reprisals
8.8 Release Time
8.9 Withdrawal of Grievance
8.10 Grievance Records
Article 9—Jurisdictional Disputes
9.1 Resolution of Jurisdictional Disputes
9.2 Reserve Rights and Prevailing Practice
Article 10—Disciplinary Action
10.1 Representation Rights
10.2 Notification and Schedule of Meetings
10.3 Forms of Disciplinary Action
Article 11—Leaves
11.1 Sick Leave Accrual
·Improvements in Sick Leave benefits, e.g. increased accrual rates
11.2 Use of Sick Leave/Definitions
11.3 Misuse of Sick Leave
11.4 Sick Leave Application to Work Schedule
11.5 Order of Sick Leave Usage
11.6 Payment for Unused Sick Leave
11.7 Extended Sick Leave Benefits
11.8 Required Medical Examination
11.9 Bereavement Leave
11.10 Jury Duty
11.11 Military Leave
11.12 Return from Military Leave
11.13 Leave of Absence
11.14 Release for Voting
Article 12—Holidays, Vacation, and Administrative Closure
12.1 Recognized/Designated Holidays
12.2 Regular Compensation for Holidays
12.3 Overtime/Holiday Pay
12.4 Holidays on Saturday/Sunday
12.5 Holiday for Irregular Workweek
12.6 Pay Status Eligibility for Holiday Pay
12.7 Vacation Accrual
Improvements in vacation benefits, e.g. increased accrual rates
Personal Emergency Days not chargeable to Vacation
12.8 Maximum Vacation Accrual
12.9 Vacation Approval
12.10 Change of Status and Pay for Accrual Vacation
12.11 Administrative Closure Days and Pay Status
12.11(a) Employees Not Required to Work
12.11(b) Employees Required to Work
12.11(c) Overtime Pay for Required Work
12.11(d) Minimum Work/Equivalent Pay Requirement
Article 13—Employee Benefits
13.1 Insurance
Insurance – Summer insurance payments for non-12 month ACsE personnel
13.2 Tuition Waiver for Employees
Early retirement incentives
Article 14—Employee Work Rules and Conditions
14.1 Work Schedule and Operational Need
14.2 Normal Workday
14.3 Workweek
Review of Accounting System for work time – same rules for semi-monthly as bi-weekly
14.4 Vivarium Workweek
14.5 Shift Differentials
All shift differentials paid at a percentage rate
14.6 Temporary Upgrade
Adjust temporary upgrade contract provisions to address increased workload and duties assumed by civil service employees due to the “hiring freeze”
14.7 Overtime Pay/Compensatory Leave
14.8 Scheduling of Overtime
14.9 Lunch Period/Break Time
14.10 Seniority and Building Foreman Vacancies
14.11 Flextime
14.12 Performance Evaluation
14.13 Workload and Classification Review
14.14 Use of Extra Help Appointments
Use of extra help and student workers to avoid hiring full-time permanent
Layoff protections, e.g. longer notice, stricter bumping rights, no RIF
16.1 Seniority List
16.2 Acceptance of Less Than 12-Month Employment
16.3 Employee Notice
16.4 Transfer to Open Position
Transfer to Open Position restrictions
16.5 Bumping Least Senior Employees
16.6 Retreat Rights
16.7 Rights of Refusal
16.8 Other Rights
Article 17—Wages
17.1 Wage Increases
Salary issues subject to SIUC ability to pay
a)General across the board raise
b)Salary system that rewards years of service
17.2 Application of Wage Adjustment
17.3 Wage Adjustment for Classification Change
17.4 Increase in Pay
17.5 Decrease in Pay
17.6 Decrease in Pay – Any Other Classification
17.7 Salary upon Return to SIU Employment
17.8 Parking Fees
Parking – SIUC payment of parking fees as a civil service employee benefit
Article 18—Duration and Ratification of Agreement
18.1 Duration
18.2 Negotiations Procedure
18.3 Ratification and Signature of Representatives
Signatures
2010Collective Bargaining Teams
Appendix A—Represented Classifications
Appendix B—Confidential Positions
Appendix C—Schedule of Minimum Rates
Appendix D—Guidelines for Progressive Disciplinary Action
ADMINISTRATION:
Initial University List of Items for Discussion in the FY2011
Collective Bargaining Negotiations with ACsE
July 29, 2010
The following list of items contains sections of the FY2010 Collective Bargaining Agreement between the SIU Board of Trustees and the Association of Civil Service Employees (AScE) that the University puts forward for discussion during negotiations of an FY2011 successor agreement. This is an initial listing and the University reserves the right to amend this list at a later time.
4.3 No Strike/No Lockout
4.4 Non-wavier of Negotiations
5.7 Staff Orientation Portfolios
6.1 Employer Rights
8.3 Grievance Procedural Steps
10.2 Notification and Schedule of Meetings (b)
12.11 Administrative Closure Days and Pay Status
12.12 Temporary Fiscal Closure Days (NEW)
16.5 Bumping Least Senior Employees
16.6 Retreat Rights
17.1 Wage Increases
??.? Reduction in Force Section
August 16, 2010 Bargaining Update
The Bargaining Team has met on two occasions with SIUC Administration, July 29, 2010 and August 11, 2010 and we are currently in the early informational stages of bargaining, including the exchange and clarification of information.
We are working to protect your interest in wages and job security. We are looking forward to representing you in the next bargaining meeting on August 23, 2010.
In Solidarity,
Your Bargaining Team:
Cyndie Kessler-Criswell
Bonnie Bateman
Doug Flummer
Tammy Keen
Deb David
Ami Ruffing
ACsE is on FACEBOOK! Click on this link to contact the Group Administrator to join this discussion group!
Congrats and welcome to our campus Office Administrators to the Association of Civil Service Employees-IEA/NEA bargaining unit!
Working the front lines across campus, this group of approximately 60 individuals contains many senior SIUC employees whom we previously lost when they were promoted out of our unit.
A strong majority of those sharing the OA title (former title: OSS-III) signed confidential authorization cards required by state law to approve the addition. Thanks to all who signed and to all who considered doing so.
The Illinois Educational Labor Relations Board (IELRB) certified the petition August 5. Meanwhile, bargaining for a new contract for all ACsE titles is underway, and SIUC Labor Relations has been informed that all aspects of the Agreement will include OAs as well.
Why is being a dues-paying member a good idea...
to give you the power to be taken seriously
—there is power in numbers!
Solidarity makes a difference! YOU need your support!