|Members Approve Constitutional Changes
by Matt Hilton, Local 328 Vice President
March 5th, AFSCME local 328 members voted overwhelmingly to approve
proposed changes to the locals constitution. Members also strongly voted in
favor of a new article to the constitution which will govern how local policies
are created, reviewed, and implemented.
President Mike Bandy said I'm happy to report that the
voting went well yesterday and the Constitutional updates and the one amendment
passed with the membership.
We had a higher than expected member turnout during the three
General membership times on Wednesday. This has been an almost three year
process, and want to thank everyone for their hard work in making this happen.
The next step is for Council 75 Director Ken Allen to send
the new constitution to the International for approval
detailed description of what the new changes will mean check here.
Given that a lot of the new changes in the
constitution refer to local policy, I thought it was important that we had
something in place regarding our local policies that made them as transparent
and democratic as possible said local 328 secretary Jaimie Sorenson, author of
the policy amendment.
having a chance to vote on the amendments, members also had a chance to
interact with their AFSCME staff representatives and various leaders from the
local 328 executive board and steward program. Many members also left sporting
AFSCME t-shirts, hats, and tote bags.
desire to take part in the democratic process, members also showed up with a
healthy appetite for the snacks and other food items that were offered. I was
pretty surprised how fast the pizza went at lunch time, Staff Representative Diane Lovell stated. We ordered a dozen pizzas and
ran out half way thru and had to order a bunch more.
to the constitutional vote, several members were also nominated to serve as
delegates to the 2008 AFSCME international convention coming up this July.
Other individuals expressed an interest in becoming shop stewards, serving on
the new policy committee, taking part in the PEOPLE in action (PAC) committee,
or running for the bargaining team- which will be elected later on this fall to
help AFSCME bargain a new contract with OHSU starting in 2009.
All in all,
I was very impressed with members who turned out and made their voices heard.
Id like thank everyone who voted, and Im quite pleased with how things went,
said Local 328 Vice President Matt Hilton.
|Member Leadership Opportunity
AFSCME LOCAL 328
MEMBER LEADERSHIP OPPORTUNITY
these phrases describe you, or you are interested in improving your skills in
these areas, becoming an AFSCME Local 328 Steward is the path for
Local recruits and trains stewards three times each year spring, fall and
winter. Dont miss our Spring Training
on May 8, 2008!
May 8, volunteers will learn how to represent co-workers at investigatory
interviews. In the fall you will then
have the opportunity to learn how to investigate, file and resolve grievances.
Becoming a steward is a great way to learn more about our Contract and
make a big impact on resolving workplace problems.
Our Stewards are assigned to assist members
on a rotating basis, not assigned to a particular department, so there is a
great opportunity to learn more about other OHSU
interested, or for more information, contact Local 328 Chief Steward Ed Gaines
at email@example.com; 503-494-3355/14567(pager) Registration Deadline is
The steward position description is available here.
At the link below you will find a registration form and
letter of explanation for the upcoming Faith Labor Breakfast sponsored by Jobs
The event is scheduled for
March 12th at 7:30 am at the Highland
Christian Center just down the road from the Portland office (78th and
NE Glisan St).
Please forward this info to any of your local
leadership you feel may be interested, and also consider coming
yourselves. Anyone who plans to attend needs to fill out the
registration and send in the $7 fee ASAP.
The directions for submitting the form are on the form.
Here are just a few reasons to attend this
1) Many of you may remember the outstanding support
the faith community has recently shown our union during Local 1995's strike. In
its six year history, this breakfast has aimed to lay the groundwork for such
acts of solidarity between the faith and labor communities.
2) Building stronger ties to the local people of
faith can only help improve our union's standing in the community and ability to
mobilize the community around issues important to our membership.
3) Finally part of the event will be geared toward
commemorating the forty year anniversary of the Memphis sanitation worker's
strike, which is an important moment in our union's history.
If you have any questions, please
Organizer, Oregon AFSCME Council
Office: 800-792-0045 ext. 123
Faith Labor breakfast letter.doc
Faith Labor Breakfast Registration Form.doc
|Tort Cap Effects at OHSU
|Local 328 leadership and staff attended the OHSU Town Hall regrading the effects of the tort cap decision on OHSU. Dr. Roberston announced some specific impacts to the university as a result of the tort cap decision. Four of the areas of impact are likely to directly affect Local 328 members.
1. We can expect to see some OGI programs incorporated into the School of Medicine, and the move form the west campus accelerated.
2. There will be increased deferred maintenance and deferred upgrades on older buildings as well as cuts to central services administration, facilities, planning, finance and human resources.
3. Outsource or close March wellness.
4. There will be other programs affected which could have some impacts on our members depending on how they are ultimately structured, but it's too soon to tell what those impacts could be. We do not yet know how many of our members will be affected by layoffs or what
departments they will come from; but we do anticipate that a significant number
of the layoffs will be in the AFSCME Bargaining
Oregon AFSCME's Political staff are completely focused
on this issue. The Tort Cap decision will have devastating impacts on our
members in state, county and city governments as well as at
As soon as we learned of the Tort Cap decision we began
working with OHSU Human Resources to do everything that we can to assist our
members affected by layoff. In the last contract negotiations we clarified and
expanded layoff rights. Additionally, we are working with OHSU on an additional
option of a severance package based on years of service at OHSU that our members
can voluntarily elect in lieu of invoking their layoff
The Career Development Center is gearing up to help the increased
volume of our members needing assistance and we are looking for additional
external resources to assist in that work.
When specific decisions are made and individual layoff
notices are given to our members we will make sure that specially-trained
stewards are present for moral support and to answer member questions about the
process and options.
We are also developing a strategy to hold departments
who are forced to lay off employees accountable to actually reduce the workload
commensurate with the level of cuts rather than spreading the work among those
Local 328 President reacts:
Local 328 President Mike Bandy attended the town hall. Afterwards he reported: "The total impact across OHSU could be as many as 200 positions, not all of which will be in our bargaining unit. In addition it appears that many of the reductions will be by attrition and by not filling selected vacancies. We hope that this will minimize the number of our members who are directly affected."
"Our members should remember that the contract provides significant job protection in the event of layoffs. Our contract also protects all our wages and benefits no matter what the financial impact of the tort cap decision on OHSU."
Mike also said: "I've been in contact with AFSCME Council 75's lobbyists to work in partnership with OHSU to address the tort cap issue at the legislature since this affects AFSCME employees throughout the state - not just OHSU employees."
|Tort Cap Town Hall
Local 328 is encouraging it's members to attend the town hall meeting either in person or on line. For details see the article below.
The recent tort cap ruling by the Oregon Supreme court creates an immediate need for OHSU to save about 30 million dollars a year. This will result in some significant changes in programs over the next six months or so. OHSU has been meeting with the Union and will continue to meet with the Union about these changes. Right now, neither party knows exactly how these changes will roll out. As we get information we will continue to inform our members. In the meantime, please take the opportunity to view or attend the town hall.
Reprinted from OHSU Outlook:
Tort cap ruling
Town hall meeting on Friday
Friday, January 18, 11
a.m., OHSU auditorium (old library) and online
(requires free RealMedia
Player software)[if you try the link before the listed start time you may get an error message -328 ed]
Alternative for clinical staff: Wednesday, January 23, 7 a.m., OHSU
Hospital room 8B60
Please plan to attend this important meeting about the impact of the tort-cap
loss. President Joe Robertson, M.D., will discuss OHSU's response to this
challenge and answer employee questions.
For information about liability exposure for clinical staff, please read the
& A on the President's Pages.
|General Membership meeting is Jan 2, 2008 .
General Membership meeting is Wed. Jan 2, 2008 in UHS 8B60 starting 11:30AM until 1pm.
Stop by during your lunch break
to discuss changes to our constitution!
All members encouraged to attend & if you're fairshare & would like to become a member please stop by.
Any member can propose changes.
click on below Word attachment to see a copy of the constitution & the proposed changes.
constitution tracked changes.doc
|Dues Structure to Change in January
Dues Changes Begin In
As noted in previous newsletters, in order make union dues
more fair and to relieve the monthly burden for lower-wage workers, delegates
at the biennial Oregon AFSCME Convention in Bend April 13-15, 2007 overwhelmingly adopted
a new methodology for collecting Council 75 minimum dues.
The proposal goes into effect Jan. 1, 2008. Referred to as
either progressive dues or percentage dues, the method is simple: union
members will pay a set percentage of their annual salary in dues, rather than a
flat amount for Council 75s minimum dues.
How will that impact
It depends on your income.
First, the Council 75 minimum dues are
calculated only on base salary. Shift differential, overtime and
such will not increase your dues. Second, there is both a Council 75 minimum
floor and a maximum cap. The lowest-paid members will pay $15 in dues. The
high-end cap is $55 in 2008, $60 in 2009 and $65 in 2010. After that, any
future increase would be tied to regional inflation rates.
Local 328 currently collects $3.48
per member per month over the council minimum. Under the new structure Local 328
will continue to collect $3.48 per member per month over the Council minimum.
Many local unions, such as Local
328, collect the Council 75 minimum dues plus a flat dollar rate extra. The
flat dollar amount over the Council minimum funds most of the Locals general
fund and contract defense fund. The remainder is funded by a portion of the Council
75 minimum dues. Local 328 will continue to collect the flat dollar amount in
addition to the progressive Council 75 minimum dues,
Local 328 Adjustment For Bi-weekly Pay Periods
Since the Council 75 constitution
requires a minimum dues of 1.27% of all base salary and Local 328 pays biweekly
there is an obvious problem for those months that have three pay periods.
Currently half the dues are taken in the first pay period, half the second and
no dues are collected during the third.
If we continued to collect dues the
third pay period under the new system that would result in some employees
paying more than the monthly maximum. We dont want that to happen. So what weve
done is redistribute the 1.27% over 26 pay periods to 1.38% over 24 pay
periods. That way no one will go over the monthly maximum, Council 75 will
collect its full amount of dues over the course of a year, and we will not have
to collect any dues in the third pay period of any month which has three pay
Why The Change?
Unions have traditionally lobbied
for progressive tax structures from governments; its logical to use the same
structure for dues collection. Other proponents noted that lower dues for lower
wage workers will be a good incentive for organizing new members and growing the
Many other delegates who were initially against the change were swayed by
the argument that unions bargain for pay increases on a percentage basis. A 3%
increase means a lot more dollars to $30 dollar an hour worker than it does to
a $15 an hour worker. Many delegates believed that there was an overriding
issue of fairness involved when they decided to support the change in the way
Council 75 collects its minimum dues.
The average Oregon AFSCME member
earns about $40,000 per year. The closer you are to that figure, the less your
dues will change. If you make more than $40,000 which is not an exact figure
youll be paying more in Council 75 minimum dues. If you make less, your
Council minimum dues will go down.
The 1.27 percent figure should be
good for a minimum of 6-7 years. Union leaders did not want to adopt a rate
that would need to be changed (increased) constantly. Factoring inflation and
such, the 1.27 figure should keep the Council on sound-but-equivalent footing
for the immediate future. But that model includes collecting somewhat more in
years one through three and banking it to offset an overall budget loss in the
Dues changes compared
to wage increases
Local 328 members received their bargained 3% increase in July 2007.
If you earn $10/ hr your wage increase was about $52 per month
If you earn $15/ hr your wage increase was about $87 per month
If you earn $20/ hr your wage increase was about $104 per month
If you earn $25/ hr your wage increase was about $130 per month
If you earn $30/ hr your wage increase was about $156 per month
If you earn $40/ hr your wage increase was about $207 per month
When we bargain a raise for
member we bargain a percentage. That results in high wage members getting a
much larger raise in dollars than low wage members. However, our dues increases
have always been in flat dollar amounts, that means a dues increase takes a
much larger percentage of a low wage workers wages than it does from a high
wage worker. That's why we believe the new structure is more fair all the way around and reduces the disparate impact of dues increases on low wage workers.
|Local 328 Proposes Constitutional Changes
General Membership meeting is Jan 2, 2008 in UHS 8B60 starting 11:30AM .
Local 328 has proposed a series of constitutional changes which reflect the Local's desire to serve members better by increasing the ability of the Executive Board to respond to changes in our Local's needs.
Changes include the ability of the Executive Board to change or assign duties to Executive Board Positions and the ability to directly administer the steward program. In addition the constitution will reflect the changes in the dues program enacted by the member delegates to the Council 75 convention in 2007.
We will be presenting the changes in detail during three general membership meetings in January, February and March of 2008. A vote on the changes will be held after the March meeting.
Please remember that you must be a member (not a fair share payer) in order to particpate at the meetings and vote on the proposed changes. If you wish to become a member contact firstname.lastname@example.org
Please attend those meetings for detailed readings of the changes and discussion. In the meantime you may read the proposed revised constitution here.
|OHSU Employee Benefits Council approves “Pay as You Go”
Beginning with the Jan.
12, 2008 pay date, OHSU will implement a new benefits calendar that shifts OHSUs
premium contributions and employee premium deductions to the actual month of
premiums for benefits coverage are paid a month in advance. For example, the Employer
contribution and your benefits deductions from your December pay are paying for
coverage in January. Under the new calendar, OHSU will collect benefits
premiums each pay period for coverage in that pay period.
did the OHSU Benefits Council recommend this change and with did our Union agree?
Pay as You Go
will help simplify the processes for new hires and status changes, reducing
errors that negatively impact our members, including retroactive benefit
premium deductions to the month of coverage preserves funds currently being
spent on continued coverage for employees who leave OHSU, so that these funds
may be used to pay the healthcare expenses for current employees and their
families. Depending on the extent to
which this change keeps OHSUs health care costs down, it may help to defray
future increases in employee contribution rates.
negotiated an agreement with OHSU that provides benefits for new employees on
the first of the month after 60 days of employment, rather than 90 days; a
significant improvement for new AFSCME members.
We were also
able to assure that members laid off from OHSU would receive insurance benefits
through the end of their last month of employment and then will additionally be
provided the COBRA options specified in our Contract.A Holiday From Deductions In December
A one-time benefit of
this change is that no pay deductions for benefits will take place in December
2007, as December coverage will be pre-paid in November and January coverage
will be paid in January. (Flexible spending account contributions and long-term
care payments will still be deducted in December.) Employees who receive cash
back each month will receive the same cash back amount in December as they did
in November, so that none of our members are adversely affected.
AFSCME representatives on
the OHSU Employee Benefits Council are William Barth, Philip Curtis, Diane Lovell and Frank Vehafric.
|New Executive Board!
Local 328 has a new Executive Board - the new officers will assume their responsibilities at the September Executive Board meeting.
Political Action-Position 1
Membership Activities & Involvement-Position 3
|Deborah Brock Talarsky
Internal Communications/News & Views-Position 4
Workplace Health & Safety-Position 5
Community Liaison/Good & Welfare-Position 6
Technology & Information-Position 7
Education, Training & Career Resiliency-Position 8
Support Services/Sector 6-Position 9
Patient Care Support/Sector 3-Position 10
Admin & Financial Support/Sector 1-Position 11
|Marci Jo Carlton
Admin & Financial Support/Sector 1-Position 12
Professional & Technical/Hosp & Clinics/Sector 5-Position 13
Facilities Management/Sector 2-Position 14
Professional & Technical/Administrative/Sector 4-Position 15
The delegates to the AFL/CIO convention are: Jaimie Sorenson, Matt Hilton, Veronica Bechtel and Cindy Silva.
|Right to Work (for less)
The following article is from Working For Change.
Wednesday, September 5, 2007
The Denver Post's resident "me first, everyone else be damned"
conservative David Harsanyi does his best stenographer routine today,
using his column to promote Aurora City Councilman Ryan Frasier's (R)
so-called "right to work" ballot initiative which proposes to force
unions to collectively bargain for workers who refuse to contribute to
the union. The column
is wonderful in both its stylistic banality and copy-and-pasted flavor
- it has been written an infinite number of times by an infinite number
of right-wing parrots over an infinite number of years. This makes it a
terrific sample specimen to help us dissect all the core fallacies of
the overarching "right to work" ideology - an ideology that at its core
is aimed at ending the labor movement.
So without further delay, let's dive right in.
The double standard
Harsanyi starts out by saying it is supposedly a horrible and
unprecedented atrocity when unions use the resources its members
contribute collectively for political activities which some of its
members may or may not support. This, we are led to believe, is unique
to unions. Yet, there is no mention that that's precisely what happens
when you are a shareholder of a company...
Go here to read the entire article.
|Yes, We Won...
from Blue Oregon
Yes, unions won. We won for all Oregonians.
To hear some reporters and legislators tell it, unions got everything we wanted this legislative session.
First, though we had a great session, we left with some bruises just
like everyone else. Among other things, our State Financial
Accountability Act (HB 2892), which forbids state contractors from
using taxpayer funds on union organizing drives, died in the Senate
Rules Committee but will be back again. And of course, voters will have
the chance to pass Healthy Kids in November.
But here's the dirty secret the news reports and Ted Ferrioli
won't tell you: Most of what unions fought for will benefit far more
than our members. Most of what we fought for will benefit the state as
Our philosophy is that good jobs build strong communities. If you
agree, then we hope you like what we did this session. Let's look at
what unions fought for and won in 2007:
read the rest of the article at Blue Oregon
|Join the rally June 19th
The Oregon legislature supported "card check" recognition did it for public workers.
Why wont the U.S. Senate do it for private sector workers?
Join union members, community allies, and our state elected officials, for a rally and news conference to call on the U.S. Senate to pass the Employee Free Choice Act.
Tuesday June 19th
Front Steps of the State Capitol
Senator Smith: Stand by Oregons workers
Senator Wyden: Thank you for your support
BOLI Commissioner Dan Gardner
Oregon State Representatives
Oregon AFL- CIO President Tom Chamberlain
For more information contact Elana, Oregon AFL-CIO Organizing Coordinator, at 503-585-6320
June 19th flier (2).pdf
|May Leadership Report
Local 328 is using a new method to communicate our activities to our members.
We have consolidated all our leadership reports - from staff, officers, project chairs - into a single powerpoint report.
You may view the report online by using the link below.
Once the Leadership Report loads, you may view it one screen at a time by clicking on the arrow buttons at the bottom center of the screen. If you prefer a self timed show (10 second per slide) you may use the "slide show" button on the lower left corner of the screen.
leadership report May 15 member web 2.mht
|Local 328 Launches Convention Survey
The Future Is You!
Over the past several years your
local union has done scientific polling of the membership. Through these surveys the members have
identified their priorities. The union executive board has developed strategies
to address the highest priorities. Our next step is to engage the members to
plan for the future of the union. In the last survey you told us the best way
to do this was to have a member convention. And so we will.
We want to
recruit Local 328 union members to plan our initial union convention. We are
aiming for this family-oriented event to be on a Saturday in mid-October at an easily
accessible location in central Portland.
Initial planning will be completed
in time for the June 27 union executive board meeting. Final planning will be
completed by early August. We anticipate three meetings of 2 to 3 hours each.
We are doing a Zoomerang survey for our members about this project. Your input is important.
A link to the survey will be emailed to each member of our bargaining unit. Members without email will have access to a hard copy of the survey. Check your email this week!
|Local 328 Leadership Report
Local 328 will be making a new Leadership Report available to members. The staff, officers and project chairs are collaborating on a comprehensive report on the Local's activities each month. The report will be published as a PowerPoint presentation. For those of you who do not have PowerPoint we will make it available in pdf format as well.
You may download a copy of the April Leadership Report at the links below.
Staff Report April 30 07 (3).ppt
Staff Report April 30 07 (3).pdf
|Council 75 Adopts Progressive Minimum Dues
Council 75 Adopts Progressive Minimum Dues
by Don Loving, AFSCME Council 75 Public Affairs Director
Citing the need to both make union dues more fair and to
relieve the monthly burden for lower-wage workers, delegates at the biennial
Oregon AFSCME Convention in Bend
April 13-15 overwhelmingly adopted a new methodology for collecting Council 75 minimum dues. The
proposal goes into effect Jan. 1, 2008.
Referred to as either progressive dues or percentage
dues, the method is simple: union members will pay a set percentage of their
monthly salary in dues, rather than a flat amount for Council 75s minimum dues.
How will that impact you? It depends on your income.
First, the dues are
calculated only on base salary. Shift differential, overtime and such will not
increase your dues. Second, there is both a minimum floor and a maximum
cap. The lowest-paid members will pay $15 in dues. The high-end cap is $55 in
2008, $60 in 2009 and $65 in 2010. After that, any future increase would be
tied to regional inflation rates.
Following months of study by an AFSCME International economist,
the adopted dues rate is 1.27 percent. In the broadest possible sense, the
average Oregon AFSCME member earns about $40,000 per year. The closer you are
to that figure, the less your dues will change. If you make more than $40,000
which is not an exact figure youll be paying more in Council 75 minimum dues.
If you make less, your Council minimum dues will go down.
Oregon AFSCME Executive Director Ken Allen made several key
points to convention delegates.
The change to collecting the Council 75 minimum using as progressive dues methodology is not a financial
windfall to Council 75. While it is true that the Council will be collecting
somewhat more money early on, that is offset by net losses in future years.
(See point 2 below.)
The 1.27 percent figure should be good for a minimum of
6-7 years. Union leaders did not want to adopt a rate that would need to be
changed (increased) constantly. Factoring inflation and such, the 1.27 figure
should keep the Council on sound-but-equivalent footing for the immediate
future. But that model includes collecting somewhat more in years one through
three and banking it to offset an overall budget loss in the latter years of
Once adopted, your dues wont increase in the future
unless you get a pay raise. For example, state employees recently went through
a two-year cycle that included a pay freeze, yet their dues increased somewhat
due to the small annual national union inflation adjustment. That wont happen
in the future.
Related to point 3 above, the 1.27 percent figure is
enough that the Council will swallow those annual national union adjustments,
so your dues will no longer be impacted by those circumstances.
All of the extras currently tacked on to the Council 75
minimum dues rate the Ballot Measure Fund, Travel Fund, Building Fund, Strike
Fund, etc. are incorporated within the 1.27 percent figure.
Many local unions, such as Local 328, collect the Council
75 minimum dues plus a flat dollar rate extra. The flat dollar amount over the
Council minimum funds most of the Locals general fund and contract defense
fund. The remainder is funded by a portion of the Council 75 minimum dues. Local
328 will continue to collect the flat dollar amount in addition to the progressive Council 75 minimum dues,
The leadership of Local 328 supports the restructuring of
the Council 75 minimum dues, as did the Locals convention delegates.
The dues proposal was much debated and dozens of questions
were asked and answered. Many delegates were immediately in favor of the
proposal because its better based on ability to pay. Unions have traditionally
lobbied for progressive tax structures from governments; its logical to use
the same structure for dues collection. Other proponents noted that lower dues
for lower wage workers will be a good incentive for organizing new members and
growing the union overall.
Many other delegates who were initially against the change
were swayed by the argument that union contract pay increases almost always are
percentage-based. If you get a 3 percent wage increase, it means more to your
bottom line the larger your salary is. No one who initially argued against
moving to percentage dues was correspondingly willing to change wage increases
to a flat rate amount for all employees.
Finally, there is an incentive for making the switch to
percentage dues sooner rather than later. Delegates at the 2006 AFSCME
International Convention passed a resolution mandating a switch to percentage
dues for all AFSCME members nationwide by 2011. Any Councils that havent made
the switch by then will be assessed at a rate of 2 percent.
|Bus Project Offers Teen Political Training
PolitiCorps Summer is a FREE 10-week bootcamp for young political hotshots. (Think mini PeaceCorps for the politically minded, but no malaria shots.)
Fellows gather in Portland from June 18th- August 24th, and spend the summer traveling in Oregon and Washington, learning advanced organizing and campaign skills and key concepts and techniques of progressive leadership. PolitiCorps Summer includes trainings, tutorials, mentorship with Oregon leaders, and field work that yields meaningful results: voters registered, communities educated and mobilized, and campaigns won. Learn more! Fellowships are funded by local and national grants and sponsorships.
Fellows receive $1000 grants and local housing. Additional opportunity grants may be available. Act Fast! 6 Spots Left . . .Rolling admissions for PolitiCorps Summer end on May 1st. The top applicants were selected from our early admissions group, and we have reserved 6 Fellowships for rolling admissions applicants.
Who should apply?We are particularly interested in developing young leaders from diverse communities, including people of color, young women, and students from the LGBT community. Learn more about PolitiCorps Fellows. How do you apply?
Download our application form here. Applications are due May 1st. With only a few days left in the 2007 application process, please call us now to let us know if you'll be applying. We can be reached at 503-736-2551.
|House Republicans Vote to Kill Health Care Plan for Oregon Kids
from Loaded Orygun
States 117,000 uninsured children will continue to live without health care for now
more than four hours of delay, procedural maneuvers, a staged walk-out
by House Republicans and a move by one House Republican to refuse to
fulfill his Constitutional obligation to vote on the bill, House
Republicans voted today to kill the Democrat-backed Healthy Kids
Plan, which would have extended health care coverage to Oregons
117,000 uninsured children.
This vote wasnt about policy. It
was about politics, said House Majority Leader Dave Hunt (D-Clackamas
County). Today House Republicans used every trick in the book to delay
and avoid taking a vote on an issue of great importance to Oregonians.
In the end, they failed our states children, choosing partisan
politics and the deep pockets of big tobacco over the health and
well-being of our kids.
The vote today came after months of
attempts by House Democratic Leadership to negotiate with House
Republican Leadership on a bipartisan compromise. When House Republican
leadership refused to continue constructive negotiations, three weeks
ago, Democrats decided to bring the bill to a vote and debate on the
read the full article here
|Employee Free Choice Act
Currently in the United States there are 57 million
workers who would join a union tomorrow if they could. This number makes up
more then HALF of the entire non-unionized work force in the country! So this
begs the question: if so many people want to form a union then whats
(Taken from afl-cio.org)
the current system
for forming unions and bargaining is broken. Every day, corporations deny
workers the freedom to decide for themselves whether to form unions to bargain
for a better life. They routinely
intimidate, harass, coerce and even fire workers who try to form unions and
bargain for economic well-being.
In the year 2004 alone, 20,000
workers were fired or discriminated against for union activites.
Its time to fight back! The Employee Free Choice Act (H.R. 800, S. 1041) is legislation currently in congress.
It recently passed the house and is currently awaiting a vote in the senate. Should the bill pass the senate and be signed
into law, it would (taken from afl-cio.org):
- Establishing stronger
penalties for violation of employee rights when workers seek to form a
union and during first-contract negotiations.
- Providing mediation and
arbitration for first-contract disputes.
- Allowing employees to form
unions by signing cards authorizing union representation.
WE NEED YOUR HELP! Please read the PDF file linked below for
information about what you can personally do to help in the fight to restore workers
rights to form a union.
EFCA Smith Script.pdf
|Bullying Bill In Legislature
A quick note:
A bill intended to prevent workplace bullying - Bullying Bill, SB 1035, brought forward by Senator
Avel Gordly - will get a hearing in the Salem. The Oregonian has published as article about the bill and the hearing. To read the Oregonian article go here.
We will follow this bill's progress as the issue of workplace bullying and conflict generally is a high prioroty for our members.
|Portland's Charter Amendment
by Carol Stahlke AFSCME Local 189 President
Charter Review Campaign - We're opposed to the "Strong Mayor" form of Government
Attached is information on this extremely dangerous ballot measure.
Please forward to all of your members as soon as you can. We will be doing a worksite flyer for distribution soon. The flyer will cover the 4 measures on the ballot 26-89 thru 26-92 Highlighting the major "NO" vote for Strong Mayor form of government and the one "YES" vote for oversight of the PDC.
We are scheduling the phone banks at the union hall located at 6025 E.
Burnside from now until Election Day on May 15th. Dinner will be served at 4:30 and calls will begin at 5:30.
This is a short campaign~Fast and Furious. We need to get through all of our membership lists. Our goal is to call the members once to inform them and one more call to all at the time when the Ballots drop to GET OUT THE VOTE. We need all available bodies calling....
Is there a night a week you could commit to?
What night or nights can I put you down for?
Again, I can't express enough how crucial is it that we conquer this ballot measure. Please contact me at 503-970-1939 or Swan Leggin at 503-327-3579.
Thank you for all of your support, together we can get through this.
AFSCME Local 189 PresidentRead the Call For Action here.
|Wyden Health Plan
from Blue Oregon
Wyden's Health Plan Getting Attention in the news
National Public Radio gave some exposure to Ron Wyden's Healthy Americans Act, the Senator's initiative to insure all Americans:
The bill would basically end the current system in which most Americans
get health insurance from their employers. Wyden says that is happening
anyway he describes the employer-based system as "melting like a
popsicle on a summer sidewalk." Instead, individuals would buy their
own coverage with financial help for those who cannot afford it. . . .
read the full article here...Read about Senator Wyden's plan.
|Recruiting Women Leaders
by Veronica Bechtel, Local 328 Women's Committee
Local 328 needs one woman member from our local to attend the Summer Institute
for Union Women.
Please review the information on the Women United for Action website.
The event is during the work week. The Local 328 will pay for conference fees, food and lodging and airfare.
Please submit a one
page essay to Veronica Bechtel email@example.com describing which classes they would like to attend and why, how will you use the training to benefit our Local union.
Please submit your essay by May 1st.
|We Remember Phillip Way
Please join your AFSCME brothers and
sisters and the larger campus community in honoring former Local 328 Executive
Board member Phillip
Way at a memorial service on Thursday, April 12
between 11 a.m. and 1 p.m. Phil died on January 15 of this year after a long
illness. This memorial will be a tree planting at the MacKenzie Hall Fountain
area a fitting tribute to a man who spent 15 years caring for OHSUs landscape
and the people who enjoyed it.
Phillip served on the Unions
Executive Board for many years, focusing on protecting the health and safety of
our members through his work on the OHSU Health and Safety Committee and the
committee that crafted OHSUs Violence in the Workplace Policy. We miss his
tireless work protecting the health and safety of our members, his wise counsel
and his sense of humor.
|AFSCME members take advantage of tuition and certification reimbursement program
During the last quarter, 44 AFSCME
members received reimbursement for classes taken or conferences attended.
Another seven received reimbursement for Certifications received. These are
just two of the programs available through the AFSCME/OHSU Joint Committee on
Education and Training (JCET).
AFSCME members are training for
promotions into Nursing, Respiratory Therapy, Medical Lab Technologists and
Grants Administration; many are taking classes and attending conferences to
increase their skills for their current jobs and fulfilling Continuing
Check out these programs:
Minutes - download from the link below.
JCET 01-24-07 Minutes.doc
|Saline Study Update
Last summer Dr. Jerris Hedges did a brief presentation at Local 328's monthly membership meeting in about our first ROC trial, the Prehospital Hypertonic Saline Study. This study is evaluating a new treatment for victims of severe traumatic injury. Dr. Hedges presentationwas videotaped and webcast to several hundred Local 328 members.
In April Dr. Hedges will present presenting the next trial that will involve victims of out-of-hospital cardiac arrest. Linked below are some talking points that give a brief summary of what the study is about.
The goal is to get this information out to as many people as possible in hopes to receive community feedback on this proposed study. The website is being updated to add information about this project. Go here for more information.
Local 328's next meeting is April 4th.
Final2006-8-31Media Talking Point ROC PRIMED.doc
|Next Wave - Union Scholarship Forms
Are you a young AFSCME member who
would like to attend convention but have not been selected as a delegate or
alternate from your local? Council 75s Next Wave group is sponsoring
young members to attend as guests!
This years convention will take
place April 13-15 in Bend, Oregon. Scholarship recipients will have an
opportunity to meet other young Council 75 members from around the state and
participate in the first statewide gathering of Next Wave.
Scholarships are available on a
first come, first served basis to young Council 75 members in good
standing. Recipients will attend convention as non-voting guests and are
expected to participate fully in Next Wave sponsored convention
This is a great chance for young
members who arent yet delegates to experience convention. Return to your local
energized and equipped to get involved!
An application, along with more
detailed information about the event, is available to print at the top of this
page (there are two files to download). Applications must be returned with a
$20 deposit (refundable if you do not receive a scholarship) to the Portland
office no later than March 1, 2007.
Below are links to two PDF forms members may use to apply for the "Next Wave" scholarships made available by Council 75. you need to fill oput both pages n order to apply for the scholarship.
Next Wave Application page 1.pdf
Next Wave Application page 2.pdf
|REMEMBERING DR. KING
REMEMBERING DR. KING -- The Oregon House will not be in session on Monday, in deference to the Martin Luther King, Jr. state holiday. (The Oregon Senate will convene for limited business.) State employees have the day off, and most other Oregon AFSCME locals have MLK Day as a holiday in their contracts as well. All AFSCME offices will be closed.
There will always be a special tie between AFSCME and King, because King was in Memphis that fateful day in support of striking AFSCME members with the city's sanitation department. And while we run a very similar story every year at this time, we always hear from someone new who says, "Thank you, I didn't realize the history between AFSCME and Dr. King."
The one person in AFSCME's world with the closest connection to Dr. King is AFSCME International Secretary-Treasurer Bill Lucy. Today Lucy is the longtime second-highest elected official in the International union, but in 1968, Lucy was a young AFSCME community organizer working with Dr. King in Memphis.
April 4 of this year will mark the 39th anniversary of Dr. King's assassination. Again, King was in Memphis in support of striking city sanitation workers, who had recently formed AFSCME Local 1733. The City of Memphis refused to recognize the union, which led to the strike and the ensuing civil unrest. As mentioned, Lucy was there. He worked side-by-side with King on several occasions in Memphis, shared the stage with him at numerous events and was busy assembling people for another march and rally nearby when King was killed.
Lucy always stresses that Dr. King's legacy only lives on when AFSCME members everywhere fight for the rights of their union brothers and sisters.
"Despite how it might appear on the surface, the fight in Memphis was never about black issues - it wasn't about race," said Lucy. "Memphis was about dignity and fairness for any and all workers, no matter their color. Dr. King would have been the first to tell you that."
This is, in part, why MLK Day is so important to AFSCME. And, by the way, longtime Oregon AFSCME Political Coordinator Mary Botkin was at the forefront of the fight to deem MLK Day a holiday in Oregon. Our state was among the first to designate a King holiday; it is now, just recently, an observed holiday in all 50 states.
Edited by Don Loving, Council 75 Public Affairs Director
|Thanksgiving Holiday FAQ
by Frank Vehafric, AFSCME Staff Representative.
We always get a raft of questions about the Thanksgiving holiday this time of year. Here are several of the most common.
1) Why isn't the day after Thanksgiving a paid holiday?
We always propose making it a paid holiday at bargaining and OHSU always says "no." We survey our members and this issue never rises to the top as one of the most important things we need to accomplish when we are in the middle of the give and take of bargaining. It continues to be an irritant to most of us, for sure.
2) Does OHSU have to give us the opportunity to work on Friday if we want to be paid and don't want to burn leave time?
No. If a work area is closed the employer is not required to provide alternative employment for the day.
3) Do we have to take vacation or comp time the day after Thanksgiving if our work area is closed?
No. You may take the day without pay if you wish to. If you want to be paid for Friday and your work area is closed then you will have to take paid leave.
4) If we take the day after Thanksgiving without pay does that mean we won't get paid for the Thanksgiving holiday due to the most recent contract language?
No. The contract says that you must be in paid status - working, comp time, vacation or sick leave - for the full regularly scheduled work shift immediately before and after the holiday. For those folks whose work areas will be closed the day after Thanksgiving the next scheduled work day will not be Friday but your next work day following Friday.
If your work area is open Friday, you must be in paid status on Friday to get paid for Thanksgiving.
5) Is everyone's work area closed the day after Thanksgiving?
No. Some are completely closed, some operate on a reduced schedule and for some, it's business as usual.
|Mindleaders Computer Training Available
Hundreds of classes are available to you through the MindLeaders e-learning system compliments of the AFSCME/OHSU Career Development Center and Joint Committee on Education and Training. Five different packages are available.
Mainframe, Microsoft Certification track, Web Development and other General Technical offerings
Office Productivity and Professional Development
Word, Excel, PowerPoint, Access, Project, Visio, Lotus Notes Groupwise and more
Communication, Effective Presentations, Leading Teams, Fundamentals of Business Management, Dealing with Difficult People, Time Management and many others
Flash, FrontPage, Dreamweaver, Photoshop Java, XML, Certified Webmaster Foundation Certification, and more
Click on the link Below for the Mindleaders Brochure.
Mindleaders Brochure 2006.doc
by Linda Johnson
AFSCME Local 328, your union, wants to help you become a leader. One way we can help is support your attending classes offered by LERC.
The University of Oregon's Labor Education and Research Center provides educational programs to workers and their organizations. They offer affordable high quality courses in basic, intermediate and advanced levels of Union leadership training. These classes are for the working person. You do not need a college degree to attend these classes. Weekend classes are from Friday night through all day Saturday.
In addition to the educational opportunity, you also have the chance to meet members from other unions. LERC also offers the AFL-CIO Summer School at the University of Oregon in August each year.
One way we can help is to pay for your tuition for classes held in the Portland Metro Area and/or the AFL-CIO Summer School. If you are interested please contact the chair of AFSCME Local 328 Training and Education Committee:
Linda Johnson, firstname.lastname@example.org or 503 494-3220.
Changes Coming to Ezone
Many of you have already used the Ezone to contact Local 328 and request assistance from the Union. Since that time we have been working to make some improvements to the Ezone.
First we have contracted with Chris Tsongas who is a web developer from Bend who maintains his own web hosting service on secure servers located in Hillsboro, Oregon. We had previously been working with a developer located in Chicago. This change will give us more direct local access with our programming services and a faster turnaround time on work we request.
As part of the server switch which will happen this Thursday, October 5th around midnight, we have done some upgrades to the functionality of the Ezone as well. There is no change in the programs basic look and feel but some of our administration tools have been upgraded which will make it easier to add new members to the data base.
The major change which all users will notice is the ability to attach files to cases in the Ezone. Now members, stewards and leads will be able to browse to files on their computers and securely upload them to our server where they will be attached to the specific case they were uploaded for.
This means that all critical case information, including handwritten notes scanned into a pdf file, may be attached to a case so the the member will not only be able to see the Ezone record of his or her case but also the entire file the steward is using to support the case. Members will be able to see and download only their own case materials, stewards will be able see and download case materials to which they have been assigned and lead stewards and staff will be able to work with all cases.
Members may upload file material by going the member menu, clicking on the button for Check on a case I filed earlier clicking on the view button and scrolling to the bottom of the page. Use the browse button to locate a file, you may type a description of the material in the comment box provided and click upload. The file is then copied to the Ezones secure server and attached to the case.
To download a file click on the file name in the list of previously uploaded files at the same location as the upload feature.
Stewards may use this feature by clicking Manage my cases on the Steward menu, clicking edit and scrolling to the bottom of the page.
Lead stewards and staff may go to any of those locations as well as Modify cases assigned on the Admin menu to access the file upload and download feature.
This feature should allow seamless information handoffs as cases are processed.
These features will not be available until after Thursdays server move.
Emergency Assistance During Server Move
Since the move is at midnight, it is doubtful that anyone will notice any down time as a result. If anything unexpected happens and you cannot get through to the Ezone for a brief period, keep trying.
If its an emergency you may still get Union assistance by calling the:
KnowZone - 503 239 9858 ext 132.
|TABOR Training Offered by AFSCME
AFSCME is offering its members grassroots legislative training. You are invited to attend and learn skills in engaging coworkerrs on workplaces issues, lobbying your legislators and more. Trhain is set for:
Saturday, September 30th
9:00 AM - 4:30PM
Council 75 office
6025 E Burnside
Breakfast and lunch will be provided
For information and to RSVP contact Eva Rippeteau at email@example.com or 503 239 9858 ext 145
|Council 75 Survey
Council 75 has asked Local 328 to email its members to ask you to spend a few minutes taking an online survey. The purpose is to make sure we have your current contact information and ask a few questions about some issues surrounding the upcoming election.
If you are a Local 328 member and didn't recieve an email, or know a 328 member who didn't recieve an email, please contact Matt Hilton at 503 239 9858 or firstname.lastname@example.org
Please look for an email on Tuesday the 26th from AFSCME Local 328 containing a link to the online survey. The survey will be open for one week until midnight on Sunday, October 1st.
We are looking forward to hearing back from you
We've been getting some calls about the latest spate of the so-called "Union Facts" anti-union campaign. This is actually not the first time these have run, but apparently people are paying more attention now than they were earlier in the summer. In a nutshell, this is out-of-state money trying to plough the ground for Ballot Measure 48, the so-called "taxpayers Bill of Rights," or TABOR. Measure 48 was placed on the ballot almost entirely due to this out-of-state money. Similar campaigns are underway in Michigan, Montana and Nevada. The Oregon AFL-CIO has gathered much of this information into one article that they've put out under President Tom Chamberlain's byline. That article has been posted on our web site (www.oregonafscme.com), but for your convenience, I am going to cut-and-paste it below as well.
In Unity,Don Loving, Public Affairs Director Oregon AFSCME Council 75 Portland, Ore.
By TOM CHAMBERLAIN Oregon AFL-CIO President
You may have seen the spiteful full-page newspaper ad or the prime-time commercials from a group calling itself the Center for Union Facts. If you smelled a rat, you¹re right. Here are the real facts behind the distortions.
FACT: The Center for Union Facts is a PR façade Richard Berman¹s Center for Union Facts is reportedly funded by the U.S. Chamber of Commerce, which fights against unions on worker-friendly laws like the prevailing wage for construction workers, minimum wage increases, and Fair Share Health Care legislation. An anonymous source revealed to the AFL-CIO that, in a meeting of the State Chambers of Commerce National Conference held on Sanibel Island in Florida on January 26, the State Chambers announced they were spending $8 million a year ($2 million a quarter) to launch this anti-union campaign. Berman¹s PR machine is notorious for creating front groups to spread distortions and attack consumer and progressive groups: Berman¹s Center for Consumer Freedom has attacked Mothers Against Drunk Driving, People for the Ethical Treatment of Animals, and the U.S. Centers for Disease Control on behalf of alcohol, fast food and tobacco lobbies.
His American Beverage Institute was set up to fight laws aimed at increasing safety regarding alcohol and drinking/driving laws.
His Employment Policies Institute fights minimum wage increases, especially in low-wage, labor-intensive sectors such as the restaurant industry.
His Fish Scam.com web site encourages pregnant women to disregard federal mercury guidelines and eat more albacore tuna. USA Today last month said that Berman¹s the go-to guy for ³nasty fights,² and cites sources describing him as ³Dr. Evil,² "sleazy," "sophomoric" and ³the Beltway's most outrageous advocate." Berman replied: "I was born in the Bronx. I actually enjoy all these attacks."
FACT: This attack is related to unions¹ success in fighting for working families The Progressive States Network found that despite Berman¹s denials, his group is in bed with Americans for Limited Government, Grover Norquist¹s group that¹s pushing Colorado¹s TABOR failed spending limit in several states. Unions in all four states that are being attacked by Berman this week - Oregon, Michigan, Nevada and Montana - are fighting the failed Colorado experiment. In Oregon, this is Measure 48. The American Prospect wrote an excellent expose in which quotes Berman as saying, "Our offensive strategy is to shoot the messenger. We've got to attack [advocates'] credibility as spokespersons.²
FACT: The ³UnionFacts² are nothing more than distortions and half-truths The centerpiece of Berman¹s anti-worker campaign is a website that purports to show the ³facts² on unions, but which offers distortions instead. In posting union staff salaries (which already are publicly available from the U.S. Department of Labor), the website does not distinguish between salaries and travel expenses, inflating salaries so that union field reps who are reimbursed for travel and lodging look like high-paid officials While highlighting the fact that there have been "$400 million in labor racketeering fines and civil restitution in the last five years," Berman's outfit ignored that almost all of the penalties in question were being paid by businesses, not unions, violating labor law Their ads feature actors speaking as working people, but in fact the group attacks the groups who work for fair wages, safe working conditions, and a better life for hard working Americans. Further, the full-page ad in the Oregonian, with a model posing as a worker sneering at the camera, is just plain mean. People who work for a living deserve better than to be mocked by corporate lobbyists like Berman, who rakes in $10 million a year.
More information on Richard Berman is online at
www.ConsumerDeception.com http://www.ConsumerDeception.com/> .
|Workers Long for Overtime
The following article is reprinted from the Chicago Tribune.
Workers long for overtime
Employers see more suits alleging they failed to pay for the extra hours
by STEPHEN FRANKLIN
CHICAGO - Lori Langer poured herself into her job, putting in extra time calling prospective students as an admissions adviser at American Intercontinental University Online.
"I would stay an (extra) hour or two a day and come in on Saturday for four to six hours," she recalled. "In order to get my job done, that is what I had to do."
She liked the work, and liked the overtime pay, too.
But within a few months, her bosses told her she no longer could get paid for overtime, she said. Tear up your time sheets, they allegedly told her.
While not getting overtime pay did not seem right to Langer, she didn't do anything about it until she was contacted by a lawyer representing some of her colleagues in a federal class-action lawsuit claiming overtime-pay abuses.
With their case churning along in federal district court in Chicago, she and about 175 co-workers have joined what some experts say is the nation's fastest-growing legal battlefront between workers and companies. Since 2000, the number of wage-related cases filed in federal courts has doubled, and most involve overtime claims.
Experts say the increase in overtime lawsuits across the country resulted from a lack of clarity in federal law, which has set rules for overtime wages since 1938.
An update to that law was supposed to clarify eligibility requirements and extend protections to an additional 6 million workers, but many say the revisions only muddied the water and invited litigation.
Traditionally, all workers were eligible for time-and-a-half overtime, except for those in the executive, administrative and professional categories. The 2004 federal changes sought to define more clearly those exempt categories by using new job descriptions such as "exercises discretionary and independent judgment." The change was made because language such as "holds a position of responsibility" was deemed too vague.
But the new descriptions can seem just as fuzzy, while job functions have blurred in an era of corporate downsizing. Clock-punching issues also have become more complicated because of increased travel and flexible schedules.
Tammy McCutchen, a Washington attorney and former administrator of the U.S. Department of Labor's Wage and Hour Division, confirmed that problems persist despite the changes in federal law.
"We tried to change the law and make it clearer. But there are still some uncertainties," McCutchen said.
A major factor is that it has become more difficult to define as overtime the hours someone might work because of individual schedules and time spent out of the office. For example, sales people do not qualify for overtime while they are traveling. But the second they settle down and begin selling using computers, they do qualify, McCutchen said.
Similarly, job descriptions can seem to overlap. Financial advisers who counsel clients cannot get overtime pay, she added. But someone who takes investors' orders can.
The new debates over questions of who is a boss and who is an employee, or when work begins, have drawn the attention of lawyers to an area of law that had largely been ignored.
At the same time, the government stepped up enforcement of wage laws, leading to a spike in the collection of back wages, which mostly are from overtime-pay cases. In turn, intervention also has attracted more attention and lawsuits.
Last year, State Farm Mutual Automobile Insurance Co. reached a $135 million settlement with claims adjusters, who said they had not received overtime pay, in violation of California law. Allstate Insurance Co. agreed to pay $120 million in a similar suit last year in California. In both cases, adjusters said they have been wrongly classified as exempt.
In the case involving Langer and others at American Intercontinental University Online, attorney Robin Potter said the company ran afoul of the law when workers were told that they would not be paid for working more than 40 hours.
'If you work it, you get it'
"Federal and state law says that if you work it, you get it," said Potter, who described American Intercontinental's workplace as a "high-tech sweatshop."
"The testimony is that people worked five to 15 hours per week for which they were not paid," Potter said. Workers were told they could only get overtime if they met quotas in recruiting students, she said.
In a written statement, Stuart Chanen, an attorney for the online education company, denied the lawsuit's claims.
The company, he wrote, has paid overtime to hundreds of workers, including those who didn't meet recruitment quotas.
|AFSCME Women's Leadership Program
AFSCME Womens Leadership Program - Women & Politics - Advancing our Economic Interests at the Ballot Box
Regardless of race, ethnicity, class, job or family situation, women's economic security is inextricably connected to politics. Women have a great stake in who the decision-makers are and how they address our issues. Yet, many women often vote against their own economic interests or not at all. With hands-on exercises and lively discussion, learn how we can educate our sisters, exercise our collective power at the ballot box and ensure that our issues are recognized and gain priority.
If you are interested in attending this important conference please print out the flyer and application linked at the end of this article.
|Member Survey-Volunteers needed
This summer AFSCME Council 75 will be conducting a member survey. We want to make sure we have everyone's current contact information, to talk about some of the issues in the November election, and see how the Union is doing. There are a lot of members to call and we need lots of help to complete this task.
We will be making the survey calls Tuesdays, Wednesdays & Thursdays from 5pm (or whenever you can get here) to 8:30pm, starting next week.
The dates for this are:
June 27th, 28th, & 29th;
July 5th & 6th;
July 11th, 12th & 13th;
July 18th, 19th & 20th
July 25th, 26th & 27th
August 1st, 2nd & 3rd
I would like to remind you that it is always more fun when more people are calling, so bring a friend or two.
Thank you, Please feel free to contact me, Eva at 503-239-9858 ext 145 or email me: email@example.com if you have any questions or would like to sign up.
Deputy Political Coordinator
AFSCME Council 75
503-239-9858 ext 145
|Interview The Governor!
by Janice O'Malley, Council 75 Political Coordinator
You are invited to Council 75's Gubernatorial candidate interviews. We have critical and controversial Governor's race approaching. This is you chance to be at the interviews of the candidates being conducted by AFSCME Council 75's Political Action Committee. All members are welcome regardless of political affiliation.
The Governors Interview INFORMATION:
When: June 23rd starting @ 2:30 pm
Where: Portland Office, 6025 E. Burnside, Portland, OR 97215
Who: Ted Kulongoski (D)
Ben Westlund (I)
Ron Saxton (R) - has not yet responded to his invitation
Anyone and everyone is invited to attend. PLEASE get the word out to your coworkers. We will be video taping the interviews and will make copies available either on the website or by request. Any questions, please feel free to give me a call.
AFSCME Council 75
6025 E. Burnside St.
Portland, OR 97215
Office: 503.239.9858 x. 144
|Medicine's Industrial Revolution
Reprinted from Business Week
Sometimes medicine performs just as it should. Vaccines have banished smallpox. Surgery can cure early-stage colon cancer. But the disturbing truth is treatments that are proven to work reach only about half of the Americans who need them, according to a series of studies by RAND Corp. And in hospitals, simple measures that protect patients' lives are often hard to implement.
Hygiene is a good example. For 150 years we have known that doctors with unwashed hands pass infections from patient to patient. The Centers for Disease Control & Prevention figures that 80% of hospital-acquired infections are transmitted this way, costing billions of dollars annually to treat and killing thousands of people.
Click on the link below to download the full article
medicines industrial revolution.doc
reprinted from Business Week, May 29th
From heart surgery to prostate care, the health industry knows little about which common treatments really work
The signs at the meeting were not propitious. Half the board members of Kaiser Permanente's Care Management Institute left before Dr. David Eddy finally got the 10 minutes he had pleaded for. But the message Eddy delivered was riveting. With a groundbreaking computer simulation, Eddy showed that the conventional approach to treating diabetes did little to prevent the heart attacks and strokes that are complications of the disease. In contrast, a simple regimen of aspirin and generic drugs to lower blood pressure and cholesterol sent the rate of such incidents plunging. The payoff: healthier lives and hundreds of millions in savings. "I told them: 'This is as good as it gets to improve care and lower costs, which doesn't happen often in medicine,"' Eddy recalls. "'If you don't implement this,' I said, 'you might as well close up shop."'
click the link below to download the full article
|Women's Rights Committee Sponsors Walk
by C. J. Mann
The Womens Rights Committee is sponsoring a team of walkers for the Mrs. Hildreth Ovarian Cancer Empowerment Walk to be held in Gladstone on Saturday, 8/5/2006. It is a 5K walk and the money raised will go to ovarian cancer research at OHSU.
The Women's Rights Committee is participating in honor of Cornelia V Murphy, an AFSCME Council 75 political staff member who recently passed away from this disease..
The website for the flyer is at www.ovariancancerosw.org. We invite all AFSCME members and staff to form teams and join us in honoring Corn.
If members are looking for volunteer opportunities, e-mail:firstname.lastname@example.org.
Cj Mann, Co-Chair
Women's Rights Committee
Oregon AFSCME C75
(Labor Council cell)
|AFSCME's Political Endorsement Process
It is Council 75's goal in our endorsement and interview process to develop and maintain a reputation for being open and accessible to all candidates, regardless of political affiliation or economic status.
Everyone who aspires to serve our state in a political office should be taken seriously and treated with respect. No candidate should ever feel they have been "excluded" because of a perceived deficit or political persuasion or affiliation. It is through this kind of an open democratic process that public employees and their Union will receive the level of respect needed to move a political program and message - both with the members we represent and the elected officials.
To achieve this goal we feel it is important that every local and every member feel like they have had their views heard and acknowledged. While we attempt to interview candidates in a manner that is significantly equal in every part of the state, we also understand that anytime human nature is injected into a process there are ultimately slight differences in perceptions. We think the process outlined will give us the best overall rating system with the most input from the most diverse group of individuals represented by AFSCME Council 75.
When making recommendations to Council 75 the PAC will consider. past AFSCME voting records when appropriate and personal interviews. Other labor voting records may be considered, but will not overshadow the AFSCME record.
Staff, in consultation with the Pac Chair, appropriate members and other professionals will develop a candidate questionnaire for use by all interview committees. The Council PAC Co-Chairs will utilize the questionnaire as a guide for the interview process. No committee will deviate significantly from the questionnaire.
The Co-Chairs will recruit a representative from each local union represented in their Congressional District to participate in an interview committee for legislative and congressional races. The Co-Chairs shall coordinate their recruitment process with the local elected leadership. As much as possible, each local in the district and all state-wide locals shall have an opportunity to participate. The Co-Chairs shall encourage and emphasize the importance of equal representation and participation so that recommendations are consistent.
The Co-Chairs in consultation with staff shall schedule a mutually convenient time and location for candidate interviews. The Co-Chairs shall identify an interviewing location that is convenient and cost effective. Food and beverages for the interview committee will be provided when necessary and appropriate. Alcoholic beverages are not appropriate.
Council 75 staff will mail candidate questionnaires to all announced and certified candidates as soon as practical. Copies of the completed questionnaires will be mailed to the appropriate Co-Chair as soon as they are returned. The Co-Chairs will make copies available to the interview committee.
After the interviews are completed, the interview committee for each Congressional District shall make a list of endorsement recommendations and refer those recommendations to the Council 75 PAC for concurrence or discussion. The Council PAC Chair shall refer the final recommendations to the Council 75 Executive Board for final approval.
Once all recommendations are made and approved they will be advertised and posted on the AFSCME Web Site.
Local Unions shall not make legislative or congressional endorsements separate from the Council 75 Political Action Committee. Council 75 will not make endorsements in local government races or measures without an express written request from the Local Union and its elected leadership.
|Working Off The Clock
by Frank Vehafric, AFSCME Staff Representative
Two years ago when we surveyed our membership we asked a question that we had never asked before: Do you or anyone you know work off the clock for no pay? We were surprised to find out that nearly 70% of our members reported that they either Knew someone who worked without pay or did so themselves.
This year we tried to get some more detailed information and asked only those folks who worked off the clock how frequently they did so. What we found was shocking:
12% work off the clock every day
20% work off the clock more than once a week
11% work off the clock a couple of times a month
9% work off the clock less often than that
More than half our members work off the clock at some point during the month. Working off the clock may mean working through all or part of an unpaid meal period, or working unpaid overtime before or after a shift or working on a day off without clocking in.
Hospital and clinic staff, patient care support staff and professionals are most likely to work off the clock.
We also asked folks why they worked without pay. The three most common reasons, accounting for over half the time worked without pay were: to get the job done, workload heavy, staffing needs.
These findings support other portions of the survey where members reported that a great majority felt their workload was increasing faster than they could manage it.
These are serious problems.
Its clear that many of the members working off the clock do so out of loyalty to patients and coworkers and commitment to getting the work done. However, working off the clock can have serious repercussions.
It can mask or cover up short staffing, or excessive workload or unreasonable expectations or substandard working conditions. It can make it hard to identify areas where performance problems and workload concerns need interventions. It may subtly pressure other employees to do the same.
In addition it is against state law for hourly employees to work off the clock. If discovered, the employer could be fined up to $10,000 per occurrences. That is why, if you are discovered working off the clock you could actually be disciplined by the employer.
As the Union, our concern is not just to advise you not to work off the clock, but to help you address the underlying reasons why you feel you need to. Do you need training? Better equipment? More staff? Do we need to intervene with your supervisor?
We dont want to you to merely just say no to working without pay. We want to work with you to change the conditions that require it. You may contact the union by going to the E-zone and asking for assistance or by calling 503 239 9858 ext 132.
|Classification Based Wage Increases Announced
by Frank Vehafric, AFSCME Staff Representative.
In contract bargaining two years ago, during negotiations for our wage reopener, OHSU and Local 328 bargained language which removed what were previously called "selective salary increases" from contract bargaining and placed the responsibility for setting market based increases with a Classification Based Wage Increase committee which meets twice a year to determine which represented classifiactions need market based wage increases.
40 Classifications Recieve Increase
The committee works by looking at proprietary survey data which is collected for hospitals in the Portland area and comparing our wages (plus the PERS pickup) to other local wages. If a classification of ours is more than 5% behind, is experiencing recruitment problems and retention problems, then the committee proposes that classification for a market based increase. So far, all committee proposals have been accepted by the various budgetary authorities. All raises are set to take effect on July 10, except for Audiologists who will be retroactive to January. In all, 40 represented classifications will receive increases.
Public Safety Breakthrough
One problem area has always been our public safety officers and dispatchers who really do not compare well with other hospitals or state universities, yet can't be fairly said to do precisely the same kind of work as a big city police department either.
This year Public Safety Director Gary Granger worked to help OHSU come to agreement on an appropriate measure of comparability based on tying our mid point ranges to the the low average range of all Oregon police departments. This means that in order to bring our Public Safety staff up to market they will need to recieve approximately 20% in increases. For budgetary reasons these increases will be spread over three to four years, but this is a major breakthough for our members.
You may view the class based wage increases by downloading the attached MS Word file.
Class Based Wage Increases.doc
|What Is Process Improvment?
by Frank Vehafric, AFSCME Staff Representative
Over the last couple of years members of Local 328 have heard a lot about labor/management teams and process improvement. As we move forward both the Union and OHSU will continue to invest in process improvement initiatives and increasingly those inititives will take place in a climate of labor/management cooperation. OHSU, of course, is focused on competing in the marketplace and customer service and the Union recognizes the value of this.
But the Union also has objectives we pursue on behalf of our members which process improvement initiatives will help address. Member concerns such as excessive workload, working off the clock, working with inadequate training, staff or equipment and employee concerns about contracting out are all conditions which a good process improvement will help to correct.
The Union, at PBS, and OHSU in the Admitting project have each adopted process improvement paradigms known as Lean Manufacturing and Six Sigma. A combined approach is called Lean Six Sigma. Expect to hear a lot about these methods over the next few years.
So what are Lean and Six Sigma?
Six Sigma and Lean Manufacturing are toolkits to reduce waste in business processes. Both Six Sigma and Lean Manufacturing, are proven concepts and have saved clients millions of dollars without capital investment.
Six Sigma is a philosophy of doing business with a focus on eliminating defects through fundamental process knowledge. Six Sigma methods integrate principles of business, statistics and engineering to achieve tangible results. The main focus of Six Sigma is reduction of variations in product or service quality and centering processes on measurable indicators of customer satisfaction.
Six Sigma reduces waste through reducing variation in product quality and promotes a better understanding of customer requirements through the use of data and measurement. Six Sigma drives improvements rapidly with internal resources.
Lean Manufacturing is a proven approach to reduce waste and streamline operations. Lean Manufacturing embraces a philosophy of continually increasing the proportion of value added activity of their business through ongoing waste elimination. Leans main focus is on reducing steps in a process and shortening the amount of time work stays in queue.
Both approaches emphasize critically analyzing work processes, identifying waste and getting into the habit of using data to guide decision making.
|Ezone At Work
by Frank Vehafric
The Ezone, Local 328s online grievance tracking and member support system has been active and available to members for about six weeks. So far, the system has been a great help in assisting our stewards in assigning and following up on grievances. Its also been very valuable in helping us pinpoint where problems are likely to arise in the grievance handling process
Page Last Updated: Mar 06, 2008 (16:39:00)