Continued progress on contract articles
On April 17-18, negotiations on language improvements continued at the table. Major effort was spent on improving the efficiency of Article 19 (Grievance Procedure), but no T.A. has yet been reached. Three tentative agreements to sustain the status quo were reached on Article 5 (New Employees), Article 6 (Probationary Period) and Article 28 (Rights of the Union). The parties reached agreement on Article 16 (Lay-off) regarding bumping rights including improved notice and clarity of the bumping procedure. AEU also presented a new proposal to provide the option of compensatory time in lieu of paid overtime for non-exempt staff which is currently under consideration by CSEA.
AEU seeks solutions to workplace issues
AEU continues to make every effort to engage CSEA in substantive problem solving before moving to the economic proposals. Significant issues that warrant appropriate dialog include: unreasonable workload levels; non-discriminatory application of donated sick leave; progressive disciplinary procedures; uniform criteria for meal reimbursement and activity/expense reporting, and last but not least -- the need to establish a workplace anti-bulling policy against the alarming rise in incidents during the last year. The global concern is that CSEA appears to be moving away from an exemplary model of how workers should be treated. This is deeply troubling to staff because of the work we do to maintain the highest worker standards for CSEA members every day.
Improved Dialog
Better dialog did occur this week including Article 15 (Reclassifications). CSEA proposed substantive changes to the reclass process that would allow it to bargain the Panel’s decision and effects if it did not like it. This includes the right to take the dispute to arbitration if the parties could not reach agreement. To their credit, the CSEA withdrew that proposal and agreed in good faith to take a more substantive look at the article as well as resolve an outstanding issue lingering from the 2012 Panel decision. The Panel determined to increase the salary range for one member to fairly compensate him for new work outside the job description, but CSEA has not agreed to implement the Panel’s determination since November 1, 2012.
Issues like this as well as the serious problems of unfilled vacancies and an increase in discipline outside of just cause and progressive disciplinary principles cannot go unresolved. The health of CSEA as a union as well as the health of its staff hangs in the balance.
In Solidarity,
Debbie Pichetto
Val Hollins
Karen Hartmann
Scott Hendries
Carol Koenig
Chris Platten
|