New program to ease members’ problems
ALBANY — CSEA President William L.
McGowan last week unveiled a comprehensive
new program to benefit CSEA’s state division
members troubled by personal and family
problems as the union announced creation of the
CSEA Employee Assistance Program.
At a joint press conference in the state capitol
with Meyer S. Frucher, Director of the Gover-
nor’s Office of Employee Relations, President
McGowan said that the new program, funded by
a state grant, is designed to help employees cope
with personal and family problems. The
program, a first in state government, is the out-
growth of a successful pilot program.
“We are pleased to announce that through a
joint effort with OER and the Division of
Alcoholism and Alcohol Abuse, CSEA will ad-
minister an Employee Assistance Program
designed to help our members come to grips with
problems in their personal lives that could have
_an impact on their professional lives,’ the union
leader told the news conference,
It is estimated that 10 percent of the workforce
in the private sector as well as the public sector
suffer from serious behavioral or medical
problems sometime in their careers. These
problems could involve family, legal, financial,
emotional, alcohol, drug abuse and health
problems which could have an impact on the in-
dividuals performance on the job as well as his
personal well-being.
Under the Employee Assistance Program, the
employees’ representative, CSEA, and the
employer, join hands to help the employee deal
with these problems through a program to let the
employee seek and receive skilled personal
counseling.
“Our concern for our members goes beyond
the work location,” President. McGowan said in
announcing the program. ‘‘Sooner or later we all
WLoLlic
SECTOR
face serious problems in our lives and usually we
can deal with them ourselves, but often there is a
need for skilled counseling and the Employee
Assistance Program will provide that for our
members in the-state bargaining units.’”
John Quinn, who spearheaded the EAP pilot
program in the Mid-Hudson Valley area, has
been appointed by President McGowan to direct
the program which is financed by a $187,000
grant.
“A modern labor union’s responsibility to its
membership goes beyond terms and conditions
of employment,”’ McGowan said. ‘Through our
insurance programs and the new CSEA
Employee Benefit Fund we have begun to
address these other important needs. The
Employee Assistance Program is another major
step in that direction and like the others we in-
tend to do our best to see to it that this first step
leads to a greater degree of union service to all
CSEA members, not just those in the state
bargaining units,” ~
Details on the new program will appear in
future editions of The Public Sector.
Official Publication of
The Civil Service Employees Association
Vol. 2, No. 3 (ISSN 0164 9949)
Wednesday, October 17, 1979
At press time, CSEA and the
Governor’s Office of Employee
Relations had reached a ten-
tative agreement on a new per-
formance evaluation system for
state workers in the Ad-
ministrative, Operational and
Institutional bargaining units.
The system, part of the new
contracts in the three units, isa
mechanism for the new
accelerated increment system
and for the awarding of new
performance bonuses for out-
standing employees. Ne-
gotiations for the new sys-
tem have been heated, and
the delay in reaching an
agreement has temporarily
delayed payment of the October
increments. These payments
will be made in the near future
and retroactively.
a
CSEA PRESIDENT WILLIAM L. McGOWAN recently called members of CSEA’s state negotiating teams to Albany to
brief them on efforts to arrive at agreement on a new performance evaluation system for CSEA-represented state
workers. Here he tells them that negotiations have been heated and have delayed payment of October increments. A
tentative agreement was announced just as The Public Sector went to press.
OCA extends
appeal period ©
ALBANY — The Office of Court Ad-
ministration has agreed to a CSEA re-
quest that the deadline for notices of
intent to appeal civil service status,
classification, title or salary be ex-
tended.
OCA Personnel Director Vito
Sorrano has told CSEA Collective
Bargaining Specialist Pat Monachino
that OCA will extend the original Oct.
1 deadline to Oct. 31. Meanwhile, the
court agency has sent out copies of
the new statewide classification plan
for court employees, and copies of job
specifications for court jobs, to the
administrative judges of all courts.
The union had asked that this be done
so that the employees could know for
sure whether they want to appeal any
aspect of their job situation.
“Copies of the classification plan
and the job specs should now have
arrived at all court locations around
the state,’’ Manchino said. He urged
that all court employees look at the
documents as soon as possible, and
file copies of their notices-of-intent-
to-appeal with CSEA.
“So far, the CSEA research
department has received only 300
copies of such notices, and the new
classification plan affects thousands
of people statewide.”’ he said. “If you
want CSEA assistance with your -
appeal, you have to send CSEA a copy
of your intent-to-appeal notice.’
Monachino asked for the extension
of the appeals deadline in a letter to
Mr. Sorrano Sept. 13. The reasons for
the request was that OCA had still not
sent copies of the necessary
documents to the court locations.
“How can the employees know
whether or not they want to appeal -
their position in the plan, when they
hayen’t seen the plan or their job
specs yet?” he asked at the time.
Those who compete in New York
State civil service examinations
and appointing officers who are
awaiting lists of persons eligible
for appointment often ask the
question ‘‘What's with the list?”
"When only a few candidates take a
| short-answer test, it is difficult to
| understand why several weeks
|| pass before the list is ready. The
explanation is not simple, but this
is it:
An examination is not a game in
which the examiner succeeds as
the candidate fails. Nor is it one in
which the examiner seeks to out-
wit or humiliate the candidate. The
examiner's concern is to deter-
mine objectively which candidates
possess the necessary knowledge
{| and skills to satisfactorily perform
| the duties of the position. Not only
| must the examination sort out the
| qualified from the unqualified but
: it also aims at ranking in relative
order those who are qualified. This
is a technical process which re-
quires a high degree of skill. The
ideal examination is one in which
good recruitment and an
appropriate test produce a result
which meets existing and future
needs.
No one likes delays. The staff of
the Department of Civil Service is
just as much annoyed by them as
are others. That is why many
changes have been introduced to
compress the time cycle involved
in rating and why seeking im-
provements is a continuing part of
our work. We must be careful,
however, that in our endeavor to
| speed up processing, quality is not
impaired. This would be a graver
injustice to the candidates than
having them wait longer to know
how they did in the examination.
It would be a simple matter for
i us to give priority to certain ex-
aminations and complete rating
Tens of thousands of people sissy take one as 4
civil service examinations, and most people now | ini i
vice will have taken an examination at some point in
career. From those examinations come, ultimately, the all-
important lists which tells you not only how well (or poorly)
you scored, but how your score ranks in comparison to
others who also took the same examination. As long as there
have been civil service examinations there has been the per-
sistent question, ‘‘What’s with the list?”’ The following is the
updated answer to that question, as prepared by the New
York State Department of Civil Service.
them quickly. This is not a
satisfactory solution (although we
sometimes must resort to it)
because it usually meets one need
at the expense of others.
At any given time, the sheer
volume of examination activities is
staggering. Examinations are held
on about 15 scheduled dates a year
(usually Saturdays) at 38 State and
more than 100 local test centers. In
recent years, more than 600 State
and more than 3,000 local written
tests were conducted annually. We
have tested as many as 30,000 can-
didates in one day.
It is our responsibility to
maintain security and integrity in
the examination process. This
calls for fair treatment of all can-
didates and for eontrols to insure
meeting these objectives. To make
certain that no one candidate can
benefit from unauthorized access
to test materials, we enforce
measures to protect those test
materials at each step in the ex-
amination procedure.
After an examination is ad-
ministered, all papers are return-
ed from the testing centers to
Albany for rating. When the papers
arrive, they must be accounted for
and checked for discrepancies.
This is an important initial step in
maintaining tight security and
preserving the integrity of the en-
tire examination process.
A rating key must be prepared
for use in the preliminary scoring
of answer sheets. The answer
sheets are scanned for double
answers, extraneous marks and
messy erasures. If this is not done,
scoring errors will occur.
In many examinations, we invite
candidates to return at a later date
to review the questions and the
tentative key (correct) answers.
» The. written comments and
criticisms received from all can-
ei CERRO TAA 2 A
Page 2
THE PUBLIC C SECTOR, Mvedipaeays October 17, 1979
didates who choose to make this
review are analyzed in depth by
the examining staff. In addition,
the answer sheets are rated, and
candidates’ responses to each
question are tallied.
The responses are reviewed,
along with the candidates’ com-
ments, to determine whether there
is reason to suspect the cor-
rectness of any tentative key
answer. This review process also
helps to reveal faulty or am-
biguous questions and ensures that
no candidate is harmed because a
poorly constructed question was
used.
In accordance with recent court
decisions and the federal Uniform
Guidelines on Employee Selection
Procedures, many types of tests
are further evaluated to determine
if their content is valid in
reflecting a candidate’s ability to
carry out the duties and respon-
sibilities of the positions for which
the tests are given.
The results of this analysis are
transmitted with recommen-
dations to an appeals consultant.
The consultant, in turn, reviews
the record, and may request infor-
mation or discuss certain
questions with the examining staff.
The consultant then submits a
report and recommendations to an
appeals committee of the Civil Ser-
vice Commission. The recommen-
dations of the committee are then
considered and acted upon by the
Civil Service Commission. This ar-
-duous procedure is designed to
perfect the rating key which is
then uniformly applied to all
papers.
A frequency distribution is next
prepared showing raw. scores for
all candidates. For example, the
distribution might show that one
candidate in a 90-question test had
84 correct responses, two had 81
correct responses, and so on for all
candidates. This distribution form
carries a great deal of data per-
tinent to the examination and to
the positions to be filled.
The distribution form is analyz-
ed and discussed by the responsi-
ble examiners. Where necessary,
conferences are held with inform-
ed persons who can help us reach
decisions about the difficulty level
of the test, the quality of the com-
petition and the kinds of persons
needed to perform effectively in
the positions to be filled. The pass-
ing point in the examination is then
set as is the formula to be used in
converting the raw test scores to
final scores. Not until final scores
are computed do we initiate the
procedure which reveals the iden-
tity of candidates.
Derogatory items on the
applications of passed candidates
must be checked out if these have
not already been cleared. This may
involve questions of residence,
conviction records, or licenses.
The claims of candidates for ad-
ditional credits as veterans or dis-
abled veterans must also be deter-
mined and, where in order, the
credits added to the candidates’
scores. If there are other tests to
be held, such as orals, perfor-
mance or physical agility, these
must be administered. These other
tests frequently require involved
arrangements for facilities.
When the examining staff has
finished its work, materials in
most examinations must then be
processed through computer
equipment for preparation of the
official list of successful can-
didates, notices to all candidates of
the result of the examination and
other related documents
That's the answer to the peren-
nial question: ‘What's with the
list?’
j
|
|
i
BUFFALO CITY CSEA LOCAL 003 officers were installed re
cently by outgoing president Peter Blaauboer. From left in
foreground are President Patricia Pfleger, Executive Vice President Marcia Reinagel, Operational Vice President
Gilbert Collins, Administrative Vice President Kathleen Fetzer, and Corresponding Secretary Delphine Bliss.
Blaauboer is shown at the microphone in the rear installing the new slate of officers. A brass plaque and honorary life
year for serving as training coordinator and parlimentarian.
County time schedule sparks IP
TROY — The Rensselaer County
Unit of the Civil Service Employees
Assn. has filed improper practice
charges against County officials, hop-
ing to force them to discontinue a
variable start time system which was
implemented without the union's
agreement and which has already
begun to cause staffing shortages.
The County instituted the system,
commonly known as flex-time, just
after agreeing to a new contract,
effective January 1980, which con-
tains a provision making it mandatory
for the County to consult with the
CSEA in, such a matter, says Unit
President Karen Messier.
Ms. Messier cited an example in the
Department of Nursing where the
clerical-staff gets off work early in
the afternoon, leaving the field per-
sonnel with no one to do their
paperwork for the rest of the day.
“CSEA believes that the County
Court employees win leave time
ALBANY — Asa result of a grievance filed by the Civil Service Employees
Assn., employees of the New York State Court of Claims and the Appelate
Division, Third Department, will be awarded some 80 hours leave for overtime
owed to them because a new contract containing a provision shortening their
work week was implemented late.
According to Julia Filippone, president of the Capital Region Judiciary
wants flex-time mainly for its own
benefit. They’re keeping the offices
open longer with the same staff,’’ she
said. “The union wants the system
thrown out until 1980, so that we will
have time to look at all the
ramifications of it and see that it is
adjusted so that everyone benefits.”
Local 335 meeting
BATAVIA — Judiciary Local 335 of
Region VI will hold a general
membership meeting at 7 p.m. on
Thursday, October 18 at the
Treadway Inn, Batavia, to answer
questions on classification and the
contract in general between the Of-
fice of Court Administration and
CSEA. All Local 335 members are
urged to attend.
Region VI
political
action
CHEEKTOWAGA — As the fall
elections grow near, the Region VI
Political Action Committee is
heading into full swing — making en-
dorsements, calculating contributions
and getting-the membership involved.
With 14 counties and countless
races, it’s not an easy job.
“We don’t get out into the locals
enough,”’ said Ramona Gallgher, past
co-chairperson of the region’s com-
mittee, who has remained on in an ad-
visory capacity, until she can be
replaced
The committee is made up of two
groups: the western half, chaired by
Ms. Gallagher, with eight counties,
and the eastern half, chaired by
Marty Koening, with six counties.
There are currently about 30
members and any local that wishes,
can have a representative on the com-
mittee.
“We have no illusions. We're not
the best we can be,’’ she said. ‘‘We
don’t have the time to lobby locally,
to make contacts with local
legislators. We lack the workers and
the committment of the people to see
us.as their bread and butter.”’
Still, Ramona, who was one of the
forerunners in setting up the current
statewide political action program,
sees it as having come a long way.
“We had a program before, but it
wasn't broad enough or effective
enough. With no money to support it,
we had no clout,”’ she said. In 1977, a
political action fund was established
by the vote of a special delegates
meeting. Each year, $2.60 per
member goes into the fund.
“There just isn’t enough time. This
could be — should be — a full-time
job,’ she said. ‘‘We’re just now
beginning to take this into the regions
and locals. In the time we've had to
speak to the locals, they've
responded.”
Local, in June of 1978 employees ratified a two year contract, retroactive to
April of that year, which reduced the work week from 37% hours to 35, But the
Office of Court Administration did not officially sign it until February of 1979
and it was not implemented until March 1979, during which time the employees
continued to work their regular hours.
Employees who worked during that period, but who have since left State
employment, will receive overtime pay, says Ms. Filippone.
Calenda
of EVENTS
October
17-19 — Public Employee Conference meeting, Concord Hotel, Kiamisha Lake.
18 — Local 002 general membership meeting, First Ward Legion, Clinton and Grace
Streets, Binghamton, 7:30 p.m.
19 — Tompkins County Local 855 dinner dance, Hillendale Golf Course, 6 p.m
21 — Board of Directors meeting, Concord Hotel; Kiamisha Lake.
21 — 26 — Annual Meeting, Concord Hotel, Kiamisha Lake.
November
2 — Nassau County Local 830 31st annual dinner dance, 7:30 p.m., Valley Stream Park
Inn, Valley Stream
3 — Capital Region IV School District Committee workshop, Thruway House,
Albany.
3 — Capital Region IV State Bargaining Units committees workshops, Thruway House,
Albany.
16-18 — Capital Region IV Fall Conference, Lake Placid Club, Lake Placid.
panera a are
STATE DEPARTMENT OF TAXATION CSEA Local 690 officers are, from
left, top row, Thomas O’Dennell, treasurer; Joseph Ross, delegate; Thomas
Crary, delegate; William Burdick, third vice president; middle row, Milton K.
Yawda, delegate; Helen F. Butrym, secretary; Michale Jegabbi, delegate;
Mary Jaro, second vice president; and front row, Lee Johnson, first vice
president; Carmen Bagnoli, president; John V. Gully, board of directors
representative; and Molly Konczewski, delegate.
THE PUBLIC SECTOR, Wednesday, October 17, 1979 Page 3
Seminars on
career plans
ALBANY — Civil Service
Employees Assn. represented women
employed by New York State will be
participating in an eight week series
of seminars on career planning this
Fall and Spring, which may become
available to Local CSEA leaders for
presentation to their members.
“The Next Step,” a program aimed
at helping under-employed women get
ahead in State government will be
presented in Albany, Utica and
Binghamton by the Center for Women
in Government through a federal
government grant.
The Fall session has been filled, but
Irene Carr, statewide secretary and a
member of the CS9EA Women’s Com-
mittee, is urging women to plan to
seek admission for the next session.
According to Freta Murzon from
CWG, this series applies to state
workers only, but plans are being 4
made to revise the curriculum and
make it available to union groups in
the political sub-divisions, possibly
late next Spring.
Meaders new
local president
NEW YORK CITY — Margaret
Meaders, who had previously been
secretary and first vice-president of
CSEA Manhattan Developmental
CSEA Local 443, was sworn in as
president of that local recently in
ceremonies at the CSEA regional of-
fice in New York City.
Newly elected CSEA Region II
President Jimmy Gripper swore in
Ms. Meaders and the local’s other of-
ficers: Keith Edwards, first vice-
president; Patricia Boyer, second
vice-president; Joseph Michael, third
vice-president; Verdell Whitehead,
secretary; and Mozelle Bellamy,
treasurer.
® Public
SSECTOR
Official publication of
The Civil Service
Employees Association
33 Elk Street,
Albany, New York 12224
Ae 4
LIVING
PUBLIC EMPLOYEE'S
PENSION MUST
BE LIKE T
MAKE_IT
THE W:
ONA
THAT'S
PUTTING IT
RYING TO ww
A NUTSHELL?!
THROUGH
INTER
oo
Wt
ON
ONE ACORN.
7
and send it to:
CSEA, Inc., P.O. Box 125, Capitol Station, Albany, New
reproduced here for convenience.
Please allow 3-4 weeks for change to take effect
My present label reads exactly as shown here (or affix mailing label)
KEEP CSEA INFORMED ON MAILING ADDRESS
In the event that you change your mailing address, please fill out the below form
This form is also available from local presidents for CSEA members
Change of Address for ‘The Public Sector’
York 12224
but is
r, The Public Sector,
I wish to relay my sincere thanks to
the C.S.E.A. members in Region 6
who elected me to the position of
Third Vice President of Region 6
C.S.E.A.! I am very grateful for your
support and I look forward to serving
you. Because I enthusiastically en-
dorce communication with the rank
MY NEW ADDRESS IS:
and file, I am hopeful that you will let
me know your concerns and/or
thoughts on how I can best serve you,
pretest es Henares bs the members. Please feel free to con-
tact me for help and assistance
City rams = State Zipidee through the Region 6 office at 4245
Union Road, Cheektowaga, NY 14225,
Agency where employed —___ a or at 716-593-1990, my office
Sincerely,
My social security no, —_ Agency No.
Annette M. Harding
Region 6 Third Vice President
Kain appointed to county
ITHACA — Bryan Kain, president of the CSEA-
represented members of the Tompkins County Highway
Department, has been appointed a member of the federal-
ly funded Tompkins County Health Status and En-
vironment Committee. The committee, established under
the U.S. Department of Health, Education and Welfare, is
probing job-related health hazards in the county.
Kain is the only public employee on the committee
which contains other union representatives, businessmen,
doctors and educators. His actual status on the committee
Published every Wednesday by Clarity Publishing. Inc
12204 (518) 465-4591
Publication Office, 73 Champlain Street, Albany, N.Y
Thomas A. Clemente—Publisher
Roger A. Cole—Executive Editor
Dr. Gerald Alperstein—Associate Editor
Oscar D. Barker—Associate Editor
Cassidy—Staff Writer
aff Writer
John L. Murphy—Staff Writer
Arden D, Lawand—Graphic Design
Dennis C. Mullahy—Production Coordinator
Page 4
“THE PUBLIC, SECTOR, Wednesday, Ostober,.17,, 1978
health status committee
is as a private citizen with a major interest in job-related
safety
Kain said he expects to be involved in the committee's
inspections for health hazards of public and private
facilities. The committee is canvassing area doctors to
find out the extent of job-related illnesses and injuries, he
said.
Some of the areas the committee will be concerned with
are job-related hypertension, fumes and time-delayed
respiratory illnesses (asbestosis, lung cancer)
The Public Sector (445010) is published
every Wednesday weekly except for
Wednesdays after New Years, Memorial
Day, Fourth of July and Labor Day for $5
by the Civil Service Employees
Association, 33 Elk Street, Albany, New
York 12224
Second Class Postage paid at Post Of-
fice, Albany, New York
Send address changes to The Public Sec-
tor, 33 Elk Street, Albany, New York
12224
Publication office, 7:
Albany, New York
Price 25¢
Champlain Street,
2204, Single copy
|
ALBANY — The filing of a pair
of grievances by a CSEA shop
steward followed by a productive
meeting between the union and
management has resulted in
progress being made towards cor-
recting a number of the dangerous
health and safety conditions at the
Empire State Plaza which were
cited in the grievances.
CSEA Capital Region IV Direc-
tor John Corcoran reports that the
dangerous conditions involved the
bottom level (88-foot level) of the
Empire State Plaza complex, four
floors below the main concourse. A
dozen State Office of Generai Ser-
vices (OGS) maintenance and
trade employees work in the area
involved,
The problems include:
¢ Toxic fumes.
° Lack of fire safety procedures
and equipment.
e Lack of warning systems.
¢ No washup facilities.
¢ Lack of ventilation.
The unsafe conditions led to two
grievances being filed by a shop
steward, Joe Laviano; one to OGS
and one to the State Health
Department where the 12
employees work
The most dangerous of the hazai-
dous conditions is the occasional
buildup of highly toxic, explosive
and flammable hydrogen sulfide
gas on the 88-foot level
Most of the time, the poison gas,
which smells like rotten eggs, is
exhausted from the Health
Department laboratories below the
concourse through the 88-foot level
and up through the Tower Building
into the atmosphere, Laviano said.
However, when the exhaust
system shuts down, the gas ac-
cumulates where the OGS
employees work, he said.
Corcoran said this last occurred
on Sept. 28, when the employees
were forced to evacuate.
Hydrogen sulfide causes illness
at concentrations as small as 18
parts per million and is fatal at
concentrations above 400 parts per
million.
Corcoran, Laviano and CSEA
Collective Bargaining Specialist
Nels Carlson met with OGS of-
ficials on the grievance on Oct. 3.
OGS agreed to make certain
changes which Corcoran reported
as follows:
—Within 24 hours of the meeting,
a pressure-monitoring system was
installed at the base of the tower
which needs to be checked con-
stantly. An alarm system which ac-
tivates when the pressure reaches
SHOP STEWARD Joe Laviano fil-
ed two grievances on behalf of the
12 Office of General Services
(OGS) employees who work on the
88-foot level of the Empire State
Plaza where dangerous working
conditions exist. The grievances
led to progress towards correcting
the dangerous conditions.
Some progress reported
on Plaza safety hazards
a certain point still needs to be in-
stalled
—The storage of materials in
non-approved areas was supposed
to be removed within 24 hours,
which was partially accomplished
as of Oct. 10.
—Within 48 hours, the painting
and proper identification of fire ex-
tinguishers, fire alarm boxes and
emergency telephones was com-
pleted.
A second meeting with OGS is
scheduled for Oct. 17, Corcoran
said.
While progress is being made
with OGS, Corcoran was critical of
the management of the Health
Department laboratories. ‘‘They
are not giving proper attention and
providing stringent-enough
safeguards to exhausting gases
from the labs,’’ he said.
He hopes Health Department of-
ficials also will attend the Oct. 17
meeting.
Action on these hazardous con-
ditions followed a call to the CSEA
Safety Hotline.
THIS CHART was prepared by
CSEA to illustrate the air flow
problems, and was used in the dis-
cussions between the union and A
management which led to an
agreement for corrective action.
J
=z
EMPIRE STATE
~=—TFLAZA— |
‘E CONCOURSE i
D L3 A
: =
LED
TOWER BUILDING
DRUMS OF MURIATIC ACID
are among the materials im-
properly stored on the 88-foot
level of the Empire State
Piaza. The removal of the im-
properly stored materials was
partially completed as of Oct.
10, CSEA Region IV Director
John Corcoran said.
THE OGS EMPLOYEES who
work on the 88-foot level of the
Empire State Plaza are provid-
ed with these meager and in-
adequate facilities for washing
up. The employees work in
maintenance and in trades.
THE PUBLIC’ SECTOR; Wednésday, ‘October 47; 1979 °''" Page 5
employee benefit fund
ONE PARK PLACE, ALBANY, NEW YORK 12205
COLONIE — “The CSEA Employee Benefit Fund
(EBF) is interested in spending money to pay claims, not
like insurance companies who don’t want to pay just
claims,’ Thomas P. Collins, EBF director, said when ex-
plaining the philosophy behind the new fund.
EBF programs include both dental and prescription
benefits for full-time, part-time and seasonal members of
the administrative, institutional and operational state
bargaining units.
Collins further explained the philosophy behind EBF as
follows: “‘CSEA wanted better consideration of its
members. We were not happy with the old insurance.
“The benefit fund also provides a way for the union to
show how it works for its members.”
EBF policies are set by its trustees: CSEA President
William L. McGowan, statewide Secretary Irene Carr,
Region V President James Moore, Elaine Mootry of State
Mental Hygiene in Region VI and Louis Mannellino of State
Department of Transportation in Region I
McGowan is chairman of EBF, Moore is treasurer and
Ms. Carr is secretary.
While the trustees set policies, it is the job of the nine
employees of EBF to carry out those policies.
Collins, a Certified Public Accountant, heads the staff
as director. Other members of the staff are: Thomas J.
Linden, assistant director; Kathy Barnes, office manager;
Pat Nerbonne, Gloria Casele, Sandra Gamble and Pat
Headwell, eligibility clerks; Lou Ann Rasmussen,
secretary; and Estelle Thomas, receptionist/stenographer.
Collins, Linden and Ms. Barnes are former CSEA staff
employees, Collins was comptroller and Linden was ex-
ecutive assistant to President McGowan before being hired
by EBF.
” The dental program is self-insured by EBF. All claims
and predeterminations (inquirees about benefits and
eligibility) come inte the EBF office at One Park Place in
Colonie (the postal address is Albany, N.Y. 12205).
After eligibility is checked, the claims are sent to the
dental division of Ter Bush & Powell in New York City to
determine the amount to be paid, and the member’s dental
i history is updated.
Upon notification from Ter Bush & Powell, the claim is
paid by check issued from an EBF account.
The prescription program is with Blue Cross. EBF pays
a monthly fee based on the number of persons in the
program. EBF keeps the eligibility lists up to date by
supplying Blue Cross with additions and deletions.
All members are issued plastic cards, and when
purchasing a prescription at a participating pharmacy pay
only one dollar. The pharmacy submits the rest of the bill
to Blue Cross for payment. If a non-participating pharmacy
is used, the member will be reimbursed by Blue Cross.
The dental program works under a fee schedule. In the
first three months of the program, 12,000 claims were paid.
Half of those claims were paid in full to dental clinics
which in general accept the EBF fee schedule.
Collins said the trustees are working to improve the
dental program fee schedule for the benefit of the
members.
One improvement in both the dental and prescription
programs is the reduction in the waiting period from 90 to
28 days before being covered by the programs.
While almost all claims have been handled without
problems, there have been some appeals, complaints and
inquiries to EBF. Both Collins and Linden are involved in
settling such problems as they occur.
Linden also has been speaking to members of state
CSEA locals explaining EBF benefits and has been setting
up the mechanism for local subdivisions to participate in
EBF
Local subdivisions are eligible to participate in both
benefit programs or in only the dental program if they are
covered by the State Health Insurance plans which will in-
clude a separate prescription plan as of Jan. 1, 1980, Linden
said
ese Ta
ee
As a result of the
A-State of New York contracts, a new CSEA
* Employee Benefit Fund was established to provide new and improved
benefits to CSEA members. The fund started operations on Jyly 1,
1979, and has been providing dental and prescription benefits since.
Above, EMPLOYEE BENEFIT
FUND Director and Assistant
Director, from left respec-
tively, Thomas P. Collins and
Thomas J. Linden review a
member’s appeal of a dental
claim under the new CSEA
Employment Benefit Fund.
Left AN ELIGIBILITY
PROBLEM is discussed by
Eligibility Clerk Sandra
Gamble, seated, and Office
Manager Kathy Barnes.
Below, ELIGIBILITY CLERK
Gloria Casele used the com-
puter terminal to check the
eligibility of members filing
dental claims to the CSEA
Employee Benefit Fund.
Prtaeti ceeam O e
Page 6 THE PUBLIC SECTOR, Wednesday, October 17, 1979
2 PRR PORN THE VN OTOL DES EA sh NNT AAAS
San gS a SES
ora g seer come:
( SRS ES _ Cree
ou: Zine
The CSEQ
* EMPLOYEE
BENEFIT FUND
Prescription Drug
Program
ur CSE) ve
DEP shown under “Type of Contract” on the face of your card means
yoWPeligible dependents, i! any, are covered. A dependent is defined as
Juse and unmarried dependent children (including step-children or legally
Ipted children), from birth up to age 19 - or up to age 25 it such achild isa {ull
b student. In addition, coverage is extended to include unmarried children 19
's of age or older who are incapable of self-support by reason of physical or
tal disability and who became so incapable before reaching age 19
sn YOU require prescription drugs, present your prescription and your identi-
tion card at a participating pharmacy and complete a simple claim form You
the participating pharmacist only $1.00 for each covered drug. The program
s the balance directly to the pharmacist,
\R@CIPATING PHARMACIES: Most pnarmacies in New
are peda a elesee Cache earait rikd prmer ln cs
Sr ee tiarlay wn antler lus sesso.
DN 4 1M If you elect to use a
macy which does not partipate inthis program, you sill nave coverage. In this
however, you pay the pharmacist full price, obtain a receipt and forward i
an appropriate claim form to your local Blue Cross Plan office for
bursement
can use this program staring July 1, 1979, Your identification card is valid tor 6
ths only and bears an expiration date. Anew card willbe issued in time for use
the@piration date of your present card
Nts for prescription drugs will NOT be made for transactions in which an ex
H identification card is used
SrseT:
cee aE tye pees oy eee
.
ental Benefits
D iegovered?
imployee
li full-time employees of the Administrative, In-
gitional, and Operational bargaining units covered
lhe collective bargaining agreement between the
fe of New York and the C.S.E.A. Also any other
iaining units agreed to subsequent to this print-
i]
aipouse of employee, as defined in item 1
ependent Children
!) Ugmarried dependent children who have not
rphed their 19th birthday are eligible to be
eplled in the plan. Unmarried dependent children
are full-time students and who have not reached
tir 25th birthday may continue to be covered.
) Any unmarried child, regardless of age, who is
impable of self-sustaining employment by reason
qhental retardation or physical handicap, and who
blame so incapacitated prior to attainment of age
And who resides with and is wholly dependent on
tibovered employee for support
lote’ An employee may not be covered both as an
loyee and as a dependent of an employee
2
Isfere a waiting period?
ployees who were covered under the present
Qe plan will automatically be covered for benefits
lediately when the Plan begins on July 1, 1979
loyees hired after July 1, 1979 will become eligi-
or benefits as soon as they complete 90 days of
Ciinu®us service in covered employment.
is eligibility terminated?
bur eligibility for benefits is terminated as of the
tive date your employment is terminated
bur dependents’ eligibility for benefits is ter-
hted as of the date on which your dependent
es to be an eligible dependent, as defined
fRiously
oe a
iernanessietier 2s EL Ri TER
This program provides coverage for drugs which, under Federal or State law, may
be dispensed only upon prescription written by a physician Also, insulin is
covered even though sold without a prescription,
Under the program, drugs may be dispensed in a quantity sufficient for 34 consec
utive days for each original prescription or refill, with one exception. certain drugs
for chronic ilinesses may be dispensed in quantities up to 100-unit doses even
though that quantity may exceed a thirty four day supply
= Drugs which do not, by law, require a prescription, except insulin and drugs
specifically designated by Blue Cross
2. Devices of any type, even though such devices may require a prescription order
Such as, Dut not limited to, contraceptive devices, therapeutic devices, artiticial
appliances, hypodermic needles, syringes or similar devices
3. Administration or injection of any drugs
>
|. Vitamins, except those which by law require a prescription order
5. Drugs labeled as limited by Federal Law to experimental or invastigational use,
also blood or blood plasma
2
Allergy vaccines unless obtained from a pharmacy pursuant to a prescription
7. Drugs dispensed to a member while a patient in a hospital nursing home or
other institution
8. Drugs provided for or available to a member fo the extent covered under any
‘other prescription drug coverage plan or policy or msurance or under the laws of
the United States of America or any state oF political subdivision tnereot
including, but not limited to, any Workers Compensation Act of similar
legislation whether or not tne member claims compensation or receives bene
fits thereunder and whether oF nol any recovery is had by the member against a
thitd party for damages
9. were tne prescription indicates that a generic equivalent may be substituted
the plan will pay only the cost of such generic equivalent
Choice of Dentists
Eligible persons may avail themselves of the ser-
vices of any duly licensed dentist
Is there a deductible?
There is no deductible feature to be satisfied in
the new C.S.E.A. Dental Plan
Where may claim forms be obtained?
Claim forms may be obtained from the fund office
regional offices, satellite offices, and employment
offices where employee works
How is a claim filed?
The procedure is simple:
1. Obtain a claim form from the Fund Office by writ-
ing to P.O. Box 11-206, Albany, N.Y. 12211 or from
your Regional, Satellite or local office where you
work é
All claims received by the C.S.E.A. Employee Ben-
efit Fund Office and all correspondence must con-
tain the following essential items of information
a) Name of Member
b) Address
c) Social Security Number
An incomplete claim form will be returned to you
for further information which may cause a delay in
your benefit payment
2. Complete the employee and patient section and
give it to your dentist to fill out after you have com-
pleted a course of treatment
3. When you have completed a course of dental
treatment and you and your dentist have completed
the appropriate sections of the claim form, sign it
and mail to
C.S.E.A. Employee Benefit Fund
P.O. Box 11-206
Albany, N.Y. 12211
Claims should be reported to the Fund Office
within 30 days after completion of treatment
ion
‘Your prescription drug benetits end on the day you leave your present em.
ployment, unless you are otherwise informed. You must return your
identification card to the CSEA Employee Benefit Fund upon termination
Question
I you have any questions about this program, they should be directed to the
Prescription Drug Department of your local Blue Cross Plan
This literature 1s intended as a source of general information
only Complete details, terms and conditions are contained in the Group
Contract held by the CSEA Employee Benetit Fund This program provides
prescription drug benefits only
Your health and welfare are important to
your union because you are important to
your union. We expect our new welfare
fund to improve benefits throughout the
course of our three year contract and |
look forward to working with you to see
that our members are provided with the
best possible health care available.
ue
spars
NRE POR
Fraternally, t
: i
(COIN ree es Gr j
Bill McGowan |
|
2 vs w,
——
is there a pre-determination of benefits?
Ifa treatment or series of treatments is expected to
exceed $250.00, it is recommended that your dentist
indicate on the claim form under “'‘pre-determination
of benefits’ that the claim is being submitted for a
pre-determination of benefits evaluation
Mail the claim to thé Fund Office. In a short period
of time the claim will be evaluated and returned to
the member indicating the amount of the allowance
provided under the CSA Dental Plan This
procedure assures that you will know in advance
what services are covered and what the CS EA
Employee Benefit Fund will pay
How are dental benefits paid?
Benefits will be paid directly to you through the
C.S.E.A. Employee Benefit Fund Office. You may
assign benefits to your dentist and the Fund will
make payment directly. However, the form should
not be signed until the work and the form has been
completed by your dentist
Coordination of benefits
Since it is not intended that you receive greater
benefits than the actual expenses covered, the
amount of benefits payable under the CS E.A. Den-
tal Plan will take into account any coverage you
your spouse, or dependents have under other group
Plans, that is, the benefits under the
CSEA Dental Plan will be coordinated with the
benefits of the other group plans 2
lf you have any questions about your C.S.E.A.
Dental Plan please get in touch with the C.S.E.A, Em-
ployee Benefit Fund Office by writing to.
C.S.E.A. Employee Benefit Fund
P.O Box 11-206
Albany, N.Y. 12211
You may also call Area Code 518-459-8463 or
8464. We will be glad to answer any questions and to
make sure that you receive all benefits to which you
are entitled
aoe sean
fe aa ae EC PAE SETS SM
THE PUBLIC SECTOR, Wednesday, October 17, 1979
Page 7
2,
STEWARD TRAINING INSTRUCTOR Marnie Kirchgessner, right discusses the new
Region V Stewards’ Training Program with Dave Williams, AFSCME education direc-
tor, at the region’s recent fall conference. Ms. Kirchgessner was one of 14 CSEA
members trained by AFSCME in July to be a steward instructor in the region.
Right, REGION V DIRECTOR Frank Martello, left, and Steward Training Instructor
Ralph Young discuss the new program which started Oct. 1.
Central Region V program
for steward training opens
EAST SYRACUSE — The new
Central Region V Stewards’ Training
Program started Oct. 1, CSEA regional
President James Moore has announced.
“A union is only as good as its stewards
being able to enforce the contract,”
Moore said.
He said the new program is available
to the 80 locals and the more than 300
units in the Central Region.
The training will be provided by 14
CSEA members who underwent an
AFSCME training program in July.
The instructors are: Mary Lauson,
Pat Crandall, Pat Smith, Dorothy
Penner, Bob Allen, Ralph Young,
Delores Herrig, Oneta Mae Britton,
Nancy Roark, Claire McGrath, Ron
Spinner, Dick Brown, Marnie
Kirchgessner and Don Crandall.
The new program came about
through the efforts of Moore, Region V
Director Frank Martello, AFSCME
Education Director Dave Williams and
AFSCME New York State Education
Director Robert McEnroe.
File form with regional office
LIVERPOOL — Locals and units in
Central Region V wishing to take ad-
vantage of the new Stewards’ Training
Program must obtain the necessary
form from the regional office and
return it filled out, Regional Director
Frank Martello said.
The regional office is at 290 Elwood
Davis Drive, Liverpool, N.Y. 13088.
', The signatures of the local president
and the field representative are re-
quired on the form. The field represen-
|) tative must be available on the dates
| the training is held.
The program consists of six hours of
training — three evenings or one all-
day session — and more than one local
or unit will be combined into groups of
15-20 stewards.
The regional office is coordinating
the program, and preference is being
given to requests as they come in,
Martello said.
He said the local or unit has the
responsibility for arranging the room
and for any food. The instructor will
provide the training materials.
14 instructors trained by AFSCME
i EAST SYRACUSE — The new
| Region V Stewards’ Training Program
combines the programs of Cornell
University and of AFSCME, Dave
Williams, AFSCME education director,
said at the Region V Fall Conference on
Sept. 29.
Williams said the New York State
/ School of Industrial and Labor
Relations-Cornell University stewards
training program, developed in 1969,
4 was combined with AFSCME’s series
| of slide/sound presentation, developed
in 1974.
The 14 new instructors were “taught
how to use both of those programs”’ in
July.
“A steward is a leader who changes
the behavior of others. It is not our
nature to confront those with some con-
trol over our economic future.
‘“‘A steward must do that and effect a
change in that attitude,”’ Williams said.
The slide/sound presentations are of
actual situations and how stewards
dealt with those situations.
“Education allows you to be free to
make a choice from possible
solutions,”’ he said.
insane ADI SETA
ee as HIN
nesday, October 17, 1979
Dick Brown Steward Instructor
Women’s Committee proposal gets
ALBANY — The CSEA: Women's
Committee Resolution, which will be
presented to the union’s delegates at
the annual CSEA convention next
week, has received national attention
in a major labor newsletter.
The October AFSCME Inter-
national Women’s Letter, which is
mailed to more than 1,000 key
AFSCME women throughout the
country each month, features a story
on the proposed resolution, its
history, purpose and potential. The
resolution reads: ‘Be it resolved that
CSEA strive to eliminate unnecessary
college degree practices and in-
appropriate educational re-
quirements for civil service exams,
and substitute years of experience.”
Since the statewide Women’s Com-
mittee issued a call in The Public Sec-
tor two weeks ago for examples of ex-
isting jobs for which degrees are
currently required but for which ex-
perience would be a more appropriate
requirement, dozens of descriptions
of such jobs have been sent to com-
mittee co-chairs Janice Schaff and
Joanna Williams. It is inequities such
as these that Ms. Schaff says the
resolution will redress. Ms. Schaff,
President of the Yonkers School
District Unit of CSEA, will be a
delegate to the convention and will
present the resolution on behalf of the
committee.
“Passage of this resolution will
help not just women, but all CSEA
MARCY PSYCHIATRIC CENTER LOCAL 414 officers were
installed recently by CSEA Region V President James Moore,
lower right. Among those installed were, top row from left,
Treasurer Cindy Hammond, delegate Kermit Pearl, and
Third Vice President Bud Mulchy. Center row, from left, are
Secretary Linda Fletcher, Fourth Vice President Florence
Card, and Second Vice President Joseph Vrooman.
Bottom row, from left, are First Vice President Sue
Buerzinski, President Ernie Coleman, and Moore.
Other Local officers not shown
include alternate delegate
and ex-
ecutive council members Jack
Moore, Tim Gamache, Wally
Keesler, Tom Pianella, Lynn
Johnson, Donna Ernenwein, and
Richard Zupancic.
Norm Jakubowski
Law Department EAP prepares to start
ALBANY — The Employee
Assistance Program (EAP) for 1,100
employees of the New York State
Department of Law should be
operating by November for
employees in Albany and New York
City and should be expanding to other
departmental facilities in 1980, Mary
Hester, chairman of the department’s
EAP Committee, said.
EAP will provide counselling and
referral services to department
employees on a wide range of
problems including alcohol/drug, psy-
chological/emotional, family/mari-
tal, medical, legal and financial.
The program initially will be for
Law Department employees in the
Justice Building of Empire State
Plaza in Albany and in 2 World Trade
Ms. Pattison backed in Dutchess
Lucille Pattison
Dutchess County Executive
Dutchess County Executive Lucille
Pattison has been endorsed for re-
election by Region III of the Civil Ser-
vice Employees Assn.
“In her short term of office, Pat-
tison has committed herself to a good
working relationship with us,’ James
J. Lénnon, CSEA. Southern Region
president, said. “‘We've had the kind
of management-union relationship
we've always strived for.”
The endorsement came, Lennon
said, after both candidates for the
position were interviewed by the
political action committee. The
decision was the result of a un-
animous vote.
Ellis Adams, Dutchess County
CSEA Local president, also spoke of
the endorsement. ‘‘Pattison is doing
things right,’’ he said. “‘Under her ad-
ministration we feel we've been given
a fair shake. We've been treated with
respect and dignity,’ he said. ‘‘Pat-
tison is a candidate with dynamic
leadership qualities and an open door
policy.”
Center and the Harlem (upper
Manhattan) offices in New York City,
Ms. Hester said.
Other department facilities are in
Hauppauge, Auburn, Binghamton,
Buffalo, Plattsburgh, Poughkeepsie,
Rochester, Syracuse, Utica, Water-
town and Monticello.
The totally voluntary program
provides confidential counselling
through an employee assistance coor-
dinator. While no coordinators have
been appointed to date, two
department employees have un-
dergone training by the State Division
of Alcoholism and Alcohol Abuse:
Thomas Turley in Albany and Phyllis
Vernon at 2 World Trade Center.
EAP came about through the joint
efforts of CSEA Local 672, members
of the PS&T Unit and department
management/confidential employees.
In January, 1979, a committee of
Local 672 members and management
employees started working on the
program. The committee continued to
function after PS&T members no
longer belonged to CSEA
The committee members are Mary
Powell and Joseph Mikrut of CSEA,
Michael O’Brien and Sarah Stewart of
management and Ms. Hester, Lionel
Jardine and Leonard Fine of PS&T.
The committee started under Local
672 President George Reiniger, and
the new president, Grace Dennis,
signed the EAP policy statement for
CSEA on Sept. 26.
Other signers of the statement are
Attorney General Robert Abrams and
a representative of PEF
attention
members,”’ she said. ‘‘It is a simple
recognition of the fact that education
can come from life, as well as from
books.”
One of the first replies to the com-
mittee’s call for examples was froma
man from Long Island. He has written
a book on how to take civil service ex-
ams, yet his application for a job as
proctor at civil service exams was re-
jected. The reason? Lack of a college
degree.
“We hope adoption of our resolution
leads to CSEA-drafter legislation re-
quiring a study of civil service job re-
quirements involving inappropriate
or unnecessary qualifications,’ Ms.
Schaff noted ‘That would be the
beginning of realistic promotional op-
portunities on the local level, from
one end of the state to the other.”
She added that the new CSEA-
negotiated contract for the Statewide
Administrative Services bargaining
unit, in effect since April 1, 1979,
addresses the problem for that group
of 38,000 state employees. The con-
tract’s historic ‘‘CSEA (Clerical and
Secretarial Employees Ad-
vancement) Program” calls for
greater consideration of years of ex-
perience in testing and promotional
situations.
“But the CSEA Program is directly
applicable only to the statewide Ad-
ministrative Unit employees,” Ms.
Schaff explained. ‘‘Passage of our
resolution will put CSEA as a union
four-square behind the concept of in-
creased advancement opportunity on
the local level, too — where most of
CSEA’s membership is.”
The AFSCME Women’s Letter arti-
cle on the resolution was first discuss-
ed at the Oct. 2-3 meeting of the
AFSCME International Committee on
Women’s Rights, at AFSCME head-
quarters in Washington. CSEA
Statewide Secretary Irene Carr, ap-
pointed to the AFSCME committee by
AFSCME International President
Jerry Wurf early this year, was at the
meeting when the new issue of the
Women’s Letter, with a big story on
the proposed resolution, was dis-
tributed.
“There were about 20 women from
all over the country in attendance,
and they all commented about the
resolution and its possible use as a
model nationwide,’’ Ms. Carr said.
“They then discussed our new CSEA
Program, which has already been
used as an example of effective
negotiations at regional AFSCME
women's workshops. Georgia
McGhee, the only woman AFSCME
International vice president, said that
her fellow state employees in
Michigan are now trying to negotiate
a program similar to ours out there.”’
CSEA, a union whose membership
is approximately 50% women, has
been a leader in securing effective af-
firmative action for women,
minorities and the disadvantaged in
public employment. But recent elec-
tions have given the union its most
representative leadership ever,
within its own ranks. Jimmy Gripper
of Brooklyn, elected President of
CSEA Region II, became the union’s
first black statewide vice president;
and women now make up 39% of the
Board of Directors (44 of 114 seats).
In addition, 30% of all CSEA local
presidents (92 of 312) are now women.
Both figures are large gains over the
previous totals.
“THE PUBLIC SECTOR, Wednesday, October 17,1979
Page 9
COMPETITIVE
PROMOTIONAL EXAMS
(State Employees Only)
OPEN CONTINUOUS
STATE JOB CALENDAR
Salary Exam No.
Title f
Seniu: Medical Records Technician
: Laue Cp) FILING ENDS OCTOBER 29, 1979
Pharmacist (salary varies with location) ee -$15,562 20-129 Chief Institution Safety Officer I $13,885 36-806
Assistant Sanitary Engineer ..... : + $16,040 - 20-122 Chief Institution Safety Officer II “14,680 36-806
Senior Sanitary Engineer . . - $18,301 20-123 i er ¥ % ane
Clinical Physician I “$27'942 20-118 Senior Institution Safety Officer vo11,695 36-659
Clinical Physician II.. . $31,055 20-119 Senior Stationary Engineer 13,125 36-865
Assistant Clinical Phy: . $25,161 20-117 Medical Test Assistant Trainee «+. B,825 36-857
Attorney...... . $14,850 20-113 Chief, Bureau of General Continuing Education ..............:.6:.6-+.30,800 39-401
Assistant Attorney . . $12,397 20-113 Senior Medical Social Worker 2 vee 17,320 39-383
Attorney Trainee’. cise... ese eens -. $11,723 20-113 Assistant Sanitary Engineer .......0.0.ccccccccceseeeseceeeseees ..17,320 30-207
Junior Engineer. . $12,890 20-109 Hf Bf Commissary Clerk Il..........- 8,825 36-655
(Bachelor's Degree) 9,865 36-656
Sen ee es ae Commissary Clerk IV 11,695 36-657
gree)
Dental Hystenish tell. sot seav ely «$8,950 20-107 Canal Equipment Specialist, Assistant SE ee
Licensed Practical Nurse . $8,051 20-106 Senior Engineering Materials Analyst 16,420 36-862
Nutrition Services Consultant... $13,404 20-139 Associate Engineering Materials Analyst 21,245 36-863
Stationary Engineer .... .... $10,042 20-100 Principal Engineering Materials Analyst 26,390 36-864
Senior Stationary Engineer . -. $11,250 20-101 Engineering Materials Technician . 9,330 36-834
Occupational Therapy Assistant I $9,029 20-174 Senior Engineering Materials Technician 11,060 36-835
Cccuns tional: hereby Assistant Is. $9,029 20-174 Principal Engineering Materials Technician. 13,125 36-836
(Spanish Speaking) Si f Lott Di & Ticket
Vocational Rehabilitation Counselor .,........ ., $14,142 20-140! uber visor ob Hotere! Drawings UC a
Vocational Rehabilitation Counselor Trainee . $11,983 20-140 Lal
Medical Record Technician . $9,481 20-143 Supervisor of Claims Validation & ‘Prize Payments. 36-866
Histology Technician ... $8,051 20-170 istant Building Construction Project Manager. 36-795
Professional Positions in Auditing and Accounting. $11,250 20-200 Senior Drafting Technician (Electrical) ..........0ccceee 36-858
Computer Programmer...... PSC eerie tes! .+-. $11,250 20-220 Principal Drafting Technician (Electrical) 36-859
Computes Programmer (Scientific) .... . Maia ae Senior Drafting Technician (Mechanical)..... 36-860
enior Programmer een | -! 5 i) shnici. i 1
Senior Canmiter Bropeauimas (Soieiitie): Se One 90098 Principal Drafting Technician (Mechanical)........ 36-861
Mobility Instructor . ve ... $11,904 20-224
Instructor of the Blind . -. $11,250 20-225
Health Services Nurse... . ; .
(salary varies with location) “, 50 $12.08 eee Directory of Regional Offices
Senior Heating and Ventilating Engineer . +++. $18,301 20-227
Senior Sanitary Engineer (Design) ........ -- $18,301 20-228 aa i i
Senla Huilding Glectricall Engigesr “21 $18,301 20-229 en f pay hela REGION 4 — Capital Region
Senior Building Structural Engineer - 7) $18'301 20-230 (516) 691- (518) 489-5424
Senior Mechanical Construction Engineer ..... .. $18,301 20-231 Irving Flaumenbaum, President Joseph McDermott, President
Senior Plumbing Engineer $18,301 20-232 Ed Cleary, Regional Director John Corcoran, Regional Director
Assistant Stationary Engineer ... $7,616 20-303 hs
Electroencephalograph Technician -$7,616 20-308
Radiologic Technologist
(salary varies with location)
- $8,454-$10,369
Medical Record Administrator -- $11,904
Food Sefvice Worker I . $6,456
Mental Hygiene Therapy Aide Trainee $7,204
Mental Hygiene Therapy Aide Trainee » $7,204
(Spanish Speaking)
Associate Actuary (Casualty) - $18,369
Principal Actuary (Casualty) . +» $22,364
Supervising Actuary (Casualty) ... +++ $26,516
Assistant Actuary - $10,714
Nurse I. $10,624
Nurse I. ss ++ $11,904
Nurse II (Psychiatric) «+. $11,904
Nurse II (Rehabilitation) ++» $11,904
Medical Specialist II - $33,705
Medical Specialist LSet aces + $27,942
Psychiatrist I.. «$27,942
Psychiatrist II. : - «$33,705,
Social Services Management | Trainee. ++ « $10,824
Social Services Management Specialist +++ $11,450
Social Services Management Trainee . $10,824
(Spanish Speaking)
Social Services Management Specialist ..................00000005 $11,450
(Spanish Speaking)
Industrial Training Supervisor
(salary varies depending on spec! ialty)
$10,624-$12,583
Physical Therapist ..... ~» $11,337
Physical Therapist (Spanish. Speaking). + $11,337
Senior Physical Therapist ie $12,670
Senior Physical Therapist (Spanish Speaking) $12,670
Speech Pathologist ... $12,670
Audiologist fe - $12,670
Assistant Speech Pathologist $11,337
Assistant Audiologist . » $11,337
Dietician Trainee ++ $10,624
Dietician » $11,250
Supervising Dietician + $13,304
Stenographer (NYC only) . $6,650
Typist (NYC only) $6,071
Senior Occupational Therapist $12,670
Senior Occupational Therapist $12,670
(Spanish Speaking) -
Occupational Therapist . $11,337
Occupational Therapist (Spanish Speaking) $11,337
20-334
20-348
20-352
20-394
20-394
20-416
20-417
20-418
20-556
20-584
20-585
20-586,
20-587
20-840
20-841
20-842
20-843
20-875
20-875
20-876
20-876
20-877
20-880
20-880
20-881
20-881
20-883
20-882
20-884
20-885
20-888
20-887
20-886
20-890
20-891
20-894
20-894
20-895,
20-895,
You may éontact the following offices of the New York State Department of Civil Service for an-
nouncements, applications, and other details concerning examinations for the positions listed above
Stote Office Building Campus, First Floor, Building |, Albany, New York 12239 (518) 457-6216.
2 World Trade Center, 55th Floor, New York City 10047 (212) 488-4248.
THE PUBLIC SECTOR, Wednesday, October 17, 1979
Page 10.
Suite 750, Genesee Building, West Genesee Street, Buffalo, New York 14202 (716) 842-4260.
REGION 2 — Metro Region
(212) 962-3090
Jimmy Gripper, President
George Bispham, Regional Director
REGION 3 — Southern Region
(914) 896-8180
James Lennon, President
Thomas Luposello, Regional Director
Title
Building Construction Project Mgr., Sr
Central Medical Supply Technician ...:
Commissary Clerk IV
Commissary Clerk III
Commissary Clerk II
Commissary Clerk I
Drafting Technician (Electrical), §
Drafting Technician (Mechanical), Sr.
Engineering Materials Technician
Engineering Materials Technician, Sr.
Horticultural Inspector
Horticultural Inspector Trainee
Horticulturist
Institution Safety Officer
Probation Program Consultant
Toll Collector
Thruway Toll Collector
Chief Baker
Dental Program Coordinator
Librarian (Reference), Principal
Medical Social Worker A
Medical Social Worker B
Public Health Consultant
Senior Medical Social Worker
Environmental Conservation Officer Trainee I
Environmental Conservation Officer Trainee II
REGION 5 — Central Region
(315) 451-6330
James Moore, President
Frank Martello, Regional Director
REGION 6 — Western Region
(716) 634-3540-
Robert Lattimer. President
Lee Frank, Regional Director
STATE OPEN COMPETITIVE
JOB CALENDAR
FILING ENDS NOVEMBER 9, 1979
Salary Exam No.
$18,301 25-099
8,345 25-082
11,695 25-078
9,865 25-079
8,825 25-080
7,900 25-081
9,481 25-086
9,481 25-087
7,997 25-096
9,481 25-097
11,995 25-069
25-069
25-085
25-085
25-084
24-928
25-098
25-095
25-095,
27-980
27-977
27-986,
27-970
27-971
27-985,
27-972
upervising Public Health Dental Hygienist ‘i 5 196 27-8
fr" insurance
advisor
i
Increments
questioned |
MINEOLA — The president of
Nassau County CSEA Local 830 says
he has received information that the
automatic longevity increments due
some county employees may, at
times, not have been paid. So
Nicholas Abbatiello is reminding
Local 830 members who feel they
did not receive an increment due
them, to contact the individual's
department personnel office.
Abbatiello reminded een
however, that Pid ied ts
are due in the 111 ) 15th year in
job title, not in years of overall ser-.
yeu as many people seem to
lieve.
» If an “employee ‘was not paid the
increment prior to this year when
percentage increases were given all
employees, the affected employee
» would be owed more money than
just the increment.
Abbatiello urges all employees
who discover they were not paid
their increments to contact the unit
presidents or CSEA department
representatives.
In addition to the information
provided in the September 26, 1979
and October 3, 1979 issues of The
Public Sector, the following infor-
mation is provided to assist CSEA
membership in determining which
health insurance option is most
suited to their individual needs.
Employees contemplating a
change of option should keep in
mind the fact that each of the
available options is based on a
different approach toward
providing protection against the
costs of medical care.
Tl Statewide Plan, although
offering few preventive services, is
designed to provide a comprehen-
sive program of protection against
most medical expenses, with an
| emphasis on insurance against the
_ often catastrophic costs that result
| providers of services.
| recognition of the broad protection
from major illness. The plan also
provides greatest flexibility in the
selection of physicians or other
In
available and to provide an incen-
tive for the prudent utilization of
benefits, the Statewide Plan has
both an annual deductible as well
as a co-insurance feature for
_ charges covered under the major
medical portion of the plan.
Hospital charges covered by Blue
| Cross are not subject to these
, features.
i
makes the G.H.I. Option. -atTaCHVE,
The G.H.I. Option, on the other
hand, places greater emphasis on
preventive care and on first dollar
coverage for enrollees. For this
reason, there are neither deducti-
ble nor co-insurance charges for
such items as physical ex-
aminations, well baby care and
home and office visits. These
charges are reimbursed on a first
dollar basis up to the scheduled
maximum payment. This feature
oy tesaedaarsmarma era
UPSTATE MEDICAL CENTER CSEA LOCAL 615 officers were installed recently. From left, front row, are
Second Vice President Ann Harris, First Vice President Ken Burwell, President Bob Vincent, Secretary
Kathy Collins, Treasurer Dusty Cole, and Recording Secretary Sue Braendale. From left, second row, are
Employees Association, c/o Michael Carroll, 33 Elk Street, eons, New York
pledge to answer these questions as quickly as possible.
More important health insurance information
to some families. At the same
time, however, families still in the
child-bearing years could be
significantly affected by enrolling
in this option since Statewide Plan
benefits for obstetrical charges
will be substantially higher than
those provided by G.H.I. Equally
important is the fact that G.H.I.
has no major medical coverage and
payments to physicians are limited
to a schedule of allowances. For
this reason, enrollees con-
templating a change to the G.H.I.
Option should also note that unless
they utilize a G.H.I. participating
physician for surgery, they will be
personally responsible for the
difference between any charges in-
curred for physicians’ services and
the amount of the G.H.I. allowance
toward those charges.
Health Maintenance Or-
ganizations, in turn, are based
on an approach totally different
from that of either the Statewide
Plan or the G.H.I. Option in that
these organizations provide
medical services rather than reim-
burse enrollees for the cost of ser-
vices received elsewhere. In ad-
dition, each of these organizations
provide hospitalization coverage as
a part of its contract, rather than
through the Blue Cross portion of
the State Program.
Consequently, there is ordinarily
only a nominal charge for services
received by enrollees in this option.
The major drawbacks to this
option are that it is only available
to enrollees who live in an area
served by an HMO facility, that all
services must be received from
staff members of the HMO or by
referral to outside physicians and
finally that only emergency and
limited care is available to
enrollees who require services out-
side the area served by the HMO.
SC MARE I NE LA UE SNE PNA MAE
Aside from reviewing the
benefits of each option in terms of
their own particular needs,
enrollees contemplating a change
of option should also be aware of
the following:
a. In the event both husband and
wife are eligible for coverage
under the program as
employees, they may each
enroll, or be enrolled, in the
program without restriction
as to the plan elected or the
nature of coverage selected.
In all cases where such
coverage is provided, there
will be coordination of
benefits. However, no
employee may elect coverage
under the plan with more than
one employer.
b. By January 1, 1980, there will
no longer be an exclusion of
benefits for pregnancies ex-
isting on the date of transfer
to either the Statewide Plan or
the G.H.I. Option. In addition,
HMO’s have always provided
benefits for pregnancies ex-
isting on the effective date of
coverage. Thus, it is now
possible for employees to
choose an option which will
provide a higher level of
maternity benefits, even for a
pregnancy existing on
January 1, 1980. Regardless of
the negotiating unit to which
an employee's position is
assigned, maternity benefits
will continue to be available
for all pregnancies beginning
prior to January 1, 1980,
regardless of the employment
status of the enrollee on the
date that covered services are
provided. After January 1,
1980, benefits will generally
not be available for pregnan-
cies beginning on and after
stewards Gladis Smith and Chuck Lacardo, and delegates Dave Derienzo and Bill O'Neill. Not shown are
chief steward William LaPoint and stewards Mac Williams and Eileen Diffon.
G.HLI. and the carriers of the
Statewide Plan will provide
benefits to employees and
dependents who are confined
in a hospital or other in-
stitution, or at home under the
care of a physician on the date
of a transfer from an HMO to
either of these options, but
only to the extent that the ser-
vices are not covered by the
HMO.
In the case of a transfer between
G.HLL. and the Statewide Plan, the
carrier of the option from which
that date unless the enrollee is
actively participating in the
health insurance program at
the time services are
received.
c. Under the terms of current
contract amendments, both
the employee is transferring will
‘retain a liability for benefits for the |
periods specified in their con-
tracts.
At present, the Employee In-
surance Section of the Civil Service
Department is working with each
of the insurance carriers of the
health insurance program to
develop a series of individual
brochures describing the benefits
provided by each of the carriers.
The Employee Insurance Section is
also preparing a separate brochure
which will set forth the various ad-
ministrative aspects of the
program including such items as
eligibility requirements, es-
tablishment of effective dates of
coverage, continuation in
retirement, etc. Unfortunately,
because of the time elements in-
volved, it does not appear that all |
ial can be prepared,
ributed before the
conclusion of the October transfer |
period.
‘om
ee ed
aan
THE PUBLIC § SECTOR, Wednesday, October 7, 1979
Page 11
PA
By Dawn LePore
BATAVIA — The key to a
successful political action cam-
paign lies not in simply following
the ‘‘big’’ races, but in starting
small in one’s hometown contests,
according to Bernard Ryan, CSEA
Director of Legislative and
Political Action.
“You have to start by changing
things at home and working your
way up,” Ryan said. ‘You have to
attack the problem in the small
town and city races.”
Ryan explained. that local of-
ficials have impact that reaches
far beyond the home district,
affecting important statewide
issues.
“If you can get your county ex-
ecutive to say he is in favor of a
comprehensive health and safety
program, no one (state legislator)
from the area can’t say ‘Local
government says it will cost too
much.’ "”
Together with several other
members of the combined
CSEA/AFSCME political action
team, Ryan spent a recent Satur-
day here conducting a seminar for
about 35 Region 6 members. The
team also included Tom Haley and
Eileen Shaughnessy from CSEA,
Maggie Drezin AFSCME’s New
York State Coordinator for
Legislative and Political Action
and Ed Draves, also from
AFSCME.
Ryan announced that Draves
would be available at any time to
assist Region 6 with any problems
or questions they might have
through the course of fall elections.
During the workshop, one of a
series being held across the state,
Ryan emphasized the importance
of throwing aside political labels
when considering candidates.
“There’s no such thing as a
Republican or a Democrat or a
Liberal or a Conservative,’’ he
said. ‘‘Those labels don’t work
anymore. You do yourself and the
union a disservice if you think that
way. We have to deal with the in-
dividual.”
The seminar covered every
aspect of conducting a political
action campaign — from tracking
past voting patterns, setting up a
successful candidate's night, and
how to work most effectively for a
candidate to the final, most im-
portant element — getting the vote
out.
While the current law allows a
maximum five-cent contribution
for each registered voter in a dis-
trict, Ryan said that just turning
the money over to a selected can-
didate is not the best way to sup-
port him or her.
“Use the money for services
rather than for direct con-
tributions,’’ he said. “‘Rent a hall,
install a phone bank, pay for
refreshments for workers or for
transportation.”
“The most important thing you
can give a candidate is man-
power,’ Haley added. Whenever
possible, efforts should be made to
1 — BERNARD RYAN, Director of CSEA/AFSCME Legislative and
Political Action, details the process of developing an effective political
|
| action campaign,
2 — EILEEN SHAUGHNESSY tells union members how important it is to know
voting patterns in planning how to conduct a political action
H
| and understand
| program.
4
communicate with local AFSCME
members, who are also covered un-
der the five-cent regulation, Ms.
Drezin said. If AFSCME and CSEA
are together on an issue or can-
didate, working together could help
both groups get farther.
‘‘Four hundred people can make
or break a legislative race,’’ she
explained,
Here’s what the group had to say
on:
— YOUR MEMBERSHIP: Get
them involved from day one. Hold
a registration drive, Sponsor a can-
didate’s night. Set up car pools to
get everyone to the polls.
— ISSUES: Get the candidates to
take a stand on the record — a good
way is to send each a questionaire
with the topics you want answers
on — contracting out, a health and
safety plan, agency shop, etc. Stay
away from hot potatoes like
abortion and the death penalty.
3 — PHONE BANKS can strongly influence the outcome of an election, and staff /
political action efforts.
SUES AAEM A
peasconcansmennnAce SS:
member Ed Draves details how to set up and operate the most effective type of
phone bank. Draves has been specifically assigned to work with Region VI |
4— ROLE PLAYING a potential situation involved with canvassing of voters,
Tom Haley, a research specialist with the CSEA/AFSCME Legislative and
Political Action department, acts out the problem with June Fenner of the Erie
County Educational Employees CSEA Local 868.
as sence Ae near asT ISSN CN em
‘Political seminar held in Region VI
— CANVASSING: Practice first
by simulating all possible
situations you'll run across. Have
maps marked out. Wear good
shoes. Use 3 X 5 cards to index
responses. Smile. ON THE
PHONE: Be polite, give them your
message and then get on with your
next call. Follow up on positive
responses with literature.
|
|
ji
"Se er a a RRS
