The Public Sector, 1985 November 1

WEAR SOR RD i

The Civil Service Employees Assn. officially celebrated the union’s
75th anniversary during ceremonies in‘conjunction with the union’s
75th annual delegates meeting Oct. 20-25 at the Marriott Marquis
in New York City. And while CSEA was marking its 75th anniversary,
the AFL-CIO was celebrating the 30th anniversary of the joining of
ihe American Federation of Labor (AFL) and the Congress of
Industrial Organizations (CIO) into a single, united labor organization.
COVERAGE OF CSEA’S 75th ANNUAL DELEGATES MEETING
BEGINS ON PAGE 9 OF THIS EDITION.

Olnclat Publication of The Civil Service Employees Association Local 1000, Vol. 8, No. 22
American Federation of State, County and Municipal Employees AFL-CIO. L Friday, November 1, 1985

State-mandated Public Work Program
costly, ineffective, dismal failure

The Public Work Program (PWP) is a state- a
mandated work program for public assistance : el
recipients—those on welfare. Bascially, PWP
requires Home Relief public assistance
recipients to earn their welfare checks by work-
ing in public and non-profit agencies. In the-
ory, PWP participants will learn job skills and
work habits necessary to secure permanent
employment.

GSEA conducted a thorough investigation of
the Public Work Program over several months
and arrived at the conclusion that the program
is a failure that should be abolished. CSEA’s
report, “A Public Disservice,” found the pro-
gram cost twice as much to administer as was
saved: often resulted in inappropriate place-
ments which put the public and other em:
ployees in danger, and only 3 per cent of the
participants go on to find jobs. In short, CSEA’s
investigation concludes that the Public Work
Program simply does not work. :

The report was released at a major press
conference in conjunction with the CSEA's
75th annual delegates meeting in New York
City in late October. Verbatim excerpts from N
this exceptionally thorough repoit are conference held in New York City that New York State’s Public Work Program is a failure
reproduced on pages 6 and 7 of this edition. and should be abolished.

3 Ll, LEAP offers state workers
as

many tuition-free courses

am 1000, APSCMIE, AFL-CIO LEAP, the Labor Education Action Program of the Civil Service Em-

= ployees Association, offers tuition-free courses at two and four-

CS year public and private colleges, BOCES, and various state facili-

. ties across New York state. LEAP is available to CSEA- represented

state employees in the Operational Services, Administrative Serv-

ices and Institutional Services Units only. The courses are fund-

Important CSEA/LEAP student information
for State employees in ASU, ISU and OSU

Read the course announcement carefully to obtain all the LEAP program and course information needed. Please pay special attention
to the student requirements section.

ed under Article 14 of the OSU, ASU and ‘ISU contracts.

Contact the college or BOCES for information on required prerequisites, assessment tests, and exact course content BEFORE filing
your application.

Texthook costs range from $10 to $50. From $35 to $50 costs usually apply to science and accounting courses. Students are respon-
sible for purchasing textbooks and for additional items such as parking.

To drop a course without penalty, fill in a LEAP Course Drop Form which can be obtained from your agency training or personnel
office. If the Course Drop Form is received before the course begins, another student may be enrolled from a waiting list. You must
also follow the school’s official drop procedures in order to avoid being charged a partial payment by the school.

LEAP will provide payment only for those students who attend two out of the first three class sessions. Students who do not meet
LEAP’s attendance requirement must either drop the course or provide payment themselves.

Community colleges require certificates of residence from students to prove county and state residence. Students will not be allowed
to enroll by the school without such a certificate, or they will be responsible for additional tuition.

Course requirements may include lab hours in addition to the stated course hours in such courses as science, computer science and
languages.

Students must complete evaluation forms at the end of the course. They are then submitted to the LEAP office by the college or
BOCES for future planning.

Due to the magnitude of scheduling across the state, students whose course is cancelled by the college/BOCES may not be scheduled
into another class. However, they will be given a higher priority for the following semester for their course choices,

Schedule changes may ONLY be authorized and made by the LEAP Office. No such changes can be made by the student or college/BOCES.
Students enrolling in a course other than their LEAP-approved course will be responsible for payment.

REGISTRATION OPENED OCTOBER 23 FOR THE SPRING 1986
COURSES, AND THE FILING DEADLINE IS NOVEMBER 25, 1985. For
further information, consult your agency training office or your
CSEA Local president. Or you may call the CSEA/LEAP office at
(518) 434-0191.

Ct WANTED; TEACHER, PART-TIME. Four days arranged. Interested candidates should write
Seek part-time teacher per week; three hours daily, 11 a.m. to 2 p.m., Mr. Robert Knower, CSEA/IDEA, CSEA Head-
to teach High School Equivalency class for quarters, 143 Washington Avenue, Albany,

for New York City site state employees at State Insurance Fund in N.Y. 12210. CSEA is an Equal Opportunity

downtown Manhattan. Local interviews willbe | Employer.

THE PUBLIC SECTOR November 1, 1985

Annual report for state workers describes benefits

State employees in CSEA’s three major state
bargaining units will not be receiving personal-
ized statements describing their employee
benefits this year, but they will be getting an
updated statement some time in early 1986.

Annual personalized benefits statements
have been issued the past two years through
a project funded by the State/CSEA Labor
Management Committee on the Work Environ-
ment and Productivity (CWEP), but this year’s
version is being delayed until early 1986 to re-
flect changes under the new Empire Plan which

Personalized benefits statement
will be delayed;‘to update
Empire Plan changes

becomes effective Jan. 1, 1986.

The benefits statements describe in easily un-
derstandable language personalized informa-
tion on health insurance, sickness and disabil-
ity benefits, a formula for calculating the ordi-
nary death benefit, estimates of monthly retire-
ment benefits at age 62, estimated social secu-
rity benefits for disability, death and retirement,
and an estimate of the value of the state's con-
tribution for these benefits in dollars and as a
percentage of base annual salary. In addition
to reflecting participation in the new Empire

Plan, the 1986 statements are expected to in-
cluded improvements over earlier statements
to increase the usefulness of the information
to individual employees.

Statements will be sent to fulltime, annual-
salaried state employees in the Administrative
Services, Institutional Services and Operational
Services Units represented by CSEA.

CSEA wins out-of-ti le )

SUNY grievance

ONEONTA — Carlton Briggs is a grade 7 mo-
tor vehicle operator for SUNY Oneonta, but
when he was assigned work inappropriate to
that title, CSEA filed an out-of-title grievance
on.his behalf, and won. As a result, Briggs will
be compensated for work he was directed to
perform out-of-title.

In photo at left, Briggs, center, is congratu-
lated by SUNY Oneonta CSEA Local 635
Steward Joe McMullen, right, who helped in
processing the grievance along with CSEA
Field Representative Jerry Phelan. Adding his
congratulations is, left, Local 635 President
Ernie Hitchcock.

of

CSEA staff employees
agree to 3-year pacts

ALBANY — Members of the Field Staff As-
sociation (FSA) and Headquarters Staff Union
(HSU) of CSEA returned to work Oct. 21, end-
ing a two-week strike against the union that be-
gan Oct. 7. 3

Tentative three-year agreements were
reached between CSEA management and the
two in-house staff employee unions on Oct.
18. Members of FSA and HSU ratified the
contracts on Oct. 19, and CSEA’s statewide
Board of Directors approved the new con-
tracts on Oct. 20. f

Under terms of the new contracts,
members of FSA will receive 4 percent raises
effective immediately; .5 percent next April 1;
4.5 percent Oct. 1, 1986; 4.5 percent Oct.
1, 1987, and a $500 bonus in January,
1987.

HSU members agreed to 4 percent raises
effective immediately; 4.5 percent Oct. 1,
1986: 4.5 percent Oct. 1, 1987, anda$250
bonus in January, 1987. Increments will also
be paid where due to members of both
unions.

Both agreements provide for an additional
holiday for Martin Luther King’s birthday also
Members of HSU are covered by an optical
plan under their new contract, a provision also
in the FSA pact.

November 1, 1985

OO

State Barge Canal proves
its worth as an alternate
route for shipping halted
due fo closing of Seaway

A collapsed wall which shut down the St
Lawrence Seaway has proven the value of the
state Barge Canal System, but has raised the
question of whether the Seaway situation might
delay the normal fall closing of the state’s
waterway. As a result, it also leaves up in the
air the date many canal workers will be laid off
for the season.

More than 100 ships are backed up in the
Seaway system due to the closing of the No
7 lock of the Welland Canal, which is the west-
ern terminus of the St. Lawrence Seaway. Sea-
way authorities predict the system will reopen
about Nov. 7 when the collapsed wall is
cleared, but in the meanwhile the state Barge
Canal has become an important alternate route

for commercial shippers who ordinarily would
use the Seaway.

New York State has offered to keep the ca-
nal open beyond its normal Thanksgiving week
closing to accomodate shipping needs if
necessery because of the Seaway problem,
so canal workers are now awaiting word as to
an actual closing date.

CSEA, which represents most canal wor-
kers, lobbied successfully over the past several
years for additional funding and increased staff-
ing to repair and maintain the canal system,
which had been in a sorry state. The sudden
increase in traffic due to the Seaway problem
proves once again what a sound investment

fe i

THE PUBLIC SECTOR

geublic
SECTOR

Official publication of The Civil Service
Employees Association Local 1000, AFSCME,
AFL-CIO 143 Washington Avenue, Albany,
New York 12210

The Public Sector (445010) is published every oth-
er Friday by The Civil Service Employees Association,
143 Washington Avenue, Albany, New York, 12210.

Publication Office: 143 Washington Avenue, Albany,
New York, 12210. Second Class Postage paid at

Post Office, Albany, New York

AARON SHEPARD — Publisher
ROGER A. COLE — Editor
BRIAN K. BAKER — Associate Editor

Address changes should be sent to: Civil Service Em-
ployees Association, The Public Sector, P.O. Box
7125. Capitol Station. Albany, New York 12224

IN THE TIME
TT TAKES YOU TO
GET YOUR CHILD
READY FOR SCHOOL
ANOTHER CHILD
WILL HAVE
DISAPPEARED.

4 THE PUBLIC SECTOR

CHILD FIND
1-800-1 AM LOST

“The Public Sector’ periodically publishes photographs and information about missing
children registered with Child Find, Inc. of New Paltz. Child Find is a non-profit
organization which works with a national network of teachers, social service groups
and law enforcement agencies to help locate missing children.

Child Find maintains a toll-free number, 1-800-1 AM LOST, which persons with any.
information about missing youngsters can call with complete confidence. According
to Child Find, the organization becomes involved with mostly parental abduction cases,
and that about 95 per cent of the children the organization is looking for were abducted
by one of their parents

/f you believe you have information relative to the children below or any other miss-
ing child, immediately contact Child Find on the toll free number, 1-800-I AM LOST.

jf a ee |
“~

By
Aaron David Ci Leigh Autumn Samuels
Birthdate: 6-5- Birthdate: 12+7-79
Abducted: 7-18-80 Abducted: 5-19-84
From: Columbus, Ohio From: Youngstown, Ohio
CF 3260 p CF 3386 p

Jy

November 1, 1985

Many slots still available for members’ kids

By Chuck McGeary
@ CSEA Communications Associate
ONEONTA — CSEA members here now can
fake advantage of a new day care center which
recently opened at the former Bugbee School
On State Street.

The new SUCO Children’s. Center already
has 120 children enrolled, many of them the
sons and daughters of state employees as well
as students at SUNY Oneonta. But according
to Joan Morris, center director, there are still
more openings available.

Morris says the center currently is accept-
ing enrollments in the infant (8 weeks to 18
months) and pre-school (3 to 5 years) cate-
gories. The toddler group (18 months to 3

call Joan Morris at (607)

A CHIP OFF — Local 635 President Er-
nie Hitchcock and grandson Ryan
Smith, above, join in the festivities.

LITTLE CUT-UPS — Ribbon-cutting ceremony brought
smiles to faces of children.

TRUE BLUE — Lia Blue, daughter of CSEA
member Peter Blue, thoroughly enjoys a bite
to eat with SUCO Children’s Center Direc-
tor Joan Morris.

Arbitrator: Leave alone leave time

paid leaves other than those stipulated in the contract
But the town’s negotiator admitted that the language in the contract
referred only to future leave and would not affect leave established by past

In reviewing the events surrounding the 1979 mediation sessions, Ar-
bitrator Earle Warren Zaidins noted that although it was clear to him that
the town’s negotiator intended to eliminate all prior paid leaves of absence
except those specified in the agreement, he was equally convinced that
the union did not “understand this to be the case.”

Zaidins concluded the contract lacked a “meeting of the minds” and
did not exclude paid leaves of absences sought in the grievances.

“Zaidins ordered the town to “compensate the grievants for days previ-
ously charged to them against their respective sick and vacation time.”

years) now has three rooms booked solid, but
more children of this age will be accomodated

@ when the center opens a fourth room soon,
said Morris

The center is open 6:45 a.m. to 5:15 p.m.
and charges working parents on a sliding fee
scale according to their ability to pay. Part-time
rates are charged for less than 25 hours care,
full-time for 25 hours or more.

Applications can be obtained from the infor-
mation desk in Hunt College Center at the cam-
pus or directly from the center. For additional
information,

@ 431-2484.

CALICOON — A past practice which re-instates leave time to em-

ployees injured on the job was the sore point in a recent grievance filed
by two workers in the town of Calicoon, Sullivan County.

e As a result ot work-related accidents, CSEA Unit President Thomas _ practice
Schmidt and co-worker Ralph Neer were absent from their jobs for seven
days.

In Schmidt's case, two of the days were paid for by Workers Com-
pensation, five were charged to sick leave. Neer received no reimburse-
ment from Workers Comp. Instead, he was charged three days vacation
leave and three days sick leave, even though it had been a past practice
for the town not to charge such time against an employee’s accruals

Schmidt says the town wanted to put a stop to the practice in 1979
and had negotiated a clause in their contract stating there would be no

@

November 1, 1985

aa

5

THE PUBLIC SECTOR

A Public Disservice

Workfare is unfair...unfair to taxpay-
ers who pay out nearly twice as much
to administer the program as is saved
by the program; unfair to those par-
ticipants on public welfare that are sup-
posed to be trained by the program to
find regular, permanent employment;
unfair in many instances to the gener-
al public by placing people in danger
through inappropriate placements; and
unfair to those public employees who
are laid off and replaced by workfare
participants, with a resultant drop in
productivity.

lt doesn't work. . .
and it isn't fair!

Those are among the findings of a
major report, prepared and sponsored
by CSEA, which indicts the effective-
ness of the state-mandated Public
Work Program (PWP) which requires
Home Relief public assistance
recipients to earn their welfare checks
by working in public and non-profit
agencies.

Entitled ‘‘A Public Disservice: An
Evaluation of the Public Works Program
in New York State,’’ the strongly-
worded report finds ‘‘not only has the
Public Work Program failed to achieve

its own goals but it has also created a
number of serious unintended side-
effects...’’ The 35-page report, months
in the making, concludes with a recom-
mendation that the Public Work Pro-
gram be abolished as a failure, and that
local governments make better use of
the Job Training Partnership Act
(JTPA), a federal program designed to
assist the economically disadvantaged
obtain training and jobs in the private
sector.

Following are selected verbatim sec-
tions from the report.

In recent months, CSEA members have be-
come increasingly concerned about the effec-
tiveness and impact of employment training
programs. As taxpayers, members are con-
cerned that the programs they support will be
cost-effective. As government employees,
members are concerned about the impact of
employment training programs on their jobs and
on program participants. Of particular concern
to CSEA members was the Public Work Pro-
gram (PWP), a State mandated work program
for public assistance recipients. CSEA mem-
bers had reported that they were losing job op-
portunities, that PWP participants were being
exploited at the worksite and that the program
was poorly administered

In response to member concern, CSEA be-
gan to study the Public Work Program. In the
Summer and Fall of 1984, CSEA visited eleven
worksites participating in the Public Work Pro-
gram. Each of these sites were covered by
CSEA collective bargaining agreements and
had members who performed work similar to
that of the PWP who were assigned to these
sites. In addition to these visits; we also con-
ducted a number of interviews and surveys of
program administrators, participants and in-
terested associations.

Reviewing the Public Work Program proved
difficult. Little evaluation data was available from
State or Local levels and few records are kept
in spite of mandated reporting requirements.

Equally alarming is that few local social serv-
ices districts actively monitor the Public Work
Program, so many participant or program
abuses tend to go unnoticed.

In spite of the lack of program data, obser-
vations and discussions with those involved in
the Public Work Program tended to confirm our
worst suspicions about the program. Namely,
that it is poorly administered, cost-ineffective,
threatens job security, reduces productivity
and endangers. the public. Our goal in bring-
ing these issues to light is not to discredit the
agencies or individuals involved, but to provide
additional information to the public and to
policy-makers in the hope that a more cost-
effective, practical and humane program be

yr

In theory. the Public Work Program de-
velops useful job skills and good habits. How-
ever, upon close inspection of the program we
found that it did not accomplish either objec-
tive. Rarely do Public Work Program par-
ticipants learn useful skills or work habits and
only 3% find jobs as a result of the program.
Equally disconcerting were the number of prob-
lems raised as the result of the program. We
found Public Work Program participants who
abused patients, who caused damage to prop,
erty and who stole. We also found that good
Public Work Program participants were exploit-
ed for their already developed talents but not
given jobs even if they were skillful and well
motivated.

The heart of the problem is poor program ad-
ministration. Participants are rarely evaluated
as to their actual abilities, nor is an employment
\ development plan created. Once on site, pro-

INTRODUCTION

gram particpants are not well monitored and
frequently are directly supervised by non-
supervisory personnel. Social Services officials
rarely make on-site inspections and rely almost
exclusively on the reports of on-site program
administrators.as to the welfare of the par-
ticipants. The Public Work Program participant
does not receive formal training to develop job
skills nor an evaluation of his progress while
on site.

Instead of providing the type of skill develop-
ment which would assist welfare recipients find
jobs, what the Public Work Program has done
is create an enormous pool of “free” labor for
public and non-profit agencies in the guise of
providing training. Rarely do these agencies
hire participants so these welfare recipients
continue to be a persistant drain to the taxpay-
ers’ dollar. This is an unfortunate situation for
both the taxpayer and welfare recipient. Most

designed
aN

Public Program participants would prefer em-
ployment which allows them to support them-
selves rather than depend on welfare. Yet, the
Public Work Program as presently designed
and operated does nothing to help these in-
dividuals acquire the skills or placement serv-
ices necessary to find unsubsidizéd employ-
ment. Therefore, they must remain on welfare.
This is not the intent of the program but its ac-
tual effect, and one which is likely to remain
so even with considerable additional funding
and program redesign...the Public Work Pro-
gram is a failure with serious unintended side
effects which include placing the public in dan-
ger and reducing productivity at the worksite.
In place of this tax wasting program, the Civil
Service Employees Association advocates the
use of employment training programs which
produce useful job skills and develop sound
educational foundations and provide job

placement. oS

THE PUBLIC SECTOR

November 1, 1985

About the author

“A Public Disservice: An Evaluation of
the Public Works Program in New York
State, was researched and authored by
Amy Doran, a Social Services consul-
tant to CSEA. Doran is a graduate stu-
dent at SUNY Albany earning her
Masters Degree in Public Administra-
tion (MPA). Doran acknowledges the as-
sistance and support for her project
from Mary Rich, chairperson of CSEA’s
standing committee on Federal and
State Employment Training Programs.

HOW PWP INTERFERES WITH EFFICIENT

GOVERNMENT SERVICES AND COMPROMISES

THE MERIT AND FITNESS PRINCIPLES

DOES PWP DEVELOP JOB SKILLS

..We found that the vast majority of Public
Work Program assignments are still either cler-
ical or laborer positions indicating counties have
not developed the types of work assignments
which would provide participants with the job
skills and experience necessary to find unsub-
sidized employment which would end their stay
on welfare.

One reason (why placements fail to result in
jobs) is because program participants receive
no formal job training either at the site or prior
to arriving at the site. Rather than instruction
and practice, which would result in a marketa-
ble skill, program participants were often giv-
ena simple task to repeat over and over again.

Many supervisors told us that because of
tight budgets, they had to depend on the “free
help” supplied by the Public Work Program par-
ticipants to accomplish the work that needed
to be done. Yet, these same supervisors over-
whelmingly reported they would not hire these
individuals even if given the opportunity to do
so.

The lack of program monitoring is only one
of many defects in program administration. Pro-
gram participants reported they are rarely as-
sessed for their job skill or education level pri-
or to being assigned to a work site. A training
and education plan is not created so individu-
als can work toward developing the skills
necessary to secure employment. Nor are par-
ticipants formally evaluated on their work pro-
gress and rarely are they counseled about oth-
er training programs or job opportunities. ...if the
Public Works Program is not designed to de-
velop job skills then what purpose does it
serve?

Does the Public Work Program develop the
job skills and work habits necessary to obtain
unsubsidized employment at a wage sufficient
for self-support? The answer to this question
is clearly no only 3% of program partici-
pants find jobs as a result of the program, thus
insuring even longer welfare dependence

November 1, 1985

fe

1S PWP COST-EFFECTIVE?

The PWP program is an expensive program
to operate and yet few program participants are
able to find employment as a result of the pro-
gram. In 1983, local governments spent over
$10 million to operate the program. As a re-
sult, they saved about $5 million by removing
individuals from the welfare rolls. This means
local governments spent about $2 for every
$l saved...clearly, this is not a cost effective
program.

As for the value of the work performed, on-
site program administrators told us they devot-
ed much more time monitoring PWP par-
ticipants than they did regular employees. Such
monitoring often detracted from accomplishing

heir own work.

The Civil Service Law is intended to insure
public employees are chosen for their jobs
based upon competence rather than political
affiliation. This important protection assures the
public that government employees are quali-
fied to do their jobs, thereby promoting maxi-
mum productivity and efficiency...Public Work
Program participants are often assigned to es-
sentially the same jobs as civil service em-

ployees...

Although Public Work Program participants
are often assigned to civil service type duties,

they do not have to take tests to assure com-
petence, or are they subject to background
checks which normally occur in the employ-
ment screening process. Agencies who par-
ticipate in the Public Work Program do not
generally know the history of the Public Work
program participant coming to work for them.
As aresult, many PWP participants are inap-
propriately placed to the detriment of the agen-
cy and the community. The lack of minimum
standards combined with poor program
monitoring creates a significant threat to the
safety of the public and employees.

IN CONCLUSION

The Public Work Program has not proven a
successful strategy in assisting the welfare
population to achieve self-support as indicat-
ed by the CSEA study. Among these findings:

1) COST-INEFFECTIVENESS. Local
Governments spent almost twice as much mon-
ey as they saved operating the Public Work
Program;

2) INAPPROPRIATE PARTICIPANT PLACE-
MENTS. We found the following assignments
at the sites we visited

a) A convicted rapist assigned to work in
an all female office;

b) A frequently intoxicated individual work-
ing in an elementary school;

c) A recently released mental patient as-
signed to the same psychiatric center from
which he'd been discharged, who threatened
and beat up a patient;

d) A parolee assigned to the Department
of Parole to do filing in the confidential file room
where he had access to his own files as well
as the files of all other parolees;

3) FEW PARTICIPANTS OBTAINED JOBS.

While hard data on the number of individuals
who were able to obtain real jobs as a result
of their PWP workfare experience does not
seem to exist, estimates by social services pro-
gram administrators indicates that only about
3% of the participants found jobs;

4) NO JOB SKILL DEVELOPMENT. Almost
without exception, PWP work assignments did
not permit sufficient skill development to ob-
tain the type of job which would pay enough
to insure self-support;

5) SUPERVISORS FIND THE PROGRAM
DOES NOT WORK. Although the supervisors
we interviewed supported the idea of individu-
als working for their welfare checks, they over-
whelmingly felt that it did not work well. They
reported poor attendance, insufficient skills and
education, health problems and unreliability as
the leading reasons for their discontent.

6) NO PROGRAM OR PARTICIPANT
EVALUATION. None of the sites we visited has
ever had an on-site inspection by a social serv-
ice official. Nor has they been asked to evalu-
ate participants progress.

a

THE PUBLIC WORK PROGRAM SHOULD
BE ABOLISHED. In addition to general ineffec-
tiveness, the Public Work Program also has giv-
en rise to a number of serious unintended ef-
fects. Principally, these involve the loss of job
opportunities. For example, public employees
unions in both Erie County and New York City
have filed lawsuits charging that their em-
ployees have been laid-off and replaced by
Public Work Program participants, a cheaper
source of labor. Members, for example, have
lost overtime possibilities as result of PWP.

MC LOCAL GOVERNMENTS SHOULD MAKE

RECOMMENDATIONS

>

BETTER USE OF JTPA. The Job Training Part-
nership Act (JTPA) is a federal program
designed to assist the economically disadvan-
taged obtain training and jobs in the private sec-
tor. It provides assessment, on the job train-
ing and placement. During 1983, about 3,000
public assistance recipients obtained jobs as
a result of the program. We feel this number
could be far higher and encourage local
governments seriously interested in reducing
welfare costs to take better advantage of this

program
4

7

THE PUBLIC SECTOR

DUTCHESS

a ee

Per ere

JIM FARINA,
REGION III organizer

Involvement, discussion, communication
are keys to successful union organizing

By Anita Manley
CSEA Communications Associate

FISHKILL — Jim Farina is a man who practices what he preaches.

Recently hired as an organizer for CSEA’s Southern Region,
Farina, a former Putnam County Local 840 president, joined CSEA and
became active because he felt that the newly negotiated contract didn’t
address the needs of Department of Social Services workers.

“A lot of people complained and | felt | should do something instead
of just complaining,” he said

About a month after Farina joined the union, he was asked to serve
as shop steward. Later, he filled a vacancy on the executive council and
served on the negotiating team for the next contract where he was able
to obtain improvements for his co-workers in the Child Protective Serv-
ices Division.

“We cleaned up the language for on-call assignments for case-
workers, upgraded CPS workers and increased on-call pay,” Farina
said. ‘I felt that the overall contract took care of all the workers.”

In 1983, Farina successfully ran for local president. One of his pri-
mary goals was to mend a communications rift between the union and
the county. “There was a lot of bad blood at the time, and | wanted to
re-open the lines of communication,” he said.

Farina accomplished what he set out to do by simply “talking.”

“Nobody ever talked in that county before,” he said. “If you had
acomplaint, you filed a grievance. One of the things we tried to do was
to talk it over before it got to that stage. We talked to the county execu-

tive, the department heads and the county attorney. Nine out of 10 times,
things were handled like that.”

: Last March, Farina was hired as an organizer for the Southern Re-
gion. A major concern is internal organizing.

“Too many people are apathetic,” he said. ‘People who don't be-
long to the union have no voice in contract negotiations. Unless they
get involved, they won't have a say in what's going on.”

Farina adds he likes his new job because it's people-oriented.

An avid golfer with an 11 handicap (‘‘I’m proud of that!") and a “‘die-
hard Yankee fan,” Farina also believes in being involved in his commu-
nity. In addition to chairing an annual “Snowball-Softball Game” in which
Participants actually play softball in the snow to raise money (over $3,000
last year) for the March of Dimes, Farina was employee campaign chair-
man for the United Way for three years and served on the Putnam County
Mediation Project.

& Too many people are apathetic.
Unless they get involved in the
union, they won't have a say.9

back to Aug. 1, 1984, it sill took a massive ef-

a Ue
Brooklyn DC’s
policy on
sick days
found
ill-advised

oo

THE PUBLIC SECTOR

By Steve Madarasz
CSEA Communications Associate

BROOKLYN—For members of Local 447 at
Brooklyn Developmental Center, a management
policy on sick days was a license to pick their
pockets. But under the terms of a grievance de-
cision, the BDC administration has had its hands
slapped and will have to pay back for time it
charged employees.

As a routine procedure, BDC was placing on
leave without pay any workers who called in sick
and did not have sick leave credits—even when
they did have vacation and personal leave credits.

CSEA successfully argued that the policy vio-
lated the Institutional Services contract. Even
though the Office of Mental Retardation and De-
velopmental Disabilities agreed and ordered a re-
view of all time and attendance records dating

fort to get BDC to comply.

“The administration just refused to do anything
about the decision,” says Field Representative
Bart Brier. “It came down last March but we've
only now seen some of the money returned.
OMRDD had to force them to start reviewing the
records after we kept pushing the issue.”

Brier noted that three senior managment em-
ployees at the center were transferred out shortly
afterwards.

So far, some $6,300 has been recouped for
just one unit. But Brier is concerned that the re-
view of records has not been thorough enough
and that much more money is being held back
He suggests that any BDC employee who thinks
he or she might be owed backpay for these
abuses should contact Local 447 President
Denise Berkley.

November 1, 1985

More than a thousand delegates took time out from a busy annual
delegates meeting to raise a cheer and nibble some cake to official-
ly mark the 75th anniversary of the founding of The Civil Service Em-
ployees Assn. last week. A colorful balloon drop, a multi-projector
slide show and speeches briefly interrupted a general business meet-
ing to note the occasion during the union’s annual convention at the
Marriott Marquis in New York City. CSEA was founded decades be-
fore most major labor unions around today, and for three-quarters
of a century has maintained its position as the largest and most ef-
fective public employee labor union in New York State. But celebrat-
ing the anniversary was a tiny part of the annual meeting, where
delegates took action on proposed changes in the union’s Constitu-
tion and By-Laws, adopted many resolutions, and attended scores
of workshops and seminars designed to assist them in their roles as
union leaders and activists. Coverage of CSEA’s annual delegates
meeting begins in this edition of The Public Sector with brief reports
on various aspects of the convention and a selection of photographs
of delegates and union officials. Coverage will continue in the next
edition of The Public Sector as well.

Complete details
in next edition

For 75 years now, the main thrust of
annual CSEA delegates meetings has
been changes and revisions in the un-
ion’s Constitution and By-Laws as well
as important actions on official union
resolutions dealing with policy. That was
equally true during the most recent an-
nual meeting in New York City. In the
next edition of The Public Sector, a
detailed report on all actions taken by
delegates relative to the union’s Consti-
tution and By-Laws as well as several im- 3
portant resolutions will be published. : , 2

[.

elebrating

Roe

November 1, 1985 THE PUBLIC SECTOR ~y

ov yy

\ WW

Things can be done
about harassment,

whatever its form

Harassment in the workplace is not a new
phenomenon, according to AFSCME's Director
of Research Martha Buck. Various forms of
harassment, including scapegoating, ,name-
calling, physical abuse, and race-or sex-based
harassment are mechanisms for the harasser
to preserve status and privilege.

Buck told convention. delegates that
harassers have the following characteristics:

—They’re bigotted.

—They believe in their own right of free

speech, but not necessarily in others’.

—They have a need to demonstrate their

power.

—They are often very subservient toward

those in authority over them.

—They have little insight into their own

behavior.

1 0 THE PUBLIC SECTOR

NEW YORK CITY—Something can be done
about harassment in the workplace, and,
according to a trio of CSEA legal advisors, local
union officials have a moral and legal
responsibility to assist members who have
been victims of harassment.

Several kinds of workplace harassment—
sexual or racial harassment, physical or verbal
abuse by supervisors, and harassment for
union activities—were outlined at a workshop
for convention delegates by three attorneys
from the firm of Roemer and Featherstonhaugh.

SEXUAL HARASSMENT

“You have to say ‘stop’ clearly and mean it,”
was the advice from attorney Dona Bullock for
sexual harassment victims. “You have to
complain. You can't just sit back and accept
it, or put up with it, or wait for the situation to
stop. Not only is this for your own protection,
but if the case proceeds, the employee will
have to demonstrate that she did complain and
that she made it clear the sexual advances
were unwelcome.”

Most go to the New York State Divison on
Human Rights or to the Equal Employement
Opportunity Commission. Because there is no
role for private counsel in these administrative
proceedings, it is the current policy of CSEA
not to provide legal assistance in sexual
harassment cases. However, there is still a
broad role local CSEA stewards and officers
can play when members come to them for help,
she said

|

+
pHYeIChL OR VERBAL ABUSE
“What we're dealing with here includes
general obnoxiousness, such as a supervisor
who is. foul-mouthed,’’explained attorney

“Always, before you say there’s nothing t
union can do, you have a responsikgity
1)investigate the claim, and 2)investigate t
contract,” advised attorney Michael Smit

“Some contracts do cover claims Pauline Kinsella. “The point is, an employee

has a right to a decent work environment.”

Remedies may range from filing a grievance
all the way to bringing criminal charges in cases
of physical assault.

“Even if under your contract grievances of
this type can’t go to arbitration, you should file
them,” Kinsella advised. ‘Establishing a pattern
against a supervisor will show management that

hey have a problem with this person.”

discrimination, in which case, the union ha:
direct responsibility.”

Smith also urged union representatives
help the member follow through with ti
Division on Human rights. “The agency
overburdened, the process may see
complicated, and often the employee is scarq
to death,” he explained. “You could help
going to the agency with the member;
in at the interview, and at least giving mo
support.”

HARASSMENT FOR UNION ACTIVITIES

“Comments or remarks that show the
supervisor is opposed to a member's union
activities constitute harassment, even without
any overt acts against the employee,”
explained Kinsella. “In other cases, the
employee is actually retaliated against, perhaps
for bringing a grievance or holding a union of-
fice. The employee could be denied a
promotion, for example.”

Such cases are improper practices under the
state's Taylor Law, and although they're often
difficult to prove, it’s important to file them.

“Document the facts carefully. Be specific
Especially if you're dealing with an on-going
situation, you might want to keep a written rec-
ord of who said what to whom when,” Kinsella
advised

RACIAL-BASED HARASSMENT
The Human Rights Law _ prohibil
discrimination—including workplaq
harassment—on the basis of race, cold
national origin, age or handicap. Cases can
submitted to the NY State Divison of Hum
Rights or Equal Employment Opp
Commission, delegates were informe
“But again, the union may exercise a wid
range of functions, from informal attempts
getting management to rectify the situation
actual assistance when the employee files|
charge with the appropriate administrati
agency,” Smith said. “The union can also
as a go-between with the employer's affirn
tive action officer or human rights committ

Novem THE PUBLIC SECTOR 1 1

Dae

Va

Playing old workers against young ones 2

NEW YORK CITY—‘There are differences
between older workers and younger workers,
and management can play on those differences
to-divide workers and the union,” Bailey
Walker, AFSCME’s director of education, told
convention delegates.

His seminar, “Older Worker/Younger Work-
er,” explored the differences and the age
stereotypes which characterize the two groups
of employees.

Observations about younger workers
included:

“They're faster to file greivances. They
demand their rights and won't put up with
things that we’ve put up with for years. They're

not afraid to rock the boat.”

They take for granted everything we worked
for, all the benefits. They think the company
gave it all to them, when actually we worked
in the union to give it to them. They don’t
appreciate it.”

“They have a lack of discipline. They. think
it’s ok to bedate, take longer breaks, socialize
on the job. They think work is boting. The
whole idea of work ethic, of pride in the job,
isn't being passed on.” :

Walker urged union activists to be sensitive
to the stereotypes and°to develop ways to
motivate younger workers to become more
active in the union.

‘There are differ-
ences between older
workers and younger
ones and manage-e
ment can play on
those differences.’

12

THE PUBLIC SECTOR

November 1, 1982

fC ;
EAP focus on heart disease, cancer

NEW YORK CITY — With 40,000 people
helped by CSEA’s Employee Assistance Pro-
gram (EAP) since 1980, the counseling referral
service is a major success story. According to
CSEA's EAP Coordinator Jim Murphy, the fact
that more than 70 percent of those using the
program are self-referrals demonstrates that
CSEA members have learned to trust the pro-
gram and the confidential source of help it
offers.

“EAP began primarily for alcohol counseling,
but now more and more of our referrals are for
a wide range of problems including bereave-
ment and severe illness in the family,” Murphy
explained.

“The trend now is more toward prevention
programs, with an emphasis on ‘wellness.’ Lo-
cal EAPs around the state have become very
involved, for example, in smoke cessation pro-

grams, educational programs about healthy
lifestyles, and even some disease screening
programs such as blood pressure screening."

In keeping with this trend, representatives of
the American Heart Association and of the
American Cancer Society met with convention
delegates to discuss educational and screen-
ing programs which can be made available
through local EAP programs.

A representative of the Cancer Society em-
phasized that “the biggest single thing we can
do to prevent cancer is to stop smoking” and
urge CSEA locals to sponsor smoke cessation
workshops. Local chapters of the Cancer So-
ciety can also provide volunteers to teach
breast self-examination or to conduct screen-
ing programs for colon-rectal cancer.

Speaking for the American Heart Associa-
tion, Alice Austin also said her organization is

also emphasizing disease prevention. "We real-
ize that a lot of the disease we deal with is
preventable, so more of our efforts are now
focusing on nutrition, exercise, blood pressure
screening, smoke cessation, and teaching peo-
ple the danger signs.”

The Heart Association also teaches classes
in CPR (cardio-pulmonary resuscitation), a life-
saving technique. “But we felt we were reach-
ing too few people with the courses, which do
require a number of hours of instruction,” Aus-
tin explained. “So we developed a short film
on CPR. It's not everything you need to know,
but we have found that many people who see
the film are able to learn enough to save a life.”

The film can be made available to CSEA
groups. For additional information about any of
these programs, contact your local Heart As-
sociation or American Cancer Society.

7

_

November 1, 1985

THE PUBLIC SECTOR

Delegates back _
PEOPLE and
turn winners

More than a dozen CSEA delegates to the
union's 75th annual convention came up win-
ners in a raffle conducted by PEOPLE, the
fund-raising arm of the union’s legislative and
political action program. Funds raised will be
used to help support union-backed candidates
in future federal elections

Raffle winners during the convention were
Robert Sage, Local 402; Fred Nero, Local
814; Edward Wooten, Local 413; Candy Sax-
on, Local 832; Barb Reese, Local 303; Alberta
Campbell, Local 443; Robert Dunbar, Local
562; Clarence Tannichill, Local 401; Mary
Adamson, Local 168; Sally Hunt, Local 431;
Stan Tracz, Local 611; Bruce Nolan, Local
806 and Terry Melvin, Local 427.

1 4 THE PUBLIC SECTOR November 1, 1985

Ne

Region Ill endorses several candidates

CSEA members in Region III will have a large
number of union-endorsed candidates to vote
for on Election Day. The following candidates
have been backed officially by CSEA,
according to CSEA Region Ill President Pat
Mascioli.

WESTCHESTER COUNTY

The following candidates have been
endorsed for the Westchester County
Legislature: Timothy Carey, Robert Hazzard,
Edward Brady, John E. Hand, John W.
DeMarco, Dominick D. Pierro, Diane Keane,
Audrey Hochberg, Sandra Galef, Andrew
Albanese, Stephen Tenore, Paul Feiner, Ernest
Davis, Leonard Spano, Daniel Thomas, Herman
Keith, and Katherine S. Carsky.

Andrew P. O’Rourke has CSEA's
endorsement for Westchester County
executive. In the City of Peekskill, the union
is endorsing Richard Jackson for mayor and
Frances Gibbs for councilwoman.

City of Yonkers ‘candidates with CSEA
backing include Angelo Martinelli for mayor,
John LaCava and Bruce Talbot for city judges;
and city council candidates June Argrette,
Salvatore Staliano, William Nuckel, Harry
Oxman, John Jacano, Janice MckKirgan,
Stephen Kubasek,Joseph Rauso, Michael
Cipriani, John O'Toole, Vincenzo Restiano and
Nicholas Longo. i

ULSTER COUNTY

Endorsed candidates for the Ulster County
Legislature include Kenneth Mitchell, Russell
Roefs, Marian Unhey, Vernon Benjamin, John
Finch, Adam Geuss, Richard Mathews, Ernest
Gardner, Laura Chasin, Raymond Norman,
Jacqeline LaBarge, Wilmer Wiedman,Roscoe
Pecora, Vincent Dunn, Barbara Maselli,Dennis
Annastas, Andrew Kossover, Janice William-
Myers and Gerald Benjamin.

In the City of Kingston, endorsements went
to Joseph McGrane for alderman at large, and
to aldermen candidates Susan McConekey, ,
Vincent DeFeo, Joseph Markle, John Porsch,
Frank Cardinale, John Amarello, Peter
Loughran, J. Sottile, Anthony Crespino,
Anthony Musto, Curtis VanDeMark, Frank
Ambrose and David Donaldson.

ROCKLAND COUNTY

Endorsed candidates include John Grant for
county executive; Kenneth Gribitz for district
attorney, William Nelson for county court judge,
Joe Holland for county clerk, and county
legislature candidates Edward Gorman, Joe
Savarese, Stan Dworkin, Bruce Levine, Nikki
Lieberman, Philip J. Rotella, Thomas Lawless, -
Eugene Grogan, Tom Morahan, Zippy Fleisher,
H. Easter and John Murphy.

Town supervisors candidates include Herb

Reisman in Ramapo, Eugene Grogan in
Clarkstown’ and Philip Rotella in Haverstraw.

‘Irene Saccende has been endorsed for receiv-

er of taxes in Clarkstown.

SULLIVAN COUNTY

Endorsed town Supervisors include George
Neahouse in Bethel; Dave Kaufman in
Thompson; Dennis Greenwald in Mamakating;
Ludwig Grupp in Calicoon; Jean McCoach in
Cocheton; William Derrie in Delaware; Sam
Rosenshein in Fallsburg; Paul Rauch in
Forrestburg; Walter Sipple in Freemont; Andy
Boyer in Highland, Abe Kleinman in Liberty;
Paul Keen in Lumberland; James Gorman in
Neversink; Leon Siegle in Rockland, and Rick
Landers in Tusten.

ORANGE COUNTY
Endorsed candidates include Richard
Hutchins for City of Middletown mayor, and
Pauline Townsend for New Windsor town clerk.
DUTCHESS COUNTY
Clara Boscardin has received CSEA’s
endorsement for Dover town council.
PUTNAM COUNTY
George Grenier has been endorsed for coun-
ty sheriff, and county legislature candidates
include Donald McNally, Sam Oliverio, Terry
Intrary, Mik Semo, Clifford Oster, Robert Bondi
and Joseph Hickey.

Vote for these Region VI candidates

CSEA’s Western Region VI political action
committee has announced endorsements in
several counties in western New York, accord-
ing to Regional President Robert L. Lattimer.

MONROE COUNTY

In Monroe County, the union endorses the
following candidates for election to the Coun-
ty Legislature: Thomas Parker, William C. Kel-
ly, Kathy Phelan, John Wiggs, Peter
McDonough, John Stanwix, Donald S. Milton,
Arnold J. Eckert, William Siegfried, Nan John-
son, Ronnie Thomas, Kevin B. Murray, Robert
Stevenson, Charles W. Erb, and Charles J.
Eber. 5

Also, Andrew Meloni is endorsed for sher-
iff, and Alexander J. DiPasquale for county
clerk.

ONTARIO COUNTY

CSEA endorses Janice Robinson for Town
of Naples supervisor, and Robert Belmont for
supervisor in the Town of Belmont.

CATTARAUGUS COUNTY

The following candidates are endorsed for
election to the County Legislature: Thornton
Newhouse, Gary Felton, David F. Wright, Ben-

jamin J. Calabro, John Sheehan, Daniel J.
McCarthy and Donald L. Miller.

CHAUTAUQUA COUNTY

County Legislature candidates endorsed by
the union are Michael F. Irwin, Robert C.
Woodbury, Evelyn Crandall, Lance. Spicer,
Richard Zahn, John Champion Jr., Colleen A.
Smith, Dale N. Bartholemew, Ronald F. Rine,
Thomas Harte, Charles H. Brown, Alfred F.
Johnes, Richard E. Davies, and Linda Malcom.
John Glenzer is endorsed for county executive.

WAYNE: COUNTY

The following candidates are endorsed for
election to the Board of Supervisors: Peter
Densmore, Town of Butler; George Barnes,
Town of Macedon; Robert Mogray, Town of
Ontario; Thomas Healey, Town of Newark/Ar-
cadia; Thomas D'Amato, Town of Galen, and
Bernard Freling, Town of Savannah

NIAGARA COUNTY
Endorsed for election to the County Legis-
lature are H. William Feder, Cecil J. Perkins,
Frank N. Conde, Arthur V. Curcione, Doris

Skivington, Sean J. O’Connor, James Sacco,
Neil E. Haseley, John H. Kilecki, Mark A. Scott,
Sue Kloch, MarkE, O'Farrell, Richard M.
Shaley, Michael J. McKernon, Laurence M.
Haseley, Anthony J.Larose, and Gerald E.
Meal.

Francis Giles is the union-endorsed candi-
date for Niagara County sheriff, and James
Hescox and Peter Page are backed for elec-
tion to the Town of Niagara Council.

ERIE COUNTY

Erie County Legislature candidates endorsed
by CSEA are Edward Kuwik, Michael
F*tzpatrick, William Robinson, Joan Bozer,
Henry Mazurek, David Manz, Roger Blackwell,
Richard Slisz, Steve Pigeon, Leonard Lenihan,
Karl Henry, Thomas Reynolds, William Pauley,
and Mary Lou Rath.

Thomas Higgins has the union endorsement
for sheriff, Richard Arcara for district attorney,
Daniel Henry for Hamburg town council, and
Joseph Corey for West Seneca town council.

Supreme Court Justice Judge Ann T. Mikoll
is endorsed for re-election to the State Su-
preme Court from the 8th Judicial District.

®@ November 1, 1985

15

THE PUBLIC SECTOR

DUTCH TREAT—CSEA statewide Secretary Irene Carr and AFSCME Assistant Director for

Women’s Rights Catherine O'Reilly Collette enjoy a conversation with Christine ‘‘Kitty”’
Roozemond, right, of the Netherlands Trade Union Congress.

European observer compares
notes at women’s conference

By Anita Manley
CSEA Communications Associate

PITTSBURGH—While union activists from all
over the east coast of the United States
enjoyed the opportunity to meet at the recent
AFSCME Women’s: Convention here, the
gathering was a special experience for one
sister who traveled all the way from Europe.

“It's refreshing to talk to people with the
same problems and goals,” said Christine
“Kitty” Roozemond, who was visiting the U.S.
under the auspices of the International Visitors
Bureau of the U.S. Information Agency
Roozemond, head secretariat of female
workers with the Netherlands Trade ‘Union
Congress, said that the AFSCME convention
was one of many everits she would be
attending during her stay which was being
coordinated by the American Institute for Free
Labor Movement.

Roozemond said she found that most of the
conference workshops dealt with issues of
concern to activists in her country and credited

American women with being “at least as
assertive as our women are.”

It is just in the last 20 years that it has
become “accepted” for women to work in the
Netherlands, said Roozemond. About half work
part-time, she added.

Pay equity is also a concern there, although
women’s salaries are generally higher than in
the U.S. And while more women here are
pursuing traditionally male jobs, Roozemond
noted that many Dutch men are moving into
such jobs as nurses, secretaries and librarians.

A four-year union staff member, Roozemond
says that although the Trade Union Congress
is made up of about one million members, few
women hold union office.

In addition to serving as coordinator of the
Congress’ Women's Department, Roozemond
is a social economic policy advisor.

Along with her visit in Pittsburgh, her agenda
included meetings with communications and
electrical workers in New York.

4 American women as assertive as ours)

SAILING, SAILING—Remember the recent
story that The Public Sector carried on the
former CSEA member who made his dream
come true by recreating a 16th centurye
sailing vessel. Above, the ship’s builder and
owner Ernie Cowan rings the bell of the
“*Sea Lion” as Liz Lasser, a member of Local
807 and volunteer in the project, looks on
dressed in old-fashioned costume. The ship
will begin carrying passengers on Lake
‘Chautauqua next spring.

PRESIDENTIAL SWITCH—Gerald W.
McEntee, right, president of AFSCME
International, recently became president of
the AFL-CIO Public Employee Department
under the constitutional provision for
rotation of the office between its state/local
division and its federal/postal division.
Handing the gavel to McEntee is out- going
PED head, Kenneth T. Blaylock, president of
Government employees. e

insurance premiums adjusted this month

ALBANY—CSEA members who participate in the voluntary insurance
plans (except Masterplan or Family Protection Plan) are reminded that
November is the month when premiums are adjusted because:

© You may be in a new age bracket;

* Your insurance coverage has changed.
Payroll deductions reflecting the adjusted premiums will go into effect
on the following dates: for institutional payroll (state), Nov. 7, 1985;
for Administrative payroll (state), Nov. 13,

Subdivisions, first paydate in November.

16

THE PUBLIC SECTOR

_ Questions regarding Supplemental Life Insurance or Accident and
Sickness Insurance should be directed to Jardine Insurance Brokers,
Inc., 433 State Street, Schenectady, N.Y. 12301; telephone 1-800- @

342-6272 or 518-381-1600.
Questions regarding the Basic Group Life Insurance Plan should be

1985; for Political
correspondence.

directed to the CSEA Insurance Department, 143 Washington Avenue,
Albany N.Y. 12210; telephone 1-800-342-4146 or 518-434-0191.
Please be sure to include your Social Security number in any

November 1, 1985 ®

Meter maid moving along

By Anita Manley
CSEA Communications Associate

EASTCHESTER — Loretta Barnaskey says
she could write a book about some of the
characters she’s met while writing parking tick-
ets for the Town of Eastchester.

Barnaskey, who is retiring after 25 years with
the town, became Eastchester’s first meter
maid 12 years ago.

“You have to have stamina for this job,"’ she
says, adding that she's met “a lot of weird peo-
ple” in the course of her career. “Nobody likes

to get a ticket,” she concedes, “but if people
would just call the department and explain their
problem, it could save a lot of trouble.”

Barnaskey said she had to develop a “thick
skin” to handle her job without taking barbs per-
sonally. “When | first started, people would call
my boss and say things about me. | used to
get upset. By the second year, | learned how
to deal with it.”

Recipients of her tickets haven't changed,
though. Barnasky says she’s heard just about
every excuse—like ‘'I just ran in for a minute”
or | was just dropping something off‘\—and ev-

ery curse word in the book plus a few that
aren't.

Although Barnaskey is retiring, she doesn't
intend to stop working. An avid gardner and
active participant in her community and ehurch,
she was the first fire company auxiliary presi-
dent in her town and is past president of the
American Legion Auxiliary. And she plans to

4 You have to
have stamina
for this job.9

MAID IN EASTCHESTER — Retiring East-
chester Meter Maid Loretta Barnaskey talks
to Region Ill President Pat Masciolio about
some of the characters she’s run into while
passing out parking tickets for the town. Pic-
tured with them, from left, are CSEA Unit
Shop Steward Arthur Allen, Unit President
Dennis Mariani and Lou DiRubba.

continue keeping busy.

——FPresented by Region |V Women’s Committee

Workshop on domestic violence

The first of two seminars on “Domestic Violence,
Rape and Self-Defense for Women” will be held Nov
16 and 17 at the Holiday Inn in Saratoga.

The seminar will focus on how domestic violence
and sexual attacks on women have increased in re-
cent years and how women can fight back. Men as
well as women are encouraged to attend.

The Women’s Committee in Region IV is sponsor-
ing the event in an attempt to bring about a greater
awareness and understanding of the problem. It will
hold a second seminar in the Albany area in the spring.

AGENDA

Saturday, Nov. 16, 9 a.m.-4 p.m.

Domestic Violence (What it is — Why does it
occur?)

Psychological Effect on the Woman

Legal Rights of the Battered Woman (Where to
seek help)

Road Blocks (Changes needed in community
reaction)

Sunday, Nov. 17, 9 a.m.-noon
Rape/Sexual Abuse (Its causes and prevention),
Self-Defense for Women (Before and during)
Group Participation

COST

Plan A: Workshop and Saturday luncheon only, $11
per person

Plan B: Workshop, Saturday luncheon and overnight
lodging
Single, $51 per person
Double, $36 per person

Send reservation form below to CSEA Region IV
Office, 1215 Western Ave./Suite 402, Albany, New
York 12203, and make checks payable to CSEA Re-
gion IV. Reservation deadline is Nov. 8

November 1, 1985

RESERVATION FORM
Enclosed please find check in the amount of $ for attendance of the following individu-
al(s) at the Domestic Violence/Rape/Self-Defense for Women Seminar on Saturday, Nov. 16 and
Sunday Nov. 17, 1985 at the Holiday Inn in Saratoga.

Name = a

Address = SES Plan B (Workshop and Lodging)
Single $51.00 Double $36.00

Telephone # * Es

i
I
1
|
|
Plan A (Workshop only) $11.00 '
I
|
|
|
|
I
|
|

17

THE PUBLIC SECTOR

We're just a phone call away.

The best professional help, or the answers to
any questions you might have about civil service
employment, are as close as the nearest tele-
phone.

Your initial contact should be with your shop
steward and/or your Local president, of course.
But help is also right there in your CSEA Region-
al Headquarters, or in one of our satellite offices.
And all types of professional staff assistance is
there to serve you in CSEA’s statewide headquar-
ters in Albany.

Save this page, you never know when you'll
need to contact a union official or representative.
They're just a phone call away.

CENTRAL
REGIONAL OFFICE
Suite 308

290 Elwood Davis Rd.
Liverpool, N.Y. 13088

(315) 451-6330

hivincsy

ALLEGAN

Professional union help
is just phone call away

STATEWIDE HEADQUARTERS
143 WASHINGTON AVENUE
ALBANY, N.Y. 12210
(518) 434-0191

CAPITAL
REGIONAL OFFICE
1215 Western Ave:
Albany, N.Y. 12203

(518)'489-5424

SOUTHERN
REGIONAL OFFICE

WESTERN
REGIONAL OFFICE

4245 Union Rd.
Cambridge Square
Cheektowaga, N.Y. 14225.

(716) 634-3540

METROPOLITAN
REGIONAL OFFICE

11 Broadway/Suite 1500
New York, N.Y. 10004

(212) 514-9200

Rural Route 1
Box 34, Old Route 9
Fishkill, N.Y. 12524

(914) 896-8180

FOU
New york cary

LONG ISLAND

REGIONAL OFFICE
Hauppauge Atrium Building
300 Vanderbilt Motor Pkwy
Hauppauge, N.Y. 11788

(516) 273-2280

aes,

: CSEA SATELLITE OFFICES

(516) 435-0962

@BINGHAMTON SATELLITE OFFICE

ecutive Office Bidg.

@CANTON SATELLITE OFFICE
P.O. Box 488
Canton, NY 13617
315-386-8131 or 8132

@WESTCHESTER SATELLITE OFFICE
222 Mamaroneck Avenue
White Plains, NY 10601
914.946.6905 or 6906

Binghamton, NY 13901
607-772-1750

@UTICA SATELLITE OFFICE

289 Genesee Street
| Utica, NY 13501
315-735-9272

@PLATISBURGH SATELLITE OFFICE

Broad Street Professional Bidg.
53 Broad Street
Plattsburgh, NY 12901

518-563-0761
@ROCHESTER SATELLITE OFFICE
€.M.C. Bullding
3699 W. Henrietta Road
Rochester, NY 14623
716-334-7140

@MAYVILLE SATELLITE OFFICE
P.O. Box 225
Mayville, NY 14757
716-753-5290

18

SAM eee eer Au G7 ea eer Ls EO eee aN Baer PSH ark

THE PUBLIC SECTOR

November 1, 1985

Bette Sorensen, ‘true comrade and friend,’
is remembered by Dutchess County co-workers
‘She'll be in the quit (fe Fog

corners of our memory
for a long time’

By Anita Manley
CSEA Communications Associate

POUGHKEEPSIE — A commemorative
plaque has been dedicated to the memory of
a deceased CSEA member who worked for the
Dutchess County Health Department from
1971 until passing away this past summer. The
plaque, which hangs in the department, is in
memory of Elizabeth “Bette” Sorensen, who
was an active CSEA member.

During a recent ceremony here, Dutchess ‘
County Health Commissioner Dr. John Scott ip : i
said that patients, community agencies, and co- J ae A
workers recognized Sorensen’'s extraordinary 5 oie ae |
nursing skills. Among those participating in the — PLAQUE IN MEMORY of Bette Sorensen is held by Dutchess County Commissioner of Health
Plaque ceremony was Sorensen’s husband, —_ Dr. John Scott as CSEA Unit President Mary Rich, left front, Eric Sorensen, and Nursing
Eric, and their five children. Dutchess County. Supervisor Phyllis George, right, look on. Standing in back, from left, are Sorensen’s five
CSEA Unit President Mary Rich also participat- children; Tom, Ed, Steven, Christine and Michael Horning.
ed, along with other county officials. i :

Commissioner Scott said, “Bette had worked Continue Scott, “As a co-worker, she was _ meant to all of us. She'll be in the quiet corn-
in the Poughkeepsie community long enough _a_ true comrade and ftiend. She was here, ers of our memory for a long time,” he con-
to be well-known among her patients. She = sometimes not entirely well herself, always _ cluded.
worked patiently and tirelessly with their chron- _ ready to carry her share of the workload, ready Sorensen was active in a number of union
ic and recurring problems and was frequently __ to visit a patient, help with a difficult situation, activities, and in 1975 was among those CSEA
successful in helping them recover health and _ offer a valuable suggestion. She was with us = members who conducted a long and difficult
independence. She always left them feeling . one day and the next day was gone. We didn’t __ strike against Dutchess County to achieve a
better.” get to say good-bye or tell herhow much she __ contract settlement.

Long Island DOT Local
wins safety award for
best overall record —

MELVILLE -- CSEA Department of Transpor-
tation Local 508 has been presented with the
Commissioner's Safety Award for 1984. Lo-
cal 508 President Lou Mannellino said, “Safety
is the most important thing, and with a lot of : Z
hard work and an excellent safety program we f 3 i ca seh
have gone from last place to first place in only COMMISSIONER’S SAFETY AWARD is presented by DOT Deputy Commissioner for Depart-
two years.” mental Operations Chuck Carlson, second from right, to Tommy Tighe on behalf of CSEA

oe Local 508 members for having the best overall safety record in 1984. Tighe was safety
_ Local 508 has, in those two years, reduced officer of Local 508 at the time and currently is regional safety representative for DOT.
time lost as a'result of injury by almost 50 per Looking on from left are Joe Vespe, construction equipment operator; Fred Forster, high-
cent, and personal injuries have been reduced way equipment operator; and Len Motisi, highway maintenance sdupervisor. Partially hid-
by one-third. i den behind Tighe is laborer Peter Messina.

CSEA says village of Hempstead deliberately tried
to place member's in another union's dental plan

By Sheryl Carlin deliberately placed our people into another union's dental plan. Prior to

CSEA Communications Associate the scheduled hearing, the village contacted Fred and told him it was

HEMPSTEAD — CSEA has won an improper practice charge against an accident and that they were glad it was brought to their attention.

the village of Hempstead after the village admitted it had placed CSEA | think that’s garbage! This has been going on for two years now, and

members, who are. eligible for the CSEA dental plan, into another un- it would still be going on if we hadn't filed that IP.”

ion's plan Krangle said that after CSEA had negotiated the dental plan with

The problem was discovered when Unit President Fred Hetzel re- _ the village, the village wanted to put the PBA employees into the fund

quested a list of all employees covered by the CSEA dental plan. “As as well. “We refused. The number of PBA employees must have fallen

soon as | realized there were members’ names omitted from the list, short of the number needed to start another dental plan, so they took
| called Field Representative Harold Krangle,"’ Hetzel said. some of our members in order to qualify,’’ Krangle said

Krangle said, ‘‘We filed the IP stating that we felt the village had Krangle has requested a written apology from the village to Hetzel

November 1, 1985 THE PUBLIC SECTOR 1 AS ]

EUGENE NICOLELLA, president of Retirees Local 924,
Schenectady, talks over an issue with Region V President
Jim Moore, right.

Retirees get
worked up at
first convention

Topics cover politics, pensions

Discussions on pensions, health insurance and political action marked
the first CSEA Retirees Convention held recently at the Concord Hotel
in Kiamesha Lake.

CSEA Retiree Coordinator Leo Hope characterized what will become
an annual convention as being “necessary not only to protect what we
now have, but to gain the influence to maintain at least our current
standard of living.”

Speakers at the meeting included CSEA President William McGowan,
statewide Secretary Irene Carr, and New York state Assemblyman Paul
Harenburg of Suffolk County who is chairmain of the Assembly Aging
Committee.

Hope said the meeting gave retirees a chance to show that they
are a “force to be reckoned with.”

COORDINATOR—CSEA Retiree Coordinator Leo Hope, center, has a
discussion with James Young, vice president of Metropolitan, administrator
of the Empire Plan. With them, at left, is Charles Foster, chairman of the
Retiree Executive Committee.

_ Legislative goals

KIAMESHA LAKE—Legislation which would add a board of
trustees to the New York state Employees Retirement System
is one of a number of bills to be addressed by state lawmakers
this year that is supported by GSEA retirees.

According to CSEA Attorney Richard: Burstein, who led a
Political Action Seminar during the recent premier Retirees i
Convention at the Concord Hotel, the bill was approved in the e
Assembly last year but has been stalled in the Republican-
dominated Senate.

Burstein noted that the statewide PAC also favors having
a retiree serve on the board.

Another bill which would provide supplementation of existing
benefits will go before lawmaker's this year. Burstein says that
fiscal impact figures are needed before it can be introduced.

Two bills introduced last year pertain to health insurance.
Burstein explained that one bill provides that the spouse of a
deceased member would use the value of the deceased

An Empire Plan plus:

Winter down in Florida and
don't worry about benefits

who plan to move to sunny Florida for the win-
ter will still be able to take advantage of the
Empire Plan when they must visit a local doctor.

Nelson Carpenter, representing the
Governor's Office of Employee Relations, told
CSEA retirees that a massive recruitment drive
for participating physicians is going on in Florida
so that there is no out-of-pocket expense for
retired New York state employees.

Another major advantage of the Empire Plan

KIAMESHA LAKE—New York State retirees — will be the mail-order prescription program in

which a patient who must take long-term
maintenance drugs such as blood pressure
medication can order a six-month supply at no
out-of-pocket cost.

HEALTH PLAN—Nelson’ Carpenter,
associate director of the Governor’s Office
of Employee relations, explains various
elements of the new Empire Plan which will
affect retirees.

member's unused sick leave to reduce the cost of insurance e
The other bill would allow an unremarried surviving spouse
to continue health insurance coverage at no more than 25
percent to the cost.
@
@

20 THE PUBLIC SECTOR

November 1, 1985 e