The Public Sector, 1987 April 6

pusiic SECTOR

Official Publication of The Civil Service Employees Association, Local 1000, . ERTAID 4 Vol. 10, No. 7
American Federation of State, County and Mi ploye 6s Monday, April 6, 1987

Delegates meeting in progress

KIAMESHA LAKE — As this issue of The Public Sector went to press, several hundred
CSEA delegates were attending a Special Delegates Meeting at the Concord Hotel here.
The one-item agenda for the meeting calls for delegates to review and discuss a

HINSUIDIE

report from the “Special Delegates Committee to Review the Delivery of Legal Services
to CSEA” and to take whatever action the delegates deem appropriate.

The special meeting was called by CSEA President William L. McGowan after
more than 25 CSEA local presidents petitioned him to do so.

A complete report on the Special Delegates Meeting will be published in the next
issue of The Public Sector.

Public employees’ progress °

PARKING LOTS... PAGES
10-11

AFSCME International President CSEA statewide President
Geraid McEntee William L. McGowan

ALBANY — Public employee unions have come of age in the United States and in New e

York, AFSCME International President Gerald McEntee told participants at the recent
New York State AFL-CIO Public Employees Conference.

“This session is evidence of a new spirit of solidarity and cooperation among all the
affiliated unions that represent public workers,”’ he said. ‘‘We’re looking for and finding
new and better ways of working together on behalf of the men and women who keep the
government in New York up and running.”

Several CSEA officials attended McEntee’s keynote speech at the conference, including
CSEA statewide President William L. McGowan.

FINANCIAL REPORTS ...
PAGES 16-18

The Public Sector (445010) is published every other Monday by The Civil Service
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fice: 143 Washington Avenue, Albany, New York 12210. Second Class Postage paid at Post
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D> 4

2 THE PUBLIC SECTOR April 6, 1987

COMP
WORTH
_PAYS

42,000 to get
reallocations,
pay increases

About 42,000 CSEA-represented state employees are about to
receive pay increases as the result of their salary grades being
reallocated upward from one to four salary grades. Thousands more
will soon get pay hikes based on performing work reclassified as
hazardous duty.

In one of the most dramatic changes in the history of the State
Classification and Compensation Plan, the employees scheduled for
salary reallocations effective during April will share in pay
increases in excess of $30 million, with several millions of dollars
more going to those performing hazardous duties.

CSEA President William L. McGowan said, generally speaking,
the upward reallocations represent what CSEA has been working
hard to accomplish for many years.

“We have urged the state for many years to reallocate, in
particular, entrance level office and clerical positions, as well as
many other titles included in this new plan. I am disappointed that
some other titles we want reallocated are not on this list,”

e McGowan noted.

“There are many related situations we will continue to
address,” he added. ‘“‘Among the problems still to be resolved are
such things as new promotional lines, the jurisdictional
classification of some positions, and how current level salaries will
be maintained for present incumbents in positions which will be
earmarked for downgrading as future implemention phases occur.”
This represents the initial phase of a plan that will include
additional changes on an as yet unspecified timetable.

The increases are the end result of changes formulated by a
State Interagency Task Force acting on recommendations from a
pair of studies negotiated by CSEA in the 1982-85 and 1985-88
td contracts for the state Administrative Services, Institutional
Services and Operational Services bargaining units. CEA
negotiated studies of the State Classification and Compensation Plan
and of the comparable worth of state jobs.

The pay increases will be effective during April for the 42,000
employees involved in changes in job titles and salary grade
allocations, and later this spring for those who will be paid extra for
performing hazardous duty.

Employees in more than 150 state job titles will be affected,
with two job titles receiving a four grade reallocation and most of
the remainder ranging from one to three grade increases. In a few
titles, no changes in grade will occur. In addition, 37 job titles are

e being consolidated into five new job titles, resulting in salary
allocations of from one to three grades for workers in those
categories.

Final listings of the job titles involved in both the
consolidations and individual job titles affected are listed on these
pages showing their current grades, the new grades, and the
number of grades reallocated.

The comparable worth study concentrated on inequities in
salaries for female-dominated job titles and those in which there
were disproportionate numbers of minorities. That study was
conducted by the Center for Women in Government. The detailed
study of the state’s Classification and Compensation Plan was
conducted by the Arthur Young Company and evaluated all state

positions for possible reclassification and/or salary grade
allocations and to determine how to reward hazardous duty
performances.

These two studies laid the groundwork for the State Interagency
Task Force to implement the changes about to become effective.
Throughout that process, CSEA met often with and submitted
opinions and suggestions to the Interagency Task Force relative to
those changes.

“We have urged
the state for many
years to reallocate,
in particular,
entrance level
office and clerical
positions, as well as
many other titles
included in this new
plan. Iam
disappointed that
some other titles we
want reallocated
are not on this list.”

—CSEA President
William L. McGowan

Employees assigned higher salary grades will be paid at
either the hiring rate of the new salary grade or receive
percentage increases (calculated on the number of salary
grades they go up),whichever results in higher pay. (Refer to
Article 7.8 (b) of the current CSEA/state contracts).

For example:

Grade Change Percentage Increase

+1 3.0 percent
+2 4.5 percent
+3 6.0 percent
+4 7.5 percent
+5 9.0 percent

Salaries, through reallocation, cannot be above the second
longevity step of the new salary grade.

(Continued on Page 4)

Degen mmc scatter OL ap 50 NAR FP A I EEN ES ANT

April 6, 1987

THE PUBLIC SECTOR 3

Comp worth adjustments enable .
thousands to share in millions

(Continued from Page 3)

The factors
used to make
the changes

In making its final recommendations for the implementation of the
results of the Comparable Worth and Classification Studies, the State
Interagency Task Force used the data base generated by the Center for
Women in Government after modifying it and using procedures to: 1)
include a greater number of predominately female occupied positions; 2)
revise the job factors to assure that each factor was independent and did
not overlap with any other factor to produce a biased result by counting one
aspect of job content more than once; 3) to assure that the grade allocation
ofa title did not rely excessively on a single job content factor; 4) to remove
sex bias from the existing salary grade structure prior to developing the
equation and factor weights; 5) to supplement the data base to include 60
more ‘‘key titles’’; 6) to include actual education and experience require-
ments as well as those reported by job incumbents; and 7) to include title
consolidation which was recommended by the Arthur Young Classification
Study but not included in considerations by the Center for Women in
Government.

Eight factors were used to measure job content. They are:

Factor I: Knowledge and Skills

The factor Knowledge and Skills measures the nature and extent of
information and facts (e.g., steps, procedures, practices, rules, policies,
theories, principles and concepts) which employees must use to do
acceptable work and the nature and extent of the skills needed to apply such
information.

Factor Il: Managerial Activities

This factor measures the nature and extent of involvement in planning
and scheduling activities, setting operational practices authorizing
expenditures, preparing budgets, developing State policies and directing
organizational units.

Factor III: Supervision

The factor Supervision measures the kind and degree of responsibility
assigned to the class for getting work done through others, and the scope
and variety of operations supervised by the class.

Factor IV: Written Communications

The factor Written Communications measures the nature and extent of
communication, explanation, interpretation, and preparation of written
materials required to accomplish work. This may include completing
forms, original writing or editing materials prepared by others, in subject
areas ranging from simple to highly complex, technical or legal.

Factor V: Work Complexity

The factor Work Complexity measures the nature and degree of mental
challenge required, including the repetitiveness or routine of work, the
nature of information required to accomplish work, and manner in which
that information is used or applied.

Factor VI: Responsibility

The factor Responsibility measures the nature and extent of the effect
work performed has on other people or on the organization, the scope of
responsibility as reflected in variety of work and its impact on the operation
of the unit or agency.

Factor VII: Oral Communications

The factor Oral Communications measures the nature and extent of
spoken communication required to accomplish work in conjunction with
others not in the supervisory chain. This may include teaching, advising,
giving directions or providing instructions, leading and planning meetings
and workshops, and other work-related contacts with members of the public,
other employees, and institutionalized individuals, including patients, clients
and inmates.

Factor VII: Job Demands

The factor Job Demands measures the degree of decision-making
required, the repetitiveness of work, the work pace, the need for special
physical efforts to perform work, and other demands placed on the class.
Environmental factors such as heat, cold, noise, inclement weather, etc.
should be considered here.

4

THE PUBLIC SECTOR April 6, 1987

~

CONSOLIDATED TITLES

“fa
A number of job titles have been consolidated. Various
positions which shared many similar responsibilites will now be

listed under a single title with a new salary grade.

Permanent employees will not be required to take new civil
service exams under title consolidation.

Employees on preferred lists will be placed (in order of
seniority) on a new preferred list for the consolidated title. It
may affect their standing since it will include a larger number
of people.

For example, an employee who is number one on a
preferred list for a title which has been eliminated could end
up in a different position on the list for the consolidated
position.

Here is a list of entrance level office and clerical
level type positions which have been consolidated.

NEW_TITLE—CLERK 1, GRADE 6
OLD TITLE

ADJUDICATION SERVICES CLERK
ADMITTING CLERK
APPS CONTROL CLERK I
CLERK
CREDENTIALS ASSISTANT
DATA PROCESSING CLERK I
DIRECTORY INFORMATION SYSTEM OPERATOR
DISABILITY DETERMINATIONS REVIEW CLERK
DRIVER IMPROVEMENT ADJUDICATION CLERK
ELIGIBILITY REVIEW CLERK I
EMPLOYMENT SECURITY CLERK
FILE CLERK
IDENTIFICATION CLERK
LIBRARY CLERK I
MOTOR EQUIPMENT RECORDS ASSISTANT
MOTOR VEHICLE REPRESENTATIVE I
MOTOR VEHICLE TITLE CLERK I
PRESCRIPTION EXAMINING CLERK
PROOFREADER
RADIATION SAFETY RECORDS CLERK
STATE EMPLOYMENT PLACEMENT CLERK
STUDENT AID ADJUSTMENT EXAMINER
STUDENT LOAN CLERK I
TELEPHONE OPERATOR,
UNCLAIMED PROPERTY APPLICATION CLERK

CURRENT SG

Ce ae ee en eae nea

NEW TITLE—KEYBOARD SPECIALIST, GRADE 6
OLD TITLE CURRENT SG
BILLING MACHINE OPERATOR
BOOKKEEPING MACHINE OPERATOR.
CREDENTIALS ASSISTANT/TYPIST
DICTATING MACHINE TRANSCRIBER
INFORMATION PROCESSING SPECIALIST I
STENOGRAPHER
TELEPHONE OPERATOR TYPIST
TELETYPE OPERATOR
TYPIST

oRraAaraaa

NEW TITLE—CALCULATIONS CLERK, GRADE6 -
OLD TITLE CURRENT SG

ACCOUNT CLERK

AUDIT CLERK

BOOKKEEPING MACHINE OPERATOR

CALCULATING MACHINE OPERATOR

EMPLOYEE INSURANCE REVIEWING CLERK I

PAYROLL AUDIT CLERK I

PAYROLL CLERK I

STATISTICS CLERK

naan roan

NEW TITLE—STORES CLERK, GRADE 6

OLD TITLE CURRENT SG
COMMISSARY CLERK I 5
INSTITUTION RETAIL STORE CLERK 5
MECHANICAL STORES CLERK 5
STORES CLERK 5

NEW TITLE—SUPPLY ASSISTANT, GRADE 4

OLD TITLE CURRENT SG
LINEN SORTER 2
LOCKER ROOM ATTENDANT 1
‘ MAIL AND SUPPLY HELPER 1 5)

List of job titles involved

Current

Here is an alphabetic list, as of April 2, 1987, of job titles that
change in the first phase of the Classification and Compensation

Plan.

It should be noted that in many cases the state decided that

salary grades remain the same. The first phase of this plan includes

no downgradings.
Old and new salary grades are listed:

ADMINISTRATIVE AIDE

AGRICULTURAL PROGRAM AIDE

ALCOHOLISM PROGRAM AIDE

APPS. CONTROL CLERK 2

BARBER

BEAUTICIAN

BRIDGE REPAIR ASS'T.

BRIDGE REPAIR MECHANIC

CARPENTER,

CLEANER

CLOTHING CLERK

COMP CLAIMS CLERK

COMMUNITY RESIDENCE AIDE

CONSTRUCTION EQUIPMENT OPERATOR

COOK

CRIMINAL JUSTICE PROGRAM AIDE

DATA ENTRY MACHINE OPERATOR

DATA PROCESSING CLERK 2

DATA PROCESSING CLERK 3

DENTAL ASSISTANT

DIETICIAN TECHNICIAN

DIRECTORY INFO. SYS. OPER. 2

DISABILITY DETERMINATIONS REVIEW CLK. 2

EDUCATION PROGAM AIDE

ELECTRICIAN

EMBOSSING MACH. OPERATOR

EMPLOYEE INS. REVIEWING CLK. 2

EMPLOYEE INS. REVIEWING CLK. 3

EMPLOYEES RETIREMENT MEMBERSHIP
EXAMINER 1

ENERGY INFORMATION AIDE

EQUALIZATION PROGRAM AIDE

EQUALIZATION RATES AIDE

FOOD SERVICE WORKER 1

FOOD SERVICE WORKER 2

FOOD SERVICE WORKER 3

GENERAL MECHANIC

GROUNDS WORKER

HEAD COOK

HEAD HOUSEKEEPER

HEAD JANITOR

HIGHWAY EQUIPMENT OPERATOR

HOSPITAL ATTENDANT 1

HOSPITAL CLINICAL ASSISTANT 1

HOSPITAL CLINICAL ASSISTANT 2

HOUSEKEEPER

HUMAN RIGHTS AIDE

INFORMATION PROCESSING SPECIALIST 2

INFORMATION PROCESSING SPECIALIST 3

INSTITUTION RETAIL STORE ASSISTANT MANAGER

JANITOR

LAB TECHNICIAN

LABORER

LAUNDERER

LIBRARY CLERK 2

LIBRARY CLERK 3

LICENSED PRACTICAL NURSE

LICENSING PROGRAM AIDE

LOCKSMITH

MACHINIST

MAIL AND SUPPLY CLERK

MAINTENANCE ASSISTANT

MAINTENANCE ASST, MECHANIC 55B

MAINTENANCE ASST, (CARPENTER)

MAINTENANCE ASST. (ELECTRICIAN)

MAINTENANCE ASST. (LOCKSMITH)

MAINTENANCE ASST. (MARINE)

MAINTENANCE ASST. (MASON & PLASTERER)

MAINTENANCE ASST. (MECHANIC)

MAINTENANCE ASST. (PAINTER)

MAINTENANCE ASST. (PARKS)

MAINTENANCE ASST. (PLUMBER &
STEAMFITTER)

MAINTENANCE ASST. (REFRIGERATION)

MAINTENANCE ASST. (ROOFER & TINSMITH)

MAINTENANCE HELPER

MARINE ENGINEER

MASON & PLASTERER

MEDICAL CODING CLERK

MEDICAID CLAIMS EXAMINER 1

MEDICAID CLAIMS EXAMINER 2

MEDICAID REVIEW AIDE

MEDICAL LAB TECHNICIAN 1

April 6, 1987

nL 13 2
1 13 2
be 13 2
9 9 0
7 7 0
v6 7 0
8 9 1
12 12 0
12 12 0
4 5 1
4 4 0
5 6 1
i) 9 0
8 8 0
9 i 2
16 13 2
4 6 2
9 9 0
12 14 2
6 6 0
9 ll 2
9 9 0
9 9 0
bt 13 2
12 12 0
3 6 3
8 9 a
12 14 2
5 6 1
11 13 2
i 13 2
ll 13 2
4 5 1
7 9 2
9 13 4
12 12 0
6 6 0
122 15 3
12 15 3
12 15 3
Mi 7 0
4 5 1
4 6 2
7 8 1
6 7 1
11 13 2
9 9 0
12 12 0
8 8 0
6 7 1
9 9 0
6 6 0
4 5 1
7 9 2
abt 14 3
9 10 1
11 13 2
at 12 1
12 12 0
3 5 2
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9 1
8 9
8 9
8 9

cRrenrocotee

MEDICAL LAB TECHNICIAN 1 SUBSTANCE ABUSE
MEDICAL LAB TECHNICIAN 2

MENTAL HYGIENE THERAPY AIDE
MENTAL HYGIENE THERAPY ASSISTANT 1
MOTOR EQUIPMENT MECHANIC

MOTOR VEHICLE REPRESENTATIVE 3
PAINTER

PARK WORKER 3

PARKING SERVICES ATTENDANT

PAROLE PROGRAM AIDE.

PAYROLL AUDIT CLERK 2

PAYROLL AUDIT CLERK 3

PAYROLL CLERK 2

PAYROLL CLERK 3

PLUMBER & STEAMFITTER

POWER PLANT HELPER

PRESCRIPTION EXAMINING CLK. 2
PRINCIPAL ACCOUNT CLERK

PRINCIPAL ACTUARIAL CLERK
PRINCIPAL AUDIT CLERK

PRINCIPAL CLERK

PRINCIPAL CLERK CORPORATION SEARCH
PRINCIPAL CLERK MEDICAL

PRINCIPAL CLERK PERSONNEL
PRINCIPAL CLERK PROPERTY CONTROL
PRINCIPAL DATA ENTRY MACHINE OPERATOR
PRINCIPAL EMPLOYMENT SECURITY CLERK
PRINCIPAL FILE CLERK

PRINCIPAL MAIL & SUPPLY CLERK
PRINCIPAL STATISTICS CLERK
PRINCIPAL STENOGRAPHER

PRINCIPAL STENOGRAPHER LAW
PRINCIPAL STORES CLERK

PRINCIPAL TYPIST

PURCHASING ASST. 1

PURCHASING ASST. 2

REFRIGERATION MECHANIC

ROOFER & TINSMITH

SECRETARIAL STENOGRAPHER

SOCIAL SERVICES DISABILITY AIDE
SENIOR ACCOUNT CLERK

SENIOR ACTUARIAL CLERK

SENIOR ADMITTING CLERK

SENIOR AUDIT CLERK

SENIOR CALCULATING MACHINE OPERATOR,
SENIOR CLERK

SENIOR CLERK CORPORATION SEARCH
SENIOR CLERK SURROGATE

SENIOR COMP CLAIMS CLERK

SENIOR DATA ENTRY MACHINE OPERATOR
SENIOR EMPLOYMENT SECURITY CLERK
SENIOR FILE CLERK

SENIOR IDENTIFICATION CLERK

SENIOR LAB TECHNICIAN BACTERIOLOGY
SENIOR LAB TECHNICIAN BIOLOGY
SENIOR LAB TECHNICIAN BIOCHEMISTRY
SENIOR LAB TECHNICIAN CHEMISTRY
SENIOR LAB TECHNICIAN MICROBIOLOGY
SENIOR MAIL & SUPPLY CLERK

SENIOR MECHANICAL STORES CLERK
SENIOR PARKING SERVICES ATTENDANT
SENIOR PAYROLL AUDIT CLERK

SENIOR RADIOLOGIC TECHNOLOGIST
SENIOR STATISTICS CLERK

SENIOR STENOGRAPHER

SENIOR STENOGRAPHER LAW

SENIOR STORES CLERK

SENIOR TELEPHONE OPERATOR

SENIOR TYPIST

SENIOR TYPIST LAW

SENIOR UNDERWRITING CLERK

SIGN PAINTER

SOCIAL SERVICES DISABILITY AIDE
STATE UNIVERSITY PROGRAM AIDE
STEEL FABRICATOR

STUDENT LOAN CLERK 2

STUDENT LOAN CLERK 3

SUPERVISING HOUSEKEEPER
SUPERVISING JANITOR

SUPERVISING MOTOR VEHICLE REPRESENTATIVE 1
TEACHING HOSP STERILE SUPPLY TECHNICIAN 1
TRAFFIC SIGNAL MECHANIC
TRANSPORTATION OFFICE ASSISTANT 1
TRANSPORTATION PLANNING AIDE 1
TRANSPORTATION PLANNING AIDE 2
TRANSPORTATION PLANNING AIDE 3
UNCLAIMED PROPERTY APPL. CLERK 2
WELDER

XRAY AIDE

YOUTH DIVISION AIDE 2

YOUTH DIVISION AIDE 3

SG
9

12

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11
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THE PUBLIC SECTOR 5

THE BROOME COUNTY UNIT of Broome County Local 804 recently signed a two-year contract. At the signing are, from left seated, Robert Shaller, unit
president; and Carl Young, Broome County executive. Standing are, from left: Joan Brower, Local 804 president; Pat Sullivan of Willow Point Nursing
Home; Kay Ousterout, Motor Vehicle Department; Dawn Heath, Willow Point Nursing Home; Mary Coyle, Public Heaitii Department; Alene Beall,

Department of Social Services; Michael Jablanski, CSEA chief negotiator; Harold Fanning, Public Health Department; and Jim Pendergast, deputy
personnel director.

CSEA signs new contracts

CSEA negotiates contracts for 800 units, 300 locals and more * a three-year agreement for the Webutuk School District Unit e
than 100,000 state workers. Some of the most recent contract of CSEA Dutchess County Education Local 867;
settlements include: * a four-year pact for the newly-organized Mamaroneck Teacher
* a three-year pact for the New Hyde Park Village Unit of Aide Unit of CSEA Westchester County Local 860;
CSEA Nassau County Local 830; * the first contract for the Hudson Falls Village Unit of CSEA
* a two-year agreement for the East Hampton Town Unit of Washington County Local 858 for three years;
CSEA Suffolk County Local 852; * a three-year contract for the Dutchess County Unit of CSEA
* a two-year contract for the Riverhead Town Unit of CSEA Dutchess County Local 814;
Suffolk County Local 852; * a two-year pact for the Huntington Town Unit of CSEA Suffolk
* a three-year pact for clerical workers in the Wappinger Falls County Local 852;
Central School District Unit of CSEA Dutchess County * a three-year agreement for the Clarkstown Unit of CSEA
Education Local 867; Rockland County Local 844.
* a two-year contract for the Amsterdam Wastewater
Treatment Plant Unit of CS9EA Montgomery County Local 829. e
e
en." as os
THE BABYLON TOWN UNIT of CSEA Suffolk County Local 852 recently ~ a
settled on a three-year pact. Unit members and town officials celebrate the © SUNY DELHI FACULTY STUDENT ASSOCIATION LOCAL 628 recently
contract signing. They are, from left, unit negotiation team member Marie signed a three-year agreement. At the signing are, from left, seated, Local
Pickles Amato, Unit President Catherine Green, unit neotiating team 628 President Corinne Oliver, Negotiator Joseph Greenfield and CSEA
members Muriel Schechtel and Cynthia Nester, Babylon Town Supervisor Field Representative Jerry Phelan; standing, Manager Dan Ryan,
Anthony Noto, Personnel Director Fred Gallagher and unit negotiating Negotiator Robert Goldsmith, Local 628 Treasurer William Vigus and
team member Edie Rowe. Local 628 Secretary Linda Pipa.
e

6 THE PUBLIC SECTOR April 6, 1987

-State payday
was in doubt
*til the last

-minute-—again >=

About 135,000 state employees were left dangling like puppets on
a string last week, waiting to see if April 1 would be a payday or
turn out to be an ‘April Fool’s’”’ joke.

It marked the second consecutive year in which state workers
became unwilling pawns as members of the State Legislature and
Gov. Cuomo argued over a new state budget for the fiscal year
which began April 1.

With scant days to go to the April 1 deadline legislative leaders
were saying publicly that a new budget was unlikely to be in place

@ n time, prompting State Comptroller Edward V. Regan to
announce paychecks could not go out as scheduled on April 1
without a budget in place.

But with about 48 hours to go, the governor’s office announced
that a special spending bill, with bipartisan support in the
Legislature, would be enacted to provide for meeting the April 1
payroll for about 135,000 state workers paid under the
Administrative payroll, whether or not the new state budget was in
place.

As it turned out, Wednesday April 1 was a payday for the vast
majority of employees, but a sort of ‘‘joke”’ on many in outlying
areas where paychecks arrived late due to distribution problems.

Last year the Legislature passed the state operations budget on
@ April 2, one day before a scheduled payday. And although virtually
all employees were paid that day, many received their checks very

As happened this year, and in many other years in which the
budget was adopted after the April 1 start of the new fiscal year,
state employees were left wondering if they would be paid, and
when.

An additional 93,000 state workers paid under the Institutional
payroll a week after the Administrative payroll are not expected to
be affected in any way by this year’s budget battle.

In addition to the 6 percent pay raises which became effective
April 1 for CSEA-represented state employees under terms of the
current CSEA/state contracts (as reported in the previous issue of The
Public Sector), location pay also increased for state workers in certain
areas effective the same date.

Location pay for state employees in the New York City, Nassau,
hte Suffolk and Westchester counties area increased from $406

State workers paid on the Institutional payroll will see the
increases in the April 23 paychecks and those on the Administrative
payroll will receive the increases in paychecks dated April 29.

late in the day.

Personnel practices
at SUNY slammed

ALBANY — “‘A private patronage
network” is how CSEA board member Pat
Crandall describes the State University of
New York’s personnel practices.
Crandall
recently
testified at a
SUNY public
hearing where
she blasted
“unenlightened”
practices that
“perpetuate a
caste system.”

She said the
SUNY
Chancellor
currently has
the power to
remove
positions from
the classified to
the unclassified
service, which means he can hire or
promote at will.

For example:

Two employees, working side-by-side,
doing the same job can be earning vastly

PAT CRANDALL

different salaries. The better-connected
employee, enjoying unclassified service, will
earn more money.

She cited the case of a grade 7 typist in
the classified service with a $14,303 starting
salary compared to “‘another typist in the
unclassified service and enjoying the exalted
title of assistant to the vice president for
student affairs’ with a $20,025 starting
salary.

Crandall also told SUNY trustees that a
1986 study of the state’s classification
system backs her up.

She noted that the independent consulting
firm of Arthur Young found that four open-
ended SUNY job titles covered 63 percent of
employees participating in the study. The
consultant also suggested that if the study
were expanded, even more abuses would be
found,

Crandall concluded that existing personnel
practices are ‘‘out of control’”’ and is
demanding:

1, All promotions be based strictly on
merit, fitness and seniority;

2. Positions currently unclassified be
returned to the classified service; and

3. The patronage system be ended.

Donohue urges
Long Islanders
to support the
March of Dimes
WalkAmerica

Dear CSEA Brothers and Sisters:

It’s time for us to ready our sneakers, pull
out our favorite sweat socks and join the
March of Dimes in the fight against birth
defects.

CSEA statewide President William L.
McGowan has been honored as March of
Dimes Labor Man for 1987. Let’s stand up to
that honor and walk for those who can’t.

“WalkAmerica’”’ is scheduled for Sunday,
April 26. CSEA will have tables set up in
Nassau and Suffolk counties, and CSEA
participants will receive hats and t-shirts.

Sign-in time is 8 a.m., and step-off is at
8:30. In Suffolk, the walk will take place at
the Hauppauge High School. In Nassau, it
will be held in Eisenhower Park.

Please call the March of Dimes at (516)
496-2100, Ext. 34, to request your sponsor
sheet. And be sure to tell them you’re on the
CSEA team!

In unionism, I remain,

Fraternally yours,
DANNY DONOHUE
CSEA Region I President

.——EEEE———E——————————————————

April 6, 1987

THE PUBLIC SECTOR 7

CSEA probes heavy metal hazards

FORT EDWARD — CSEA’s disclosure that toxic sludge dredged
from the Hudson River in the Fort Edward area contains far more
dangerous materials than polychlorinated biphenyls (PCBs) is
generating controversy and closer examination by the state, media,
environmentalists and the union.

But many serious questions remain unanswered.

As reported in The Public Sector, CSEA’s involvement
began after it was learned the Department of Transportation (DOT)
was surveying workers about their involvement with the dredging
projects in the mid-1970s.

That survey was undertaken when DOT became alarmed over
an apparently high cancer rate among employees.

The State Health Department is reviewing the surveys at DOT
request.

The river sludge reportedly was sifted and dried, then used for
road sanding and as landfill before it was discovered to be toxic.
Many workers handled the sludge without any protective equipment
or clothing.

The Health Department previously reviewed those
circumstances and found no cause for concern in the late-1970s.

The toxics were dumped into the river over many years by area
industry, but only General Electric’s PCB dumping gained
widespread notoriety.

“DOT management was not too happy with CSEA exposing the
situation to the public,” a source close to the situation reports. “But
members and even the general public reacted positively.”

It has since been learned that DOT is conducting interviews
with surviving family members of deceased workers to find out if
they had been involved in the various dredging operations.

The union is also looking into whether similar situations may
exist in other locations across the state.

Meanwhile, CSEA’s insistence on a complete and thorough
physical for workers to check for the ‘“‘whole alphabet of toxic
materials including herbicides, PCBs and other cancer-causing
chemicals” is gaining support from some DOT officials.

“The problem right now is that management is looking for
someone to point a finger at and they’re looking in a mirror,” the
source said.

By Sarah
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Still, there are intriguing aspects of the situation that are not
yet clear. ®

For instance, the cancer-causing heavy metals found in the
sludge are not even part of the Health Department’s review.

State Department of Environmental Conservation (Encon)
documents indicate that while General Electric was dumping 20-30
pounds of PCBs a day into the Hudson in the early 1970s, a CIBA-
Geigy facility in the area was discharging nearly 2,000 pounds of
lead chromate per day.

A 1975 report by the National Center for Disease Control
directly links exposure to lead chromate with lung cancer.

Since the Health Department should certainly have this
information, CSEA wants to know why Health is making no effort to
review the possible adverse effects of any substance other than
PCBs? e

A direct link between PCBs and cancer in people has never
been fully proven.

CSEA would also like to know why the state raised such a furor
over PCB contamination of the Hudson, but apparently looked the
other way on the lead chromate dumping, which may be far worse?

There is also no effort underway to fully investigate the
presence of dozens of other toxics in the Hudson, even though state
and federal reports document their presence. For example, a
federal report indicates dangerous levels of the deadly chemical
dioxin have been found in Hudson River fish.

CSEA wants to know why the state is not conducting a thorough
investigation of these circumstances, now that it is clear workers
who were unknowingly exposed may be paying with their lives for @
lax pollution enforcement?

So far the state isn’t answering.

CSEA efforts help avert Labor layoffs, again

ALBANY — Several hundred Department of Labor employees facing
layoffs went home April 1 thinking it was their last day of work. But a
stopgap measure agreed to that evening by the governor and legislative
leaders won them a reprieve until June 30.

An estimated $2 million was found to save the jobs while officials try to
place the workers in other agencies.

Initially 250 CSEA members faced possible layoffs because of a $30.2 @
million federal cutback. But union efforts helped place scores of workers so
that by April 1 only about 50 members were still in jeopardy. CSEA is
confident most of them will be placed in other jobs by June 30.

Meanwhile, congressional committees have restored $27 million in
funding cut from the department, but the additional money is not expected
to be approved until summer.

The Public Sector will have full coverage next issue.

MAKING LABOR A TOP PRIORITY . . . are from left, CSEA Political Action Director
of Operations Joyce Dimitri; AFSCME Legislative Director Weish; Department of
Labor Board Member Jeanne Lyons; Region III PAC Chairman Alex Hogg; Region IV
PAC Chairman Bill Burdick; all pictured during a recent Washington briefing.

April 6, 1987

THE PUBLIC SECTOR

2 eee

{ State smoking rules start May 7

CSEA pushes for fair worksite implementation

The nation’s toughest smoking regulations take effect in New CSEA represents a quarter of a million employees in
York state next month, but a lot of burning issues will still be left thousands of work locations throughout the state, virtually all of
smoldering and the overall picture will remain hazy. which will be covered by the new smoking regulations.

“CSEA wants to help clear the air,” said CSEA statewide “We recognize that the regulations are mandatory, and we

President William L. McGowan, himself a “‘sometimes smoker” agree with the conclusions about the dangers of smoking and
whose trademark is an ever-present cigar which he alternately second-hand smoke to non-smokers that led to the regulations
smokes and chomps unlit. being adopted,’ McGowan said.
e The Public Health Council says it adopted the stringent “But we also have an obligation to protect the rights of all
regulations sharply limiting tobacco smoking in public places, our members — smokers and non-smokers — by seeing that the
including worksites, ‘“‘to preserve and improve the public health _ regulations are properly applied. That’s why CSEA is attempting
by limiting the exposure of the public to tobacco smoke.” to work with management to negotiate how the policy will be
“Personally, I think this is a damn good regulation, if you applied in every workplace where we represent employees,” the
look at it strictly from its intentions,” McGowan said. union president said.
“But from a practical standpoint, it is fraught with problems “Tt’s to management’s advantage to work with us, to
in implementation and enforcement. Regardless of its good negotiate with us how the regulations will be applied,”” McGowan
intentions, we have a duty to ensure that in their haste to stomp _ said. ‘‘I think it’ll make the changes go smoother and it’ll
out the cigarette, they don’t trample the rights of individuals,” certainly cut down on the number of grievances that could be
according to the union chief. filed if management applies the policy in an arbitrary manner.”

When they go into effect May 7, the Public Health Council’s smoking regulations will
allow non-smokers to work without suffering from co-workers’ cigarette smoke. That BLOWING SMOKE...
means smoking is prohibited in areas where both smokers and non-smokers work or SEE CARTOON, PAGE 14
meet together.

The regulations don’t prevent an employer from declaring the whole workplace
smoke-free. The employer must also attempt to comply with requests from non-smoking
employees who work in areas where smoking is allowed by non-employees.

The first regulation requires the employer to adopt a written policy. That policy must
be posted and written copies available to employees at their request.

The policy must include the following:

* Smoking will be prohibited in any in cafeterias, lunchrooms and
enclosed work area unless all the employee lounges, and they must be
workers there smoke. et able to accomodate demand. The

* Smoking is prohibited in auditoriums, regulations say that if 70 perceni of
classrooms, conference rooms, the area is designated for non-
meeting rooms, elevators, hallways, smokers, then the demand is
restrooms, employee medical facilities considered to have been met.
and rooms or areas containing * Employers can designate rooms that
equipment that is used by employees. are closed to the public as smoking

* Non-smoking areas must be provided rooms for employees.

If you’re a smoker, you’d better be prepared for May 7. That’s when the new Public
Health Council smoking restrictions take effect.

They reach far beyond the workplace and into virtually every area where both
smokers and non-smokers congregate, from restaurants and bowling alleys to
courthouses and clubhouses.

The restrictions say that, ‘except as otherwise permitted by this part, no person
shall smoke or carry a lighted cigar, cigarette, pipe or any other form of smoking object
or device in any indoor area open to the public,” and continues to list the places where
smoking is prohibited.

To help you see how you might be affected, the following list includes some of the
®@| areas where smoking is restricted under the regulations:

* taxicabs and liniousines; rooms and waiting areas, spas and

* all schools; health clubs, enclosed areas with

* hospitals and other facilities which swimming pools, food markets, stores,
provide residential health care — banks and other commercial service
although residents may be allowed to establishments.
smoke in designated areas; There are exceptions, but for the most

* arenas, auditoriums, clubhouses, part, you can prepare yourself for fewer
courthouses, stadiums, elevators, cigarettes in public if you are a smoker,
gymnasiums, restrooms, waiting and less second-hand smoke if you aren’t.

NS 4

April 6, 1987 THE PUBLIC SECTOR 9

N
y By Lilly Gioia
CSEA Communications Associate

TATEN ISLAND — They are young, fit the picture of typical New York City
upwardly mobile and they work not far “yuppies.”

from Wall Street. Yet they definitely don’t

RECREATION AIDE Reba Wynn uses skis to
patrol nature trails during winter months at Clay

Pit Ponds Park Preserve.

. = Ee

1 0 THE PUBLIC SECTOR

The small group of CSEA members who
staff Clay Pit Ponds Park Preserve, the Big
Apple’s newest state park, are, indeed,
upwardly mobile. Seven days a week they
climb along hiking trails and patrol bridle
paths in a nature preserve tucked away in
the southwestern corner of an otherwise
heavily populated Staten Island.

A typical day at the preserve recently
found 28-year-old Rich Speidel, state park
naturalist and CSEA member, escorting a
group of wide-eyed first graders along
scenic trails in search of animal tracks and
bird nests.

“T’m not in this kind of work for the
money,” says Speidel, who holds a degree in
natural resources conservation, fish and
wildlife management from Cornell
University.

Trekking through snowy woodlands with a
dozen six and seven-year-old city kids, it
was obvious that Speidel enjoys sharing his
love of nature and respect for the
environment with his pint-sized companions.

“The whole reason why I chose this career
is because I realized how important our
natural resources are and that as people we
need the natural world for our survival,’’ he
said. With more than 350,000 Staten
Islanders living in the city’s third largest
and fastest growing county, Speidel believes
that ‘‘especially in this area, it’s important
to try to preserve whatever land we can.”

Former CSEA member Jim McGowan has
been the park manager since September
1985, when he was promoted from the ranks
of CSEA’s Operational Services Unit to the
top post.

McGowan differentiates between
“recreational” parks and park “‘preserves.””
Clay Pit Ponds Park Preserve, which
opened to the public in late 1980, is one of
only three designated preserve areas within
New York State. The other two preserves
are Connetquot River Preserve on Long
Island and Rockefeller Preserve in
Westchester County. The Parks Commission
defines preserves as natural areas with
sensitive ecosystems that can only tolerate
limited use by humans.

Preserves are maintained in their natural
state as much as possible and the focus is
essentially on educational uses.

Ten years ago, when he was a 20-year-old
environmental science major attending
Plattsburg State College, McGowan became
aware of a campaign on his native Staten
Island to save the pine oak woods and

wildlife sanctuary on the island’s
southwestern tip. Because of their natural
beauty and proximity to metropolitan New
York City, park lands on Staten Island were
and are prime targets of real estate
developers. McGowan joined in the efforts of
the 7,000-member Protectors of the Pine Oak
Woods Inc. to save the wetlands for future
generations.

Largely because of those efforts, 90 acres
of the land became designated as
“freshwater wetlands” by the Department
of Environmental Conservation in 1976.

The uniqueness of the property is now
legislatively recognized and protected under
the 1980 New York State Historic

RICH SPEIDEL, a conservation education
assistant, points out animal tracks in the snow to
a school class touring the Preserve, above, and
checks out the park’s chicken house in photo at

right, a

April

e they watch for wildlife during a nature tour.
Preservation Act, which designated Clay Pit
Ponds as among “‘lands of special natural
beauty, wilderness character or geological,
ecological or historic significance for future
generations.”

The area is noted for its rich deposits of
clay, discovered in the 1800s and converted
into millions of clay bricks used to construct
buildings all around New York City. That
incessant clay digging created the massive
pits and ponds from which the park takes its
name.

Staten Island is a part of the Atlantic

lyway, and its ponds and wetlands provide
important feeding, breeding and wintering
grounds for several species of hawks and
song birds, some considered endangered.
Some 138 species of birds, 14 species of

YOUNGSTERS FROM A STATEN ISLAND SCHOOL listen to state park naturalist Rich Speidel as

mammals, 12 of reptiles and seven of
amphibians have been identified within the
preserve area.

The comparison is obvious — in New York
City where the state’s largest population of
people is concentrated within the smallest
land area, migrating and permanent wildlife
are guaranteed open living space because
enough people cared to preserve and protect
it.

McGowan also notes that the Clay Pits
Ponds area is designated as
“archaeologically sensitive” because many
Indian artifacts continue to be discovered on
park preserve land.

Although he has devoted a tremendous
number of hours over the years to help
develop the land and plan for its future,
McGowan takes little personal credit,
simply saying, ‘‘You try to do the job. It’s
something good for the future and that’s one
of the reasons I wanted to do this.” _ =™

Restoring sections of preserve farmland
and historic farm houses on the property
has been painfully slow. But last June the
State Parks Commission approved a new
management plan that should speed the
needed improvements.

Meanwhile, in addition to regular tours for
school and other groups, an innovative
program developed by preserve staff
enables parents and pre-schoolers to learn
together about the mysteries of nature by
participating in the Early Childhood
Program. During the winter, the storytelling
is conducted around the big woodburning
stove at the park house.

The luxuriant Preserve foliage is in vivid
contrast to the rush of new home
construction and landfills which end at the
park’s border. At Clay Pit Ponds Park, the
escape to nature is close at hand and
exhilarating.

Several years ago the lyrics of a popular
song lamented ‘‘don’t it always seem to go
— you don’t know what you’ve got till it’s
gone. They paved paradise and put up a
parking lot.”

One visit to the deep, quiet woods of Clay
Pit Ponds Park Preserve is convincing proof
that, even in New York City, it doesn’t
HAVE to be that way. s

PARK MANAGER JIM McGOWAN, rear,
watches Park Maintenance Assistant Peter Van
Cott work on a piece of equipment.

THE PUBLIC SECTOR 1 1

SARATOGA SPRINGS — When winter’s
snow leaves this vacationer’s paradise, the
influx of visitors isn’t far behind. But unless
the attitude of the Saratoga Springs City
Council changes, visitors to this resort
community might be greeted with paid
advertisements in area publications warning
them about labor problems within city hall.

And if a tourist visits city hall, he or she
is apt to see employees there wearing
stickers noting that the city fails to live up
to its legal contract or comply with a legal
order to do so.

Paid advertising and the wearing of
stickers by city hall employees are but two
of several ways CSEA says it plans to
make the general community aware of how
the city has failed to honor a contact with
CSEA that the city council ratified a year
ago.

The city council ratified a two-year
contract covering members of the Saratoga

lam

They want two hours
for too little pay

Compiled by Daniel X. Campbell
CSEA Communications Associate

Springs City Hall CSEA Unit last April but
then failed to implement the agreement.
CSEA filed charges of bad faith bargaining
against the city, and a state Public
Employment Relations Board (PERB)
hearing officer ordered the city to honor its
contact. The city has since decided to appeal
that decision to the full PERB board.

“That’s nothing but a stalling tactic and a
waste of city taxpayers’ money,” says a
union spokesperson. ‘“The issue has been
decided, the council did ratify the
agreement ... they even had it typed up. So
the appeal is just a sham.”

At the heart of the dispute is how many
hours per week city hall employees are to
work. Under the disputed contract, about
one-half of the approximately 65 city hall
employees work 33 hours per week in
staggered shifts to provide 40-hour-per-week
coverage in city hall, Monday through
Friday. Saturday hours, which were

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WHEN IT’S RATIFIED AND
SIGNED BY THE SARATOGA
SPRINGS CITY COUNCIL!

STICKERS LIKE THIS are starting to be
worn by Saratoga Springs city hall
employees. The sticker is part of a
program of educating the general public
about the city’s failure to honor a
contract it had ratified with CSEA.

previously worked, were dropped under the
new contract.

But the city claims, after it had ratified
the 33-hour workweek, that it intended
employees to work 35-hour workweeks in
exchange for eliminating the Saturday
hours, and now wants employees to work
two extra hours per week without any
increase in compensation.

Noting that PERB has already upheld
CSEA’s version of the agreement, a union
spokesman said the employees are willing to
work a 35-hour workweek but must be
compensated for 35 hours, not 33 hours.

lm

ALBANY — A controversial city
parking permit plan that has forced state
employees and other non-residents to
attempt to find parking spaces on city
streets far from their worksites has once
again come under attack by CSEA.

A CSEA representative told members of
an Albany Common Council committee
recently that the permit plan has caused
extreme problems for people who work in
the city, particularly the huge government
office complexes. The Empire Plaza
complex, to which thousands of public
employees commute daily, is located at
the center of a large area of downtown
Albany where resident parking permits
are required in order to park on city
streets.

CSEA and other unions and groups
fought the city prior to inception of the

Vom

Loo o266—o2
PARKING
CRUNCH

parking plan, and the city has since
enlarged and changed the original
boundaries of the area reserved for
permit parking only.

The CSEA spokesperson told the city
council members conducting a public
hearing on plans for the latest revision of
the area that the union will seek to have
the Appellate Division of State Supreme
Court overturn the parking plan as being
beyond the scope of the city’s original
permit program.

The union representative said that as
the city pushes back the area requiring
permits it causes additional problems for
people who must commute into the city to
work.

“This forced migration causes problems
for the workers ranging from fears of

ro

Permit plan is
pushing people
to the limits

possible physical abuse, mugging and
rape, to on-the-job problems relative to
late arrivals, etc.’’ And it forces many
employees to forfeit overtime and
promotional opportunities because lack of
parking requires them to resort to car
pools and shuttle buses for transportation,
according to the CSEA spokesperson.

CSEA continues to work with the state
in efforts to create additional state
parking lots to ease the problems, but no
definite solutions have yet been found.
Meanwhile, the union spokesperson said,
expanding the permit area coupled with
construction of a massive new civic
center in the downtown area only adds to
the woes already created by the plan, and
CSEA remains staunchly opposed to the

plan in its entirety.

THE PUBLIC SECTOR

12

Lo oko

April 6, 1987

° Getting help: Nassau County Local and management

support Employee Counseling Service

In Nassau County, employees who have a
problem have a place to turn — the
Employee Counseling Service (ECS).

officials, county officials and agency heads
and ECS staff from the Department of Drug
and Alcohol Addiction attended the annual

to illustrate when a co-worker might need
some help through a referral to ECS.
The program was also designed to help

Supported by labor and management, the
service helps county employees whose
personal problems, including alcohol and
drug abuse, that may affect work
performance.

“This joint venture has the support of
labor and management,” said Nassau
County CSEA Local 830 President Jerome P.
Donahue. “ECS is the appropriate treatment
vehicle for bringing troubled colleagues back
into the workplace as healthy, productive
people.”’

Labor ana management recently got
together to back the program at a breakfast
sponsored by the union in Westbury.

About 100 CSEA unit presidents and

event.

“ECS is the
appropriate
treatment vehicle for
bringing troubled
colleagues back into
the workplace as
healthy, productive
people.”’

During the breakfast, ECS Director Bill
Douglas and his staff dramatized situations

PLANNING THE AGENDA for the recent CSEA breakfast in support of the Employee Counseling
Service in Nassau County were, from left, Harold E. Adams, commissioner of Nassau County

those present respond constructively to
failing job performance and to encourage
troubled employees to get help at ECS.

Department of Drug and Alcohol Rehabilitation; Rita Wallace, executive vice president of CSEA
Nassau County Local 830; Thomas Gulotta, county executive; and William A. Douglas, director of

ECS.

Region V sets grievance classes

A series of orientation programs to certify members as CSEA
grievance representatives has begun at various locations throughout
Central Region V.

The three-hour programs, presented by CSEA’s Education
Department, are designed specifically for members who handle
grievances. They will address a number of most commonly asked
questions concerning the proper steps needed to effectively process

grievances.

All program participants will receive a copy of the Grievance
Procedure Handbook and Revised Stewards Manual. Those
attending should bring a copy of their own contract.

The first session was held March 29 in Binghamton. The
remainder of the schedule is as follows:

ALBANY — CSEA is currently accepting applications for the
following positions:

Assistant Director of Research (Albany) — Minimum
qualifications include bachelor’s degree (at least 15 hours
mathematics, economics, statistics) or five years research
experience with one year in a supervisory role;

Assistant Contract Administrators (Albany) — Minimum
qualifications include bachelor’s degree or three years responsible
work experience involving public contact or a combination thereof;

Field Representative (Rochester) — Minimum qualifications

April 6, 1987

CSEA now accepting job applications

April 13 Syracuse LeMoyne Manor,
April 15 Hornell State Office
Building
April 29 Watertown Ramada Inn
April 30 Potsdam. SUNY Potsdam
Raymond Hall
May 2 Lake Placid Holiday Inn
May 5 Utica Mohawk Valley y
Community College
Payne Hall

Registration for the Hornell session is at 6:30 p.m., with the
program beginning at 7. Registration for the Lake Placid session is
at 9 a.m., with the program running from 9:30 a.m. to 1:30 p.m. For
all other sessions, registration begins at 5:45 p.m. and the sessions
run from 6:30 to 9:30 p.m.
Registration forms are available through the Region V office,
Suite 308, 290 Elwood Davis Road, Liverpool, N.Y. 13088. i

include bachelor’s degree or three years responsible work
experience in personnel, labor relations or related field; driver’s
license and car for business use required;

Health and Safety Specialist (Syracuse) — Minimum
qualifications include bachelor’s or associate’s degree in related
field or three years experience of an investigatory/safety nature;
driver’s license and car for business use required.

Submit resumes immediately to: Personnel Director, P.O. Box
7125, Capitol Station, Albany, N.Y. 12224.

CSEA is an equal opportunity employer.

THE PUBLIC SECTOR

Prison workers
protest unequal
starting wages

STORMVILLE—State prison employees
who work in the Hudson Valley are
protesting an unfair system that provides
step 4 salaries to certain entry-level
employees.

Greenhaven Prison CSEA Local 158
President Chuck Cipriani said that typists
and stenographers at Sing Sing Correctional
Facility in Ossining start at more than
$14,000 per year, while those in other area
prisons start at $11,000. Ossining officials
say they received authorization to offer the
higher starting wage because they had
problems attracting job applicants.

Some former Ossining employees have
transferred to other area facilities and are
making more than the employees who have
been there for years.

The workers have started a petition
drive to protest the system. Anyone who is
interested in starting their own petition
drive may contact Cipriani, c/o Greenhaven
Local 158, P.O. Box 108, Stormville, N.Y.
12582.

SIGN HERE — Greenhaven employee Carol Leight passes a petition to Kay Wysocki to sign. When
the petitions are completed, they will be sent to state officials to protest the inequities in salaries

for typists and stenographers at area prisons.

N
ALCOHOLIC
BeveRAGES [SEAT BELTS

1 4 THE PUBLIC SECTOR

April 6, 1987

PAC

Making a
difference

CSEA lobby

moves ahead

TARRYTOWN — Public and private
sector labor union political action
committees (PACs) accounted for 30 percent
of the PAC money donated to New York
political candidates in 1984.

According to Tom Haley, CSEA’s political
action and legislative department director,

oe labor union PACs are among the top 100
in the state that support candidates and
lobbying efforts in New York. CSEA is
among the top five.

The state’s largest public employee union
has an impact in Albany, Haley said at a
recent Political Action Committee
Conference in Tarrytown.

“‘CSEA has come a long way in a short
time,”’ he said. “It’s not so simple to say
‘legislation should be passed because it’s
right.’ We do well.”

Inroads are being made on the local level,
Haley emphasized, but more than grassroots

ecfforts are needed to make significant pro-
gress.

But one member said local politicians of-
ten count on voter apathy to get re-elected.

“A grassroots effort that raises the con-
sciousness of voters can make a significant
difference,” she observed. “‘You can scare
the hell out of a do-nothing incumbent with a
union endorsement and a phone bank staffed
by union activists.”

LISTENING INTENTLY,
members of the Region III
PAC pick up lobbying tips at a
recent seminar in Tarrytown.

GETTING DOWN TO BUSINESS — Region III Political Action Committee members Janice
McGuinness and Ed Carafa talk with Assemblyman Terrence M. Zelesky of Yonkers. They were
among about 70 PAC members and legislators at a recent Region III PAC dinner in Albany.

Activists learn to
use political clout

TARRYTOWN — “We are dependent on
you to tell us what we ought to do.”

That’s what AFSCME Political
Representative Andrea Strader told those
who attended the Region III Political Action
Committee (PAC) Conference recently.

Public sector jobs are directly dependent
on federal funding, she said. “‘Washington
can kill you,” she warned.

Emphasizing the importance of member
involvment, Strader advised the activists to
organize grassroots support for their
objectives.

“Establish goals,” she said. “‘These must
be stressed.” Strader said that ‘opinion
leaders” can help get members’ support.

“Solicit support from your union
president, public relations department, shop

stewards and other community leaders,”
she urged.

She gave other tips, including:

* meet with elected officials when they’re
home; get to know them;

* use a public relations approach;

* keep in touch with the local media;

* call on allies in organized labor;

* when legislation is coming up for a vote,
keep in touch with your Congressional
representatives;

* send letters — make them one page or
less on one subject and include the bill
name and number; be factual; don’t rely
on form letters or pre-printed cards.

“You have tremendous clout,’’ Strader
said. “‘Use it!”

April 6, 1987

15

THE PUBLIC SECTOR

FINANCIAL

STATEMENTS

The financial statements of CSEA Inc. for the year ending September
30, 1986, are published in this issue of The Public Sector along with
comparative figures from the previous year. The report of Coopers and
Lybrand, our independent certified public accountants, and a report from
the Special Audit Committee is also published in this issue.

The combined statements of Fund Balance and Expenses indicate that
expenditures exceeded revenues by $1,194,103 compared to a loss of $891,163
for the prior year. At September 30, 1986, the net worth of CSEA, including

restricted plant and contingency funds, was $12,800,000.

WILLIAM L. McGOWAN
CSEA Statewide President

MARY E. SULLIVAN
CSEA Statewide Treasurer

fe

To the Officers and Directors
THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.

REPORT OF INDEPENDENT ACCOUNTANTS

We have examined the balance sheets of THE CIVIL SERVICE
EMPLOYEES ASSOCIATION, INC. for the General Fund and Insurance Fund
as of September 30, 1986 and 1985, and the related statements of revenues,
expenses and changes in fund balances and changes in financial position for
the years then ended. Our examinations were made in accordance with
generally accepted auditing standards and, accordingly, included such tests of
the accounting records and such other auditing procedures as we considered
necessary in the circumstances.

In our opinion, the financial statements referred to above present fairly the
financial position of THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.
as of September 30, 1986 and 1985, and the results of its operations and changes
in its financial position for the years then ended in conformity with generally
accepted accounting principles applied on a consistent basis.

Albany, New York
Nee 16, 1987

=

Cowyanee Cr it |

THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.

Statements of GENERAL FUND REVENUES, EXPENSES, AND CHANGES LN
FUND BALANCES for the years ended September 30, 1986 and 1985

Revenues:
Dues and fees:
State
Local government

Less:
Refunds to locals
Political Action provisions ~ Note 6
Affiliation dues ~ Note 5

Insurance Fund reimbursement of expenses ~ Note 4
Labor Education Action Program Grants

Health Benefits Program Grant

AFSCME Grants - Note 5

Investment income ~ Note 3

Gain on sale of assets

Income from other sources

Expenses:
Employees’ pension and group life insurance costs
Salaries, payroll taxes and other personal service
Administrative travel, lodging and meals
Officers’, directors’ and committees’ expenses
Official publication
Printing and communications
Legal services
Data processing services and equipment rental
General expense
Depreciation
Interest expense
Headquarters occupancy costs
Public relations programs
Travel allowance to locals
Regional offices, conferences, State and County
workshop costs other than payroll
Labor Education Action Program expenses
Health Benefits Program Grant
Delegate meetings, election expenses and organizational costs

Excess of revenues over expenses (expenses over revenues)

Fund balance, beginning of year
Appropriations between funds

Fund balance, end of year

16

THE PUBLIC SECTOR

GENERAL FUND BALANCE

ASSETS

CURRENT ASSETS
Cash and cash equivalents ~ Note 2
Short-term investments ~ Note 3

Due from Insurance Fund
Miscellaneous receivables
Prepaid expenses

Total current assets
PLANT AND EQUIPMENT

PROPERTY,
Land
Office buildings
Furniture and equipment
Real estate held for sale

Less accumulated depreciation

OTHER ASSETS
Certificate of deposit - Note 2
Long-term investments - Note 3
Deposits

LIABILITIES AND FUND BALANCES

CURRENT LIABILITIES
‘Accounts payable
Compensated absences
AFSCME per capita dues
Due to locals for share of dues

Total current liabilities

LONG-TERM DEBT - Note 9

DEFERRED COMPENSATION LIABILITY - Note 7

COMMITMENTS AND CONTINGENT LIABILITIES ~
Notes 5, 8 and 10

FUND BALANCES

Undesignated
Designated by the governing board to
offset future dues increases

Fund for contingency

Fund for
General

Operations

and Working
Capital

Fund for
Cont ingenc:

THE CIVIL SERVICE EMPLOYEES ASSOCIATION,

SHEETS as of September 30, 1986 and 1985

Membership dues and agency fees receivable

Cash surrender value - officers’ life insurance

Advances due to Lahor Education Action Program
Current maturities of long-term debt - Note 9

Fond for general operations and working capital:

Fund for building and equipment investment
Fund for additions to building and equipment

INC.

1985

$ 6,747,283
1,787,520

965,200
261,280
449) 556

118,089

279,907

1,096,000 971,000
3,745,529 3,294,963
1,297,944

~ 6,139,473

(__723,507) ¢ 3,392)

5415, 966 5,864,617

400,000

4,088,949 6,528,760
21,000

95,3. 28,000
aCe YE) e377, 760

$22,880,192 $23,074, 430

$ 778,018 § 972,886
476,612 462,221
894,591 843,933

3,154,922 2,770,728
786,062

1,824,746 3,531,766

4,500,000

6,324, 766 8,031,766
3880; 456
1/026,819
1,578,633

12,810,654

$22,880,192

$23,074,430

1985
Total

$16,720,422
13,732,238

$16,720,422
13,732,238

$15,671,271
13,750,255

30,452,660

“30,452,660 29,421,526

4,987,119
925,221
950

10,421

4,987,119
925,221
10,421,950

4,844,308
854,801
10,005,750

16,334 290

16,334,290 15,704,859

14,118,370

553,479
1,493,894
183,025
650,005
949,718 250,282

76 946

108,144
194,923

14,118,370 13,716,667
593,479
1,493,894
183 ,025
650,005
1,308,144
194,923
76, 946

426 ,000
1,607,120

491,657
1,922,167

58,453

18,025,437 250,282

303,067

18,578,786 18,222,064

1,042,934
7,967,742
1,124,410
776 604
841,979
399,541
2,218,647
538,798
281,295

307,410
329,046

270,100
52,011
158,510

1,007,993
1,493,894
183,025
778,950

1,042,934
7,967,742
1,124,410
776 ,604
841,979
399,541
2,218,647
538,798
281,295
307,410
329,046
270,100
52,011
158,510

1,003 ,407
7,812,253
954,338
1,155,614
746 854
401,314
2,112,539
459,559
219,653
228,118
314,254
293,226
144,918
143,132

1,007,993
1,493,894
183,025
778,950

965,230
1,607,120

551,698

19,136,433

636,456

19,772,889 19,113,227

1,110,996) 250,282 © (

8,031,766
596,024)

3,822,287

333,389) (

2,150,704
788 137

1,194,103) ( 891,163)

14,004 ,757 14,895,920

6,324,746 $3,880 ,456

$2,605,452

$12,810,654 $14,004,757

Esc ecu cn aN Be TPS eS SL ASO

April 6, 1987

STATEMENTS OF GENERAL FUND CHANGES

FOR YOUR

THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.

IN FINANCIAL POSITION

For the Years Ended September 30, 1986 and 1985

FINANCIAL RESOURCES PROVIDED BY OPERATIONS

Disposition of property, plant and equipment

Excess of expenses over revenues ($1,194, 103)
Item which did not require outlay of
working capital during the year:
Depreciation 307,410
Total working capital used by operations (886,693)
Long-term investments transferred to current 400,000
Decrease in long-term investments 2,439,811
Proceeds from long-term borrowing
Increase in deferred compensation

663,045)
600,000

4,000,000

fability 40,000 102,000

1,000,033

Decrease in deposits 21,000

FINANCIAL RESOURCES APPLIED TO

Payments of long-term debt

4,834,974
5,483,087
162,664

Purchase of property and equipment
Increase in long-term investments

Increase in cash surrender value
- officers’ life insurance 28,000

Increase (decrease) in working capital $1,999,643  ($ 6,321,770)

SUMMARY OF CHANGES IN WORKING CAPLTAL COMPONENTS

Increase (decrease) in:
Cash and cash equivalents $ 180,603 (3
Short-term investments 2,770,376
Membership dues and agency fees receivable 65,404
Due from Insurance Fund 93,529 129, 367
Miscellaneous receivables 81,980) 110, 594)
Prepaid expenses 19,922 81,262)

700,830)
4,991,567)
152,058

Decrease (increase) in:

Accounts payable
Compensated absences
AFSOME per capita dues 50,658)
Dues to locals for share of dues 384,194)
Advances due to Labor Education Action Program 786,062)
Due to employees’ retirement plan

Current maturities of long-term debe

194,868
14,391)

364,360)
50,055)
16,943)

220,442)

13,427
80,569)

Increase (decrease) in working capital

THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.

NOTES TO FINANCIAL STATEMENTS

Significant Accounting Policies
The Association adheres to generally accepted accounting principles as described

in the Industry Audit Guide, "Audits of Certain Nonprofit Organizations," of the
American Institute of Certified Public Accountants.

Income taxes:

The Association is a labor union exempt from income taxes under Section 501
(c)(5) of The Internal Revenue Code. Accordingly, no provision for income

taxes has been made. 2s
Investments:

Investments are carried at the lower of amortized cost or market value, Pre-

miums paid or discounts received on acquisition are amortized on a straight~

line basis over the life of the security.

Property, plant, equipment and depreciation:

Property, plant, equipment are recorded at cost and depreciated on a straight~

line basis over the estimated useful lives of the assets ranging from 5 to 35
years.

Grants received

Labor Education Action Program and Health Benefits Program funds are deemed to

be earned and reported as revenues of operating funds when the Association has
incurred expenditures in compliance with the grant specific Funds ;

received in advance of expenditures are restricted.

Retirement pla

The Association has a retirement plan covering most of its employees. Pension
expense is determined in accordance with an actuarial cost method, and it is
the Association's policy to fund pension costs accrued. Past service costs
under the plan are being funded over a 27-year period. (See Note 7+)

Insurance fund:

The Insurance Fund is restricted to use for insured members only, but ts con
trolled by and considered part of one legal entity, THE CIVIL SERVICE EMPLOY-
EES ASSOCIATION, INC, Based upon an estimate of the cost of handling the
group life insurance program, made at the beginning of each fiscal year,

April 6, 1987.

ANNUAL REPORT

Civil Service Employees Assn.

THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC.

INSURANCE FUND ~ FOR INSURED MEMBERS ONLY

BALANCE SHEETS
as of September 30,

ASSETS
Due from insurance underwriter

LIABILITIES
Due to General Fund $261,280
FUND BALANCE
Restricted for members insured under the group plan 49,899

$311,179

STATEMENTS OF REVENUES, EXPENSES and CHANGES IN FUND BALANCE
for the years ended September 30,

REVENUES
Refund from insurance company

EXPENSES
Reimbursement to General Fund of costs of maintaining

the group life insurance program ~ Note 4 553,479 424,350

Other expenses 1,800 1,650

555,279

Excess of expenses transferred to fund balance (11,100) ¢ 10,617)

Fund balance - beginning of year 971,616

Fund balance - end of year Soe)

expense is recorded in the Insurance Fund, with the offsetting income reflect-
ed in the General Fund. After the close of the fiscal year, a study is done
to determine the actual cost of operating the program, with the adjustment, if
any, for a particular year reflected in the subsequent year. (Sce Note 4.)
The Association maintains individual records with respect to members who par~
ticipate {n the Group Life Plan underwritten by the Travelers Life Insurance
Company. Premiums collected through the State Comptroller's office and many
municipalities are forwarded to the Association to be processed and thereafter
transmitted to the underwriter's agent in original form. The financial state-
ments of the Association do not reflect the insurance plan activity.

Cash and Cash Equival

Cash and cash equivalents as of September 30, 1986 and 1985 include:

1986

Cash in banks, unrestricted
Cash in banks, restricted
Certificates of deposit

$4,875,062 $4,142,331

206,044

PENERUNEES SES
During the year ended September 30, 1982, the Association entered into a long-
term deposit contract in the amount of $1,750,000 with a banking institution.
The principal deposit was to remain intact through March 1984 and will be
reduced by varying amounts each six months thereafter through March 1987. The
principal deposit balance at September 30, 1986 is $400,000,

Investments

Aggregate amortized cost and market value of short and long-term investments as
of September 30, 1986 and 1985 are as follows:

1986 1985

Amortized cost 98,862,445 $8,316,280
Market $8,646,845 $8,316,280

At September 30, 1986, short-term investments reflect an unrealized loss of
$215,600,

(Continued on Page 18)

THE PUBLIC SECTOR 1 vA

FOR YOUR

(Continued from Page 17)

Investment income of $1,308,144 for the year ended September 30, 1986 includes
$1,433,004 in interest income, $90,740 of realized gains and $215,600 of unreal-

ized losses. Investment income of $1,922,167 for the year ended September 30,
1985 includes $1,724,423 of interest income and $197,744 of realized gains.

Group Life Insurance Reimbursement of Expenses

The Board of Directors approved that separate studies be conducted to determine
the cost of handling the group life insurance program for the years ended Sep-
tember 30, 1985 and 1984. The effect of these studies was to decrease fund
income and the insurance fund balance by $103,479 and $49,350 for the years
ended September 30, 1986 and 1985, respectively. General fund income and the
fund balance for general operations were conversely increased by similar amounts
for the respective years.

A cost study for the year ended September 30, 1986 has not yet been initiated.

Affiliation Agreement

Effective January 1, 1981, CSEA became a permanent affiliate of the American
Federation of State, County and Municipal Employees, AFL-CIO (AFSCME). As an
affiliate, CSEA must pay the prevailing AFSCME per capita tax per member per
month ($4.30, 1/1-12/31/86; $4.10 1/1-12/31/85). AFSCME also provides CSEA with
organizational grants for various Association activities. The grants amounted
to $650,005 and $491,657 for the years ended September 30, 1986 and 1985,
respectively.

Political Action Prov

To advance the political goals and interests of the Civil Service employees of
the State of New York and its political subdivisions, a Civil Service Employees
Political Action Fund was organized. This fund is maintained independently of
the Association and, accordingly, is not included in the accompanying financial
statements, The provisions of $925,221 and $854,801 recorded in the fund for

general operations and working capital represent the amounts appropriated and

transmitted to the political action fund for the years ended September 30, 1986
and 1985, respectively.

Pension plan:

The Association has a noncontributory pension plan covering substantially all
its employees. Total pension expense was $788,343 and $755,155 for the years
ended September 30, 1986 and 1985, respectively. The unfunded actuarial liabil
ity at December 15, 1985, according to the latest actuarial valuation, was
$1,153,840 and is to be funded over a remaining period of 11 years. The
Association's policy is to fund pension costs accrued. The assumed rate of
return used in determining the present value of accumilated benefits was 7% for
both years. The accumulated plan benefits and plan assets for the Association's
defined benefit plan as of December 15, 1985 and 1984 are presented below:

1985 1964
Rotuacsel presente value) ae
accumulated plan benefits:

Vested $5,521,026 $5,649,051
Nonvested 614,194 507,781
$6,135,220 $6,156,832

Net assets available for benefits $9,107,339 $9,132,128

Deferred compensation plan:

The Association maintains a deferred compensation plan for officers that
provides benefits upon retirement or death. The deferred compensation benefits
are funded by life insurance policies on each participant with the Association
as owner and beneficiary. Total expense for this program for the years ended
September 30, 1986 and 1985 was $166,864 and $175,288, respectively.

The Audit Committee met at CSEA headquarters on Feb.
19, 1987. The following committee members were present:
Chairman John Geraghty, Charles Perry, Ralph Spagnolo, Gail
Hansen, Pat Gooden and Frank Nero.

The committee reviewed the Annual Financial Report of
CSEA for the fiscal year ended Sept. 30, 1986.

The auditors from our independent accouting firm of
Coopers and Lybrand were also present and the committee
discussed the details of the financial statements and the result
of the audit with them.

CSEA experienced a loss of $1,194,103 in fiscal year 1986 as
compared to a loss of $891,163 in 1985. Total fund balance
decreased from $14,004,757 to $12,810,654.

The committee discussions centered around the general
fund balance (the fund used to pay for CSEA operations) and

ANNUAL REPORT

Civil Service Employees Assn.

Post-retirement Benefits

The Association provides health care benefits for retired employees. All t )
employees become eligible for these benefits if they qualify for retirement

while working for the Association. The cost of these benefits, which

approximated $65,000 and $20,000 for the years ended September 30, 1986 and

1985, respectively, are expensed as premiums are paid.

8. Litigation

The Association is a defendant in a number of actions in several jurisdictions.
The amounts of liability in these actions were not determinable at September 30,
1986, but in the opinion of management any ultimate settlement will not mater
fally affect the Association's financial position.

9. Long-term Debt

Mortgage payable in monthly installments @
of $36,600 plus interest payable at 9.25:
maturing November 2004, collateralized by
land, building and equipment.

$3,837,333
Current 88,343
Long-term $3,748,990

Debt principal payments required are as follows:

1987 S$ 88,343
1988 96,873
1989 106,224
1990 116,477
1991 127,720
Thereafter 3,301,696

$3,837,333

Interest expense for the years ended September 30, 1986 and 1985 was $329,046
and $314,254, respectively.

10, Commitments
The Association is committed to various noncancelable leases for rental of

office space for satellite and regional offices, vehicles and equipment expiring
at various dates. Minimum rental payments under such leases are as follows:

Vehicles and Total
Fiscal Year _Equi pment Amount

1987 $ 437,227 $ 454,196 § 891,423
1988 367,319 454,135 821,454
1989 275,052 137,278 412,330
1990 189,330 107,384 296,714
1991 194,348 ___ 39,6 234,012
1,463,276 1,192,657 2,655,933
Later years 374,001 374,001

Total minimum payments e
required $1,837,277 $1,192,657 $3,029,934

Rental expense for the years ended September 30, 1986 and 1985 was as follows:

1986 1985
Satellite and regional offices $ 581,586 $ $91,313
Vehicles and aquipnent 547,177 539,067

$1,128,763 $1,130,380

more specifically, the unrestricted general fund balance. It was
noted that this fund has decreased from $3,531,766 to $1,824,746.

The committee discussed the need to bolster revenues in
light of the projected $3,174,368 deficit for 1987 and received a
report on current efforts to address this problem.

SPECIAL AUDITING COMMITTEE

JOHN GERAGHTY — CHAIRPERSON
Linda. Fiorentino
Patricia Gooden
Gail Hansen
Fred Nero
Charles Perry
Ralph Spagnolo

vides

18 THE PUBLIC SECTOR

Aprii 6, 1987

ne
award exceptional service on the job.

SIMPLY OUTSTANDING — The three CSEA staff members who have been named
“CSEA Outstanding Employee’’ over the past several months got together again
recently for an additional award. CSEA statewide President William L. McGowan
presented engraved desk sets to, from left, Associate Offset Machine Operator Rose
DiNuzzo, Graphic Artist Ralph Distin and Research Analyst Don Kelly. At right is
Headquarters Staff Union President Joan Dunham-Card. Staff employees are
periodically recognized as ‘outstanding employee” under the program designed to

After working as a cleaner-groundskeeper
at the State Police Troop A Headquarters in
Batavia, William Gibbons is trading his
brooms for handcuffs and a badge.

A members of New York State Police
CSEA Local 261, Gibbons has completed the

requirements and received orders to begin
trooper recruit training at the State Police
Academy in Brockport.

In a few months, he could well be
reporting back to Troop A in a different
uniform.

° Pictur erfect!

Ernie LaWare of Attica Correctional Local
258 noticed a snowy owl perched on a fence
post while driving near his home. He dashed

home, grabbed his camera and returned to

If you had the

the scene, where he was rewarded with an
excellent shot. It was so good that the
Buffalo News featured the photo on its
picture page.

A Whreqas?
se)

Frank Sidari of Orleans Correctional
Local 177 reports that CSEA Department of
Transportation (DOT) Local 506 won a
“mini bowling tournament” between his
local, DOT Local 506, DOT Local 527 and
Albion Correctional Local 151. More than 40
members joined the fun.

A retiree was incorrectly identified in a
photograph of the recent CSEA Retirees
Legislative Breakfast. With Assemblyman
Robert D’Andrea and Lillian Clark of
Retirees Local 999 was Mary Lynch, also of
Local 999.

opportunity to
® ask President
Reagan one
question, what
would it be?

Where asked:
REGION VI

BETTY WILLIAMS
Secure Care Treatment
Aide, Rochester
Psychiatrie Center

Lab Technician,
Buffalo Local 602

BARRY KORBIN, Sr.
Surgery Dept., SUNY

x
PRUDY
TRAMONTANA,

Erie County Local 815

Medical Social Worker,

Local 420

“Why do you
continue to cut
programs that assist
the most needy in our
society, such as the
mentally ill, the
unemployed, senior
citizens and school
districts?”

‘Why don’t you do
something to shorten

have to wait for the
results from toxic

the time that workers

“How would you
make ends meet if all

Social Security and
Medicare?”

substances and right-
to-know complaints?”

“How much longer
you had to live on was

TURNER
ROBINSON, Youth
Division Aide, DFY
Masten Security Center
Local 562

do you think you can
dupe the American
public into thinking you
are correctly doing
your job?”

April 6, 1987

“THE PUBLIC SECTOR 1 9

No answers:

School superintendent
fails to convince workers that

he won’t contract out
maintenance jobs

By Charles McGeary
CSEA Communications Associate

NORTH SYRACUSE — For 119 custodial
and maintenance employees of the North
Syracuse Central School District, the
burning question remains: is the district
planning to contract out the work they do to
a private sector firm?

School Superintendent Thomas O’Rourke
failed to convince the more than 50
employees attending a CSEA-called meeting
that there would be no loss of jobs for the
members of the North Syracuse School
Custodial and Maintenance Unit of CSEA
Onondaga County Local 834.

Fred “Pat” Farrance, unit president, said
O’Rourke attended the meeting at CSEA’s
request.

“We wanted to clear the air and get some
straight answers from the top man,” he
said.

While O’Rourke said he has “no interest in
having anybody come in to replace the
workers,” he admitted that he has
investigated the possibility of using a
private sector firm on a consulting basis.

“T’m looking for some kind of cost
effectiveness,” he said at the Saturday
meeting. ‘‘They (any outside firm) would
work with employees to improve school
conditions and spending.”

But the workers question that philosophy,
pointing out that the school district already
employs qualified people who could
accomplish the same goals as a consulting
firm.

“Some of us right here in this room can
provide a training program,” one employee
said. ‘‘After all, we have over 600 years of
experience in the district.”

O’Rourke reportedly said a week before

the meeting that only a few managers would
come into the district and present managers

represented by CSEA would keep their jobs.
But union members questioned that plan,
asking why the Board of Education would

‘Some of us can provide a
training program ... we have
over 600 years’ experience in
the district.’

An Open Letter To
North Syracuse School
District Taxpayers:

We. the 11% dedicated employees in the
c ind Operations Unit of the

our jobs
subcontr, the nia

: a maintena
Custodial & Grounds Personnel

inc
1)

HOW
ee One
Siena muside firm want you to believe i
DO NOT BE MISLED!
To get a foot i D!
permit two sets of managers when the idea finds Hest ck
contradicts the goal of saving money. contieel
CSEA Field Representative Terry Moxley firm under “negotiated” bid situa
said he thinks the district will wait until the ucstniater, when concerned taxpayers have
present contract expires in 1988 before is, the school ditt Soe
replacing employees. self unable Lo correct the probleins without
The fact that O’Rourke delayed signing Itisa fact that contra e
the unit contract for seven months after the Pecan atm: bs
school board and the union ratified it is out has also been ‘weeg
additional evidence of the desire to replace Ce es
custodial and maintenance staff. We respectfully
Farrance called for increased solidarity ee
and support for the communications and employees live in
political action committees within the unit. tha Distt wnat
“We must continue to remain strong and famil. i
work together,”’ he said. “‘We will monitor irge your
the situation very closely and keep you (the ting any effort to Substitute Irere eae
ele) informed when anything new publicemphrcen’! (0° these professional
levelops.
P: POLITICAL ACTION COMMITTEE

The union prepared and placed newspaper
advertisements to explain the situation to

North Syracuse taxpayers.
Members also have been wearing ‘“‘No
Contracting Out” buttons and distributing
reprints of the ads in the school district’s

communities.

CUSTODIAL-MAINTENANCE U
INIT
NORTH SYRACUSE CENTRAL
SCHOOL DiSTRICT

memerice Employees Association, Inc, Local 1000 AFSCME-CiO

TAKING IT TO THE TOP in the fight against contracting-out of maintenance and custodial work
in the North Syracuse Central School District are: CSEA Field Representative Terry Moxley,
center, flanked by Pat Farrance, right, and Gary Spangler, left, president and vice president of the
North Syracuse School Maintenance and Custodial Unit of CSEA Onondaga County Local 834.
Farrance and Moxley spoke to more than 50 school employees at a recent meeting which featured

a statement by the school district superintendent.

20 THE PUBLIC SECTOR

April 6, 1987