APRIL 2000
J
OFFICIAL PUBLICATION CSEss
e contract language and information is e
CSEA mobilization, bargaining sawy
yield tentative
state contract deal
ALBANY — Nearly one year of membership mobilization,
coupled with persistence at the bargaining table, has
produced a tentative state contract for 77,000 CSEA-
represented state employees.
The agreement calls for significantly better
pay increases than a tentative agreement
rejected by union members last March.
“CSEA’s negotiating team has delivered what
our members said they wanted,” CSEA
President Danny Donohue said.
“But we could not have had the results at
the table without the individual efforts of our
members who stood up in every part of this
state over the past year to demand fairness
and respect,” he added.
Salary provisions
The four-year pact provides
across-the-board increases and the elimination
of pension contributions for members in Tiers
3 and 4 with 10 years of service in the state
retirement system.
This provision alone equals 3 percent of
salary annually, union leaders said.
CSEA members in Tiers 1 and 2 will earn an
additional one month of service credit (up to
24 months) for each year of service which
generates a significant pension boost.
Taken as a whole, just the raises and pension
reductions put more than 22 percent of salary
into the pockets of most CSEA members over
the duration of the agreement.
The across-the-board increases are:
© 3 percent retroactive to October 1999 plus
a $500 bonus which will be counted towards
pension;
¢ 3 percent effective
April 2000;
¢ 3.5 percent
effective April 2001;
¢ 3.5 percent
effective April 2002.
The raises, payable in
April, were a major
issue in the
negotiations.
There are many
CSEA Statewide President Danny Donohue, flanked by members
of the negotiating team, holds a press conference in Albany to
announce the union’s tentative four-year pact with the state for
improvements to health CSEA’s 77,000 state workers.
insurance coverage and
some minor changes.
CSEA successfully negotiated the elimination
of the additional premium cost for prescription
coverage imposed on members when the state
took over the drug coverage from the CSEA
Employee Benefit Fund (EBF) over CSEA’s
objections last spring.
The prescription drug coverage will remain
under the New York State Health Insurance
Program.
There is an increase in funding for the CSEA
Employee Benefit Fund (EBF), which will
continue to provide dental and optical
coverage.
Other highlights include improvements in
hazardous duty pay, overtime meal
allowances, standby/on- call pay,
Photo of the Month
VICTORY! Wanda Mason, CSEA Peru
school district Unit president, leads a
victory cheer with CSEA Peru Unit Vice
President George Everleth, CSEA
Organizers Geordie Pierce and Dean
Shultis and CSEA Labor Relations
Specialist Ken Luschia after a
PERB-supervised representation
election victory over the independent
Teachers' Union, The challenger sought
to raid CSEA for 163 non-instructional
Peru School District employees.
THE WORK FORCE
Page 2
April
2000
inconvenience pay, downstate location pay,
along with an increase in the number of sick
leave days that can be accumulated and be
credited toward health insurance coverage in
retirement.
CSEA’s 25-person negotiating team, made up
of union members and with the union’s
professional negotiators, met with the state
almost weekly since last April.
Agreement on the tentative package was
reached March 10. The union did not release
any information publicly until leaders briefed
state local presidents on contract language.
Members’ actions were crucial
CSEA members dogged Gov. George Pataki at
his appearances across the state for months,
brought nearly 20,000 demonstrators to the
Capitol for a rally Jan. 5 and conducted scores
of work site actions and protests in support of
a fair contract during the negotiations.
“CSEA members provide value to New York
taxpayers every day and this contract fight
demonstrated the work and needs of CSEA
members must never be taken for granted,”
Donohue said.
CSEA members will receive the details of the
contract the next several weeks.
Ratification ballots are scheduled to be
mailed the week of April 3 with a return date of
April 27.
The tentative agreement covers employees
in four bargaining units; the Administrative
Services Unit (ASU); the Institutional Services
Unit (ISU); the Operational Services Unit (OSU);
and the Division of Military and Naval Affairs
(DMNA),
(See contract insert in this edition.)
Fighting union-busting tactics
It’s war with Long Beach M.C.
LONG BEACH — CSEA continues to fight for
the rights of unionized workers at the Long
Beach Medical Center in the face of
management's intimidation and other
union-busting tactics.
“We are going to use every resource at
CSEA’s disposal to bring a contract home for
the newest members of CSEA’s family,” said
union President Danny Donohue.
“These workers deserve a contract that gives
them economic security and protects their
rights on the job,” he stressed.
As the union pushes to negotiate its first
contract for the 445 service and maintenance
workers who voted in June for CSEA, managers
continue to intimidate workers, retaliate
against union activists and follow a pattern of
discrimination especially against minorities,
union officials said.
Union on the offensive
The union is responding to every attack on
these members with the toughest possible
tactics: coordinating legal actions and rallying
public support from Long Island’s labor
activists and the Long Beach community, union
leaders said.
Representatives from CSEA’s international
affiliate, the American Federation of State,
County and Municipal Employees (AFSCME)
and the AFL-CIO have also been working with
CSEA on a community-building strategy and
other ways to pressure hospital brass.
CSEA has filed several complaints with the
National Labor Relations Board, charging
managers are retaliating and discriminating
against union activists for supporting CSEA and
circulating a CSEA petition about contract
talks. Both activities are protected by federal
labor laws.
Not backing down
The union has also said its representatives
were barred from meetings where managers
meted out employee discipline.
Another charge was leveled by CSEA after
the medical center unilaterally imposed a $66
health insurance charge on CSEA-represented
workers during contract negotiations.
Management requested half this amount
from non-union workers.
“What else could that be but discrimination
for being part of a union,” said CSEA attorney
Mike Ortiz.
“Management at the medical center has
displayed an anti-union, anti-worker attitude
for a long time,” said CSEA Long Island Region
President Nick LaMorte.
“It’s time for them to treat their workers
with respect and recognize CSEA is not
walking away from this fight,” he added.
Fighting the employee hit list
Angel Alvarez, a CSEA member at the
medical center and active CSEA supporter, was
suspended by managers in February for eight
days without pay, issued a “final warning” and
reassigned to a less desirable position because
petitions that CSEA collected included some
patient signatures.
“This petition was designed as a staff and
community petition,” said CSEA Labor
Relations Specialist Heidi Horn.
“These patients are adults who are members
of the community. There is no reason they
should be prohibited from supporting the
workers in their quest for health insurance
coverage,” Horn added.
Alvarez requested, but was denied, CSEA
representation or even the presence of a
co-worker when he was given the suspension.
lh
Above and at left, Long Beach
~ Medical Center workers take their
message to the streets.
ii se)
: April 2000
Horn appeared at the hospital to represent
Alvarez and to negotiate a resolution of any
disciplinary action. She was excluded from the
meeting by hospital officials who refused to
negotiate Alvarez’ disciplinary action with her.
Nancy Forestier and DuShawn Henderick,
both CSEA-represented employees and
long-time supporters of the union, were also
suspended without pay in February, pending
purported investigations of misconduct.
Telling the truth to the public
The union has taken its case to the public.
CSEA held a well-attended press conference
to announce the unfair labor practice charges
and publicize the incidents at the medical
center.
Alverez, Forestier and Henderick attended
the event, which generated extensive press
coverage. Management wa an uproar”
about the coverage of CSEA’s charges, hospital
sources said.
CSEA has charged Long Beach Medical
Center managers have unfairly treated minority
workers during the heated contract battle.
“These managers have a shameful history of
disrespecting the people who make the
hospital work” said CSEA Long Island Region
Director Ron King.
“We're taking every step to show them their
actions are wrong, illegal and bad for the
hospital’s standing in the community,” he
added.
— Sheryl Jenks
‘See President's column on Page 4 and editorial |
cartoon on Page 14.
cae
ISSN 1522-1091
Official publication of
CSEA Local 1000, AFSCME, AFL-CIO
143 Washington Ave.
Albany, NY 12210-2303
Danny Donohue, President
STEPHEN A. MADARASZ
Communications Director & Publisher
STANLEY HORNAK
Asst. Director of Communications
RONALD S. KERMANI, Editor
LOU HMIELESKI, Assistant Editor
CATHLEEN HORTON
Graphic Design & Support Services
RALPH DISTIN, Graphic Artist
JANICE M. KUCSKAR
Communications Production Coordinator
BETH McINTYRE
Communications Secretary
The Work Force (USPS 0445-010) is
published monthly by The CSEA Publication Office:
143 Washington Ave., Albany, NY 12210.
Periodical Mail Postage paid at Post Office,
Albany, New York 12288.
Postmaster: Send address changes to:
CSEA, Attn: Membership Department,
143 Washington Ave., Albany, NY 12210.
CSEA on-line: The CSEA web site
can be accessed at www.cseainc.org
Readers:
Send any comments, complaints, suggestions or ideas to:
Publisher, The Work Force, 143 Washington Avenue, |
Albany, NY 12210-2303. |
|
COMMUNICATIONS ASSOCIATES
SHERYL C. JENKS Long Island Region
(616) 462-0030
ANN CARROLL, Metropolitan Region
(212) 406-2156
VACANT Southern Region
(914) 831-1000
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(618) 785-4400
MARK M. KOTZIN Central Region
315) 433-0050
RON WOFFORD Western Region
(716) 886-0391
ED MOLITOR Headquarters
618) 257-1272
The Publications Committee
LONG ISLAND REGION John C. Shepherd
METROPOLITAN REGION Lamont “Dutch” Wade
SOUTHERN REGION Diane Hewitt
CAPITAL REGION Vacant
CENTRAL REGION Bruce Damalt, Chair
WESTERN REGION James V. Kurtz
\ABOR COMMUNIC 4»
e
SERNATIONAL
f CSEA
"cua gat 8
TAFLCIOICLS 8
lhe importance of being part of a strong union is
clear in this edition of The Work Force.
CSEA’s year-long fight for fairness and respect from
the administration of Gov. George Pataki has produced
a tentative contract package we can all be proud to
| support.
The agreement as a whole provides significant
gains for CSEA state employees for the short and long
term. Most importantly, it puts real money back into
the pockets of CSEA members in many different ways.
This agreement could not have been possible without the dogged
persistence of your negotiating team — members like you who, along
with our professional staff negotiators, made tremendous personal
sacrifice and remained intensely focused on doing the job for you. They
deserve an enormous thank you.
Just as important in producing results was the involvement of
tens of thousands of our members who participated in our mobilization
activities across the state.
The participation of CSEA members — including the solidarity of
our local government, schools and private sector activists — made all
the difference in keeping the pressure on.
That same resolve and intensity should now be demonstrated in
support of some of our newest members at the Long Beach Medical
Center on Long Island.
Last year these workers stood up for their rights and chose to
join CSEA over the heavy-handed threats and intimidation of the medical
center management. Managers have since stone-walled negotiations,
unilaterally taken away benefits, threatened, harassed and even fired
employees in a blatant attempt to bust the union.
CSEA is fighting back. I urge you to read the cover story in this
edition and recognize that no rights or benefits should ever be taken for
granted.
But let me also suggest the Long Beach Medical Center
management should take a hint from CSEA’s state contract fight and
understand just how formidable the collective strength of CSEA can be.
They disrespect our members at their own risk.
Pere me THE WORK FORCE Ap
Letchworth employees terrorized by vandals
Motorized mayhem
prompts security
grievance
THIELLS — Vandals careening the
grounds of the Letchworth Developmental
Center on all-terrain vehicles, killing deer
and terrorizing employees have prompted
CSEA leaders to protest the facility’s
security staff cuts.
CSEA Local President Sara Bogart
recently filed a class action grievance
protesting the lack of security.
Until the vandals are caught, Bogart said
she worries about the safety of her
members.
“It’s open season here as long as we
don’t have adequate security,” Bogart said.
Bright lights and noise
The security issue came to a head one
recent evening when an employee walking
from his office to another building was
suddenly surrounded by three men on
all-terrain vehicles (ATV’s).
“| heard some commotion and saw some
bright lights,” said Schiller Leger, a
licensed practical nurse who was working
the evening shift.
“Suddenly I heard a big noise coming my
way. It was a well-built male riding and
speeding on an ATV right in my direction,”
Leger said
“I tried to move away,” he added, “and
he turned and started following me at high
speed. I began running away and noticed
two more ATV’s coming toward me and
trying to trap me in a circle.”
66" he best thing about my job is knowing we are helping young children, in getting all the shots they need
to enter school in a healthy state. | also like hearing from people getting shots before they travel
overseas, why they are going and where, and their itinerary. I also like the people I work with, because they
Leger said he could not see their faces
because it was dark and they were shining
the headlights into his eyes.
Leger darted up a ramp and into a
nearby building.
Danger outside, no one inside
“I ran inside to call security,” he said,
“but there was no one on duty at the
time.”
Leger then
called 9-1-1.
Since the
sprawling
Letchworth
campus is
located in two
towns, his call
was
transferred
from one department to another.
When local police didn’t show up, Leger
called the State Police who finally came to
take a report.
Later, Leger returned to his car to find
his side mirror had been broken and the
fender had been kicked.
Bogart said employees have also found
beheaded deer on the Letchworth campus,
which is protected land. Earlier this year,
an employee found two men trying to steal
computers from her building.
This isn’t the first time the area has had
problems with vandals. Last year, a man
on an ATV was arrested and jailed after he
pointed a gun at a safety officer.
GSEA REPRESENTS
60, M
200 worxens in THs NO
— Anita Manley
Other problems exist on
Letchworth campus
THIELLS — Vandals are not the
only worry at the Letchworth
Developmental Facility.
Union leaders at the sprawling
facility are working with managers
to resolve a host of health and
safety issues, including:
¢ One building is infested with
fleas, has animal feces in it, and has
three barrels with some kind of
unidentified chemical in them;
¢ Workers were ready to remove
asbestos from two buildings but
managers had no plans to relocate
the staff. Employees were moved
only after CSEA complained to
facility managers.
¢ The tunnel system between
buildings is so old the walls are
crumbling.
5 of the Work Force :
gladly pitch in to help when things get overwhelming. 99
Fran Brillian, clerk — Monroe County Health Department's immunization clinic, where she has
worked for seven years. She has been a county employee for 13 years.
April 2000 THE WORK FORGE Porte)
‘Now | have a life’
CSEA sex discrimination win
echoes in prisons across the state
TROY — A CSEA victory in a
sex discrimination and
seniority grievance at the
Rensselaer County jail is
echoing in county lockups
across the state.
Union
member and
corrections
SEA REPRESENTS
poses
seniority.
“Tt wasn’t fair,” Smith-
MacNary said. “I was always
working 3:30 p.m. to 11:30 p.m.
My fiance, now my husband,
worked days. We never had
time off together,
not even
weekends.”
That law was passed to end
sex discrimination in
correctional facilities.
Statewide implications
Another shift bid is
scheduled this month at the
county jail and Smith-MacNary
isn’t predicting any major
Marybeth Smith-MacNary
officer
Marybeth
Smith-MacNary
recently won
her grievance
against the
county with a
decisive victory that has put
every county jailer on notice
CSEA will not tolerate sex
discrimination or contract
violations, union leaders
said.
“Now I have a life,” Smith-
MacNary said, smiling.
“I'm married now. And
we can do things together.
That’s not what it used to
be like,” she added.
An arbitrator found the
Rensselaer County
Sheriff's Department
violated the seniority
clause of the CS
contract when it didn’t
grant Smith's shift
assignment request, even
though she had the most
66 I n the 25 years I have worked at parole, one of the biggest differences is employee morale. Morale is
lower now, it is not as good. All employees — bosses, whatever — need to be treated with a little more
respect, because title is not everything. We all have things to offer regardless of title. We are all needed in a
different way, and we all contribute something valuable. 99
Page 6
ase er
200 Worens i ruts WOS™
THE WORK FORCE
“CSEA will zealously fight sex
discrimination and employers
when they discriminate against
female employees regarding
salary, job opportunities,
assignments and the bidding
for jobs,” said CSEA Labor
Relations Specialist Art
Fleischner said.
Sheriff Dan
Keating’s jail
staffing policy
required three
female corrections
officers on each
shift, although a
county law states one female
correction officer must be
present in a jail when a female
inmate is confined,
shuffling of positions, but the
bidding this time will be based
on seniority — not gender.
When told her grievance
victory affected shift bidding at
county jails across the state,
Smith-MacNary glowed.
“lm glad. Corrections
officers are people too. We
need to be able to have a life
outside of the facility,” she said.
— Daniel X. Campbell
The Department of Correctional Services is responsible for the confinement
and habilitation of approximately 72,000 inmates held at 70 state
correctional facilities. DOC’s Auburn prison site dates to 1817.
@ 1817 — New York State opens Auburn prison.
@ 1821 — New York State’s Auburn prison opens a “new wing” built in a cell system to replace
dormitory housing. An experiment to isolate 80 inmates in the “new wing” fails. Inmates are allowed
to leave their cells during the day to work in prison shops. Thus, the “Auburn system” evolves to
|
become the standard for American prisons. |
@ 1832 — At Auburn, the first state prison matron is hired.
@ 1890 — William Kemmiler becomes the first state inmate electrocuted at Auburn.
r5 of the Work Force »)
g,
enjoys listening to all types.
April 2000
Workers to NYS: Disconnect ‘Connections’
child abuse tracking system
CSEA members who work for county
social service departments said the
bedeviled Connections computer system
frequently crashes, is inefficient and wastes
precious time that should be spent
investigating child abuse cases.
CSA REPRESENTS
Social Services
ace and z
Ree Administrative
gets worse
While state
lawmakers
investigate what employees said is a huge
ALBANY — A cantankerous, unforgiving
and hugely expensive computer program
installed by a private contractor is not
helping protect the state’s most vulnerable
children and is forcing union members to
spend more time with paperwork than
$0, et
200 WorKens 1m THIS OS®
troubled kids.
|
PROGRESS? — Information that used to be on three
sheets of paper now takes up 12 Connections
computer screens for each individual and each
incident, quadrupling staff time spent at the
computer — time employees Bruce Stokes, left, and
Wayne Archambeault said could be better spent in
the field.
Private contractor problems
The workers’ criticism comes
on the heels of a state audit that
found the $100 million computer
system has doubled in cost and
remains undeveloped more than
two years after it was supposed
to be helping caseworkers protect
needy children.
“CSEA members and other state
workers could have put together
a much better system for far less
than the money already wasted
on this contractor-provided
system,” said Bruce Stokes, an
18-year employee of the Albany
County Department of Social
Service’s Child Protective Service.
“This computer system will
probably end up costing New
York State taxpayers $200
million,” fumed CSEA member
Wayne Archambeault of the
county unit.
“It hasn’t saved the taxpayers
one dime or improved the service
to endangered children one bit,”
he said bluntly.
statewide computer boondoggle, CSEA
members try to juggle an increasing child
welfare caseload while spending valuable
time cajoling the computer system to work.
The computer program is so unforgiving
it won't let workers correct a factual error
on the screen. Consequently, it may be
impossible to find a known child abuser in
the computer if the name is misspelled on
any of the forms.
Hidden dangers
“That's dangerous,” Stokes said. “You
can lose a real bad file and a history of
abuse because the computer won't let you
correct a typing mistake.
“That means a file could be gone forever
but the problem still remains. Now because
of the unforgiving computer, the hot line or
a fellow worker will not be given the
correct information because the computer
won't allow you to correct an error,” Stokes
said.
Union members blamed the private
contractor who sold the state the system
and the state’s need to spend another $100
million to correct the design flaws.
— Daniel X. Campbell
j of the Work Force )
66 [have friends who hate their jobs. But I love my job and I love helping people. I also love
talking about Saratoga. ”9
— Doris Dyer, senior typist, Saratoga Springs City Hall and unofficial greeter of city hall
visitors
April 2000 THE WORK FORCE -etws
Private vendor is all wet:
Foil plans to contract out polluted lake cleanup
SYRACUSE — CSEA has won another
victory in the contracting out wars by
ensuring CSEA workers — not an outside
contractor —
will clean up one
of the state’s
most polluted
waterways,
Onondaga Lake.
Part of the lake
cleanup would
involve the
Onondaga County’s Metropolitan Sewage
Treatment Plant, operated by CSEA
members who
j) work for the
county’s
Drainage and
Sanitation
Department.
Last year, one
proposal for
cleanup involved
a takeover of the
plant by a
at
0, Worwens I TH ovs
private company.
Aggressive CSEA
lobbying and
recent CSEA
political action
| endorsements
that supported
pro-union
candidates
helped the union
Above left, CSEA member Dan Rothwell
tests water samples from Onondaga Lake
while at right, plant operator Jerry
Markert checks a valve.
66 he park is a great place to work, I enjoy the variety of things we do. Just think, people travel a long
ES
w@
prevail. In an unusual move, county
lawmakers directly addressed CSEA’s
concerns by passing some remarkably
strong anti-privatization legislation.
“Whereas this Legislature does not intend
to permit the privatization of some or all of
the operations of the Consolidated Sanitary
District and Department of Drainage and
Sanitation ... this Legislature hereby
declares it to be the policy of Onondaga
County to continue to operate the
Department of Drainage and Sanitation as a
department of county government and to
retain its employees as county employees,”
reads the resolution passed by county
lawmakers.
“We're pleased the county recognized the
value of keeping this facility publicly owned
© The Onondaga Drainage and
Sanitation Department is
responsible for the collection
and treatment of about 3.3
billion gallons of wastewater
a year which is received from
homes, businesses and
industries.
© Onondaga County is under
the gun to come up with a
plan to clean up Onondaga
Lake or face federal fines.
° By 1940, the lake was
declared unsafe for
swimming and by the 1970s,
fishing was banned.
and operated, said Local President Frank
Forte.
“By keeping control of the facility, we can
better maintain the quality and costs of the
services our members provide to the
public. And our members won't lose their
jobs to contracting out,” Forte added.
— Mark M. Kotzin
of the Work Force )
way to come here and enjoy the park on the weekend. I work here every day.99
page 8 EA aa
April
Ken Ballard, general mechanic — Saratoga State Park
2000
Sit down, be quiet and listen:
Telling it like it is to school board
AMITYVILLE — CSEA members gave a Long Island (SEA REPRESENTS
school board a crash course in civics and r F
government recently, as workers explained the
vital role they have in public education.
Contracts covering about 200 custodial workers
and teaching assistants in the Amityville school A
district expired in June, although tough negotiating by © 00 worxens N “ug wo
the union has failed to break the impasse declared in
talks for the teaching assistants.
“I want to tell you about the important work we do,” said Teacher
Assistants Unit President Blanche Williams to the attentive school board
members.
“The special education aides take care of individual students with special
needs, which are physical, mental or both.
“Teaching assistants are college-educated individuals responsible for
academics. Health aides take care of the health and well-being of the
children. We are certified in first aid and CPR,” said Williams.
“All of us are doing our part to help raise these children. Remember, it
takes an entire village to raise a child,” Williams said.
The solidarity shown by the union members who attended the board
meeting “was a great step forward in showing the district their commitment
to getting fair contracts,” said CSEA Labor Relations Specialist Heidi Horn,
who is leading negotiations for both units.
“Our Amityville School District members are proving to the board they are
not going away. They are going to remain united and strong and fight for
contracts they can really live
with,” said CSEA Long Island
Region President Nick LaMorte.
CSEA Suffolk Educational
Local is also supporting the
units in the continuing contract
fight.
CSEA Teacher Assistants Unit
President Blanche Williams
addresses the school board
while the CSEA members look
on in support.
Safer, newer buses focus
of CSEA-supported bills
CSEA is supporting several bills in the state Legislature
to help make school bus transportation safer and more
efficient.
Union leaders are asking members to call or write their
state lawmakers and urge them to support these bills.
“The safety of our children and CSEA members who
provide daily school district services is paramount,” said
CSEA President Danny Donohue.
“These important bills address the very real concerns of
our thousands of members who work in the districts,” he
added.
School Bus Standees (S.1639 / A.2845)
This bill would prohibit the operation of a school bus
while any passenger is standing. The bill has passed the
Senate and Assembly. Members are urged to call the
governor at 518-474-8390 and urge him to sign the measure.
Unauthorized Entry of a School Bus (8.103 / A.358)
This bill would make it a crime for unauthorized adults
to enter or loiter on school buses.
School Bus Revolving Loan
In response to the many unsafe incidents involving
private school bus contractors, CSEA has proposed the
creation of a revolving loan fund to help school districts
buy new school buses.
This will help public schools convert from private bus
contractors to district-provided bus services, meet new
health and safety requirements and eliminate school bus
standees.
Prevailing Wage for School Bus Drivers
CSEA has proposed a measure that would require
private contractors pay cafeteria and transportation
workers the prevailing wage of the region a school district
is located in.
: XS of the Work Force )
“| look forward to going to work. Evéryone is like a family. The kids are good. We haveyabout 200 kids
here. I love to bake. Sometimes I'll make muffins or homemade soup for the kids. What gets to me is
when I see children who once came to kindergarten here and now they're bringing their own kids here. I'll
tell the kids ‘I remember your mother when she came to school here.’99
Anna Morrison, food service helper — Poughkeepsie School District. Anna is a 26-year employee of
the district and works at Columbus Elementary School in Poughkeepsie.
April 2000 THE WORK FORCE (erm
The tax man cometh! |
Cheat the government or your kids, 667] he cigarette wholesalers an
and trouble is at your door bodegas we go to are often
places with rats and waterbugs all
They step over sleeping 3
transients to reach the
stoop, empty glass crack
vials crackling underfoot
with each step toward the
door.
With an ear cocked
toward the apartment, they
listen for the warning bark
their nervousness makes us nervou#. 39
See ile ig a i “We oo a go Our nee i “Our office staff talks with the client, usually an ex-wife, and gets 66 nce we seized a taxi medallion that
ey are often hiding something else or don’t thin i ation: al . an i
ae : we are who we Say we are, so they are nervous, eee oui beads onvemployers: 2ny. was auctioned for $30, 000. The
ey're not cops on the and their nervousness makes us nervous. “ ; 7 sed on that information. If ;
beat, but tax compliance “One seizure, they had been watching the d AAS see sa fies a eee oie mother was so overwhelmed. There was
agents with the state place for two weeks but never saw cigarettes come roperty, garnish wages, seize cars and boats.” $30,000 going right to the kids who were a
department of Taxation and in. Finally it happened, and when we went in and “We have never had any physical confrontation. We encounter ae
Finance who collect unpaid raided the place we found 75 large garbage bags rts, urine in elevators, transients, but we try and blend into the little older and ready to start college.99
sales tax and child support. full of drug merchandise,” Govan said. leighborhood. i :
These CSEA members Agents frequently encounter other odd : “Nobody is happy when we come, but this is not new to them.
endure some of the situations. Whey have been given ample notice and prompting. We work at all “There was a young girl who pretended she was having a heart
harshest and most “One man ran an operation out of his ours. We seize at 4 a.m. when no one is awake, We don’t want attack. She jumped up when EMS gave her oxygen.
dangerous conditions to one-bedroom apartment. We found 4,000 cartons Hlonflict either,” Tringali said. “Apparently she recovered quickly, because she was in the next
enforce the state’s stringent of cigarettes in this tiny apartment. He used them Evadiedow wlierettie money you collect is going,” Artz added. day with the money. You know it’s fake, but it is their way of
sales and cigarette tax and as furniture — even his daughter’s bed was on top “Once we seized a taxi medallion that was auctioned for $30,000. stopping the situation,” McGivney said.
child support laws. of cartons and cartons of cigarettes,” Govan said. he mother was so overwhelmed. There was $30,000 going right to Stories and excuses abound.
What will the 55-cent per pack state tax increase —_¢fihe kids who were a little older and ready to start college,” Artz “You hear a whole lot of sob stories, a relative passed away, they
Gas, booze and butts that took effect in March mean to Govan and his Mai had to send money back to their country, you’re putting them out
Daniel Govan, one of nine colleagues? , of business, their kids will go hungry. We deal with a wide range of
excise tax compliance “Many more violators, more work, more fines, businesses, and it’s only a very small few who do not understand,
agents in the petroleum, CSEA membérs and Tax and Finance Department more arrests. Double the tax, the work will be Sales tax collection part of the job the rest don’t care,” McGivney said.
alcohol and tobacco investigators Mel Fuller and John Connolly doubled,” he said. When Mary McGivney started as a tax agent 10 years ago, “you “After many, many warnings, I seized a family business,” said
division in New York City, Inventory confiscated/alcohol and'cigarettes ‘ould go out on a seizure and there would be a huge dog you Ivan Bowry, a tax agent for eight years.
hunts for untaxed stored in the department's upstate warehouse. Stiffing the kids @ouldn’t get in, they'd threaten you. Now we bring the police along “They moved across the street and started a new business and
cigarettes. Peter Tringali and Janet Artz, agents in the two-year-old child Mind it’s much cane she said. "did the same thing. I got assigned the case again,” he said.
“The cigarette wholesalers and bodegas we go to are often dirty _ support enforcement program, find deadbeat parents and then the Ifa business doesn't pay the state the sales tax it collects
places with. rats and waterbugs all around,” Govan said. rainbow and the pot of gold for the kids. IcGivney will pay a visit. And she’s heard every trick in the book. — Ann Carroll
Perea THE WORK FORCE = April 2000 April 2000 THE WORK FORCE
State’s safety and health “watchdogs”
need to be watched asuwISzalo Saas
Unions seek investigation e
of state’s PESH bureau
CSEA and other labor unions are demanding state
lawmakers investigate the state agency responsible for
on-the-job safety because the
safety watchdog has more
bark than bite.
In a move designed to
make the safety unit more
accountable, union leaders
Bn said the probe should focus
265,000 mempens S128 on the state Public Employee
Safety and Health Bureau’s
(PESH) staffing patterns and investigate charges that
PESH managers improperly interfere with inspections and
enforcement actions.
At a press conference in Albany recently, the union
officials also asked the state comptroller to audit the
bureau because last year PESH fined employers only
$3,500.
PESH fines against employers for safety and health
violations totaled more than $300,000 a few years ago. Pustic Sector Employees INJURED Twice As OFTEN
PESH, a division of the state Labor Department, is
responsible for investigating and correcting public
employee workplace safety and health problems.
“LOCAL 1000 AFSCME 5
gh Of AFL. 010
Not doing the job
But the U.S. Occupational ee a Health Private |@ 1 00 Worke Ss
Administration (OSHA), which gives PESH about half its Sector :
money to carry out its mission, says the agency must 4
correct serious enforcement deficiencies to maintain . :
federal approval and funding. 4.3 injuries/hundred workers*
Responding to complaints from CSEA and other public * 244,700 injuries, assaults and ilinesses/7,921,000 private industry workers
employee unions, OSHA has filed 10 complaints against
the state unit for not properly enforcing safety and health
law.
“There is no excuse for anything less than 100 percent
commitment to worker safety and health,” CSEA
President Danny Donohue said. .
“The standards for safe work sites are not arbitrary or 1 00 Worke rs
frivolous; they are intended to protect people’s lives and
well being,” he added.
The number of PESH inspections has declined from 10.5 injuriesfhundred workers*
3,432 in 1997 to a low of 1,863 in 1999.
The Public Employees Federation (PEF), which
represents PESH inspectors, surveyed the employees 1998
about problems in the agency earlier this year. NYS Department of Labor
Responses included: understaffing, insufficient training
and inadequate management support for enforcement.
* 56,600 injuries, assaults and iltnesses/ 1,200,000 state and local workers
— Ed Molitor
page 12 EGO ea April 2000
Naw York Stat
400,000 strong...
fighting for working families
WE are affiliates in New York State of the
American Federation of State, County & Municipal Employees.
WE are workers joined together in solidarity.
WE represent a rainbow of people in every job imaginable.
WE’RE on the job 24 hours a day, seven days a week.
WE’RE downstate and upstate.
WE’RE in the public sector, private sector
and not-for-profit agencies.
WE’RE 400,000 members — and their families.
WE’RE your family, friends and neighbors.
AFSCME, or the American Federation of State, County and
Municipal Employees, is a 1.3 million-member international union.
In New York, our membership is organized this way:
District Council 35
+ District Council 37
+ District Council 66
+ Council 82
+ CSEA Local 1000
+ District Council 1707
= 400,000 members
AFSCME International
Gerald W. McEntee
AFSCME President
Gerald W. McEntee is
the International President of
the 1.3 million member
American Federation of State,
County and Municipal
Employees, one of the fastest-
growing unions in the U.S.A.
McEntee was first elected AFSCME President in
1981 and was re-elected in June 1996 for a fifth
consecutive four-year term.
As a Vice President of the AFL-CIO, a
member of its Executive Committee, chair of the
federation’s Political Education Committee, and a
member of its Organizing and Public Relations
Committees, McEntee plays a key role in the
leadership of the labor movement.
As Political Education Committee chair,
McEntee devised the highly successful voter
education “Labor ‘96” campaign, which thrust
issues important to working families to the top of
America’s political agenda. In addition, he
convened the group of union leaders who
launched the “New Voice For American Workers”
campaign that elected John Sweeney, Richard
Trumka and AFSCME’s own Linda Chavez-
Thompson to head the AFL-CIO,
McEntee has long been a leader in the
fight to reform the nation’s health care system.
William Lucy
AFSCME Secretary-Treasurer
William (Bill) Lucy
was elected AFSCME
Secretary-Treasurer — the
second highest ranking
officer — in May 1972. He
has been re-elected every
four years, most recently in
1996.
In addition to his position at AFSCME,
Lucy is an important leader of the AFL-CIO, In
October 1995, Lucy was named a member of the
AFL-CIO Executive Council and is vice
president of the AFL-CIO’s Industrial Union
Department, Maritime Trades Department, and
Department for Professional Employees.
Lucy, who worked closely with Dr.
Martin Luther King Jr. in the struggle for civil
rights, is a member of the National Leadership
Conference on Civil Rights. He is a founder and
President of the Coalition of Black Trade
Unionists (CBTU), an organization of union
leaders and rank-and-file members dedicated to
the unique needs of African-Americans and
minority group workers.
——< Take a look at the parts that
eae eee
dd up to AFSCME New York:——
Our Council is comprised of three locals within the City
of Buffalo — Local 264, 650 and 2651, which total 2,400
members.
Local 264 represents the Blue Collar workers and is the
largest of the three units in the Local. We also represent the
Buffalo Municipal Housing Authority’s blue, white and
managerial employees. The Board of Education is the third
unit represented by Local 264. This bargaining unit includes
the food service workers, cook managers and service center
employees.
Local 650 represents the White Collar workers. The vast
majority are within City Hall, but they do have members
within other work locations in the city. The Local represents 289 different job titles.
Local 2651 represents the building inspectors for the City of Buffalo. There are
approximately 55 members within their Local. They are responsible for inspecting
Buffalo's housing stock and investigating code violations.
Our intent is to push back privatization and secure our future in the workplace.
We, the employees, are the best natural resource that Buffalo has at its disposal. We
are the veteran employees who have knowledge through actual hands-on experiences
David Christopher
and are willing and eager to share our wealth of expertise with management. We will
be heard on this issue.
We are also dedicated to improving our health care benefits package. By
improve, we mean we will attempt to redefine the way monies are being spent for
health care. The cost of pharmaceuticals is one of the major reasons for the
escalating cost of medical insurance. We are determined to find a creative way to
fund that portion of the benefit while keeping coverage intact. Coverage for an aging
workforce is now more in the spotlight as the baby boomers become the gray
majority.
Another goal will be to awaken a passive enrollment. We need our members to
realize that the rank and file is the Union. We need to refocus our membership and
assure them that they should be more aware of their respective Local’s activities.
They should be involved and informed of what is truly going on and not depend on
second-hand information or gossip. Our goal will be to have our committees
overflow with applicants and to have our members eager for chapter and general
membership meetings.
Those are some of the goals of Council 35. We have begun to recommit
ourselves to these goals and will accomplish this with our members’ help.
David Christopher is president.
AFSCME Council 66
From its beginnings 30 years ago, Council 66 has grown
from a handful of local unions scattered across upstate New
York into a labor coalition that is 11,000 members strong. We
represent a wide array of titles within nearly 70 local unions in
New York, also counting among our members the
approximately 150 staff attorneys that work for the United
Auto Workers in such locations as Syracuse, Cleveland,
Toledo, Detroit, Oklahoma City and Shreveport, Louisiana.
Council 66 also has thousands of members working in the
fields of health care, public school support, waste water
treatment, municipal public works and parks departments, and
city engineering. We represent locals that have 2,000 of
members as well as those with a half-dozen.
Our largest locals are Erie County Blue Collar Employees (Local 1095),
Rochester Board of Education Non-Teaching Employees (Local 2419), City of
Rochester (Local 1635) and City of Syracuse (Local 400). Among our smallest are
the Town of Warrensburg (Local 1046B), Saratoga County EOC (Local 3414) and
the Town of Van Buren (Local 2660).
Anthony Gingello
No matter what size the local is, however, our six area representatives are
committed to each and every one of the Council's members, striving to negotiate the
best possible contract, win arbitrations and advocate for fair treatment by
management.
AFSCME Council 66 keeps close watch on such issues as consolidation and
privatization of public services, pensions, ergonomic standards and the permanent
passage of an Agency Fee bill.
Later this spring in Washington, D.C., our Education Director, Brian Woods,
spearheads hearings in front of the Occupational Safety and Health Administration
concerning repetitive stress injuries. Brian is also vice president of Local 1635 and
as such has worked first-hand with those who have been injured while working at
Rochester’s Emergency-911 call center, successfully pursuing its safe redesign.
Tam proud that Council 66 has been at the forefront of this issue, especially as
more of our members work at computers daily. We are hopeful of good results from
these hearings and expect to see OSHA standards with teeth in them so that all
workers can be safe on the job.
Anthony Gingello is executive director and president.
: : District Council 37 :
District Council 37 is on the move for our members and
our communities. What you see at DC 37 these days is people
power in action.
Our union is 125,000 members strong — the largest
public employee union in New York City. Our members are
the “Everyday Heroes” who work around-the-clock to improve
the quality of life in the Big Apple. We care for the sick, the
children, the elderly. We maintain bridges, parks, roads and
subways. We staff the hospitals, schools, libraries, job centers
and city colleges. We do the clerical work, the maintenance
work, and the technical work that keeps the city running.
Our state members uphold rent regulations and serve as
interpreters and reporters in the courts. Some of us wear a uniform, some of us wear
a hard hat, some of us use a computer or calculator.
Working together with our AFSCME sisters and brothers across New York State,
we are a mighty and powerful force to be reckoned with.
We continue to fight against privatization on all fronts — in the streets, in
Albany, at City Hall and in the courts. And we’ve won. We've saved the jobs of our
members and stopped public facilities and services from being sold to for-profit
companies,
When there have been attacks on civil service, when the Mayor has tried to use
workfare to displace our members, we've fought back. We filed lawsuits on behaif
of parks workers and others whose jobs were being threatened. We also urged the
City Council to pass the Transitional Jobs bill that offers real opportunities for
workfare participants — not the dead-end jobs they are currently assigned.
DC 37 flexed its considerable political muscle this year. Vice President Gore
visited members at DC 37 headquarters, as did Hillary Clinton. Working closely
with other unions, we spearheaded a downstate, grassroots political campaign on the
Vice President’s behalf during the recent primary that resulted in his overwhelming
victory in New York City. Volunteers worked the phone banks and distributed
literature to encourage New Yorkers to go to the polls.
In addition, our members are taught how to lobby, get-out-the-voie and push for
a pro-worker agenda.
In March, we began contract negotiations to win long overdue raises and benefit
and pension improvements for our members. We see prosperity all around us, a city
flush with surplus money and we are determined to get our fair share; but we also
have a broader vision. We believe everyone has a right to quality jobs, quality health
care and quality education.
As members of DC 37, we belong to a union that has always sought social and
economic justice for all. So we will continue to talk out about the divisions that
plague the great city in which we all live and work while supporting religious, civic
and elected leaders who are committed to bridging these gaps.
DC 37 is stepping out boldly, with a new spirit and vigor. We are constantly
challenging ourselves by asking, “If not us, who? If not now, when?” The answers
to these questions reaffirm our need to stand up and speak out for our members and
champion those issues that will benefit all working women and men.
Lee Saunders is administrator.
Council 82 is a union of law enforcement officers
whose members work in state and local government
departments across New York State.
Organized into 46 local unions, Council 82 members
are city police officers, county correction officers, county
deputy sheriffs, and state corrections lieutenants as well as
other law enforcement supervisors in various agencies of
state government.
The corrections lieutenants work in the 70 state
prisons. Other state supervisors include captains among
Environmental Conservation officers as well as the
supervisors in the police units on all of the State University
of New York Campuses, and the New York State Park Police.
Council 82 has a long history, having been founded three decades ago, as
the successor to Council 50, the original corrections and law enforcement union.
In addition to the traditional issues for unions — wages, benefits, and
working conditions — Council 82 has fought for health and safety on the job,
for improved pensions, and for help for the disabled officers and other members
of the locals.
Carrying on that fight involved the parent union, AFSCME and the staff of
CSEA is moving forward like never before.
For the past three years CSEA has laid the groundwork
to transform our union — to make it more effective and
responsive to the needs of our membership. In the past year
we have lived that transformation through unprecedented
activism in our ranks.
CSEA represents 265,000 members performing every
kind of job in state, county and municipal government,
school districts, libraries and private sector units, in every
part of New York. Fewer than half of CSEA’s members
work for the state of New York. Yet, a difficult state contract
fight has galvanized our membership and helped redefine what we are all about
as a union.
CSEA members have demanded that we be treated with the fairness and
respect that we deserve and have earned. We have demonstrated in every part of
the state that the work and needs of CSEA members must never be taken for
granted.
When the governor encountered angry CSEA members (or AFSCME
Danny Donohue
The first year of the new millennium is being used to
campaign for parity in the wages and benefits received by
the lowest paid workers while simultaneously fighting to
raise the standard of living of all DC 1707 members.
Our Council represents 25,000 workers in the not for
profit sector in Day Care, Head Start, Home Care, Social
Services, Educational Institutions and National
Organizations. The campaign for parity has already led to
ground breaking contracts this year at the Jewish Child
Care Association and at the United Jewish Federation. At
both of these agencies, the lowest paid members have
received additional wages and benefits on top of the overall negotiated increases.
We have stepped up our political action work, including lobbying, to put an
end to New York City Mayor Rudolph Giuliani's annual policies of delaying
wages and benefits to our members in Day Care and Head Start at the start of
each fiscal year. In some cases workers have gone as long as two months
Josephine LeBeau
AFSCME New York, which provided research and education programs for the
members and their leaders.
Council 82 has played a substantial role in the political process in New York
State, reflecting the major commitment that its members made years ago, to
establish an active political action program.
This commitment to political action and a legislative program recognized by
elected offici round the state has helped Council 82 members improve
working conditions and achieve better contracts.
Its organization for retirees, Chapter 82, is in the forefront of groups that
fight for the well-being of retired men and women, inside and outside of
Council 82. The efforts to improve pensions and pension supplements
continues through the efforts of council retirees. One of the major issues this
year is a cost of living increase that will allow retirees to keep up with inflation.
This, when achieved, will allow Council 82 retirees and other AFSCME New
York retirees to live in dignity, when they are on fixed incomes.
Strong commitments to organizing and health safety on the job are
manifested in the programs that have been set up to bring in new law
enforcement locals and provide the latest health and safety information directly
to the members, through publications and training seminars.
Michael Marette is administrator.
CSEA/AFSCME Local 1000
representatives) wherever he traveled in the past year, it delivered a strong
message that CSEA members would not be denied.
When CSEA demonstrated the strength and solidarity of 20,000 union
members outside the Capitol during the governor’s State of the State speech in
January, it showed “official” New York that “We’ve Got the Power.”
In all of these actions it has been all of CSEA’s members, not just state
employees, working together toward a common cause — a stronger union!
But we have only begun to tap the full strength of our union and we must all
share that responsibility. For CSEA, there are three priorities: organizing,
representation and political action.
It is the single-minded purpose of the CSEA leadership to increase the
involvement of CSEA members in each of these areas.
Our efforts to become an even stronger force for working families can only
be helped by closer coordination with our brothers and sisters in the other
AFSCME Councils. Together we are part of the biggest and best union in the
country. Nowhere is that more apparent than in New York.
Danny Donohue is president. He also serves as an AFSCME international
vice president.
‘District Council 1707
without pay. On top of this insult from the Mayor, there is not enough money
going into renovations of existing center-based child care facilities. Instead there
have been revelations in the media about how the Mayor is rewarding his friends
with vouchers that serve the few, while tens of thousands need public child care.
In upstate New York we are working with legislators and our members to put
an end to the anti-union policies of Health and Human Services that result in
closings of unionized Head Start programs.
My union, which led the way in organizing Home Care workers, is still very
much involved in the campaigns for funding home health care and in
organizing unorganized home care workers.
Having celebrated our 25th year as an AFSCME council last year, we made a
promise that the next 25 years will be twice as productive.
Josephine LeBeau is executive director. She also serves as an AFSCME
international vice president.
AFSCME Council 35
120 Delaware Ave.
Buffalo, N.Y. 14202
(716) 852-0883
District 37
125 Barclay St.
New York, N.Y. 10007
(212) 815-1000
AFSCME Council 66
2680 West Ridge Rd., Suite 203
Rochester, N.Y. 14626
(716) 225-6130
Council 82
63 Colvin Ave.
Albany, N.Y. 12206
(518) 489-8424
CSEA/AFSCME Local 1000
143 Washington Ave.
Albany, N.Y. 12210
(518) 257-1000
District Council 1707
75 Varick St., 14th floor
New York, N.Y. 10013
(212) 219-0022
AFSCME New York State
212 Great Oaks Blvd.
Albany, New York 12203
(518) 869-2245
Centative
Here’s how the new CSEA contract
benefits members like you
“I need my raise now. Not next year or the
year after, | need it now.”
Mary H. Starker is a keyboard specialist at the Office of
Real Property Services in Albany. She has 24 years of
service. Starker has seven grandchildren and plans to
use her extra money to fix up her house, buy a new car |
and visit her children and grandchildren in lowa.
“T think this is a
fair contract
that we worked very long
and hard to get, not only the
negotiating team but all the
members. Within the contract
there is something for almost
everyone. Members should
look into the contract beyond
the money issues. There's a
lot of other things that we
worked hard to get that I
think the members will find
positive. I’m very confident
the members will ratify this.”
Bailous
“T think we’ve
=| addressed just
about all of the concerns the
members told us to go back
to the table to address. It’s a
well-rounded contract, a fair
contract. I’m happy with it
and I think the membership
will be ecstatic with it, I
really do. It’s a good
package.”
Donna
Smith
a “Tam proud. I
think it’s the
best contract we've had in a
long time. It meets the needs
of almost every member.”
Health Option Program
“Starting next year, I can reduce my health
insurance premiums by $300 in exchange for
three days sick leave. And since I have
individual coverage, my health insurance will
be fully paid for. That's more money in my
pocket.”
Service Award for Tier 1 & 2
“This retirement benefit is for the rest of
your life. I'm getting two years of extra service
credit which means I'll be able to retire two
years early with an extra
$75 or $100 a month for life, And I'm going to!
That's a big plus for me.”
Employee Development & Training
“I take CSEAP courses all the time and I'm
really glad the contract puts more money into
programs like CSEAP. When we didn’t have a
contract they couldn't afford to pay for all of
the courses that a secretary has to keep up
with. To keep up with today’s technology we
have to have it.”
“There’s a lot in that contract when you take
the time to look at it. If you don’t,
you won't know about it.”
Betty Revis is a mental hygiene therapy aide at Pilgrim
Psychiatric Center on Long Island. She has 13 years of
service. A grandmother of three, Revis plans to invest her
extra money in the deferred compensation program.
Retirement Contribution for Tier 3 & 4
“Since I won't have to pay into the
retirement system anymore, I'm basically
getting another 3 percent raise on top of
everything else for life. That's great. I like
that. I'm going to put that extra money into
the Deferred Comp program; you know, invest
it and make even more money. People in Tier
3 and 4 are going to make out excellent.”
Downstate Adjustment &
Inconvenience Pay
“Gas prices, everything down here is
expensive now. | bought heating oil last
month and what I used to pay $80 for now
costs me $110. The increase in the downstate
adjustment will pay for that. It does help.
Same thing with the $100 increase in
inconvenience pay, every little bit helps.”
Overtime Meal Allowance
“Look at the meal tickets. They went up to
$5. You can't even go to McDonalds with
$3.50. I usually give my meal tickets to my
grandchildren. So they'll be happy.”
“| think this is the best contract we
were going to get.”
John Halloran is a general mechanic at the Upstate
Medical Center in Syracuse. He has 10 years of service. A
father of two, Halloran says he has no plans for his extra
money, but says he’s looking forward to getting it.
Retirement Contribution for Tier 3 & 4
“Ino longer have to pay 3 percent of my
salary into the retirement system, so that’s
like another 3 percent raise on top of
everything else. So the across-the-board
salary increases work out to be a lot more
than the 3's and 3-1/2's. I think that’s one of
the best parts of the whole contract.”
Prescription Drug Coverage
“I've been paying something like $300
more a year for family coverage since the
state took over our prescription drug =
program. Now I won't have to pay any
prescription drug premiums until 2003.
Anything that puts money
back in my pocket is good.”
Employee Development & Training
“I'm going to be reapplying for LEAP. I
think it’s great that the funding will be
increased. It’s a great program and they
deserve all the funding they can get.”
Dependent Care Advantage Account
“My kids go to (an extended day)
program before school starts, Now I can set
up a fund to pay for this in pre-tax dollars
and the state’s going to kick in money too,
That's definitely another plus.”
Negotiating Team Members
Connor |
“It’s taken
a year and
Ican
honestly now say that
I'm glad it took us this
long. I don’t regret that
it took us this long
because we looked at
the aspects of how it
would benefit every
member in every
bargaining unit, people
who have been here a
short time, long-term
employees and we put
money in every single
person’s pocket.”
Debra
Boyd |;
“This
contract is
fabulous for everybody.
Whether you're here
five years or 50 years,
it’s fabulous.”
Bob
Timpano })
“This
contract is
a fair and equitable
contract. It’s a team-
driven contract. We as
the negotiators and as
members are bringing
back to you a contract
that’s very fair and
equitable. And with the
state’s fiscal stability
right now, it’s a good
offer and I really urge
the membership to
think hard and vote
‘yes’ for this contract.”
CSEA-NYS tentative
contract language
inside Ca
April 20 THE WORK FORCE STATE CONTRACT EDITION
Additions, deletions from 1999-2003
Tentative state contract agreement
All additions, deletions and language from the tentative 1999-2003 state contract agreement follow on Pages 2-12. Underlined language is new;
strike-out language has been deleted from the previous agreement. The language flows left to right, top to bottom, page to page.
All additions, deletions and language from the tentative 1999-2003 state
contract agreement follow on Pages 2-7. Underlined language is new;
strike-out language has been deleted from the previous pact. The lan-
guage flows left to right, top to bottom, page to page.
Article 4-Employee Organization Rights (ASU, DMNA, ISU, OSU)
§4.6 Access to Employees
(a) CSEA representatives shall, on an exclusive basis, except during campaign
periods and periods of challenge as defined in Section 208 of the Civil Service
Law, have access to employees during working hours to explain CSEA member-
ship, services and programs under mutually developed arrangements with
department or agency heads. Any such arrangements shall ensure that such
access shall not interfere with work duties or work performance. Such consulta-
tions shall be no more than 15 minutes per employee per month, and shall not
exceed an average of 10 percent per month of the employees in the operating
unit (e.g,, institution, DDSO, hospital, college, main office or appropriate facili-
ty) where access is sought.
(b) Department and agency heads may make reasonable and appropriate
arrangements with CSEA whereby it may advise employees of the additional
availability of CSEA representatives for consultations during non-working hours
concerning CSEA membership, services and programs.
(c) Access to employees for purposes related to grievance and discipline is pro-
vided in Section 4.9 of the Agreement.
$4.8 Leave for Internal Union Affairs (ASU, ISU, OSU)
(a)(1) The State shall grant a total of 750 workdays of employee organization
leave during each year of the Agreement to CSEA as a whole (Administrative,
Division of Military and Naval Affairs, Institutional and Operational Units) for
the use of employees attending internal CSEA committee and Board meetings.
Within 30 days of the execution of this Agreement, CSEA shall provide the State
with a list of committees and boards in the categories described above, along
with the names and work locations of employees appointed to those committees
and boards. Only employees so designated shall be entitled to authorized
employee organization leave and only for the committees and boards provided as
required above. CSRA shall notify the State in writing of any addition or deletion
of committees and boards and/or employees assigned to those committees or
boards. Failure to notify the State accordingly can result in the forfeiture of use
of employee organization leave for the desired purpose at the State’s discretion.
In the event that CSEA exceeds the 750 workday employee organization leave
maximum described herein, CSEA shall reimburse the State for the actual cost
of the involved employee(s)’ salary.
(2) Employee organization leave shall be granted for one (1) delegate meeting
per year, not to exceed five (5) days’ duration. In addition, reasonable travel
time shall be granted for such meetings.
(3) Present methods and procedure for approving applications for attendance at
such meetings described in (1) and (2) above shall continue unchanged.
(b) A reasonable number of employees serving on CSEA statewide negotiating
teams shall be granted employee organization leave, including reasonable time
for preparation and travel time, for the purpose of negotiating with representa
tives of the State,
(c) Employee organization leave pursuant to subdivision (a) of this section may
not be granted unless CSEA provides to the Director of the Governor's Office of
Employee Relations or the Director's designee at least five (5) days advance
notice of the purpose and dates for which such leave is requested and the
names and work stations of the employees for whom such leave is requested,
‘The granting of such leave shail be subject to the reasonable operating needs of
the State,
(d) CSEA shall provide to the Director of the Governor's Office of Employee
Relations, on a quarterly basis, a list of CSEA officers and directors, local offi-
cers, and other employees eligible for employee organization leave, together
ficial work stations, departments and agencies of such employees, Where
a CSEA Local is comprised of employees from more than one agency and/or work
location, CSEA shall so indicate. An employee whose name does not appear on
the list can be denied employee organization leave, at the State's discretion.
(e) Under special circumstances and upon advance request, additional employee
organization leave may be granted by the Director of the Governor's Office of
Employee Relations.
$4.9 Contract/Non-Contract and Disciplinary Grievance Investigation
and Representation
(a) CSEA Local representatives shall be granted reasonable and necessary
employee organization leave, including travel time, for the investigation of
claimed grievances and processing of grievances pursuant to the provisions of
Articles 33 and 34 of this Agreement subject to the following conditions:
(1) Employees Designated as Representatives
Beginning April 1, 1999 4996, and quarterly thereafter, C:
Page 2
shall provide the
THE WORK FORCE STATE CONTRACT EDITION
Director of the Governor's Office of Employee Relations with a listing of griev-
ance representatives including official work station and departments/agencies of
such employees. Between quarterly listings, CSEA shall notify the State in writ-
ing on the first of each month of any addition or deletion affecting the employ-
ees eligible for employee organization leave for this purpose.
Where a CSBA Local is comprised of employees from more than one agency
and/or work location, CSEA shall so indicate. An employee whose name does not
appear on the list can be denied employee organization leave, at the State's dis-
cretion.
(2) When such activities extend beyond the employee's scheduled working
hours, such time shall not be considered as in paid status.
Article 4 - Employee Organization Rights (DMNA)
Delete current §4.7 and §4.8 and replace with:
§4.7 Leave { ean internal Union. in
1 if em wnizatir
leave during ao year of the rom to CSEA as a whole (Administrative.
mn. of Mili n¢ ration
Division of Military and Naval Affairs, Institutional and Operational Units) for
the use of employees attending internal CSEA committee and Board aes
Within 30 d
with a list of committees and boards in the categories described above, al ong
with the names and work locations of employees appointed to those committees
and boards. Only employees so designated shall be entitled to authorized
employee organization leave and only for the committees and boards provided as
required above. CSEA shall notify the State in writing of any addition or deletion
of committees and boards and/or employees assigned to those committees or
boards. Failure to notify the State according ‘in the forfeiture of use
of employee organization leave for the desired purpose at the State's discretion.
In the event that CSEA exceeds the 750 workday employee organization leave
maximum described herein, CSEA shall reimburse the State for the actual cost
of the involved employee(s)’ salary,
(2) Employee orgetzation leave shall be grant for one (1) delegate meeting
per year, not to exceed luration. In addition, reasonabl
time shall be gran! ne Rea Imes
(3) Present methods and procedure for approving applications for atten
such meetings described wad (2) above shall continue unchange
(b) A reasonable number of employees serving on CSEA statewide negotiating
teams shall be granted employee organization leave, including reasonable time
for preparation and travel time, for the purpose of negotiating with representa-
tives of the State,
(c) Employee organization leave pursuant to subdivisi
not be granted unless CSEA provides to the Dire wv Office of
Employee Relations or the Director's designee a (5) days advance
Notice of the purpose and dates for which such leave is requested and the
names and work stations of the employees for whom such leave is requested,
The granting of such leave shall be st ble operating needs of
n_(a) of this section may
@ CSEA shall provide to the Director of the Governor's Office of Employee
Relations, on a quarterly basis, alist of CSEA officers and directors, local off-
cers, and other employees eligible for employee organization leave, together
with official work stations, departments and agencies of such e1
a CSEA Local i is sommiied of emy He oe than one agency. anWor work
location, CSEA vate. s 1e do a
the list can 7 rate ennloree tial
e te ler special ci 1c ss
employee coun leave ae nse time, for the i investiga of
claimed grievances and processing of grievances pursuant to the provisions of
Articles 33 and 34 of this Agreement to the following coi
(1) Employees Designated as Representatives.
Beginning April 1, 1999, and quarterly thereafter, shall provide the
Director of the Governor's Office of Ein lovee Re ‘ith a listing of griev-
ance representatives including official work station and departments/agencies of
es, Bel ui a listings, CSEA shall notify the State in writ-
deletion affecting the employ-
pe apt eros uglier tne
Where a CSEA Local is comprised of employees from more than one agency
andor work location, CSEA shall so indicate, An employee whose name does not
appear on the list can be denied emplovee organization leave, at the State’
cretion.
April
activities extend beyond the employee's scheduled workin;
all not be considered as in paid status,
all be granted a reasonable amount of
ae loyee organization leave, ate travel time, for the purpose of participat-
ing in mutually scheduled joint meetings of speci unittees established pur-
suant to other Articles of this Agreement or mutually scheduled joint meetings
f ;
of management and employees.
$4,884.10 Leave of Absence Information
The State shall provide an employee who is going on an authorized leave of
absence with information regarding continuation of coverage under the State's
Health Insurance Program during such leave. The State shall also provide to
such an employee a memorandum prepared by CSEA regarding necessary pay-
ments for CSEA dues and insurance premiums during such leave.
$4.1] Travel Time.
Travel tir din all mean actual
is Artis
not to exceed five (5) hours each way.
Article 7 Compensation (ASU, ISU, OSU, DMNA)
Delete current $7.1, §7.2, §7.3, $7.4, $7.5, $7.6, $7.7, 87.8, $7.9, §7.10, 87.11,
$7.12, §7.13, §7.14 and §7.15 and replace with:
7.1 mr Fis 1
Each employee who. was | in full-time ee slalus on March 31, 2000 and
inuous service as defined
fihe i A jervice Law shall, on June 1, 2000 or as soon
M ju ee jayment in the amount of $500,
CETTE amount shi Theeeinays Employees who are otherwise eligible for
‘such payment but who were not on the payroll on March 31 and who return to
employment during Fiscal Year 2000-2001 without a break in service shall be eli-
gible for such payment.
$7.2 Salary Increase for Fiscal Year 1999-2000
Effective September 30, 1999 for employees on the admin
October 7, 1999 for employees on the institutional payroll, the
salary of emp!
eee we )
nual
oyees in full-time employment status on September 29, 1099 and
Ortaber 1999. resp tively, shall be increased by three (3.0) percent and the
lule shall be amended by increasing the hiring rate and
fhelob mates rate ol fain ras ) three (3.0) percent, dividing the difference
between the increased hiring and job rates by seven, rounded to the ne dol-
Jar. to determine the value of each increment, and adding seven increments in
hat amount to the Wet rate. ‘The new job rate shall be the amount that results
the hiring rate. Employees whose
steps, or the job rate immediately
prior to the increase in the schedule shall be accorded the benefit of the three
Go percent increase by receiving a salary equal to the new hiring rate, corre-
sponding step, or job rate, respectively, as provided on the September 30, 1999 or
Odtcher’ 1999 schedule.
$7.3 Payment Above the Job Rate for Fiscal Year 1999-2000
(a) Employees who, on their anniesay date complete five (5) years of contin-
uous service as defined b n_130.3(c) of the Civil Service Law at a basic
annual salary equal to or higher than the jot the bl rate, or maximum, of their salary
‘grade, but below the firs! aa ity cand whose most recent performance rat
eee
longevity step in effect on April 1, 1999 or Oct ober 1189, 28 ropriate._
(b) Employees who, on their anniversary date, complete ten (10) years of con:
annual salary equal to. ‘or higher than the job rate, or maximum, of the! their salary
grade, but below the second longevity step and whose most recent performance
Pena “satisfactory” or its equivalent, shall move to the second longevity
ol Longevity ina reases for el igible em iployees will IL become effective in oy pay
roll we imm i
lent.
§7.4 Salary Increas: e for Fiscal Year 2000-2001
Ma es on the administrative payroll and April 6,
2000 for emp ly s on the institutional payroll, the basic annual salary
employees in fulsime employments March 28,2000 and Api
ectivel e increased by three (3.0)
schedule sl be amended by increasing the hit hin rate and the job rate of each
e by th i ffe n the increased hir-
in, aiid job ah epee rounded to ihe nese Val, to determine the value
2000
for Fiscal Year
in effec ril 1, 2000.
‘i :
tinuous service as defined by Section 130.31
7 5
rade, but below the second longevi
of the Civil Servi
i
step and whose most recent
step.
2
ll and April 5,
es in full-time empl in March 28, 2001 and April 4, 2001
ropriat schedule shall be amended by increasing the hiring rate and
ference between the increased hiring and job rates yen, Foun
increments in int to the hiring rate. The new job rz
he hiring r
z ores
March 1) 001 Ir
jloyees who, on their anni late, complete five (5.
qual to or hij er th nthe ee or maximum. ete
eral panarauntel a
i he fi =a cl ep, or
ol
new basic annual xceeding the second
oe lle then in effect il
ir al te, complete ten (10. ears. ofan:
ion 13 of the Civil $
ly
ui et shall is
amar ear etna aver ilpiec haa i aba etor annotate a
“ond longevil lose.
rating was “satisfactory” or its equivalent, shall move to the second longevity
step.
c) Longevity increases for eligible employees will be om effective in the pay-
riod is iately followin, ‘ion of the ino ie
subject to the attainment of a performance rating of "sat isfaton” or its equiva-
I
Tent
87.8 Salary Increase for. Fiscal Year 2002- 2003
ll, the basic annual sak
ena fine nme ats on Aah, 202 an 2
respectively, shall be increased by three and one-half (3.5) percent and the
appropriate salary schedule shall be amended by increasing the hiring rate and
Pe le of each grade by three and one-half_(3.5) percent, dividing the dif-
ference between the increased hiring and job rates by seven, rounded to the
nearest dollar, to determine the val ue of each increment, and adding seven
jount results from th ‘addi n_of
2002 for employees on the institutional pa
n increments to the hiring rate.
Le treme aE TRTI ae A oENTC TROT OMNES
rate immediately prior to othe increase in the se schedule shall ibe accorded the ben-
(a) Employees who, on their anniversary date, complete five (5) years of contin-
uous service as defined by Section 130.3(c) of the Civil Service Law at a basic
annual salary equal to or higher ap ste ant rate, or maximum, of their salary
the first longevi most recent perfo fm ance rat:
r
in “satisfe on ” or its equiv ie first Jor step, 0}
will not result in a isi xceeding the second
THE WORK FORCE STATE CONTRACT EDITION April 20
(a) Employ /ho complete on¢ of service in full-time em
rade, whe the completion of each year of service is rat
advance.
i ra . niles
pleted, any pay period for which the employee was on leave without pay or on
ll pevica wil
remen| es will le to eligible empl on April 1 of the
fisc : i ri
Increms
Effective April 1, 1999, e1 +s hired or promoted on or after April 2. and
il .
hired or promoted on or after ae ae
il ale. A te ye €
regia to serve at Teast one year before receiving their cael Once the
increment is received, subsequent increments will begin on the appropriate
nt anniversary date of either October 1 or April 1. ‘The creation of a sec-
at least one yes the increment is paid but n will wait
increment
age increase in basi a
results in a higher. sala.
For a Promotion of An Increase of
1 grade
6.0%.
15%
Sgrades 9,0 %
CO eaten
ir reclassified to a hight
foe will as ra hare in pay ‘emia inthe ee manner as
ribed for ions ex« tin the event of ion, the new
stall not exceed the second longevity step.
‘$7.12 Movement Between Salary Grades.
For those employees who move between salary grades, service in a higher salary
rade will not be
ment advance in a lower salary grade; service in a lower
re‘ is
Pits Heorenen ed Winer sab whe,
lary il
ala in the Tete rae uni corresponds to their combined increment
ies or other “make irder to avoid the ent of recall
il 1, 1999, fo n the Administratiy land
0. or fou Ta) re
salary. The amount of th state adjustment shall be:
——__EFFECTIVE DATE.
ADMINISTRATIVEPAYROLL INSTITUTIONALPAYROLL
April 1, 1999
March 30, 2000
March 29, 2001
‘March 28, 2002
AMOUNT
March 25, 1999
April 6, 2000.
April 5, 2001
April 4, 2002
annual salary.
$346 7.17 Holiday Pay
(a) Any employee who is entitled to time off with pay on days observed as holi-
days by the State as an employer will receive at the employee's option additional
compensation for time worked on such days or compensatory time off. Such
additional compensation, except as noted in 7.16(d) below, for each such full
day worked will be at the rate of 1/10 of the employee's bi-weekly rate of com-
pensation. Such additional compensation for less than a full day of such work
will be prorated. Such rate of compensation will include geographic, location,
inconvenience, shift pay and the downstate adjustment as may be appropriate to
the place or hours worked, In no event will an employee be entitled to such addi-
tional compensation or compensatory time off unless the employee has been
scheduled or directed to work.
i
shall not th in writing betwee!
0 ;
such oa ‘ons i le await he rhe ferm this
ot already done so ifying the appropri:
April] and 1 in th mn hid
ment lloyee's revocation or waiver, in
which event such revocation or waiver shall remain in effect for the remainder
of the term of this Agreement.
(c) An employee who is called in to work during his or her regularly scheduled
hours of work on a day observed as a holiday by the State as an employer and
which is a day other than the employee's pass day shall receive one-half day's
additional compensation at straight time or one-half day's compensatory time
ofa as appropriate, in accordance with his or her election of hale pay waiver,
if T {1/1
un th e1
Employees who move to a a sali
gible fori
§7.14 Applicability
employees paid on an hourly or
apply to employees cm ona fee schedule.
(b) Section 7.1 above shall apply on a pro rata basis to part-time employees in
employment status aT March 31, 2000 with a toll time in oe status of six 1H
months or more during the preceding fiscal year; this six (6) months of pay sta-
tus shall be called the “qualifying period,” For employees with more than six (6)
ayn Ie qualing peed ha *
ix months in the respective fiscal year. Such empl
dies lari si i
rade and whose sala is below the
sha ona a
diem basis or on any basis other than at an
es paid on an hourly,
work a minimum of one-quarter time, but less than half-time,
{ng thet quallfing prio aha ceive. $1,
work a minimum of half-time, but ss than three-qua jarters time,
rin rit recei
work a minimum of thi i full-time, dur-
ing their qualifying period shall receive $375;
riod shall
work the equivalent of full-time during their qualifyin,
receive $500.
Such section shall not apply to employe
d) Sec y
tala basis as appropriate to employees paid on an hourly or per diem basis or on
schedule.
ae ation and shall inclu ic, location, incon sieice galt pay
and the downstate adjustment as may be appropriate to the place or hours nor-
mally worked. There shall. be no assignment of routine or non-emergency duties
wr other “make work" in ot ic h l-in pay.
(d) Any employee, who is entitled to time off with pay on days observed as the
‘Thanksgiving Day or Christmas Day holidays by the State as an employer, will
receive at the employee's option additional compensation for time worked on
such days or compensatory time off. Such additional compensation for each
such full day worked will be at the rate of 3/20 of the employee's bi-weekly rate
of compensation, Such additional compensation for less than a full day of such
work will be prorated, Such rate of compensation will include geographic, loca-
tion, inconvenience, shift pay and the downstate adjustment as may be appropri-
ate to the place or hours worked. In no event will an employee be entitled to
such additional compensation or compensatory time off unless he or she has
been scheduled or directed to work.
$447 §7.18 Payment of Salary
(a) The “lag payroll” instituted in the 1982-85 Agreement shall remain in effect.
When employees leave State service, their final salary check shall be issued at
the end of the payroll period next following the payroll period in which their ser-
vice is discontinued. This final salary check shall be paid atthe employee's then
current salary rate.
(b) The salary deferral program instituted by legislative action in 1990, and
implemented in 1991, shall remain in effect, Employees shall recover monies
deferred under this program at the time they leave State service, pursuant to the
provisions of Chapter 947 of the Laws of 1990, as amended by Chapter 702 of the
Laws of 1991.
Employees newly added to the payroll shall have five days of salary deferred pur-
Page 3
suant to the provisions of Chapter 947 of the Laws of 1990, as amended by
Chapter 702 of the Laws of 1991.
87.19 Hazardous Duty Pay
rential of $0.43 per ho
ril_1, 2000, pursuant
Article 8 Travel/Relocation Expense Reimbursement-
(ASU/ISU/OSU/DMNNA)
§8.1 Per Diem Meal and Lodging Expenses
Delete §8.1(a), (b), (c) and replace with:
(a) The State agrees to reimburse, on.a per diem basis as established by rules
tee eens mare iene Sai et a Cen eure SuURINre GaC
epee (MeADMAG oo le for Sa (Method 2). at
eit shal beens max see dns
bi ra "| i ,
i
lodging and meal reimbursement rate provided by the U.S. Gener
rospectively in accordance with any revision to
An smolaec i rave] tas fr est than afl ay fo incurs. no lodging
‘ hares S ma be la set ft reas and ner a specie in the rules.
Ain essible
se rates made by the GSA.
Article 9 - Health Insurance-(ASUASU/OSU/DMNA)
$9.1 (a) The State shall continue to provide all the forms and extent of coverage
as defined by the contracts in force on March 31,19959 with the State's health
insurance carriers unless specifically modified by this Agreement.
(b) The State shall provide toll-free telephone service at the Department of Civil
Service Health Insurance Section for informationand assistance to employees
and dependents on health insurance matters,
§9.2 (a) Bective-on-the-date-of hia ; Charges for out-
patient services covered by the hospital contract,including emergency room ser-
vices, will be subject to a $25copayment per outpatient visit. Effective January 1,
1999, this copayment will increase to $30 for emergency room services.
Effective January 1, 2002, the copayment for emergency room servi i
increase to $35. Charges for other outpatient services covered by the hospital
contract will continue to be subject to a $25 Soares
he Joint- Commmitioe-on-Hoalth- Benefits ipon-i Pelerar lua eiediel
eare-Doint-oFSorviee-plon. These hospital outpatient copayments will be waived
for persons admitted to the hospital as an inpatient directly from the outpatient
setting, pre-admission testing/pre-surgical testing prior to an inpatient admis:
sion and for the following covered chronic care outpatient services; Se era
py, radian therapy, henadiaas or phil therapy, erhemodialysia Effec
ly 1, hospi nl zal therapy visits will be subject to
same aes in effect for otal therapy visits under the Managed Physical
Network Program,
(b)Charges for the attending hospital emergency room physician and providers
who administer or interpret radiological exams, laboratory tests, electrocardio-
grams and pathology services directly associated with the covered hospital emer-
gency room care for a medical emergency will be reimbursed under the partici-
pating provider or the basic medical program not subject to deductible or coin-
surance when such services are not included in the hospital facility charge eo
2 8 acti r, the Empire Plan will
include a voluntary “Centers of Excellence Program” “for rgan and ah irans-
ints. r Wil i hosy
tal and physician service (inpatient ient nt) transplant mis fol
low-up care for transplant-relate« ‘ices
other services as identified ig nessa atm alae inclusive
el allowance for transpo1 mM ill be incl
te of the Centers of Excellence Program. The Joint Committee on Health
Benefits will work with the State and Empire Plan carriers in the design, imple-
‘mentation and ongoing oversight of this benefit.
$9.3 The Empire Plan shall include medical/surgical coverage through use of
participating providers who will accept the Plan’s schedule of allowances as pay:
ment in full for covered services. Except as noted below, benefits will be paid
directly to the provider at 100% of the Plan’s schedule not subject to deductible,
coinsurance, or annual lifetime maximums.
(a) Office visit charges by participating providers will be subject to a $5 copay
per covered individual. Effecti aaa 1, 2001, office visit charges by partici-
vating providers will be subj o.an $c sasere per covered individual,
Effective January 1, 2003, offi roviders will be
subject to a $10 copayment per covered individual. Office visit charges by par-
ticipating providers for well child care, including routine pediatric immuniza-
tions, will be excluded from the office visit copays
; Charges by participat-
THE WORK FORCE STATE CONTRACT EDITION
ing providers for professional services for allergen immunotherapy in the pre-
scribing physician's office orinstitution will be excluded from the office visit
copayment.
(c)All covered outpatient surgery procedures performed by: a pnlepete
ead Git a ret ite be ane LJ a $5 copay.
providers will be subject to a $10 copayment per covered individual.
(d)BHeetive-on-the-date-o-execution-o-thie-Agreement; In the event that there
is both an office visit charge and an office surgery charge by a participating
provider in any single visit, the covered individual will be subject to a single
‘copayment.
(c) All covered diagnosticlaboratory services performed by a participating
provider during a visit will be subject to a $5 copay. Effective January 1, 2001, all
red diagnostic i it i
covered diagnostic/aboratory services performed by participating providers will
tea ject oan a ate per. sae individu lal. Effective. deans 2003,
(0) All covered outpatient radiology services performed by a participating
provices dug a wah ue be ee toass copay. oe ive. cre 1 2001 al
participa e
el d individu zl wan 1 2003, covered
ent per covered individual,
efloetmntethedatnr orneuting: H-ttis Avreement-Cutpationt radinloyy
services and diagnosticMaboratory services rendered during a single visit by the
same participating provider will be subject to a single copayment.
(h) Chronic care services for chemotherapy, radiation therapy, or hemodialysis
will be excluded from the office visit copayment.
(i) The office visit, surgery, outpatient radiology, and diagnosticlaboratory
copayments may be applied against the basicmedical coinsurance maximum but
they will not be considered coveredexpenses for basic medical payment.
() The Empire Plan shall also include basic medical coverage to provide bene-
fits when non-participating providers are used. These benefits will be paid
directly to enrollees according to reasonable and customary charges and will be
subject to deductible, coinsurance, and calendar year and lifetime maximums.
(k) The Empire Plan participating provider schedule of allowances and the basic
medical reasonable and customary levels will be at least equal to those levels in
effect on March 31, 1995.
()) An annual evaluation and adjustment of basic medical reasonable and cus-
tomary charges will be performed according to the guidelines established by the
basic medical plan inane
hich will
ee a iscoun nee eT al 1 feowlll be made avaible
through a network of providers. The Joint Commit aalth Benefits wil
work with the State and appropriate carrier to design and implement this
Program.
§9.4 CSEA Empire Plan Enhancements
In addition to the basic Empire Plan benefits, the Empire Plan for CSEA
enrollees shall include:
(a) The basic medical component deductible shall remain at $161 per enrollee,
$161 per covered spouse/domestic partner, and $161 for one or all dependent
children, Effective January 1, 2001, the ae ie See deductible
shall equal $175 per enroll r irtner, and
Me for one or all dependent children. iMeative January | om the basic 1
ical component deductible shall equal $185 ssccomles Sits per covered
spouses artner, and $185 for on¢ ildres
Satiog-eftheRointetSomiea ol ae Se
1_-the-annualdeduetibh
ethic
shamed!
squalte-the-poreontage-i
Covered expenses for mental health and/or substance abuse treatment or physi-
cal medicine services are excluded in determining the basic medical component
deductible,
(b) The maximum enrollee coinsurance out-of-pocket expense under the basic
medical component shall remain $776 per individual or family in any one year
Upen-the-implomentation-of-the Reiat-of Semiee-plan-($0.25)-and-theroafter
‘tl by ‘ aeualioth ‘
i poreentage- amount eq poreentage
ieee va : ie i ene eb ine citer uireenyeSaerat RENEE t
ing-year-notte-exceed.t25-4n-any-one-plan-year For employees earning
20,258$21,696 or less in base annual salary on April 1,40051999; $23,017 or less
in base annual salary on April 1, 2000; $23,823 or less in. ae anal salary on
April 1, 2 7 1 in la 2002, the $776
maximum coinsurance out-of pocket expense shall olne m be reduced to a
maximum of $500 in coinsurance per year upon application to the Department
of Civil Service for the reduction in coinsurance, and upon submission of infor-
mation showing that the employee is the head of household and sole wage earn-
er ina family, Covered expenses for mental health and/or substance abuse
treatment or physical medicine services are excluded in determining the
$776/$500 maximum coinsurance limits.
(0) Blfoetive-on-the-date-o-enceution-oFthis Agreement, Employees 50 years of
April
age or older shall be allowed reimbursement up to $250 once every two years
‘towards the cost of a routine physical examination. Covered s
partners 50 years of age or older shall be allowed reimbursement up to $250
‘once every two years towards the cost of a routine physical examination. These
benefits shall not be subject to a deductible and coinsurance. Effective July 1,
2000, employees 50 years of age e
partners 50 years of age or older will be allowed up to $250 reimbursement
annually towards the cost of a routine physical examination.
i in inj ti ion:
jent(s) under t icipatin;
influenza, Pneumococcal, Measles, Mumps, Rubella, Varicella and Tetanus
hall d expense, subject to coy
Ansurer.
The Joint Commit
addition of Lyme Vaccine to the list of injectable adult immunizations based on
the State's workplace pilot project and the long term effectiveness of the vac-
44} (e) Routine pediatric care, including wel child office visits, physical exami-
nations and pediatric immunizations, for children up to age 19 will be covered
under the base medical program, subject to deductible o oinsurane. Ect
1,200 int accine wil be added to the lst of pediatric immuni
3 he par a
subject to apy s. un
basic medical cnpcael? of the Empire Plan.
£8} (f) The routine newborn allowance under the basic medical component shall
be $100, not subject to deductible or coinsurance. Effective July 1, 2000, the rou-
tine newborn allowance under the basic medical component shall be $150, not
subject to deductible or coinsurance.
9 (g) The annual and lifetime maximum for each covered member under the
basic medical component shall be unlimited.
£8) (h) Bffeetive-on-the-date-ef-execution-of-this-Agreoment, Services for exami-
nations and/or purchase of hearing aids shall be a covered basic medical benefit
and shall be reimbursed up to a maximum of ‘$600 once every four years, not
subject to ceatictble or ‘coinsurance. 1 the
$300;
ve ry 1, 2001, the hea
d, effective January 1, 20
For children 12 and
under the same benefits can be available after 24 months, when it is demon-
strated that a covered child's hearing has changed significantly and the existing
hearing aid(s) can no longer compensate forthe child's hearing impairment.
®) (i + Covered charges for
medically appropriate local professional ambulance transportation will be a cov-
ered basic medical expense subject only to a $35 copayment. Volunteer ambu-
lance transportation will continue to be reimbursed for donations at the current
rate of $50 for under 50 miles and $75 for 50 miles or over. These amounts are
not subject to deductible or coinsurance.
4) Mastectomy brassieres prescribed by a physician, including replacements
when it is functionally necessary to do so, shall be a covered benefit under the
Empire Plan.
(Kk) The Pre-Tax Contribution Program will continue unless modified or
‘exempted by the Federal Tax Code.
(1) Effective January 1, 2001, or as soon as practicable thereafter, a Medical
Flexible Spending Account (MFSA) shall be established. The Joint Committee
on Health Benefits shall work with the State on the design and implementation
of the MESA,
§9.5 The Empire Plan shall continue to provide comprehensive coverage for
medically necessary mental health and substance abusetreatment services
through a managed care network of preferred mental health and substance
abuse care providers. Network and non-network benefits shall be those in effect
on March 31, 19989 with exception of the copayment for outpatient substance
aus amen, The oan susan abuse amen opment hil
ent coy
continue to equal the participating provider office visit copayment. Expenses
applied against the mental health and substance abuse veers deductible
and network copay levels will not apply against any deductible or copay levels or
maximums under the basic medical component of the Plan.
§9.6 The current Benefits Management Program aad-HealthCall, for CSEA
employees enrolled in the Empire Plan shall remain in effect unless modified by
the Joint Committee on Health Benefits.
(a) Beetive-on-the-date-oF execution-oFthie-Ag
Benefits Management Program's ‘
Prospective Procedure Review requirement will 4 include only Magnetic
Resonance Imaging ("MRI") and will te discontinue mandatory Specialty
Consultation Evaluations,
§9.7 The current Home Care Advocacy Program (HCAP) for CSEA employees
enrolled in the Empire Plan shall remain-is-effeet-afess be modified-by-the
flective January 1, 2001 as follows: As of
that date, individuals who fail to have medically nes desi CAP ser-
vices and supplies pre-certified by calling HCAP and/or individuals who use a
non-network provider will receive reimbursement at 50 percent of the HCAP
allowance for all services, equipment and supplies upon satisfying the basic
medical annual deductible,_In addition, the basic medical out of pocket maxi-
mum will not apply to HCAP designated services, equipment and supplies. All
other HCAP non-network benefit provision will remain,
§9.8 Balective July-41995, jeable-hereafter, The Empire
Plan's medical care component will beamedfedcontinue to offer a comprehen-
sive managed care network benefit for the provision of medically necessary
in e el
id reimbu ment vill increas dt i
The Empire Plan
2000
physical medicine services, including physical therapy and chiropractic treat-
ments. “Authorized network care will be available, subject ofly to the Plan's par-
ticipating provider [$BJoffice visit copayment(s). Unauthorized medically nec
essary care, at enrollee choice, will also be available, subject, however, to an
annual deductible of $250 per enrollee, $250 per spouse and $250 for one or all
dependent children and a maximum payment of 50% of the network allowance
for the service(s) provided. Maximum benefits for non-network care will be lim-
ited to $1,500 in payments per calendar year. Deductible/coinsurance payments
will not be applicable to the Plan’s annual basic medical ductible/coinsurance
maximums. The Joint Committee on Health Benefits will work with the State
on the ongoing administration desige-and-impleentatien of this benefit.
Effective July 1, 2000, the participating provider office visit copayment(s) shall
wered physical theraj ils received at the outpatient department of
9 Effective July 1, 2000, Empire Plan participating provider and basic medical
coverage forthe treatment of infertility will be modified as follows:
designated “Centers of Excellence” incl wel benefit:
(b) enhance benefit to include the treatment of “couples” as long as both part-
covered either as enrollee or dependent under the Empire Plan;
(c) lifetime coverage limit per individual of $25,000;
(4) covered services: patient education/counseling, diagnostic testing. Ovulation
inductiow/hormonal therapy, surgery to enhance reproductive capability, artifi-
ial insemination and Assisted Reproductive Technology procedures;
‘e) exclusions: experimental procedures, fertility drugs dispensed at a licensed
pharmacy, medical and other charges for surrogacy, donor services/compensa-
tion in connection with pregnancy, storage of sperm, eggs and or HU for
longer th ind high risk patients with no re tion for
pregnancy. The Joint Committee on Health Benefits will work HT the State
i Empire Plan carriers on the design and implementation of this benefit.
Additionally, ongoing Program oversight and evaluation of the lifetime coverage
imit will enable future modification if warranted.
$9.10 Effective July 1, 2000, or as soon as practicable thereafter, the medical
component of the Empire Plan shall include a voluntary 24 hour day/i day week
nurse-line feature to provide both clinical and benefit information through a
oll-free phone number. The Joint Committee on Health Benefits will work with
the State and Empire Plan carriers on the design, implementation and ongoing
oversight of this benefit.
$9.11 che aut a or as soon as fee Ne thereafter the zits
gan Disease angen covers thse illnesses ene to be OnE oni. high
co ibly. liance
with treatment sa i Joint Committee ‘on Heal i Benfs will work
ca
going oversight ofthis en
49-9 §9:12 Eligible employees in the State Health Insurance Plan may elect to
participate in a federally qualified or state certified Health Maintenance
Organization which has been approved to participate in the State Health
Insurance Program by the Joint Committee on Health Benefits. If more than
one HMO services the same geographic area, the Joint Committee on Health
Benefits reserves the right to approve a contract with only such organization(s)
deemed to be a quality, cost effective option(s). The Joint Committee on Health
Benefits will work with the State through the HMO Workgroup to identify and
mutually agree upon appropriate incentives for HMO alternatives to become
more competitive in quality of care provided and efficient in cost to payers.
Employees may change their health insurance option each year during the
month of November, unless another period is mutually agreed upon by the State
and the Joint Committee on Health Benefits. If the rate renewals are not avail-
able by the time of the open option transfer period, then the open transfer peri-
‘od shall be extended to assure ample time for employees to transfer,
$919 9.13(a) The State agrees to pay 90 percent of the cost of individual cover-
age and 75 percent of the cost of dependent coverage toward the hospitaVmed-
icaV/mental health and substance abuse components provided under the Empire
Plan,
(b) The State agrees to continue to provide alternative Health Maintenance
Organization (HMO) coverage and, effective January 1, 4996 1999, agrees to pay
90 percent of the cost of individual coverage and 75% of the cost of dependent
coverage toward the hospital/medica/Mental Health and Substance Abuse com
ponents ofeach HMO, however, nol to exceed oF JAM Hib iba
drug coverage under the Empire Plan and Health Maintenance Organizations,
Effective Jily 1, 2000, the State agretss to pay 100 percent of the cost of individ-
ual coverage and 100 percent of the cost of deper itis
age under the Empire Plan and Health Maintenance Organizations. Eff
January 1, 2003, the State agrees to pay 90 percent of the cost of individual cov-
erage and 75 percent of the cost of dependent prescription drug coverage under
the Empire Plan and Health Maintenance Organizations,
b) The fb at ia) see ee shall ny of the fol-
rescription Dru; ally ni includ-
reer i conracentves sees n’s prescripti in and dis.
nsed by a licensed pharmacist. M: jeneric Substitution will
required for all brand-name Sa drugs (a brand-name drug
with a generic equivalent) cove he Prescription Drug Program.
brand-name multisource drug is fe the Program will reimburse he
harmacy (or enrollee) fo f the.
ae is responsible for the cost Aifference between the brand-name drug and
livalent plus the brand-n: ie
Effective April 29, 1999;
© the coy i 00 for up to a 9 is-
pensed ateither te community pharmacy or the ut service pharmacy.
for ly of brand-1 drugs dis-
penis at je a panes pharmacy or the at service pharmacy.
the thease Te sabe $3.00 for up to. day supa of gene drugs dis-
d he community pharmacy or
* the a nt will be $13.00 for 90 day suy fhran: name dru;
dispensed at either the community pharmacy or the mail service pharmacy.
Effective Jan wary 1, 2003;
* the lent 9.00 for a M
pense at either the community aan or the mail service rh
copayment will be $15.00 for up to a 90
digeel at either the community pharmacy or the mail service pharmacy.
4$9-H4 $9.15 The State Health Insurance Plans’ regulations shall continue to
stipulate that the term employee means any person in the service of the State as
employer whose regular work schedule is at least half-time per biweekly payroll
period.
40-42-89.16 There shall be a waiting period of forty-two (42) days after employ-
ment before an employee shall be eligible for enrollment under the State's
Health Insurance Program.
$9.48 $9.17 (a) Current and/or new enrollees opting for family coverage must
provide the names of all covered dependents to the Plan Administrator. In the
case of covered newborn dependents, names shall be provided within 3 months
of the date of birth. Additionally, the social security numbers of a covered
spouse, if applicable, and/or dependent student(s) over the age of 19, if applica-
ble, shall be provided to the Plan administrator in order to verify continued eligi-
bility for family coverage and to facilitate coordination of benefits.
b) Effective 000, covered depender ss
three month extended benefit period upon graduation from a ae course of
study, The benefit extension will begin on the fi th fall
the month in which dependent student coverage would otherwise end and will
last for thre until such time as eligibility would otherwise be lost
under existing plan rules,
c) Effective July 1, 2000, covered dey
for military duty as a result of an action declared by the President of the United
Slates or Congress shall continue health insurance coverage with no employee
contribution fora period not to exceed 12
less any period the employee remains in full pay status. Contribution free
health insurance cover 's active di
terminated or the employee returns to State employment, whichever occurs fi tisk
$9-44 §9.18 Domestic partners who meet the definition of a partner and can
provide acceptable proofs of financial interdependence as outlined in the
Affidavit of Domestic Partnership and Affidavit of Financial Interdependency
shall be eligible for health care coverage. As part of this agreement, the impact
of such domestic partner coverage under the Empire Plan will continue to be
reviewed through oe Joint Committee on Health Benefits, including the appro-
riatenes f th xi iting peric
the-initial-date-el
dents of employees who are activated
ded—Sueh-
ig
Se mnadctaiine Corser Hae Bean iate-action-+
del hutlon-forth
ieboontaibal
$in-1006-be-0ay
1954
He a sicmal
4 100% of its dollar contribu:
14
1000-the-State’s HMO-eontsibution-sil:
tion for those components under the Empire Plan.
i 14(a ern st pril 29, 1999, eligible CSEA em sales a enrolled in the New
State e Program (NYSI be provided with prescrip-
tn du dna rae rough the Ente Plan Prescription Drug Program
ance Organiza For 7
ern s provided will be the same benefits as as! hose ne on
Management/Confidential employees enrolled in th
Drug Program. Effective April 29, 1999, the State agrees to ae pereent ofthe nt of
cost of individual coverage and 75 percent of the cost of dependent prescription
THE WORK FORCE STATE CONTRACT EDITION
the-finaneialstability-etthe-Plam
Ԥ9.45-89.19 (a) Seasonal employees who are anticipated to be or who are con-
tinuously employed on at least a half-time basis for six months, shall be eligible
for health insurance coverage subject to the provisions of the Agreement.
(b) Where the State establishes a seasonal position for six months or more, the
appointee to that position shall not have his/her service intentionally broken
solely for the purpose of rendering that employee ineligible for health insurance
coverage,
(c) Should a seasonal employee who attained health insurance coverage eligibil
ity leave the payroll and then be rehired subsequently, the employee shall retain
eligibility for health insurance coverage upon rehire without application of a
six-month waiting period, provided the employee was not off the payroll more
than six months. The employee may continue his/her health insurance on a full
pay basis for the period of time he/she is off the payroll.
$9416 §9.20 A permanent full-time employee who loses employment as a result
of the abolition of a position on or after April 1, 1977, shall continue to be cov-
ered under the State Health Insurance Plan at the same contribution rate as an
active employee for one year following such layoff or until reemployment by the
April 200
State or employment by another employer, whichever first occurs,
$9.47 §9.21(a) A permanent full-time employee who is removed from the payroll
due to an accepted work related injury or occupational condition shall remain
covered under the State Health Insurance Plan and the terms as defined in
$115 of this agreement
Hist,
(b) A permanent full-time employee who is removed from the payroll due to a
controverted work related injury or occupational condition will have the right to
apply for a health insurance premium waiver. The appropriate agency will be
responsible to inform the employee of his or her right to apply for the waiver
prior to the employee meeting the eligibility requirements for the waiver of pre~
mium.
‘49.48 §9.22(a) Continued health insurance coverage will be provided for the
unremarried spouse and other eligible dependents of employees who die in
State service under circumstances under which they are eligible for the acciden-
tal death benefit or for weeldy cash workers’ compensation benefits under the
same conditions prescribed in Section 165 of the Civil Service Law for depen-
dents of a deceased employee who was at the time of death an employee at a
correctional facility having individual and dependent coverage at the time of
death and where death occurred as a result of injuries during the period from
September 9 through 13, 1971.
(b) If an employee is granted a service-connected disability retirement by a
retirement or pension plan or system administered and operated by the State of
New York, the State will continue the health insurance of that employee on the
same basis as any other retiring employee, regardless of the duration of the
‘employee's service with the State.
$949 §9.23(a) The unremarried spouse and otherwise eligible dependent chil-
dren of an employee, who retires after April 1, 1979, with ten or more years of
active State service and subsequently dies, shall be permitted to continue cover-
age in the health insurance program with payment at the same contribution
rates as required of active employees
for the same coverage,
(b)The unremarried spouse and otherwise eligible dependent children of an
active employee, who dies after April 1, 1979 and who, at the date of death, was
vested in the Employees’ Retirement System and who was at least 45 years of
age and was within 10 years of the minimum retirement age shall be permitted
to continue coverage in the health insurance program with payment at the same
contribution rates as required of active employees for the same coverage.
$0.20 §9.24 (a) Employees covered by the State Health Insurance Plan have the
right to retain health insurance after retirement upon completion of ten years of
service. However, in recognition of the forthcoming changes to the Government
Accounting Standards Board (GASB) requirements, both the State and CSEA
recognize the need to address the inequity of providing employees who serve
the minimum amount of time necessary for health insurance in retirement with
the same benefits as career employees. Prior to the expiration of this contract
CSEA and the State shall, through the Joint Committee process, develop a pro-
posal to modify the manner in which employer contributions to retiree premi-
ums are calculated.
(b) An employee who is eligible to continue health insurance coverage upon
retirement is entitled to a sick leave credit to be used to defray any employee
contribution toward the cost of the premium.The basic monthly value of the sick
leave credit shall be calculated according to the procedures in use on March 31,
198899. However, employees retiring on or after January 1, 1989 may elect an
alternative method of applying the basic monthly value of the sick leave credit.
Employees selecting the basic sick leave credit may elect to apply up to 100% of
the calculated basic monthly value of the credit towards defraying the required
contribution to the monthly premium during their own lifetime. If employees
who elect that method predecease their eligible covered dependents, the depen-
dents may continue to be covered, but must pay the applicable dependent sur-
vivor share of the premium. Employees selecting the alternative method may
elect to apply only up to 70% of the calculated basic monthly value of the credit
toward the monthly premium during their own lifetime, Upon the death of the
employee, however, any eligible surviving dependents may also apply up to 70%
of the basic monthly value of the sick leave credit toward the dependent survivor
share of the monthly premium for the duration of the dependents’ eligibility,
‘The State has the right to make prospective changes to the percentage of credit
to be available under this alternative method for future retirees as required to
maintain the cost neutrality of this feature of the plan. The selection of the
method of sick leave credit application must be made at the time of retirement,
and is irrevocable. In the absence of a selection by the employee, the basic
method shall be applied.
$0.21 $9.25 Bik hedate-of fihias #, An employee
retiring from State service may delay commencement or suspend higher retiree
Health coverage and the use of the employee's sick leave conversion credits
indefinitely, provided that the employee applies for the delay or suspension, and
shes proof of continued coverage under the health care plan of the employ-
or from post retirement employment.
Joint Committee on Health Benefits
(a) The State and CSEA agree to continue the Joint Committee on Health
Benefits.
(b) The State shall seek the appropriation of funds by the Legislature to support
committee initiatives and to enn out the administrative responsibilities of the
Joint Committee in the amount ied for each year of the agree:
ment: $700,000 in 1999-2000, iit 000 in 2000-2001, $850,000 in 2001 -2002, and
$900,000 in 2002-2003.
(c) The Joint Committee on Health Benefits shall work with appropriate State
Page 5
agencies to make mutually agreed upon enn in the Plan benefit structure
through such initiatives as:
(1) The annual HMO Review Process;
(2) The ongoing review and oversight of the Managed Mental Health and
ied: he se ae Esra
oversight of the Managed Physical Medicine Program;
(4) The continuation of the Benefits Management Program sHealthGalt, and
annual review of the list of procedures requiring Prospective Procedure Review.
(5) The Joint Committee on Health Benefits will work with the State and med-
ical carrier to solicit and contract with credentialed radiological providers to pro-
vide mammography
screening, according to the American Cancer Society's medical protocols, at the
worksite and/or predetermined location. Reimbursement will be provided in
accordance with the participating provider program, subject to the $5 diagnostic
‘copayment.
(6) The continuation of the ambulatory surgery benefit and monitoring of par-
ticipating centers. The Joint Committee on Health Benefits will work with the
State to oversee the solicitation by the medicaVsurgical/basic medical carrier of
Ambulatory Surgical Centers in bordering states and in those states where
retirees commonly reside,
(7) The continuation of the Home Care Advocacy Program (HCAP) and the
ongoing review of services offered.
(8) Fhe-doint Committ seve sha Gemaak-okDe y
: sa poem iatian
np pe
I continue to review the i
ae
The Join!
Pi
i i
Committee on Health Benefits act of Domestic
Partner coverage.
(d) The Joint Committee's area of review and counsel shall include but not be
limited to the following areas:
(J) Development of health benefit communication programs related to the con-
sumption of health care services provided under the Plan.
(2) The Joint Committee on Health Benefits will work with the State and
Empire Plan carriers to address the need to consolidate the various telephonic
requirements enrollees must adhere to and other plan resources to which
enrollees have access. Effective Jely-4+-4096-F as soon as practicable,
thereafter, there will be a centralized telephone number which, in turn, will
direct calls to the appropriate progranvbenefit administrator for benefit
approval, referral and/or assistance.
(3) Development, as appropriate in conjunction with the carriers, of revised
benefit booklets, descriptive literature and claim forms.
‘4) The CSEA Joint Committee on Health Benefits will work with the State to
develop a “report card” which will include objective quality data to assist
Se er eaean loyees lee the eau benefit plan that best meets the needs for the
(hhc wih eS ree with the I al te the Joi mittee on Health Benefits will
ity of providing employees with an Annual Health Insurance
Buy-« a
(6) The Joint Committee on Health Benefits will work with the State to study
the feasibility of an inclusive statewide “carve-out” program for prescription
drugs,
(e) The Joint Committee shall work with appropriate State agencies to review
and oversee the various health plans available to employees represented by
CSEA.
(f) The Joint Committee on Health Benefits shall work with appropriate State
agencies to monitor future employer and employee health plan cost adjustments,
(g) The Joint Committee shall be provided with each carrier rate renewal
request upon submission and be briefed in detail periodically on the status of
the development of each rate renewal.
(h) The State shall require that the insurance carriers for the State Health
Insurance Plan submit claims and experience data reports directly to the Joint
Committee on Health Benefits in the format and with such frequency as the
Committee shall determine.
(i) The Joint Committee will be responsible for the annual review of participat
ing providers. The Joint Committee shall investigate and where feasible, take
appropriate action to recruit additional providers in geographic and specialty
areas determined by the Committee to be deficient.
(j) The Joint Committee shall continue to sponsor the agency health insurance
administrator training program.
(i) The Joint Committee shall study recurring subscriber complaints and make
recommendations for the resolution of such complaints.
(1) The Joint Committee on Health Benefits shall meet within 14 days after a
request to meet has been made by either side,
(m) The Joint Committee shall study and address other issues and concerns
brought to the attention of the Committee that impact the accessibility, quality
and costs of health care for employees covered by this Agreement.
$9.23 §9.27 Appropriate descriptive material relating to any changes in benefits
shall be distributed to each State agency for internal distribution prior to the
effective date of the change in benefit. The State shall take all steps nec y
to provide revised health insurance booklets to every employee as soon as possi-
ble. The Joint Committee on Health Benefits shall provide review and counsel
on the development of the revised booklets.
}24 9.28 The confidentiality of individual subscriber claims shall not be violat-
ed. Except as required to conduct financial and claims processing audits of car-
riers and coordination of benefit provisions, specific individual elaims data,
reports or summaries shall not be released by the carrier to any party without
Page 6
the written consent of the individual, insured employee or covered dependent.
Delete current §9.25
Article 10 - Attendance and Leave
§10.1(c)-Holiday Observance (OSU/ASU)
§13.1(c)-Holiday Observance (DMNA)
§10.2(d)-Holiday Time (ISU)
“The State, at its option, may designate up to two floating holidays in a contract
year (April-March) in lieu of two of the holidays set forth in Article
10.2(c)/{SUJA0.1(b)/ASW/OSU], and 13.1(b)(DMNAJ, such that employees shall
have the opportunity to select, on an individual basis, the dates upon which
such floating holidays will be observed by them, consistent with the reasonable
operating needs of the State.
In April of each contract year, the State shall provide notice to employees of the
designation of holidays to be floated in that contract year.
of ti int
i alone sy age. he but the appointing ain shall ut requi
inimut
in
ter hour. This provision shall not supercede any local ARE which pro: =
i ition in smaller units of time.”
Please note: italicized section refers to different sub-sections of each collective
bargaining agreement.
$10.4 Vacation (DMNA)
(a) Subject to the operating needs of the Division, requests for vacation time off
shal be granted for the periods desired by an employee tothe extent practicable,
An employee's prog
credit shall be answered in writing within five (5) working days of receipt.
While management has full discretion to approve or deny an employee's request,
written reason for a denial shall he provided. Requests-for-the-use-oF racation
Vacation Credit Accumulation
§10.5(b) - (ASU, OSU)
§10.3(b) - (DMNA)
H Ss
ee sth Vaated wh ‘ orth
i
¥
Bee en ca amen rat crea ania eT aed
however that the employee's balance of vacation credits may not exceed 40 days
on April 1 of
$10.6 - (ISU)
ion roqucot fortho-veo 4 dite-heo-b
daplad , Medd dae se si iacdustien aaeal
providedrly that the cisployoo's balance oF dite seat boon
bdlbivAdl dala dn-tite ona SE oak Rie ided-h hat An-coapk
AAA: A dh da) cnwise silkeueens the seansal”
aes Samad at ana dae ek aaah
ited Fieeat et sash he emeleved's balaneoak
Hop eles anew natauened dtaaactatn edeath-retirement
paretion hi ieeree-eplayee onipeniied the van
ri yb mpenanted merrivi
apne Calas IE e wided
however that the Nee IE balance af vacation credits may not exceed 40 days
on Apri cof any year, In the event of death, retirement, or separation from
serivee, an semaloee compensated in cash forthe azinedan and unused accumu-
\
ted for a maximum of 3
Sick Leave Accumulation
§10.6 (ASU)
Employees who are entitled to earn and accumulate sick leave credits may accu-
mulate such credits up to a total of +99 200 days, provided, however, no more
than 165 days of such credits may be used for retirement service evedit
Employees shall have the ability to use up to 200 days of such credits to pay for
health insurance in retirement.
§10.7 (ISU, OSU)
§10.5 (DMNA)
Employees who are entitled to earn and accumulate sick leave credits may accu
ulate such credits up to a total of 200 days, provided, however, no more than
165 days of such credits may be used for retirement service eredits: Employees
shall have the ability to use up to 200 days of such credits to pay for health
insurance in retirement.
Less Than Full-Time Employees
§10,11 (ASU)/§10.15 (OSU)/$10.16 (ISU)/$10.14 (DMNA)
(a) Part-time employees covered by the New York State Attendance Ri
are compensated! on an annual salary basis (including those designated as sea:
THE WORK FORCE STATE CONTRACT EDITION Apr
sonal) and who are employed ve a fixed schedule of at least half-time shall be
ligibl i sick I
al leave on a prorated basis ie on their payroll percentage. Part-time annual
Salaried employees scheduled to work additional hours beyond their payroll per-
centage shall be eligible to earn and accumulate additional vacation and sick
the terms of
leave and be granted additional personal leave in accordance with the terms of
the side letter on the Leave Adjustment Pilot Program for Part-Time Annual
Salaried Employees,
(b) Fanlaees covered by the New York State Alt uae Rules who are compen-
jignal da ‘s_ seasonal) and
ina fixed schedule of at le Tt ftir
ik in service exceeding one full payroll period, shall be
eligible for vacation, sick leave and personal leave benefits on a prorated basis.
8) (c) Employees compensated on a per diem or hourly basis (including those
designated as seasonal), who are employed at least half time and who are expect-
ed by the appointing authority to be so employed continuously for nine months,
without a break in service exceeding one full payroll period, shall be eligible to
observe holidays and to aeerie-pre-rata-annueHeave earn and accumulate vaca-
tion and sick leave and shalt be granted -pre-rate; personal leave on a prorated
basis in the same manner and subject to the same limitations and restrictions as
would apply if they were compensated on an annual salary basis
4 (d) In the event a holiday falls on a Saturday and another day is not designated
to be observed as the holiday, part-time annual salaried, hourly and per diem
employees (including those designated as seasonal) eligible to observe holidays
pursuant to Section 10.1 (OSL/ASU) 10.2 (ISU) 13.1 (DMNA) who are employed
ona fixed schedule of at least half time, and for whom Saturday is not a regular
workday, but who are scheduled to work on the Friday immediately preceding such
Saturday holiday, shall be granted holiday leave. The amount of holiday leave
granted shall be equivalent to the number of hours the employee is regularly
scheduled to work on that preceding Friday but not to exceed one-fifth (1/5) the
number of hours in the normal workweek of full-time State employees.
in accordance with the provisions of this Article, the State exercises
its right to require an employee to be examined by a physician selected by the
appointing authority, the employee shall be entitled to reimbursement for actual
and necessary expenses incurred as a result of travel in connection with such
ination, including trans Time meals and lodgir
x
with the Comptroller's rules and regulations pertaining to travel expenses.
Leave for Bereavement or Family Illness - (ASU)
§10.13
Employees shall be allowed to charge absences from work in the event of death
or illness in the employee's immediate family* against accrued sick leave cred-
its up to a maximum of 15 days in any one calendar year. Requests for leave for
bereavement or family illness shall be subject to approval of the appointing
authority; such approval shall not be unreasonably withheld.
who are employ
Use of Sick Leave for Bereavement or Family Illness - (ISU)
$10.17
(a) Employees shall be allowed to charge absences from work in the event of
death or illness in the employee's immediate family against accrued sick leave
credits up to a maximum of 15 days in any one calendar year, Requests for
leave for bereavement or family illness shall be subject to approval of the
appointing authority; such approval shall not be unreasonably withheld.
Use of Sick Leave - (OSU)
$10.8
(©) Requests for use of sick leave as bereavement leave or for family illness
shall be subject to approval of the appointing authority; such approval shall not
be unreasonably withheld,
Use of Sick Leave - (DMNA)
$10.6
(a)Requests for sick leave as bereavement leave or for family illne:
subject to approval of the Division; such approval shall not be unre
withheld.
Add:
(e) Disabled Veterans
Absences resulting from
operated by the!
0 sick leave credit
programs,
ent of services a nected disabilities ata fac! lity
represen a. ‘an approp)
ye subject to review absenteeisi
control
New Section-Verit
$10.17 (OSU)
$10.15 (DMNA)
en the State requires that an employee who has been absent due to ill-
ss or injury be m ‘a physician selected by the appointing
authority before such employe to return to work, the appointing
authority shall make a reasonable 0 complete a medical examination
within 20 working days as hereinafter provided.
(no more than 10. working days prior to he date specified by te
ion of Physician's Statements
nae
e's own physician on which the employee n
the employee provides the appointing authority with his or he shai cena
ment indicating that the employee is able to return to work and specifying the
date, the appointing authority shall have a total of 20 working days from the date
of such advance notice, which shall include the 10 working days following the
2000
mr fone of advance fn esos se
authority shall have an additional working day beyond th
a medical examination,
(oh ot the camplelion f the 2 srk ing dav period prided fri ein
10,(b), the appointing authority's ician hi let ination
the employee or reached a rane ener thee employee's return to work,
the anal ave with pay withor edit
nti the examination is completed and a decision is made. The employe may
not return til the emplo el
appointing authority's physician and given approval to work. The | iene pay
provision of this section shall not apply where the failure of the appointing
authority's physician to complete the medical examination is atributable fo the
I In ear for the examination or loyee’s refusal to
allow it to be held,
e employee's exami authority's physi-
cian does not approve the ces 's return to work, the PTC
ri e with the Attendance Rules,
Once a cee ta ma ae that an employee may not return to work,
further examinations pursuant to this Article shall not be required more often
nth: provided, however, where the appointing authority's physi-
cian has specified a date for a further examination or a date when the employee
may return to work the State shall not be required fo conduct an examination
prior to that date. J inting authority's physi ither
adate for further ccamtiaan oe date upon which the employee may i nto
work, th uubmit a further stateme: e employee's physi-
ian and the Drsisions of this Article shall again he anata The provisions
construed to limit or licabili
of this Arti
of Section 73 of the i i Service Law.
New Section - Hold on Shift, Pass fee and Work Location Assignment
10.21 (ISU)/$10.16
“Inthe event that an employee is authorized to be -absen due to an on-the-job
injury, or is placed on authorize fi 0ses, or leave for
extended illness including sick leave at haf pay, the employee's shift, pass day
and work location assignment, as applicable, shall be held for three months.
However, such hold shall not apply where rebidding occurs while leave is in
effect or where the employee's shift, pass day or work location assignment
3 have otherwise terminated, e.g., change in seasonal shift, facility or build-
ing closes, etc.”
New Section - Voluntary Reduction in Work Schedule_
§10.19 (ASU)/$10.22 (1SU)/$10.18 (OSU)/§10.17 (DMNA.
Reduction in We described in
There shall be a Voluntary Reduction in Work Schedule program. as described in
Program Guidelines reproduced in Appendix XIL ISU,OSU, Appendix XIII ASU
N
|. Disputes arising fro 'S requests shall
be reviewed only in accordance with the procedures established in Paragraph 12
ines not under Article 34, isy rising in connection
with this provision shall be subject to review through the procedure established
in Article 34, Section 34.1 (b) of this Agreement
New Section - Health
(OSU/10.18 (DMNA)/§10.20 (ASU)/ $10.28 (ISU)
e a Heal Program as described in Appendix XV
(OSUASU) AIL (ASU)/X (DMNA) Disputes arrising from the Health Options
Program are not subject to the grievance procedure contained in this agree-
ment.
‘Article 11- Workers’ Compensation Benefit - (ASU/ ISU/ OSU/ DMNA).
$11.1 - $11.8 remain unchanged from current contract language.
$11.9 (a) The State and CSEA shall establish a committee whose purpose shall
include, but not be limited to, reviewing and making recommendations on the
following: (1) the administration of the work-
ers’ compensation statutory benefit, including resulting savings and costs asso-
ciated with it; (2) the émplementatien administration of the Mandatory
Alternate Duty Program; (3) the accident and injury data focusing on incidence
of injuries or accidents in order to develop prevention strategies and means to
reduce and/or eliminate the risk of on-the-job injury; (4) the exploration and
developmen! fa yoga that provides that Preferred Provider Organizations
trea rs° compensation disabil (5) the: sxaoraton and develop-
ment ri Lechner allows the ust of leave cor
ys
the costs and savings cenit above rel | be reported.
Article 14 - Employee Development and Training (ASU/SU/OSU/DMNA)
§14.2 Education, Development and Training Funds
(a) The State agrees to recommend the appropriation of funds by the
Legislature in the amount $4,800,000 ticle in each year of the Agreement:
$4,800,000 in 000-2001, $5,138,266 in 2001-2002
$95,320,252 | for the ser of providing education, developmental
nd training opportunities.
Article 15 - Safety and Health (ASU/ISU/OSU/DMNA)
15,2 (d) Funding for Safety and Health Initiatives
THE WORK FORCE STATE CONTRACT EDITION
The State shall seek the appropriation of funds by the Legislature in the amount
‘$354,000 indicated. in each year of the Agreement: $350,000 in 1999-2000,
‘$364,726 in 2000-2001, $380,522 in 2001-2002 and $396,938 in 2002-2003, to
support Committee initiatives which shall include but not be limited to:
Add:
(e) The Statewide Safety and Health Committee will meet on at least a quarterly
basis.
$15.3 Local and Departmental Committees
Add:
(In instances that disrupt the sonal business conditions, (eg. no utilities,
Jack of ventilation—including h ir conditi reals, et.
local management will discuss: wa ie local CSEA leadership what it knows of
tions, when th wi hat arrangements will
ide to abate the conditions When the employer has advance knowledge of
such conditions, discussions immediately
Article 21 Productivity and Quality of Working Life Committee
(ASUASU/OSU) Article 16 (DMNA)
§21.2 (§16.2)
(a) Address means of improving productivity and quality of working life through
activities including, but not limited to, the following: (1) conducting method-
ological research; (2) undertaking productivity studies and demonstration pro-
jects; (3) investigating and establishing productivity incentive programs; (4)
fostering quality of work life initiatives; (5)
endeavors-(6)-exploring and, where appropriate, fostering -qualiy+through-par-
tHeipation workplace and process improvement endeavors and/or other such ini-
tiatives,
(b) The State shall prepare, secure introduction and recommend passage by the
Legislature of such legislation as may be appropriate and necessary to obtain an
appropriation of $770,090 funds in the amount indicated in each year of the
Agreement;_$770,000 in 1999-2000, $798,754 in 2000-2001, $829,568 in 2001-
2002 and $861,610 in 2002-2003, to fund the operation and programs of the
Committee.
Article 22 - Employment Security - (ASUASU/OSU/DMNA)
$22.4 The State shall seek the appropriation of funds by the Legislature to sup-
port activities of the Joint Committee and to support activities associated with
identification, research, development and implementation of alternative work
force strategies that will foster effective work force stabilization, in the amount
Hoenn indicated for ia each year of the Agreement; $350,000 in 1999-2000,
- 122 in 2001-2002 and $396,938 in 2002-2003.
Article 23 Overtime Meal Allowance - (OSU/ASU)
§23.1 When it is necessary and in the best interest of the State for employees to
work overtime, a sum of $3.50 per meal ($5,00 per meal effective April 1
2000) will be allowed subject to the following eligibility requirements:
Article 23 Overtime Meal Allowance - (ISU)
§23.1 When it is necessary and in the best interest of the State for employees to
work overtime, a sum of $3.50 per meal ($5.00 per meal effective April 1,
will be allowed, subject to rules and regulations of the Comptroller, and
subject to the following requirements:
(a) Meal charge fof-$850+ including tips, will be allowed for each day that an
employee is required to work at least four hours of overtime contiguous with the
employee's regular shift or at least six hours overtime on other than a regular
working day,
Article 19 Overtime, Recall, Scheduling and Overtime Meal Allowance -
(DMNA)
$19.5 Overtime Meal Allowance
(a) An overtime meal allowance of the sum of $3.50 ($5.00 per meal effective
April 1, 2000) shall be paid, subject to the rules and regulations of the
Compiroller, to employees eligible to receive overtime compensation when it is
necessary and in the best interests of the State for such employees to continu-
ously work at least three hours of overtime either immediately before or imme-
diately following a regular working day, and due to the performance of that over-
time, work at least eleven (11) continuous hours or at least six (6) hours over-
time on other than a regular working day.
Article 24 - Out of Title Work
ISU - §24.3(a) remains unchanged.
(b)(1) If not satisfactorily resolved at the agency level, an appeal may be filed by
CSEA with the Director of the Governor's Office of Employee Relations within
ten calendar days of receipt of the agency opinion. Such appeal shall include a
copy ofthe original grievance and the agency opinion. Alter receipt of such
appeal, the Direct ffice of Employee Relations shall seek an
he Director of Classification and Compensation, Such appeal
shall be | accordance wi ),(d) and
(e).
(2) If the grievance is sustained by the agency and a monetary award is recom.
mended, a request for affirmation of the agency decision shall rset be filed by
SBA the agency with the Director of Cl Compensation te
within fifteen tea calendar days of
‘eeeipt issuance of the agency opinion, Copies of the request for affirmation
0 the Director of the Governor's Office of Employee Relations, th
April 2000
CSEA labor relations specialist and the CSEA local. Such requests shall be
processed in the manner of an appeal in accordance with the provisions of
Article 24.3(c), (4) and (e). The request for affirmation shall include a copy of
ri opinion.
Compensation: No monetary award may be granted without an affirmative ree-
ommendation bythe Director ofthe Governor's Office of Employee Relation.
© Aller Teceipt of anappeal,
of
eanomalene
the Director of
Classification and Grea A formulate an opinion con-
cerning whether or not the assigned duties are substantially different from
those appropriate to the title to which the employee is certified, The Director of
Classification and Compensation shall within sixty (60) ffty-466) calendar days
of receipt the-fting of the appeal grievanee, forward his or her opinion to the
Director of the Governor's Office of Employee Relations for implementation.
ASU - $24.2(a) remains unchanged from current contract language.
§24.2(b)(1) If not satisfactorily resolved at the agency level, an appeal may be
filed by CSEA with the Director of the Governor's Office of Employee Relations
within ten calendar days of receipt of the agency opinion. Such appeal shall
include a copy of the original grievance and the agency opinion. Afler receipt of
such appeal, the Director of jovernor's Off loyee Relations shall
seek an opinion from the Director of Classification and Compensation. Such
appeal shall be processed in accordance with the provisions of Article 24.2(c),
(d) and (e).
(2) Ifthe grievance is sustained by the agency and a monetary award is recom-
mended, a request for affirmation of the agency decision shall ayust be filed by
SBA the agency with the Director of Classification and Compensation the
within fifteen tea calendar days of
seeeipt issuance of the agency opinion. Copies of the request for affirmation
shall be sent to the Director of the Governor's Office of Employee Relations, the
CSEA labor relations specialist and the CSEA local, Such requests shall be
processed in the manner of an appeal in accordance with the provisions of
Article 24.2(c), (d) and (e). The request for affirmation shall include a copy of
PE aaah ger eo reeenendst ce Geran gm
‘be filed-directty-te-the-Di E-Claseifieation-and
ena No monetary award may be granted without an affirmative rec-
ommendation by the Director ofthe Governor's Office of Employee Relation.
(c) After receipt of an an_appeal, -
in the Director of
Classification and Compensation inion con-
cerning whether or not the assigned duties are substantially different from
those appropriate to the title to which the employee is certified. The Director of
Classification and Compensation shall within sixty (60) ##-460) calendar days
of receipt the-fling of the appeal geievanee, forward his or her opinion to the
Director of the Governor's Office of Employee Relations for implementation.
OSU - §24.2(a) remains unchanged.
§24.2(b)(1) If not satisfactorily resolved at the agency level, an appeal may be
filed by CSEA with the Director of the Governor's Office of Employee Relations
within ten calendar days of receipt of the agency opinion, Such appeal shall
include a copy of the original grievance and the agency opinion, After receipt of
such appeal, the Director of the Governor's Office of Employee Relations shal
seek an opinion from the Director of Classification and Compensation. Such
appeal shall be processed in accordance with the provisions of Article 24.2(c),
(d) and (e).
(2) Ifthe grievance is sustained by the agency and a monetary award is recom-
mended, a request for affirmation of th NC} erin shall east be filed by
SEA the agency with the Director of C n_ and Compensation #e
: 6 within fiteen ten-calendar days of
Feeeipt issuance of the agency opinion. Coy ies of the request for aifimation
CSEA labor relations specialist and the CSEA local. Su Suc rea dale
processed in the manner of an appeal in accordance with the provisions of
Ae 242() (@) and (2) The ut orafimaton saline
irae
:
be filed- dined
- No monetary award may be granted without an affirmative ree
ommendation by the Director ofthe Governor’ Office of Emplayee Relations,
(©) After receipt of an. appeal
Office oF ploy m
Classification and Compensation s
cerning whether or not the assigned duties are sul
ppropriate to the title to which the employee is certified, The Director of
cation and Compensation shall within sixty (60) 4444-454} calendar days
pt He-fting of the appeal grevanee, forward his or her opinion to the
Director of the Governor's Office of Employee Relations for implementation
the Director of
DMNA - §24.2(a) remains unchanged.
(b) If not satisfactorily resolved at the Division level, an appeal may be filed with
the Director of the Governor's Office of Employee Relations within ten calendar
days of receipt of the Division opinion. Such appeal shall include a copy of the
original grievance and the Division opinion. After receipt of such an appeal
Director of the Governor's Office of Employee
from the Adjutant Gene ch appeal shall be processed in
the pr (c) (2), (d), and (e).
(c)(A) Ifthe grievance is sustained by the Division and a monetary award is rec-
ommended, a request for affirmation-of the Division decision
‘GSEA shall be fil filed. by the Division with the
Adjutant General within tea fifteen calendar days of issuance
of the Division opinion. Copies of the request for affirmation shall be sent to
the Director of the Governor's Office of Employee Relations, the CSEA Labor
Relations Specialist and the CSEA Local. Such request shall be processed in the
manner of an appeal in accordance with the provisions of Article 24.2 (c) (2), (d)
and (e). The request for affirmation shall include a copy ofthe original grievance
and Division opinion,
+i No mon-
lary award may be ste without an affirmative recommendation by the
Director of the Governor's Office of Employee Relations,
2) After receipt of such an appeal, the Adjutant General shall review and formu-
late an opinion concerning whether or not the saat duties are substantially
different fro se appropriate to the title to which lloyee is certifies
‘The Adjutant General shall, within sixty (60) ae days of receipt of the
eal, forward his or her opini he Dit 's 0
Employee Relations for implementation.
§24.3 SE he i
thirty (30) calendar days of th
include documentation ie support the factual allegations, The a al shall then
the Gover f Employee Relations t
Adi on fer we nse leration. The a tant General shall reconsider the
hi ci forward an_opini
Director the Gaovemar' Office of Employee Relations, ‘The latter shall act upon
‘such opinion in accordance with the provisions of Article 24.2 (d) and (e) above,
§244Grievances hereunder may be processed only in accordance with this
Article and shall not be arbitrable.
Classification and-Ci i
- snes
Article 27 Seniority-(DMINA)
Section 27.1 Except as specified elsewhere inthis Agreement, seniority shall be
defined as the length of an employee's uninterrupted service #atdeatthe-faeili-
4 including sick leave, military leaves not to exceed fou five years, and other
leaves of absence which do not exceed one year, and Workers’ Compensation
Leave.
enefits(IASU,IS
tee 23-Child-Care Family Benefits(DMNA)
Delete current $29.1, §29.2, $29.3, $293, $294, §29.6, §29.7, and §298 and
replace with:
per DCAA account enrollee as follows
Employee Gross Annual Salary
Jp to $35,000 400
$35,001 - $55,000 $300
ver $55,000 $200
In subsequent years, the employer contribution may be increased or reduced so
as to fully expend available funds for this purpose, while maintaining salary sen-
sitive differentials._In the event available funds are not fully expended for this
purpose, the residual funds shall be made available to benefit CSEA members as
ra determined by the Director of GOER and the ee of CSEA or their
}0_even| Ie fe empl i
amouts prof or for this purpose.
sour if cl lable York
Cityand Westchester County employees shall os expanded by October 1, 2001, or
\S_ SOON as. le_thereafter. the event available funds are not full
expended for this purpose, residual funds will be reallocated pursuant to the rec-
mendations of the Family Benefits Committee f fit of CSEA mem-
bers.
first two years of the Agreement. Technical support and_training to support child
and elder care initiatives shall continue through the term of the Agreement. Host
agency support. ue thoughout he Aa
$29.4 Th tate Mt ire Advis
Committee (NYSLMCCAC) shall be changed tothe Family Benfi Committee in
recognition of its expanded role. The new Family Benefits Committee will con-
tinue to serve as a multi-union joint labor/’management advisory body to monitor
¢ family benefits programs,
§29.5 39-6 Employees choosing not to use the Flexible Benefit Spending Program
«Who use work site child care centers designated by the Governor's Office of
mployee Relations may elect to pay their child care fees to the child care centers
through a payroll deduction program pursuant to law.
§29.6 The State shall prepare, secure introduction and recommend passage of
legislation for appropriations in the amount of $1,820,000 for_ the 1999.
ement year, $1,883,824 for 100-01 Agreement year, $1,952,181 for the
Agreement year, and $2,023,290 for the 2002-03 Agreement year to fund
the activities of the Family Benefits Committee,
Employer Contribution
Article 30 Employee Benefit Fund (ASU,ISU,OSU,DMNA)
Page 8
Delete current $30.2 and-reptace with
‘State shall deposit in the CSEA Employee B
50 per employee for e ter of the
ending March 31, 2000; $142.50 per employee for each quarter of the year begin-
ing April 1, 2000 and ending March 31, 2001; $145.0 loyee for each
quarter of the year beginning April 1, 2001 and ending March 2s
er employee for each quarter of the year beginning April 1, 2002. Sucl
amounts shalll be deposited as soon as practicable after the first day of each
quarter.
Article 33 Discipline (ASUASU/OSU/DMNA)
§33.7 Administration
The State and CSEA may jointly administer the arbitration procedure and panels
for the purpose of this Article, The State shall seek an appropriation of$250,000
4m in the amount indicated in each year of the Agreement;_$250,000 in 1999-
2000, $261,386 in 2000-2001, $273,607 in 2001-2002 and $286,302 in 2002-2003,
to be used for the self-administration of the panels and procedure, the time and
attendance procedure, research for and training of the panels in the area of
patient abuse, and publication of arbitration decisions. The unexpended portion
of each year’s appropriation shall be carried over into the succeeding year and
added to the appropriation for the succeeding year
Article 38 - Employee Assistance Program (ASU/SU/OSU/DMINA)
In recognition of the mutual advantage to the employees and the employer
inherent in an employee assistance program the State shall prepare, secure
introduction and recommend passage by the Legislature of such legislation as
may be appropriate and necessary to obtain an appropriation @f-6450,000 indi-
cated for # each year of the Agreement: $450,000 in 1999-2000, $468,086 in
2000-2001, $487,438 in 2001-2002 and $505,576 in 2002-2003, to continue the
Employee Assistance Program effort. The present joint labor/management
arrangement, which recognizes the need for combined representation of all
‘employee negotiating units and the State in a single work place employee assis-
tance program, shall continue.
Article 40 - Performance Evaluation (ASUASU/OSU/DMNA)
$40.3 The State shall prepare, secure introduction, and recommend passage by
the Legislature of such legislation required to provide an amount of $20,000
indicated for during each year of the Agreement; $20,000 in 1999-2000, $23.704
for 2000-2001, $27,701 for 2001-2002 and $31,838 in 2002-2003, for administra-
tive expenses associated with the Statewide Performance Rating Committee
activities,
Article 44. Definition of Seniority (OSU)
‘$44.1 Seniority as used in Section 10.6 and Article 27 and 50 shall mean length
of continuous service* in:
(a) Office Mental Health - Main Office, Regional Office or equivalent, or
Institution;
(b) Office of Mental Retardation and Developmental Disabilities - Main
Office, Regional Office or equivalent, or Institution;
(©) Department of Transportation - Main Office, Regional Office, Residency,
Regional Equipment Management Shop or Sign Shop, Regional Special
Crew;
(d) State University System - Main Office or Campus;
{8} Divisienfor-¥euth Office of Children and Family Services - Institution,
Camp or Main Office;
(0) Bivision-of Aeoholion+-and-Aleohot Abuse—Main-Offiee-or Fact Office of
Alcoholism and Substance Abuse Services - Main Office or Facility
(g) Bivision-oF Substance Ab i ee-or Faeiity Correctional
Services - Main Office or Institution
H(t) Office of General Services - City;
G)(1) Parksand-Reeteation Office of Parks, Recreation and Historic
Preservation - Park Region or Main Office;
‘49(j) Health - Institution, Main Office or State Laboratory
)(K) Education - Main Office or State Schools;
499(\) Environmental Conservation - Main Office or Region;
4) (in)All Other Departments - Main Office or City
6} (n) Division of State Police - Troop or Division Headquarters
*For the purposes of this definition length of continuous service shall mean
time employed continuously within the entity described above. Permanent, pro
Visional, temporary and less than full-time (non-seasonal) prorated is consid
ered service.
Article 45 - Posting and Bidding for Job Vacancies (OSU)
Article 45.1
Change the order of subsections as follows:
THE WORK FORCE STATE CONTRACT EDITION pr
Current (d) would become (a) and read as follows:
Realignment of the current subsections would be as follows:
Current (a) would become (b)
Current (b) would become (c)
Current (c) would become (d)
Article 45 - Posting and Bidding for Job Vacancies (ISU)
$45.1 Non-Competitive and Labor Class Positions
(a) Each operating unit (institution, DDSO, hospital, college, main office or
other appropriate facility) shall establish and maintain procedures for distribut-
ing or posting announcements of vacancies in non-competitive and labor class
positions at that operating unit at least 45 10 calendar days prior to the date
they are to be filled. Announcements of such vacancies shall contain the title of
the position or positions to be filled, minimum qualifications required for
appointment, the shift and work location, and the number of vacancies.
$45.2 Competitive Class Positions
(c) Each operating unit as defined above shall establish and maintain proce-
dures for distribution or posting announcements of vacancies in competitive
class positions at that operating unit at least 46 10 calendar days prior to the
date they are to be filled. Announcements of such vacancies shall contain the
title of the position or positions to be filled, minimum qualifications required for
appointment, the shift and work location, and the number of vacancies.
Article 45 - Posting of Examination Announcements and Job Vacancies
(ASU)
§45.2(a) Each institution or facility (e.g., college, hospital, DDSO, district office)
shall establish and maintain procedures for posting announcements of job vacan-
cies. Such procedures shall provide for the announcements to be posted at least
10 calendar days prior to the date the vacancies are to be filled. Vacancies which
are expected to be filled on a temporary basis for 45 days or less need not be post-
ed. However, procedures shall be established at the appropriate local labor/man
agement level to ensure that CSEA is advised of the existence of such temporary
vacancies, the particular reasons therefore, and the expected duration of each
such temporary vacancy.
Article 46 Continuous Hours of Work (ISU)
New Article 46 Continuous Hours of Work (ASU)
When an employee's normal daily schedule is seven and one-half or eight hours,
an employee shal not be required but may
volunteer to work more than 16 consecutive hours in a 24 hour period.
Article 47.2 Standby On-Call Rosters (ISU/OSU)
Article 19.4(b) Overtime, Recall, Scheduling and Overtime Meal
Allowance (DMNA)
Article 27.2(b) Distribution of Overtime, Standby, On-Call Rosters (ASU)
$47.2 An employee who is eligible to earn overtime shall not be required to remain
available for recall unless the employee's name appears on an approved! recall ros-
ter, An employee shall be paid an amount equal to 48 20 percent of the employ-
' daily rate of compensation for each eight hours or part thereof the employee
is actually scheduled to remain and remains available for recall pursuant to such
roster.
Article 49 - Uniforms (ISU)
$49.1 Uniform Maintenance Allowance
(a) The State will recommend to the Legislature that each employee in the fol
lowing titles shall be provided an annual maintenance allowance of $40 if a part-
time employee and $60 if a fulltime employee: Food Service Titles, Mental
Hygiene Thera Ades, Hospi ena Hospital Cini Asst,
Licensed Practical Nurses, tr d
Wilderness Challenge Aides.
(b) Provided, however, that employees who receive a regular uniform service or
are not required to wear uniforms shall not be eligible for this allowance,
$49.2 Work Related Clothing
(a) The State will recommend to the Legislature that each employee in the fol
lowing titles receive $30 in each year of the Agreement to provide work related
clothing; Farmers, Farm Hand, Industrial Training Supervisors, tastitution
Worker, Housekeeper, Lab Worker, Lab Technicians, Lab Aide, Lab Helper,
Caretaker, Barber, Beautician, Dental Hygienists, and Dental Assistants.
(b) Provided, however, employees who receiv elated clothing shall not be
eligible for this allowance.
Article 49 - Work Clothing and Tools (OSU)
$49.1 Work Related Clothing
(a) The State shall prepare, secure introduction and recommend passage by the
Legislature of such legislation as may be appropriate and necessary to obtain an
appropriation £759,000 of funds indicated for each year of the Agreement
xt 1, $808
‘$839,483 in 2002-2003, to be used for Operational Services Unit employees
2000
work-related clothing.
§49.2 Tools
(b) The State shall appropriate $40,000
year of the Agreement: $10,000 in 1
e in 2002-2003, to be administered by the State
Comptroller, to be used to reimburse employees required to provide personal
tools used in the performance of his/her job for loss due to fire or theft at the
employer's premises, up to a maximum of $2,000 subject to the following condi-
tions:
, in each
-2000, $1: )-2001, $17,010 in
d) “An employee eligible for such allowance under section (c), may also have
insurancé
policy for their personal tool inventory,
An employee choosing this option must meet th
ion"
Article 53-Chest X-Rays (ISU)
Upon the written request-from order from authorized medical personnel for an
employee of an institution where appropriate facilities are available, the State
shall provide a chest x-ray of the employee every year for the term of this
Agreement. Such epplieation order shall designate the physician to whom the
employee wishes the x-ray to be sent.
fe same requirements as employ-
Seasonal Employees Appendix
IIT (ISU/OSU) / IV (ASU)
The contents of this Appendix shall apply to employees appointed to seasonal
positions. For purposes of this Appendix, a seasonal position is defined, as a
position that is not established on a continuous basis throughout the year, but
may be re-established in successive years. Seasonal positions are utilized for a
specified period of time in conjunction with department or agency seasonal pro-
gram needs,
The provisions of this Agreement shall pertain to employees appointed to sea-
sonal positions to the extent they are applicable. However, the following Articles
or sections thereof shall not apply:
Article 4 Employee Organization Rights (except 4.1, 4.2, 4.3, 4.4, 4.5, 4.6 and
4.12)
Article 7 Compensation (except that 7.16(a), (c) and (d) shall apply to seasonal
employees who have Attendance Rules coverage)
Article 10 Attendance and Leave (except to emplayees in seasonal positions who
have Attendance Rules coverage; and except for less than full-time employees
article which applies to all seasunal employees
Article 11 Workers’ Compensation Benefit (except to employees in seasonal
positions who have Attendance Rules coverage)
Article 12 Leave for Probationary Employees
Article 13.6 Salary Deduction Information
Article 13.7 Deduction for Employee Credit Union
Article 14 Employee Training and Development
Article 19 Layoff Units
‘Article 20 Layoffs in Non-Competitive and Labor Classes
Article 22 Employment Security
Article 32 Workday/Workweek
Article 39 Benefits Guaranteed
Article 40 Performance Evaluation
Article 41 Departmental Negotiations
Article 44 Definition of Seniority
Article 45 Posting and Job Vacancies (except as noted in G of this Appendix)
Article 50 Work Location, Shift and Pass Day Assignment
Article 51 Winter Maintenance Department of Transportation
Article 52 Employee Identification
A. Compensation
Lump Sum Payment for Fiscal Year 4996-9 1999-2000
Eligibility for a portion of the $556 $500 lump sum payment shall extend to sea-
sonal employees in employment status on March 31,4996-2000 who have a total
time in pay status of six (6) months or more during the preceding fiscal year;
this six months of pay status shall be called the “qualifying period”, For employ-
ees with more than six months of total time in pay status, the qualifying period
shall be the last such six months in the respective fiscal year. Such employees
paid on an hourly, per diem, or annual salaried basis who:
* work a minimum of one-quarter time, but less than half-time, dur.
ing their qualifying period shall receive $4375: $125
work a minimum of half-time, but less than three-quarters time,
during their qualifying period shall receive $246: $250
* work a minimum of three-quarters time, but less than full-time,
during their qualifying period shall receive $442.60: $375
© work the equivalent of full time during their qualifying period shall
receive $656-$500
Such section shall not apply to employees paid on a fee schedule,
f-the- 8700-4 hall:
-34-1007-whe-t
4 eaten lk
la
is-(6) vente: h ding-fi
re the if
THE WORK FORCE STATE CONTRACT EDITION
Salary Increase for Fiscal Year 4097-08 1999-2000
1. Effective on Qetober21097 September 30, 1999 for employees on the admin-
istrative payroll and 1997 October 7, 1999 for employees on the
institutional payroll, the basic annual salary aan in employment status
on tober 6,
1999, respectively, shall be increased by three (3) ey
2. Seasonal employees, except those employed in the Park and Recreation Aide
series, not on the payroll on @etobert,4007-or-September-24-1007 September
29, 1999 or October 6, 1999, as appropriate, but who were employed on a season-
al basis in fiscal year 4996-97 1998.99 and become reemployed during the 499%
98-1999-2000 fiscal year, will be eligible for an increase of three-and-one-half
{#5} three (3.0) percent effective on Geteber21007 September 30, 1999 for
employees on the administrative payroll and Septermber-25,4997 October 7, 1999
for employees on the institutional payroll or the date of hire, whichever is later.
3. Those individuals employed in the, Park and Recreation Aide series on a sea-
sonal basis in the 4996-07 1998-99 fiscal year who were not on the payroll on
Getober-t.-1997-9r-September-24,1907 September 29, 1999 or October 6, 1999,
‘as appropriate, but who were employed on a seasonal basis in fiscal year +096-
97 1998-99 and become reemployed as detailed below, will be eligible to receive
a Salary as described below.
(a) Individuals newly hired in the Park and Recreation Aide series shall receive
the prevailing hiring rate for the particular Aide level to which they are being
appointed.
(b) Those individuals employed in the Park and Recreation Aide series on a sea-
sonal basis in the 4996-97 1998-99 fiscal year who were not on the payroll on
September 29, 1999 or October 6, 1999,
Deteber Hier Sepiomber dt 107 ,
as appropriate, but who become reemployed during the 4997-98-1999-2000 fiscal
year in the same series:
(i) if reemployed in the same Aide level; will be eligible to receive the salary
they last received in that title increased by
percent, or the prevailing hiring rate for that same ttle at the time of reemploy-
ment, whichever is higher;
(ii) if reemployed in a higher Aide level: will receive at least the same hourly
rate of pay they last received, increased by three (3.0)
percent, or the prevailing rate of the higher Aide level, whichever is higher;
(iii) if reemployed in a lower Aide level: will receive the prevailing hiring rate of
the level to which he or she is being appointed.
Salary Increase for Fiscal Year 4998-90-2000-2001
1, Effective on Qetober+1998 March 30, 2000 for employees on the administra-
tive payroll and Septarber244008 April 6, 2000 for employees on the institu-
tional payroll the basic annual cae of employees in sipimnent slalus on
i 10,
respectively, shall be increased by ie (3.0) percent.
2. Seasonal employees, except those employed in the Park and Recreation Aide
series, not on the payroll on September 30,-1908-oF September-2e,4008 March
29, 2000 or April §, 2000, as appropriate, but who were employed on a seasonal
basis in fiscal year 4097-08 1999-2000 and become reemployed during the +998-
$9 2000-2001 fiscal year, will be eligible for an increase of
3-5) three (3.0) percent effective on Qeteber+1998 March 30, 2000 for employ-
ees on the administrative payroll and Septeraber24,4098-April 6, 2000 for
employees on the institutional payroll or the date of hire, whichever is later,
3. Those individuals employed in the Park and Recreation Aide series on a sea-
sonal basis in the 4997-98 1999-2000 fiscal year who were not on the mare on
September-30-1008-9¢ Septembera4,4008 March 29, 2000 or Apri
appropriate, but who were employed on a seasonal basis in fiscal year 1952-08
999-2000 and become reemployed as detailed below, will be eligible to receive a
salary as described below.
(a) Individuals newly hired in the Park and Recreation Aide series shall receive
the prevailing hiring rate for the particular Aide level to which they are being
appointed.
(b) Those individuals employed in the Park and Recreation Aide series on a sea-
sonal basis in the 4997-08 1999-2000 fiscal year who were not on the payroll ¢#
September 30;-1098-oF September-3,-4098 March 29, 2000 or April 5, 2000, as
appropriate, but who become reemployed during the 498-00 2000-2001 fiscal
year in the same series:
(i) if reemployed in the same Aide level: will be eligible to receive the salary
they last received in that title increased by 6) three (3.0)
percent, or the prevailing hiring rate for that same title at the time of reemploy-
ment, whichever is higher,
(ii) if reemployed in a higher Aide level: will receive at least the same hourly
rate of pay they last received, increased by :
percent or the prevailing rate of the higher Aide level, whichever
(iii) if reemployed in a lower Aide level; will receive the prevailing hicng rate of
the level to which he or she is being appointed.
April 2000
in the Park and Recreation Aid
ir 2000-2001 and
- who were employed on a seasonal basis in fiscal year 2000-2001 and become
reemployed during the 2001-2002 fiscal year, will be eligible for an increase of
‘three and one-half (3.5) percent effective on March 29, 2001 for employees on
the administrative payroll and April 5, 2001 for employees on the institutional
Lor th hire, whichever is la
indivi i ind Recreation Aide seri ea
2001 fis 0 0 March
i |
employed as detailed below, will
sonal basis in the 2(
28, 2001 or April 4, 2
yasis in fiscal year 2000-2001 and
Individuals newly hired in the 1 creation Aide series shall receive
appointed.
The ere em din e Pi ae ae an we ries on a
sin ea a
on me inistrative
mn Mi h ‘2 2002 ah
smployed in the Park and Ret
i fiate, but
sre employed on.a seasonal basis in a sear 20: -2002 and become
reemployed during the 2002-2003 fiscal year, will increase of
three and one-half (35) pereen effective on Marc 28, 2002 for employees on
the administrati Hl and April 4, 2002 for institutional
payroll or the date of hire, whichever is later.
Those individuals din th ition Aide serit
3. Those individuals employed in the Park and Recreation Aide series on a sea-
sonal basis in the 2001-2002. fiscal year who were not on the payroll on March
272000 or Apri Y
27, 2002 or April 3, 2002, as appropriate, but who were employed on a seasonal
basis in fiscal year 2001-2002 and become reemployed as detailed below, will be
eligible to receive a salary as described below.
a) Individuals newly hired in the Park and Recreation Aide series shall receive”
iheprealing ing rater he paula Ade eel to viel hey are Being
prevailing hiring rate for 0 re bein,
appointed.
Those individuals employed in the Park and Recreati ries on a sea-
sonal basis in the 2001 2002 fiscal year who were not on the payroll on March
27, 2002 or April 3, 2002, as appropriate, but who become reemployed during the
2002. -2003 fiscal year in ie same series:
i be eligible ive
they last ived in that tie tieeseed hres and oneal (33) pareenor
r
whichever is higher;
Gi) if reemployed in a higher Aide level: will receive at least the same hourly
FS A eee rte a ONE) ance
e prevailing rate of,
(id eenploed na ower Adele receive the prevailing hiring rate of
the level to which he or she is being appointed.
Effect of Minimum Wage Level
1. If in the discretion of the Director of the Budget, employees covered by the
Seasonal Agreement are raised to the minimum wage level, the negotiated raise
will be applied only so far as is necessary to supplement the minimum wage
raise to bring those employees to the negotiated increase.
2. If the raise to the minimum wage results in a raise higher than the negotiat-
ed increase, no negotiated salary increase will be paid for that year,
3. At no time will both a raise to the minimum wage and the negotiated salary
increase be given to an employee covered by this interpretation where such
would result in more than the negotiated increase in salary from the preceding
year.
B. Holiday Compensation
Seasonal employees not covered by the Attendance Rules who are regularly
employed on a 37 1/2 or 40 hour per week basis who work at least 25 days dur-
ing the season will be entitled to additional compensation at their hourly rate,
up to a maximum of eight hours, for time worked on each of the first three (3)
days during their employment in any seasonal period (4/1 to 9/30 and 10/1 to
3/31) which are observed as holidays by the State, Such compensation should be
paid retroactively upon completion of five weeks of work.
A seasonal employee who is entitled to time off with pay on days observed as
Page 9
holidays by the State as an employer and who has been scheduled or directed to
work will receive additional compensation for time worked on such days.
C, Attendance and Leave
1.Seasonal employees who have been continuously employed on at least a half-
time basis, for 19 pay periods, shall be entitled to Attendance Rules cover-
age, in accordance with the Civil Service Attendance Rules and the appro-
priate provisions of their neateiaits unit sree 7
who are employed at lez
holi id to earn and accumulat
\d restriction:
wv
ind for unscheduled abs
or retirement value. fice in credited
ri
D, Health Insurance Coverage
1. Seasonal employees who are anticipated to be or who are continuously
employed on at least a half-time basis for six months, shall be eligible for health
insurance coverage subject to the provisions of the Agreement.
2. Where the State establishes a seasonal position for six months or more, the
appointee to that position shall not have his or her service intentionally broken
solely for the purpose of rendering that employee ineligible for health insurance
coverage.
3. Should a seasonal employee who attained health insurance coverage eligibili-
ty, leave the payroll and then be rehired subsequently, the employee shall retain
eligibility for health insurance coverage upon rehire without application of a
six-month waiting period, provided the employee was not off the payroll more
than six months, The employee may continue his or her health insurance on a
full pay basis for the period of time he or she is off the payroll.
E. Appointment Letter
Each State department and agency shall provide a seasonal employee with an
appointment letter indicating his or her date of hire and date of anticipated sep-
aration.
F. Department/Agency Seasonal Handbook
Each State department and agency shall prepare a seasonal employee handbook
to be distributed to all seasonal employees.
G. A seasonal employee who is appointed to a permanent position in the com-
petitive, non-competitive, or labor class, within one year of completing at least
three years of continuous service of 19 pay periods cumulative in each of those
three years, and who successfully completes his/her probationary period shall
receive seniority credit for actual time worked as a seasonal employee for pur-
poses of job bidding, as applicable,
Caeae ‘Those seasonal em oy i Mt
et the eligibility requirements for seasonal leave credits shall be enti-
Re to.an exit interview, upon written request, with a human resource designee
following notice of involuntary separation. A union representative may accompa-
ny the employee in the exit interview session,
Attendance and Leave Appendix
TV (ISU/OSU/DMNA)/V (ASU)
Sick Leave At Half Pay
ISU
Amsicle 10.15 of this Agreement describes the conditions which must be met
before mandatory sick leave at half-pay must be granted, However, under certain
circumstances agencies may grant discretionary sick leave at half-pay pursuant
to Section 21.5 of the Attendance Rules during any period of absence caused by
personal disability for which the employee is not entitled to mandatory sick
leave at half pay under the contract. Davin valine pens fa suanoalogalct
ke ‘Agreement, employees continue to be eligible for
suant to the Attendance Rules and a determination
ecea ln nt to th
‘such leave under the Rules during
hat vag period, For example, an employee in the ISU Unit who is otherwise
Page 10
THE WORK FORCE STATE CONTRACT EDITION
eligible, may be granted discretionary sick leave at half-pay prior to being absent
30 consecutive workdays. To be eligible for discretionary sick leave at half-pay
under the Attendance Rules an emplayee must have completed one cumulative
year of State service, must have permanent status as of the point sick leave at
half-pay is to begin (probationers with no permanent hold item are not eligible),
must have exhausted all accrued leave credits and must have submitted satisfac-
tory medical documentation of personal disability. Although sick leave at half-
Rules is disereti 7 5 :
sistent with the intent of the Rules,
ASU
Article 10.8 of this Agreement describes the conditions which must be met
before mandatory sick leave at half-pay must be granted. However, under certain
circumstances agencies may grant discretionary sick leave at half-pay pursuant
to Section 21.5 of the Attendance Rules during anyperiod of absence caused by
personal disability for which the cure is not entitled to mandatory sick
leave at half-pay under the contract. During waiting periods for mandatory sick
leave at half-pay under this Agreement, employees continue to be eligible for
sik leave at hal-pay pursuant to the Attendance es and.a determination
tal ra To be eligible for nee sick leave at half-pay under
the Attendance Rules an employee must have completed one cumulative year of
State service, must have permanent status as of the point sick leave at half-pay
is to begin (probationers with no permanent hold item are not eligible), must
have exhausted all accrued leave credits and must have submitted satisfactory
medical documentation of personal disability. Se
inder the Attendance Rules is discretionary, arbitrary denials a cK
Osu
Article 10.9 of this Agreement describes the conditions which must be met
before mandatory sick leave at half-pay must be granted. However, under certain
circumstances agencies may grant discretionary sick leave at half-pay pursuant
to Section 21.5 of the Attendance Rules during any period of absence caused by
personal disability for which the employee is not entitled to mandatory sick
leave at half-pay under the contract. During waiting periods for mandatory sick
leave at half-pay under this Agreement, employees continue to be eligible for
sick leave at half-pay pursuant to the Attendance Rules and a determination
must be re di fing or
iti For example, an employee in the OSU who is otherwise eli-
gible, may be granted discretionary sick leave at half-pay prior to being absent
30 consecutive workdays. To be eligible for discretionary sick leave at half-pay
under the Attendance Rules, an employee must have completed one cumulative
year of State service, must have permanent status as of the point sick leave at
half-pay is to begin (probationers with no permanent hold item are not eligible),
must have exhausted all accrued leave credits and musi have submitted satisfac-
tory medical documentation of personal disability. . Although sick leave at half-
r the Atten lles is discretion: itrary denials are not con-
sistent with the intent of the Rules.
DMNA (New)
Article 10.7 of this Agreement describes the conditions which must be met
before mandatory sick leave at half-pay must be granted, However, under certain
circumstances agencies may grant discretionary sick leave at half-pay pursuant
to Section 21.5 of the Attendance Rules during any period of absence caused by
ersonal disability for which the et wandatory sick
leave at half-pay under the contract. During waiting periods for mandatory sick
leave at half-pay under this Agreement, employees continue to be eligible for
sick leave at half-pay pursuant to the Attendance Rules and a determination
must be made regarding granting or denying s ch eave under the Rules daring
that waiting period, For exampl
bie ve al half-pay prior to being cat
jiscretionary sick |
mpleted one cumulative
tate service, must have permanent status as of the point sick leave at
half-pay is to begin (probationers with no permanent hold item are not eligible),
Fa ae Ree ee eee oa Re Se
tory medi ion of i ave at half-
pay under the Attendance Rules is ideretonaty Atay denials are not con-
sistent with the intent of the Rules.
30 consecutive workdays. To be eligible for
Mandatory Alternate Duty Appendix
VII (ISU, OSU)/ IX (ASU)/VI (DMNA)
B. Eligibility
To qualify for participation in the Mandatory Alternate Duty Program, an employ-
‘ee must meet the following criteria:
1. be classified as partially disabled at 50 percent or less by the State
InsuranceFund (SIF);
2. and have a prognosis of full recovery (defined as the ability to perform the
full duties of the job in which the employee was injured) within 60 calendar
days (defined as 60 calendar days prior to the date of full recovery given by
the examining physician),
These medical findings may occur in the course of an examination by an SIF con-
sulting physician, or by the employee's attending physician, or in connection with
a management-ordered medical evaluation. (Refer to “Medical Documentation”
below).
April
An employee meeting these eligibility criteria may request his/her agency to
develop an alternate duty assignment. Such request can be submitted at any time
between the date of full recovery specified in the medical documentation and 65
80 calendar days prior to that date. However, in no instance may the mandatory
alternate duty assignment begin earlier than 60 calendar days prior to the date of
full recovery provided by the examining physician. For any such employee who
meets the eligibility criteria set forth above, as determined on the basis of med-
ical documentation satisfactory to management, the appointing authority is
required to take one of the following actions:
1. offer the employee a mandatory alternate duty assignment for up to 60 calen-
dar days which takes into account the employee's physical limitations; or
2, where a mandatory alternate duty assignment cannot be provided, arrange for
the employee to receive a supplement equal to the difference between that
employee's full statutory benefit rate based on 100 percent disability and the par-
tial disability statutory benefit rate paid to that employee by the SIF. This supple-
ment is payable for the period the mandatory alternate duty assignment would
have been expected to last, not to exceed 60 calendar days.
If a qualified employee does not request an alternate duty assignment, agency
management may direct the employee to return to work on an alternate duty
basis. Such alternate duty assignment shall be for up to 60 calendar days and shall
take into account the employee's physical limitations,
The employee who accepts a mandatory alternate duty assignment is entitled to
receive his/her regular full salary for the period of the mandatory alternate duty
assignment. Where an employee declines a mandatory alternate duty assignment,
the employee will be referred to the SIF for an appropriate benefit determination,
Employees who neither request nor are ordered to return to work continue to
receive wage replacement benefits from the SIF in accordance with the Workers’
Compensation Law.
C. Medical Documentation
Medical documentation submitted to support an employee's participation in the
Mandatory Alternate Duty Program must be satisfactory to management. This doc-
umentation should contain the following information: a statement that the
employee is 50 percent or less disabled, an estimated date of full recovery that is
within 65 80 calendar days of the date of the medical examination, and a state-
ment of the physical limitations which need to be taken into consideration in
developing the employee's mandatory alternate duty assignment. This documen-
tation may be provided by a SIF or other State-selected physician or by the employ-
e's attending physician or be a combination of information from these sources.
All medical documentation should be treated confidentially and great care should
be exercised to protect employees against the indiscriminate dissemination or
use of the medical information it contains. However, appropriate agency staff are
entitled to have access to the medical information related to an employee’s phys-
ical limitations to the extent it is necessary (1) to evaluate the employee's ability
to participate in the Mandatory Alternate Duty Program and (2) to develop an
appropriate assignment.
In certain instances, agency management will need additional medical informa-
tion beyond the original documentation regarding an employee's participation in
the Mandatory Alternate Duty Program. This need usually can be met by request-
ing more detailed information from the examining physician. Occasionally, agen-
cies may need to have the employee examined by a physician selected by man-
agement. In those cases where agency management feels the need to have the
employee examined by a physician selected by management, the agency shall
make a reasonable effort to complete a medical examination within 20 calendar
days from receipt of the employee's request for a mandatory alternate duty assign-
ment.
When agency management fails to complete the medical examination and reach
a decision regarding the employee's eligibility for an alternate duty assignment
within the 20 calendar day period, the employee shall receive a supplement equal
to the difference between the employee's full 100 percent disability statutory ben-
efit rate and the partial statutory benefit rate being paid to the employee by the
SIF until the examination is completed and a decision made. This provision shall
not apply where the failure of the agency-selected physician to complete the med-
ical examination is attributable to the employee's failure to appear for the exam-
ination, the employee's refusal to allow it to be held, or the employee's refusal to
‘cooperate or provide the necessary documentation.
If, following this examination, the agency's physician does not find the employee
eligible to participate in the Mandatory Alternate Duty Program, the employee will
be referred to the SIF for an appropriate benefit determination.
The issue of medical documentation is not reviewable under Article 34 of the
Agreement.
Leave Donation Appendix
X (OSU, ISU)/XI (ASU)AX (DMNA)
‘The Appendix describes the leave donation program applicable to employees of
the (ASU/ASL/OSL/DMNA) Unit, Detailed guidelines on program administration
are contained in Attendance and Leave Manual Appendix H.
During cal dar year 200. the p s will review the ability of th
ave donation acr for employees other than famil
Program Description
The intent of the Leave Donation Program is to provide a means of assisting
employees who, because of long-term personal illness, have exhausted their
accrued leave credits and would otherwise be subject to a severe loss of income
during a continuing absence from work. This Appendix extends the provisions
of the Leave Donation Pilot Program.
Eligibility Criteria - Donors
2000
In order to donate vacation credits an employee of this unit must:
* be employed in the same department or agency or be a family member
of an eligible recipient employed in another agency; as-the-emplayee-to
* have a minimum vacation balance of at least ten days after making the
donation, based on the donor's work schedule. Vacation credits which
would otherwise be forfeited may not be donated.
© donor identity is kept strictly confidential,
Eligibility Criteria - Recipients
In order to receive donated leave credits, an employee of this unit must:
‘ be subject to the Attendance Rules or otherwise eligible to earn leave
credits;
‘ be absent due to a non-occupational personal illness or disability for
which medical documentation satisfactory to management is submitted as
required;
* have exhausted all leave credits;
‘be expected to continue to be absent for at least two biweekly payroll
periods following exhaustion of leave credits or sick leave at half-pay;
‘© must not have had any disciplinary actions or unsatisfactory perfor-
mance evaluations within the employee's last three years of State employ-
ment;
+ be employed in the same agency or department as the prospective donor
though not necessarily in the same facility or location, or be a family
member employed in another agency,
Donations to and from Employees in Other Units
‘This section remains unchanged.
Restrictions on Donations
Only vacation credits which would not otherwise be forfeited nay be donated.
Credits must be donated in full-day units (7.5 or 8 hours). There is no limit on
the number of times an eligible donor may make donations, Donated credits not
used by recipients are returned to the donor, provided the donor is employed in
the same agency as the recipient.
Remainder of this section is unchanged.
Use of Donated Credits
Add the following paragraph to end of current Section:
ly i y lines shé i
within the agency.
Administrative Issues
Add final paragraph to current section:
“For of this ndix, famil defin any relative or any rel-
ative-in-law regardless of place of residence, or any person with whom the
es
employee makes his or her home.
During calendar year 2001, the parties will review the ability of the State to offer
i ines for employees other than family members.”
Program (HOP) available to employ-
effect January 1, 2001. The program. isa oes t and will Can on Decemt er
th
ie
maximum credit. will be increased ea a seatditia sl fhe program is
made available under the 1999-2003 Agreement by any basic annual salary
increase payable in that year . Although the pile
ond December 31, 2 i wi
extended by agreement of the parties.
continued
il 1, 2003, unless
New - Volunt tion in Work Sch
XIL(ISU, OSU)
XIM (ASU)
XI (DMNA)
DELI
Introduction:
pendix
Reduction in Work S Si
ees to voluntarily ade income for time off, The VRWS program is available to eli-
gible annual-salaried employees in the Administrative Services Unit (ASU),
Operational Services Unit {0S }), Institutional Services Unit (ISU), and Division
entered into for
work on a fu
eriod im
i
m
hat for: a Anti ath as biwe ‘ rly
anni a salaried position satisfies this requirement.
ter f the VR agreement
‘and i s i
schedule (any aie which entitled the employee to earn leave credits, no
neces ll time schedule).
Consistent with the way in which creditabl
Attendance Rules, separations of less than one year and periods of leave without
pay of any duration are not counted toward the one-year service requirement but
do not constitute a break in service. Employees who separate from State service
(through resignation, tering uation, lh ete, fr more than one secant
unt service precedin, 1e one.
(unless the employee is ee Wy the Civil Service Commission or
Department or appointed while on a preferred list.) Payroll periods 0
ticipation, Sick Leave at Half Pay, or Workers’ Compensation Leave and time on
jor to e time
ervice is counted under the
in the Administrative Services, Operational Services, Institutional Services
and Division of Military and Naval Affairs Units. Detailed guidelines on program
\dministration will be issi art of the New York State Attendance and Leave
Manual,
Program Description
and to participate in the New York State cal th Insurance Plan (NYSH Patou cur:
rent premium rates or to participate in the Health Option Program.
ir th Option Progré rticipating employees earn sick leave accru-
als at a reduced biweekly rate for 26 biweekly pay periods, which will result in
the Leave Donation Program will count toward the one-year s
b mae Schedule Reduction: Participating employees may reduce their work
ules (a ri minimum of 5 percen eI el 0
amaximum of 30 heat
c. Term of y period in
October, 2000, “the VRNS Toga will commence for employees in the
Administrative Services, Operational Services, Institutional Services and Division
of Military and Naval Affairs Units
Description of an Employ ement
a. An employee develops a plan for a reduced work schedule,
earning three (3) fewer days of sick leave per year. Participating employees will
receive a credit of up to $300 per year based on the amount of the employee share
of their NYSHIP premium. ‘This credit will be applied to reduce the employee
share of biweelty NYSHIP premiums for 26 biweekly pay periods.
‘icipa eS ree fewer prot e!
tion of the health insurance premium credit.
A Committee will be created to review tax deferred options.
This program is not subject to the grievance procedure contained in this
Agreement.
Bleiilty
eligible, an employee must:
a Seat onan annual salaried basis
2 leave credits
have asick leave bale of 15 "ave aie ice oa oe at or more at time of election
* be ee a a ae contra
inal i
The election to participate is made in November preceding the salen ao
ticipation and applies to sick leave credits that al loyee would ot!
SS ea the next calendar year and NYSHIP premiums to bent
during the next calendar year. Sick leave credits already accrued cannot be
exchanged under this program. Participation automatically terminates at the end
, of the calendar vear,
Effective Dates
The first election
holder in ither the Ei i or an HMO
riod will be November, 200 fhe program will go into
THE WORK FORCE STATE CONTRACT EDITION
lanagement reviews and approves the pl loi
operating needs.
¢. Jointly agreed plan specifies:
1) Duration of VRWS agreement which may be up to a maximum of 26 biweekly
payroll periods with the VRWS agreement expiring the last day of the last payroll
Paine ical sedlsand are in the fiscal year.
EPEC eT VR time sae in ene cr reduced salary.
(4) Schedule for use of VR time earned, ‘This may be either a fixed schedule, eg
every ine every Wednesday afternoon, an entire month off, ete. or intermittent
ime olf,
(An employee's fixed schedule VR sme off, once the writs shed has been
agre by management, e changed
employee except in_an emerge In the event an cate schedule is
out his o employee may is action
an expedited grievance procedure,
Gi) VR time used as intermittent time off will be subject to scheduling during
term of the VRWS agreement, and will require advance approval by the employee's
supervisor,
d, While the VRWS agreement is in effect, the employee will earn and accumulate
VR credits in accordance with the percentage reduction in work week, e.g., a 10
percent reduction will result in 7.5 or 8 hours of VR credit earned each payroll
Hevio nlc the -sploes wl shane ons or hex acieled VR abeenees
the employee's VRWS schedule calls for one-half day off every Friday afterno
3.75 or 4 hours of VR credits will be charged for each Friday. An employee whose
loyee whose
April 2000
VRWS agreement calls for a 10 percent reduction and taking an entire month off
will work his or her full 37.5 or 40 hours each week, accrue wr 8 hours of VR 10
credit each payroll period, and have the accumulated VR credits to use during that
month,
c. The employee never goes off the payroll. The employee remains in active pay
status for the duration of the agreement and receives pay checks each payroll
period at the agreed-upon, temporarily reduced level,
f, The employee will work a prorated share of his or her normal work schedule
over the duration of the agreement period.
im will not be a detriment to later career moves
within the agensy.or the Sale,
ime taken in accordance with a VRWS agreement shall
not idered t icati i
the Civil Service Rules governin
4, Time Limits
‘The employee and management can establish a VRWS agreement on a fiscal year
basis of any number of payroll periods in duration from one (1) to twenty-six
(26). ‘The VRWS contract expires the last day of the last payroll period in the fis-
fl Yon The VRS ares ma ion Ie Ges ay ot pao vi ad
end on the last day of a payroll period, VRWS ending balances must be segre-
gated foreach fiscal year, The employee and management may, by agreement,
robationary periods,
ment mé
it if the employee's needs or circum-
-5,Time Records Maintenance
a. All VRWS schedules will be based on the crediting and debiting of VR
credits on the employee's time card against a regular 37.5 or 40 hour
workweek.
b.VR credits earned during an agreement may be carried on the
Somieratl eee
ft he fiscal year but must be liquidated by the
- faahiciate ae
vi agreement expires. _VRWS ending balances must be
be exhausted prior
beginning of the new VRWS agreement, However, agencies should
encourage employees to use carried-over VR credits on a priority basis.
i its: i Credit Debit
a, To accommodate an employee whose VRWS agreement calls for an
i reement period, an agency may advance
dits in it not to exceed the number of hours for which
the employee is paid in one payroll period,
b.If.an employee terminates his or her employment and has a VR debit,
the agency shall recover the debit from the employee's lagged salary
payment for his or her last payroll period at work.
‘7. Coordination with Alternative Work Schedules
Itis possible to coordinate VRWS agreements with Alternative Work Schedule
arrangements when desired by the employee and consistent with operating
needs. For example, a VRWS agreement a be combined with four-day: eck
empl the employee opting for a 10
cent reduction to produce a workvset ol ag of 8.5 hours and. Tay of 825
jould generate savings for the employee of commuting
ae ch id care costs, etc. An alternative work schedule which applies to.a
single employee is considered to be an individualized work schedule and does
not require approval through the normal Alternative Work Schedule approval
process,
8. Effect on Benefits and Status
‘The effect of participation in the VRWS program on benefits and status is outlined
in Appendix A (attached).
ime Eligible Employees
9, Effect on Overtime Payment for Overtime Eligible Employees
Scheduled absences charged to VR credits, unlike absences charged to leave cred-
is, are of time worked for purposes of determining eligibili
for overtime payments at_premium rates within a workweek. For example, an
employee who, under an 80 percent VRWS schedule, works four days, charges the
fifth day to VR credits, and is called i ill i
to have worked the fifth day and thus will not be entitled to pre
ments on the si il an
the payrol see in which they ate earned are not counted in determining elig-
jich they at sed. However, employ-
ees who work ful time at reduce A salary and bank VR credits who, as the result
of working and charging leave accruals other than VR credits, exceed their nor-
mal 37.5 or 40-hour workweek continue to be eligible for overtime compensatory
time and paid overtime in that workweek as appropriate,
Sections 135.2(h) and (i) of Part 135 of the Budget Director's Overtime Rules are
waived to the extent necessary to permit payment of overtime compensation to
overtime-eligible employees who are atti n than program,
10, Discontinuation or Susy
Although VRWS agreements are for re periods of me they can
ued by mutual agreement at the end of any payroll period, VR agreements may 4
discontinued, at managemen iseretion. when an employee is rene trans:
ed within or institution,
must be carried forward on the eS ic record.
VR sirens may alo.
ferPaumento Banked (U
Employees who go on sick leave at ae for 28 consecutive calend:
Page nr
reviously eared and banked VR credit
recei\ nation credits for 28 consecutive calendar days or who are absen
because of q injury or illn ir 28 consecutiy In ill
work scl ._ Susy nsion of VR not extend
d termination da
eam ‘ion date of th
nation date, unless both parties agree to terminate the agreement.
11. Provisions for Payment of Banked (Unused) VR Time in Exceptional Cases
The VRWS program is intended to be a program that allows employees to volun-
‘The a
between the employee and management j
it must make ever effort to ensure that
ement_for_program participation
|. time earned by an
employee is used (1) under the terms of the individual VRWS agreement, (2)
heforethe September 30h liquidation date_(see section 5b), 3) before the
mployer ue Sal sericea Coa Ucn SL
te te she was inwhen the VRWS program agreement was made. If this is not pos-
i
ine
fe fall under the following criteria:
i inatii tirement_or
1)_Upon layoff, resignation from State service, termination, retirement or
death, unused VR we will be paid at the then current. Ae time rate of Dal
from ons
ities or institutions, oa an agency, unused VR time will a mal at the mn cur-
ht ti te of ie agency or facility ion in whit
‘time_was_earned, unless the employee requests and the new agency_or
facility/institution accepts the transfer of the VR time on the employee's time
card, The lump sum payment for VR balances upon movement to another agency
or facility/institution will be made irrespective of whether or not the employee is
ranted a leave of absence from the agency where the VR time was earned.
Payment will be made within tw. i f
agency/facilityinstitution,
3) VRWS ending balances must be segregated for each fiscal year. Employees who
accumulate VR time in a fiscal year and who are unable to use the VR ti
applicable September 30th liquidation date due to management requirements
predicated on workload will be paid at the then current straight time rate of pay,
i ithin L_periods following the applicable
September 30th liquidation date. Requests for payment in these exception-
al cases described in this paragraph should be directed to GOER Research
Division—VRWS Program and will be decided on a case-by-case basis,
ere payment for unused VR time is made, notification of payment
imust be sent to GOER Research Division--VRWS Program. Such nolifation
oe include date cof payment, circumstances of payment, ae 's name, title,
ial workweek of
afanued VR time, oS rate i ba and gr lar amount i payment. In addi-
hay
ings fo
lacement s rif thi ier fundin;
source for the payment.
2, Review of VRWS Denials
a. Individual Requests
An employee whose request to participate in the VRWS program has been denied
shall have the right to request a written statement of the reason for the denial,
Such written statement shall be provided within five working days ofthe request.
Upon receii f for nial, the employes
ae request a review of the denial by the agency head or the designee of the
wview must be nd will be reviewe
ane with the following procedure: _
(1) Requests must be submitted by the employee or the employee's representative
within ten working days of receipt of the written statement or of the date when
the written statement was due,
(2) Requests must be submitted tothe oficial who serves as the agency head!s
i if In
currently provide a copy of such request to the facility fe
xplain hot
identi
the denial are improper. The request mi
WS program will not unduly interfere with the agency's
rs of receipt. The determination shall be sent to
e.agen head’
ed in parg
head's
ng the information
ting be held. T!
ination of the agency head's designee shall not
THE WORK FORCE STATE CONTRACT EDITION
letermines ‘ict adherence to the guidelin
APPENDIX A
Effect on Benefits and Status
Annual Leave - prorate accruals based on the employee's VRWS percentage
Personal Leave - prorate accruals based on the employee's VRWS_ percentage
Sick Leave at Full Pay - prorate accruals based on the employee's VRWS percent.
or entitlement.
Employees who go on. tik aie at half pay for 28 consecutive calendar days will
have their VRWS agreement suspended _and be returned to their normal full time
work schedule and pay base.
Workers’ Compensation Benefits - There is no impact on eligibility for entitle:
ment to workers’ compensation benefits pursuant to nile or contract. Following
28 consecutive calendar days of absence due to a work-related injury or illness,
fhe VRWS agreement is suspended and the employee is returned to his or her nor-
mal full time work schedule and pay base.
Leave Donation - Employees w si a for 28
consecutive calendar days will have their VRWS agreement suspended.
Military Leave - no impact on eligibility or entitlement
Paid Leave Balances on Time Card - There is no requirement that leave credits
‘be exhausted prior to fhe beginning of the VRWS agreement. Vacation,
sick leave and holiday balances are carried forward without adjustment; the per-
sonal leave balance is prorated,
Shift Pay - prorate
Inconvenic - prorate
jeographic Pay - prorate
Pre-Shift Briefing - prorate
tandby Pay - no impact
Salary - Normal gross salary earned i id by the of vol
reduction in work schedule. There is no effect on the base annual salary rate.
Payroll - The employee never leaves the payroll. An employee remains in full pay-
ind receives
oll status with partial pay for the duration of the agreement period and receives
pay checks each pay period at the agreed upon temporarily reduced level,
Return to Normal Work Schedule - An empl
i d is upon completion of the VRWS agreement
period.
Banke (Unused) Tine Upon Return Noma ork chile VR timer
its_may be carried forward on the employee's time card after completion of the
Individual VRWS agement period bul mut be liguldated the Seatembr Sth
after the end of the fiscal year in which the employee's individual agreement
expires. VRWS ending balances must be segregated for each fiscal year.
1@ requests and
April
tion accepts the transfer of VR time on the employee's time card,
Insuranc
Dental Insurance - no effect, full coverage
Employee Benefit Fund - no effec!
Survivor's Benefit - no effect
Retiremen|
VRWS erin j
average salary.
Retirement Service Credit - prorate
shange in the contribution rate,
eal ie and Ten to the salary that the employee is paid.
-no effect;
ill reduce final a lary
included in Sie years of earnings used to caleulate fina
Unemployment Insurance - no change; formula set by statute
Performance Advance or Increment Advance - Evaluation date is not changed; no
change ineligibility,
Performance Award or Lump Sum Payment - no impact; no change in eligibility
Longevity Increase - no change in eligibility
robationary Period - No effect; schedule
is not an absence for this purpose.
Traineeship - No effect; traineeships are not extended by scheduled non-work
time under
ime under a VR agreement
off purposes is not changed.
1 leaves the payroll; seniority date is not
id.
Seniori romotion Examinations - No impact; VR time used shall
ed as time
worked in determining seniority credits for promotion exams.
Eligibility for Promotion Examinations - No impact; VR time used shall be count-
ed as time.
oa se ait
EHigibilty for Open Competitive Examinations - Prorate: VR time used shall not be
wae ime worked for determining length of service for open competitive
count:
ion ex
Overtime Work - VR time used shall not be counted as time worked in determin-
ing.
eligibility for overtime payments at premium rates within a workweek.
2000
“Incredibly bad luck, followed by unusually good luck”
Bridge commuter’s life saved by CSEA, others hands
BEAR MOUNTAIN — When an early morning
commuter crashed his car near the Bear
Mountain Bridge, he didn’t know it was truly
his lucky day CSEA members were on the job.
“Pea soup fog” shrouded the bridge as
motorists crept to work at 5 a.m., said Dana
Tripodo, a member of Bridge Authority Local
who was collecting tolls.
“You couldn't see two feet in front of you,”
she recalled.
Tripodo, a nine-year employee, and
co-worker Elaine Sassone-Ahmed, were
working in their toll booths when a driver
stopped his car and yelled to them that there
had been an accident on the Westchester
County side of the bridge.
Sassone-Ahmed immediately took charge of
the toll booth area and managed to direct
traffic and contact police, the bridge
maintenance crew and the bridge manager.
Tripodo jumped into a truck and drove to
the other side.
see the stop sign at the intersection and
“T-boned” another car coming from the other
direction.
Between the wall and a car fire
The impact pushed the car into the bridge
wall and a small fire started in the car.
Squeezing her way into a small space
between the bridge wall and the smoking car,
Tripodo, an emergency room nurse at a local
hospital, leaned into the car and held the
man’s head while one of the bridge employees
put out the fire.
“He had a bad head injury,” said Tripodo
about the driver, “and he began having
seizures.” Tripodo knew he was in serious
trouble.
“The guy didn’t know what happened and
kept going in and out of consciousness,” she
said. “He had a big gash in the back of his
head. I had to keep his airway clear. By the
Because of the fog, a driver didn’t
Git was an extraordinarily
awful situation that was
remedied quickly as a
result of the presence of
these people with these
unusual skills.9
Authority Local
members Dana
Tripodo and
Elaine Sassone-
4) Ahmed were
| among those who
were on the scene
to help save a
commuter’s life.
CSEA wins federal medical leave act case
CSEA recently won a case in the Town of
Southampton where a union member was
fired for absences caused by a mental health
condition.
CSEA was able to prove the town didn’t
provide the member with the required Family
and Medical Leave Act (FMLA) notices for
those absences and the absences were
improperly held against him.
While the federal Department of Labor
found FMLA violations in the Town of
Southampton, they would not sue on the
member’s behalf.
CSEA, however, took the case to U, S
District Court and during depositions the
town admitted it didn’t comply with FMLA.
“As a direct result of this case, the town
finally began complying with the FMLA notice
provisions,” said CSEA attorney Tim Connick.
“This is a benefit to this CSEA member
and to all CSEA members in that town,”
Connick added.
“This is a great wake-up call to
management across the state that CSEA will
fight and win cases where our members are
denied their rights under FMLA,” said CSEA
Long Island Region President Nick LaMorte.
A $70,000 settlement was reached with the
member just before the trial, and CSEA was
reimbursed $30,000 for attorneys’ fees, costs
and disbursements.
“CSEA really helped me. | could not have
won this without the union. They did a great
job,” the member said.
“Union members should not hesitate to
contact CSEA if their FMLA rights are
violated,” said Connick.
— Sheryl Jenks
s1oCAl 1000 AFSOME «
al! deep
time the
paramedics got
there he was
starting to stiffen
up.”
In the midst of the
confusion, a local fire
chief was driving over the bridge and stopped
at the accident scene.
Tripodo said the chief used his radio to call
his fire department and ask for special
equipment to extricate the driver from his car.
The coincidences continued.
Jack Gaffney, executive director of the
Bridge Authority, was in the area. Hearing the
frantic conversation on his two-way car radio
and seeing the traffic tie-up, he contacted the
bridge office to find out what was going on.
As Gaffney drove toward the bridge, he
saw Tripodo and the others saving the life of
the driver.
“Mr. Gaffney couldn’t believe the whole
scene,” said Tripodo.
Because of the decisive actions by Tripodo
and others, the driver survived the accident
and said he is grateful an off-duty nurse was
collecting tolls that early foggy morning.
5 00 MEMBERS 8
Jobs well done
Gaffney recently presented plaques of
recognition to Tripodo and Sassone-Ahmed
for their response to what could have been a
deadly accident.
He also recognized two other bridge
employees: Klaus Roth, the laborer who put
out the fire in the driver’s car, and Steve
Accilli, the bridge foreman.
“Dana played a major role,” said Gaffney.
“She jumped into the back seat and probably
saved the guy’s life. He was sliding into shock,
going downhill fast and Dana was yelling at
him ‘don’t you dare go to sleep!”
Gaffney said it was fate that brought all the
players together that early morning.
“It was serendipitous that this person was
coming across the bridge in the fog and dark
and all those people happened to come along
to help him,” he said.
“It was an extraordinarily awful situation
that was remedied quickly as a result of the
presence of these people with these unusual
skills. For the driver, it was incredibly bad
luck followed by unusually good luck,”
Gaffney said.
— Anita Manley
April 2000 THE WORK FORCE [are ed
Castle in the Sand
CRIM),
rated %
i, | LONG /
BEACH fate
MEDICAL
IWicEnreR,
tC
The siege mentality at Long Beach Medical Center will statewide organization is behind them. Intimidation and
do little to protect management from CSEA’s foot retaliation will buy LBMC management nothing but grief.
soldiers battling at the gates to bring the benefits of It’s time to put aside the childish tactics and begin
union membership to the medical center’s workers. working on a contract built on fairness and respect. (See
Four hundred and forty three LBMC members have story on Page 3 and President Danny Donohue’s column
made their choice, and the full weight of CSEA’s on Page 4.)
page 14 Ea a April 2000
CSEA pulls ads from Watertown
TV station in show of solidarity
WATERTOWN — When
CSEA-represented state g
workers picketed in
Watertown last year, they
were joined by members of
the National Association of
Broadcast Employees and
Technicians
(NABET)/Communications
Workers of America Local 24, who were
also fighting a contract battle with
their employer, area television station
WWNY Channel 7.
And when the NABET/CWA Local 24
workers asked for support, CSEA was
there to back them up.
At the urging of CSEA Watertown
area leaders Fred Gerloff and Dan
Brady, CSEA pulled its advertising
worth thousands of dollars from the
station in a show of support.
At issue for the TV workers is the
anti-union climate that has flourished
at the station since it was purchased in
1981 by the United Communications
Corp., unionized employees said.
In the last 19 years, the union’s
representation has dropped from 41
workers to 17, even though the station
still staffs about the same number of
“{ooht 1000 AFSOME 4
oh" eee Cig
265.000 mempens STRON®
people, but at lower pay
and with fewer benefits.
The union
workers, who have not
received a raise since
1997, are now being told
they have to give up
their rights to job
assignments to get a new
contract.
This would effectively bust the
union, activists said.
Meanwhile, non-union workers at the
station have received two raises since
the company began its attack on the
union.
“We couldn’t stand by and send our
advertising dollars to this multi-million
dollar corporation which continues its
attack on these unionized workers,”
CSEA President Danny Donohue said.
“We're proud to support our
brothers and sisters who work for the
station,” he added.
CSEA is echoing Local 24’s call for
their members in the North Country to
turn off WWNY until the contract
dispute is resolved.
— Mark M. Kotzin
A call to fast for
New York’s working
poor
CSEA members are invited to fast from solid food
for 40 continuous hours to focus attention on
abuses to thousands of New York’s “invisible”
workers: food service employees, janitors, health
aides and farm workers.
The New York State Labor-Religion Coalition has
long been uniting conscience and community to
bring attention to and create change in the
conditions affecting working people.
Our religious traditions and our history of labor
struggle unite us in a 40-hour fast each year on
behalf of working people who suffer even in these
times of abundance.
By fasting, we commit ourselves to challenge
some of our society’s myths about work and the
economy, including:
¢ That the minimum wage can support a family.
* That most minimum wage earners are teen-
agers who are not supporting themselves or a
family.
¢ That today’s strong economy is a tide that lifts
all boats.
© That New York state has successfully addressed
the gap between rich and poor.
The fast will run from 8 p.m. Wednesday, March
29 through noon Friday, March 31.
Be sure to mark
MOURN,
tok WG HT Seis
WORKERS MEMORIAL DAY, APRIL 28
Workers’
Memorial Day
on April 28.
When you go to work, you shouldn't have to worry about whether you
will return home that evening; and you shouldn't have to return home
blinded, sick or maimed because your workplace is unsafe and/or
unhealthy. But that's what happened to more than 6 million American
workers in 1997:
* 6.2 million were injured or became sick on the job,
¢ 50,000 died because of occupational illnesses,
© 6,200 died from fatal injuries at work.
For decades, the union movement has led the fight for and won job safety
protections that have improved the lives of all workers, organized and
unorganized. That fight continues every day in our workplaces, in the
legislatures where laws are enacted and in the offices of government
regulators whose duty is to protect our environment and keep us safe.
Stand up and be counted!
The Census Bureau is conducting the 2000 census,
| and it’s vital that CS9EA members complete the
forms mailed to them.
Census counts not only help the government
know who’s living where, they also determine
| legislative districts for state and federal
governments.
By not taking part in the census, you could lose
your voice in Washington.
The Census Bureau forms mailed to your home
can be filled out in a few minutes. Do your part,
stand up and be counted!
For more information, visit the census Web site at:
http://www.census.gov.
Population estimates on March 15;
U.S. — 274,422,998.
World — 6,050,715,095
April 2000 THE WORK FORGE Ware ts
CSEA region
election results
The CSEA Statewide Election Committee has certified the results in races for the union's statewide
and region offices and 122-member board of directors. In the Western Region, president-elect Mike
Bogulski declined to take office, choosing to continue as Erie County Local and Unit president.
Central Region President Jim Moore has been asked to work with region Director Roger Sherrie and
the region’s elected leadership in overseeing region business. The Western Region's remaining slate
has taken office. An election to fill the president’s position will be held shortly.
Nick LaMorte
President*
Tony Giustino — Ex.
Vice President
Carol Guardiano —
Ist Vice President*
Liz Pearsall — 2nd
Vice President
Les Eason — 3rd Vice
President
Catherine Pipitone —
Secretary
Barbara Allen —
Treasurer
si al
George Boncoraglio
President*
Lester Crockett — Ex.
Vice President
Leonita Wilson — Ist
Vice President*
Linda Williams — 2nd
Vice President
Anita Booker —
Secretary*
Caroline Vereline-
Sikoryak — Treasurer*
Carmine DiBattista
President
Diane Hewitt — Ex.
Vice President*
Irena Kobbe — Ist
Vice President*
George Henry — 2nd
Vice President*
Ken Monahan — 3rd
Vice President*
Chris Mumma —
Secretary*
Diana Harris —
Kathy Garrison
President
Debra McCallen —
Ex. Vice President
Shirley Alghzali — Ist
Vice President
Bill Lauer — 2nd Vice
President
Linda M. Schwab —
3rd Vice President
Lea A. Steele —
Secretary
James J. Ingoldsby —
Treasurer
James J. Moore
President*
Virginia Sheffey,— Ex.
Vice President*
Betty Thomas — Ist
Vice President*
Bob Timpano — 2nd
Vice President*’
JoAnn Mastronardi —
3rd Vice President*
Dorothy Breen —
Recording Secretary*
Roslie Tallman —
Treasurer*
Western Region
Mike Bogulski
President-elect
(declined to take
office)
Kathleen Button —
Ist Vice President
Hank Hoisington —
2nd Vice President
Steven Hurley — 3rd
Vice President
Dawn Smith —
Secretary
Bill Stanton —
Treasurer
Board of Directors
election results
Treasurer*
* Unopposed
CSEA’s board of directors is comprised of 122 voting and non-voting members, charged with
the power and authority to transact all of the union’s business.
J
Ag. & Markets — Raymond M.
LaRose*
Audit & Control — Georgianna
Natale*
Civil Service — Maggie
McCafferty*
Correctional Services — Susan
Crawford, Jeff Howarth*
Economic Development — Rose
DeSorbo*
Education — Rick Weeks
Environmental Conservation —
LaVerne “Vern” French*
Executive — Cindy Egan
DerGurahian, Thomas Moylan*
Family Assistance — Wilma
Hasser
Health — Robert V. Simoni*
Insurance — Susan Matan*
Judiciary — Thomas F.
Jefferson*
Labor— Barbara Moloney
Law — Angela Fiore
Mental Hygiene/Region | —
Carol Guardiano*
Mental Hygiene/Region 2 — Joel
Schwartz, Lamont “Dutch”
Wade*
Mental Hygiene/Region 3 —
Alan L. Ackerman, Diane Hewitt
Mental Hygiene/Region 4 —
Helen Fischedick
Mental Hygiene/Region 5 — Lori
Nilsson, Rose MacBlane*
Mental Hygiene/Region 6 —
Kathleen Button, Dawn Smith*
Motor Vehicle— Michael
Febraio, Jr.*
Public Service — Robert
Calhoun*
State Department — Mary A.
Capano
State Pub. Authorities — John
Francisco*
Taxation & Finance — Jacquelyn
Goldsmith
Teachers’ Retirement System —
Michael D'Alessandro”
Transportation — Laurie A.
Hayes, Lyle H. Evans*
Universities — Betty Lennon,
Joe McMullen, Paul McDonald,
Alfredo Carlo*
Albany — Jack Rohl*
Allegany — David J. Mayo*
Broome — Doreen Reigles*
Cattaraugus — Tim Anderson*
Cayuga— Virginia “Ginger”
Sheffey*
Chautauqua — James V. Kurtz
Chemung — Thomas P.
Pirozzolo*
Chenango — no qualified
candidates
Clinton — Jeanne Kelso*
Columbia— Sherrill Phillips*
Cortland — Sadie E, Ross*
Delaware — George E. Lawson*
Dutchess — Lizabeth Piraino
Erie — Jeanette M. Newman
Essex — Victor J. Putman*
Franklin — no qualified
candidate
Fulton — Sandra J. Lewis*
Genesee — Sharon L. Bork*
Greene — Mary-Alice Whiteman
Herkimer — Patricia Labrozzi*
Jefferson — Dan Brady*
Lewis — no qualified candidate
Livingston — Mary Jo Tubbs*
Madison — Roslie M. Tallman*
Monroe — Michael Flavin*
Montgomery — Gary China*
Nassau — Tony Giustino, John
C. Shepherd
Niagara — Mark Dotterweich*
Oneida — Frank A.
D'Allesandro*
Onondaga — Tad Fundalinski*
Ontario — no qualified
candidate
Orange — Sabina Shapiro*
Orleans — Christine Covel*
Oswego — Valerie Williams*
Otsego — George R. Smith*
Putnam — Irena Kobbe*
Rensselaer — Robert Plunkett*
Rockland — no qualified
candidate
St. Lawrence — Betty J.
Thomas*
Saratoga — Ronald D. Revers*
Schenectady — Hal Gray*
Schoharie — no qualified
candidate
Schuyler — no qualified
candidate
Seneca — Bruce K. Damalt*
Steuben — Ron Gillespie*
Suffolk — Elizabeth M. Puttre*
Sullivan — no qualified
candidate
Tioga — Lynn Wool*
Tompkins — no qualified
candidate
Ulster — Alessandra E.
Reynolds*
Warren — Judy Ann Johnson*
Washington — no qualified
candidate
Wayne — Cynthia J. Herman*
Westchester — Grace Ann
Aloisi, Glen Fortunato*
Wyoming — Sandra L. Boyd*
Yates — Carol A. Thornton
L.G, Education/Region 1 — Jean
Ahlert
L.G, Education/Region 3 —
Maryjane MacNair*
L.G. Education/Region 4 —
Elizabeth Eagan*
L.G. Education/Region 5 — no
qualified candidates*
LG, Education/Region 6 —
David D. Spacone*
* Unopposed
Pee THE WORK FORCE April 2000
CSEA delegates
to the AFSCME
convention
CSEA members vote for delegates to AFSCME's convention to represent the
membership. The convention is held every two years, during which changes to
AFSCME’s constitution and bylaws, which ulitmately affect CSEA, are voted on. This
year's convention is scheduled for Philadelphia, PA June 25-30.
REGION 1
Nick LaMorte
Tony Giustino
Carol Guardiano
Liz Pearsall
Les Eason
Barbara Allen
Cathy Pipitone
Paul D'Aleo
Mary Ellen DeLouise
Jim Wall
Gene Haynes
Ken Cavanaugh
Rose DellaRosa
Alfredo Carlo
Mary D'Antonio
Liz Puttre
Denis Midnet
Diane Klement
Bill Flanagan
Tim Jaccard
John C. Shepherd
Meg Shutka
Ray Santora
Bobby Holland.
Monica Berkowitz
Lee Reynolds
Jane D'Amico
Noreen Lingham
Jewel Weinstein
George Walsh
Cynthia Hancock
Mary Delmare
Bobbi Eisgrau
Kathy Vitan
Nancy lanson
Harry Ader
Marie Moffett
exceed one year.
Al Saar
Marion Hulse
Kathy DiBari
REGION 2
George Boncoraglio
Caroline Vereline Sikoryak
Leonita Wilson
Janet Ventrano Torres
Lester Crockett
Vincent Martusciello
Lamont "Dutch" Wade
Joel Schwartz
Tony Bailous
Lou Smith
Mary Greenman
Alex Couret
Denise Berkley
John "Bunny" Jackson
REGION 3 (Unopposed)
Carmine DiBattista
Diane Hewitt
Irena Kobbe
George Henry
Kenneth Monahan
Chris Mumma
Diana Harris
Jeff Howarth
Grace Ann Aloisi
Micki Thoms
Alan Ackerman
Mike Titone
Mary Miguez
Joan Stewart
Bill Curtin
Alessandra Reynolds
Kevin Dumond
© voting in union elections, and;
* voting on collective bargaining contracts.
Rosemarie Kukys
Pamela Alexander
Judy Watts-Devine
Ron Wilson
Lizabeth Piraino
Barbara Ritshie
Pat Nikkels
Mary Ann Walsh
Marianna Nelson
Gary Conley
Mike Kearney
Pam Patnode
Jane Fiore
Ron Green
Dottie Lattin
Lenny Beaulieu
Debbie Downey
Georgia Gentile
Bill Riccaldo
Glen Fortunato
Maryjane MacNair
Sara Bogart
REGION 4 (Unopposed)
Carmen Bagnoli
Georgiana Natale
Mike Febraio
Jack Rohl
Bill McMahon
Bob Calhoun
T.J. O'Donnell
Rose DeSorbo
Randy Goldberg
Gary China
Loralee Whitlock
Linda Hillje
Dottie Dutton
Sue Crawford
Break in membership affects eligibility for union
office, voting privileges
A break in union membership status can have long-term future implications. Your
membership status affects your eligibility with respect to:
© seeking or holding union office;
* signing nominating petitions for potential candidates;
Only members “in good standing” can participate in these activities. To be in
“good standing,” your dues cannot be delinquent.
If you go on unpaid leave or for any other reason have a break in your
employment status, your dues will not continue to be paid through payroll
deductions. You must make arrangements to pay your dues directly to CSEA to
continue your membership status. If you are either laid off or placed on leave
without pay status due to becoming disabled by accident, illness, maternity or
paternity, you may be eligible for dues-free membership status for a period not to
Note, however, you must continue to pay dues to run for office. Dues-free or
gratuitous membership allows members to continue their insurance coverage while
out of work. It does not protect your right to run for or hold office.
You must notify the CSEA Membership Records Department at 1-800-342-4146,
Ext. 1327, of any change in your status and what arrangements you are making to
continue your membership in CSEA. ’
Bill VanGuilder
Maggie McCafferty
Tom McMahon
Betty Eagan
Sandy Lewis
Barbara Moloney
Jack DeChiro
Karen Jazvinski
Vern French
Joe Howard
Jeanne Kelso
Hank Wagoner
Dan Vallee
Netha DeGroff
Chris Ross
Betty Lennon
Angela Fiore
Joanne DeSarbo
Helen Fischedick
Joe Melita
John Wakewood
Keith Prior
Gail Hansen
Cindy Egan DerGurahian
REGION 5 (Unopposed)
Jim Moore
Ginger Sheffey
Betty J. Thomas
Bob Timpano
JoAnn Mastronardi
Dorothy Breen
Roslie Tallman
John Harbin
Linda L. Ranger
Lori Nilsson
George Smith
Valerie Williams
Frank Forte
Bruce K. Damalt
Brian Mayock
Dan Brady
Beverly Centers
Debra Davenport
Tom Pirozzolo
George Lawson
Casey Walpole
Doreen Reigles
Joe McMullen
Cathy Barretta
Ellen Lennon
Michael J. Kaiser
Joe Miceli
Lyle Evans
David Berry
Sheila Sears
Richard Britton
Wayne Sherman
Sandy Delia
Rose MacBlane
Teresa Bush
Sally Heater
Charlotte Adkins
Sadie Ross
Bob Schelhas
Fred Gerloff
REGION 6
Florence "Flo" Tripi
Marie Prince
Kathy Button
Barbara Epstein
James V. Kurtz
Thomas J. Warzel
Donna Dobbler
Robert Mootry Jr.
Ron Castle Jr.
Sandie Boyd
Duane Wilcox
Bernadette "Bernie"
Giambra
Brian Madden
Doris Cota
Tim Anderson
Carol A. Thornton
Mike Bogulski
Wilma Hasser
Rocco Sidari Jr.
James R. Smith
Wendy Wedman
Ronald Gillespie
Cynthia "Cyndy" Herman
Richard McIntyre
John V. Stading
Paul McDonald Jr.
Sally Smith
Robert Anderson
Dawn Smith
Ed Quackenbush
Bruce Norton
Robert "Robbie" Ellis
Sam Seger
Ken Penski
Elaine Timm
Steve Hurley
David Spacone
Mark W. Dotterweich
Tim Osborn
Noreen McParlin
by May 15.
May 15 is deadline for submitting
proposed resolutions, changes
to CSEA’s Constitution & Bylaws
Proposed resolutions and proposed amendments to the CSEA
Constitution & Bylaws for consideration by CSEA delegates to
the union’s 2000 Annual Delegates Meeting must be submitted
Proposed resolutions may be submitted only by a delegate
and must be submitted on the proper forms. Forms for
submitting resolutions are available from CSEA headquarters
and region offices.
Proposed resolutions and proposed amendments to the
Constitution and Bylaws must be submitted to Statewide
Secretary Barbara Reeves, CSEA Headquarters, 143 Washington
Ave., Albany, N.Y., 12210-2303.
The 2000 CSEA Annual Delegates Meeting will be held
Sept. 25-29 in New York City.
Aprit.2000 THE WORK FORCE [eee ws
Take the mystery out of workers’ comp process
CSEA workshops coming soon
all union members at a se
member benefit.
Union activists and local officers can learn the basics
about the state Workers’ Compensation law and how it affects
‘ies of statewide workshops.
Attendees at the program will learn about CSEA Workers’
Compensation Legal Assistance Program, which is a CSEA
Examining the myths surrounding the workers’
compensation program, communicating the program’s benefit
to members, and recognizing the sequence of events in a
workers’ comp claim will be on the agenda.
LONG ISLAND REGION
Registration: (516) 462-0030
Registration at 6 p.m. All
programs 6:30-9:30 p.m.
April 4: Levittown Memorial
Education Center
Ranch & Abbey Lane
Levittown
METROPOLITAN REGION
Registration: (212) 406-2156
Registration at 5:30 p.m. All
programs 6-9 p.m.
April 5: Adam Clayton Powell
State Office Building
163 W. 125th Street
Manhattan
April 26: Brooklyn DDSO
888 Fountain Avenue
Brooklyn
April 27: Metropolitan Region
Office
40 Fulton Street
Manhattan
SOUTHERN REGION
Registration: (914) 831-1000 or
1-800-757-CSEA
Registration at 5:30 p.m. All
programs 6-9 p.m.
April 6: CSEA Local 860 Office
595 W. Hartsdale
White Plains
April 18: Holiday Inn
503 Washington Avenue
Kingston
April 19: Southern Region Office
735 State Route 52
Beacon
April 24: Local 836
446 t Main Street
Middletown
CAPITAL REGION
Registration: (518) 785-4400 or
1-800-874-7344
Registration at 5.30 p.m. All
programs 6-9 p.m
May 1: The Inn @ Smithfield
446 Cornelia Street
Plattsburgh
May 18: CSEA Headquarters
143 Washington Ave.
Albany
June 8: Best Western
10 Market Street
Amsterdam
CENTRAL REGION
Registration: (315) 4:
Registration at 5:30 p.m. All
programs 6-9 p.m.
May 8: Treadway Inn
1100 State Route 17C
Owego
May 31: Sunmount Development
Center
Community Campus Dining
Room
Building #4
403 Park Street
Tupper Lake
June 1: Days Inn
110 Commerce Park Drive
Watertown
WESTERN REGION
Registration: (716) 886-0391
Registration at 6 p.m. All
programs 6:30-9:30 p.m.
May 2: State University College
@ Fredonia
William Center, Building S104
Fredonia
May 3: University @ Buffalo
SUNY
Center for Tomorrow
Flint/Maple Road
Amherst
May 11: Pendleton House
Transit Road
Lockport
May 24: Radisson Hotel
125 Denison Parkway East
Corning
May 25: Laborer’s Intermational
Union of North America
20 Fourth Street
Rochester
Empire Plan expands out-of-state network
Beginning July 1, the number of participating providers available to Empire Plan enrollees in
North Carolina, South Carolina and Arizona will increase because of the meshing of the current
out-of-state Empire Plan provider network with United HealthCare’s national network.
Members who need a participating provider in afy of the three states should ask if the
provider is part of United HealthCare’s Options PPO network. Some providers in this much
larger network are not yet familiar with the Empire Plan name.
Most current Empire Plan providers will also be a part of United HealthCare’s Options PPO
network,
However, members should ask the provider before services are rendered or explore the
expanded provider network Web site at http.//www. te.ny.us, United HealthCare may also
be reached at 1-800-942-4640.
In all other states including New York, members should continue to ask if the health care
provider is an Em Plan participant. Using a participating provider helps members make
sure they are receiving health care from a credentialed provider, helps limit out-of-pocket costs,
and eliminates the need to file claim forms.
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Pee em THE WORK FORCE A 2000
“It’s a privilege to be part of CSEA”
Union rescues health
benefits for member
Former CSEA Town of Smithtown worker Martin
Aponte literally wells up when he talks about how
grateful he is to CSEA.
“The real story is about CSEA and what the union did
for me and my family,” said Aponte, a Smithtown
resident.
It is because of CSEA and Aponte’s diligence that he
now receives vital health insurance for himself, his wife
and their two children.
Aponte is on a state-approved early retirement
because of a back injury suffered on the job and a heart
. condition.
4 After a brief stint several years
ago with the Suffolk County
Sheriff's Department, Aponte
returned to work at the town. He
had full health benefits, title and
salary. He continued working for
the town and was given longevity
checks for his tenth and eleventh
years of service.
Last year, Aponte was lifting a
100-pound hand roller when it fell
on top of him, causing major
trauma to his back.
He tried to return to work at a
lighter-duty job, but the town
wouldn’t approve it.
When Aponte went out on early
retirement, the town denied him and his family medical
coverage, claiming he had not worked for five
consecutive years.
Martin Aponte
CSEA steps in
“That’s when (Town of Smithtown CSEA Unit
President) Doug Keltner came in and told town leaders,
‘I don’t care if Mr. Aponte sold pencils on the sidewalk,
you granted him that leave of absence and you have
since recognized him with longevity payments. He
definitely qualifies for health insurance in his
retirement,” Aponte said.
Keltner worked with CSEA Labor Relations Specialist
Bob Brooks to get the matter resolved.
“Tam so grateful and pleased with what CSEA has
done for me,” said Aponte who suffers from chronic
back pain and limited mobility.
“Every day I wake up and say thank God my family has
health insurance coverage,” Aponte added.
“A lot of people take that coverage for granted, but it’s
so important. I feel it’s a privilege to be part of CSEA and
I am now a member with the CSEA retirees group,”
Aponte said.
— Sheryl Jenks
Prous ‘000 AFSCME ary
: ans!
PEOPLE PERSON —The *69,000 mempers STRON®
PEOPLE recruiter of the month
for February is Frank Balsano of
CSEA’s Western Region. He has
recruited 49 new PEOPLE members.
PEOPLE is CSEA and AFSCME’s
political action program aimed at
electing friends of working families
to Congress ... NORTH COUNTRY
WIN — CSEA will continue to
represent non-instructional
employees of the Peru School
District. The secret ballot election
was conducted by the State Public
Employment Relations Board after an
independent group tried to raid the
CSEA Unit (see Photo of the Month,
Page 2) ... GORE BACKERS —
President Danny Donohue, Executive
Vice President Mary Sullivan and
Treasurer Maureen Malone were
recently elected Gore delegates to
the Democratic National Convention.
Rounding out the Gore contingent
from CSEA ranks will be delegate
Shirley Baker and alternates Patricia
Antinello and Robert Lattimer ...
COURT RULING — The Court of
Appeals in a unanimous decision
ruled New York City’s Work
Experience Program (WEP), or
“workfare,” does not have to pay
prevailing wage. The court also said
civil service rules and other
protections for workers do
“ig
y)
Essex County all have
new pacts. Same goes for
CSEA members in Chemung County,
Oswego County Public Works,
Massena Housing Authority and
Tompkins-Cortland Community
College ... GONE BUT NOT
FORGOTTEN — Anita Manley, whose
articles the last 17 years graced the
pages of The Public Sector and The
Work Force, has retired as the
communications associate and a
public relations force in the Southern
Region ... URBAN RENEWAL — In a
move that would affect at least 700
state employees, many who are
members of the State Office Workers
. Local, Buffalo mayor Anthony
Masiello wants to raze the 40-year-
old Donovan State Office Building. He
said the property is required for the
proposed redevelopment of the city’s
Inner Harbor ... BREAST CANCER
FUNDRAISER AWARD — The CSEA
Long Island Region Women’s
Committee received a plaque from
the American Cancer Society for
raising more than $32,000 during the
Walk to Fight Breast Cancer in
October. Committee Chairwoman
Bobbi Eisgrau gave all the credit to
her committee.
aa
not extend to welfare
recipients working for
public assistance benefits ...
BIG BACK PAY — In
Onondaga County, the
courts have ruled a library
worker and CSEA member
was unlawfully fired and
should be reinstated with
back pay to 1995...
CONTRACTS RATIFIED —
The ink is dry and all papers
signed for new contracts for
the Waterfront Commission *
in New York City. Workers in
Rockland County, the
Greenburgh School District,
Elmsford School District and
INSIDE broadcast schedule
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April 2000 THE WORK FORCE forew ks)
TUESDAY, APRIL 11, 2000
AFSCME New York State is made up of:
District Council 35
District Council 37
District Council 66
Council 82
CSEA Local 1000
District Council 1707
Fighting for...
@ Health & Safety/Staffing Ratios
@ Protection Against Contracting Out
@ Permanent Agency Shop
Child Care Issues
Fair Contracts
— =e New York Stale
COLA 2000 ipopon ftven
fighting for working families...
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