Agenda | AFSCME Labor Management January 19, 2023 |
Facilitator / Chair | Sarah Alli |
Membership: AFSCME 404 & Management | Scott Melby, Brian Wills, Marvin Sullivan, Matt Stenger, Cory Moon, James Kibler, Erin Wiederich, Ryan Cates, Eric Manriquez, Roxanne Portner, and Annie Jakacki |
Topic | Discussion |
Meeting Called to Order Approval of Minutes | |
Reflection / Celebration | Celebrate all the direct care staff for coming to work through all the snowstorms. People that showed up and were ready to stay and had good attitudes. |
Standing Agenda Items - OSHA Information
- Overtime Information
- Budgeted Position Review
| Standing Agenda Items - OSHA information-emailed
- Overtime information-emailed
- Budgeted Position Review-in the past it was more to keep track that each position was posted. Labor would like the numbers going forward to help keep track of vacancy rates for security counselor/leads. Currently there 41 security counselors posted and the vacancy rate is 16.3% in SC. The turnover rate for direct care is 5-6% thru November of 2022. There are some more budgeted positions but haven’t been posting them yet because we can’t find people to fill the vacant spots we have now.
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Old Business Management: - Curtains in PV
- Remain as they are, if specific concerns occur/risk heightens for specific patient we can update the IAPP to remove remote/remove the curtain
- Allow patients to optionally remove their curtains at night, to alleviate the potential of staff needing to enter their room/disturb them
AFSCME: - Proposed schedule- Where are we?
- Lack of vacation
- Amount of vacation being rescinded inside of posting
- Cameras and monitors in Grove
| Old Business Management - Curtains in Prairie View
Remain as they are, if specific concerns occur/risk heightens for specific patient we can update the IAPP to remove. Supervisor that was involved in this discussion couldn’t attend meet and confer today so information was just communicated in written form. AFSCME - Proposed Schedule-Sample still hasn’t been given to labor. Labor asked if the 12-hour shifts are still in the future. Labor would like to take them off the table as a possible option for now since we can’t seem to fill them. Management would still like to keep it as an option with recruiting anyone that is willing to apply to the facility. Management feels the more shift options that are available the more likely to be able to recruit people.
- Lack of vacation- Labor brought up that the amount of comp time being earned doesn’t coincide with the vacation time that is available. Management cited short staffing and didn’t discuss more than that.
- Amount of vacation being rescinded inside of posting- Labor clarified that they were just wanting to see the numbers on the amount of vacation that is being rescinded inside of the posting period. Human resources will gather the data and email it to labor. [AS(1]
- Cameras and monitors in Grove A-Management is still in the waiting pattern for the supplies of cameras and monitors for Grove A. Labor asked if we could get the list of the approved cameras for what areas in Grove A and management said he’ll provide the list.
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New Business Management: - FMHP’s residential units will be adjusting mid-shifts to E/L, to ensure optimal resources
AFSCME: - Interest bids from Grove D
- Process for covering- Atlas does not work- Counts mutuals as days covering
- OSI investigators not allowing Union reps
- Days off for Day on the Hill on March 28th
- Achievement award policy contradicts contract language
- Staff, current employees, forced to get fingerprinted on their own time
- Are food delivery drivers being ran short to reduce overtime for snow removal?
- Are we using salt on campus roads?
- Holiday day off process
- Other classifications offered OT prior to SC’s
| New Business Management: - FMHP’s residential units will be adjusting mid-shifts to E/L, to ensure optimal resources-The 8a-4p and 12p-8p are going away for the time being because of the staffing crisis.
AFSCME: - Interest bids from Grove D-Labor was told there were a couple people that wanted to move from grove D and one of them was awarded the interest bid and one of them was not so we’re asking that management be consistent with the process of how interest bids get reviewed. Management is willing to be more consistent and would like specifics if they are warranted.
- Process for covering Labor brought up that Atlas does not work to determine who has to cover from a specific unit; it counts mutuals that people are doing with other units as days covering. -Scheduling is going to be taking it to the Atlas to try to get this resolved and management will issue a reminder to AOD to use the float reporter.
- OSI investigators not allowing union reps-Labor brought up that they are being told by OSI if we won’t sit down without a union rep then it’s going to count as a refusal to cooperate with the investigation. Labor asked if there’s a true reason why the investigators don’t want the union representation then we’d like to know. Management wants specifics so that he can find out more about why the investigator said what they said. Labor would just like management to know that we’re trying to work with investigators and members to complete the investigations not provide barriers to hinder the process. Members feel more comfortable having someone with them in certain situations.
- Days off for Day on the Hill on March 28- Labor is wondering if scheduling could open up some more slots of vacation for people that would like to attend day on the hill. Management asked labor to get a list of people wanting to attend and they would review.
- Achievement award policy contradicts contract language-Labor brought up that DHS policy says you can only one or the other individual/team achievement awards and contract says that can one of each per fiscal year. Labor would like the policy to reflect what contract states. DCT policy will be looked at as well as it has some contradictory information. HR will follow up with this. Labor asked if there was any follow up between NOC’s and day/eve supervisors as far as consistency bringing achievement awards forward. Front line supervisors aren’t being consistent so there’s been discussion but no resolutions.
- Staff, current employees, forced to get fingerprinted on their own time-Labor brought up that a group of employees that were hired a year or so ago with a requirement of employment to get fingerprinted (as outlined in their new hire letter) are responsible to get it done on their own time. They can utilize comp/vac time if needed since the covid closures were in place at the time of hire. Labor also brought up that brand new hires were given 3 days to get the fingerprinting done and the emails they received felt threatening. Human resources requested more clarification and will try to be helpful in getting things completed. Labor also brought up that the emails that went out to more senior staff looked like junk so a lot of them ignored the first email then received a second warning it also seemed threatening. Human resources will adjust as needed.
- Are food delivery drivers being ran short to reduce overtime for snow removal? -No, the food delivery drivers aren’t being ran short, adjustments may be made but not in management’s effort to reduce overtime.
- Are we using salt on campus roads? -Yes, we’re using salt, but it may not be using it until it is effective for example when the temperature and precipitation are levels are appropriate for the salt to work.
- Holiday day off process-Labor brought up that it seems that holidays have been awarded off similar as vacation days-but there’s a process in the contract and would like to make sure that it’s being followed.
- Other classifications offered OT prior to SC’s-Labor brought up that there’s cases where different classifications have been awarded the overtime up to 2 hours before it was given to a security counselor. Labor brought up that is gives the perception is that they are given priority. Management said there are standard processes, and they try to follow giving it to security counselors first before other classifications. Management said that it’s not personal we’re trying to do things the most equitable way possible.
- Transport van- Labor suggested getting a “sterile” transport van that doesn’t have things that can be swallowed. Management is working on an option but it’s an ongoing struggle. Management said it’s hard to modify something that doesn’t pose a risk to either the staff or patients. Management understands it’s a burden to the staff.
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Roundtable: | |
Communication | What Items/Points need communication: 1. 2. 3. To Whom (groups/level): How (method): Who will initiate/responsible? |
Adjourn | 1324 |
