SEIU LABOR-MANAGEMENT COMMITTEE
Minutes
Tuesday, June 11, 2013
Parker Hannifin Hall, Room 102
2:00 p.m. to 3:30 p.m.
Management chaired this month’s meeting. Labor took minutes.
Management was represented by Jesse Drucker, Jean McCafferty, and Denise Mutti
Labor was represented by Rose Begalla, Sandra English, and Vic Higgins
I. Management topic
a. Discuss the differences between a job description update and a reclassification
request.
This topic stemmed from several inquiries/questions that Human Resources had
received from SEIU members over the past few months.
As part of the reclassification process a new job description is created based on the job
audit, discussion with employee and employee’s supervisor. Depending on the findings the new
job description could be a potential upgrade or down grade. Jean indicated that these
conversations happen over a span of time, not just once. Employees are free to go to her with
questions during the process and suggest alterations to the job description if something is
lacking.
A separate issue is if the job description needs to be updated either because the
employee or supervisor has indicated that there are functions no longer being done or additional
stuff was added, this is a separate process but depending on findings could result in a
reclassification. Examples were given of both processes; and, it was explained that, in both
processes, employees are given input into job description content. The bargaining agreement
(Article 14) explains the job classification and reclassification process.
A discussion of what is determined to be significant changes to warrant either a new job
description or trigger the reclassification process was begun but no agreement was reached on
what was the expectation of either party to the meaning of significant. Things will be addressed
on a case by case basis.
II. SEIU topics
a. What are the rules and protections against retaliation?
Human Resources provided the official U.S. Equal Employment Opportunity
Commission definition of retaliation. See appendix A. Management also indicated that there are
many avenues for employees to lodge a complaint if they are uncomfortable coming forth to
their Human Resources representative (e.g., the Office for Institutional Equity/formerly
Affirmative Action; the University’s Ombudsperson.
Labor brought up that when a person comes to the Union and the Union investigates or
brings the matter up to Human Resources those individuals sometimes feel as though they are
being targeted once their supervisor finds out. The comment was made that one’s feeling of
retaliation could be another’s business protocol. Agreed it’s subjective but Human Resources
does investigate and intervenes with corrective action, if warranted.
b. How can labor and management require/implement sensitivity training for
management and staff?
Management indicated that there is a plan in place for overall managerial training that is
expected to be rolled out in September. The first group of supervisors will be nominated by Vice
Presidents for participation and will complete a series of modules. Eventually, it is anticipated
that the program will trickle down to non-managerial staff. Modules will include effective
communication, team building, etc. More details will be forthcoming.
c. What are the options and how can we inform employees about avenues of
employee advancement?
i. Is management interested in promoting advancement?
ii. What professional development is available and most useful for
employees who want to advance at CSU?
Since 7/1/12, 12 SEIU staff members were promoted through the reclassification
process; 8 are currently undergoing the reclassification process; 5 previously represented CWA
employees were promoted into SEIU; 2 requests were denied.
Management indicated they are interested in creating career ladders or pathways,
succession planning, etc. The Office for Institutional Equity is working on gathering data
especially on underrepresented populations and is working with management on these internal
promotional opportunities.
A future look at the pay scales and market conditions will addressed by management in
subsequent months.
These topics will be addressed at future LMC meetings.
Next meeting will be on August 13th, unless otherwise needed. Management will be
invited to attend the next SEIU social.