76th annual delegate meeting
reports — see pages 10-19
"jp J J
^
PUBLIC
SECTOR
Official Publication of The Civil Service Employees Association, Local 1000,
American Federation of State, County and Municipal Employees AFL-CIO.
ISSN 0164 9949
V o l . 9 , No. 21
Monday, O c t o b e r 2 0 , 1 9 8 6
Will the system
CHÄCK?
ven though facing an exploding crack epidemic and
a rapid increase in psychiatric admissions, the State
Office of Mental Health has announced across-theboard cutbacks in institutional psychiatric care.
Twenty-two state psychiatric centers will be affected
by the new plan, labeled as a "reconfiguration of
services''.
CSEA Mental Health workers know the timing could
hardly be worse.
(Continued on page 3)
CSEA organizing
movin' on
New
prescription
drug
cards
to be mailed
o o o
Employees enrolled in the CSEA
Employee Benefit Fund prescription drug
program will soon be receiving a new
E B F prescription drug card.
The new card indicates that the
program is now administered by Paid
Prescriptions, Inc., a large company
which recently purchased the plan's
previous administrator. Medac, Inc.
Prescription drug coverage remains
9
To smoke or
not to smoke
o o o
unchanged. Generic prescription drugs
will continue to cost only $1, and brand
name drugs just $3 per prescription.
The new card, to be mailed soon, will
carry an expiration date of 4-30-87. A
replacement card will later be issued
prior to that expiration date.
The new cards will be accompanied by
information from E B F explaining why
they are being issued.
Personal leave accruals
restored via CSEA push
BINGHAMTON — CSEA-represented state employees in the Administrative Services,
Institutional Services and Operational Services bargaining units who were required to use
personal leave accruals for Jan. 23, 1986 during a water emergency in the city of
Binghamton will have their leave accruals restored for that day under a settlement
CSEA has reached with the Governor's Office of Employee Relations.
Terms of the settlement of CSEA's grievance filed on behalf of the employees affect
those CSEA-represented state employees whose work locations were closed on Jan. 22
due to a water emergency and who were available to work on Jan. 23 but did not work
that day because they had reason to believe their work locations were closed a second
4
day. The state has agreed to restore Jan. 23 to individual leave accruals for eligible
employees who were advised directly by state representatives or learned from the news
media that state representatives had declared that state offices would be closed on Jan.
23.
Correction
Conventional wisdom
SPttblic
«SECTOR
Official publication of The Civil Service
Employees Association Local 1000, AFSCME,
AFL-CIO 143 Washington Avenue, Albany,
New York 12210
AARON SHEPARD
ROGER A. COLE
BRIAN K. BAKER
2
Publisher
Editor
Associate Editor
T H E P U B L I C SECTOR
In a Sept. 8 Public Sector story on the release of new "Directories of Participating
Providers" for the Empire Plan, some information was inadvertently left out. Among
the counties included in one of the directories, "Book II," are five additional ones which
were not listed. They are: Broome, Cortland, Chenango, Delaware, and Otsego.
The Public Sector (445010) is published every other Monday by The Civil Service
Employees Association, 143 Washington Avenue, Albany, New York 12210. Publication Office: 143 Washington Avenue, Albany, New York 12210. Second Class Postage paid at Post
Office, Albany, New York.
Address changes should be sent to: Civil Service Employees Association, Attn:
Membership Department, 143 Washington Avenue, Albany, New York 12210.
— — — —
COMMUNICATION ASSOCIATES
SHERYL CARLIN
Region I
RONWOFFORD
Region VI
(516) 273-2280
(716) 886-0391
LILLY GIOIA
Region II
STEVE MADARASZ
Headquarters
(212) 514-9200
(518) 434-0191
ANITA MANLEY
Region III
(914 ) 896-8180
C0«IU«(C<
DAN CAMPBELL
Region IV
(518) 489-5424
CHUCK McGEARY
Region V
(315) 451-6330
October 20,
1986
MHTAs take brunt of cocaine crisis
(Continued from page one)
Particularly in New York City,
psychiatric center wards are overflowing
with crack addicts sent for care because of
six-month waiting lists at drug treatment
centers.
fiore of the Mentally 111 td'joir^Homeless Wanderers of the Stireets
KB) ciiuKX be properly »Itaxl«! They cheir psychUtrtc UlneMe«. OttoKhey
Additionally, following the deaths of
hMolul c«r«. UntU,^ ple«d lor bocplullutloQ. ' • • •
•
~ — "»»viMkbothintm^tiK)
Staten Island Ferry passengers, who were
THE HEADLINES SPEAK
SiWD^AUCUST
17,
l9St
slashed by a sword-wielding mental patient
VOLUMES...about the
last July, psychiatric admissions have risen
raging crisis in the state
täte Seeks Cut in Psychiatric Patienh
dramatically as public agencies work to get
mental health system.
"human timebombs" off the streets.
CSEA officials are outraged
On Long Island serious understaffing probby
state plans to cut back
lems exist in part because of the spillover of [ - G O
L I V E
i N W i S T R E F T C
institutional
care across the
patients from the city facilities.
state
even
though
patient
ILU MeMAjnn JR. tar UM SM« Ally la
"This is an outrage" insists CSEA
populations are at overflow
President William McGowan. "Even under
levels. The increase is due
the best of circumstances our people are
in part to emergency crack
grossly outnumbered in the psych centers.
addict admissions which
Now with the way the state is handling the
bring added dangers to the
present situation, the workers will be at
Report: Man^ mental patiente in need of drug treatmen
wards.
even greater risk."
twi.nwIlT'
"There's a war going on out there in the
4ni I
City Mpiuls. I
streets and OMH is planning to cut back the
1 ^v
mythUUlC litJlUa/
only places where people can get help- it's
hMUllr HI- ««««Y
2 IM m«».Bl lU P-I»« •
Ufirta07 Diubl«d
just going to make things worse for
— ii'iiig With .
«rby community of I
f
\
/
rSßk
everyone."
I Ording (0 the Nassau 1
ireiimeniV •
\ I
mupporte<)byMK.t
' V (j.
Delnai Kamfar. 2« i
The cocaine crisis which pervades all age
0 when he recomm^X
' _3
Icket Lane, had beenl
ilniclurin* of ihe IV f
•hoelace from one of I
illh sysiem.
V
TV^
was wearing, the actand economic groups, is blamed for a
Another goal, however.
f Ihe county homi'olan, said yesien
»'ttol those patlenu wl W W I S
significant increase in murders and
I there were noj
STfd by Feder.1 Medic
'i'
Ing and Iheyj
the poor becime
antlal leadsV
robberies according to Police reports.
0 • state mental .
had been l|
to public and priv»v •.
CO yean at |
!' and to local outp\
Compared to other large U.S. cities. New
• Ire Siegel,!
•en would qualify
/na. She le|"
' monthly Feder«
/•nlng
an
York is facing the most severe problems.
mder the SocI«
J*Uvts, [
'leleph
The Office of Mental Health has been
designated as the lead agency in
coordinating treatment services. But CSEA
officials fear their present plans will speed
up a "revolving door "approach that puts
dangerous individuals back on the streets. A
recent report confirms this fear (see
accompanying story, below).
"One guy with a psychotic episode can
New York City and that patient discharges
terrorize a whole ward" Hussain adds.
Hemmed in by an ominous concentration
would be centered in the 17 centers in other
On weekends and holidays at MPC it is
of crack houses in the South Bronx and
parts of the state. CSEA has learned howevcommon practice to assign only two therapy er, that staff cutbacks loom as part of the
upper Manhattan, CSEA members at
aides to a ward of 35-40 patients. According plan and do include jobs in the metropolitan
Manhattan Psychiatric Center know all too
to Hussain the result is a staggering
well they are working on the front lines of a
area, even while the cocaine crisis rages.
employee injury rate. Local records show
battleground. Buses arrive daily at MPC
Says CSEA Region 2 President George
that from January to July of this year, 256
with new groups of crack adminssions from
Boncoraglio: "We are dealing with a tidal
injuries were reported. In recent weeks one wave of addiction down here and I can't
overflowing emergency rooms of four major
therapy aide had his jaw broken and anoth- understand what possible reason the state
city hospitals in the area.
er suffered a broken nose due to patient
"Volatile, erratic, unpredictable and
has to even think of cutting back services at
violence.
violent" are the words CSEA Local 413
a time when we should be increasing
President Mohamed Hussain uses to deManhattan Psychiatric Center is only one funding and adding staff to deal with this
scribe the younger, stronger cocaine
example of the growing problems.
massive problem."
addicted patient admitted to MPC. They
Under the reconfiguration plan, OMH
This report was written by Lilly Gioia
need specialized attention because they are
claims it has no plans to reduce the 3500
and Stephen Madarasz
psychotic and easily agitated.
patient beds in the five state hospitals in
-
r.i« r . J . .o.:..
_
j w r s Rx FOR^iV^^
_
_
_
_
ILL
MENTAL
FUTURB
. . . m m M I I » W i m . tl M M
U1-«
jetUcn i r t i i m t ü U « U
ibut pr^bleJ
^ ^ u u Omm\am t
Sm
Commission explodes
drug abuse bombshell
ALBANY — The difficulties that CSEA members have had in
dealing with drug and alcohol abusers in the state psychiatric center
are reinforced by the findings of a new report by the watchdog Commission on the Quality of Care for the Mentally Disabled.
The report indicates that an alarming number of psychiatric admissions also have serious drug or alcohol problems and that little
is done to help them overcome it while under the state's care.
The report agrees with a recent directive that the state Office of
Mental Health take the lead in assuring the delivery of needed
services—which makes the OMH cutback plan even more surprising.
October 20, 1 9 8 6
Among the report's bombshells:
* Reliable figures indicate in recent months 20% of all psychiatric
center admissions in NYC are crack-related
* Medical reviews of the NYS psychiatric population indicate that
up to 50% of patients upstate and downstate suffer from
drug/alcohol problems in addition to their mental illness
* Failure to treat the alcohol/drug problem ensures that patients
wUl need future hospitalization and makes the patient more difficult to help
* The "revolving door" system of mental health care costs the
state millions of dollars each year
:ic Patients discharged without receiving adequate treatment often join the ranks of homeless
» None of the Service systems—Office of Mental Health, Alcohol
and Substance Abuse Services—now have the capability in clinical expertise, program space, or staffing to address the
problem
THE PUBLIC SECTOR
3
Welcome
aboard
A LOT OF DRIVE — CSEAers like Region VI Director Bob
Massey and Organizer Tom Mullen pass out literature to
Scruggs worker. Above West Developmental Center President
Terry Melvin and Mullen display an open letter that was
circulated.
By Ron Wofford
CSEA Communications Associate
BUFFALO — An eight-month drive to organize employees of the
Geneva B. Scruggs Community Health Care Center concluded
successfully when a majority of the 111 employees recently voted
for CSEA as their collective bargaining representative.
The victory came in a runoff election, following earlier balloting
which proved inconclusive in a three-way contest between CSEA,
Communications Workers of America, and "no union."
The win was termed "especially sweet, in light of the strong
anti-union campaign waged by management," said Region VI
Organizer Tom Mullen. "They seemed to think that workers don't
have a right to form a union and bargain collectively."
The management campaign included anti-union memos and
letters to employees, charging there was "no need for an outside
union to come in and disrupt our operations," showing anti-union
movies on company time, and hiring an anti-union consultant.
"But CSEA's forces, and a dedicated core of the center's
employees combined to meet the challenge, correct the
misinformation that had been generated, and show the employees
the true benefits of belonging to CSEA," said Mullen.
The CSEA corps of union activists and staff took the union story
directly to the workers, working around the clock from a "CSEA
info van", passing out literature on union benefits, answering
employees' questions, and generally being available to counter any
untrue management assertions.
Volunteer member/activists joining the action included Diana
Davis, Elaine Mootry and Terry Melvin, Ron Dockery, and Sue
Bucrzinski, veteran organizer/activist and member of the Mohawk
Valley Psychiatric Center Local.
Union
win
already
4
THE PUBLIC SECTOR
CSEA services and benefits were explained to future members
by a cadre of staff members that included Region VI Director Bob
Massey, Field Representative Bob Young, Region Counsel Ron
Jaros and the region communications associate.
Region VI President Robert L. Lattimer was actively involved
from the early stages of the campaign. He wrote a letter to the
center's board of directors following a memo that was sent to the
center's employees advising them "they would be better off without
a union." Lattimer called on the board to "at least remain neutral
and let the employees make their own choice," reminding them that
the drive by their employees to organize was generated by certain
unfair treatment by management.
As a private, non-profit corporation, the center's elections and
labor relations are supervised by the National Labor Relations
Board.
Since the election of CSEA as the bargaining agent, Mullen has
assisted the Scruggs Center employees in putting together a
transition team of stewards and a negotiating team. The team
includes Moses Johnson and Jackie French, chairpersons, and
Joyce Wilson, Kevin Hale, Joyce Bolden, Nathaniel Hargrove, Fred
Hooten, Althea Crawford, Diane Blanchard and Michael Barnes.
CSEA Director of Organizing Larry Scanlon called the victory a
"tribute to the hard work and dedication" of employees at Scruggs
and the activists who volunteered to work on the campaign.
"We hope this is the first in a series of victories for CSEA in
comparable community-based facilities in the Buffalo area,"
Scanlon said.
BUFFALO — Jackie French, a new CSEA
member who actively supported efforts to form a
CSEA unit at the Geneva B. Scruggs Center, will
receive five days pay, plus interest and other
benefits withheld from her because of her role in
the successful organizing drive.
The NLRB, in action pursued in her behalf
by CSEA, ruled that French, who was a
designated CSEA election observer, was
discriminated against by the facility for her prounion activities.
The NLRB also directed the facility to post
for 60 days a notice to employees that it will not
discriminate against workers for union activity,
to expunge from its records any reference to the
unlawful suspension of French, and to notify her
of that in writing.
October 20, 1986
^
Kings Park effort just one example
By Sheryl Carlin
CSEA Communications Associate
STRESSING THE POSITIVE...Kings Park Psychiatric Center Local 411 President Tony
Bentivegna, right, is all smiles as he joins with KPPC Director Stephen Goldstein and
Personnel Administrator Anne Kent on learning-of CWEP approval of their employee
enhancement plan. The Kings Park plan calling for the installation of microwave ovens
throughout the facility is part of a statewide program aimed at reducing on-the-job
stress for institutional workers. Individual facilities are developing their own
approaches to the problem.
Where Asked: at the
Montgomery County
Infirmary, Montgomery
County Local 829
QUESTION: Do
you think the
public appreciates
the job you do?
October 20, 1986
KATHLEEN HOFFMAN,
BARBARA PHILLIPS,
laundry and housekeeping
nursing assistant,
worker,
"If more people were
"I think the care
aware and came in and
saw the job we do we'd be involved with the elderly
is not understood.
appreciated. But people
Families and the public
don't visit nursing homes
and they're unaware. The don't understand short. staffing or the lack of onefamilies that do visit
on-one care that is needed
regularly do have an
by the elderly."
appreciation and understanding."
KINGS PARK — Most people are aware of
how important good nutrition is. It affects the
body and the mind.
That's how the CSEA officers at the Kings
Park Psychiatric Center feel, so they did
something to promote it.
Thanks to their convincing proposal to the
joint Committee on Work Environment and
Productivity (CWEP), the union has
received a grant to purchase microwave ovens
for installation throughout the facility.
The plan is just one example of programs
aimed at reducing stress among institutional
workers statewide. Individual facilities developed their own approach to the problem and
applied for funding up to $5,000. The success of
the various projects will be reviewed at a
statewide conference next spring.
At Kings Park, the microwaves will be
useful to all members, especially those on the
night shifts because those people are unable to
leave the grounds for food.
In an effort to promote healthy eating and
stop the junk food "meals," the microwaves
will be accompanied by information on sound
dietary habits and the relationship between
nutrition and stress.
The program should also help members save
money as they reheat meals from home
instead of buying food while at work.
KPPC Local 411 President Tony Bentivegna
says, "We are really looking forward to
implementing this program. We feel that it
will make the work experience more
pleasurable and will promote good health."
He adds that the Local plans to send out a
questionaire to see how the program is
received by the members.
RON BLANKENBAKER,
stores clerk,
"If the public would
take the time to see at
work — visit a public
nursing home and see the
job we do they'd
understand more."
EVELYN MUSCATO,
laundry worker,
"They (the public) don't
even know what it is.
Each department has its
job. But when
management cuts the
services the public only
sees the lack of this or
that. And then they think
we are not doing our job.
THE PUBLIC SECTOR
5
The State Comparable WortH
and Classification Studies
"What is taking so long to implement the State Comparable Worth and
Classification Studies and when will employees see any resulting upgradings in
their paychecks?" This article addresses those questions and attempts to
provide information to illustrate the complexity of procedures which are
involved in bringing about implementation of the recommendations contained
in the Study with respect to job evaluation, title consolidation, and hazardous
duty pay. In order to implement the findings of both Studies, the State
established an Interagency Task Force consisting of five individuals, who are
qualified to develop implementation recommendations based on the findings of
the Studies. The individuals involved are from a variety of State agencies. The
staff of the Interagency Task Force is assigned to sub-groups each of which has
a specific mission in establishing implementation recommendations:
subgroups on job valuation, title consolidation, hazard based pay, as well as a
data base group. The mention of these is important in order to understand that
several implementation phases of the Studies are going on simultaneously such
as job valuation, title consolidation, and hazardous duty pay. While the
recommendations with respect to hazardous duty pay have been released,
work continues on job valuation and title consolidation. The work of the
Interagency Task Force in all of these areas has been proceeding
simultaneously with the goal of making implementation recommendations as
soon as possible.
During a continuing series of bi-weekly meetings with CSEA discussions
covered the overall approach to be taken in implementing the
recommendations of the Task Force addressing CSEA concerns such as the
background of the members of the Task Force; how employees will be notified
regarding the implementation effect on either their position classification or
salary grade and promotional opportunities; what appeals procedure would be
in place in the event that employees felt the need to protest new classifications,
salary grade allocation, hazardous duty pay eligibility, etc.; what the status of
employees would be if their current titles were changed to a new title under the
title consolidation aspect of the Classifiation Study; what effect the
jurisdictional classification of positions would have on title consolidation; how
hazardous duty pay adjustments would be made and the frequency of
payment; the apparent discrepancy in the Comparable Worth Study with
respect to salary grade recommendations for the titles in the Typist and
Stenographer series, etc.
One sub-group of the Interagency Implementation Task Force has been
working on the consolidation of titles in order to reduce the current 7,350 State
titles into a classification plan wherein some titles would be consolidated based
on a common aspect of each of the positions or a generic base. The Task
Force's work on this phase of the implementation is far from complete and will
take considerable concentration over the next few months to produce a
meaningful list of newly classified positions. In order to provide some idea of
how the Task Force is thinking in terms of title consolidation, the following list
shows eight current titles that might be consolidated into a single new title of
Keyboard Specialist. We must emphasize that this is only an example and may
not be implemented exactly as presented here.
SALARY GRADE (?)
NEW TITLE: KEYBOARD SPECIALIST
CURRENT SALARY GRADE
CURRENT TITLES
3
Typist
4
Dictating Machine Transcriber
4
Telephone Operator/Typist
4
Credentials Assistant/lVpist
5
Stenographer
Bookkeeping Machine Operator
(Descriptive)
5
Billing Machine Operator
5
Information Processing Specialist I
6
In the above example, the generic characteristics of each of the titles is
that incumbents are required to operate a keyboard — hence, a possible new
title of Keyboard Specialist. The salary grade determination for any new
consolidated title such as the Keyboard Specialist will depend on the
application of the point-factor evaluation system and the Comparable Worth
recommendations as contained in the studies. Since the Interagency
Implementation Task Force has not progressed to the point of applying the
point-factor evaluation and comparable worth adjustment to any titles, the
salary grade cannot as yet be determined. No current employee will receive a
downgrading in salary as a result of the implementation of any of the
recommendations contained in the studies where the downgrading of a title
results from the application of the point-factor evaluation system and
comparable worth adjustments, such positions will be earmarked for downgrading upon becoming vacant.
Job Valuation
The current State method of job valuation is no longer sufficient to meet the
objective of comparable worth or internal pay equity. In order to provide for
6
THE PUBLIC SECTOR
iI.
. i J i t ,«
MI
the comparison and ranking of dissimilar classes of positions which are
actually of equal value to the State as an equal employer, it was necessary for
the Interagency Task Force Sub-Group on Job Valuation to review quantitative
point-factor evaluation systems in use in other jurisdictions throughout the
country as well as in some private sector firms. (DSEA also reviewed such
information in order to determine the advantages and disadvantaes of such
systems and to form a basis for making recommendations as the State
reported its progress in the establishment of such a valuation system. The
system must be applied to all State position titles in order to determine what
the proper grade allocation for each should be in terms of the duties and
responsibilities involved in each position class.
As of this time, the factors which are being proposed in reviewing job
content are as follows:
FACTOR I: Knowledge and Skills
The factor Knowledge and Skills measures the nature and extent of
information and facts (e.g., steps, procedures, practices, rules, policies,
theories, principles and concepts) which employees must use to do acceptable
work and the nature and extent of the skills needed to apply such information.
FACTOR II: Management
The factor Management measures the nature and extent of involvement in
planning and scheduling activities, setting operational practices, authorizing
expenditures, preparing budgets, developing State policies and directing
organizational units.
FACTOR III: Supervision
The factor Supervision measures the kind and degree of responsibility
assigned to the class for getting work done through others, and the scope and
variety of operations supervised by the class.
FACTOR IV: Written Communications
The factor Written Communications measures the nature and extent of
conmiunication, explanation, interpretation, and preparation of written
materials required to accomplish work. This may include completing forms,
original writing or editing materials prepared by others, in subject areas
ranging from simple to highly complex, technical or legal.
FACTOR V: Work Complexity
The factor Work Complexity measures the nature and degree of mental
challenge required, including the repetitiveness or routine of work, the nature
of information required to accomplish work, and manner in 'which that
information is used or applied.
FACTOR VI: Responsibility
The factor Responsibility measures the nature and extent of the effect
work performed has on other people or on the organization, the scope of
responsibility as reflected in variety of work and its impact on the operation of
the unit or agency.
FACTOR VII: Oral Communications
The factor Oral Communications measures the nature and extent of
spoken communication required to accomplish work in conjunction with others
not in the supervisory chain. This may include teaching, advising, giving
directions or providing instructions, leading and planning meetings and
workshops, and other work-related contacts with members of the public, other
employees, and institutionalized individuals, including patients, clients and
inmates.
FACTOR VIII: Job Demands
The factor Job Demands measures the degree of decision-making
required, the repetitiveness of work, the work pace, the need for special
physical efforts to perform work, and other demands placed on the class.
Environmental factors such as heat, cold, noise, inclement weather, etc.
should be considered here.
These eight factors provide a "conmion language" for understanding and
using the proposed job evaluation system. Each factor will contain levels, from
high to low, to differentiate among job classes. At each level, there will be
specific examples of jobs in New York State which rank at that level. Each job
will be evaluated against the factors, and will receive a ranking, expressed as
a score. This score will show how any job ranks, on a given factor, against all
other jobs in the classified service.
The combining of the effects of the comparable worth recommendations
into the point-factor evaluation of position titles will result in salary grade
allocation recommendations for all State position titles incorporating internal
pay equity based on the value of each position title to the State of New York as
the employer.
It is the goal of the Interagency Task Force to progress to a point in
determining proper job valuation where an announcement on pay equity and
classification would be forthcoming by the end of this year (December 31,
1986). However, this does not mean that employees will necessarily see the
effects of any upgradings in their paychecks by the end of this year. If specific
(Continued on Page 7)
October 20, 1986
o«*i;i
I ic <».
A comp worth studies update
(Continued from Page 6)
recommendations are made with respect to the proper grade allocation of
some position titles by December 31,1986, the processing of the required pay
adjustments should result in increased paychecks beginning some time early
in 1987. CSE A does not expect that all position classes requiring a salary grade
adjustment will be addressed in the initial announcement.
Hazardous Duty Pay Adjustments
In discussiiig the implementation of the recommendations resulting from
the Comparable Worth and Classification Studies during negotiations for our
1985-88 Agreements with the State, CSEA requested that any hazardous duty
pay adjustments be made first since the background work in determining how
such adjustment should be made, and the amount of the adjustments, would
not be as time consuming as that required to implement the quantitative pointfactor job valuation recommendations. Negotiators for the Governor's Office
of Employee Relations agreed to make an attempt to implement the hazardous
duty pay adjustments as quickly as possible, especially as they affect
employees in the Department of Correctional Services. As a result, of our
desire to move the implementation along as soon as possible, the State, on
October 10,1986, issued a memorandum from the Director of Classification and
Compensation in the State Civil Service Department to Directors of Human
Resources Management in the Office of Mental Retardation and
Developmental Disabilities, the Department of Correctional Services, the
Office of Mental Health, the Division of Parole and the Division For Youth
setting forth the essentials regarding the implementation of the hazardous
duty differential program. We sent copies of the October 10,1986 memo to our
Regional Offices and State Local Presidents.
The key policy elements of the differential program are sununarized
below: Eligibility for People-Related Hazardous Duty Differential
Employees eligible for the pay differential are those whose regular
assignments expose them for a substantial amount of time to clear, direct and
unavoidable hazards from inmates, clients, or patients, if such employees are
not otherwise compensated for such exposure through their title allocation.
Part-time and substitute employees assigned to the hazardous locations will be
eligible for prorated payments. ("Regular" and "substantial" mean that at
least 50 percent of the employee's normal schedule is spent in close physical
proximity to dangerous inmates, clients or patients. "Unavoidable" means
hazards and risks which cannot be eliminated within reasonable costs and time
^
Value of Differential
Based on the principles of "pay for time worked" eligible employees will
earn the differential computed at $.43 per hour for time actually at the work
site and for any time on Workers' Compensation leave. All other leave time will
not be credited for hazardous duty pay purposes. An eligible employee who
takes average amounts of leave will earn approximately $750 per year. By
taking less leave or by working overtime in a hazardous assignment it is
possible for an employee to earn more than $900 per year.
The minimum time that must be worked by eligible employees to receive
the differential is one hour.
Mode of Payment
Employees will be paid the differential on a quarterly basis.
Appeals Process
C & C is developing and will implement an appeals process based on
existing provisions of Civil Service Law. For appeals based on employee
eligibility and hazardous duty locations, the first step will be review at the
agency level. CSEA will become actively involved in identifying additional
titles for eligibility and will keep our Locals advised as to progress in this area.
The Director of Classification and Compensation has determined locations
which will qualify for the people-related hazardous duty differential program.
Using the eligibility definition provided above, agencies will be responsible for
identifying eligible employee assignments, and for ongoing monitoring of
employees' eligibility.
Agency reconmiendations will be reviewed by the Director of C&C,
against the eligibility criteria, subject to review by the Director of the Budget.
Agencies will maintain records of the number of hours worked by eligible
employees in hazardous assignments beginning January 1,1987. Agencies will
process payroll forms to Audit and Control for the period January 1 through
March 31,1987. Payment for the first quarter is projected to occur in May 1987.
Agencies will be responsible for necessary record keeping and supervisory
monitoring to provide documentation for payment of differentials. In addition,
agencies will be asked to work with Audit and Control in designing
modifications to time cards to record employee assignments to hazardous duty
locations.
While the initial hazardous duty differential will be paid for people-related
hazards, we are developing plans for the expansion of the programs to
compensate, where appropriate, for threats to safety and health posed by non
people sources (e.g., toxic substances, infectious diseases, etc.) and will be
discussing those plans with you in the near future.
Agencies and locations eligible for people-related hazardous duty
differential:
office of Mental Health
Adult Admissions
Adult Secure Care
Queens Juvenile
Forensic Hospitals
Child and Youth Secure
Forensic Satellite
Office of Mental Retardation and Developmental Disabilities
Discrete Mental Retardation Units
Multi Disabled Units
Autism Treatment Team
Sagamore Autistic Unit
Regional Behavioral Treatment Unit
Tree Secure Units
Mainstreamed Clients
(classified as dangerous, aggressive/assaultive)
Division for Youth
All Secure Units
Division of Parole
Institution-based staff
Department of Correctional Services
All Maximum and Medium Security Facilities
It should be stressed that not necessarily all positions, in the agencies and
work locations indicated above, will be eligible for the hazardous duty pay
differential. The differential will be paid to employees occupying positions
which meet the criteria described above under the Section labeled, "Eligibility
for People-Related Hazardous Duty Differential".
It should be noted that CSEA voiced strenuous objections to the "50% close
physical proximity" eligibility criteria; the frequency of payments (we argued
for bi-weekly payments); the amount of the differential; and the establishment
of an appeals procedure on eligibility and time records discrepancies.
The listing of eligible positions is subject to change by adding additional
positions.
Metropolitan Region endorsements
NEW YORK CITY — The Region II Political Action
Committee has announced the following endorsements
of candidates in the November general elections:
SENATE
10th Senate District Andrew Jenkins
11th Senate District Frank Padavan
12th Senate District Leonard P. Stavisky
13th Senate District Emanuel Gold
14th Senate District George Onorato
15th Senate District No endorsement
16th Senate District Jeremy S. Weinstein
17th Senate District Howard E. Babbush
18th Senate District Donald M. Halperin
19th Senate District Martin M. Solomon
20th Senate District Thomas Bartosiewicz
21st Senate District Martin Markowitz
22nd Senate District Velmanette Montgomery
24th Senate District John J. Marchi
25th Senate District Martin Connor
26th Senate District No endorsement
27th Senate District Manfred Ohrenstein
28th Senate District Franz S. Leichter
29th Senate District David Patterson
30th Senate District Olga Mendez
32nd Senate District Israel Ruiz, Jr.
33rd Senate District William T. Martin
34th Senate District Guy Velella
October 2 0 , 1 9 8 6
ASSEMBLY
23rd Assembly District Gerdi E. Lipschutz
24th Assembly District Saul Weprin
25th Assembly District Douglas W. Prescott
26th Assembly District Steve Pezenik
27th Assembly District Nettie Mayersohn
28th Assembly District Alan G. Hevesi
29th Assembly District Cynthia Jenkins
30th Assembly District No endorsement
31st Assembly District Anthony S. Seminerio
32nd Assembly District Edward Abramson
33rd Assembly District Alton R. Waldon, Jr.
34th Assembly District Ivan C. Lafayette
35th Assembly District Helen M. Marshall
36th Assembly District Denis J. Butler
37th Assembly District Catherine T. Nolan
38th Assembly District Frederick D. Schmidt
39th Assembly District Anthony Genovesi
40th Assembly District Edward Griffith
41st Assembly District Helen Weinstein
42nd Assembly District Rhoda S. Jacobs
43rd Assembly District Clarence Norman, Jr.
44th Assembly District Melvin H. Miller
45th Assembly District Daniel L. Feldman
46th Assembly District Howard L. lusher
47th Assembly District Frank J. Barbaro
49th Assembly District Peter Abbate
50tl;i Assembly District Joseph R. Lentol
51st Assembly District James F. Brennan
52nd Assembly District Eileen C. Dugan
54th Assembly District Thomas F. Catapano
56th Assembly District Albert Ann
57th Assembly District Roger L. Green
58th Assembly District Elizabeth A. Connelly
59th Assembly District Eric N. Vitaliano
60th Assembly District Dorothy Landau
62nd Assembly District Sheldon Silver
63rd Assembly District Steven Sanders
64th Assembly District Richard N. Gottfried
65th Assembly District Alexander B. Grannis
66th Assembly District Mark Alan Siegel
67th Assembly District Jerrold Nadler
68th Assembly District Angelo DelToro
69th Assembly District Edward C. Sullivan
70th Assembly District Geraldine L. Daniels
71st Assembly District Herman D. Farrell, Jr.
72nd Assembly District John Brian Murtaugh
73rd Assembly District Jose E. Serrano
75th Assembly District John C. Dearie
76th Assembly District Aurelia Greene
77th Assembly District Jose Rivera
78th Assembly District Gloria Davis
79th Assembly District George Friedman
80th Assembly District G. Oliver Koppell
81st Assembly District Ehot L. Engel
82nd Assembly District Larry Seabrook
THE PUBLIC SECTOR
7
ROCKLAND COUNTY LEGISLATOR Harriet
Cornell addresses CSEA members at
Women's Conference as Executive Vice
President Joseph McDermott looks on.
McDermott pledged the union's continued
support of women's issues, saying "We
have to protect your rights. That's what
pulling together is all about."
WOMEN
and
work
Region III conference
looks at the issues
By Anita Manley
CSEA Communications Associate
NANUET — Are "working women" a new phenomenon in
American society? Not at all, according to the keynote speaker at
Region Ill's recent Women's Conference. It's just that women now get
paid for working. But not much.
"Women have always worked," said Rockland County Legislator
Harriet Cornell, "whether outside the home or as a homemaker."
But the disparities in income between men and women is a major
concern, said Cornell, noting that the more female-dominated a job is,
the lower the salary. "The average male high school dropout earns
more than a female college graduate.
Cornell also cited statistics that show that there are 5 1 , 0 0 0
working women in Rockland County. "Their median income is
$ 1 1 , 0 0 0 while the median income of a full-time working male is
$ 2 2 , 0 0 0 , " she said.
Neither the Equal Pay Act, nor the Civil Rights Act have
succeeded in closing the pay gap. To that end, Cornell — along with
Rockland County Local President Lee Pound — presented a petition
to the county legislature earlier this year to call lawmakers' attention to
dead-end and low-paying jobs in the county.
Some of the recommendations that Cornell made included: an
increase of promotional opportunities in county service, career
ladders, training programs, a review of the effect of the county's
Affirmative Action policy, mandated posting and suggestions boxes
and awards.
"Enhanced morale will mean increased productivity," she pointed
out.
Cornell says women need to learn how to negotiate for
themselves. "The problem," she emphasized, "is that mentors are not
readily available and women don't like to ask for favors."
Cornell, who serves as chairwoman of the Rockland County
Commission on Women's Issues, says that her committee has also
targeted such concerns as affordable housing, child care, maternity
leave and child support.
Discrimination: Is it or isn't it?'
MARILYN DEPOY
A town official refuses to hire a female water
meter reader because he says the employee would
have to work in a dangerous part of town. Would you
call that discrimination?
A woman meets all the qualifications for a
promotion, but the job goes to an applicant with less
seniority. When she confronts the boss to ask why,
he tells her that he would prefer to promote a person
who was born under a specific astrological sign
because he feels she would be more dependable. Is
this legal?
A police chief wants to infiltrate a drug ring
operated by blacks. A blond blue-eyed policeman,
* who has seniority and an excellent record of drug
arrests, wants the assignment, but the police chief
assigns a black rookie instead. Is this a case of racial
discrimination?
No matter what you think, all job discrimination
cases are not cut and dry, says Marilyn DePoy,
coordinator of Women's Rights for AFSCME.
DePoy, speaking at the Women's Conference
held recently in Region III, says that although Title VII
of the Civil Rights Act prohibits discrimination based
on race, color, sex, religion or national origin,
discrimination can at times be difficult to define.
In the case of the woman who was born under
the wrong astrological sign, DePoy points out that
unfortunately, the law has limited application. But
there are steps this woman could take. She can look
at past hiring practices and document just how many
employees who work in this department were born
under the astrological sign, for instance.
The white officer does not have a case. The
hiring of the black officer in this situation, is
necessary for effective infiltration of the drug ring.
The job requirements come under the category of a
"bona-fide occupational qualification."
And the meter reader? DePoy says the female
applicant would have a legitimate complaint, because
according to law, she has a right to take the risk.
DePoy had some suggestions for anyone who
believes his or her company or employer is
discriminating. They include:
1. Document any incidences, anything that might
be said by a supervisor or a co-worker.
2. Check your contract first before you look to
Title VII.
3. Speaking of your contract, address these
problems during negotiations.
4. Look to alternative programs — such as
apprentice training or on-the-job training programs —
so that women can qualify for traditionally male jobs.
Nutrition: Key to fighting burnout
Eating the right foods can help you cope
with stress, says Dr. Richard Morris of
Ardsley.
Morris, addressing participants at the recent
Region III Women's Conference, told CSEA
members "There are things you can do for
yourself to run your machine optimally."
8
THE PUBLIC SECTOR
Morris advised his audience to cut down on
sugar, white flour and red meat and increase
their intake of vitamin and mineral supplements.
Stress can cause a number of problems
which can be attacked with proper diet, Morris
said. He described how a person under stress
tends to become ill more often. Eating the
correct foods and taking such supplements as
vitamin C and B-1 5 can boost the immune
system.
"Our focus is on prevention and the balance
of mind, body and spirit," said Morris.
October 20, 1986
CSEA bums DOT
on smoking policy
By Brian Baker
Associate Editor
ALBANY — Department of Transportation
managers recently got smoke blown in their
faces over a case where they tried to effect
a workplace policy without negotiating first
with CSEA.
This instance involved the department's
establishment of a policy to limit smoking in
DOT offices as well as in vehicles. The
mandate became a burning issue with
CSEA, which filed an improper practice—
and won—charging that the policy was an
item of negotiations under the Taylor Law.
"The agency knew very well that under
the Taylor Law a policy such as this
requires input and agreement on both sides,
including the union," says CSEA Collective
Bargaining Specialist John Naughter. "Their
action was an affront to the whole labor
relations process."
The action amounted to the department's
release of two bulletins last spring which
were to be initial installments of a broader
smoking policy. The first bulletin, issued at
the beginning of March, involved smoking in
DOT vehicles. The policy, which took effect
immediately, dictated that:
comprehensive workplace smoking policy
will be discussed at this year's Annual
Delegates Meeting in Niagara Falls.
"The settlement is not the same as a
PERB ruling in that it does not establish a
precedent," said Naughter. "But we
accomplished what we wanted. DOT
obviously learned its lesson that the
requirement to negotiate these types of
issues is still there. They have to review and
come to agreement with the union before
establishing such a policy."
NAUGHTER: 'Such a policy
requires input and
agreement'
• management and first-line managers
make reasonable efforts to "pair up"
smokers and non-smokers in making
vehicle assignments;
• when pairing up is not possible, smokers
not smoke when riding with nonsmokers.
The other bulletin, also issued in March,
attempted to implement smoking restrictions
in DOT workplaces. It prohibited smoking in
meeting and conference rooms, in
elevators, halls and stairwells and in the
work areas of non-smokers.
The IP which CSEA filed with the Public
Employment Relations Board was
withdrawn when the issue recently was
settled by a stipulation. In the settlement,
worked out with the assistance of CSEA
Attorney William Wallens, DOT had to rescind its smoking policy.
Naughter pointed out that the union's
objection to the establishment of the
departmental smoking policy centered not
on the nature of the restrictions but on the
fact that CSEA was not involved in
formulating it according to law. A resolution
for the union's development of a
•
October 2 0 , 1 9 8 6
THE PUBLIC SECTOR
9
William L.
McGowan
THE NIAGARA FALLS CONVENTION AND CIVIL CENTER, above, wUl be the site of CSEA's 76th
Annual Delegates Meeting Oct. 26-31. Approximately 1,500 CSEA elected delegates, guests and staff will
attend the annual meeting, during which changes to the union's constitution and by-laws will be considered
and a wide range of informational seminars and workshops will be conducted.
As we enter our 76th year, I must confess
that our past looks brighter than our future.
As each of you know, there has been a
concerted effort to undermine the very
foundation of CSEA; our Constitution. It is
the Constitution which governs our union,
and those who would seek to restructure it
for their own selfish and immediate gains
would weaken our purpose.
And what is our purpose?
Simply, to serve and protect our
220-thousand members. You, the delegates —
the supreme and ultimate body of our union
— have the given right, and the moral duty,
to protect our Constitution. You, the
delegates — and only you — have the
privilege to change the Constitution and ByLaws. That is what this democratic union is
all about. To serve the many. Not the few.
As President of your union, I have taken
the oath to uphold that Constitution. I say...
as President... not as Bill McGowan. In
Committees at tKe heä I of
meeting
Okay. So you're a delegate to CSEA's
annual convention and you'll be arriving at
the Niagara Falls Convention Center early
on Monday morning, October 27. Quick —
what's the first thing you should do?
Register, you say? Not necessarily. The
truth is you have all day Monday and
Tuesday to sign in so you can delay your
CSEA Annual Delegate Meeting registration.
Those first hours might more effectively
be spent attending one of a dozen standing
committee forums scheduled during that
time. An hour at one of these meetings can
pay off in useful information on CSEA issues
that can cut down on rhetoric when you hit
the convention floor.
"Our standing committee forums are
traditionally the first things that happen at
the delegates meetings," notes Mary Rich,
chairwoman of the committee on Federal
and State Employment Training Programs.
"But turnout is usually pretty low because
people are so busy registering and picking
up their badges that they don't go."
The standing committee forums deal with
all aspects of union business from education
and insurance to political action and legal
matters. A typical meeting would include a
summary of the committee's annual report,
a question and answer period, and time for
delegates to give the committee ideas to
consider when establishing its objectives for
the coming year.
"The last segment of the forum helps the
committees establish long- and short-term
goals, by giving delegates a direct line of
10
THE PUBLIC SECTOR
communication to the committees," said
Rich.
This year, standing committee
chairpersons are suggesting that local
delegations send at least one representative
to each forum in an attempt to bolster
attendance and increase participation.
The standing committee forums are
scheduled in two time slots from 8:30 to 9:30
and 9:45 to 10:45 on Monday, October 27.
Planned for the first slot are forums on
committees for the Convention, Education,
Election Procedures, Legal,
Legislative/Political Action, and Safety and
Health.
In the second: Constitution and By-Laws,
Federal and State Employment Training,
Insurance, Membership, Methods, and
Women's committees.
The following is a list and brief
description of the purpose of the various
CSEA standing committees:
Constitution and By-Laws
Recommends amendments to the
constitution and by-laws; reviews
suggestions for individuals and locals.
Chairman: Carmen Bagnoli.
Conventions Committee
Responsible for selection of convention
site, guest lists, seating arrangements, and
hosting of social activites. Chairwoman:
Judy Remington.
Education Committee
Concerned with the education and training
needs of members. Working with CSEA ^
Education and Training Department, it a*o
makes suggestions about preparation of
manuals and publications. Chairwoman:
Sara Sievert.
Election Procedures
Responsible for establishing procedures
and supervising CSEA elections.
Investigates and determines protests filed
and reviews appeals from decisions of local
election committees. Chairman: Greg ^
Szurnicki.
•
Federal and State Employment
Training Programs
Responsible for reviewing the
adminstration of the Job Training
Partnership Act (JTPA) and other state or
federal legislation that provide for programs
that affect members. Chairwoman: Mary
Rich.
Insurance Committee
Meets on periodic basis with members OT
the various insurance companies to discuss
the status of the plans and consider any
changes or improvements. Chairwoman:
Joyce Weimer.
Legal
Considers requests submitted by CSEA
local for legal assistance which extend
beyond the scope of authority vested in the
Legal Program adminstrator; makes
recommendations to the Board of Directors
f ^ adoption. Chairman: James Heekin.
Legislative and Political Action
Works with the lobbyists and staff in
preparing legislative programs and reviews
the qualifications of candidates for public
office where endorsements are involved.
Chairman: Joe Conway.
Membership
Responsible for offering direction in
maintenance and growth of CSEA
n^mbership and reviewing organization
policies; offers assistance to local
membership drives. Chairman: Frank
Zammiello.
Methods and Procedures
Conducts intensive review of association's
structure; reviews suggestions for possbile
proposals to be made at the Board of
Directors' meetings. Chairwoman: Maureen
Malone.
^
Safety and Health
Ensures that employees have safe working
conditions as well as knowledge of the effect
of substances with which they are required
to work. Chairwoman: Madeline Gallagher.
Women's Committee
Areas of prime concern are: decent, fair
and equitable wages, dignity of work, decent
work conditions, and development of the
individual. Chairwoman: Helen Zocco.
to, 1986
upholding and protecting that Constitution, I
understood that my intentions and actions
were not for me, but for the membership
that elected me. I have never forgotten that I
owe the Office of the Presidency to the
membership. I take pride in that special
relationship.
The future of our great union is still with
the membership. Not with the Officers, the
Board of Directors, but you the people who
made CSEA.
Over the past year, we have become a
house divided. And a house divided is
destined for destruction.
I ask you to join me, and unite. Unite —
not for yourselves, but for our union, so that
76 years from today, 2062, we can say with
pride we have not failed. We remain united.
Williame JWcQowan
The traditional annual reports by CSEA's statewide and regional
officers to the delegates and the membership at large are
published on pages 11-19 of this edition of The Public Sector.
CSEA PEOPLE COMMITTEE members and volunteers look forward to heavy participation in various
fund raising events during the annual Delegates Meeting in Niagara Falls. Pictured around PEOPLE
banner are CSEA statewide PEOPLE Coordinator Cheryl Sheller (second from left), and committee
chairpersons, from left: Sue Waltz, Region IV; Sarah Jackson, Region III; Mark Neimeiser, AFSCME
PEOPLE coordinator; Doris Pratz, Region V; Carol Guardiano, Region I; Henry Reese, Region II;
Marie Prince, Region VI. PEOPLE has planned a number of activities for the convention, including an
info table, a workshop, a women's legislative breakfast, a costume party, and a run to raise money for
political action.
THE PUBLIC SECTOR
11
Amencon Rxy^faiign o( Slate. Ccn^itv & Muncpc* [mpioyoos
AfLCO
McDermott
It's called playing to the crowd —
Actors do it in the theater, politicians do
it to the electorate and some CSEA
leaders do it to the delegates and
members.
Tell them what you think they want to
hear, build up their ego and status!
Allude to the fact that "others" wish to
ignore or injure their rights and status.
Play on your title or the high office you
hold as cloaking you in a mantle of
righteousness!
Yes it can really work! You can fool
some of the people some of the time.
Healthy differences of opinion don't
necessarily injure an institution — Honest
differences concerning certain sections of
our contract with our members — the
CSEA constitution — do not destroy our
union!
Destruction of a democratic
organization or the democratic process
usually comes from within by the stifling
or the oppression of divergent views —
with a crescendo of noise — with
misleading issues which blot out truths
when and if you disagree with an
opposing viewpoint. When you wish to
make sure that reason and logic aren't a
factor in discussions about differences it's
important that emotionalism, not
calmness and order, are the criteria used
to reach pre-arranged decisions.
Our contract with our members — the
CSEA constitution — with which we
govern CSEA is our rule book by which
we all should live.
When we uphold our constitution all of
us should uphold all the rules not just
those that give advantage to the home
team.
We should all ask ourselves why it is
that CSEA has survived and grown as a
union for these past seventy-six years.
Is it because we had a good rule book to
run the union with?
Court injunction bars
Francisco a p p o i n t m e n t
ALBANY — State Supreme Court Justice
Harold J. Hughes has granted a preliminary
injunction that stays the appointment of
John Francisco as statewide treasurer.
The decision was based on a suit filed by
CSEA Executive Vice President Joseph E.
McDermott, who challenged the Francisco
appointment on the basis that it was not
part of the agenda of the special delegates
meeting held in Syracuse on Sept. 9,1986.
12
THE PUBLIC SECTOR
11
Our delegates and only our delegates
have the right to change the rules of the
game, and that's as it should be — I
wouldn't want it any other way.
Our delegates are conveniently not told
that while they can change the rules of
the game (the constitution) their arena
does not include the ability to change the
law of the land.
If anyone is really interested in the
truth of why CSEA has become involved
in lawsuit after lawsuit they would first
have to understand that some of us,
myself included, truly believe that you
can't just give lip service to the rules. Our
constitution is our bible and we don't just
wave it around; all of us, including the
president of CSEA, are sworn to uphold
and live by and with the whole
constitution. I believe that the members
elected each of the officers to uphold all
of the constitution, not to conveniently
ignore some parts or to provide some
private voodoo legal opinions by privately
hired lawyers to mislead our governing
bodies — both the Delegates and/or the
Board of Directors. Misleading them into
taking illegal or inappropriate actions
which could injure the union, the rights of
our members or the rights of the other
governing body.
My position or stance since early May
when the President of this great union
first brought a legal suit against the
union, has been that a judicial decision
was welcomed in order to settle any
honest difference of opinion.
Instead we were treated to — as
described by Justice Hughes, "a rump
session" — an orchestrated party for Bill
McGowan in which a seemingly
successful, but short-lived attempt, was
made to pit the two governing bodies of
CSEA against each other in order to
enhance and further the political agenda
and careers of a few individuals and cloud
JOSEPH E. McDERMOTT
the real facts. Facts like the lack of
service delivery to our members
remaining an unresolved problem. Facts
such as the issue of lack of direction and
leadership continuing unchecked.
Running CSEA takes strong, and
untiring, leadership — a conmiitment to
keep us strong within the tradition of
democracy that has endured for 76 years.
Running CSEA required us to have our
members, staff, activists and officers
work together addressing all the issues,
including the issue of "what is the right
way to run the union."
CSEA isn't a house divided; CSEA has
always been a union of members with
divergent viewpoints. We as a democratic
organization will grow stronger through
honest and open dialogue. I, like most of
you, wouldn't want to be part of any union
that is untruthful with itself or that can't
face up to the real issues.
As we journey to Niagara Falls, I
encourage each of you to make this
delegates meeting the most worthwhile
ever!
Insist on all of the facts; ask all of your
questions; allow everyone the opportunity
to be heard; and most importantly, take
action which moves this great union in a
direction which will enhance the working
lives of all the members who elected you
to speak for them.
Hoseph 8. McT)emott
CSEA h e l p s break u p big promotion logjam
WHITE PLAINS — CSEA has helped to break a five-year logjam that cost
employees of the Westchester County Department of Social Services promotions to
permanent positions.
According to Region III Attorney Arthur Grae, CSEA provided legal assistance
to members of the Westchester County CSEA Unit, who intervened in a court
proceeding that had been brought by some provisional employees who had failed or
done poorly on civil service examinations. Their action froze the lists while keeping
them in provisional positions for up to five years.
Grae said a judge dismissed the proceedings brought by the original group,
thereby giving other employees an opportunity to be promoted to permanent
positions.
October 2 0 , 1986
LocdOOO
Anxincan Fedofation o( Stole. County & Murtcpd Err0oyoos
moo
^^nnuaTreport^orce^i^^e^^
activity, and I find that CSEA can look at great
pride at some of the programs in which I have
represented the Union.
1. Day Care
2. Comparable Worth
3. Election Coordination
My office has coordinated the results of the
Local and Unit elections. It has been
disappointing to realize that Election
Chairpersons have not certified the elections as
directed. This delayed recording has a "domino
effect" with mailings, delegate mailings, etc.
Day care is growing rapidly with 31 centers
now opened. The negotiate "union pot" has
provided funds for more staff to administer the
program. The Labor Management Advisory
Committee, of which I am a member, is
meeting monthly and concerns are being
addressed on a more timely basis. With the
large number of parents working, CSEA
recognized the need for day care some years
ago and, as with many other programs, was
the first to negotiate start-up funding. I am
pleased to represent CSEA along with John
Conoby, CBS, in the interests of day care.
Serving on the Comparable Worth
Implementation Task Force which meets with
Civil Service regularly to discuss the allocated
negotiated funds for pay equity has not been
without frustration as many components are
involved — hazardous pay, job factors, etc.
However, it is moving along with involvement
of the Union.
The Local Government Pay Equity pilot projects have seen the completion of two studies
and staff has a better understanding of what is
involved. CSEA staff will be prepared in the
future to address the concerns of local
jurisdictions.
You have now as elected and re-elected
officers made a 3-year commitment to your
membership. I hope that you have attended
officer training programs and that you will
refer to your detailed officer resource kit on a
constant basis. The Education Department is to
be conmiended on their efforts in putting this
together.
It is disturbing to me the number of calls I
have received concerning dissension among the
members of the executive boards of Locals and
Units. Management loves this type of activity.
Why? When you are squabbling among
yourselves, you are not representing
membership, and you are not presenting a
united union effort. Management reads The
Public Sector and is also well informed about
the politics of the Locals and Units.
IRENE CARR
I am most grateful for the dedicated staff of
CSEA — Rose Ann Hildreth came to my office
in February 1986 and has been invaluable in the
detail we must follow. The Steno Pool staff,
directed by Bemardine Rouse, who we work
with on a daily basis, can almost on an
instantaneous basis research requests because
of the system we have developed and
maintained since I became Statewide Secretary
10 years ago. We are rapidly finalizing, with
our Computer Services Department, what we
are calling our VIP System which incorporates
all officers of Locals and Units.
In the process of conducting secretarial
seminars in all of the Regions, I have found
that there are many new secretaries. They are
eager to learn about their Union, and I have
enjoyed talking with them.
JreneCarr
6th Annual Statewide Women's conference set
The theme of the 6th Annual CSEA Statewide Women's Conference,
planned for Nov. 14-16 at the Ramada Renaissance Hotel in Saratoga
Springs, is "Coping: Getting Ready." In support of that theme, for the first
time supervised child care for children between ages 3 and 12 will be
provided.
.
Registration will be held from 2 — 6 p.m. on Friday, Nov. 14, with a
dinner program scheduled at 6 p.m. and a workshop, "Presenting Yourself:
Impressions are Important,"scheduled at 8:15 p.m.
Saturday, Nov. 15, workshops on "Domestic Violence,""The Aging
Parent Dilema," and "Legal Issues" will be presented from 9 a.m. to noon,
and sessions on "Domestic Violence,""Challenges Facing Single Parents,"
and "Legal Issues" will be held from 2-5 p.m..
Sunday's program includes breakfast at 8 a.m., regional reports, and a
workshop on "Financial Planning" from 9:30 a.m. until noon, when the
conference adjourns.
Additional information on the conference can be obtained by contacting
your CSEA Local president or regional Women's Committee chairperson.
First statewide event to sponsor child care
Child care for children of participants in the 6th Annual CSEA
Statewide Women's Committee Conference is being offered at a minimal
cost as a pilot project to determine the feasiblility of providing such a
service for future CSEA meetings and conferences.
\
The child care program is being offered for one day only — Saturday,
Nov. 15, from 8:30 a.m. to 5:30 p.m.
Child care, for children between 3 and 12 years of age, will be provided
at the Satatoga County YMCA at 262 Broadway, Saratoga Springs. It will be
the responsibility of the parent to transport the child to and from the
YMCA, which is located about one-half mile from the conference site.
A minimum number of children must be registered in order to provide
the service. Interested parents must fill out the adjacent child care
registration form. DEADLINE FOR CHILD CARE REGISTRATION IS
OCT. 28. If the minimum number of participants is not met, parents will be
notified prior to the conference. There will also be a maximum number of
>children who can be accomodated, therefore child care will be provided on
a first come, first served basis.
The hotel registration for participants in the annual Women's
Committee Conference includes children, if any, who may be staying with a
parent. However, if the child or children eat meals in the hotel with the
parent, an additional charge will be made.
Children will be required to bring a box lunch for the child care
program.
The YMCA child care program will be fully supervised and will include
a wide range of activities, including swimming, gym, arts and crafts, group
games and free play. A swim suit and towel will be necessary for children
I planning to participate in the swimming program.
October 2 0 , 1986
REGISTRATION FORM
CSEA-YMCA CHILD CARE PROGRAM
(Creative Super Exciting Activities)
PLEASE PRINT
Parent's name
Phone: Area Code (
Work
) Home
Address
City
State
ZIP.
ChUd's Name (1)
Age:.
Child's Name (2)
Age:.
"I understand I am responsible for brmging my child to and from the
child care program at the Saratoga YMCA."
(Signature)
Please submit this registration form, and
your check for $15 for each child participating made payable to "CSEA Inc."
by OCTOBER 28 to:
CSEA
Attn: Peg Wilson
143 Washington Avenue
Albany, N.Y. 12224
THE PUBLIC SECTOR
13
REGIONAL REPORT
REGION
Locol raoo
Amefcon FoOfOtion ol State, Countv & Municcal Em(Jovoos
A f l CO
CSEA can be compared to a family. The union, like
the head of the household, works hard to protect its
members, to put food on their tables, provide shelter
and make their lives as stress free as possible in this
age of high tech and high pressure.
In Region I, we are proud to say that Old Westbury
has signed an employee assistance program. Now all
our state facilities, and many of our other towns,
villages and school districts have implemented the
program and it has been met gratefully, and with
huge success.
CSEA has looked for innovative ways to keep our
members happy and healthy. The Long Island Region
has endorsed the use of a new, mobile
mammography van. We have also held many health
fairs to make the members aware of the services
available to them. Many units and locals have also
had smoke cessation workshops.
At Kings Park Psychiatric Center, the food co-op
enters into its second year of operation. We now hope
that other locals will begin food co-ops of their own
as we are interested in stretching the members'
paychecks as far as possible.
The Region has organized economical trips to
Atlantic City and various sporting events. We have
also found providers who will give our members a
fair price on personal travel expenses and events.
CSEA has gotten more involved in community
affairs than ever before, with many locals running
health fairs and offering child safety information and
fingerprinting services to members and other people
in the community.
CSEA members got together this year to walk in
the fight against birth defects. Next year, we hope
that even more members will turn out for the event.
Like a family. Region I has made great strides to
see that our members become educated in unionism,
general subjects and courses which will improve the
quality of their lives. To date, over 1,000 members
have been trained to perform their duties as shop
stewards.
Thanks to the Education and Training Department,
it was possible for 400 newly-elected officers to attend
officer's orientation. These officers will now
represent their locals and units with a better
understanding of their duties and of the structure of
the union.
Our Agency Specific Training Grant Program
Committee has made it possible for our state
members to partake in various courses, many of
D A N N Y D O N O H U E , President
Hauppauge A t r i u m Building
300 Vanderbilt Motor Pkwy.
Hauppauge, N . Y . 11788
(516) 273-2280
(516) 435-0962
them worth college credits.
In an effort to bring more people on board, the
Region has worked to reorganize the committee
structure. Many of these committees worked closely
with the Education and Training Department to
implement seminars and workshops throughout the
year.
We also want to keep our members safe and
satisfied. We have invited our AFSCME brothers to
our Region to teach health and safety seminars.
We have also run Parliamentary Procedures
workshops.
In early spring, we plan on duplicating last year's
successful membership fairs, bringing together the
grassroots members and thus answering "what does
the union do for me?"
Region I continues to have a strong Political Action
force which has been instrumental in our getting
many candidates elected who understand the union's
views.
We have led the fight against any consolidations
which could lead to job reductions in our OMH
facilities on Long Island.
This year's contracts have included excellent
raises and increases in fringe benefits. The Region is
also excited to see comparable worth increases being
written into many contracts. Each time labor and
management agree on this contract language, it
further strengthens our ongoing court battle for pay
equity in Nassau County.
Our members have been well represented this
year, as they are every year, with CSEA legal and
held staff representation. We have saved many jobs,
and have gotten monetary awards as high as $55,000.
In the psychiatric centers, CSEA has accomplished
a great deal toward correcting the out-of-title
problem, with many grievants already receiving
money.
This year, CSEA on Long Island was challenged by
a number of decertification elections. But, staff and
the unit leaders stuck together and, in our unity, we
were victorious. We will continue to prove that those
members made the right decision.
The Brookhaven Highway Department Unit was
one of those victories. In that town, we've recently
hammered out three beneficial contracts, one for
highway, one for the white collar and one for blue
collar.
Region I is also going through a transitional period
with many esteemed members of our staff retiring
DANNY DONOHUE
this year. We wish all of these people the very best as
that is what they brought the membership. As these
people leave to enjoy their well-earned "time off,"
we will work hard to fill their vacancies with the best
possible employees. We hope that the membership
will help to ease the transition by looking forward to
a good relationship with these newcomers. We will
need to pull together to service the members at the
highest levels.
CSEA has been on Long Island for 76 years now;
we're excited to announce that by March of 1988, we
hope to be in a new, permanent home. We have
received approval from the Board of Directors to
purchase property and have our building built off
Exit 52 of the LIE in Smithtown.
Once we're in our new home, which will be the hub
of CSEA activity and services, members will easily
find assistance from the field reps, our OSHA rep,
our communications and public relations associate
and our political action coordinator. A larger meeting
room will be available for the members and we will
have a new computer system which will be linked
directly to Albany.
A number of locals and the CSEA-endorsed
insurance providers will be joining us in our new
home, one more way to service the membership
more fully.
Our fight against contracting out continues as
strenuously as ever. We have worked to educate the
members and their management on the dangers of
contracting out and hope that we will continue to
prove that public employees can provide better
services at a more controlled cost.
In summation, it's been a very good year for CSEA
in Region I. As with most families, there has been
dissension in our household but we will work together
to resolve our conflicts so that we can expend all of
our energies servicing our membership. Our family
is only as strong as the bond between our sisters and
brothers, so let's join hands and continue to grow in
strength and number.
Long Island Region endorsements
HAUPPAUGE — The Political Action
Committee of Long Island Region I has
announced CSEA's endorsements of the following
candidates in the November general election.
"This list is representative of those candidates
whose philosophy is the s a m e as the union's. All
of these poeple a r e willing to discuss the needs
and problems of working men and women,"
Region I President Danny Donohue said in
announcing the endorsements.
5th
6th
7th
8th
9th
Senate
Senate
Senate
Senate
Senate
14
NASSAU COUNTY
District
Ralph Marino
District
John Dunne
District
Michael Tully
District
Norman Levy
District
Dean Skelos
THE PUBLIC
SECTOR
12th Assembly
13th Assembly
14th Assembly
15th Assembly
16th Assembly
17th Assembly
18th Assembly
19th Assembly
20th Assembly
21st Assembly
22nd Assembly
District
District
District
District
District
District
District
District
District
District
District
Philip Healey
Lewis Yevoli
Fred Parola
Dan Frisa
No Endorsement
Kemp Hannon
B a r b a r a Patton
Armand D'Amato
Arthur K r e m e r
Gregory Becker
George Madison
SUFFOLK COUNTY
1st Senate District
Kenneth LaValle
2nd Senate District
J a m e s Lack
3rd Senate District
Caesar Trunzo
4th Senate District
Owen Johnson
1st Assembly District
2nd Assembly District
3rd Assembly District
4th Assembly District
5th Assembly District
6th Assembly District
7th Assembly District
8th Assembly District
9th Assembly District
10th Assembly District
11th Assembly District
County Comptroller
County Clerk
Councilman, Town of
Brookhaven
Trustee, Town of
S. Hampton
Joseph Sawicki
John Behan
L William Bianchi
Robert Gaffney
Paul Harenberg
Robert Wertz
Thomas B a r r a g a
John Cochrane
John Flanagan
Antonia Rettaliata
Patrick Halpin
Joseph Caputo
Juliette Kinsella
John LaMura
Paul P a r a s h
October 20, 1986
REGIONAL REPORT
REGIÖNH
Locol X X O
AyTKjncon Ffou'cfion ol State, County & MurKpal Empicvoos
AFL CO
GEORGE BONCORAGLIO, President
Suite 1500
11 Broadway
N e w York, N . Y . 10004
(212) 514-9200
Though CSEA is often billed as New York's
largest "public employee union," many of our
members do not know that CSEA also happens to
be the largest union in New York. Certainly, a
labor organization of our size, history, and
political clout, must have a conscience, especially
in the tough times we face today.
But when the going gets tough, they say the
tough get going.
Over the recent months of hectic activity in the
Metropolitan Region, that's definitely been our experience. A remarkable new solidarity and unity
of purpose have evolved here which we see as an
outgrowth of our winter workshop theme, the
AFL/CIO Report on The Changing Situation of
Workers and Their Unions.
Activists at the 1986 workshop focused on why
we are union people today, how we got involved,
and why we carry on despite the many difficulties.
More than just another union meeting, we felt a
chemistry developing and even more importance,
a conscience. Commitments were made to:
• Speak out on social issues and concerns
• Continue quality education programs geared
to needs of workers in a high tech society
• Increased monitoring of safety in the
workplace
• Increased effectiveness of all committees.
Acting on a conscience commitment to social
concerns as a region has drawn us all much closer
together in our ideal of justice for all. Living and
working in a city where every issue makes big
news, we proudly bring CSEA's banner and voice
to join other labor and civic organizations when
just causes arise.
Our regional participation in the historic June
14th anti-apartheid rally with the thousands who
marched from the U.N. to Central Park, only confirmed our determination to stay in the fight
against racial injustice for us long as it takes. The
Region 2 Africa Committee has been spearheading
our efforts to end the ugly dehumanizing system
of apartheid in South Africa.
Support has also been strong here for the plight
of the United Farm Workers. CSEA Region 2's
banner was raised at their Herald Square grape
boycott rally in a demonstration of solidarity.
Brother Cesar Chavez spoke with conviction at our
regional Executive Board asking CSEA support in
boycotting pesticide-tainted California grapes.
Region 2 brought this request to the statewide
CSEA Board which led to a resolution endorsing
the grape boycott across New York.
Whether the issue is fairness in job opportunities
for Catholics in Northern Ireland, or divestment of
our pension monies from businesses entrenched in
the South African economy. Region 2 has been
willing to take a stand in conscience and be
counted.
Our banner was proudly displayed in the cause
of our brother and sisters involved in the Hormel
strike, and it was there on the steps of City Hall
when Nobel Peace Prize winner Bishop Desmond
Tutu came to New York pleading for support.
There is no doubt that times are tough, and getting tougher all the time. But when we follow our
conscience, all workers everywhere are the better
for it.
Working in New York City, a major world
capital, Region 2 members see the best and worst
of life in dealing with the public every day. Working in the midst of a crack epidemic acknowledged to be among the nation's worst, our members
in agencies like Division For Youth, Corrections,
Substance Abuse, Social Services or Mental Hygiene employees, find themselves on the frontlines
of a battlefield.
Media reports of cocaine abuse and increased
crime on our streets resulting from crack addiction deluge us daily. Thus far, the governmental
response has been much more talk than action.
Meanwhile, psychiatric centers are filled to
overflowing. Instead of proposing to add staff and
increase services, the Department of Mental
Health is proposing across the board cutbacks in
mental health services including staff reductions.
Once again, the ivory tower policy-makers are
passing the buck to our dedicated public
employees forcing us to bear the brunt of the
burden understaffed and overworked in unsafe
working conditions.
This is nothing new.
Once again we must begin the process of convincing our legislators that the State is moving in a
totally wrong directions by cutting back on services while we are facing an exploding nightmare
of crack addiction.
Of further concern to us, is the number of
Region 2 administrative services employees
whose agencies were relocated from the World
Trade Center by the State. Many of these
employees now work in rehabilitated warehouses
around the city. Laxity in monitoring the million
dollar leases for these buildings by Comptroller
Regan's office, indictment of landlords and a
former O.G.S. official on fraud and conspiracy
charges, have resulted in serious problems.
Region 2's World Trade Center Relocation Task
Force is committed to insuring that the employees
who were moved are provided with safe, clean
places in which to do their work. Due to the scandalous handling of the relocations, many of these
members are faced with dirty, leaking, rodent infested worksites with existing violations of the
City's building codes. We are determined to see
that both the workers and the public are not
jeopardized because of bureaucratic red tape and
inaction. Safety in the workplace must be our first
concern.
Tackling problems of our workers using high
tech equipment, has been the task of our Regional
Administrative Services Unit Task Force. Thanks
GEORGE BONCORAGLIO
to their efforts to develop specific training programs for ASU employees in the metropolitan
area, downstate CSEA members will soon have a
union classroom and opportunity to gain hands-on
computer skills. Better advancement opportunities and job performance will be the end
result.
Participation in all our regional education programs is at an all time high. As a result of working with A.F.S.C.M.E., Region 2 now has the
capability to provide twice as many shop steward/
grievance rep training programs in the coming
year. Judging by the registration statistics and
continuing flow of new faces at our seminars,
there is a noticeable increase in enthusiasm for
leadership training and union-building skills. Being equipped to provide effective membership
service at each worksite continues to be our
emphasis.
Yet, looking back over the year just passed and
the problems looming on the horizon, it's hard to
call 1986 a "banner year" for labor. Seeing the
New York City Labor Day Parade cancelled,
seemed somehow symbolic of the disunity and
complacency that can cripple labor if we allow it
In reality when the banner of organized labor is
dragged through the mud, or worse still hidden,
all workers and their families lose. In Region 2
our commitment is to be part of the solution, not
part of the problem.
For this reason, we chose to put our philosophy
on a new regional union banner that says: "CSEA
REGION 2 — THE PRIDE IS BACK!"
Our old banner's threadbare appearance was
proof of all the issues we're involved in. It was "
torn and tattered from hanging in meeting after
meeting, and being dragged up and down the
streets of New York City in marches and
demonstrations.
The new banner stands for all our commitments
to education, unity, social concerns, safety, and to
the people of New York that "we serve." It stands
for the best we are capable of becoming as union
members and as citizens of our great country. Because they can only cripple and weaken us, we
are committed to putting divisions behind us. We
know where we've been and we know that tough
times can bring out our best. Now is our time to
get tough.
(jeorge JSoncomglio
Gripper, Keane w i n Board s e a t s
Metropolitan Region
endorsements in the
Novemtier elections
listed on page 7
•
October 2 0 , 1986
Two members have been elected to CSEA's statewide Board of
Directors in recent special elections conducted to fill vacancies on the
Board.
Robert Gripper was elected to represent Mental Hygiene Region 2,
and Thomas Keane was elected to represent Tompkins County.
Ballots were counted on Oct. 7, but the results are not official until
the election protest period expires.
Gripper turned back Joel Schwartz to win his seat on the Board, and
Keane won out over Arthur M. Santora.
THE PUBLIC SECTOR
15
REGIONAL REPORT
REGION
local KXX)
Anx?fican F<xj<?/atioo of Sfoto. County & Muocpol EmfJovPOs
AfLOO
Dear Fellow Members,
Organized labor is experiencing tough times, and
we in CSEA are also feeling the impact. The public
sector is the only sure fire growth industry that
union leaders can look at; the public employees are
seen as the future of the labor movement. This
causes us, in the public sector labor movement,
some serious problems and should force us to take a
hard look at how we do business. Our members
could very well be the future of the American labor
movement as we know it, and our potential members
are being gobbled up by unions previously
uninterested in public employees, such as the
Communications Workers of America. We are being
raided by unions that never had an interest in the
types of employees we represent such as the
International Brotherhood of Teamsters. Our own
members have caught the national anti-labor
sentiment. Take heart, however, there is much that
we can do to remain the leader of public sector labor
unionism. The answer to the problem can be
sunrmied up in two words — LEADERSHIP and
ACTIVISM. As leaders, we must set a strong
example for our constituents in several vital areas.
• Communications should be our #1 priority. We
must spread the word to members and non-members
of what the Union is all about. Newsletters, bulletins
and regular meetings are the most effective means
of conimunication. Do not assume that your
members know what activities the Union has
undertaken on their behalf — tell them.
• We must seek to involve as many members as
possible in the day to day business of the Union.
PAT MASCIOLI, President
Rural Route 1
Box 34, O l d Route 9
Fishkill, N . Y . 12524
(914) 896-8180
Committees must be established and utilized, and
activities should be enlisted to spread the Union
message.
• Resources of the Union must be used to bring the
best possible representation to our members.
Information fairs should be set with involvement by
the regional and headquarters staff.
• Education and training provided by your Union
should be made available to your members and can
easily be arranged through your region. As leaders,
it is your responsibility to bring the Union to the
members and the members to the Union. Your
meetings are a valuable opportunity to introduce the
various aspects of union membership to your
constituents. Leaders are one of the most valuable
resources this and any other union has at its
disposal, but they must be strong and positive role
models in order to effectively spread the word of the
union, gain new members and retain those that we
have.
The 1985-86 year has been an active one, especially
for us in Region III. We have seen much organizing
activity and raids by rival unions, but we have also
learned many valuable things through our organizing
efforts. In an unprecedented step, Region III
established the first Regional Activist Team in
mid-1986. The call went out for all active CSEA
supporters regardless of whether or not they were
officers, stewards, State or County — the only
requirement was a commitment to the Union and to
hard work. The assembled group reviewed the
challenge situation, debated the strengths and
weaknesses of CSEA and determined a course of
PAT MASCIOLI
action — to save their Union from a combination of
apathy and outside agitation. The regional activist
team set its priorities and organized itself into an
effective workforce to fight the challenge. Activists
fanned out throughout Sullivan, Ulster and Orange
counties, talking to members one on one. Activists
attended each and every meeting of the challenging
union and of CSEA. Activists organized and ran
phone banks, leafletting drives and "get acquainted"
receptions. Activists spread the word — "We, CSEA,
have our problems, but the solutions are available
internally without going to another union." Our
theme was "you can make your Union work," and it
was delivered with untiring enthusiasm. Members
coming together to help their brothers and sisters is
a winning formula. Leaders providing strong and
effective leadership is a winning formula. The
combination is unbeatable.
In closing, CSEA is a rising union — You, as a
leader, make it so and can make it better.
PatMdscioli
Southern Region endorsements
FISHKILL - CSEA's Region III Political
Action Committee has announced the union's
endorsements of the following candidates in the
November general elections:
83rd
84th
85th
86th
87th
Assembly
Assembly
Assembly
Assembly
Assembly
ASSEMBLY
District — Joseph Rauso
District — Gordon Burrows
District — No endorsement
District — Richard Brodsky
District — Peter Sullivan
Nominations
open for
Board seats
16
THE PUBLIC
SECTOR
88th Assembly District • Gregory Young
89th Assembly District - Henry Barnett
90th Assembly District - Vincent L. Leibell III
91st Assembly District - George P a t a k i
92nd Assembly District - Robert Connor
93rd Assembly District - Samuel Colman
Mary McPhillips
94th Assembly District
William Larkin J r .
95th Assembly District
Lawrence E . Bennett
96th Assembly District
Stephen Saland
97th Assembly District
Richard Coombe
98th Assembly District
99th Assembly District — No endorsement
101st Assembly District — Maurice Hinchey
SENATE
35th Senate District — No endorsement
36th Senate District — No endorsement
37th Senate District — Mary B. Goodhue
38th Senate District — Eugene Levy
39th Senate District — Richard Schermerhorn
40th Senate District — Charles Cook
41st Senate District — J a y Rolison, J r .
ALBANY—Nominations a r e now open to fill four vacancies on CSEA's statewide Board of
Directors.
Under the union's open election procedures, any m e m b e r in good standing can have his or her
n a m e placed on a ballot by obtaining the required number of CSEA signatures on an official
petition form.
Petitions a r e available f r o m CSEA regional offices and CSEA Headquarters. They must be
filed at CSEA Headquarters by 5:00 p.m. on Monday, Nov. 3.
Listed below a r e open seats a s well as the number of m e m b e r signatures required to qualify as
a candidate:
LOCAL GOVERNMENT EXECUTIVE COMMITTEE
Board Seat
Number of Signatures Required
Genesee County
21
Tioga County
19
Wayne County
.
56
Wyoming County
42
In order to be eligible, a candidate must have been a m e m b e r in good standing of CSEA since
June 1, 1985 and continuously paid membership dues since then. In addition, he or she cannot be a
m e m b e r of a competing labor organization and must not be prohibited f r o m holding office under a
penalty imposed by the CSEA statewide Judicial Board.
O c t o b e r 20, 1 9 8 6
REGIONAL REPORT
REGION
l o r d KXXD
10l Stcjio. Ccxjntv & f/uncool
m CIO
Every year it seems a little difficult to sit down
and prepare a Region Report to the Annual
Delegate Meeting. This year it is very difficult.
In the past, I've chosen to reflect back on all
the good things that have occurred in the Capital
Region, in CSEA, and wonder aloud about how
much better they could, and should, be. Last
year, I referred proudly to our accomplishments
in demonstrating what I believe is the ultimate
measure of member interest — the highest
percentage and number of voters in the election of
officers. We believed that happened because we
worked hard in making it happen. We worked
hard at doing our job and we worked hard to
impress upon members, everywhere, the value
and significance of their wisdom — their vote.
Soon, it will, once again, be time to measure up
against the members' interest.
There has been a problem in CSEA over the
past year and I wonder if in the coming election
that problem will translate into a difference that
I beUeve exists between two statements. "In the
best interest of the members" vs "best in the
interest of the members." Almost everyone who
has been involved with the problems in CSEA
lays vehement claim justifying their actions to be
"in the best interests of the members." I believe
the members know best their interests and, I
believe, further, they don't all need to be told
what is best for them. I, as your Capital Region
President, am well prepared to work hard and
again impress upon the members the value and
significance of their wisdom — their vote —
because I think the members have told me what
is best in the their interest.
Yes, indeed, I think I have been a prime player
in the difference of opinion that exists in CSEA.
I'm willing to offer my record and have it
measured, in the interest of the members, and let
them judge whether or not it is best. This
column, this year, will be interpreted, rightfully
so, as a political message. My opponents will
claim that it is inappropriate. I don't think it is
anything but most appropriate for the
membership deserves to have a record of my
opinions and a record of my decisions as the
President of their Region and as a Vice-President
of their union.
C. ALLEN AAEAD, President
Suite 402
1215 Western A v e n u e
Albany, N . Y . 12203
(518) 489-5424
I supported the Board of Directors'
Reorganization Plan. I worked hard in support of
its design and, I worked hard to assist in its
adoption by the Board of Directors. Why, not as
is said because I was disloyal to a President of
CSEA, but because I am not happy with the way
CSEA was operating. You can check my record;
I said that well before any plan was acted upon. I
did not deem acceptable an operation that left
contract grievances and arbitrations pending well
in excess of one year. The members told me it
was best, in their interests, to have their
grievances solved and their contracts improved.
The members can read their contract and they
know their concerns are supposed to be
addressed and resolved much sooner. CSEA
promised they would. I supported a plan to
provide several new positions, with increased
responsibilities, to ensure that our members
would get what CSEA promised them. I
supported a plan that put a staff director in
charge of that operation who knew the
responsibility was to deliver a better contract
and that better servicing was not only expected,
but demanded. That is not disloyal to a President
of CSEA.
I didn't think it was in the best interest of the
members to not have consistent benefits,
especially in our Local Government entities.
They told me they thought it was best, in their
interests, to have some protection against the
loss of holidays, the loss of work through jobs
being contracted out and protection against the
loss of their place of employment when the public
funding was removed and the "business" sold to
private entrepreneurs. That is why I supported a
plan to place an individual in our staff
responsible to best protect the interest of our
Local Government/School employees. That is not
disloyal to a President of CSEA. To not do so, in
my opinion, is disloyal to the trust placed in you
by the members.
I did not agree that the unorganized should
remain that way. I did not agree that the
freeloaders; the non-members should continue to
leech our members' strength. The members told
me it was best, in their interest, to bring nonmembers into the union through organizing and
Capital R e g i o n l i s t s
e n d o r s e d candidates
October 2 0 , 1986
membership campaigns. That is why I supported
a plan with a position identified as responsible to
manage Membership Recruitment Programs.
What made this proposal even more attractive
was that all these positions came together. These
were what I believed the members said were best
in their interests. The members never said it was
disloyal to support these programs.
Unfortunately, one individual disagreed with
this plan. He disagreed because he claimed he
had to get credit. He claimed the Constitution
said he, and only he, would run CSEA; he and
only he would direct and organize the staff. The
Constitution, he claimed, said that he, and only
he, knew what was in the best interest of the
members of CSEA. Sisters and brothers, the
President of CSEA is attempting to destroy this
union in the belief that he and only he knows
what is in the best interests of the membership.
Bill McGowan has been a great President of
CSEA and, I agree. Bill McGowan has been a
great President for CSEA. But now. Bill
McGowan is wrong. The Constitution that you,
through your democratically elected delegates
determined to be, best in your interest, does not
say the President, any President, is the only
individual who can decide what is in the best
interest of CSEA's members. Abraham Lincoln
once said in 1866, "if I were to read, much less
answer all the attacks made against me, this
shop may as well be closed for any other
business. If, in the end, I am proven right, all
that is said against me will not amount to
anything. If I am proven wrong, legions of angels
swearing I was correct will not be able to help
me".
I believe Mr. Lincoln knew what was best in
the interest of those he served!
d Allen Mead
R e g i o n IV n e g o t i a t o r s t o b e
well prepared for bargaining
ALBANY — CSEA's Capital Region Political
Action Committee has announced the union's
endorsements of the following candidates in the
November general elections:
24th Congressional District — Edward Block
42nd Senate District — Howard C. Nolan Jr.
43rd Senate District — Joseph L. Bruno
44th Senate District — Hugh T. Farley
45th Senate District — Ronald B. Stafford
100th Assembly District — Neil W. Kelleher
102nd Assembly District — John Faso
104th Assembly District — Richard J. Conners
105th Assembly District — Paul D. Tonko
106th Assembly District — Michael R. McNulty
107th Assembly District — James Tedisco
109th Assembly District — Glenn H. Harris
C. ALLEN MEAD
HARM SWITS . . . the
veteran bargaining
specialist plans to retire
soon after 19 years of
negotiating contracts for
CSEA members.
CSEA local government negotiating teams will be better
prepared than ever when they go to the table for negotiations
in Region IV as the result of specialized training being offered
by the union.
The first of three training programs was given recently to
North Country negotiators and officers in Plattsburgh.
Collective Bargaining Specialist Harm Swits and staff
members Kathy Albowicz, Kim McHale, Barbara Mitchell and
Dan Campbell were among those giving union activists
information relative to conducting successful negotiations.
Negotiations, said Swits, is "psychological warfare, mental
gymnastics and physically exhausting."
A second training session was scheduled for Oct. 21 in
Saratoga Springs and a third on Nov. 12 in Albany.
THE PUBLIC SECTOR
17
REGIONAL REPORT
REGION
JAMES J. M O O R E , President
Suite 308
290 Elwood Davis Road
Liverpool, N . Y . 13008
(315) 451-6330
locdlOOO
Amencon Foowokn o( Slalo. County & Muricpol EmcJovoos
AFI-CO
Dear member:
I first would like to take this opportunity to
congratulate each unit and local officer recently
elected. I ask each of you to reach out and offer
your assistance to your new elected union official.
This past year, we saw our staff and leadership
rally together to fight off two serious challenges
from the Teamsters. In Delaware county we were
successful in negotiating a multi-year contract
against all kinds of obstruction leveled at CSEA
by the Teamsters. In the city of Syracuse we are
just commencing our meetings with city officials
and we will work very hard to obtain the best
contract we have ever had in that unit.
And here in lies the message I want to give to
our entire regional membership. Our goal for the
next three years is to make as our primary
concern each and every contract that expires
within the next three years.
Our regional staff and officers will be
examining every contract to assist local
negotiating committees to achieve the best
possible contract with good benefits.
A simple promise, yet, that is truly why you the
JAMES J. MOORE
member join CSEA. Lets get started by you, the
member, offering to help your Local elected
officials.
ffamesfj, Moore
Central Region endorsements
SYRACUSE — The Central Region Political
Action Committee has announced the
following CSEA endorsements of candidates
in the November general elections:
ASSEMBLY
111th Assembly District John W. McCann
112th Assembly District John C. A. O'Neil
113th Assembly District Anthony J. Casale
114th Assembly District H. Robert Nortz
115th Assembly District William R. Sears
116th Assembly District Louis R. Critelli
117th Assembly District Ray T. Chesbro
118th Assembly District Michael J. Bragman
119th Assembly District William E. Bush
120th Assembly District Melvin M. Zimmer
121st Assembly District Hyman M.'Milier
122nd Assembly District Clarence D.
Rappleyea
123rd Assembly District Richard H. Miller
124th Assembly District James R. Tallon
125th Assembly District Martin A. Luster
126th Assembly District George H. Winner
127th Assembly District Endorsement
pending
128th Assembly District Michael F. Nozzolio
SENATE
46th Senate District John M. McHugh
47th Senate District James H. Donovan
48th Senate District Endorsement pending
49th Senate District Tarky J. Lombardi
Home care coverage
Did you know:
"Blue Cross will pay for home care visits provided by a home care
agency CERTIFIED under Article 36 of the NYS Public Health Law.
Blue Cross will not pay for home care by an agency which is only
licensed under Article 36."
Article 36 of the Public Health Law concerns regulation of home
care agencies. Effective April 1,1986, all agencies providing home care
services must be licensed by the Commissioner of Health or they will
not be permitted to operate in New York state. However, to be a
licensed home care agency does not automatically designate
certification of that agency. In order for a home care agency to be
certified, it must not only be licensed, but, also, it must offer a
comprehensive array of home health services mandated by the Public
Health Council. A licensed agency need only provide one or two of the
services required to be offered by a certified agency.
We have been advised by the offices of the Commissioner of Health
that due to the 4/1/86 deadline for licensing, many applications for
certification by home care agencies have not yet been reviewed for
approval. Please make certain that should you be in need of home
health care, the agency from which you receive these services is
licensed AND CERTIFIED.
18
THE PUBLIC SECTOR
50th Senate District Matthew Morgan
51st Senate District Warren M. Anderson
BROOME COUNTY
Estelle Diamond, 19th County District
John Bertoni, Supervisor—Town of Union
ONEIDA COUNTY
Sandra Caruso, County Clerk
Gerald F. Washburn, County Sheriff
DELAWARE COUNTY
Billie Schoonmaker, County Treasurer
TOMPKINS COUNTY
Nancy Tomlinson, County Clerk
ONONDAGA COUNTY
Elaine Lytel, County Clerk
Correction
Some information contained in the "Open Enrolhnent" article
printed in the last issue of The Public Sector was in error. The MAX
25 Basic Group Life Insurance Benefit terminates when an insured
ceases employment or membership in CSEA. The benefit cannot be
continued under these circumstances, as previously stated.
Your Group Life Insurance may be converted without additional
medical evidence of insurability, provided you make application to
The Travelers Insurance Company within 31 days of the termination
of your employment.
A retirement option is available to members at date of
retirement on a direct payment basis. This option makes available
to the member the ability to continue to age 70 all or half of the
insurance in effect at retirement or one-half of the insurance in
effect at age 70 until attainment of age 80, provided you have been
insured for a total period of 10 years. CSEA retiree membership is
required.
Jardine Emett & Chandler Inc. regrets any inconvenience this
error may have caused. If you have further questions concerning
this benefit, please contact Jardine at 1-800-833-6220 and ask for
operator 30.
October 2 0 , 1 9 8 6
REGIONAL REPORT
REGION
ROBERT LATTIMER, President
482 D e l a w a r e A v e n u e
Buffalo, N . Y . 14202
(716) 886-0391
locdraoo
Amencon Feoofation o( State. County & Muncpd Emjjloyoes
AR-CIO
I could ignore the events and occurrences of
the past few months and pretend they didn't
happen, however, that is not my nature. Things
have happened that are severely hampering
this union's ability to function on behalf of its
membership.
The damage has been done, and the interim
dissension will last for years. There is no easy
solution. Yet this organization must somehow
come together. In order to accomplish that,
there has to be an understanding of why we are
where we are.
Late in 1985, the Statewide Officers informed
Bill McGowan that there was a severe problem
with the Director of Organizing. We pleaded
with him to do something about it. He was
advised that the Board of Directors wanted
action taken and that if something was not
done, they would zero fund the item of the
Director of Organizing. He adamantly refused
to do anything, and so informed the Board of
Directors the following day. President
McGowan at the time was still proposing a
$3,000 pay increase for Mr. Frank. At the
Board meeting I pleaded with him to modify
his stance and finally he did to a small degree,
but it was too late. The Board was angry and
wanted something done. They were sick of "I'll
look into it." The motion to zero fund the
Director of Organizing item passed with only 5
dissenting votes.
Subsequent to that, Executive Vice President
McDermott presented a re-organizing plan to
the Board of Directors. The Board reviewed
and discussed the plan, and adopted it.
The plan accomplished a number of things. It
provided a structure which far improved
delivery of services for all members. It
assigned specific duties and responsibilities,
delegated authority, and assured there would
be accountability. Most important, it provided
direction and leadership, something that had
been sadly lacking. It did not diminish the
power of the President. It did require reporting
through the Executive Vice President to the
President. It was explained to the Board that at
the time it was necessary because the
Administrative Assistant to the President was
intimidating Department Heads, support
personnel, and generally waging a reign of
terror. It was acknowledged by the President
that Bob Guild was a problem, but he refused
to do anything about the situation. It should be
noted that since Mr. Guild has retired, that
reporting portion has been dropped.
Following the adoption of the re-organization
plan. Bill McGowan filed a lawsuit challenging
the action of the Board of Directors.
The issues of the lawsuit which he stated he
wanted the court to decide and then dropped,
are virtually the same as those before the court
now. They are in two separate suits; one issue
as of this writing has been ruled upon. The
court has enjoined John Francisco from
performing any of the duties of the Office of
Treasurer of CSEA.
Somehow, after McGowan's lawsuit was
initiated, another agenda unfolded. An intense
unprecedented attack on CSEA's law firm of
Roemer & Featherstonhaugh was initiated. The
first step in this process was the removal of the
Personal Legal Plan from the State
Employee's Benefit Fund. The original vote by
the Board of Trustees on the continuation of the
plan was 3 no (McGowan, Moore, Mannellino),
and 3 yes (McDermott, Carr, Mootry). There is
an on-going investigation of the consultant's
report which prompted that action.
Since then many statements have been made
by Bill McGowan and a few others concerning
the law firm and the delivery of legal services
to the CSEA members; feasibility of in-house
lawyers, allegations pertaining to outside
holdings of the two partners, etc. Interestingly,
there has been no question of the competency
of the firm and its attorneys, no problems
identifying with the quality of service
delivered. In fact, Bill McGowan has never
identified a specific problem pertaining to the
law firm with the Statewide Officers or the
Board of Directors. At the August 14th Board
meeting when a renewal of the agreement with
Roemer & Featherstonhaugh was discussed
and approved, McGowan was asked to identify
any problems he had with the attorneys. He did
not identify any problems, but did make the
statement; "Either they go, or I go."
In all of the issues addressed and motions
passed by the Board of Directors, there has
been a constant. Issues have been identified,
debates ensued, all who wish to have been
allowed to speak, and then votes have been
taken. The Board of Directors, elected by the
ROBERT LATTIMER
members, has acted properly and responsibly
to fulfill their role in the Administration of the
business of CSEA.
The elected Delegates of CSEA have,
likewise, always been allowed to debate, agree
or disagree in an orderly fashion, and after the
issues had been clarified, voted their beliefs,
thereby accomplishing their defined duties
under the Constitution and By-laws of CSEA.
That is, they were allowed to until the "rump
session" in Syracuse. "Rump" being a term
used by an Albany judge to describe the
meeting while he was ruling on one of the
actions taken there.
What occurred in Syracuse is unprecedented
in my 16 years as an activist in CSEA. I dare
say it is unprecedented in the history of CSEA.
The Constitution and By-laws were ignored,
debate was not allowed, only certain
microphones were recognized, the Sergeantsat-arms spoke on issues, and they harrassed
speakers when the opportunity to speak was
allowed. The volume on the microphone was
turned up during votes, etc.; a disgraceful
performance.
As in all happenings, however, something
positive may be gained from the debate.
Activists in the State of New York who do not
want CSEA to abandon its principles and
democratic position have been alerted that they
must stand up and assure that decency and
fairness are restored. They must lead the way
so that the energies of all of us can be directed
to where they should be: servicing the
membership.
I urge the Delegates at the October meeting
to strive for the above, to rise above the
pettiness, to speak out loud and clear. Make
sure that the Civil Service Employees
Association gets back on the course of being
the most democratic, dynamic union in
America.
Kobert Cattimer
Western Region endorsements
The Region VI Political Action Committee has
announced the following CSEA endorsements in
the November general elections:
52nd Senate District
53rd Senate District
54th Senate District
55th Senate District
56th Senate District
57th Senate District
58th Senate District
59th Senate District
SENATE
John Randy Kuhl
L. Paul Kehoe
John Perry
Donald Riley
Jess J. Present
William Stachowski
Anthony Masiello
Dale Volker
October 20, 1 9 8 6
60th Senate District
61st Senate District
No endorsement
John B. Daly
ASSEMBLY
129th Assembly District Frank G. Talomie
130th Assembly District Robert King
131st Assembly District Gary Proud
132nd Assembly District A. Pinny Cooke
133rd Assembly District David Gant
134th Assembly District Roger Robach
135th Assembly District James T. Nagle
136th Assembly District John Hasper
137th Assembly District Stephen Hawley
138th
139th
140th
141st
142nd
143rd
144th
145th
146th
147th
148th
149th
150th
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
Assembly
District
District
District
District
District
District
District
District
District
District
District
District
District
Joseph T. Pillittere
Mathew J. Murphy
Robin Schimminger
Arthur 0. Eve
John B. Sheffer
Dennis T. Gorski
William B. Hoyt
Richard J. Keane
Francis J. Pordum
L. William Paxon
Vincent J. Graber
Daniel B. Walsh
William L. Parment
THE PUBLIC SECTOR
19
^
(
Campaign '86
CSEA endorsement
Cuomo merits
re-election
CSEA President William McGowan and
Executive Vice President Joseph
McDermott listen as Governor Mario
Cuomo accepts CSEA's endorsement.
^He's done
such an
excellent
job for all
the people of
New York... 7
—CSEA President
William McGowan
inside
for CSEA
regional PAC
endorsements
20
THE PUBLIC SECTOR
ALBANY — In accepting CSEA's re-election endorsement, New York
Governor Mario Cuomo said that the union members share in much of his
success over the past four years: "I accept the endorsement, but really we
should be giving you (CSEA) the endorsement...you gave us the good record...you're performing the services and I'm very, very proud of that."
The Governor noted that if not for CSEA's willingness to go out on a limb
and work for him four years ago, he might not be where he is today: "You
were really the first to say Mario Cuomo has a chance and the truth is,
because you gave us that initial support, you started a ball rolling that gave
us the momentum to win."
"One of my great frustrations as governor is to remember the people who
were there early, remember the people who stood up and then not be able to
give them everji;hing they want."
CSEA President William McGowan corajnented that no governor can ever
give a union everything it wants, but pointed out that he would continue to
hound Cuomo to deliver CSEA its fair share.
"He will...he has...he's relentless" answered the Governor.
McGowan added that; "Cuomo has done a good job for our membership by
providing a fair and just contract."
Cuomo concluded his acceptance by stating that he and CSEA members
have a conmion goal: "Our business is taking care of people...doing good
things for other people."
October 2 0 , 1986