Current News:

In September, the Hennepin County Board set a maximum levy limit to seven percent, which it will vote on in December after the Truth in Taxation hearings. This means that at least six million dollars will be taken off the table for employee compensation and services.

Between now and December we must do two things:

>>>Make sure the board doesn't approve a levy lower that seven percent.

>>>Work with the administration to mitigate layoffs and service cuts.

Remember this date for the budget hearing, and please attend on your own time:

Thursday, November 20, 2008 from 1:00 PM to 4:00 PM

If you have questions about what you can do, please contact a union officer.

Nominations for 552 Union Officers will be held in two consecutive general meetings in October 2008 and again in November 2008. Any 552 member may nominate another 552 member during these two general meetings. The open positions include President, Vice President, Secretary, Treasurer, Chief Seward and nine Steward positions. Elections, as necessary, will be done via mail in December 2008.

Tom Barbeau, Probation Officer Who Cared
by Rochelle Olson, Star Tribune

April 15, 2008

For nearly 40 years, Tom Barbeau was a Hennepin County Courthouse presence known for his commitment to his work and a willingness to speak truth to power.

Pat Guernsey, a fellow probation officer, recalled a time Barbeau was fighting on the telephone with a judge, probably insisting on more time to complete a pre-sentence investigation for an offender. The judge threatened to hold Barbeau in contempt. Barbeau retorted, "What are you going to do? Hold me in contempt of phone call?"

Barbeau, 60, of Robbinsdale, died Thursday after battling pancreatic cancer since September. He worked in the Hennepin County Probation Department for 36 years, most recently as a supervisor.

Although the cancer was affecting him, Barbeau was still at the office many days. "Like in everything else, he kept on fighting," Guernsey, vice president of the AFSCME Local 552.

Friends and colleagues called him a "probation officer's probation officer."

"When you were with him, you had his undivided attention," close friend and probation officer Gary Krebs said. "If you asked his opinion, he'd give it to you, whether you liked it or not."

Barbeau was a mentor to many, including Mike Condon, a probation officer who met him more than a decade ago. What Condon said he learned from Barbeau: "You go out and do your work as best you can and do it as honestly and sincerely as possible."

Condon said Barbeau showed the importance of separating bad behavior from the person; he always treated offenders with respect.

John Staloch, a parole supervisor, said Barbeau impressed upon colleagues how their work deeply affected offenders, victims and their families.

For 15 years, he and Barbeau had lunch together until Staloch moved to a suburban office. In the final weeks, Staloch said he would stop by Barbeau's office and see a constant stream of people who wanted to soak up his wit and charm before it was too late. "He had more best friends than anybody I knew," Staloch said.

Jim Goetz, a family court mediator, was a personal friend. He said Barbeau liked to run the lakes and then have coffee. He liked independent movies and 1960s music, and he had come to enjoy more modern bands such as Pearl Jam that he discovered through his son, Joseph.

In recent months, Barbeau, his son and his wife, Pat, realized a dream by going to a Bruce Springsteen concert together.

"You can't have brushed up against Tom without having one indelible picture to paint or story to tell," Goetz said.

He said he will remember how people flocked to Barbeau. "Every second or third person we'd pass in the skyway would light up when they saw him," Goetz said. "Just seeing the grin on people's faces is something I'll always remember."

During the month of January 2008 massage therapist, Laura Cina, will offer to all union members a 1 hour body massage for $35. That is a regular $55 value.

You can schedule a massage by calling 612-724-8406 or going on line at www.lauracina.com

Probation Officer Career Ladder:

Just a reminder that going from PO to SPO, SPO to CPO is a promotion for which you must apply.

If you apply before your anniversary date, they will reject your application because you were not eligible at the time of your application.

To go from PO to SPO, you need to be a PO for three years or for two years with a Master's Degree.

To go from SPO to CPO you need to be a PO for five years or for three years with a Master's Degree.

Time spent as a PO in another county or jurisdiction can be counted for you to move up the career ladder here at Hennepin County.

Time spent as a CCS (Community Corrections Specialist) counts the same as being a PO for moving up the career ladder.

A person in a CCS position must transfer to a PO position before you can apply for these promotions.

These are promotions, we have no contract language that allows us to file grievances for back pay or denial of a promotion.

You can apply on-line or ask HR to send you a paper application.

If you have questions, please feel free to contact me or any union steward.

The proposed contract was accepted 75.3% by local 552 members.

12/06/07:

Contract Info:

The tentative agreement between AFSCME and Hennepin County has a bifurcated cost of living adjustment.

Locals are able to chose an across the board increase for all persons in the bargaining unit or a higher cost of living increase for those at top pay with a smaller cost of living increase for persons still in the range, i.e. eligible for annual step increases.

The Local 552 Executive board voted to take the higher increase for members at the top step for the following reasons:

Due to the state budget crisis, members at the top of the pay scale received no increases for 3 years during the 2004-05 contract. Persons who were not at the top received 5% step increases. During those negotiations, the county offered to stop step increases in exchange for COLA. The union decided to protect the step increases.

This translated into 3 years of no salary increases and caused our top pay to fall behind 5 other jurisdictions in the State of Minnesota.

Our pay equity committee did substantial work during this contract campaign documenting the pay gap growing between Hennepin County and other agencies. Accepting the higher COLA for the top step allows us to close the gap with these agencies. If we did not accept the increase on the top step, we would seriously undermine our argument to increase our top pay compared to other agencies in future negotiations as we would be on record as rejecting increasing our top pay.

All full time members currently in the probation officer job classification hired before December 31, 2006 will be eligible for promotion to Senior Probation Officer during the term of this contract. This would mean all of these members will receive a COLA for each year of the contract, two 5% step increases, and a 5% Promotion increase. Should that promotion occur 6 months before the expiration of the contract, they will also receive an additional 5% probation ending increase.

All full time members in the Senior Probation Officer Job class will also be eligible for promotion to Career probation officer during the term of this contract. As stated above for the previous promotion, They will all received an additional 5% promotion in addition to two 5% step increases, plus a COLA.

Finally, the bifurcated structure gives more money to our members not only at the top, but for subsequent contracts because the base salary increases and that will be compounded by future increases. If we took the across the board offer, we would be giving money back to the county.

We will be voting on the offer next Wednesday December 12th, the vote will be to accept the bifurcated COLA or to strike.

11/30/07:

Tentative contract summary:

Wages:

2.25% for those in Steps with 3.4% for those at the top step for each year.

Or 3% across the board for everyone for each year.

An additional Market Adjustment for Career POs on the top step of .5% for 2008.

Each bargaining unit will decide if they want the 2.25% / 3.4% or the 3% across the board individually.

Note: All persons in the range will receive a 5% step increase at the time of their annual review or after working 2080 hours for part-time benefit earning employees.

We also have a significant number of probation officers who will be eligible for Senior or Career probation officer promotion during the life of this contract. Those persons will also be receiving a 5% promotional raise 5% when their promotional probation expires in 6 months.

REMEMBER: Promotions to Senior Probation officer and Career Probation Officer are promotions that must be applied for.

Health Insurance:

The interim agreement signed recently will be in effect through February. There will be a second open enrollment in January for the 4 tier plans with that going into effect on March 1st. Brand name prescription drugs will increase from $20 to $23 on March 1st, generic stay the same at $12. The rates single people will pay will be $25 for this Dec., and Jan. 2008. Their rate will go to $15 a month on Feb. 2008 through Dec. 2008. In January 2009 the rate will go to $17 a month through Nov. 2009. The rate for Dec. 2009 will be $25.

We do not have exact rates for the 4 tiers of health insurance as the $23 prescription co-pay will decrease the rates slightly.

Family coverage under the interim agreement is about $377. The prices for 2008 for Employee and spouse will be about $337, Employee and Children/Child will be about $258 with Family coverage about $375. The rates for 2009 for these coverage's will be about 9.5% higher.

The county dropped their VEBA plan for 2009 which will keep regular insurance less costly than if a VEBA had been offered with the regular Distinctions plan in 2009.

New Item:

Starting in Nov. of 2008 you will be able to cash in up to 40 hours of vacation for cash or for a deferred compensation payment which will be paid in Feb. of 2009. This is a new option offered by the county which allow people to get extra cash if needed or add to their retirement once a year.

Early Retiree Health Insurance (ERHIP):

This item was added to the contract and a new plan will be started for new employees in which they will contribute 1% of their wages with the county making contributions starting after 5 years with increases after 10 and 15 years. Current employees will have until July 1st to stay in the current ERHIP or switch to the new plan. That decision if made is irrevocable if done. If you do nothing you will stay in the old plan.

Shift Differential 5 cents extra each year of the contract

Weekend Differential 5 cents extra each year of the contract

ISR differential will be increased from $50 per pay period to $100 per pay period.

ISR duty officer pay of $25 for Saturday and Sunday will now include Fridays as well.

Please express your thanks to table Team Members Tim Turrentine, Rhonda Bode, Rick Witucki and Pat Guernsey for their hard work on the contract campaign. Also special thanks to our Action Team Chair Brenda Wood and Strike Team Chair Roy Eliot for keeping the pressure on the county during the negotiations.

This tentative agreement is subject to approval of the Master Committee which will be Meeting on Thursday December 6th, location and time to be announced. Voting on the Contract will be on Wednesday December 12th at multiple worksites. Times and locations will be announced soon.

Mark your calendars:

November 5th – Negotiation session starting at 9:00 AM. WEAR green and your AFSCME Sticker and wrist band.

November 5th – Lunch time RALLY at the Government Center.

November 7th – County Board is holding Public Hearings on Public Safety regarding proposed tax levy limit.

November 27th – Lunch time Information Picket – Brenda Wood is looking for volunteers to assist in handing out information to the public to gather support for AFSCME negotiations.

November 28th – Last scheduled Negotiation session starting at 9:00 AM. WEAR green and your AFSCME sticker and wrist band.

7 ways to prepare financially for a strike:

1) Increase your exemptions, which will increase your take-home pay.

2) Decrease your contributions to Deferred Compensations or other tax deferred accounts. Calculate the difference and put ‘extra’ into your strike account.

3) There are three pay period in November, put one paycheck into your strike account.

4) Put your stability pay into your strike account.

5) Bring your lunch to work for a month. At $7/day, that’s approximately $150.00 to put into your strike account.

6) Always pay for small items with dollar bills. Put all your change in your strike account.

7) Be conservative in holiday spending.

Contract campaign polo shirts & T-shirts:

Polo shirts are Navy and will have a Local 552 badge logo embroidered on the left breast. The cost is $25.00, sizes S – 4XL.

The T-shirts will also be Navy with the Local 552 badge logo silk screened on the left breast. The cost is $10.00, sizes S – 4XL.

Please call Will McDonald (on your break) at 612-596-7667 to place an order no later than October 26, 2007.

CLEAR YOUR AFTERNOON SCHEDULE ON NOVEMBER 7, 2007 AT 1:15PM AND PARTICIPATE IN A QUIET DEMONSTRATION AT THE COUNTY BOARD ROOM.

Here is what you need to do:

• Wear any clothing that identifies you as a Hennepin County Probation/Parole Officer.
  
• Two of your co-workers will speak at this public board meeting requesting that board members vote in favor of the maximum tax levy and reminding everyone (this meeting is televised) of the valuable services Probation/ Parole Officers and Community Correction Specialists provide this community.
  
• During the time Local 552 members are speaking, the attending Local 552 members will stand together to signify our unity.
  
• The last Local 552 speaker will end their address with a statement regarding what the county would be like if there were no Probation/Parole Officers or Community Correction Specialists.
  
• Local 552 members will quietly file out of the county board room to symbolize the void that the county would experience if there were no probation services.
  
• This quiet demonstration will only be effective if a large number of Local 552 members show up to the Hennepin County Board meeting on November 7, 2007.
  
• We need to demonstrate to our management that we are not a “dime a dozen” and not just “any body can be taught to be a Probation/Parole Officer.”
  
• Don’t let your co-workers down. Show up on November 7, 2007 and let the County Board know that Local 552 is in the house.
  

FYI:

Average hourly wage (from 9/2006 to 9/2007) in the U.S. increased 4.1 %
General cost of living increase verses Hennepin County pay increase
• 2004 increase in cost of living = 2.7%, Henn. Co pay increase = ZERO
• 2005 increase in cost of living = 3.4%, Henn. Co pay increase = ZERO
• 2006 increase in cost of living = 3.2%, Henn. Co pay increase = 2.5% (across the board)

U of M AFSCME Votes to Reject and Strike

An overwhelming 72 percent of AFSCME clerical, health care and technical workers who voted on the University of Minnesota’s so-called “final settlement offer” rejected this assault on their wages and steps.

“We have all taken a stand for our standard of living,” said Barb Bezat, president of Local 3937. “Let’s get back to the table. This vote shouts out for a wage offer that enables us to make real economic progress.”

On August 24, we file our intent to strike with the Bureau of Mediation Services. Meanwhile, we urge the University to return to the table and avert a strike.

You can find the

Employer's Opening Contract Proposal

at the council #5 website.
August 13, 2007

You can find the

Union's Opening Contract Proposal

at the council #5 website.
July 30, 2007

Don't forget to wear your union
stickers, buttons or a green shirt
on Monday July 30, 2007 to
support your table team.

Contract negotiations will open July 30 for more than 4,000 AFSCME members from six Hennepin County locals. Union members will wear stickers to remind the boss that Hennepin is A Full Service County Made Excellent by their work.

State Employees Ratify Contract

With a 3.25 percent raise for each of the next two years, state employees got their best wage offer since 2002 – but it took a two-week strike to get that raise from Governor Ventura. The union also protected employee health insurance with only modest increases in out-of-pocket costs.

The state contract sets a good example for local governments to also give their workers a fair raise and affordable health care.

TRY THIS FOR FUN!!!

You'll be asked just 10 questions, and then it instantly tells you where you stand politically. It shows your position as a red dot on a "political map" so you'll see exactly where you score. The most interesting thing about the quiz is that it goes beyond the Democrat, Republican or Independent.

The quiz has gotten a lot of praise. The Washington Post said it has "gained respect as a valid measure of a person's political leanings." The Fraser Institute said it's "a fast, fun, and accurate assessment of a person's overall political views." Suite University said it is the "most concise and accurate political quiz out there."

http://www.theadvocates.org/quiz.html

>> Member Letters <<

Click above to check out this new web site section for letters from members.
To submit a letter, contact any steward or officer.

Workers’ Comp Advisory Council listening sessions
set for Brainerd, Mankato & St. Paul

The Workers Compensation Advisory Council will hold
listening sessions in Brainerd, Mankato and St. Paul in September.
Workers and business representatives will have opportunities to speak.

Brainerd—11:30 AM, Thursday, Sept. 7—Central Lakes College, Rm. E203, Business Industry Center

Mankato—11:30 AM, Monday, Sept. 11—South Central College, Rm. A—Door 15, John A. Volca Conference Center, North Mankato

St. Paul—7:30 A.M., Tuesday, Sept. 19—Department of Labor & Industry, Minnesota Rm., 443 Lafayette Rd. N.

If you have questions or would like to have talking points for union
members, please call Brad Lehto or Diane O’Brien at the Minnesota AFL-CIO
651-227-7647 or 800-652-9004.

Please make sure that members of your union attend
and speak at the Advisory Council meeting in your area.

Call the Minnesota Department of Labor,
651-284-5018 or 800-342-5354
to register to speak.

2006 - 2007 Contract books ( a bright yellow half sheet size book) have been distributed to all 552 members and fair shares.

If you did not receive a contract book please ask a union representative for your copy.

Negotiations Update:

Monday, November 14, 2005 marks the last scheduled mediation session between the Union and Management. Two years ago, the County claimed “poverty” due to governmental cutback. Management told us that ‘resources were limited’. The end result was a double-zero contract agreement and no pay raise for three years in a row.

Two years ago management, in essence, lied to us. As we took ‘zeros’, Sandy Vargas got a raise that was made retroactive to 2002, because she was listed as ‘under market value”. She was also given a $12,000 cash ‘merit payment’ to recognize her superior performance for the year 2002. Preliminary information indicates other members of management received bonuses as well. Right after our contract settled, the County Board approved an 8% pay raise to non-union nurses at the Hennepin County Medical Center (HCMC). Other counties hit by the same state budget cut were still able to find money to offer pay raises to their employees. Ramsey County employees received a 2% pay raise for 2003 and 2004. Arrowhead Regional received 2.75% increase in pay.

AFSCME representatives asked a local labor economist to examine the financial condition of the Hennepin County. According to the report, the current “financial condition of the county is excellent”. According to the Comprehensive Annual Financial Report for 2003, the unreserved fund balance in the general fund at the end of 2003 was $133.4 million. The county enjoys the highest bond rating possible: Triple A. Only 20 out of 3000 counties in the nation have a triple A bond rating from all three of the bond rating agencies. As a Hennepin County taxpayer, I resent being told that my property tax increase is solely due to county employee salaries and excessive community programs. In reality, the money is being set aside in an unreserved fund to prove the county is “credit worthily” so that the county can buy buildings and fund stadiums. When asked, the county gave a vague explanation but has not disputed the labor economist’s financial report.

Again, in Monday’s contract negotiations session, Labor Relations representatives have said the same dreaded words we heard back in 2003, “you need to decide how you want to spend your limited resources (direct quote from Labor Relations on 10-24-05).” We bought into the county’s claims of ‘limited resources’ last contract but now we know better. The county had the funds back in 2003 and they have the funds in 2005 to pay for fair market adjustments in all requested job classes, they have the money to pay for full single coverage and reasonable family insurance premiums, as well as the money for wage increases greater then the offered percentages.

Finally, keep these numbers in mind as you assess the ‘fairness’ of the County contract proposal; the cost of living has gone up 9.4% since you last received a raise. A 1.5% wage increase for someone who makes $15 an hour amounts to a weekly increase of only $9.20. Just two months ago a gallon of gas cost you $3. Any pay increase will be minus Federal and State withholdings as well withholdings for Social Security and PERA. We need to take action now before it’s too late. Let the commissioners know that we expect their support in these negotiations. Call a commissioner TODAY.

THEY’VE GOT TO BE KIDDING!

From looking at the most recent county contract proposal of 11-7-05, it is clear the Commissioners are not taking contract negotiations seriously. Time to call, regardless if you are Hennepin County resident, any of the County Commissioners to let them know we are serious about fair compensation for our work. We are relying on you to send this e-mail to any and all of your co-workers and ask that they also call the County Commissioners to let them know that their priorities should be the valuable employees of this county and not to some idle slush fund (see attachment). The commissioners need to hear from the very people that they thank so profusely two years ago for helping in their time of need. It’s time they return the favor.

Current County Proposal as of 11-7-05

Wages
In 2006 - all ranges 1.25% or $.20/hr and new top step of 1.75%
In 2007 = all ranges 1.25 or $.20/hr

Heath Care Insurance
2006 - singles pay, plus co-pays and out of pocket expenses
2007- additional expenses include 50/50 split of projected 11% premium increase

Market Adjustments
Offered .5% to only nine job classes – leaves most job classes in
Hennepin County under market value

Sometime between today and Monday 11-14-05 by 4:30
Call any or all of the County Commissioners during your work break and
tell them (suggested script):

“ I’m a Hennepin County employee. I have received information from the Union regarding the progress of the most recent contract negotiation session. The County’s most recent contract proposal is absolutely unacceptable. I remember the double zeros from the last contract. I deserve fair compensation for the valuable work I do for Hennepin County. It’s time you DO THE RIGHT THING.”

Commissioner Mike Opat- District 1 Commissioner Randy Johnson – District 5
Phone: 612-348-7881 Phone 612-248-7885

Commissioner Mark Stenglein – District 2 Commissioner Linda Koblick – District 6
Phone 612-348-7882 Phone 612-348-7883

Commissioner Gail Dorfman – District 3 Commissioner Penny Steele – District 7
Phone 612-348-7886 Phone 612-348-7887
Commissioner Peter McLaughlin – District 4
Phone 612-3085

AFSCME 552 has a new president:

Tim Turrentine has been elected president of AFSCME Local 552. On
12-29-04, Local 552 election committee chairperson, Rhonda Bode announced that Tim Turrentine had won the election for President of AFSCME Local 552 by nearly a 2:1 margin!

Mr. Turrentine, who has been a Local steward for 4 years, also has
experience with Teamsters Local 320 where he was active when he worked as a JCW. All e-board members who where present on 12-29-05 were sworn into office by West St. Paul Mayor and Local 552 member John Zanmiller.

>> October 2, 2004 <<

AFSCME Local #552 is now under Council #5

July 13, 2004

Labor Management Health Care Committee met today.

Blue Cross Blue Shield is proposing a 39% increase= Aware Gold would go
from $97.90 for Single Coverage to $203.02 for Single Coverage
Family Coverage goes
from $366 employee Premium to $668.13
Both are what the
employee would pay for monthly premiums

BCBS CCM would go from $51.70 to
$139.02 Family Coverage $242.50 to $496.63

Health Partners is proposing a 17.3% increase= Singles would still have $0
Monthly premium. Family Coverage would go from $214 per month to $268 per
month.

These rate increases are based on the contract language, i.e. County pays
100% of the least expensive single plan, and 50% of the weighted average
increase for family coverage.

Both plans have submitted benefit changes to reduce the amount of increase.

On Tuesday June 22, Anoka County Court employee voted overwhelmingly for AFSCME to be their union. This year was different. The tally was 32 yes and 18 no; that is 63% in favor of the union. This should send a clear sign to management that these employees want a voice and a contract!

As of July 1, 2005, the Court workers will become state employees, along with the rest of the 10th Judicial District. AFSCME now has the majority of union members in this district, so when they become state employees, all of the 10th Judicial District will be AFSCME members.

Regions Hospital Workers Agree to 3-Year Contract

Members of Local 722, representing the clerical and business office employees of Regions Hospital, this month agreed to a new 3-year contract. The agreement calls for 3% wage increases each year. Health care costs will rise by $25 a month for single coverage and $20 a month for family coverage over the course of the agreement.

This is to inform you, as a member of the Safety Committee, that on May 12th 2004, the Governor signed House File 2352. I was the Chief Author (and instigator) of this bill which effects two new changes in current law, first:

1. Felony level penalties are applied to whomever
assaults a Probation Officer while doing his/her
job. Assault is defined as inflicting demonstrable
bodily harm (3rd degree.)
2. Felony level penalties are applied to whomever
intentionally throws or transfers bodily fluids or
feces at a Probation Officer (or licensed
Peace Officer) during the course of
their work.


Secondly, I was the Co-author of HF 2339 which passed early Sunday morning and is awaiting the Governor's signature. This bill establishes a process for the collection of blood samples from unwilling inmates where a significant exposure to a blood borne pathogen has occurred, (such an exposure has taken place at the RCCF this
past year). This bill covers all employees within the correctional facility. HIV and Hepatitis C are the primary areas of concern. The effective date for this legislation is August 1, 2004. Feel free to contact me if you have any questions.

Sheldon Johnson, State Representative 67B

President Bush is about to finalize changes in the laws governing
overtime pay that could take away overtime protections from at
least 8 million people. His changes will cut paychecks for families,
erode the 40-hour workweek and encourage employers to
require more overtime work. The changes include a new
"military penalty" that would allow employers to use
military training as the basis for cutting overtime pay.


Please consider signing the online petition opposing
President Bush's overtime pay take-away by
clicking on the link below.

http://www.saveovertimepay.org/

Here is the definition of seniority, as defined in our contract.

Seniority list are available from officers and stewards. You can also access the list on hcnet, Hennepin County's intranet site. Go to the Labor Relations Department, then click on seniority reports.

July 22, 2003 - Attention:
As many of you may now realize, the administration is serious. Please do not use your office computer for non-county business. For clarification of this policy, the see department's manual(s). You can access these manuals from an intranet site at: http://web_docc Click on manuals, then click on DOCC Administrative Manuals (or your division's manuals), or check with your supervisor.

Firearms Update: July 13, 2003

The recent contract survey indicated that 62% of Local 552 members (all dues paying members had an opportunity to respond to this survey) would support allowing Probation and Parole Officers the option to carry firearms in the performance of their duties. This is a change in membership opinion since the recent legislation of the Minnesota Personal Protection Act, also known as Conceal and Carry. 33% of our members expressed opposition and 5% expressed no opinion or an unclear opinion. This item is on the agenda for the July 2003 general meeting where there will be a discussion about this change and how we will choose to proceed.

ATTENTION: On July 1, 2003, Hennepin County Administration will be installing new software on our networks and servers to detect illegal use of county computers. Any employee who continues to use his or her county computer or e-mail to pursue a private ness enterprise, or to view and distribute obscene material could be disciplined, terminated and prosecuted. Please don’t use a county computer, or the county’s e-mail for a private business or anything that is not related to your job at the county.

If you'd like more information on the AFSCME Retiree Program,
here is a link with background information, eligibility and benefits.