I know it seems like forever ago but we finally got all responses back for the survey on scheduling...

Results…

Do you believe Metro’s schedule needs to change?

What we currently have: 8

What we have is not acceptable: 3

Skipped: 2

Comments

What we have currently is not great but we have a history of making things worse whenever we make changes. -NOliver

It sucks only having a small portion of weekends off – LSenst

I am fine with the current schedule, but would be open too new ideas – TWegner

I think what we have is good, and switching to a 10 or 12 hour rotation would be too hard. Adding a power shift, 11-1900 would be good though. – CSanchez

I believe what we have is a good balance of set days off and weekend days. I, of course, want the jail schedule, but that is not legally possible according to management. – JHoffman

2. We have to have a 40 hour work week. We are not exempt and our insurance bids are based on a 40 hour work week. If changes were to be made in Metro schedule how would you prioritize these changes?

10 hr shifts – 6

8 hour shifts with more rotations – 3

8 hours set – 2

I don’t want changes  - 2

No Comments

3. How do you feel about different start times?

 

I like set shifts – 7

Will not affect that much – 4

Independence – 2

 

If there is a change to start times, we should go back to changing at 0600, 1400, 2300.. it's becoming an officer safety issue with radio traffic – S Kennerly

 

Go back to 0600-1400, 1400-2200, 2200-0600 - TRust

I would like to go back to 0600-1400 but I don’t want to have to change again.  I know it sounds like I am contradicting myself.  If I had a choice I would work 0600-1400 but if that means making a major change then forget it.  I am tired of changing the schedule and talking about it.  – BDimercurio

4. Having experience diversity on shifts is something some people feel strong about. Too many divisions and it actually conflicts with seniority. In the past we have had division of x<1,  x<2,  ACO,  Supervisors. (The less than 2 years was an understanding as our contract has probation employees and non-probation employees.) Do you think that is adequate?

We should add more divisions – 3

We should stay – 5

Eliminate divisions – 3

 

 

ACOs should be on the same level as standard operators with regards to seniority. – NOliver

there needs to be more experienced operators spread divided out among the shifts.. there is no reason to stack A shift with 50 years experience and C shift with 2 days experience – SKennerly

The more divisions there are the more seniority is compromised. Someday it will affect everyone. – JHoffman

5. We know the comittee will present stuff, but is there other things can you think of when comes to scheduling?

 

LEAVE IT ALONE - BDimercurio

I am joining the committee so hopefully we can do something that will satisfy the most people. – JHoffman

Go back to the 0600, 1400, 2200 start times. 8 hour shifts. – TRust

Our scheduling should take metro employees into account to a greater degree than outside agencies. - NOliver

So there you have it... I think what we have is the winner with try for 10s in 2nd place. The general feel I get is "We don't hate what we have, going back an hour would be nice, but I fear we will screw it up more if we change it." -- Feel free to comment. I am sure the committee will send out more trying to get more information...

Long one but good

Good day all.

The survey results are in. Thanks to all who responded.

In ranking the importance vacation, COLA took 1^st and 2^nd place (place then how many people voted).

1 – Vacation Leave (1^st 3, 2^nd 5, 3^rd 1, 4^th 1)

2 – COLA (1^st 3, 2^nd 4, 3^rd 3, 4^th 0)

3 – General Pay (1^st 3, 2^nd 1, 3^rd 5, 4^th 1)

4 – Uniform (1^st 1, 2^nd 0, 3^rd 1, 4^th 8)

For cost of living adjustment 1.6 is acceptable but ask for more knowing they will probably go low.

1.6 acceptable – 3

Go for More – 3

No 0 – 1

Other – 3

Comments:

Go for more… but is acceptable LGiles

Go for more – RLogan

Ask for more with the exception that we would probably get around the 1.5 but start at 3+  -LSenst

A majority feels our uniform policy is just right

It is just right – 7

It is too undefined – 2

Other – 1

Comments:
I do not want it to change. Those who choose to wear articles of clothing that don't fit should be dealt with on a case by case basis – Bdimercurio

Our vacation is currently acceptable, but people want more.

Leave it -3

Switch to PTO – 2

Go for more – 2

Other – 3

Switch to PTO and go for MORE!! – LSenst

If continue the ETO program it is acceptable.. if that were to go away i would say go for more – Lgiles

Go for more or switch to pto – Rlogan

A majority of us feel we are paid competitively…

We are paid competitively – 6

We are not paid competitively – 0

Neutral – 2

Other – 2

I think we are paid ok, but I think when you factor in the lack of vacation/pto/eto/sick, I think we need to increase one or the other. – LSenst

When the starting wage for new Operators is adjusted, the wage of current operators should be adjusted to match the change. – BDimercurio

Thoughts on shift

More staffing is always better... but need to justify it... for money reasons. would be nice to have minimum of 8 at all times... just not sure can afford it ... I think better than previous years... – LGiles

It is great having enough people to staff without forcing overtime. Also great to be able to take vacation on short notice without being denied due to staffing. I could see staffing level increase by +1 for all shifts with the number of people employed. Running at Functional Minimum is always stressful. – JPudas

I think we need to switch to 12/10 hours to allow every other weekend off. This would eliminate alot of people's vacation time as it seems like weekends are our big ticket time to get off. – LSenst

After working both unstaffed shifts and staffed shifts I really prefer staffed shifts!! it would be nice to make sure B shift never drops below 9 and I think C shift should never drop below 8, I feel bad for them on the nights they work with 6.. I think it's unsafe and stressful. – SKennerly

B shift needs more people. Alot of us would like to go back to 2p to 10p or go to 12 hour shifts. I think seniority needs to be spread more across shifts. There should be shift bid with increments of 5 years so it spreads it out. – JMcCart

B is the worst. All summer you are pretty much a minimums, unable to use ETO/Vacation yourself when you get spread thin. And its the most busy, you get burnt out fast. Need to staff up during summer months. – BMorrow

We need to train people to just take calls. Some people who have gone through the training process are great at taking calls but not so good at dispatching. We need to consider hiring just call takers. – BDimercurio

As far as staffing goes I think we are good to go. As for the shifts, the supervisors need to do more to keep the peace, or real in the hostility. Not really a union issue. – CSanchez

This is a small box for all my thoughts. I think B shift should get the shift differential. I would like the same schedule as MCSO/County Jail. – JHoffman

Need more staffing, I am pretty open to shifts as long as I get weekends periodically – RLogan

So there you have you it with the current survey. Vacation leave is the number one priority and then COLA.

The cooperation meeting on Thursday went well. LeNora, Paul, Jesseca, and myself spoke about a timeline for negotiations. There was some confusion on hour adjust of whether or not hour adjust is guaranteed, and if the person should be offered the time for a vacancy 1^st or hour adjust should be canceled. A paragraph in the new policy will be rewritten to clarify.

Another thing spoken about is schedule hours worked. A lot of feedback was given on the floor about how late shift bid was this year and we would like to avoid that next year. Any changes to shift bid itself will be done in May/June. Faber has approached Jesseca about trying his proposal for 2018 start talking in January. Shift bid will hopefully be DONE before the end of October with vacation in November. (I would like to put forward that the Union should get to vote on major schedule changes that affect the whole center but will get feedback from you guys before moving forward with that.)

LeNora has accepted the position of Vice President. I have accepted the position of President. Craig Sanchez has accepted treasurer.

Union dues are going up for 2017 after not going up for 3 years to $23.60 per pay period.

Next focus will be vacation leave (the number 1 chosen), questions about shift incentive (it is a contract issue) I may send out another survey. For encouraging discussion it will not be anonymous. Feel free to put comments here - though an email to me letting me know you did would be good as well.

Weapons Survery Results

Hello Afscme 3516,

First of all I would like to thank our newest members – Dustin Odegard, Brandi Morrow, and Craig Sanchez for joining. As we go forward we are going to have negotiations in 2017 as well as a possible legislation presentation if we are reclassified. Fresh ideas are good.

As you are all aware the survey was to be completed yesterday and responses have been totaled. Remember I select the surveys as anonymous so I do not know how everyone voted, or who left comments.

Do you feel Safe Outside of Metro Communications on the property?

Yes – 8

No – 4

Other – 1

Comment left:

There are often times where there are transients outside. I personally feel safe because i'm trained in self defense but I know some other people - especially the females - have had times where they feel unsafe in the parking lot due to transients and intoxicated subjects.

Do you feel safe WITHIN Metro Communications?

Yes - 11

No - 2

No Comments left.

Do you feel comfortable with guns in Metro Communications?

Yes - 6

No - 6

Other- 1

Comments left:

I feel safe with the option of a LOCKBOX that people could carry their guns inside and then lockt hem up while on duty here. But I do NOT feel safe with people carrying them while on duty inside metro. There are too many people with minimum gun safety experience who still carry guns. I feel that it will become more of a "show and tell thing" for some co workers who want to just show off their guns to eachother. If its truly for safety and if someone were to open fire INSIDE metro...having a lock box in the break room or managment area would be close enough for someone to go get their firearm.

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i think it should be a personal option since pd/deputies carry their duty weapon on them when they visit (not lodging at jail)

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LE Only

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We have a comfortable workplace and I think guns would turn into a game of show and tell. Some people are paranoid about weapons, like it or not. Lockboxes do not add any security as going to get a weapon, if an active shooter came here, would take to much time and would add to confusion of uniformed responders coming in. If we had a uniform then I would be more comfortable with lockboxes.

Do you feel Afscme 3516 should support guns within Metro Communications?

Yes - 3

No - 8

Abstain - 2

Comments left:

If they were to allow a lockbox of sort so no one was carrying guns on their person while working - i would be okay with it. I dont see the need for people to carry their guns on their waist while at work. I feel it will become more of a showing off thing instead of a safety thing.

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I do not have a strong opinion either way.

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I am ambivalent, maybe have a lockbox or something.

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i don't think the union needs to be involved in this, it's a management issue

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Leave them in the car

So there you have it, the official stance of Afscme 3516 is not supporting guns in Metro. If there is enough support we may send another survey out about lock-boxes, but as of right now it is an issue you can speak to Supervisor/Office admin about it. I have no idea where the lock-boxes are.

(Hoffman note: I do not own a handgun so have no personal pony in this, if someone happens to have an extra glock...   :P   )

Thank you all for voting, and for your comments. I appreciate them all.

Any questions let me know. - Jared

Cost of Living Adjustment proposals

As you may recall our goal for 2017 COLA was around .7 - which was the highest I found without doing too much number twisting. The highest loose thread was 2.4 percent increase if you take away energy and gasoline, with the highest increase being child care. That is an extreme outlier that I would only reference if a 0 was offered. A cost of living allowance is to keep an employees budget predictable and lifestyle stable.

 CPI as a whole, actually indexed in the negative.

As you can see the projected 2016, which is not really able to be predicted with certainly, is a 1.5 increase. (All statistics are from the Bureau Labor of Statistics.)

Now the actual proposal...

Cost of Living Allowance 2.25 with a movement of the 1st step again.

Management spoke about staying competitive regionally, even nationally, and that we are staffed well right now. We are begging to pull higher quality applicants with a higher wage.

Feedback from last year has shown that a few people feel that the new people benefit more than established employees... Which numerically speaking (Starting employee ~6% instead of a 2.25% ). I am not going to dismiss any views of negatively as they are valid feelings.

The real question that LeNora and I had to ask is, do we reject the proposal and counter with our 1.5 and possibly settle for less - the CPI was negative - or accept that 2.25 for a majority of employees is a better deal.

LeNora and I accepted the proposal. Now it is time to ask questions and vote.

Contact me any way by phone 605-376-4238, personal email ja_hoffman@hotmail.com or work email jhoffman@911metro.org

Next Meeting is March 27th 13:30 and 19:00 If there are no objections I will send out a Surveymonkey again for voting on Monday 28th voting to be completed before 10:00 hrs March 30th.

Union Election News

Bob and Jared verified voting results, and that Survey Monkey is anonymous. Jared was elected to be President for 2016.

Lenora Giles will be VP for 2016.

With the question Communication between Senior Leaders and Employees is good in my organization.

33.33% Disagree
16.67% Neutral
50%  Agree or Strongly Agree

This is something I would like to work on. We will see how 2016 shapes with the new committees.

With the question "I feel completely involve in my work"

50% Disagree
16.67% Nuetral
33.33% Agree or Strongly Disagree

I would like Metro to feel connected to us. I would like decisions in Metro to be logical and consistent.

In other news, cost of living negotiations are coming up. The year end summary of 2015 was .7 CPI increase. If we get above that then we are ahead. We got 3 percent last year, along with starting wage increase, and you may have forget, 2.5 percent the year before. So we have had 2 strong years.

I am currently looking into when Trade was changed to not count towards hours worked, if any of you have an announcement prior to the procedure manual 100 change please forward it to me.

Thanks,
Jared

Union Coop Meeting 11-10-15

Attending – Union - Jared Hoffman, LeNora Giles

                     Metro Management – Daren Ketcham, Ona Reker    

Topic – Social Media Policy

·         Much discussion on the new social media  policy and giving password / access to accounts when requested by management

o   There have been some instances where employees posted inappropriate posts identifying themselves as dispatchers and providing confidential information

o   Intent of policy –

§  Understood no fishing expeditions

§  Employee has to be under investigation

§  Management will be looking for specific information explained in writing to employee prior to looking on site

§  Even when under investigation passwords may not be asked for  - You will be asked to log in and show the incident

-Shift Change

·         2016 shift change will be Monday January 4^th

·         2017 shift change will be Monday January 2^nd

-Management shows interest in switching to PTO time

·         Discuss with members pros/cons about PTO time

o   Conversion process

o   Changing max vacation allowance carried over – possibly 480 to match FMLA

o   New accrual amounts

           

-2016 benefits

·         Increase in insurance -  discussed at benefit fair, metro still shopping to make sure best deal -  Dakota Care will continue the Great Life memberships for 2016.  

·         Discussed paying for Christmas Eve - Daren will not know until the December Council meeting on 12/16/15   but it will be requested.   We were paid 8 hours last year.  

-Wage Opener – reminder to send notification of Wage opener in January.   

Cooperation Meeting              12-29-14

Darin Ketcham, Ona Reker, Jessica Mundahl, Jared Hoffman, LeNora Giles

 

Have a typo in the contract under Article 25.   Says ref article 25 should be article 26.   
 
On call hours new work week question - Sun / Mon -  the on call hours for A shift will be on new work week as they are on call for Monday of their shift starting the new work week.   
 
Required staffing -   look over the information sent out reference required staffing.   Management is looking to let people know of mandatory spots sooner so if they choose they can find their own replacement.     Tentatively – starting with time 21 days out there will be a 3 day sign up time for hours and then it will be assigned.  
 
Part time employment -  need to work a total of 16 hours a pay period and up to 20 hours a week.    
 
There will be no TO pay as of January 1^st.   If ACO is not available to train will look to a supervisor.   Anyone offering to volunteer to train that is not an ACO is doing so without extra compensation.   

COLA -    In January need to send a letter requesting COLA negotiation.   Start talking in March as the audit is done in late February.  

 General News Items

AFSCME will now be under MN AFSCME.

Union dues are going up.

Luke Senst joined the Union - with Erica leaving and Luke joining we are still the same for membership.

5 new employees will be starting Jan 12^th. February will advertise for applicants.

Supervisor promotion took effect December 29^th.

Staff with Dakota Care insurance can contact Great Life reference free membership starting Jan 01-2015

Discussed Exit interviews due to number of staff leaving recently.

    Typical answers for leaving:
    1^st 6 months of job  --   shift work, stress
    After 6months – majority of answers include burn out and co-workers

Sick Time – has been a frustration not only by management but by staff. PD requires a written note for any sick use over 40 hours. FMLA covers 480 hours for 12 months. Not all sick time being used by staff on FMLA is for FMLA purposes therefore may not be over the 480 mark for FMLA. Management does continue to monitor the amount of sick time used and when.   If they are made aware of someone abusing sick time action will be taken.  

Vacation approval

     Management has approved 480 hours of vacation that would create a vacancy.   That is roughly 17000.00 dollars of the OT budget.  

     Management wants to make some of that back.   They are willing to work with employees to get vacation approved but would like employees to work so that it doesn’t over extend the budget by using trade time, adjusting hours when possible, and using creative scheduling.

      Assigning vacancy procedure as changed. Official timeline should be coming out.

      Hope if people know of required time sooner if they need to find a replacement they have some time.

     Discussed different options in tele-staff to show vacancies easier.   To get time covered easier.

      If you have HA time you need off can change it to vacation (provided you have V time) and then HA at the end of the week.  

 

We will look to get together again next month.   There are lots of changes coming.   Please be sure to bring any comments, concerns, or questions to Union leadership.