Danny Homan - President of AFSCME Council 61 Welcomes You
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►What's going on with other AFSCME State Contracts Here is a pdf of AFSCME settlements or proposals that have happened in other states, for you to compare. ►Understanding Between AFSCME Iowa Council 61 and the State of Iowa Details and Voting Sites
UPDATED 11/17/09:
The Governor's
Office has confirmed that The suspension of
the bump back provision for management will
be extended through June 30, 2011. This Understanding involves the following: read the pdf here.
No AFSCME Bargaining Unit Jobs Lost:
No AFSCME Iowa Council 61 Executive Branch
state employee will be laid off between the
date of approval and the end of the current
fiscal year (June 30, 2010). This
means no employee in a job classification
covered by Appendix A of the Master
agreement will be laid off. This will
include all departments in General
Government and the Regents Institutions.
Suspend Management Bumping:
Employees who are outside the bargaining
units and who are being laid off will not be
permitted to displace employees who are in
the bargaining units covered by the AFSCME
Master Agreement. This means that in
the event the December and/or March Revenue
Estimating Committee members are negative
and management gets laid off, they cannot
bump out bargaining unit employees. UPDATED
11/17/09: The suspension of
the bump back provision for management will
be extended through June 30, 2011.
Five (5) Mandatory Unpaid Days:
Each of the approximately 20,000 state
employees who are covered by the AFSCME
Master Agreement will be required to take 5
(five) mandatory unpaid days (MUD) but not
more than forty (40) hours during the
remaining 7 months of FY2010 which ends June
30, 2010. You may request to take a
mandatory unpaid day before or after a
holiday. The contract provision that
requires you to be in paid status the day
before or after a holiday in order to be
paid for the holiday will be waived for
mandatory unpaid days. The effect of
this change will be that the Mandatory
Unpaid Days can be used before or after a
holiday and the employee will not lose
holiday pay. All benefits such
as sick leave and vacation leave will
continue to accrue during mandatory unpaid
days. Health Insurance premium payment
will not be effected by the taking of
mandatory unpaid days. Mandatory
unpaid days will be treated as hours worked
for the purpose of computing overtime.
The effect of this change will be that the
Mandatory Unpaid Days will be treated as
time worked in any workweek that they are
taken to protect any extra hours an employee
might work and so those extra hours worked
could be overtime. UPDATED 11/10/09: Mandatory unpaid days will be scheduled and approved just like vacation days. You should request approval to take the unpaid days from your supervisor. Employee requests for both vacation and unpaid days will be approved in seniority order based on staffing needs. Supervisors will monitor unpaid day usage to insure it is being taken evenly throughout the seven month period. If enough days are not being taken, some unpaid days may be mandated. If you take a
mandatory unpaid day and then are required
to work on your days off during the same
work week, the unpaid days will be
considered as time worked for purposes of
calculating overtime. The effect of
this change will be that the Mandatory
Unpaid Days will be treated the same as
vacation days except they will be
unpaid. This means that you
can take the Mandatory Unpaid Days in hourly
increments or all five (5) at the same time.
(Note: if they are taken all at one time
that constitutes a temporary layoff and you
will qualify for unemployment.) If an
employee wants to take a week off, you can
request all five (5) at once and if staffing
is available it should be approved by your
supervisor.
Suspend the State Contribution
to the Deferred Compensation Program:
The deferred compensation program for State
Employees will undergo temporary changes to
suspend the State’s contribution through
June 30, 2010. The employees’
contribution to the deferred compensation
program will remain as currently allowed
under the AFSCME Master Agreement.
This does not apply to Regents employees.
This is your 401k match – not your IPERS
contribution. IPERS:
Unfortunately you will lose the state and
employee portion to your IPERS during
mandatory unpaid days. However,
depending on when you plan to retire, the
effect on your retirement could be
different. Suspending the employer
contribution to IPERS for 5 unpaid days does
not affect an employee's retirement
unless the employee plans to retire and the
year of the unpaid days will be included as
one of the "high three" earnings years used
to calculate the IPERS monthly benefit.
If that happens, the employee may make up
contributions (paying to IPERS both the
employer and employee share for the 5 unpaid
days) and have earnings recorded as if they
had not had unpaid days off. The
unpaid contributions also could slightly
lessen death benefits or a refund, but the
amount varies based on whether the employee
is vested and how many years of service the
employee has.
Contribution example for $55,000 (average
wage of AFSCME State Bargaining Unit
Members) 5 unpaid days
(one work week) - $55,000/52 week = $1057.69
per week Regular
members $1057.69 x
6.65% = $70.34 (employer share of
contributions for one work week)
$1057.69 x 4.30% = $45.48 (employee share)
_____________________________ Total Lost IPERS
Contribution = $115.82 Protection
occupations
$1057.69 x 9.20% = $97.31 (employer share of
contributions for one work week) $1057.69 x
6.14 % = $64.94 (employee share)
______________________________ Total Lost IPERS
Contribution = $162.25
►AFSCME Understanding Voting Schedule - download here in pdf.
►Judicial Branch Layoffs and Furloughs Last week AFSCME Iowa Council 61 was informed that the Judicial Branch will be laying off over a hundred employees and requiring 10 furlough days, without even consulting with the Union or giving Judicial Branch employees and opportunity to sit down and look for ways to save jobs. We will continue to do everything that we can to save jobs and reduce cuts to Judicial Branch employees. In a statement released on Nov. 12, AFSCME Iowa Council 61 President Danny Homan stated: “I am extremely disappointed by developments announced today that the Iowa Supreme Court will be laying off over one hundred state workers without consulting with AFSCME Iowa Council 61 about their plans. This week we also learned that judicial branch will be requiring ten furlough days from its employees. In general state government, we have been working very hard to make sure that AFSCME members have had an opportunity to make their own choices to avoid layoffs and cuts to their departments. We had hoped to have the same opportunity to work with all branches of government in much the same way. AFSCME Iowa Council 61 has always been willing to sit down with the Judicial Branch, and I and other AFSCME members are disappointed we weren’t given that opportunity."AFSCME Iowa Council 61's full statement can be found here.
LABOR RELATED LINKS:
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AFSCME Political Volunteer of the Month
Michelle Ray Michalec – Local 12 Michelle Ray-Michalec is a member of Local
12 at the University of Iowa and a union steward in her work
place. Thanks for everything you do Michelle!
Question: Accrued vacation, personal, or family leave may be substituted for leave relating to the birth of a child, placement for adoption, foster care of a child, or care for a spouse, son, daughter, or parent who has a serious health condition. Accrued vacation, personal or medical/sick leave may be substituted for care of a family member or the employee's own serious health condition, however, the substitution of medical/sick leave is authorized only where the circumstances meet the employer's usual requirements for the use of such leave. Employees who work for public agencies who receive payment for overtime hours in the form of compensatory time off, rather than cash, may not be required by the employer or elect to substitute accrued compensatory time off for periods of unpaid FMLA leave. The employee may request to use his/her balance of compensatory time for an FMLA reason. If you'd like to submit a question click here. (NOTE: this email will go to our webmaster, not Mark directly) More Ask Our Attorney Questions
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