COLUMBIA RIVER CORRECTIONAL INSTITUTION

- Management: M. McGee, T. Long, L. Humbert, G. Smith, B. DeMir, J. Herman

- AFSCME: Julie Hernandez, E. Mancino, S. Campbell, C., Bramlett, H. Green

Agenda Item #2:    SIU Investigations..............................................................................Union

Agenda Item #3:    Notification of Union when an Employee is Sanctioned.....................Union

The Union has not received the response that was due 2/19/99. What is the status of this?

DISCUSSION:    Union has not had discussion with Greg Schneider.

ACTION:    Defer to Next Meeting

Agenda Item #4:    Humbert/Lemley Response....................................................................Union

At the time of this writing (2/25/99), the Union has not received a response, However it is not due until 3/4/99. If we have not received a response by the date of this meeting, what is the status?

DISCUSSION:    Flavor of the memo received (Lemley) versus way the meeting went was different.

ACTION:    Remove from Agenda

Agenda Item #5: Assignment Change Notice.................................................................Management

Report from Thornton and Green on proposal for new assignment change form.

DISCUSSION:    Draft Assignment Change Notice presented. Designed that signature date is 7 or more days notice of assignment change. Between now and next meeting, log every time less than 7 days notice is needed, to see how many times happens. If it applies, the employee is eligible for penalty pay or turn around pay. Will this form work? Would also recommend that unsigned notification log be posted with schedule. Days off will be taken into consideration.

ACTION:    Under Notes - Note #1 "Job change needed for operation needs" - Remove. Use on Trial basis for 60 days to see how the form works. Effective start date will be the week of May 9. Add statement: "Job changes are to be out 7 days before the job change. Remain on agenda.

Agenda Item #6:    Vacation Bid Process...................................................................Management

Discussion of possible revision of process and time of vacation bid. Response from Local Union regarding requested changes.

DISCUSSION:    Union not agreeable to moving dates, want to leave as it is. Will discuss at a later date.

ACTION:    Discuss July 99 meeting.

Agenda Item #7: Employee Evaluation Process.......................................................Union

Discuss criteria for ratings. (March 5, 1999 meeting)

DISCUSSION:    Union - Lot of gossip about new evaluation process. Would like a brief overview of how to be presented at this facility, and is it a state wide process. Management -This is the management process established for management staff -not line staff at this time. Targeted for mutually agreed upon expectations for the year. Not implemented for union staff. Union -Rumor is if Manager gets a three no one under her will get a higher rating. Management - What was said is " that she can't be better than her staff". If Superintendent does not set goals for institution based on what is set for him, he cannot make his goal. No focused intent to move down to represented staff. ISM has asked OIC's to justify the rating. Identify early on what will meet expectations. Managers are free to move it this direction. New quarterly review form has been adopted by all Security Managers in the facilities. Copies of the new employee progress report was passed around. Union would ask that very clear standards are set to meet, or exceed expectations prior to using the form the first time. Mr. Long feels should be a state wide labor management issue. Communicate expectations up front.

ACTION:    Need to look at the way things are going. Remain on Perpetual Agenda.

Agenda Item #8:    Staffing Levels..................................................................................Management

Posts are shut down on roster which creates hardship on staff to receive their ½ hour lunch breaks. Population relief posts are not being filled.

DISCUSSION:    None

ACTION:    Remove from Agenda.

Agenda Item #9:    What Constitutes Second Shift........................................................Union

For the purposes of shift and days off bidding what constitutes second shift? Do we have a fourth shift? (Work Crews and Team Sergeants)

DISCUSSION:    Day shift starts at 5:40 a.m.; secondary day shift starts at 6:30 a.m. If bidding day shift are they bidding for both?. Union believes the facility has a fourth shift. M. Hunt interpretation is that the shift may have different starting times. Union would like to have bids reflect times so staff have choice. Management wants more flexibility in assignment of staff to eliminate stagnation. May be different ways to meet needs and still use same bid process. Would have to identify more positions as non bid positions.

ACTION:    Have Mark Hunt reiterate what contract language is. Thornton will give Jonathan a copy of bid sheet to have M. Hunt check to see if the interpretation is correct. Remain on Perpetual Agenda.

Agenda Item #10:    RFM Differential for probationary staff...............................................Union

During bargaining it was explained that probationary staff are not eligible for the differential pay and are instead compensated shift change penalty pay and shift differential. Is this being implemented as a result of this discussion?

DISCUSSION:    M. Hunt stated probationary staff are not eligible for RFM status. If probationary staff are moved around they are compensated with shift change penalty pay and shift differential. If M. Hunt's statement is correct, union is interested in adhering to this. Intent of RFM pay was for knowledge skills and abilities. This is not stated in the contract. Can probationary staff be an RFM? If they are RFM, do they get RFM pay? This is easier to deal with payroll. Workload issue.

ACTION:    Need to have clarification in writing from M. Hunt. Stay status quo until next meeting until we get clarification. Remain on Perpetual Agenda.

Agenda Item #11:    Rotation of Probationary Staff......................................................Union

Is the rotation system working or in need of change?

DISCUSSION:    New staff one week on each shift. Then start 90 day rotation to each shift. Union - This does not appear to be happening. Officer has been on swing shift since been here. Not given the opportunity to work other shifts. Management -Do not have written policy, but need to look at skills and needs of institution. Officer has made outstanding contributions to visiting. Union - Understand needs of institution, but is she getting full compliment of training. Management - We have a need for female staff on swing shift. Have new female staff coming in and will be on swing shift. Rotating staff during trial service is not a requirement. We like to have staff get experience on each shift, however, we need to look at overall needs of institution. Union - we would like to request you develop a policy for rotation of staff. If rotate some but not other, this looks like favoritism. Could be seen as unequal treatment. Management - Do not have non bid exempt posts at CRCI. When look at rotation in trial service, there have been male staff left on same shift for two rotations. Need to make sure staff are not disadvantaged if not rotated.

ACTION:    Take a look at adding section to staff assignment policy. Management will discuss. Will take under consideration Union's request to have written policy. Remain on Perpetual Agenda.

Agenda Item #12:    Personal Protective Equipment for Staff................................................Union

Boots for work crew supervisors, fitted masks for Control Center staff, vests for yard staff, etc.

DISCUSSION:    Union - Wendell Hensell stated boots were part of PPE's for work crew supervisors. Where are we at with this?. Management - Boots - depending on work environment may or may not require boots. For watching inmates pick up trash, working in parks, do not need special shoes. Union - This is not what was heard at statewide labor management meeting. Management - Greg is not aware of this - is only aware of OSHA requirements and the state law. Cannot answer to labor management meeting. W. Hensell has not said anything other than if required for specific job, the state would provide. Concern is boots being passed from staff to staff. Greg has been asking for clarification of how will be handled. M. McGee is curious to see what other institutions do. If handled as regular staff uniforms. Fitted masks - direction going may be to take the SCBA's out of the control center. Management has asked Greg to look at the feasibility of some other type of mask. We are not asking anyone to stay in the control center beyond inhabitability. Discussions with fire department is they do not need officer escort to fight fire in facility.

Vest for yard - Available. Can be laundered at night so clean.

ACTION:    Find copy of minutes from the meeting. Greg will talk to Wendell Hensell. If requirement, we will move forward on issue. Remain on Perpetual Agenda.

Need to find other apparatus before taking the SCBA's out of control center. M. McGee to follow-up with F. Thompson. Remain on Agenda

A. Action items listed and reviewed for clarity, effective discussion, clear action items. Yes