COLUMBIA RIVER CORRECTIONAL INSTITUTION

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

DISCUSSION:    Agenda Item #4 - Under Action = Remove the word "Resolved". Agenda Item #9 - Under Action = Remove the words "when bargained". Agenda Item #10 - Under Action = remove the sentence " Will be brought.......and 28". Agenda Item #11 - Under Action = Change "Scott's" to "Union's". Agenda Item #12 - Under Discussion = (next to last sentence) change "local unions" to "other institutions".

ACTION:    Minutes to be revised as noted.

DISCUSSION:    Management talked with B. Moore. Moore sent copy of memo listing three citations. These are Marion County cases not 9th Circuit Court Cases. This does not meet the understanding of what the Union understanding of the citations to be listed.

ACTION: T. Long will follow up with B. Moore.

Remain on Agenda

Discussion:    The Union is in disagreement with notification of all discipline. They have obligation to represent all employees. If the union does not get all (letters) information, they cannot represent, if they don't have all the information. Management's position is "what is in the contract is what guides us". Management believes employees have prerogative to choose what information to give the union. This applies to disciplines of less than economic sanctions only.

Action:    Remove from agenda - but remain in disagreement

Discussion:    The new change notice form has been in use for 30 days. It seems to be working well. Some minor changes need to be made. No problems have been reported by staff. One observation is that it is cumbersome to use, however if it is solving the problems then it is worthwhile. More changes may be made as time goes by. Management agreed to maintain log of how many staff were not given 7 days notice. There were three incidents - all staff agreed. Union - Are we tracking staff with 4 days day shift, 1 day swing or graveyard? No, there is no system in place. The observation is the form is showing staff are working different shifts, and there is no automated form.

Action:    Remain on Agenda for final review.

Discussion:    L. Humbert gave a brief progress report. Have been discussing at OIC meetings on setting up measurable standards. This will be an on-going process but no changes from the current format recognized under the labor agreement. Line staff to be given the opportunity to review standards and comment before implementation.

Action:    Remain on Agenda

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:    J. Herman has not had an opportunity to discuss with M. Hunt for clarification. An option is make work crew positions exempt or leave as is. If performance is an issue, document performance and remove from work crew. Some institutions exempt 4-10 posts. This needs more study. Work crew supervisors are bidding 4-10's. Discussion included allowing staff to indicate preference when bidding Saturday-Sunday off day shift, or make the assignments exempt from bidding. Part of difference is 4-10 shift. We will continue current practice. Union contends that the four day, ten hour shift and Team Sergeants have different start/stop times and different days off than regular second shift; therefore it is a separate shift. Options mentioned as possible resolution:

a.   Current practice;

b. Exempt work crew posts from bid process;

c. Separate process for assignment to work crews;

d. Ask if willing to work a four day, ten hour schedule (on bid sheet); e. Interview process with specific criteria for assignment; f. post bid with removal for just cause;

g. On bid sheets designate Work Crews Yes or No.

Action:    J. Herman will try to discuss with M. Hunt before the next meeting. D. Thornton will contact other institutions to see how they handle.

Remain on Agenda for further discussion.

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:    Superintendents disagree with Mark Hunt, Will continue current practice and compensate probationary staff with the RFM Differential if appropriate. Union asked if the intent of the collective bargaining agreement was going to be followed. Local union feels that Mark Hunt's discussion of intent during collective bargaining is correct and therefore probationary staff should not be compensated the RFM Differential. Instead they are to be paid shift differential and turn around pay when required by contract language. J. Herman requests written question to be responded to by M. Hunt. Are probationary staff eligible for differential pay?

Action:    Union will send questions in writing regarding RFM differential to Jonathan Herman. He will refer to M. Hunt.

Remain on Agenda for further discussion

Is the rotation system working or in need of change?

Discussion:    Union - will management write a formal policy on rotation of initial trial service staff. Management - These will be guidelines only. Will attempt to rotate staff every 90 days. This can be added to the current procedure on "Staff Assignments" (CRCI Procedure #13). The union will review and comment on the revisions, then be sent out for universal staff review.

Action:    The revised draft will be ready by the next meeting. Any input regarding this should be given to Humbert/Thornton in the next 2 weeks so the draft can be prepared.

Remain on the Agenda.

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

Discussion:    The SCBA's will be removed from the institution and other escape devices will be purchased for use. The intent is to order replacement devices for delivery after July 1. Union's recollection was that statewide Labor Management statement was that boots would be furnished to crew supervisors. G. Smith confirmed with W. Hensell that the state would furnish boots on a case by case basis using OSHA regulations. Greg Smith states that CRCI currently has no positions requiring boots per OSHA safety requirements. Stated that Wendell Hensell claims work crew supervisors are not automatically eligible for boots. Ankle twisting potential is a requisite along with working on steep/rough terrain. Warehouse work - steel toed boots may be a requirement depending on warehouse functions. H. Green suggests we consider a universal boot allowance for crew supervisors - perhaps ½ of the Departments allowance - $62.50. Management will take under advisement.

Action:    G. Smith will provide the union a copy of the memo from Thompson/Armenakis, and obtain a copy of the results of the study which requires work boots from W. Hensell. Greg Smith to obtain Statewide Labor/Management discussion minutes where work crew supervisor boots were discussed. G. Smith will continue to monitor where crews are working and monitor work assignments.

Remain on Agenda.

A lot of staff continue to fail to fill out leave request for unscheduled leave. We want to stop the intense staff work load of sending out notices and blank leave requests. Would be open to recommendations.

Discussion:    Staff call in sick, then do not fill out leave requests when they return to work. Management is sending out notices to get staff to turn in the leave requests. Union cited specific examples (Julie Hernandez/Richard Wolf) of staff turning in leave requests and then having to resubmit them as presumably misplaced. D. Thornton will look at the process to be sure Leave Requests are not being lost.

Action:    Will continue to work on the issue.

REMOVE from Agenda

Agenda Item #12:    Union Business on Duty ..................................................................Management

Question during OIC meeting came up regarding what Union business may be conducted on duty and while at the post of other staff. Need clarification.

Discussion:    The OIC's want clarification on conducting union business on work time other than representing other staff. The stewards need to talk to the OIC to get relieved from duty to represent someone. This covered on page 5 of the contract. The new OIC's need contract administration training.

Action:    L. Humbert will highlight the contract for the OIC's.

REMOVE from Agenda.

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