COLUMBIA RIVER CORRECTIONAL INSTITUTION

AFSCME: H. Green, S. Campbell, E. Mancino, R. Wolf, G. Schneider

DISCUSSION:    Greg Schneider had a verbal meeting with Les Dolecal and Bill Moore. They said they would send a letter to all parties as to their perspective, and letter as to background. Letter would be written by this week, but has not been received. There may have been miscommunication.

ACTION:    Remain on Agenda for tracking.

Discussion:    The draft procedure was sent out July 29, 1999.

Item 4 - No changes to original procedure.

Item 6 - The word "telephonically" want to leave in. There is recognition of greater chance to mis-communicate or/error. "Telephonically" will be left in.

Item 10 - Will take comments into consideration - Leave wording.

Item 12 - Leave wording in. Mr. McGee to consider adding language to allow leave without pay should an employee request.

Action:    Dan Thornton will contact Reserve staff to get their 2-week military times. Dan will amend the draft. Vacation scheduling will commence in November.

Concluded - Remove from Agenda

Discussion:    There is no directive for the Lieutenants to evaluate staff on scoring/rating. No administrative review has been completed. This was originally for management staff. The intent is obtain greater degree of uniformity on how staff are evaluated.

Action:    Continue as a work in progress. Remain on Agenda.

Discussion:    Memo was distributed by Jonathan Herman. The memo was accepted as is. CRCI has three (3) shifts - Day, Swing, Graveyard. This needs to be discussed at a different forum. Labor/Management met Tuesday, September 7, regarding work crews. Have initiated pilot project on work crew assignment process. Copy of E-Mail was distributed and will be included as addendum to the minutes. Do staff know if bid different shift and express interest in work crew that work crew request becomes first choice. Dan and Mike will create a memo to staff to clarify. If work crew becomes first choice, if not work crew on original bid sheet will apply.

Action:    No further discussion on "What constitutes Second Shift". Remove from agenda and Change Agenda Item to "Work Crew Assignment Process".

Clarifying memo to be out today Remain on Agenda.

Discussion:    Memo from Jonathan Herman was distributed. Are we going to give trial Service staff on RFM RFM pay? Will try to assign RFM status when staff have sufficient training. Labor - If assigned RFM position should keep RFM pay even if assigned day shift for extended period time. Dan Thornton spoke with Debbie Leno in Payroll on 9/8. This is a special project - They are researching past payroll records. This is labor intensive. Will have information on 9/13, then need to look a roster, etc. Will have to Mr. McGee by 9/30/99

Action:    Remain on Agenda, pending response to labor by next labor/management meeting.

Discussion:    Copies of the Correctional Officer orientation training procedure was distributed. "Rotation starts a 2c (3rd page).

2c - Union recommends remove "Initially....hire". Start sentence with "newly assigned Correctional Officer will normally...". Delete the last sentence.

2g - Stiff consider this a requirement to rotate. Will indicate under normal circumstances new assigned staff will be rotated every 90 days.

Action:    Remove from Agenda - with understanding the procedure will be adopted.

Discussion:    Greg Smith furnished inspection sheets and surveys done on job sites. Do work crew supervisors require work boots? Are boots PPE's for supervisors. There is no state wide PPE evaluation. It depends on each facility's PPE evaluation. Steel toe clamps are available for staff use. Safety officer determines what PPE's are required on work crew site. Up to this point it has not been determined that boots are required.

Action:    Mr. McGee to make decision by next Labor/Management meeting whether boots will be provide for Work Crew Supervisors. Remain on Agenda - continue to review.

Discussion:    Management will follow the Human Resources policy. Supervisor or manager can ask questions 1 and 2, then referred to HR consultant. Jonathan would like to do some follow up as to whether "Sergeant" acting as OIC can ask questions (Union understanding is the person cannot be a bargaining unit member.) Management will take union concerns into consideration. Management will implement according to the Department's policy. Will have final decision before implementing.

Action:    Jonathan will do follow-up. Training and direction to Lieutenants needs to be done. Remain on Agenda.

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