Local 1092

 This is an awareness message for all AFSCME Local 1092 members.  The Local Union is suggesting you make reminder alerts in your email when eligible removal date occurs per below.  On those dates please send HR a request to have them removed.  They are not removed automatically.

Email HR requesting access to your personnel file or to remove disciplines and/or letter of expectations is:
MSOP- [email protected]
Community Behavioral Services - [email protected]
ARTICLE 16 - DISCIPLINE AND DISCHARGE
B. Employee/Union Access to File. The contents of an employee's personnel office record shall be disclosed to the employee upon request and to the employee's Union representative upon the written request of the employee. In the event a grievance is initiated under Article 17, the Appointing Authority shall provide a copy of any items from the employee's personnel office record upon the request of the employee. Up to ten (10) copies of such material shall be without cost to the employee, Local Union, or Union. A supervisor’s file is subject to the release provisions of the Minnesota Government Data Practices Act.
 
C. Removing Materials from File. Upon the employee's request, the following documentation shall be removed from the employee's personnel file:
1. A written reprimand provided that no further disciplinary action has been taken against the employee for eighteen (18) months from the date of the written reprimand;
2. A written record of a suspension of ten (10) days or less provided that no further disciplinary action has been taken against the employee for three (3) years from the effective date of the suspension;
3. A written requirement to provide a medical statement (and any such statements) due to suspected sick leave abuse, provided that the employee has not received such a requirement for one (1) year from the expiration of the previous requirement.
4. A "letter of expectation," which is not discipline, provided that the employee has performed satisfactorily for six (6) months from the date of the "letter of expectation."
 
Upon request, disciplinary letters which have met the contractual conditions of removal from the employee’s personnel file shall also be removed from the supervisor’s file.
A written request to remove a document from a personnel file under this section shall not be placed in the file.
Materials removed pursuant to this section shall be provided to the employee.


If you have questions please talk to a local steward.
In solidarity,
Local 1092 E-Board Members
Christina St. Germaine – President
Jenny Collelo – Vice President
Art Miller – Chief Steward MSOP
Jason Anderson – Treasurer
Sabrina Search – Secretary
Heather Schultz- Chief Steward At Large
Dawn Poskie- Eboard at Large

New law FAQs: Workers’ compensation coverage for employees who contract COVID-19 

What does the new law do? 

PDF icon FAQ- Covid-19- Workers' Comp

Effective Wednesday, April 8, 2020, a new law states that certain employees who contract COVID-19 are presumed to have an occupational disease covered by the Minnesota workers’ compensation law. This is a summary of the law.

PDF icon Covid-19 Workers' Comp Law

This law is effective for employees who contract COVID-19 on or after the day following final enactment and sunsets May 1, 2021.

PLEASE SEE EXECUTIVE ORDER POSTED:

PDF icon Executive Order 20-54

"Protecting Workers from Unsafe Working Conditions and Retaliation During the COVID-19 Peacetime Emergency"

AFSCME local 1092 leaders had a meeting with employer 11/9/20 regarding our Unions concerns on security counselors (SC) working on Chi/Delta units. Management was questioned why only the A-team SC staff have been provided with the same PPE equipment including N95 masks as the MSOP nurses. Provided equipment should be the same as the MSOP nurses for ALL SC staff who work those units. MSOP management reported that the Senior Management team in St. Paul has the authority to direct that. The names were provided below for who holds authority per MSOP management.

AFSCME Local 1092 is requesting ALL STAFF to contact the appropriate people. Please make calls AND/OR send emails to ask for support to "Protect Workers from Unsafe working conditions."

SEND DAILY EMAIL TO BOTH!

LET'S PUT PRESSURE ON THE EMPLOYER NOW!

Connie Jones: DHS St Paul

[email protected]

651-431-2999

Melissa Gresczyk

[email protected]

218--565-6016

Nominations for Delegates to the Contract Negotiation Assembly are now open and will be closed at the November membership meeting.  

Contract campaign activities may include (but not limited to) flyer distribution, campaign buttons, informational picketing, rallies, picnics, and communication within community groups, membership (including one-on-one communcations) and PEOPLE recruitment, talking to legislators and asking others to get involved.

Specific Duties and Responsibilities of Negotiations Delegates:

1. Attend Negotiation Assembly meetings; training will be provided at the assembly that delegates ar required to attend. This training will include message and workplace communications.
2. Deliberate and decide within the unit caucuses which proposals will move forward to the Master team.
3. Elect the Master Team out of the bargaining unit caucuses.
4. Attend other assembly meetings as required by the Master Team, including those where the assembly authorizes acceptance or rejections of agreements.
5. Delegates are the communication link in the workplace.  Distribute informational flyers in person to union members and workplace contacts and participate in any and all contract campaign activities.
6. Attend local union meetings to report on activities/conversations with co-workers regarding contract campaign activities.
 

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