August 2019 MSOP Meet and Confer

AFSCME MSOP Labor Management

August 8th 2019

Human Resources Room



Attendance: Adam Castle, Ryan Cates, Jamie Sheppard, Matt Stenger, Tim Lokensgard, Molly Kennedy, Bonnie Wold, Michelle Breamer, Andrew Cole, Paul Rodriguez, Ryan Kern, Nikki Boder



  1. 1.      Follow Up Items
    1. A.     Inverse Numbers- Tim-July to 31 21 1st for 76.75. 16 2nd for 46.75. 27 3rd for 85.75 hours
    2. B.      Overtime Numbers- Tim-1635.25
    3. 2.      Sunrise Clinic Staffing- Molly-Started new hours. Monday, Wednesday, Friday. Wednesday all day. Sign up is confusing. Wednesday not getting extra coverage. OD unaware of change in schedule. Communication would be good as far as when appointments are. Michelle-no complaints or anything else. Molly-some days it is hard to be by yourself. Would be nice to get one on Wednesdays. Michelle-try to concentrate everything on Wednesdays. So it will be busy.
    4. 3.      Vacation Requests When Accepting Bids to Different Watches- Molly-Bid from 2nd to 1st. when they get their bid. They haven’t moved yet. Can they go into vacation calendar or wait until day they are on schedule? Tim-What do you do at MSH? Ryan-not until they start on the unit. Tim-that is how it is set up on the system. Molly-Actually it is not. She was able to put in a bunch of vacation before in position. Tim-I can talk to Deatley to make sure we are consistent with forensics.

New AFSCME Items

  1. 1.      Investigations-Not Gathering all Facts- Matt-complaints about when a report is written, that is taken as gold and not going out past that. Just taking security report as the supporting document. They could be asking more people involved. All subjects or non-subjects aren’t being interviewed. Molly-sometimes not thorough enough is what I have been hearing. Bonnie-I know of one recently that was done recently but was overturned because we didn’t do our due diligence so we overturned it. Paul-Without knowing specifics, we don’t know what to respond with. Molly-just a heads up that a staff felt as though not enough people were talked to in his case. Bonnie-we try to make sure that all of the fact finding was done. Matt-just trying to bring forward the staff’s feeling. Paul-I have sent investigations back asking if you talked to someone to make sure. I don’t know how to deal with that feeling but we try to be as thorough as needed. Bonnie-I can’t say it won’t happen in the future. We will try to catch it. If it is suspension worthy, hopefully bring it to the laudermill. Molly-we don’t have privy to non-subjects unless we breach confidentiality. Tim-we realize that but what bonnie is saying, we are trying to catch everything to know what may or may not have happened. Molly-but if the staff comes and says “this person was there but wasn’t talked to”. Tim-the staff can say well “this person or this person was there.” Molly-and maybe we could say something.
  2. 2.      CPS Uniform Allowance Reduction-Molly-Lots of staff coming forward. They are concerned because they work overtime and inverses in perimeter. People that cover in perimeter. Michelle sent email that research was done. It would be helpful to see why 150 is enough. 4 jackets we can’t even get. We can’t come in to perimeter without this stuff. Maybe once a year, get shoes one year, pants one year. These things add up, not cheap. Why the reduction? Plenty of staff cover. Paul-reason is based on research of how often cps staff are providing coverage isn’t high. Amount they were spending was being spent in the first place. I don’t have the numbers available but I could sit down with you to go over it. In the end if there is an issue we can talk and look at it. Molly-no digital document? Paul-I can get it.
  3. 3.      Hospital Coverage/Cross Trained Staff-Molly-Coverage that isn’t overtime. Someone gets inversed into position in facility. Suggesting when OD places hospital non overtime they look at numbers and send someone who doesn’t have a specialty area so they don’t have to inverse out of order. Tim-Yeah, we can look at that. Bonnie-so then out of order due to specialty? ok
  4. 4.      Inversed Staff on 3rd staying until 1030/Not inversing 830 shift-Molly-staff inversed from 2nd to 3rd. you have the 12 to 830. 2nd watch people have to be back at 6. Tim-inversed for the shift, so now 2 people will be for one shift. So those 12 to 830 will be inversed a lot…Molly-for 2 hours. 8 to 430 is happening a bit. Tim-true. For an hour due to trips. Molly-double inversing isn’t ideal but putting it out there.
  5. 5.      Leads Auditing CBT’s for Peers- Molly-Unit directors asking leads to look up peer’s history and sending out emails to get them done. Afscme can’t supervise afscme. Cates-training is a supervisor job not afscme. Bonnie-lead is to make sure staff are doing rounds, shift report and as a team to get things done. I am asking to help get training done so I don’t see it that way. Cates-if training isn’t done, HR looks at it then it became performance issue. Bonnie-if by the time the review is done and training isn’t done. But I don’t see that as a problem. We are being proactive. Not grading or anything. Sending out an email is working together. Molly-end result could end in reprimands. CBTs is another thing. It seems odd for them to look into my record. Bonnie-no different than asking to do a round. Matt-supervisory role personally. Bonnie-doing audits in other areas to cover areas to ensure we are doing what we need to be doing. Jamie-whey isn’t anyone else doing it? Bonnie-are you sure? Molly-yes. Matt-I heard it’s only Marie doing this on campus. Bonnie-I will look into that. I thought it was across the board but still not as issue. Paul-I agree it’s a team approach. Molly-staff feel uncomfortable.

Management Agenda Items

  1. 1.      Break Times Scheduled Breaks-Bonnie-complaints from staff wanting to be able to schedule breaks so they don’t leave floor short. Members saying no not willing to compromise. How can we help? We can schedule but some members are saying no to teammates. Jamie-one watch? Bonnie-3 different units on 3rd watch. 2nd doesn’t seem to have same issues. Cates-get rid of breaks. Tim-it’s not staff has to go at this time. Unit gets these times to pick from. Never running unit short. ODs will call up and ask for coverage for something and every unit is down to one. From safety point of view, if we have 40 staff and ten take breaks we are running thin. Per floor so you only have limited people out on break. Molly-if staff can’t work this out amongst themselves. Management will have to take care of it. Tim-I would love to not have to do this.

Add On-

  1. 1.      Windows Down in Parking Lot-Molly-we know windows shouldn’t be down but some vehicles we can’t. Bonnie-if you want to leave windows down, that’s your prerogative but keep things secured in vehicle. No policy about windows. Tim-we are not going to hold people accountable.
  2. 2.      Letting Staff leave on overtime-Molly-Not contractual how to let staff go on overtime. We still get a lot of calls because it is inconsistent. We had an agreement of releasing staff by seniority. Tim-Nothing contractual about letting people go. Molly-want a formula? Tim-no, but I feel the ODs do well at being humane. Stance is nothing contractual in allowing overtime to go.
  3. 3.      Rotating Shifts-Molly-People just have different ideas about this. Bonnie-Just leads? Support to your other staff? Molly-what does that mean? Bonnie-newer staff on 3rd watch. More senior leads. Molly-a lot of senior staff on 3rd watch. I feel I took lead position on straight shift. 18 years and I believe it’s working in my opinion. Bonnie-if you want to have your members talk about it. Let us know. Cates-we will let you know.
  4. 4.      Count-Molly-count may be different. Tim-policy has changed. May be implementing more minimum security count. Census check count. Clients checking in with their staff at set time period. If all clients are accounted for, that staff calls into count coordinator. Up to clients to check in at a set period of time. Time will be where they should be on the unit. Then they can go wherever. It will be a process. Bonnie-in policy as an option but not happening yet. Tim-on very busy days Monday through Friday. During 1240 count. Paul-concern or issue? Molly-no, just heard. Tim-language right out of DOC definition. Its approved then review. Posted on Tuesday but beginning of September implementation. Not replacing or reducing. Tim-Client checks in and staff check off.


Adjourned at 1250pm