FMHP Labor Management Meeting Minutes 10.19.23

10.19.23 

Present: Rebecca Robinson, Scott Melby, Brian Wills, Jonelle Gressman, Roxanne Portner, Michelle Chalin, Kyle Heinze, Marvin Sullivan, Cory Moon, Ryan Cates, Eric Manriquez, Steaed Doehring

 

APPROVAL OF MINUTES FROM LAST MONTH:

Meeting minutes from last month were approved.

REFLECTIONS / CELEBRATIONS:

SM – Our campus won the backpack school program, thanks to the generosity of our staff! The prize included a picture and recruitment ad in the St. Peter Herald.

FOLLOW-UP ITEMS:

  • OT START AND END TIMES: Why are we still paying OT for shift overlap? BR – The skills fares groups are reconvening, and the overlap might be helpful. SM - An announcement related to FSSS Overtime Hours was posted on the SharePoint site last month. LINK
  • LPN LEAD & LPN 2 POSITIONS: RP – We must create a specific position description reflecting the extra duties. RP will set up a meeting with Jonelle. Alternate schedules for LPNs went well yesterday.
  • NEW SHIFT QUESTIONS / UPDATE POSTINGS: The schedules posted for Security Counselors on MMB do not reflect the 6:30 a.m. start times or the increased wage. Can we get that updated?
  • BR - We can double-check those to ensure they are posted correctly.
  • HSSS DIFFERENT SHIFT OPTIONS: BR - FMHP is looking at the possibilities of a Lead type position for Grove A, which would influence scheduling possibilities – She will be working to determine days off for those positions first, and then may be looking at possibly sending out a survey for HSSS to review for schedule options.
  • PHYSICAL PLANT OT PROCESS: SM – We follow the contract; they are not 24/7 and have started using ATLAS for Driver OT. We are working on the process with Jodi going forward. Snow removal will follow policy, and the AODs will be doing this.
  • 8 HOUR STAFF WORKING 12 HOUR OT SHIFTS: The 12-hour OT shifts should be offered by seniority. SM to follow up.
  • LEAD POSITIONS FOR 12 HOUR SHIFTS: BR – Working on posting 1 per grove. We need experienced staff working during non-business hours. Possibly work Thursday, Friday, and Saturday as Monday through Wednesday has better coverage already.
  • MAPE GETTING OT AFTER 1:30/2:30 BUT NOT AFSCME: MAPE is getting priority over AFSCME because of the 2:30 p.m. start times. WTAs are not allowed to pick up this OT due to start times. BR- MAPE should not be getting priority. Call the AOD or Rebecca Robinson if MAPE does this.         

 

AFSCME AGENDA ITEMS

1. GMW’S NON-SLIP SHOE ALLOWANCE:

Labor supports the GMW’s getting non-slip shoes. SM – Talked with Jay and we could reimburse this if it is an OSHA requirement. SM – To follow up. 

2. GMW’S BIDS TO NEW SUPERVISOR:

Limiting bidding rights is not allowed per contract. JG – Bids to different work conditions, such as days off, are permitted. Staff want the ability to bid on new work areas/supervisors. It is common practice for staff to bid to different supervisors. SM – we have a supervisor who is not engaging staff properly. Can we look at work areas to ensure bidding rights are followed? Follow-Up

3. SUPERVISORS AT SALLYPORT FOR CHANGE OF SHIFT:

Recently, three supervisors were standing at the sallyport over shift change. BW – The supervisors were there to ensure the capacity limits were being followed. Supervisors made inappropriate comments during this. BW – It would be helpful to exchange notes about the words, as supervisors reported that some staff also made inappropriate comments. The perception is that SCs are the only targeted class; capacity issues happen with other classes. BW – This has since changed; we can discuss this further.

4. RUMORS ABOUT DCT WIDE WAGE INCREASE BY PERCENTAGE:

SM – We have not heard anything from MMB, but we are often the last to know about these things. Rumors are often frustrating. JG – HR has not heard anything regarding this.

5. PROCESS FOR REFUSING 1 INVOLUTARY OT ASSIGNMENT-PER MASTER CONTRACT:

How is this going to be implemented? JG – I'm not sure what the implementation will look like. SM – Dialogue must occur, as we must follow the contract. We do have operational needs to consider. A workgroup is needed to decide how to implement this.

*Discipline for refusing: SM – Not aware of anyone getting disciplined for refusing by contract. Contractually, nobody should be getting coaching/etc. BR- If someone had to use ETL, a conversation needs to take place, and may likely be approved—labor to file a class action to preserve timelines.

AFSCME Work Group to Follow-Up

6. ATLAS ACCESS FOR OT SIGN-UP/ DISTRIBUTION:

Labor asks that AFSCME Leadership allowed access to ATLAS to see the OT sign-up. SM – Are you asking for this during the moment to look at it? No, we would need access to it to streamline grievances. SM – I will have to look at this. Follow-up

7. TRAINING OFFERED AS OT:

Can staff sign up for training on their day off, etc.? SM – Yes, this is allowed. All training requires OT. Some staff do not want to come in on a day off, so we are scheduling OT staff to cover for training during work shifts. BR – Staff can schedule training on their day off, etc., unless team-based training should occur with the whole team.

8. ATLAS ACCESS FOR UNION OFFICERS:

Labor is asking for union officers to have access to ATLAS to streamline grievance processing. SM – Will look into this. Follow-Up

9. IRONWOOD RUMORS RE: UTILIZATION:

BR – There were questions regarding capacity/utilization and timeline regarding when it would be reasonable to be able to open this unit. We are currently understaffed (Clinical and Security), and variables change weekly, but it seems improbable that we can open Ironwood before next summer. SM – We worked hard to get our new buildings, but we need to ensure safe staffing. How short are we? SM – The overall vacancy rate is 17%. Turnover has stabilized since COVID-19. BR – New employee orientation classes have been promising. SM – The range reassignments might help. JG – Vacancy rates for FSSS is 27%, and Nursing is 23%.             9-FSSS staff starting next month.

10. VIOLATION OF WEINGARTEN RIGHTS:

Investigations that can lead to discipline require a steward. If a supervisor knows that their line of questioning will lead to the staff becoming a subject, they need a steward. SM – Sometimes, while supervisors conduct fact-finding, it leads to an investigation; the supervisor must stop at this point as it requires a union rep. Send specifics of this not happening to Jonelle; we need specifics. BR – we can offer more training to supervisors regarding this.

 

MANAGEMENT AGENDA ITEMS

1.       NEXT MEETING 11/16:

JG – This date should work fine.

2.       CURRENT STEWARD LIST:

JG – Can we get an updated steward list? Yes, Eric will send it.

3.       .2 FSS POSTINGS:

BR – We will post (2) .2 FSS, Utility pool, positions. Day/Evening and rotate every other weekend, reporting to Whitty. We anticipate there will be internal interest with staff wanting to build their own schedule. SM – We still have intermittent positions. BR – Not opposed to adding more of these .2 positions in the future.