Affiliate Organizing Committee Handbook
Updated
March, 2016
WHY ORGANIZE AND AFFILIATE OTHERS? ...... 1 - 2
CSO CODE OF CONDUCT ...... 3
INTRODUCTION TO CSO/NSO ...... 4
BENEFITS OF CSO MEMBERSHIP AND LOCAL AFFILIATION ...... 5
HOW MEMBERS PARTICIPATE IN CSO/NSO ...... 6 - 7
ELIGIBILITY, DUES AND STANDARDS FOR AFFILIATION ...... 8 - 9
REPRESENTING A BRAND-NEW BARGAINING UNIT ...... 10 - 15
BARGAINING CSO AGREEMENTS ...... 16
ONCE THE CONTRACT HAS BEEN BARGAINED ...... 17
APPENDIX A – AUTHORIZATION FORM ...... 19
APPENDIX B – RECOGNITION REQUEST ...... 20
APPENDIX C – RECOGNITION AGREEMENT ...... 21
APPENDIX D – NLRB RECOGNITION PETITION ...... 22
APPENDIX E – CBC GOALS AND SETTLEMENT STANDARDS ...... 23 - 31
CSO MEMBERSHIP FORM ...... 33
1 CSO Affiliate Organizing Handbook
Welcome to the California Staff Organization (CSO). We are glad you are joining us. We represent all employees of CTA and its affiliates, with the exception of the support staff who are represented by our sister union, the California Associate Staff (CAS). Working together has never been more critical. Those of us who are stronger have a responsibility to help others who may not be as well organized in improving their working conditions and compensation. CSO’s goal is to empower our union sisters and brothers, to help them learn to protect themselves and to achieve their bargaining goals.
CSO is part of the long and proud history of unionism. Organized labor emerged with craft unionism in the early history of the United States starting with the printers, bakers and shoemakers in colonial times. In 1869, the Knights of Labor was formed as a group of craft unions. The Knights of Labor died out in 1917 largely as a result of their involvement in the earlier Haymarket riots that tied them to anarchists and their opposition to free market enterprise and espousal of socialist principles. The American Federation of Labor (AFL) was formed in 1886 by a group of dissidents from the Knights of Labor and still exists today in a partnership with the Congress of Industrial Organizations (CIO). John L. Lewis and other dissidents from the AFL founded the CIO shortly after the passage of the Wagner Act in 1935. The CIO organized whole industries such as steelworkers, autoworkers and mineworkers as opposed to focusing on one single craft as craft unionism did. In 1955, the AFL and CIO merged under the leadership of George Meany in an effort to increase union membership and organize non-union firms.
Union membership is declining as a percentage of the working population. There has been a pronounced decline in unions in the private sector, but it has been offset some by the growth in public sector unions. The National Staff Organization (NSO), our national affiliate, has had the highest percentage growth of any private sector union in recent years. Management in recent years has seen fit to challenge unions and their objectives as a labor, cost-savings measure and to assert the power of management over workers. This more militant stance is especially evident in times of economic downturn and pressure is put on workers and unions representing them for contractual “givebacks” and other concessions.
Current labor trends suggest an effective strategy for unions is the “all-for-one” or inclusive approach to increase the strength and clout of the members. One of the primary issues facing CTA is improving working conditions for everybody. Mistreatment of any employee by leadership or management encourages poor behavior towards all employees. CSO believes we should strive to unite all CTA employee organizations within the CTA family to achieve a better and more effective organization.
By building a support network to provide help to one another through bargaining, grievance processing and crises, a coalition of employees will improve everyone’s 2 CSO Affiliate Organizing Handbook
knowledge and understanding of the mission of unionism. While the members of CSO, CAS, and others are already in the circle, this is not true of everyone. We strive to build an organization of all our colleagues by enlisting their aid and involvement in efforts that serve us all. This goes back to basic union principles: “There is strength in numbers” and “An injury to one is an injury to all.” Collectively we can take a proactive approach to stop injustices being perpetrated by management. Together we can make decisions in our mutual interest, plan and work more efficiently and improve our human interaction. Above all else, we can act in concert when action is required.
On a more global scale, CSO continues to work in NSO and the Western States Coordinated Bargaining Council (CBC). CSO’s active participation enables California to take a more complete leadership role in the work of our national organization and its goal of improving union contracts. We should never forget we need to support our union colleagues in their time of need as we expect them to support us.
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I will not criticize any union colleague except to the individual directly.
If any union colleague is being criticized in my presence, I will confront the criticism and ask that it stop.
I will not participate in any conversations with management that criticize, or negatively speculate about, any union colleague.
I will settle my differences with union colleagues within the union.
I will engage in debate, offer others every opportunity for debate and respect minority viewpoints, but I will observe and support the majority mandate of my union.
I will avoid actions that undermine the bargaining and contract rights of other unions in the workplace.
I will not perform the work of a worker who is off the job because he/she is taking a stand for the rights of workers to fair treatment and decent working conditions.
Adopted by CAS and CSO 4/96
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The California Staff Organization (CSO) is a union of employees of the California Teachers Associations, its affiliates, and California affiliates of the National Education Association. CSO, with over 250 members, is comprised of CTA employees in headquarters and regional CTA offices (with the exception of employees who are represented by CAS), Option I and Option II employees.
CSO is a state affiliate of the National Staff Organization (NSO), comprised of affiliates in 50 states and a membership of about 5,000. NSO is the largest union of union staff in the world.ver
As a union, CSO strives to represent its members in every aspect of union-employer relations, including, but not limited to, negotiating contracts, handling grievances, and providing expert assistance in grievance arbitrations. CSO also is engaged in organizing those employees who are either unorganized or in need of organizing assistance. CSO maintains a crisis fund to aid members and affiliates who are involved in employment- related difficulties.
CSO is governed by officers and representatives elected by the membership.
Handbook Revised, March, 2016
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BARGAINING
CSO provides bargaining assistance to regular members and individual members not eligible for representation by a local affiliate. Assistance may include a CSO-provided spokesperson, assistance in preparing proposals, research assistance and support through organizing. In addition, as an NSO affiliate, CSO has vast nationwide resources in the bargaining arena, including participation in the NSO Coordinated Bargaining Council (CBC).
CONTRACT MAINTENANCE ASSISTANCE
When requested by local affiliates or members to assist with grievances and/or arbitrations, CSO has a wealth of expertise from which to draw.
As an NSO affiliate, CSO may request assistance with grievances and arbitrations. Large numbers of NSO members across the country have and are willing to share their expertise. In addition, any NSO affiliate is reimbursed one half of its arbitration costs up to $1500 for the arbitrator’s fees and expenses.
ADVOCACY
CSO is committed to the advocacy of its members. Apart from the advocate roles of bargaining and contract maintenance, CSO provides representation for all members in any matter of employer/employee relations. CSO’s Organizing Committee, Rep. Council, and Executive Officers are vigilant in responding to the concerns of members.
TRAINING
CSO believes that training is an essential component of the operation of the union and its affiliates. Together with NSO, CSO is able to provide training in many arenas, including bargaining, grievance processing, personal leadership skills, union advocacy and organizational development.
NSO offers an extensive training package at its annual Winter Advocacy Retreat. The workshops are designed to meet the needs of professional and associate staff, as well as part-time members.
CONFLICT RESOLUTION
CSO maintains a cadre of individuals trained in conflict resolution to assist with CSO member-to-member conflicts. Also, through an arrangement with the California Associate Staff (CAS), joint-conflict-resolution teams are constructed to help union members resolve inter-office conflicts. CSO members wishing to utilize this resource simply call the chairperson of the CSO Conflict Resolution Committee.
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VOTE AND HOLD OFFICE
Members in good standing may vote in the election of officers and on issues presented to the membership. Members are eligible to run for Executive Committee offices (President, Vice-President, Secretary and Treasurer) elected from and by the general membership. Members of the CSO Representative Council are elected from and by department staff and staff working in each of the four (4) CTA Regions and other affiliate locals qualifying for seats. CSO members elect representatives to the NSO Rep Assembly each year.
SERVE ON COMMITTEES
Members may serve on the standing committees or on the special committees and task forces. The standing committees are Nominations and Elections Committee, Bargaining Team, Retirement Trust, Employee Medical Benefits Trust, Training Committee, Diversity Committee, Affiliate Organizing Committee, New Staff Orientation Committee, Conflict Resolution Committee, Communications Committee, Technology Committee and the Grievance Committee. Members are also eligible for appointment to CSO special committees.
ATTEND THE ANNUAL MEETING
CSO holds an annual meeting of the general membership and members are encouraged to attend and participate. CSO may provide partial reimbursement for attendance at the annual meeting.
USE THE CSO WEB SITE
CSO provides members with an informative web site [www.calsatff.org]. The CSO web site provides information about CSO activities, announcements and links to other labor- related web sites. Members are encouraged to use the CSO web site for communication with other CSO members.
ATTEND CAUCUS MEETINGS
Regional and Department caucus meetings are held as needed to provide assistance to the union or to each other. Caucus meetings are open to all members and are often held just prior to or just after the Rep. Council meetings. CSO Reps are giving special effort to organizing caucus meetings at times and places convenient to all CSO members. Additionally, Reps write summaries of each Rep Council meeting for distribution to all members.
BECOME A “CSO BUDDY” WITH A CURRENT CSO MEMBER
New members are assigned CSO buddies to help orient them to the organization.
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READ THE CSO CONSTITUTION AND BYLAWS, AND STANDING RULES
All members are provided a copy of the CSO Constitution and Bylaws and Standing Rules, which provide the operational structure of the union and the rights and opportunities of the members.
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ELIGIBILITY FOR CSO MEMBERSHIP and AFFILITATE LOCAL STATUS
Individuals eligible for CSO membership are:
A. All paid professional and associate staff employees, including law clerks, of the California Teachers Association and its affiliates, with the exception of management, confidential and supervisory employees.
B. All employees of chapter affiliates and UniServ Units of the California Teachers Association, with the exception of management, confidential and supervisory employees.
There are three categories of CSO membership. Professional or associate staff employed by CTA or its affiliates in appropriate bargaining units are eligible for CSO Regular membership. Individual professional or associate staff members of CTA affiliates where CSO cannot function as the exclusive bargaining representative of an appropriate bargaining unit are eligible for CSO Individual membership on an enumerated “fee-for- service” basis. Former professional or associate staff employees of the California Teachers Association or its affiliates employed as independent contractors under the CSO bargaining agreement are eligible for CSO Emeritus membership.
Groups of individual members, employed by the same employer, who wish to form an Affiliate Local must meet affiliation standards. Eligibility, standards, rights and responsibilities for seeking and maintaining Affiliate Local status are governed by the CSO Bylaws and Standing Rules. Final decisions regarding membership and affiliation eligibility are made by the CSO Representative Council.
Contact the chairperson of the AOC for information.
DUES
Dues for all CSO members are 1.6% of annual salary. (I think this is still correct)
CSO is an NSO (National Staff Organization) affiliate and all CSO members must be members of NSO. The NSO dues are paid for each member by CSO out of his/her CSO dues. NSO dues include a mandatory assessment of $25.00 per member for NSO’s Crisis Fund.
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DUES AUTHORIZATION: PROCEDURES, FORMS and TRANSMITTAL
Dues must be transmitted to CSO on a monthly basis or yearly basis (paid-in-full by personal check). The procedures and forms needed depend on the type of payroll system each office uses.
The CSO Initial Membership Form and Data Sheet is used to help set up arrangements for dues transmittal. Contact the chairperson of the Affiliate Organizing Committee (AOC) or the CSO Treasurer for assistance with automatic dues payments through payroll authorizations, if appropriate. A copy of the Membership form is included at the last page of the appendix.
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Whenever employees of a previously unrepresented office join CSO, recognition of the Union (CSO) must be pursued with the employer. The Affiliation Organizing Committee (AOC) arranges to have a current CSO member conduct the recognition-seeking and representational activities. These individuals are experienced union advocates and negotiators and will guide the new members through the procedures described in this section. The new member(s) are asked not to proceed with any of these activities alone, but to wait until the CSO representative is named and can meet with the new members to discuss and outline the appropriate strategy.
The veteran CSO member who agrees to become the representative for the new bargaining unit will find instructions and sample documents below, and in the Appendices noted. In addition, please call the Chairperson of the AOC for extended help and referral to other CSO members who have already conducted these activities and will provide additional assistance.
ACHIEVING RECOGNITION FOR EXCLUSIVE REPRESENTATION
There are two ways for CSO to become recognized as the exclusive representative for a new bargaining unit of two or more:
A. The employer may voluntarily agree to recognize CSO, or
B. An election will be held by the NLRB to certify CSO as the exclusive representative
If the employer chooses to withhold voluntary recognition, CSO petitions the NLRB to hold the election. The end result of either method is the same – CSO becomes the bargaining representative! Outlined below are the necessary steps to achieve exclusive representative status for all employer-employee relations matters including collective bargaining.
CATEGORIES OF MEMBERSHIP: REGULAR and INDIVIDUAL
CSO maintains two categories of active membership: regular and individual. Regular member criteria are that they be employed by the CTA or one of its affiliates and that they be a member of an appropriate bargaining unit. An Individual member is also employed by an affiliate of CTA, but is not a member of a bargaining unit because s/he is the only employee, and therefore unable to form a bargaining unit under the NLRA. (See CSO Standing Rule 7, amended by CSO Representative Council, April 9, 2001.) From this flows several important legal differences in representation rights. However, both types of members are able and encouraged to participate in CSO governance activities.
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Regular members are represented employees because they have formed a bargaining unit and chosen an exclusive representative. Individual members have no legal right to representation because under the NLRA they have not formed a unit, and are therefore unable to designate an exclusive representative. While regular members are able to negotiate a collective bargaining agreement, an individual member may have an employment agreement or contract between her/himself and their employer. While a member of a bargaining unit has a right to be represented by the exclusive representative in all areas of employer-employee relations, the individual member does not. Unless the individual member establishes some basis for representation in her/his employment contract, neither the individual member nor CSO has the right to assert representation over the objections of the employer.
Individual members may be able to include alternative dispute resolution procedures in her/his contract that would provide for a third party to participate in helping to resolve the dispute. That would provide a contractual basis upon which CSO could assist an individual member in resolving a dispute. Regular members are allowed, under the NLRA, to be represented regardless of what is contained in the collective bargaining agreement.
Both Regular and Individual Members are eligible for legal representation subject to the approval by Representative Council.
All members of CSO, both regular and individual, are able to run for elected office, and are able to vote in those elections. Additionally, all members are encouraged to volunteer for a CSO committee. However, only those members of the appropriate bargaining unit may serve of the Bargaining Team, Grievance Committee and trusts. For example, you must be in the CSO/CTA employee bargaining unit to serve on that Bargaining Team. Further, members only vote on contract ratifications for their own collective bargaining agreement. If you are interested in joining a committee, please contact your CSO Regional Representative.
The following chart summarizes the various rights of Individual and Regular Members, as well as the obligations of CSO toward members.
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A summary of legal and CSO by-law rights and duties of Regular and Individual members.
Rights/Conditions Regular Member Individual Member Action Recommended Definition Staff employed by Staff employed by n/a CTA or affiliate, and affiliate of CTA, and member of ineligible to form unit appropriate because only single bargaining unit employee Exclusive Yes, CSO or affiliate No, by definition Encourage forming Representative of CSO, e.g. OEA bargaining unit—need Associate Staff at least two Organization/CSO employees Agreement Type Collective Bargaining Employment contract n/a Agreement (CBA) Employment related Optional @ sole Same as Regular none; existing by-law legal representation discretion of Rep. Member provision Council Right to Under NRLA, Not as a matter of Encourage representation exclusive law, but can negotiate procedures and right representative has dispute resolution for representation be right to represent unit procedures into negotiated into members in all employment employment matters within scope agreement agreements and arising from CBA Ratification of Yes, but only for n/a, because no none; existing by-law Tentative matters related to bargaining unit exists provision Agreements to CBA member’s bargaining unit Standing for office Yes Yes none; existing by-law in CSO/NSO & provision voting in elections Appointments to Yes, by President with Yes, but see Reg. No recommendation CSO Committees concurrence of Rep. Member for limitation for change in CSO by- Council, provided that on appointments to laws. appointments to Barg. Teams, Bargaining Teams, Grievance Comm., Grievance Comm., and trusts and trusts only come from the appropriate unit Dues/Fees 1.6% annual salary same none recommended
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AUTHORIZATION FROM UNIT MEMBERS
Once the unrecognized employees have submitted a complete membership form, CSO will begin the recognition process. To begin the recognition process, CSO must show that the bargaining unit members want CSO/NSO to represent them for the purposes of collective bargaining. The steps to accomplish this are as follows:
Step 1 All requests and forms should be printed on CSO letterhead.
Step 2 Use the Authorization Form, Appendix A, as a guide and prepare copies for each member of the bargaining unit. This authorization is referred to by the National Labor Relations Board (NLRB) as a “showing of interest.”
Step 3 Distribute the Authorization Form to all unit members.
Step 4 Collect the completed forms from the unit members. Check that they are all signed and dated. If all bargaining unit members are not willing to sign this authorization, contact the AOC. 100% participation is strongly recommended and only under very special circumstances would we proceed to request recognition without it.
VOLUNTARY RECOGNITION
After obtaining the signed authorization forms from the members of the bargaining unit, seek recognition as the exclusive representative from the employer. The procedure is as follows:
Step 1 Submit a “request for voluntary recognition” letter to the employer, Appendix B. This request should be printed on CSO letterhead. This letter is more effective when it follows a personal conversation between the CSO representative and the employer, who is most likely a local president or UniServ board chairperson. Often the local president will ask the CSO rep to attend a uniserv board meeting to explain the process. All of this can help the board understand the futility of denying voluntary recognition.
Step 2 If the employer agrees to voluntarily recognize CSO/NSO, have the employer sign a “Recognition Agreement,” Appendix C. No further action is required by NLRB.
Step 3 Submit a copy of the Recognition Agreement to CSO’s Affiliation Organizing Committee (AOC).
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VOLUNTARY RECOGNITION DENIED, NLRB CERTIFICATION
If the employer does not agree to voluntarily recognize CSO, use the NLRB certification procedure to achieve recognition. Contact an Information Officer at the nearest NLRB Office. NLRB will determine the region assigned to your case. (All these addresses are still correct!) National Labor Relations Board, Region 31 11150 W. Olympic Blvd., Suite 700 Los Angeles, CA 90064-1824 (310) 235-7352 www.nlrb.gov
National Labor Relations Board, Region 21 888 So. Figueroa St., 9th Floor Los Angeles, CA 90017-5449 (213) 894-5200 www.nlrb.gov
National Labor Relations Board, Region 20 901 Market Street, Suite 400 San Francisco, CA 94103-1735 (415) 356-5130 www.nlrb.gov
National Labor Relations Board, Region 32 1301 Clay Street, Room 300N Oakland, CA 94612-5211 (510) 637-3300 www.nlrb.gov
National Labor Relations Board (Sub-Office) 555 West Beach Street, Suite 418 San Diego, CA 92101-2939 (619) 557-6184 www.nlrb.gov
BASIC NLRB CERTIFICATION PROCEDURE; CONTACT THE AOC FOR HELP:
1. Tell the NLRB Information Officer that CSO wishes to file a Certification of Representative petition form. Ask the Information Officer for assistance in completing the form, Appendix D (www.nlrb.gov/forms/nlrbform502.pdf)
2. Submit the original petition and four (4) copies to the NLRB office. Include the original authorization forms dated and signed by the unit members, and 15 CSO Affiliate Organizing Handbook
keep copies. NLRB requires us to provide signed cards from at least 30% of the bargaining unit before they will process the petition. In addition, NLRB will only accept authorization forms dated within one (1) year of the date the petition is filed.
3. After the petition is filed, an NLRB Agent will be assigned to the case for processing. The NLRB Agent will contact the parties to determine whether an election shall be conducted. If all parties agree to an election, the date, time and place of the election will be set by the NLRB Agent.
4. If the parties do not agree to an election, a representation hearing will be conducted by an NLRB Hearing Officer. All Parties will have an opportunity to appear and present evidence. (CSO members who are attorneys help us with this process.) After the close of the hearing, NLRB will issue a decision ordering an election or dismissing the petition.
5. If an election is ordered, NLRB will set the dates. All eligible members of the bargaining unit will receive ballots. Based on the election results, NLRB will determine the status of CSO/NSO as the exclusive representative of employees in the bargaining unit.
It goes without saying that if we have the signed cards from all unit members, we can expect to win the NLRB election hands-down! Most employers can be made to understand this and will not withhold voluntary recognition. But we have encountered a few…
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While Recognition is being sought, the CSO representative and the bargaining unit members must prepare the opening proposals for the first CSO Agreement. In some cases, some form of previous agreement, or memorandum of understanding, may be available and can be used as the starting point. In other cases, no formal agreement has ever existed.
The AOC maintains a file of other CSO Agreements that have already been bargained. These are an excellent resource for the new units. Samples are sent to the CSO rep and bargaining unit contact person upon request; call the AOC Chairperson.
Because CSO is a member of the NSO Western States Coordinated Bargaining Council, all CSO initial proposals must meet the Goals and Settlement Standards of the CBC. The CSO representative and the bargaining unit members should write initial proposals that include these Goals and strive to achieve them before a settlement is reached. Some units also found helpful the agreement between CAS and CTA. Please contact a CSO Rep for a copy.
CHECKLIST FOR BARGAINING
The following general checklist is provided as a guide for the CSO members assigned to represent affiliate bargaining units.
1. ____ Meet with the bargaining unit to discuss and outline initial strategies.
2. ____ Secure Recognition.
3. ____ Using sample CAS Agreements and the NSO Goals and Settlement Standards, work with the bargaining unit to write initial bargaining proposals.
4. ____ Submit a copy of the Initial Proposal to the AOC.
5. ____ Designate bargaining team members, submit proposals and proceed with bargaining.
6. ____ Settle and ratify an Agreement.
7. ____ Send copies of the Agreement to the AOC, preferably one hard copy and one file on computer disk. Files created by any word processing program are acceptable.
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Once you reach settlement, both parties are bound to abide by the Agreement. The contract is in effect for the specified period of time until and/or until new changes are negotiated. If the employer commits a violation of the negotiated agreement, the employee should refer to the grievance procedure and contact a CSO Grievance Representative from his/her region.
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SAMPLE REQUEST LETTER:
February 3, 2016
Fran Zone, Chair ABCD UniServ Board 1234 Great Blvd Lalaland, CA 90000
Dear Ms. Zone:
As Representative for the secretarial and clerical employees in the ABCD UniServ Office, we are requesting that the Board voluntarily recognize the California Staff Organization/National Staff Organization (CSO/NSO), a labor organization, as the exclusive representative under Federal Labor Statutes. The Appropriate authorizations, copies enclosed, have been signed, calling for this recognition. Please let me know of the board’s decision
regarding this matter. I can be reached at the SCTU office.
Thank you for your consideration. If you have any questions regarding this matter do not hesitate to contact me at 123-456-7890.
Sincerely,
Mary H. Little, CSO Representative
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SAMPLE RECOGNITION AGREEMENT:
Recognition Agreement
The Anyplace UniServ Board (hereafter, the “Employer”) and CSO/NSO (hereafter, the “Union”) agree as follows:
The Employer shall voluntarily recognize the Union as the exclusive representative of the secretarial and clerical employees, pursuant to the Labor Management Relations Act, as amended, for the purpose of representation in all matter of employer-employee relations, including the negotiation of collective agreements concerning wages, hours and working conditions, and for the resolution of any disputes arising thereunder.
Signed: Jane Doe , Employer Date: 2-17-16
Signed: CSO/NSO Date: Mary Jones , 2/17/16
cc: Affiliation Organizing Committee, CSO
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CSO participates fully in the NSO Coordinated Bargaining Council (CBC). This participation involves CSO’s commitment that all Agreements negotiated by CSO will include opening proposals that meet or exceed the following goals and standards. Further, CSO is obligated to submit all settlements to the CBC.
In bargaining our newest CSO contracts, which often cover three or fewer members, the CBC recognizes that the scale of some of the Goals and Standards may be inappropriate, or perhaps impossible to achieve. CSO bargaining representative and teams are encouraged to write opening proposals and strive for achievement of settlements that approximate the CBC Goals as closely as possible. (See attached)
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Regardless of what process you use in negotiations--traditional, interest-based, or other--all bargaining and settlements must comply with the Goals and Settlement Standards listed below.
AFFILIATE REPORTING:______DATE:______
NSO WESTERN STATES COORDINATED BARGAINING COUNCIL Goals and Settlement Standards Revised March 8, 2002
PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
1. UNIT DEFINITION All professional and associate staff Exceptions for casual, day-to-day substitute employees
2. BINDING ARBITRATION Full boilerplate final and binding Same as Goal arbitration
3. EMPLOYER-PAID UNION Unlimited, including release time for Minimum of 10 days per year in RELEASE TIME NSO, bargaining, and grievances the aggregate and work to increase, in addition to time for
bargaining & grievance processing
4. UNION SECURITY Union shop Agency shop, if legal
5. JUST CAUSE Full just cause for all unit members Full just cause for all permanent unit employees; just cause for
discipline for all unit employees
6. RIGHT TO STRIKE Absence of language prohibiting Same as Goal strikes or honoring picket lines
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PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
7. PROBATIONARY PERIOD No probationary period Maximum of 9 months & work to shorten
8. NEW POSITIONS/ Unit members have right of first Posting of all bargaining unit new VACANCIES/VOLUNTARY refusal based on seniority with positions/ vacancies/voluntary TRANSFERS qualifications transfers to unit members first
9. INVOLUNTARY TRANSFERS No involuntary transfers Involuntary transfers by reverse seniority and only if unable to fill
with a voluntary transfer
10. RIF No reductions in force a. Layoff & recall based on senior- ity
b. Retraining and job search assistance paid by the employer, at the employee's option
c. Employees on layoff will have first right of refusal for temporary work without losing recall rights
12. SUB-CONTRACTING a. No subcontracting No sub-contracting except in unique situations and for b. Non-bargaining unit members may minimum periods of time, with not do bargaining unit work approval of union
13. SALARY STRUCTURE Maximum salary reached in five years Ten steps & work toward compression and simplification of
pay rates
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PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
14. COMPENSATION a. Total compensation increased by a. Total compensation increased July-July CPI plus 4% for each by July-July CPI for each year year of contract of contract
b. Maximum salary at least the b. Minimum salary at least the average of the highest 5 state average of all state affiliates affiliates plus CPI. plus CPI
15. SALARY SCHEDULE Full year-to-year credit on salary Same as Goal PLACEMENT schedule for all prior paid Association experience; equitable salary placement for current staff
16. COMPENSATION FOR PART- Full benefits and pro-rata salary Pro-rata benefits and salary TIME EMPLOYEES
17. MERIT PAY Compensation cannot be tied to staff Same as Goal production goals or any type of salary negotiations outside of NSO affiliate collective bargaining agreements
18. TAX-DEFERRED SALARY Deferred compensation plan with Availability of an employer- REDUCTION PLANS employer contributions (e.g. 401k, sponsored deferred compensation Section 125) plan
19. SALARY PROTECTION* Long-term disability insurance of 75% Long-term disability insurance of gross salary or better excluding
offsets and including maximum 60- day waiting period
20. BUSINESS EXPENSES Full business expenses, including car Same as Goal allowance and mileage
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PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
21. MEDICAL INSURANCE Best available 100% employer-paid 100% employer-paid full family full family and domestic partner and domestic partner coverage coverage; union negotiates carrier &
benefits
22. DENTAL INSURANCE Best available 100% employer-paid 100% employer-paid full family full family and domestic partner and domestic partner coverage coverage; union negotiates carrier &
benefits
23. VISION INSURANCE Best available 100% employer-paid 100% employer-paid full family full family and domestic partner and domestic partner coverage coverage; union negotiates carrier &
benefits
24. LIFE INSURANCE 100% employer-paid coverage of more 100% employer-paid coverage of than $50,000 per employee; union $50,000 per employee
negotiates carrier & benefits
25. AD&D INSURANCE* 100% employer-paid, 24-hour Same as Goal coverage of at least $100,000 for the
death benefit per employee
26. PHYSICAL EXAM 100% payment for annual physical Partial payment for annual examination at employee's option with physical examination at employee's no report of results to management option with no report of results to management
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PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
27. EMPLOYEE WELLNESS AND Employee wellness and assistance Some form of employee wellness ASSISTANCE PROGRAM plan, employer-paid or covered and assistance program at the through group insurance, that employee's option with guaranteed includes counseling and services for confidentiality family or personal problems,
substance abuse, wellness and fitness, at the employee's option with guaranteed confidentiality
28. UNUSED LEAVE Full payment credit upon separation Full payment credit upon COMPENSATION of employment for all unused separation of employment for all vacation, sick leave, and unused vacation, and some compensatory time portion of unused sick
29. MAINTENANCE OF BENEFITS Continuation of employer-paid group Option to continue same employer- insurance benefits for employees who paid group benefits at employee's go on leave or are RIFed. expense
30. WORK WEEK Professional staff determine own work Establish a professional work week schedule not to exceed 35 hours per for professional staff; 37 1/2
week; associate staff have flexible hours per week and a flexible work work schedule and 35 hour week schedule for associate staff
31. COMP TIME/ OVERTIME 1 1/2 time for all service over goal Hour-for-hour for professional week; double time on weekends and staff; 1 1/2 time for every hour holidays; triple time on scheduled associate staff work beyond vacations normal work week and for Saturdays; double time for Sun-
days, & holidays for all staff
32. VACATIONS Minimum of 25 days per year with un- Minimum of 15 days per year with limited accumulation maximum accumulation and work to increase 28 CSO Affiliate Organizing Handbook
PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
33. HOLIDAYS Christmas through New Year's Day Minimum of 13 days per year and plus 10 days per year work to increase
34. SICK LEAVE Minimum of 15 days per year with Minimum of 12 days per year with unlimited accumulation unlimited accumulation and work
to increase
35. PERSONAL LEAVE Five days per year with no restrictions Three days per year and work to increase/improve
36. STAFF TRAINING Establish a training fund for both Establish a staff training fund professional and associate staff to be
administered by the Union for use of the bargaining unit members only
37. RETIREMENT 100% employer-paid Taft-Hartley A minimum employer contribution trust with the following features: of 15% towards a defined
contribution plan or a 100% (a) Benefit based on number of years' employer- paid defined benefit service times final average salary plan with the following features: times 3% (benefit equal to 60% of final average salary at 20 years service) (a) benefit based on number of years' service times final average (b) Retirement age based on rule of 70 salary times 2% (benefit equal to (can retire at age 50 with 20 years 50% of final average salary at 25 service) years) (c) Buying power increased by (b) retirement age based on rule of national CPI 75 (can retire at age 55 after 20 (d) Buy-in option for previous service years)
(c) Buying power increased by national CPI
29 CSO Affiliate Organizing Handbook
PROVISION GOAL SETTLEMENT STANDARD Meets Goal Proposal or Standard or Waiver
38. MAINTENANCE OF BENEFITS Continuation of 100% employer-paid Continuation of individual or two- FOR RETIREES full family group insurance benefits party group health insurance for retired employees and dependents' benefits (including domestic (including domestic partners) survivor partners), at least partially benefits; coordinated with Medicare employer-paid; coordinated with Medicare
39. EQUITY A provision guaranteeing equity in Same as Goal employment including a program of
affirmative action
40. ROLL-BACKS No take-backs, no roll-backs Same as Goal
41. MAINTENANCE OF STANDARDS Continuation of contract, standards, No zipper clause and past practices at highest level
42. DURATION 3 years with goals met in each year 1 year with settlement standards met
43. OVERALL ECONOMIC GOAL Improve the economic well-being of Maintain the economic well-being every member through a combination of every member through a combi- of increased lifetime earnings, nation of increased lifetime improved retirement benefits, and earnings, improved retirement comprehensive family medical, dental, benefits, and comprehensive family vision, and life insurance during medical, dental, vision, and life employment and retirement. insurance during employment and retirement.
44. SUPERVISION OF OTHER No bargaining unit member will have Same as Goal. EMPLOYEES any supervisory function over any other bargaining unit member or any other association employee.
30 CSO Affiliate Organizing Handbook
45. MERGER/NEW Language that restricts merger until Language addressing protection of ORGANIZATION mutual agreement has been reached bargaining unit members/contract concerning staff contract * Provided that federal income tax guidelines continue to provide tax free benefits if premiums for these coverages are paid by the employee rather than the employer; any out of pocket expenses for insurance premiums shall specify these coverages. Any such out of pocket expense shall in some manner be recovered by the employee.
31 CSO Affiliate Organizing Handbook
CALIFORNIA STAFF ORGANIZATION
Affiliated with the National Staff Organization
Chuck King, President (650) 520-1214 Authorization Form (408) 266-7893 (office fax) [email protected]
Kenya Spearman, Vice President I, the undersigned, hereby designate and authorize the California (916) 960-3717 Staff Organization/National Staff Organization (CSO/NSO) as my (916) 288-4912 (office fax) exclusive bargaining agent, pursuant to the Labor Management [email protected] Relations Act, as amended, for the purpose of representation in all
matters of employer-employee relations, including the negotiation
of collective agreements concerning wages, hours and working Paul Chambers, Secretary (209) 678-0034 conditions, and for the resolution of any disputes arising (209) 723-9598 (office fax) thereunder. [email protected]
Printed Name: Alva Rivera, Treasurer ______(619) 920-9835 (760) 744-5516 (office Fax) Signature: [email protected] ______
Date: ______
Job Title: ______
32 CSO Affiliate Organizing Handbook
California Staff Organization (CSO) Membership Form & Data Sheet
Please provide the following information:
Today’s Date:
Name: Home Email (not employer provided):
Home Address: Home City/Zip:
Home Phone: Cell Phone:
Title/Assignment: Hire Date:
Employer/Chapter: CTA Region:
Office Address: City/Zip:
Office Phone: Office Fax:
Category (Check One): Pay Method (Check One):
CTA Employee Personal Check, Monthly
Option I Employee CTA Payroll-Deduct*
Option II Employee Local Payroll-Deduct
Other CTA-Related Employee Personal Check, One Year Paid-in-Full
Annual Base Salary (includes car allowance if part of base salary): ______
Annual CSO Dues (Multiply Annual Base Salary by .016): ______
Monthly CSO Dues (Divide Annual Dues by 12): ______
Full Time Part Time (Approx Avg Hrs/Week) ______
Please mail or email ([email protected]) one copy of this completed form to: Alva Rivera, CSO Treasurer 10775 Frank Daniels Way San Diego, CA 92131 619-920-9835
CSO/NSO
CSO/NSO