The Bargaining Team has been in negotiations with representatives of the Patrick Administration since late last fall for a new contract to succeed the one that expired on December 31, 2007. Under a so-called "evergreen clause" in the old contract, however, the language protections contained in the old contract continue in effect until a new contract is reached.

There have been scores of negotiation sessions, caucuses and subcommittee meetings in which we have attempted to address the more than numerous proposals made by the Union and Management.

After a spring and summer with little or no progress, limited measurable progress at least as relates to language proposals has begun.

ECONOMICS

The primary issue for the bargaining team is obtaining fair salary increases that reflect the significant increase in the cost of living since our last contract s well as upgrades and reduction of the CPO step system from 12 to 7 steps. The state had refused to discuss economics seriously on the grounds that the state's budget situation was too fragile to commit funds to salary increases. In fact they were expected to present a financial offer last week but cancelled the session because they could not do so given the current financial conditions.

Indications are that the administration may propose a contract that would give pay increases of 2% per year (plus normal step increases) for three years beginning 6 months after the end of the previous contract or approximately 7/1/08.

The bargaining team has unanimously voted that if such an offer is made we would not accept a contract on these terms because it is far short of matching increases in the cost of living and because it does not provide full retroactivity to January of 2008.

It seems clear, however, that no serious progress on this will be made until the outcome of the vote on ballot Question 1 becomes known. Obviously, if Question 1 passes and the state income tax is eliminated, the possibility of any pay increase in the foreseeable future would be virtually zero, and massive layoffs and unprecedented program cuts would be a near certainty.

RECRUITMENT

We have been trying to obtain contract language that would stop the current abuses of recruitment rates by a number of state agencies. The problem has been that agencies bring in employees from outside state service at higher rates than existing employees who have greater experience. Management has been resistant to any change in their purported right to engage in this extremely foolish practice.

FAMILY AND MEDICAL LEAVE

One of the highest language priorities of the bargaining team is to improve the duration of family and medical leave to 52 weeks (from the current 26) and to increase the amount of sick leave, from the current 30 days per year, that employees can use to take care of seriously ill family members. The state has shown movement in increasing this important benefit and it is now a question of the degree to which it will be improved as part of a final contract.

GPS

We have been fighting to obtain language that would prohibit management from requiring employees to carry on their person global positioning satellite tracking devices that monitor their whereabouts for attendance purposes. The vast majority of convicted criminals in Massachusetts are not required to wear such ankle bracelets. Committing the "crime" of being a state employee shouldn't be reason for being placed under constant electronic surveillance. Only one state agency (Department of Public Safety) currently wastes taxpayer money to track its employees on GPS. We want to make sure that the practice doesn't spread.

ANTI-BULLYING

We are looking to put language into the contract that would prohibit bullying of employees by their managers, supervisors or co-workers. Management has indicated openness to including such language but is not willing, so far, to have the language enforceable in arbitration.

The Union is also seeking a number of other improvements in the contract such as bereavement and other leave, tuition remission for children of employees, improved mileage reimbursement and tuition remission for part-time employees.

In solidarity,

Bob Cutting

Ernie Wessell

Laurel Donnely