FAQ

AFGE Local 4051 Frequently Asked Questions

Here are a number of questions and answers concerning the AFGE, Local 4051 and your rights as a Union member. While we don't expect to have the answer to every question you may have listed here, we hope we cover many of your basic questions. If you have a question that is not answered here please contact us and we will be more than glad to help you in any way we can.

Go to website Specific Questions

How are my Union dues spent?

Your union dues are spent in a number of different ways including representation during an investigation, negotiation of working conditions, legislative action, training for union representatives and activities in which the union sponsors.

Your monthly dues are divided between your local, the AFGE National and the Council of Prison Locals.. An exact breakdown of where your $12.75 you pay each pay period goes to is as follows:

	Per pay period	Per year
AFGE	$7.25	$188.50
CPL33	$1.80	$46.80
Local 4051	$3.70	$96.20

With a membership of 200 members we would receive $19,240 per year or about $1,600 per month. Now with that being said, we spend less than 50% of our earned revenue, which is why your treasury continues to grow. If you would like a detailed expenditure it is available at any monthly meeting or if you are a union member contact any member of your E-Board for more details.

How can I join?

Article 8, section C of the Master Agreement states:

"An eligible employee may only initiate an allotment for the payment of Union dues by the local Union submitting a properly completed SF-1187 to the servicing Human Resource Manager (HRM).

The HRM shall process the SF-1187 as a routine payroll allotment change unless the HRM questions the accuracy of the information submitted or the eligibility of the employee for dues allotment, in which case the HRM shall meet with the local President to resolve any questions.

The Employer will order and maintain a sufficient amount of SF-1187's and SF-1188's for distribution to the Union as needed, upon request."

To simplify this somewhat, fill out form SF-1187, have any E-Board member sign it and your in. It can’t get much easier than that. Form SF-1187 is available for download by clicking HERE.

How can I quit?

Article 8, section G of the Master Agreement states:

"An employee may terminate a Union dues allotment in accordance with 5 USC 7115(a) by the local Union submitting a properly completed SF-1188 to the Human Resource Office at any time during a forty-five (45) day period following the employee's Union membership anniversary date.

A Union official will verify the employee's anniversary date and note it on the SF-1188. The completed form must be received in the Human Resource Office within a forty-five (45) day period following the anniversary date. The request will be processed within two (2) pay periods of receipt. For the purpose of this section, the anniversary date referenced above will be the anniversary date on the AFGE roster.

Whenever dues deductions are terminated by the Employer, the Union will be notified of the reasons for such actions."

So in other words, fill out form SF-1188, have an E-Board member verify that it is within 45 days following your anniversary date of joining and turn it in to HRM.

When are elections held?

Per the Local 4051 by-laws elections will be held every 2 years in November. The next election will be in November, 2009.

When is a bargaining unit employee allowed to ask for a union rep?

We will assume you are talking about representation during an investigation, as Union Rep's do representations in other matters as well.

To summarize the Master Agreement in Article 6, sections D, F, G, H, I and J, basically anytime an official investigation is authorized by the Warden or higher authority in which you feel may lead to disciplinary action. This also covers any written reports that you may be told to submit.

But remember, anytime you are questioned by any management personnel concerning an incident that you feel may lead to disciplinary actions your best choice is to ask for union representation. And this does include probationary employees.

Do I have to talk with an investigator if I have asked for a Union representative and they have not yet arrived?

The Master Agreement, Section 6, article h states:

"If the employee requests a Union representative under Sections f. or g., no further questioning will take place until the representative is present, provided that if the representative is not available within a reasonable period of time, the questioning and/or submission of a written report may proceed without the representative being present.

Questioning and/or submission of a written report without a Union representative may go forward only where urgent circumstances could interfere with the safe and orderly running of the institution. Such questioning may proceed only when these urgent circumstances are documented and presented to the employee and/or his representative.

Reasonable time is defined as that time necessary for the designated representative from the local Union to travel to the site of the examination. The Union will promptly designate its representative and make reasonable efforts to avoid delay."

In other words, no. But ONLY until such time as a union representative arrives. After a union representative arrives you are still bound by policy to cooperate during an investigation. And just to add something, ONLY the union has the right to assign your union representative. Management does not have that right. If you are ever placed into this situation and management attempts to assign you a union rep, they are breaking the Master Agreement, and we need to know about this serious infraction.

Also, you may not be required to sign any statement that you feel is inaccurate. Take your time and read any statement, or any document for that matter, that is given to you to sign. When you place your signature on any document you are saying that you agree with it's contents. Make absolutely certain that you do actually agree with everything contained in that document.

And to help you even further, any time spent in an investigation WILL BE compensated, ie: overtime.

What's the difference between a performance and code of conduct issue?

Management has this line so bent its not funny.

What it should be, is if your doing your job and you do it incorrectly, then it is a performance issue. (broken policy or inability to do the job properly) Code of conduct is that list of things that they go over every year at ART. Such as improper conduct with inmates, failure to pay just debts, etc.

If you break a code of conduct issue, and that list covers a lot of different area, and if they are really out to get you, they can bend the list to make it fit your situation. (yes its sad)

Bottom line, if they make it a performance issue your probably better off. You can get a million M/S's and still be working here. Now, which way management goes with a charge can be quite frustrating and seemingly non-standardized from one event to the next.

How do I file a grievance?

Anyone can file a grievance but only the union can take it to the next level. Exact instructions are in the Master Agreement. However, we suggest you get a trained union representative to help you.

Anyone who would like to learn how, see the Chief Steward about becoming a Union steward. The Union will always help a member file. The problem is normally no one wants to put their name on the dotted line. And if every grievance comes from the E-Board we look weak as a union and it makes your elected officials of the union a bigger target. (cut off the head and the body dies)

What is LMR and how does it work?

LMR= Labor Management Relations and your E-board meets monthly with the AW's, Captain, Camp Admin, HRM, and assorted Department heads to discuss issue affecting the prison.

Resolving issues at that meeting drastically decreases the amount of ULP's and grievance's, which is a good thing. Also ideas that help everyone are often voiced there. If you have an issue contact any E-board member or send them an e-mail so the issue can be brought up. It's a good tool and should be used. While every issue can not be resolved at an LMR meeting but it's a great place to start.

I'm still on probation, can you help me if I need it?

Yes. Article 6 of the Master Agreement says that we can represent you and insure that your rights are maintained just as much as any employee. You are also covered under the rules of the MSPB. (Merit System Promotions Board)

Another item well worth considering is that if a probationary employee is fired, they will require union assistance to file a grievance, which is your best channel for reinstatement.

Who should I contact first if I need assistance from the Union?

Any union steward or E-Board member. And you can find out who is a steward or E-Board member by looking on the Union bulletin board which is located in the Administration building next to the Lockshop. Or by looking at our list HERE.

What does the Local President do and what are his duties?

Per our by-laws, the local union president is the Chief Executive Officer and basically responsible for all local union activities.

What are the Vice-Presidents duties?

The Vice President assists the President in his duties. The 1st Vice President is also the acting President in the Presidents absence.

How are the quarterly rosters made?

How a quarterly roster is made is covered in the Master Agreement, Article 18, sections D thru H and basically involves the following steps.

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