ࡱ> rtqq Mbjbjt+t+ `AArHx]jjjjj\j N,F$wkjj m @ j)o))) R@ )F)oVv@l"pojju  USO Flash Tidbits from Tom How can I find out more information about USO? Answers to some frequently asked questions follow. How do I find out about what happened at USO Executive Committee meetings? ( You can call any of the USO officers and talk to them directly. ( You can contact your affiliates representative to the USO Executive Committee. ( The minutes from meetings are sent to the membership. Be advised, however, that minutes must be approved before being sent out. For example, minutes from Aug. 15 will be approved at the Sept. 19 meeting. Then they will be sent out to the membership. How can I find out about the USO budget and how the money is being spent? Again, you can contact any of the officers or your affiliates representative to the Executive Committee. They have the budget information that is distributed at the committee meetings. If you have a detailed question or concern, the best person to contact is the USO treasurer, Vera Stafford. You can reach her at 888-663-8448. Is USO looking at starting a Web page? Yes. Thanks to the hard work and effort of Linda Shankland, Suzanne Dietel and Donette Ramey, USO is hoping to have the USO Web site up and running within the next few months. I am very excited about this possibility. It provides another means of reaching out to our membership and letting folks know what is going on in the USO arena. If I want to hear information first hand, can I attend the Executive Committee meeting? Any USO member can attend the USO Executive Committee meetings. They are held monthly at headquarters. We are not able to give union release time for that purpose, but members can use their own time and attend any of the USO Executive Committee meetings. Who is on the USO Executive Committee? --President: Tom Greene (MEA-PSA) --Vice President: Linda Shankland (MESSA-SSA) --Secretary: Josey Edington- Smith (MESSA-SSA) --Treasurer: Vera Stafford (MEA-ASO) --Chuck Agerstrand (MEA PSA president) --Bob Thomas (USO Grievance Chair) --Arch Lewis (MEA PSA USO Director) --Gayle Lycos (MEA PSA USO Alt. Dir.) --Dave Bowman (USO Crisis Chair) --Julie Partee (MEA/MESSA ASO president) --Diana Miller (ASO USO Director) --Jackie Rhodes (ASO USO Director) --Karen Cherry (USO Elections Chair) --Ana Kinnison (ASO USO Alt. Dir.) --Julie Hill (ASO USO Alt. Dir.) --Laura Weick-Wood (MEA FSR president) --Diane Keith (MEA FSA president) --Krista Hebeisen (MEA FSA USO Dir. --Nancy Schemanski (MESSA PSA president) --Kay Robinson (MESSA PSA USO Alt. & Retirement Caucus Chair) --Kathy Parker (MESSA SSA president) --Karen Hatfield (USO Bargaining Chair) --Sally Southwell (MESSA SSA USO Dir.) --Donna Kendrick (MESSA SSA USO Dir.) --Patty Richard (MESSA SSA USO Alt. Dir.) --Emma CJ Williams (MESSA SSA USO Alt. Dir.) Diversity Update The definition of diversity en-compasses acceptance and respect. It means understanding that each individual is unique and rec-ognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. People from diverse backgrounds are able to work together with respect and complete accord. Lack of familiarity, however, and in some cases, bias and stereotyping, keep us from interacting successfully with people who are different from ourselves. We need to explore and challenge the cultural assumptions that underlie expressions of prejudice, bias, and bigotry and keep us from appreciating each others cultures. We need to discard our individually constructed and societally imposed cultural lenses which prevents us from seeing people as people; dif-ferent from ourselves, but important members of society. We need to learn to dialogue in a respectful way in order to promote change. Our 3-day diversity training did not instantaneously produce a positive workplace where all employees are culturally competent and have mastered the necessary skills for cross-cultural communications. Learning needs to be repeatedly reinforced and the responsibility of diversity training must be im-plemented on many different levels and not just a few. The Diversity Advisory Committee (DAC) deserves our thanks for promoting racial diversity and cross-cultural sharing and in empowering others to plan activities that emphasize the contributions and interests of different cultures. As a result, we have seen a gradual increase in employees who have taken it upon themselves to plan activities celebrating their culture in the workplace and inviting their co-workers to celebrate with them. The Asian Pacific Islander group had its second annual API day in May, with much success. This years activities included cultural displays, dancing, calligraphy, and a sample platter of various treats. The creation of a Black History Planning Committee in February of this year and the ensuing Taste of Soul day and historical facts circulated on the companys e-newsletter was warmly received. The Cultural Heritage Committee, also a newly created committee dedicated to facilitating under-standing of various cultures in the workplace, is in the process of planning activities for the near future. The MESSA Multicultural Management Group (3M) is in the process of developing a proposal to present to Cynthia Irwin to establish a diversity library. Much praise is given to people who are committed in their endeavors to foster a working environment where all people are valued. Keep up the good work! THE AMWAY EXPERIENCE: Working without Union Representation Whats the value of union membership? Many Michigan Amway employees are finding out the hard way. Amway announced this past Spring that it plans to cut 11% of its global workforce due to poor sales and changing market conditions 900 of those jobs belonging to salaried and hourly personnel located at the companys Ada, Michigan headquarters. We truly hate to have to part with so many talented, hard-working people, says Amway President, Dick DeVos. These cuts come on the heels of a loss of another, nearly 200 Michigan Amway jobs in 1998-99. Since none of these targeted workers are union members, how do you suppose the staff reduction is being conducted? The answer: its anyones guess. There are no collectively bargained contract provisions to govern seniority rights, order of layoff, bumping protocol, recall rights, severance benefits, refilling vacated jobs with temp agency employees, etc. Though the company cannot engage in unlawful discrimination (that is, reduce staff based on race, gender, religion, age, etc.), there is no contract to be cited when terminations appear to be based on whos popular, who socializes after work with whom, who coaches the local Little League team, etc. In the absence of a union, would you trust even a well-intentioned manager to conduct an objectively fair and impartial (and likely, permanent) layoff when theres so much at stake? Perhaps the plight of these Amway workers is not a fruitless one, if their story causes union members to intensify their commitment of time and effort to improve their own local unions, and to preserve the collective good, which after all, is the central objective of collective bargaining. Why Union? The choice between union and non-union on its most basic level comes down to this: A non-union group is: at-will--employees subject to discipline or termination at any time without cause. That's the law. A non-union groups employer has unilateral decision-making power regarding wages, benefits, hours and all other working conditions. No bargaining, no grievance process, no security. Finally, in most non-union workplaces, seniority means littleit gives you no rights to job openings and no additional wages (longevity). The law clearly gives the employer the right to change any of those wages, benefits and working conditions AT ANY TIME. With a union, employees are not at-will, rather they have a "just cause" process in their contract which prevents the employer from dis-cipline/termination without cause. The union and the employer to-gether have bargained a progressive discipline process that provides the employee an opportunity to improve job performance and pre-vents the employer from unilateral action. Unions also prevent emp-loyers from unilaterally deciding what wages, working conditions and benefits will be provided. Those important aspects of employ-ment are jointly decided through collective bargaining. Although to many it seems obviouscountless studies have proven that in work-places where the employees have a legal right (through collective barg-aining) to help decide wages, ben-efits and working conditions, they make a higher wage and have better benefits and working conditions than in non-union workplaces. Meet the MEA Public Education Advocacy Office Cecilia CanfieldSecretary, Program Services Bob HarrisPublic Education Advocacy Consultant QDescribe your job with MEA CeciliaI'm a secretary in Program Services and report to Bob Harris and Ada Lewis. Right now, the main focus of my job is work-ing on the anti-voucher campaign. We are trying to defeat Proposal 1 in the upcoming Nov. election. To help in this effort, I send out anti-voucher supplies, handle mailings and correspondence, update coord-inator lists and work closely with ALL Kids First! I am also responsible for conclave meetings and Student MEA. BobAs MEAs Public Education Advocacy Consultant, I focus on three areas: charter schools, vouch-ers and privatization. All of these present new challenges to public education and our members. Priv-atization is much more pervasive and dangerous than it appears at first glance. It not only affects our valuable ESP members, it also is a danger to our teachers. Some charter schools with private management companies are actually privatizing the teaching force as well. And, of course, management companies are really nothing more than the privatization of administration. The goal of privatization is the complete elimination of the public in our public schools. Currently, I am overseeing the internal campaign against vouchers. The voucher initiative threatens the foundation of our educational system by allowing public funds to be spent on private education. Not only is such a proposal very expensive (probably requiring additional taxes), it could also create serious divisions in our society as it has in other countries that have tried similar approaches. Charter schools present other challenges because they are public, yet with a bit of private thrown in. MEA recognizes that charter schools are a reality with which we have to deal. We cannot simply fight them or ignore them. Consequently, we are watching them to see what we can learn from them, monitoring them for abuses, and organizing them when their employees come to us for help. QHow does your job fit into the big picture of the corporate family? CeciliaThe anti-voucher campaign is so important because it will decide the fate of public schools andif it passeswill negatively impact our MEA membership. BobIt is always healthy to watch what the competition is doing so we can learn to compete more effect- ively. Given the ever-broadening range of choices in schooling, we must learn to compete or we will lose more and more students and staff. We have a strong edge in the marketplace of education, but we are fighting Wall Street and ideologies to maintain a good public education system. I hope the information I gather as well as the oversight I am able to provide give our corporate family additional directions to pursue now and in the future. QHow do charter schools fit with MEA? CeciliaMEA supports innova-tion, including charter/academy schools, and believes that all public schools must be designed to provide a high quality education while meeting the needs of all students. BobCharter schools are neither good nor bad by themselves. They provide some new ideas and meet some parental and societal needs. But they can also abuse the system and have potential for dishonesty. We want to learn from the best that they have to offer and make sure they don't abuse our kids and the public education system. QWhy are vouchers bad for public schools? CeciliaVouchers are bad for public schools because: (A) Every student who leaves public schools to go to private schools will take at least $6,000 out of the school budget. Even though the voucher amount will be only half that, the school will lose the full amount; (B) Private schools can pick and choose which students to accept, and those students left in public schools will be the most difficult and costly to educate; (C) Even if you are not one of the targeted districts, your district could easily become part of the program. The constitutional amendment would make it easy to put the voucher plan on your local school ballot, and it could easily pass; and (D) Vouchers would cost us considerably more money because taxpayers will pay for kids already in private schools. BobVouchers take much needed money from public schools, leaving schools with fewer resources to meet the needs of the majority of kids, and in particular the most needy of those kids, who are left in the public system. Private schools can pick and choose their students; the public system takes all that come to it. We will be hurt tremendously if we further segregate our system into the desirable and the undesirable. QWhat can each of us do to support the anti-voucher campaign? CeciliaWe can help defeat the voucher campaign by talking to friends and family about the neg-ative aspects of this campaign. You can also put window clings in your car windows, display a yard sign, write letters to the editor and help with phone banks. If you need any literature or supplies, ask me. BobWe need these three things: 1. Vote "No" on Prop.1, and encourage family and friends to do the same. 2. Volunteer to get involved in the campaign. Sign up through my office or through All Kids First! 3. Send contributions, preferably generous ones of course, to All Kids First. Please Note: The upcoming MEA Uniserv 30-year anniversary celebration will host a cocktail reception at 6:00 p.m. at the Lansing Center on Saturday, September 16. Dinner will follow at 7:00 p.m., with a staff recognition program at 8:00. Dancing and conversation will top off the evening. Just for fun School is in full swing now. Students are getting into a routine of spending their time taking in knowledge gaining, reading and test taking. So...here is a "back to school" test for USO members. No grades will be postedthis is strictly a "pass or fail" exam. 1) Who was instrumental in getting USO off the drawing board? a) Jimmy Hoffa and Don Cameron b) Audrey Mellon and Sarah Miller c) Chuck Agerstrand and Dave Stafford d) Dave Stafford and Gary Gray e) b and c f) all of the above 2) What year was USO formed? a) 1971 b) 1975 c) 1974 d) 1977 e) no one can remember the exact year 3) What "alarm" set off the formation of USO? a) a strike b) new labor law c) no single common pension plan goal d) management demand 4) Who was the first unelected interim president of USO? a) Vera Stafford b) Dave Stafford c) Chuck Agerstrand d) Linda Keenan Answer Key: 1) e; 2) e [but the seeds were planted between 1975 & 1977 so answers b and d are also acceptable]; 3) c; 4) c HQ Political Rally On July 14, 2000, MEA held an Old Fashion Political Rally in front of the 1350 building at the MEA complex. The candidates who attended where matched with a USO member who acted as host, introducing the candidates to the staff and making them feel welcome. The candidates who attended were: Michigan Supreme Court Candidates E. Thomas Fitzgerald Marietta Robinson Edward Thomas Ingham County Circuit Court Candidate Laura Baird Congressional Candidate Dianne Byrum House of Representatives Candidates Tom Holcomb - 67th District Virgil Bernero - 68th District Paul Pratt - 69th District Gretchen Whitmer - 70th District Bits & Pieces Why vote? Several months ago a small town up north held a millage vote to resurface the village streets. The story goes that several years ago this same issue was voted on, the vote passed but the work was not done correctly. Consequently, the concrete work had to be redone and the village needed to look to its citizens to pay for the work again. The millage was turned down, it came down to three votes...an 82 year old man who believed it should have been done correctly the first time, his 81 year old best friend from high school and his 73 year old wife. Your vote does count...get out and vote November 7. USO Web Site is Coming! The USO Executive Committee has initiated plans to create a USO Web site. Imagine a day when all in-ternal communications between bargaining unit members will be done on our own Web site and not on the MEA e-mail system! Imagine a day when news flashes will be immediately available during a crisis or strike! That day is fast approaching! To start, the USO Web site will feature a home page with links like: All About USO Officers Membership/breakdown per affiliate History/creation of USO USO leader directory Meetings/Events Calendar USO Flash Newsletter Labor Links (to other NSO affiliates and labor law links) Messages from the USO President Information on available training/online training presentations Message Board Other features added could be governance documents, contracts, agenda/minutes, forums and chat rooms in a private area of the Web site, password-protected. If you have additional ideas you would like to see on your USO Web site, please contact the USO Office. Calendar September: 19 GRIEVANCE COMMITTEE 1350 Bd Room 10:00 19 BARGAINING COMMITTEE 1350 Bd Room 11:30 19 EXECUTIVE COMMITTEE 1350 Bd Room 2:00 October: 16 COMMUNICATIONS COMM. Room 2 12:30 14 CBC Riviera Hotel, LasVegas 24 GRIEVANCE COMMITTEE Room C 10:00 24 BARGAINING COMMITTEE Room C 11:30 24 EXECUTIVE COMMITTEE Room C 2:00 November: 28 GRIEVANCE COMMITTEE Room C 10:00 28 BARGAINING COMMITTEE Room C 11:30 28 EXECUTIVE COMMITTEE Room C 2:00  In this issue: (Diversity update (Why unions? (USO member spotlight CORRECTION: In the last issue of the USO Flash, the new MESSA Choices PPO plan was reported, in error, to include coverage for adult immunizations. However, the new plan only covers preventive immunizations for children through age 16. 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