Welcome to Our Local’s Web Site!

This web site has been around for several years, but, now, with the New Year 2008, we’re giving it a new look and adding lots of new content and useful information. Check back frequently for tips about your rights and responsibilities under our contract, notices about meetings and events, information about this year’s impending contract negotations and invitations to participate in charting the course of Ramsey County and our Union.

Thanks for stopping by!

-Brian Chaffin, President and (temporary) Webmaster

UNDER CONSTRUCTION

AFSCME LOCAL 151 - HOME PAGE

AMERICAN FEDERATION OF

STATE COUNTY AND MUNCIPAL EMPLOYEES

Local 151 Executive Board Officers

President/Webmaster	Brian Chaffin	266-4151
Vice-President	Steve Hildebrandt	266-3969
Treasurer	Sue Smith	266-4255
Secretary	Judy Schultz	266-7780
Member-at-Large	Terry Havican	266-3850
Clerical Representative	Tony Peterson	266-4225
Financial Worker Representative	Cindy Lindemyer	266-3665
Social Worker Representative	Becky Meyer	266-4291
Health and Safety	LeAnn Reher	266-2543
Chief Steward	Mike Banks	266-3604
Chief Steward	Dora Salazar	266-4463
Chief Steward	Suzanne Kocurek	266-4356

Local 151 Union Stewards

John Andreozzi	266-7923
Je'maria Ware	266-7784

Julie Jones	266-3637
Benjamin Maduka	266-4667
Terry Reyes	266-4849
Becky Rios	266-3923
Sandy Cochrane	266-3781
Antwyne Haywood	266-3928

Contract Survey Info Meetings

Questions on the Local 151 Contract Survey? Want to know more or clarify something on the survey? Come to one of the following lunchtime walk-in information sessions.

11:30-1:30 pm Wednesday, April 16^th, 9600 A&D, RC East

12:00-1:00 pm Thursday, April 17^th, Ramsey Room, 1919 University, MH Clinic

We will have tables set up with Union staff to help answer questions, along with a box to turn in your completed survey.

Every question is important Every voice is important

Every completed survey helps us with negotiations

Every Contract Vote Counts Your Union is U

KNOW YOUR CONTRACT!

A few words from Chief Steward, Mike Banks

Sick Leave, Not Just for Illness & Injury

While the principal use of sick leave is to provide salary while you are sick or injured our contract (article 9) provides lots of other uses of sick leave that might be overlooked. They are as follows.

Sick leave up to 40 hours in any one instance may be used as a result of serious illness of your spouse, adult children (there is no limit on minor children), parents or a person regularly residing in your immediate household when you attend their needs. “Person in your household” was designed to cover significant others but covers anyone residing in your household. Note that you may use the Family Medical Leave Act (see articles 12-13 and 12-14) or vacation after the 40 hours are up.
You may use up to 40 hours of sick leave for the birth or adoption of your child or a child residing regularly in your household. A child residing regularly in your household could be a child of a same gender or opposite gender unmarried partner or could be a grandchild or the child of anyone that resides in your home. This leave must be taken all at once and within 6 months of the birth or adoption.
If you are pregnant you can use sick leave just like any other ill or disabled employee for the period you are certified by your physician as unable to work due to pregnancy or delivery. You may use vacation or an unpaid maternity leave of up to 6 months after you can no longer use/run out of sick leave.
If you are pregnant and choose to resign due to pregnancy you can be paid for accumulated sick leave up to 120 hours.
You may use up to 40 hours of sick leave upon a death in your immediate family. Immediate family for this article means your spouse, children, parents, siblings grandchildren, grandparents or a person regularly residing in your household. It also includes the parents or siblings of your spouse and parents or siblings of anyone regularly residing in your household. Often employees are not ready to come back to work so soon after significant deaths. If you are unable to return to work due to you own medical condition caused by a death you can use sick leave as needed with an appropriate medical statement.
Full-time employees who do not use any sick leave in the three month periods Jan-March, April-June, July-Sept, Oct-Dec can choose to trade 4 hours of sick leave for either 4 hours of vacation or 4 hours of pay. Part-time employees who go the same period without using sick leave can convert sick leave to vacation or pay on a prorated basis based on what percentage of full time they have worked.
If you are on vacation and get sick you can have vacation days you were sick changed to sick days. You may need to present a written statement from a physician.
You may use sick leave to supplement Worker’s Compensation payments up to 80% of your normal daily wage.
You may use accumulated sick leave as separation pay provided you have at least 10 years of full-time service (or 20,800 hours) and at least 480 hours of sick leave. You will be paid 50% or your sick leave up to a maximum of $13,000. Note that you may also collect a smaller amount of separation pay without having 480 hours of sick leave if you have 20 years of full-time service (or 41,600 hours). See article 11 for separation pay.