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HAPPY HOLIDAYS
AND BEST WISHES FROM YOUR ASSEMBLY
FOR THE YEAR AHEAD
Submitted by Gerald Thomas, Assembly Delegate from Douglass and Chair of the Salary and Compensation Committee
Before discussing the most recent events affecting Rutgers A/P/S staff compensation, several people have asked me to disclose the outcome of labor negations between myself and my five year old son Justin, who as you might recall feels his weekly allowance should be raised from $1.00 to $10.00. Though reluctant to discuss this private family matter in public, I decided to do so in that it might benefit Central Administration and the faculty as they enter year three of their unresolved compensation dispute.
From my previous article, "What About That Pay Raise", I mentioned that Justin and I went into "Fact Finding" last month. Fact Finding did not resolve anything. In a desperate attempt to obtain a higher allowance prior to the Christmas holiday, Justin made several misleading statements to other neighborhood children that I engaged in unfair labor practices, and that my offer of an increased allowance to $1.25 was simply unacceptable. Last week he initiated a "hunger strike" in front of our house. Sitting down in the driveway with his legs crossed and arms folded across his chest, he professed that he would not eat any vegetables or meat at dinner. My first inclination was to tan his little bottom, but I restrained myself. My neighbors were congregating in the street watching this drama unfold, their fingers resting on the numeric keypad of cellular hand-held telephones ready to call the child welfare authorities or 9-1-1 should I initiate any disciplinary action. Smiling, I just waved to my caring neighbors and made a comment that Justin and I were having a friendly "father and son" chat in the driveway. I also restrained myself because I did not want to be the primary topic of discussion concerning child abuse on FM radio station 101.5 the next morning. Being a professional Rutgers administrator, I decided I must rely on tact, diplomacy and persuasion to resolve this growing labor dispute. I informed Justin that he could go on a hunger strike if he so wished, but if he did, then the candy in the jar on top of the refrigerator would be of no use to him and it therefore would be all mine. This did not go over very well and my wife had to intervene as a mediator. A two hour "cooling off" period followed. Ice cream was served to calm nerves and relieve tensions. We later resumed negotiations in a three hour marathon bargaining session lasting until 10:00 P.M. We finally agreed to $1.50 per week for the remainder of 1997, with a further increase to $2.00 per week starting January 1998. In August 1998, A review of the Consumer Price Index would be made to see if further adjustments were warranted, though this was non binding. Overtime would be paid only if municipal garbage pickup (Justin's work assignment is to take garbage to the street for pick up) took place the day before a legal holiday. Though my son's allowance was raised so were his responsibilities for maintaining yard cleanliness. I adjusted the family budget to offset this increased operating cost and I thought a quiet, peaceful Autumn awaited me. Unfortunately, I got hit with the "Tooth Fairy Tax" which I was informed was $5.00 per tooth. Outrageous. What ever happened to the concept of pocket change under the pillow! I conducted an informal survey of colleagues and acquaintances and to my astonishment I learned that the going rate for the Tooth Fairy is $3.00 in Camden, $5.00 in northern New Jersey and $8.00 (per tooth) in Manhattan. All of this information, I hope, will serve as a catalyst in getting hard working A/P/S staff a respectable pay raise soon. Now I will get down to the business before us.
The Salary and Compensation Committee has been working diligently on several projects this year. Ms. Claudia Farris did an outstanding job of collecting data on how employees are separated into two labor classifications "NE" or "NL". I must say after reviewing this data, I am still somewhat bewildered as to how Personnel Services is able to classify positions as either NE or NL. My first impression of this labor classification system is that it resembles the outdated social Caste system used in India to separate people into distinct socio-economic classes. The data I reviewed covered all types of businesses and occupations such as movie productions, rubber tire manufacturing and California avocado cooperatives, but no data actually exists for university employees. An Administrative Assembly member referred me to an "old timer" for the straight scoop on this employment system. The old timer I met last week had been with the university for 35 years as a staff employee. He supervises part-time employees who are responsible for sanitation of mice cages. The mice are used for research experiments here at the university. Over a cup of coffee at the Student Center, the old timer explained NL and NE to me this way. "NL" he said, meant "No Labor." People (staff employees) are eventually placed into this category because it would cost the university too much money to pay them overtime. NE people, he professed, do work hard when getting paid overtime. He went on to say that NE meant "No Effort" unless of course a NL person was in close proximity supervising the NE employee, and this is why most NE people are on a time clock -- to make sure they stay on the job all day. I found this to be quite perplexing and asked the old timer, "Don't you think it would be better to compensate people based on the quality of their work -- how well they perform their duties instead of relying on time clocks and job descriptions.?" The old timer after scratching his beard and gazing upwards thought my idea had some merit. "Yes," he said, "it would be better to pay someone more money who is proficient in cleaning animal cages than to someone who does a superficial job of it." After decades of research on compensation policies, the truth finally comes to light.
I hope you enjoyed my humor and commentaries in the preceding paragraphs, but it is time to be serious. I would characterize Administrative Assembly relations with Central Administration during most of 1996 as being somewhat strained. This year, the university Administration did take the initiative to improve communications and employer-employee relations with A/P/S staff. There has been a healthy exchange of ideas and a constructive dialog concerning the Merit Award Program, the feasibility of Pay for Performance and the need to revise annual performance evaluations. I am confident that there is common ground for making positive changes in compensation and personnel policies benefiting both the university and employees as well. Hopefully, during the course of 1998, we will be able to see some revisions to human resource policies and benefits programs. When convenient, do take a few moments to check out the Administrative Assembly's Web site http://wwwrci.rutgers.edu/~assembly/moneycom.html. The Salary and Compensation Committee has two documents on the site for your review, A Sick Leave Transfer Policy and our proposal for a revised Annual Performance Evaluation. We do invite your comments and feedback on these documents. Marcia Hansen and Alberta Molnar, both committee members, were very
instrumental in researching and preparing these proposals.
As 1997 draws to a close, I wish to thank Central Administration for their efforts in building a better relationship with university staff employees. Sometimes we are vocal and complain loudly about layoffs and benefit reductions. Possibly, we should be more grateful that isolated layoffs, downsizing and benefit reductions have been minimized. Downsizing of the university work force pales in comparison to what has taken place in the private sector.
After the holidays, I will be writing my next article, entitled "The Entitlement Mentality, An Employee- Employer Perspective." I'm sure you will find it insightful and refreshing. Until then, have a safe and happy holiday season.
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Part 2 of a two-part article submitted by Paulette Ritter, Camden Delegate
Serving on the Administrative Assembly fulfills many needs:
1. - A vehicle for developing interrelationships and an informal support system with administrators across the university.
2.
- A formal communication system through which we advise the President of our needs and concerns regarding the administration of the university, professional staff development, and employment conditions.
3.
- A problem solving procedure for representing administrative personnel in grievances.
The Assembly has taken many initiatives and made many recommendations to the university administration. The Assembly is largely responsible for the establishment of disability insurance for administrators. It was the initiative of the Assembly that led to the adoption of the university 's "Good Idea Grant Program," and the Assembly remains involved in the grant approval process. The Assembly was a moving force in the establishment of the President's Award for Excellence in Administration, and contributes to the selection of award recipients by reviewing nominations and making recommendations to the President.
The Assembly always keeps the welfare of its constituents the forefront as it moves to enhance the professional experience at Rutgers, The State University of New Jersey.
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Submitted by Sue Beaudrow, Benefits Committee
Most of you are probably aware that the Senate passed a bill a few months back which repealed the tax exempt status of TIAA-CREF. If you were not aware of this, you are now! WHAT DOES THIS MEAN? It means that TIAA-CREF no longer enjoys a tax free status which means that it now has a bigger tax bill which it must pay before it can hand out benefits. HOW DOES THIS IMPACT ON US? It is estimated that future pensions may be reduced by 5%, meaning that someone who was to receive $12,000 a year will now wind up with only $11,400.
In September, Senator Daniel Patrick Moynihan, D-NY, introduced legislation to restore the tax break for TIAA-CREF. He has two co-sponsors in the Senate and 53 sponsor in the House. Seeing how this directly impacts on those of us who are in TIAA-CREF, perhaps we could all take a minute from our busy schedules and contact our Senators asking them to support this repeal. If we don't fight for ourselves, who will? We are being given another chance to save our hard-earned pension moneys; let's all do something this time!
Please contact:
Senator Frank Lautenberg - Phone (201) 654-3030
Frank_Lautenberg@Lautenberg.senate.gov
Senator Robert Torricelli
Senator_torricelli@torricelli.senate.gov
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The following three items were submitted by Claudia Farris, Delegate from Douglass
Pension Bond Bill Becomes Law -- Public Employees Win Pension Security
After months of debate, the three-bill package providing pension security for public employees became law on June 5, 1997.
The bills significantly enhance the security of pensions for New Jersey's public employees, and for the first time secure the unfunded liability in the state's public employee retirement system at its fully funded level.
Immediately following passage of the pension bond bill, Mayor Spadora of Edison challenged it. The attorney representing Mayor Spadora argued before the Superior Court that the law allowing the sale of pension bonds is unconstitutional because it precludes voter approval for a debt in excess of one percent of the budget.
In his June 7th decision, Judge Philip Carchman ruled that the laws are constitutional.
According to he New Jersey Education Association, the bills secured public employees pension benefits more than at any other time in decades. They:
- Provided for the selling of $2.76 billion in pension obligation bonds and placing the proceeds directly into the pension system.
- Reduced the state's scheduled indebtedness by billions of dollars. The current debt for unfunded liability will now be paid off in 35 years rather than the existing 60-year payment schedule.
- Provided additional security for public employees by conforming New Jersey's pension statutes with the Internal Revenue Code, and established pension benefits as "nonforfeitable rights" when a public employee reaches five years.
NJEA strongly believes the law is a win for taxpayers because it saves $45 billion in future taxpayer dollars; a win for the state because it permits the maintenance of needed services, and a win for current and future retirees because it secures pension benefits.
Health Care Quality Act Signed
On August 7, 1997, Governor Whitman signed Bill S-269 which increases protection for health care consumers who are enrolled in HMO's and other managed care programs.
The bill increases the amount of information that must be provided by managed care operators to their health plan members. S-269 also protects doctors so they can freely advise patients without fear of penalty from the managed care network, and prohibits financial incentives to doctors for withholding health care services.
If you belong to an HMO or other managed care program and have not heard form them, you will. HIP has already inundated its members with information about its services.
Retirees' Dental Bill Awaits Action
The Assembly Appropriations Committee is considering legislation (S-119) that would permit retired members of PERS and TPAF to authorize pension deductions for participation in a group dental program.
The bill passed the Senate 40-0 earlier this year and was favorably released from the Assembly State Government Committee in May. No action has been taken since that time.
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Lambert Blunt Jackson, Assembly Vice President, Editor of The Administrator, Delegate from Camden
It has been my pleasure to serve as Vice President of the Assembly and Editor of The Administrator during 1997. The Assembly made great strides this year toward streamlining its meetings so that the maximum amount of business can be conducted in the minimum amount of time. Because committees can now hold meetings on the day of the general session, service on the Assembly is much more feasible for those of us who have to travel some distance and for all of us whose time is tight.
Another valuable addition to our structure this year was the institution of regular campus meetings of Assembly eligibles. As this process develops, it is the hope of your delegates that we will have better communication with our constituency. Your delegates need to hear from you and to take your concerns back to the Assembly floor.
Please note that we also have established a web site. You can now keep current on what is happening in the Assembly and its various committees. We can be reached at http://www-rci.rutgers.edu/~assembly.
I urge you all to get involved. Become an Assembly member. Attend general meetings when you are able. Most definitely attend your campus meetings and give input to your delegates so that your voice can be heard.
Remember, the Assembly is the only university-wide group that represents your interests as Administrative, Professional and Supervisory employees.
Thank you for allowing me to serve you.
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