East Lansing Employees move to MAPE for attention to detail at a much lower cost
By Jennifer Gomori, MAPE Editor
East Lansing Employees didn’t feel like they were getting their money’s worth from their former Union representation, so after hearing a rave review about Michigan Association of Public Employees (MAPE), they decided to switch representation.
“I didn’t know about MAPE until I was sitting down with Maureen Underhill from Novi (City Workers) who was in a
trades association with me,” said Nathan Izydorek, East Lansing Employees Local Union President. “I was talking about changing unions and was asking if we can change. She said, ‘We have been with (MAPE) a while now and I absolutely love everything about them.’ That was pretty much what led us to choose MAPE.”
East Lansing Employees liked the monthly flat fee MAPE offered compared to Union dues based on a percentage of each Employee’s wages through their former representation, United Auto Workers (UAW). They had been with the UAW since 1999.
“It was about half of what some of us were paying toward the UAW,” Izydorek said. “A lot of the members felt as though the dues were greater than what we were receiving, and there was a lot of feeling that the UAW wasn’t catering to us the way we wanted or needed them to. At the end of the day, we did not consider TPOAM (Technical, Professional, and Officeworkers Association) because of our experience with both (MAPE Legal Counsel) Bryan (Davis, Jr.) and (former MAPE Labor Relations Specialist) Gary McSweeney and the dues structure.”
The group voted 21-7 to join MAPE, however, the UAW fought the move in court, seeking a hearing with an Administrative Law Judge. “MAPE won the vote in May (2022), but there was a break when the UAW was contesting the Union change in court,” Izydorek said. “That’s why our negotiations were delayed.”
East Lansing Employees
CONTRACT
“Now, Administrative Secretaries and Associates have the ability to move up an additional two steps on the pay scale for cross-training purposes, learning duties outside their department. It’s a 4% raise each step,” said MAPE Legal Counsel Bryan Davis, Jr. “The Senior Meter Technicians also have two additional steps, if they obtain certain licensures. They can move up 4.9% each step, an approximate $5,500 annual increase if the Employee moved up both steps. There is Certification Pay for licensures and certifications paid on an annual basis for various divisions. The lowest is $125 to $1,000 annually. You can stack that up depending on certifications or licensures. The prior Boot Allowance was $150. Now, for certain Employees, it’s $250 and for others it’s $200. There’s a brand new $55 Jacket Allowance, payable every 2 years.”
“The high points of the contract are definitely the increase we were able to get for select classifications, changes to the Uniform Allowance and the Boot Allowance and cleaning up a lot of the language,” said Nathan Izydorek, East Lansing Employees Local Union President. “With Bryan’s help, veteran members said our latest contract was the most detailed and most extensive changes we’ve had since almost 25 years ago. This is my first time negotiating. I just became President in the summer of 2020, so the whole experience was very new and very eye opening. I’m happy to have somebody like MAPE and its representatives on my side to help me through the whole situation.”
Contract Duration: 2-year agreement ratified Dec. 6, 2022 and effective 7-1-22 to 6-30-24.
Wage Increases:
3% increase effective Dec. 6, 2022.
3% increase effective July 1, 2023.
- Each Employee received a one-time Hazard Payment of $500 upon contract ratification.
- Two additional pay scale steps were added to compensate Administrative Secretary/Associate Employees who receive cross training for positions outside their department. Each step amounts to a 4% increase in pay, raising the maximum pay from $52,700 to $57,000 for both steps.
- Two additional pay scale steps were added for Senior Meter Technicians after they obtain certain licensures. Each step amounts to a 4.9% increase in pay, raising the maximum annual salary from $56,000 to $61,500 for both steps.
Karoub Associates releases Michigan Government Directory for 102nd Legislature 2023-2024
Karoub Associates released the Michigan Government Directory for the 102nd Legislature (2023-2024), which features contact information for the Governor's office, Secretary of State, Attorney General, Legislature and State Department Directors. The directory also lists legislative committee members and subcommitee members.
MAPE Local President receives Heins Outstanding Leadership Award for professionalism, resolving issues in-house
By Jennifer Gomori, MAPE Editor
Redford Township Technical Workers Local Union President Kevin Bartel doesn’t back down when he’s representing his unit members, but he understands the key to resolving issues with management is professionalism.
“Kevin has done an excellent job with continuing to move his Unit forward,” said MAPE Labor Relations Specialist Jerald James. “He is very attentive to the needs of the Unit while ensuring compliance with the CBA, local bylaws, and labor law.”
Bartel received the 2022 Richard C. Heins Outstanding Leadership Award. James nominated Bartel for the honor, which is bestowed annually on a MAP, MAPE or MAFF Local Union Steward who exemplifies leadership qualities in advocating for their members. The Award is named for former MAP Executive Board President and Labor Relations Specialist Richard C. Heins, who passed away in 2019.
“I honestly am very touched,” Bartel said of receiving the Heins Outstanding Leadership Award. “I can’t believe that I did get it to tell you the truth. Really I just wanted to thank my board because without them I wouldn’t get this award and thank all the MAPE staff for their help. Every time I call, you come running. It’s a great feeling to know you have all these people behind you like that.”
James expressed his sincere appreciation of all Local Union Stewards at the MAP 38th Annual Holiday Open House Dec. 9, 2022 for doing a “tough job” without any extra pay. He outlined the additional challenges with an outgoing labor representative and potentially three Unfair Labor Practices when Bartel entered the picture.
“The entire team have been able to resurrect relationships with the Employer,” James said. “Kevin navigated a unique contract and was able to do it with a lot of internal issues going on.”
Whitmer signs legislation protecting municipal retirees, public safety
Gov. Gretchen Whitmer signed several bipartisan bills including legislation to protect municipal retirees and public safety, improve mental health standards, increase polling locations, and explore further clean energy production.
“These bipartisan bills deliver on a range of kitchen-table issues and are proof of what’s possible when we work across the aisle to put Michiganders first,” Whitmer said. “Together, we are increasing the number of corrections officers, immediately establishing stronger standards for mental health transport for involuntary hospitalizations, increasing the number of polling places available to voters, and conducting a study to determine the feasibility of nuclear energy in Michigan. Let’s keep getting it done and move Michigan forward.”
Bills signed into law which impact municipal employees and public safety include:
- SB 1041: Updates the administrative procedures act to ensure it does not conflict with the municipal employees retirement act.
- SB 1042: Provides retirees the option for a hearing to address a grievance in Municipal Employees Retirement System.
- HB 5765: Allows retired corrections officers to work as needed under certain circumstances without losing retirement allowance.
- HB 4414: Relieves the burden on counties and sheriffs by immediately allowing them to contract with a private entity to transport a person taken into protective custody by an officer to get a mental health screening or treatment.
Please click here for more details on recent legislation signed into law.
Career MAP member, longtime Firefighter shares Union background as MAPE Labor Relations Specialist
By Jennifer Gomori, MAPE Editor
After spending nearly his entire law enforcement career as a MAP member and several years as a Local Union representative, Gregg Allen is sharing his experience as a MAPE Labor Relations Specialist.
Allen was hired Oct. 3, 2022, after retiring as a Waterford Township Police Detective in July 2022. He served the department 21 years, spending the last two years as Local Union President.
“I was the Local Union Trustee for several years before becoming the Secretary for two years and then President for the last two years,” Allen said. “Initially, I wanted to get more involved with the Union so I began working as a Trustee because … there weren’t any (board) positions available. When the Secretary retired, I put in for it and got more involved with negotiations, grievances and discipline. The President later retired, but the Vice President didn’t want the position and I had more experience than him, so I ran for President.”
Allen is in his 12th year protecting his community as a Paid-on-Call (POC) Firefighter with North Oakland County Fire Authority, in Holly and Rose Township. A former POC Sergeant, he’s represented North Oakland County Firefighters Association members as an Executive Board Sergeant At Arms and Secretary for one term each. Through the Association, he’s helped with many local fundraisers for area children.
“I was a Sergeant for three years, but because I was Paid-on-Call when they hired full-time staff and couldn’t devote the amount of time needed to fulfill the responsibilities, the position was offered to a full-time member,” he said.
The issues he sees as the most pressing to Union members are retirement benefits and health care.
“A lot of our departments are going to Health Savings Accounts and that’s drastically affecting Employees and their families and forcing them to work longer,” he said. “That takes many Employees into their 60s, which shortens their lifespan by causing them more health issues (as they continue to work).”
MAPE Executive Board Officers
35th District Court Employees
CONTRACT
“Our Clerical staff got a raise which was nice. It’s a 2 percent raise and I wasn’t expecting one. Our caseload had dropped significantly,” said 35th District Court Employees Local Union President Penny Wasalaski. “The bottom dropped out when COVID hit because nobody was writing tickets because nobody was on the road, so our caseload dipped in a major way. On top of that, with the change in landlord-tenant rules, there weren’t many evictions for over a year. We haven’t completely recovered, but we did get a raise. I think we got what we got because we have fewer Clerical staff than in the past. Six years ago, we had 16 Full-Time Clerical and 3 Part-Time Clerical for a total of 19. Probation was not part of the Union at that time. We now have 13 Full-Time and 1 Part-Time Clerical in addition to 1 Full-Time and 3 Part-Time Probation Officers, for a total of 18, including Probation. Previously, we could not use Personal Time in conjunction with Vacation Time. Now, as long as it’s approved prior to the Vacation Time starting, we can. It is our time to use and they understood that. We also got some good changes made on behalf of our Part Timers. Their hourly wages were given a bump, and Part-Time accrual of Vacation Time was greatly simplified. Part Timers will now earn Vacation Time much more quickly. Vacation Time starts accruing at date of hire. They don’t have to wait a year as they did under the previous calculation.”
Contract Duration: 2-year agreement ratified Jan. 4, 2022 and effective 1-1-22 to 12-31-23.
Wage Increases:
2% increase effective Jan. 1, 2022 for Full-Time Employees except Probation Officers.
2% increase effective Jan. 1, 2023 for Full-Time Employees except Probation Officers.
$1.57 hourly increase effective Jan. 1, 2022 for Part-Time Clerical staff, to match starting wage of Full-Time Clerical staff.
2% hourly increase effective Jan. 1, 2023 for Part-Time Clerical staff.
$2.31 hourly increase effective Jan. 1, 2022 for Part-Time Probation Officers, to match starting wage of Full-Time Probation Officers.
0% increase effective Jan. 1, 2023 for Part-Time Probation Officers.
- Full-Time Probation Officers received a $250 signing bonus.
City of Jackson Employees
CONTRACT
“I was actually really surprised that we were able to get such a large pay scale,” said Eric Miller, City of Jackson Employees Local Union President. “With Tier 2 retirements, the multiplier was a big one for us too. Being able to get that quarter percent was really really big. There were a lot of good things in this contract. The pay was good. The retirement, I thought, was fantastic. For our probationary Employees, because they extended probation to 9 months, we were able to get them Holiday Pay after 30 days. Municipalities have a lot of holidays, so you are talking a lot of missed pay during the holidays. That was a big deal too for the double time pay. Probationary Employees get double time if they come in on a holiday - 12 hours of double time. Our operators used to only get paid 8 hours of double time, now they’ll get paid the entire 12-hour shift … and anything over is double time. The On-Call pay went up $25 and Shift Premium pay went up 25 to 30 cents. A lot of municipalities have been doing Stipend Pay for licenses. Now the City was able to do a nice little stipend to pay up to two licenses. It’s mainly for workers in our plants and DPW. Before the guys wouldn’t get the licenses. If they’re not going to get extra pay for these licenses, why should they go get them?”
Contract Duration: 4-year agreement ratified July 12, 2021 and effective 7-1-21 to 6-30-25.
Wage Increases:
2% increase effective July 1, 2021.
2% increase effective July 1, 2022.
Wage re-opener effective July 1, 2023.
Wage re-opener effective July 1, 2024.
- Jackson had a 2-tier pay scale. Employees hired after July 1, 2012 were all in Tier 2 at a lower pay scale. All Tier 2 Employees (42 members) were moved into the higher Tier 1 wage scale at an approximate average of $.50 per hour increase plus the 2% wage increase.
Flat Rock DPS
CONTRACT
“All in all it was a fairly simple process. Everybody was very amenable. We basically had one meeting with them and everybody was good," said Flat Rock DPS Local Union Vice President Craig Campbell. "They didn’t really take anything away from us and we got some new stuff added on. There was a little bit of questions regarding the change in length of probation. They wanted to extend it for a year … because of the work we do. (The supervisor) doesn’t know if (a new Employee) can plow if he hires them in April. He just wants a full cycle,” however, Campbell said, “You can’t have somebody not miss a day for a year. They would even miss all paid Holidays. Now, after 90 days, they get Paid Time Off. So technically they’re on probation for a year, but after 90 days you start accruing Sick Time, Personal Time and Vacation Time.”
Contract Duration: 4-year agreement ratified July 6, 2021 and effective 7-1-21 to 6-30-25.
Wage Increases:
1% increase effective July 1, 2021.
2% increase effective July 1, 2022.
2% increase effective July 1, 2023.
2% increase effective July 1, 2024.
- $2,000 signing bonus to each non-probationary member upon ratification.
Flat Rock Clerical
CONTRACT
“I’m the last one in the old group. All the other people are the hired after and I’m the hired before date. Since I’ve been here, we’ve never had Longevity and I finally got Longevity back,” said Wendy Clark, Flat Rock Clerical Local Union Vice President. “It was negotiated away - for 16 cents (raise) they got rid of Longevity. We also got a clothing allowance like all the other groups, so that’s something new for us. The major thing for all the new people is they get a 5% match on their 457 plan. (MAPE Labor Relations Specialist) Gary (McSweeney) was great and it was the first time we dealt with him. We had (MAPE Director) Fred (Timpner) for years. They’re both very responsive. It was great working with them.”
Contract Duration: 4-year agreement ratified June 16, 2021 and effective 7-1-21 to 6-30-25.
Wage Increases:
1% increase effective July 1, 2021.
2% increase effective July 1, 2022.
2% increase effective July 1, 2023.
2% increase effective July 1, 2024.
- $2,000 signing bonus to each member upon ratification.
Cleary University offers Courage and Public Service Scholarship
In an effort to support the dedicated men and women in public service careers, Cleary University is offering the Courage and Public Service Scholarship, an exclusive tuition scholarship program to attain undergraduate and graduate degrees quickly and affordably.
The 50 percent tuition scholarship is open to public service, civic and municipal employees, education professionals, first responders and emergency personnel.
Cleary offers online and in-person flexible evening classes, accepts up to 90 transfer credits and even grants credits for work experience and certifications. Complete your degree in a year or two at half the cost.
Cleary University has campuses in two convenient locations: Detroit and Howell.
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