I amdeepl y di st ur bed by t he act i ons of our uni on ( Teamst er s

Local 117) by what seems t o be bl at ant col l usi on wi t h t he st at e

t o st r i p us of our si ck l eave usabi l i t y and pr ot ect i on ( Ar t i cl e
23) , t wel ve hour shi f t agenda ( Ar t i cl e 16) , possi bl y hi nder i ng
out si de empl oyment ( Ar t i cl e 4. 2) , hi nder i ng i nt er mi t t ent
par ent al l eave( Ar t i cl e 24. 7) ( pot ent i al par ent al l eave conf l i ct
Ar t i cl e 24. 5) , amend def i ni t i ons t o FMLA by Depar t ment of Labor
( pot ent i al hi nder i ng of FMLA Ar t i cl e 24. 10) , and pot ent i al
annual vacat i on segment cancel at i on( Ar t i cl e 21. 6) .
Al l i n t he name of a pseudo f i ght f or an economi c package t hat
i s not even bi ndi ng t hr ough, t he so cal l ed huge vi ct or y,
i nt er est ar bi t r at i on.
Rar el y ar e t hi ngs what t hey seemat f ace val ue when i t comes t o
pol i t i cs. Wi t h t hi s i n mi nd, one has t o ask why t he Gover nor of
Washi ngt on St at e woul d wi l l i ngl y gi f t us t he pr ocl ai med
t r emendous power of i nt er est ar bi t r at i on.
Why woul d he empower t he st at e empl oyees and t hei r uni on wi t h
such l ever age t o equal t he pl ayi ng f i el d i n negot i at i ng wi t h t he
st at e? I r emember hear i ng t he r eason i s because t he Gover nor
sees t he val ue i n hi s empl oyees and gi vi ng us i nt er est
ar bi t r at i on, as wel l as, t he Teamst er s suppor t ed hi mand hel ped
campai gn f or hi mand t hat he suppor t ed i nt er est ar bi t r at i on.
The way t hi ngs seemt o be pl ayi ng out becomes ver y cl ear t hat
t hi s was al l pl anned l ong ago and t he pat h has been f ol l owed. I
bel i eve t hat t he Uni on i s i n bed wi t h t he St at e. They l obby
f or a pol i t i ci an t hat t hey wi l l event ual l y be wor ki ng wi t h. The
uni on val ues t hei r pol i t i cal power and at t he end of t he day,
t hey ar e a busi ness.
I was i nf or med r at her qui ckl y when we wer e awar ded i nt er est
ar bi t r at i on t hat i t was not a gr eat vi ct or y because i nt er est
ar bi t r at i on was onl y bi ndi ng up t o 250k. As we al l know j ust
about ever y i ssue, at l east i n t he economi c r eal m, cost s wel l
over 250K. Thi s basi cal l y r ender s i t usel ess, a so cal l ed pseudo
benef i t , an el abor at e mi sl eadi ng of i mpor t ance.
I was at a quar t er l y meet i ng wher e t he f act t hat i nt er est
ar bi t r at i on was onl y bi ndi ng up t o 250K was br ought up and
Tr acey her sel f down pl ayed t hat f act and was assur i ng on some
l evel i t woul d be f ol l owed. I f or got t he exact wor di ng because
i t has been some t i me now si nce t hen.
Now t hat we ar e i n t he pr ocess of vot i ng on our t ent at i ve CBA
agr eement wi t h t he st at e t hat t he Teamst er s Local 117 negot i at ed
ar e we abl e t o see t he under l yi ng cur r ent s and di sr egar d t he
smoot h sur f ace t hat was pr esent ed t o us.
Appar ent l y, even t hough we ar e vot i ng no on t he cont r act t he
l anguage i s goi ng t o be pushed t hr ough by i nt er est ar bi t r at i on.
I have asked t he uni on f or a copy of t hei r byl aws and what
pr ocess we as member s have t o di sput e ar t i cl es t hat we di sagr ee
wi t h i n t he cont r act onl y t o be met by a r esponse t hat r et ai ns
no r ecor d of t he conver sat i on( i n per son or by phone) . I
r equest ed t hi s i nf or mat i on i n wr i t i ng i n one of my l ast emai l s.
I amconf used because when I cal l ed PERC I was i nf or med t hat
nor mal l y how t hi s pr ocess wor ks i s: t ent at i ve cont r act vot e,
r at i f i cat i on vot e, t hen i nt er est ar bi t r at i on. I t seems t o me
t hat we ar e ski ppi ng a st ep. Al so i f t he maj or i t y of t he
depar t ment di sagr ees wi t h changes and/ or addi t i ons t o cont r act
ar t i cl es how can t hey be passed?
Thi s i s t he quest i on t hat l eads t o t he col l usi on. The r eason why
we wer e gi ven i nt er est ar bi t r at i on i s because i t means not hi ng
economi cal l y and i t guar ant ees any l anguage i n t he cont r act wi l l
aut omat i cal l y be passed r egar dl ess of t he member s vot e. Thi s was
an i r on cl ad way t o st r i p us of our si ck l eave usage pr ot ect i on
and t o sl owl y begi n t o t r ansi t i on maj or i t y of DOC i nt o t wel ve
hour shi f t s. Bot h of t hese subj ect s al ways ar e met wi t h hi gh
r esi st ance f r ommember s and hi gh pr essur e t o change f r omt he
St at e.
The Teamst er s ar e pur si ng i nt er est ar bi t r at i on i n t he name of
hi gher pay because i t has been so l ong si nce we have had a r ai se
and we f al l bel ow t he t went y- f i ve per cent i l e of wages f or
si mi l ar and compar abl e j ob wages.
Thi s way t he Teamst er s appear t o be f i ght i ng f or our f ai r l abor
wages and t he Gover nor who best owed t hi s gr eat pr i vi l ege
( i nt er est ar bi t r at i on) upon us suppor t s us and a r ai se. Thi s
l eaves l egi sl at i on t o be t he t ough l ove and r esponsi bl y par t y.
They can chose not t o pass i t because of st at e budget
const r ai nt s because i t i s not bi ndi ng. They sur e woul d l i ke t o,
but t her e i s no money. Meanwhi l e i n t he name of t hi s pur sui t f or
hi gher wages our pr ot ect i on and shi f t hour s ar e bei ng st r i pped
away f r omus.
When I expr essed my concer ns of r emovi ng t he si ck l eave
def i ni t i ons f or abuse, r ef er ence i n per f or mance eval uat i on, and
t he f act t hat mer e hour s of ut i l i zat i on i s not suf f i ci ent t o
det er mi ne abuse bei ng r emoved, I was t ol d, i t was t r aded f or
Ar t i cl e 26. 6.
I t was agr eed t o so empl oyees on L&I woul d not have t o pay back
t he per cent age of si ck l eave used when on L&I . The quest i on I
have i s t hi s: I f t he st at e i s al ways f i ght i ng economi c
expendi t ur es, t hen how much mor e do t hey gai n f r omt he r emoval
of t he si ck l eave pr ot ect i on and t he addi t i ons t o t he cur r ent
cont r act ?
Ei t her t he L&I i s not consi der ed a gr eat expense or t hey gai n
mor e t han t hey l ose by doi ng i t . I bel i eve t hey ear n mor e
t hr ough t he t wel ve hour shi f t s, t he er osi on of our si ck l eave
pr ot ect i on ( Ar t i cl e 23) , t he pot ent i al annual vacat i on segment
cancel l at i on, The Depar t ment of Labor abi l i t y t o amend FMLA,
hi nder i ng out si de empl oyment , and subj ect i ng i nt er mi t t ent
par ent al l eave t o t he ar bi t r ar y deci si on of t he appoi nt ed
aut hor i t y ( whi ch seems t o cont r adi ct t he par ent al l eave ar t i cl e
24. 5) .
I woul d l i ke t o addr ess Ar t i cl e 23 at t hi s t i me. By r emovi ng t he
def i ni t i on of unschedul ed l eave abuse ( a. k. a. si ck l eave) and
t he r equi r ement s t o aut hor i ze r ef er ence t o i t i n a per f or mance
eval uat i on l eaves t he empl oyee wi t h l i t t l e t o no r ecour se.
The def i ni t i on now becomes what ever management deems i t . I t can
be det er mi ned by mer e hour s used, usi ng mor e t han ear ned ( usi ng
16 hour s i n a mont h when onl y 8 was ear ned) , si ck l eave bal ance,
and now i t can be r ef er enced at any poi nt i n a per f or mance
eval uat i on. The onl y l i mi t t o t hi s i s t he i magi nat i on of
management and t he pr ot ect i on of FMLA pendi ng f ut ur e amendment s
( Ar t i cl e 24. 10) .
I was t ol d t hat even t hough t hi s was gi ven away, not t o wor r y,
i t was made cl ear t hat t he t hi r t y day cl ause woul d not be
negot i at ed and t hat we have st at e l aws ( RCW s and WAC s) t hat
woul d pr ot ect us.
My r epl y t o t hi s i s t hat t he t hi r t y day cl ause i s r ender ed
compl et el y usel ess by t he depar t ment pl aci ng gr eat pr essur e t o
meet wi t h and document empl oyees l eave ever y t hi r t y days. Thi s
i s a f al se si nce of pr ot ect i on and when t hey t ar get someone t hat
r ef uses t o compl y or use t hei r l eave as needed by t hei r
ci r cumst ances, t r ust me, t hey wi l l be on t op of t he t hi r t y days.
As f or t he RCW s and WAC s go, I bel i eve we have st at e and
f eder al l aws t hat mandat e we have l unch br eaks. How di d t hey
r emove t hose?
Ever ask t hemwhat t he or der of aut hor i t y i s f or CBA ver sus
RCW s and WAC s? I bel i eve a col l ect i ve bar gai ni ng agr eement
super sedes t he RCW s and WAC s unl ess t her e i s a speci f i c
r ef er ence t o t hemi n t he CBA. Once agai n i nqui r y i s met wi t h
smoke and mi r r or s. Anyt hi ng t o appease i n t he moment and l essen
r esi st ance t o t he col l usi on and agenda of t he Uni on and t he
St at e.
Ar t i cl e 16 wor ks i n conj unct i on wi t h Ar t i cl e 23. By goi ng t o
t wel ve hour shi f t s i t t akes t wo mont hs t o ear n one shi f t of f .
Thi s r educes t he abi l i t y t o use si ck l eave. I al so bel i eve t hat
by sl owl y i nt egr at i ng t o t wel ve hour s shi f t s i t may ver y wel l
r educe t he number of st af f posi t i ons t o r un t he pr i sons.
Dependi ng on t he st af f i ng model chosen.
I f t hi s i s t he case t hen al l of t hi s f ol l ows t he LEAN phi l osophy
of WMS and t he St at e. Al l upper l evel posi t i ons r ef er ence t hi s
pr ocess and phi l osophy ( LEAN) . I t i s a hi ghl y sought af t er cost
r educi ng, ef f i ci ency i mpr ovi ng and sust ai nabl e pr act i ce.
I n r egar ds t o t he t wel ve hour posi t i ons/ uni t s I have hear d
don t bi d t hem. I bel i eve t hat i s goi ng t o be a l ot har der t o
avoi d i n t he next decade. I see a sl ow but st eady t r ansi t i on t o
t wel ve hour s shi f t s. As l ong as a uni t i s openi ng and i t i s not
i n conj unct i on wi t h a uni t cl osi ng, i t wi l l be a t wel ve hour
shi f t uni t .
I al so hear how many new uni t s can t hey bui l d? I have wi t nessed
what const i t ut es new posi t i ons and can onl y i nf er t hat t he same
pr ocess wi l l be used wi t h uni t s. I n or der f or a posi t i on t o be
cl assi f i ed as a new posi t i on i t needs a new posi t i on number ( bi d
number ) i n t he syst em.
So, coul d t hey not shut down a uni t t o r emodel or what ever ,
r eopen t he uni t change t he name and posi t i on number s and make i t
t wel ve hour s? I bel i eve based on new posi t i on cr i t er i a t hey can
and wi l l i n f act do t hi s wi t h ol der uni t s t hat do not meet t he
gr een st andar d.
Thi s woul d put al l new uni t s r unni ng t wel ve hour shi f t s and
al l ow f or a sl ow t r ansi t i on t o ol der uni t s r unni ng t wel ve hour
shi f t s.
Now i ncl ude Ar t i cl e 4. 2 out si de empl oyment . Why change t hi s
ar t i cl e t o i ncl ude t he empl oyee wi l l nor mal l y be not i f i ed i n
wr i t i ng wi t hi n t went y- one cal endar days of t hei r submi ssi on of
t he appr oval , deni al or st at us of t he r equest ? Thi s i s a f ai r l y
si mpl e pr ocess, i t onl y r equi r es t he si gnat ur e of your
super vi sor and t he appoi nt ed aut hor i t y.
Wi t hi n t he l ast year , at l east at WSP, over t i me has been ver y
har d t o obt ai n. I bel i eve t hat t hi s was done t o hi nder out si de
empl oyment possi bl y t o pr event t ur nover or empl oyee bur nout f r om
wor ki ng t oo much ( savi ng on unschedul ed l eave) . Wi t h a wai t i ng
per i od t hat can be ext ended up t o t went y- one days i t becomes
har der t o obt ai n out si de empl oyment unl ess you have an empl oyer
wi l l i ng t o wai t f or you and your appr oval because you cannot
wor k a second j ob unt i l appr oved.

I n anot her move t o save on over t i me expenses dur i ng hi gh vol ume
t i mes of t he year , ent er s Ar t i cl e 21. 6 vacat i on sel ect i on. The
wor di ng Empl oyees wi l l compl et e a l eave r equest f or mno l ess
t han t hi r t y days pr i or t o any appr oved vacat i on segment t aken
has been added. Does t hi s mean i f t her e i s no l eave sl i p t hi r t y
days or l onger i n advance t he vacat i on segment can be cancel ed?
I have seen i t t ake ar ound seven year s, gi ve or t ake, t o get t he
per sonal hol i days and CBA days cor r ect . I t t ook t he uni on t hat
l ong t o f i nal l y go t o ar bi t r at i on over t he i ssues t hat kept
ar i si ng f r ommanagement denyi ng use of and vi ol at i ng t hese
cont r act ual benef i t s.
Do you r eal l y expect t hi s ar t i cl e t o go any di f f er ent t han t he
l at t er t wo? I do not . I see t hi s al l owi ng t hemt o cancel
vacat i on segment s when per sonal hol i days and CBA days have
pushed appr oval past avai l abl e r el i ef f or t hese days ( segment s) .
Anot her way t o save money f or t he st at e.
Woul d t hey have appr oved Ar t i cl e 21. 12 addi t i on I n t hose cases
wher e al l sl ot s ar e used by Cor r ect i onal Of f i cer s, one
addi t i onal CBA day, per day, wi l l be gr ant ed f or Cor r ect i onal
Ser geant s wi t hout t he addi t i on i n Ar t i cl e 21. 6 ( annual segment
l eave sl i p submi t 30 days bef or e) ?
Woul d t hey have st r uck t he 14 day not i ce t o r esi gni ng and
r ecei vi ng unused annual vacat i on pay f or mAr t i cl e 21. 15 i f t hey
ar e not maki ng mor e of f of t he cont r act compr omi ses of t he
Uni on?
Once agai n t he St at e f i nds a way t o save at our expense and t he
Uni on j ust gi ves i t t o t hemi n t he name of pur sui ng and
bar gai ni ng har d f or a wage i ncr ease t hat i s not even bi ndi ng.
Ent er s Ar t i cl e 24. 7, st at i ng t hat i nt er mi t t ent par ent al l eave i s
on a case by case basi s and t he appoi nt ed aut hor i t y must appr ove
t he schedul e.
Request s f or i nt er mi t t ent l eave t o car e f or and/ or bond
wi t h a nat ur al newbor n, f ost er , or adopt ed chi l d wi l l be
consi der ed on a case- by- case basi s. Bef or e such
i nt er mi t t ent l eave i s t aken, t he appoi nt i ng aut hor i t y or
desi gnee must appr ove t he schedul e t o be wor ked

Ar t i cl e 24. 5 st at es par ent al l eave wi l l be gr ant ed t o t he
empl oyee f or t he pur pose of bondi ng wi t h hi s/ her nat ur al
newbor n, adopt i ve or f ost er chi l d. I s t her e a conf l i ct bet ween
t he t wo?

I bel i eve so because i nt er mi t t ent l eave i s mor e common t o use,
i t r educes t he t ot al t i me of l eave wi t hout pay. Thi s i s anot her
met hod wher e t he st at e r et ai ns money at t he empl oyee s expense.
I t al l ows management t o r ef use t o gi ve t he empl oyee par ent al
l eave based on t he f act t hat i t i s i nt er mi t t ent and i t i s a case
by case basi s ( ar bi t r ar y management di scr et i on) . Thi s can be
used t o t ar get empl oyees t hat do not go wi t h management s st at us
quo.

Ar t i cl e 24. 10

Def i ni t i ons used i n t hi s ar t i cl e wi l l be i n accor dance wi t h
t he FMLA and WFLA. The par t i es r ecogni ze t he Depar t ment of
Labor coul d i ssue f ur t her def i ni ng t he amendment s t o FMLA.
The Empl oyer and empl oyees wi l l compl y wi t h exi st i ng and
any adopt ed FMLA r egul at i ons and/ or i nt er pr et at i ons.

What does t hi s even mean? Does t hi s gi ve t he Washi ngt on St at e
Depar t ment of Labor t he power t o r edef i ne FMLA? Coul d t hi s
pot ent i al l y nar r ow t he qual i f i cat i ons t o obt ai n FMLA, t hus
r educi ng t he amount of empl oyees on FMLA? Why doesn t t he uni on
gi ve us a cont r act wi t h an out l i ne of t he possi bl e and pr obabl e
i mpl i cat i ons of t he ar t i cl es we ar e vot i ng on? I see pot ent i al
t o l i mi t FMLA as much as t hey can, t her e i s a gr eat economi c
i ncent i ve t o do so and wi t h t he r emoval of si ck l eave pr ot ect i on
t hi s wor ks per f ect l y t oget her .

I t i s i n my per sonal opi ni on t hat we have gi ven away ever yt hi ng
i n our cont r act t hat i s i mpor t ant f or mar gi nal at best gai ns and
t he smoke and mi r r or s of a wage i ncr ease t hat cannot even be
t echni cal l y enf or ced or even f unded accor di ng t o Washi ngt on
St at e Gover nment .

The benef i t s of annual shop st ewar d t r ai ni ng, abi l i t y t o r ef use
vol unt ar y over t i me f or t he next schedul ed shi f t i f i t i s a
par t i al , ext endi ng t he r est per i od f r om8 hour s t o 10 hour s f or
maxi mumover t i me excl udi ng pai d meal br eaks f or over 16 hour s,
Ar t i cl e 18( ext ended dut y assi gnment , mi ni mumr est of 5 hour s,
and r et ai ni ng spot on l i st ) , addi t i onal CBA day f or Sgt . ,
r emoval of 14 day not i ce t o r ecei ve unused annual vacat i on
monet ar y compensat i on, and f ul l si ck t i me f or L&I i s not even
cl ose t o t he val ue t hat t he st at e has r ecei ved f r omt he uni on
compl et el y deci mat i ng our cont r act .

I f i nd a gr eat i r ony i n t hi s si t uat i on because of an ar t i cl e
post ed on t he Teamst er s Local 117 websi t e.

http://www.teamsters117.org/harris_v_quinn_and_the_threat_to_your_union

I f you f ol l ow your uni on s expenses and f i nanci al r epor t s f i l ed
wi t h OLMS you wi l l not i ce t hat l ast year pol i t i cal l obbyi ng and
or gani zi ng expense al most doubl ed f r omt he pr evi ous year f r om
ar ound 182k t o ar ound 315k. I bel i eve Har r i s v Qui nn was t he
r eason.

I n t he ar t i cl e Spencer Thal ( l ead at t or ney f or Teamst er s Local
117) wr ot e cont ai ned t he f ol l owi ng t wo l i nes:

The i ssue i s uni on secur i t y

The Supr eme Cour t s deci si on i n Har r i s v Qui nn makes i t
cl ear t hat t hey wi l l suppor t a gr adual er osi on of uni on
secur i t y.

I f i nd t he dar k humor i n t hi s as a cor r ect i onal of f i cer because

t hr ough t hi s cont r act negot i at i on t he f ol l owi ng can be sai d:
The i ssue i s empl oyee secur i t y
The Teamst er s Local 117 col l ect i ve bar gai ni ng agr eement
makes i t cl ear t hat t hey suppor t t he r api d er osi on of
empl oyee secur i t y.
By t hi s cont r act t hey have opened Pandor a s Box pot ent i al l y:
r emovi ng si ck l eave pr ot ect i on, par ent al l eave benef i t
( i nt er mi t t ent ) , l ess annual vacat i on, 12 hour shi f t s agai nst t he
maj or i t y of at l east WSP, l ess empl oyment posi t i ons, har der t o
qual i f y f or FMLA, har der t o obt ai n out si de empl oyment , a
compl et e empl oyee benef i t / r i ght er osi on f or a pseudo economi c
wage i ncr ease t hr ough a decept i ve i nt er est ar bi t r at i on cl ai m.
I have cont act ed PERC i n r egar ds t o t he l anguage passi ng on a
cont r act we al l ( pr oj ect ed) vot ed no on. The onl y r ecour se i s t o
r equest / pet i t i on t he uni on about t he ar t i cl es we di sagr ee wi t h.
To r equest t he uni on byl aws. Out si de of t hi s t her e i s basi cal l y
not hi ng we can do. The onl y ot her opt i ons ar e t o A) vot e new
r epr esent at i on i n t hi s comi ng J une or B) vot e out t he whol e
execut i ve boar d next el ect i on.
I have pet i t i oned t he uni on t o open ar t i cl es up t o vot e and f or
a copy of t he uni on byl aws. Her e ar e my r esponses so f ar ( not
acknowl edgi ng my r equest f or a copy of t he byl aws or pr ovi di ng
t hemand what I i nt er pr et as a r ef usal t o answer my quest i ons i n
wr i t i ng. Onl y wi l l i ng t o communi cat e wi t h no r ecor d. ) ( I al so
f i nd i t f unny ever yone except Mi chel l e i s out of t hei r of f i ce
dur i ng t hi s vot e) :

Request to put specific articles of the CBA (2015-2017) to member
vote
jason parker <jwparker33@gmail.com>Thu, Aug 7, 2014 at 11:33 AM
To: Tawny Humbert <Tawny.Humbert@teamsters117.org>, Michelle Woodrow
<michelle.woodrow@teamsters117.org>, Tracey Thompson <tracey.thompson@teamsters117.org>
I writing to request to put two CBA (2015-2017) articles to member vote. I have spoke with a lot of
employees
who do not agree with the negotiation to these articles: 16 and 23. These articles need to be voted
on
separately from the rest of the contract and economic factors.
I am also requesting a current copy of the union bylaws.
I look forward to your response, thank you for your time.
Sincerely,
J ason Parker
Michelle Woodrow <Michelle@teamsters117.org>Thu, Aug 7, 2014 at 11:40 AM
To: jason parker <jwparker33@gmail.com>, Tawny Humbert <Tawny.Humbert@teamsters117.org>,
Tracey
Thompson <tracey@teamsters117.org>
Jason,
Weshouldtalk.Iwanttohavetheopportunitytoexplainthevotingprocesstoyouaswellas
interest
arbitration.IamcurrentlyinWallaWallaandwillbeatWSPalldaytodayandmostof
tomorrow.Let
meknowyouravailability.
Michelle
Michelle Woodrow | Director of Corrections & Law Enforcement
Teamsters Local
jason parker <jwparker33@gmail.com>Thu, Aug 7, 2014 at 11:53 AM
To: Michelle Woodrow <Michelle@teamsters117.org>
From what I am hearing...the tentative agreement is going to go through. Only the economic
proposal is going
to interest arbitration.
Depending on internal union bylaws my understanding is: vote tentative agreement, vote ratification
agreement, interest arbitration which is binding to both sides pending legislation specific issues.
If I am wrong please let me know. If the whole contract is not up for review or specific articles that
fellow
members may not agree with let me know please.
Request to put specific articles of the CBA (2015-2017) to member
vote
jason parker <jwparker33@gmail.com>Thu, Aug 7, 2014 at 12:02 PM
To: Michelle Woodrow <Michelle@teamsters117.org>
To my understanding, requesting or petitioning the union to have specific articles that members may
not
agree with is the only action of recourse. The other alternative is a year out: decertify or switch
representation;
which neither is a practical solution. There are many employees that do not agree with the
implications that
articles 23 and 16 may bring with them. So, if there is no way for members to express their voices on
certain
articles that a small group of union representatives negotiated with out consulting the mass of
members let
me know please.
Can articles 23 and 16 be selectively voted on by the members?
Can these articles be requested to be changed?
If the members do not agree with them, what is the recourse for them with the union?
What is the level of accountability for a union that negotiates against their members best interest or
collective
voice if given the chance to speak on the subject?
What is the value of a raise that brings potentially a more hostile working environment?
Why not put out a survey for all members on each article that was changed? Why not get the true
numbers of
your members and their thoughts and feelings?
The way the union is set up, there is no platform for solidarity except for the issues the union tries to
unite for.
We have no forum, no voting system for individual articles, no transparency in negotiations, and no
true
representation of the numbers.
I look forward to answers to these questions. Thank you for your time.
Sincerely,
J ason Parker
jason parker <jwparker33@gmail.com>
FW:
4 messages
Parker, Jason W. (DOC) <jwparker1@doc1.wa.gov>Fri, Aug 8, 2014 at 1:07 PM
To: "jwparker33@gmail.com" <jwparker33@gmail.com>
_____________________________________________
From: Parker,JasonW.(DOC)
Sent: Friday,August08,201410:45AM
To: michelle.woodrow@teamsters117.org
Subject:
Whysuchadelayedresponsetotheseimportantquestions?Doestheunionnothave
proceduresin
placeforsituationslikethis?
The Washington Department of Corrections is increasing the security level for email messages
containing
confidential or restricted data. A new Secure Email Portal is being implemented. Outbound email
messages
from DOC staff that contain confidential or restricted data will be routed to the portal. A notification of
the
secured message will be delivered to the recipient.
Click on the following web link for more information.
http://www.doc.wa.gov/business/secureemail.asp
Parker, Jason W. (DOC) <jwparker1@doc1.wa.gov>Fri, Aug 8, 2014 at 1:07 PM
To: "jwparker33@gmail.com" <jwparker33@gmail.com>
From: Parker,JasonW.(DOC)
Sent: Friday,August08,201412:57PM
To: 'MichelleWoodrow'
Subject: RE:
Icantgettheinfoinanemail?
From: MichelleWoodrow[mailto:Michelle@Teamsters117.org]
Sent: Friday,August08,201411:11AM
To: Parker,JasonW.(DOC)
Subject: RE:
Jason,
IveofferedtocontactyouwhileImhearanddidnotgetaresponse.Imflyingouttodaybut
youcan
callmethisafternooninmyoffice.Ishouldbetherearound1500.
MIchelle
Michelle Woodrow | Director of Corrections & Law Enforcement
Teamsters Local Union No. 117
14675 Interurban Avenue South, Suite 307 | Tukwila, WA 98168
Cell: 253-381-2990 | Office: 206-441-4860 ext. 1264 | Toll Free: 888-872-3489 ext. 1264 | Fax: 206-
441-3153 | Web Site: www.teamsters117.org
Fighting for workers rights!
Teams ters Local Union No. 117 C onfidentiality Statement
This mes sage and any attached files might contain confidential information protec ted by federal and s tate law. The information
is intended only for the use of the individual(s) or entities originally named as addressees. The improper disclosure of such
information may be subject to c ivil or c riminal penalties. If this message reached you in error, please contact the sender and
des troy this mes sage. Dis c los ing, copying, forwarding, or dis tributing the information by unauthorized individuals or entities is
s tric tly prohibited by law.
From: Parker,JasonW.(DOC)[mailto:jwparker1@DOC1.WA.GOV]
Sent: Friday,August8,201410:45
To: MichelleWoodrow
Subject:
Whysuchadelayedresponsetotheseimportantquestions?Doestheunionnothave
proceduresin
placeforsituationslikethis?
The Washington Department of Corrections is increasing the security level for email messages
containing
confidential or restricted data. A new Secure Email Portal is being implemented. Outbound email
messages
from DOC staff that contain confidential or restricted data will be routed to the portal. A notification of
the
secured message will be delivered to the recipient.
Click on the following web link for more information.
http://www.doc.wa.gov/business/secureemail.asp
The Washington Department of Corrections is increasing the security level for email messages
containing
confidential or restricted data. A new Secure Email Portal is being implemented. Outbound email
messages
from DOC staff that contain confidential or restricted data will be routed to the portal. A notification of
the
secured message will be delivered to the recipient.
Click on the following web link for more information.
http://www.doc.wa.gov/business/secureemail.asp
Parker, Jason W. (DOC) <jwparker1@doc1.wa.gov>Fri, Aug 8, 2014 at 1:07 PM
To: "jwparker33@gmail.com" <jwparker33@gmail.com>
From: Parker,JasonW.(DOC)
Sent: Friday,August08,201412:57PM
To: 'MichelleWoodrow'
Subject: RE:
Ok,IwillwaitformyunionbylawsandgiveouttheinfoIhavefromperc.Thanksforyourhelp.
[Quoted text hidden]
[Quoted text hidden]
Parker, Jason W. (DOC) <jwparker1@doc1.wa.gov>Fri, Aug 8, 2014 at 1:07 PM
To: "jwparker33@gmail.com" <jwparker33@gmail.com>
From: Parker,JasonW.(DOC)
Sent: Friday,August08,201412:59PM
To: 'MichelleWoodrow'
Subject: RE:
Iwillbeforwardingtheseemailsandmyemailsfrompercregardingthedebateofnocontract
betweendecertifyandnewrepresentation(employeesassociation)formDelrosa.Youcansend
me
theinformationinwritingthatIrequested.Iamnotdoinganythingwithoutarecordfor
something
thisbig.

PERC Conver sat i on:
jason parker <jwparker33@gmail.com>
Switching union representation
jwparker33@gmail.com <jwparker33@gmail.com>Fri, Aug 8, 2014 at 9:59 AM
To: "J ason W. Parker" <jwparker1@doc1.wa.gov>
Sent from my iPhone
Begin forwarded message:
From: "de la Rosa, Dario (PERC)" <Dario.delaRosa@perc.wa.gov>
Date: August 8, 2014 at 9:23:26 AM PDT
To: "jwparker33@gmail.com" <jwparker33@gmail.com>
Subject: RE: Switching union representation
Mr.Parker
MynameisDariodelaRosa,andIhandleelectionsforPERC.Ihaveprovidedanswersto
yourquestionbelowwithyouroriginalemail.
Ifyouhaveanyfurtherquestions,pleasedonothesitatetocontactme.
Dario de la Rosa
Representation Case Administrator
Public Employment Relations Commission
(360) 570-7328
dario.delarosa@perc.wa.gov
From: PERC, info - filing (PERC)
Sent: Thursday, August 07, 2014 11:47 AM
To: Downing, Mark (PERC)
Subject: FW: Switching union representation
Majel Boudia, Executive Assistant
Public Employment Relations Commission
(360) 570-7311
majel.boudia@perc.wa.gov
From: jasonparker[mailto:jwparker33@gmail.com]
Sent: Thursday,August07,201411:40AM
To: PERC,infofiling(PERC)
Subject: Switchingunionrepresentation
I have a question regarding union representation. If we can find a member to step in and
represent us if a vote goes through how does the contract work?
Ithinkwhatyouareaskinghereisiftheemployeechoosetoformtheirownorganization
tobecometherepresentativeoftheemployeesinthebargainingunit.Ifthatisthecase,
thentheemployeesortheirdesignee(suchasanattorney)areresponsiblefor
maintenanceofthecontractinexactlythesamewayyourcurrentunionis.Thisincludes
grievances,negotiations,etc.
If we select decertify: we are a year without a contract or union representation. Our employer
can have free run of anything they decide.
Yes,ifyoudecertify,theemployermaychangeanytermorconditionofemployment
wheneveritwantsprovidedthatconditionisnotalreadycontrolledbytheoperationof
anotherstatuteorlaw.
If we select new representation:
Does the current contract stay in effect to allow time for the new union to negotiate a
contract with the employer?
Yesandno.Ifyouselectnewrepresentation,thecurrentcontractactuallybecomesnull
andvoid.However,theemployerisalsorequiredtomaintainthestatusquountilanew
contractisnegotiated.Thestatusquoismostofthetermssetforthintheoldcontract.
Sowhilethereisnoactualcontact,themostoftheoldcontractsetsthebaselinefrom
whichnegotiationsbegin.
Does a contract with the new Union go immediately into effect?
No,asIexplainedabove,thenewunionneedstonegotiateanewcontract,butthe
startingpointforthosenegotiationsarethetermsandconditionsthatweresetbythe
previouscontract.
How does the limbo period of new union representation affect employee representation and the
current contract that was voted in/ or a new contract (how long to take effect?)
Iamnotsurewhatyouareaskinghere.Ifanewunionisvotedin,thentheemployerhas
tostartnegotiatingwiththatnewuniononanewcontract.Formostjurisdiction,the
contractwillgointoeffectoncebothsidescompletenegotiations.Forstateemployees,
thelegislaturehastofundtheagreement,andthenthecontractwouldgointoeffect.
(again,Ithinkthisiswhatyouareasking,ifnot,pleaseclarify).
If you need clarification on my questions, please let me know.
Thank you for your time.
Sincerely,
J ason Parker
I woul d l i ke t o t hank you f or t he t i me i t t ook you t o r ead t hi s.
I amnot a l awyer or exper i enced i n CBA cont r act s, t hi s i s j ust
my per sonal opi ni on and per spect i ve. I bel i eve i f t he uni on does
not r at i f y t he cont r act t hen we ar e l ef t wi t h t wo opt i ons: new
r epr esent at i on or vot e t hemout .
I t i s t i me t hat we uni t e as a gr oup and pr ot ect our r i ght s and
our cont r act . The Teamst er s Local 117 wor k f or us, we don t wor k
f or t hem( not my own wor ds) .
Pl ease shar e t hi s. We need t o communi cat e t hr oughout t he st at e
and f aci l i t i es. I f t he maj or i t y want t hi s t hen so be i t , i f not
we need t o f i ght t hi s.

Si ncer el y,
J ason Par ker