OUR HISTORY

At the end of the 1980 Winter Olympics held in Lake Placid local and state officials realized that the venues created or overhauled for the Olympics were valuable assets to the north country and needed to be maintained and indeed used for the training of future Olympic athletes. The problem was that neither the Town of North Elba nor the Village of Lake Placid had the financial or managerial ability to operate the venues.

Through lobbying efforts in Albany the State of New York enacted Title 28 of the Public Authority Laws creating the New York State Olympic Regional Development Authority (ORDA). ORDA’s mission, in part, is to “insure optimum year-round use and enjoyment of these facilities to the economic and social benefit of the Olympic region and to minimize the financial burden on the state and local governments in the maintenance and operation of these facilities by means of maximizing revenue opportunities for their support”. As an Authority the newly created entity reports to the Governor’s Office of Employee Relations (GOER) of the Executive branch in the State government.

The creation of ORDA combined employees of the Town of North Elba and the NYS Department of Environmental Conservation (DEC) under one entity. As an Authority (defined in NYS Laws as a Public Benefit Corporation) those employees were entitled to representation by a Union. CSEA was chosen to be that representation and CSEA Local 059 was formed. In 1985 ORDA was given permission by the state to ‘operate, maintain and manage’ Gore Mountain Ski Area in Johnsburg. Prior to 1985 Gore Mountain was operated by the DEC. At that time the Gore employees formed CSEA Local 060 and together with Local 059 comprise the labor force involved in the struggle we are experiencing today.

THE SOURCE OF THE PROBLEM

An Interim Agreement between ORDA and CSEA, as well as mandated by Title 28, allowed employees previously employed by DEC and the Town of North Elba the right to transfer employment to ORDA with no loss of salary, wages, savings or pension rights. All well and good and as it should be, however immediately after the expiration of the Interim Agreement and during negotiations for subsequent contracts, ORDA asserted that as employees of an authority we were ‘quasi’ state employees and therefore not entitled to wage increases equivalent to ‘normal’ state employees (those employed by DEC, NYSDOT etc.) To our discredit starting wage rates for new employees were allowed to be set at a ridiculously low amount even for the 1980’s.

As a result ORDA, over the years, has traditionally given only minimal percentage increases to our employees while ‘normal’ state workers have enjoyed much larger increases. This disparity between the two groups has, after 25 years, placed Locals 059 and 060 25% to 40% behind employees of the state that perform identical or comparable work. The only approving body for these minimal increases has been the ORDA Board of Directors.

This at a time in the history of our state when the impact of cost of living, cost of health care and cost of quality of life have increased enormously and quickly outpaced the subsistence wages paid to ORDA’s dedicated employees.

THE SOLUTION

The solution to this unconscionable impasse is two fold.

First ORDA must be required, either by itself or through the efforts of the State Legislature, to fulfill the mandate placed on it by Title 28.

“insure optimum year-round use and enjoyment of these facilities to the economic and social benefit of the olympic region and to minimize the financial burden on the state and local governments in the maintenance and operation of these facilities by means of maximizing revenue opportunities for their support”.

The Authority’s stock response to this is that ‘we’re required to put on a certain amount of events each year that we know will lose money.’ And indeed if you read Article 28 that is true……but no where in Article 28 does it say money losing events are the only events that can be held. Quite the opposite!!! After 25 years of operation ORDA has yet to formulate a plan that allows them the opportunity of “maximizing revenue opportunities for their support”.

The over 200 full time, year round employees and, innumerable seasonal members of Locals 059 and 060 comprise a significant economic and social group in the economy of the north country. The fact that ORDA has failed for over 25 years to fulfill its mandate is not our fault!!!! The time to stop making us pay for the failings of others is now!!!!

Secondly it's time to put the pressure on our elected representatives!! The very people we send to Albany to represent our interests have for years neglected that duty. It's time our elected representatives realize that with over 200 full time, year round employees working at the 4 north venues combined with Gore Mt. our presence at the polling place can be substantial in any upcoming elections. Add to the number of employees all their families, friends and acquaintances and you'll see we hold the power to change our future. ALL WE HAVE TO DO IS USE IT!!!

WHAT CAN YOU DO?

First of all we wouldn’t expect you to take our word for everything you’ve just read. Research what you’ve read, check the facts. As you travel between venues ask the employees, talk with them…..you’ll get honest answers. If you live in the north country, ask those of us who work for ORDA. We’re your friends and neighbors, you see us everyday, you know the cost of living in this beautiful north country and the sacrifices we all make.

Thank you again for your interest and time.

William L. Shurter
President, CSEA Local 059

Kevin S. Kleffmann
Vice President, CSEA Local 059

AN UNUSUAL TWO-YEAR CONTRACT.

Although it may appear to be a little late I'm including a run down of our new 2 year contract under this heading. I apologize for the delay and other than just needing to get away from this machine for a few weeks I have no excuse.

You all know by now know the "numbers" of the contract: 3% + a 2% "structural adjustment" retro-active to April 1st 2007 equaling 5% overall, another 3% effective April 1st 2008 with the new contract expiring on March 31st 2009. 15 months away!!!!

The amount of time employees is allowed to save in their sick time has been increased. Although the State limits the maximum allowable time to be applied to health care and other retirement services to 165 days, we increased the amount of time an employee mat accrue to 215 days. This allows an aging employee, who may be encountering health care problems a 'bumper' when she/he approaches retirement age and gives them more time available if she/he does get ill.

Employees who are scheduled to work a Holiday now have the choice of being paid for the holiday in their next check or "hanging up" those 8 hours for future use. Any time saved must be used by the employee anniversary date or they will automatically be paid out for it. This is a benefit not even the Management Confidential employees have.

Employees formerly covered under Civil Service Law Articles 75 and 76 now have the full protection of arbitration in matters of discipline. This represents a large change in the procedure, and fairness of that procedure, to our long time employees.

Injury Leave for employees suffering injuries at work that require Worker Comp payment will be easier for the employee to understand. Changes have been made in the manner and method of payments paid to employees when injured. The process requires some detailed explanation and anyone with questions should call either David McKillip or Bill Shurter.

The Travel, Lodging and Meal expenses were formalized to conform with New York State allowable payments. These expenses have been at the original 1982 levels for the last 25 years and had never been changed.

As I said at the start, we are only 15 months away from the expiration of this new contract. Now is the time for any member who has ideas about what should be changed in he future to get in touch with me. Our position is that we are never really leaving negotiations and our battle continues!!!

WHAT'S ON THE HORIZON?

I am currently working on a FOIL (Freedom of Information Law) request to be submitted to DEC in regards to Bellayre Ski Center. The request will ask for Job Titles, duties, base pay rates and any other compensations, bonus's or entitlements of all of their hourly employees. The purpose of this request will be to compile a list of the discrepancies in pay between the two state agency's (ORDA and DEC) for jobs that are essentially the same but in different areas of the state.

I will also request, on 1/16/08 from Ted Blazer a date and time for our first of the year Labor-Management Meeting. In that meeting I've placed on the Agenda discussion of a formal Orientation/Exit Policy, formal Management Training and additional staff for ORDA's HR function.

On 1/15/08 there is an ORDA Board meeting at 2pm in the Hall of Fame room at the Olympic Center. I plan on attending for the sole purpose of asking the Board what financing contingencies have been made when the realization that construction of the new Convention Center will cost more than originally anticipated. In addition I will make it plain that when that realization comes Local 059 and 060 WILL NOT bear the brunt (through poor or non-existent raises or other 'give backs) for the lack of fiscal understanding by ORDA of such a huge project.

Bill Shurter
1/14/08

DUES OR AGENCY FEE?

Many people seem to have a problem understanding the difference between Union Dues and Agency Fees. That's understandable!!

Here's the low down.

Just because you may be employed in a Bargaining Unit position DOES NOT mean that you are automatically a Union Member. In our contract an employee is considered a member of the Bargaining Unit if they working in the job titles listed under Article 1 of the contract AND either work or are anticipated to work more than 600 hours per contract year (also Article 1). Being a member of the Bargaining Unit DOES NOT automatically make you a member of the Union.

By State law, members of the Bargaining Unit are required to receive the same representation as Union Members in instances of discipline, contractual grievances or other matters. This is called Fair Representation. In order to assure that employees who are in Bargaining Unit positions but not members, but are still eligible for Fair Representation, are not 'freeloading' off of Union Members (getting the benefits of representation without having to pay for it) they are charged an Agency Fee. That fee is exactly the same amount of money charged to Union Members in the same job position.

So what does filling out a Membership Application do for you?

Filling out a Membership Application and dues authorization allows you to participate fully in CSEA programs. On the local level it allows you to vote on contract renewals or issues (as we have recently done), vote in Local Officer elections or even run for a Local office yourself. On a state wide level it allows you to take advantage of numerous programs, scholarship opportunities, insurance programs (did you know that you have to purchase your own Disability Insurance?? The State does not supply it!!) or participate in the state wide union political process.

It's a no brainer!! If you are in a Bargaining Unit position and not in the Union, Agency Fees will be taken anyway and if you're a straight forward, never get in trouble employee you're giving your money away. If you join the Union you have a say in how our Local and how the Statewide organization is operated.

If you need a Membership Application contact your venue Steward or call Bill Shurter at the Olympic Center.

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