- Benefits of O.P.B.A. Membership
- Member Departments
- Where does the money come from?
- Letters to the O.P.B.A.
- Director Of Organization
- Cleveland Police Officer Elected To Ohio Police And Fire Pension Fund Board Of Trustee's
- Strong Dollar, Weak Dollar, Should You Care?
- H.R. 218 (The Law Enforcement Officers Safety Act) and the New York State Firearms Law
- Recent Legislative Victories: Amendments To Violence Against Women Act
- Why are these sentences so different?
The Ohio Patrolmen's Benevolent Association (O.P.B.A)
Mayfield Hts Police Win New Motorcycle!
The Mayfield Heights Police Department wins a brand new 2013 police motorcycle. The motorcycle was won thru a raffle by The America's 9/11 Foundation. The Foundation sponsors a 3-day motorcycle ride each August to commemorate the attacks from September 11, 2001. To entice police departments to participate as an escorting officer, the foundation raffles off a police edition Electra Glide. "I've been attending this ride for 7 years", said Motor Officer Thomas Rovniak. "Each year I hoped that I would win this bike for my department, but I've always come home empty handed, until this year!" he said. The motorcycle, which is valued at $25,000 was delivered to Mayfield Heights last month.
This year's 9/11 Ride will begin on Thursday, August 15th, as the Cleveland Area Officers depart from Macedonia, Ohio. The ride is the major fundraiser for the Foundation, who gives 15 college scholarships each year to children of first responders. Any department who participates in this years ride will be entered into the raffle to win a 2014 Harley Davidson Electra Glide Police Motorcycle. The foundation limits the ride to 1,000 civilian motorcycles and 250 escorting officers each year. "Those are great odds", Rovniak said. "We sent two officers. That gave us better odds of winning!"
Some area departments who have participated as escorts have been: Mayfield Heights, Cleveland, Rocky River, Willoughby, Valley View, Mentor-On-The-Lake, Berea, Twinsburg and Eastlake Police Departments.
Although the private sector economy is showing signs of life, a recent story in the New York times shows that public sector employment continues to decline. Ohio actually has one of the lowest unemployment rates in the country but it is the private sector that is adding jobs.
Public employers state-wide continue to lay off employees, leave job vacancies unfilled, and demand concessions at the bargaining table. There are two related forces causing this.
First, the Wall Street crash from five years ago caused massive job losses in the private sector. Unemployed people do not pay municipal income tax and so city budgets get squeezed. Similarly, the unemployed have less money to spend so sales tax receipts take a hit that impacts counties. Adding further fuel to the fire is the fact foreclosed homeowners don’t pay property taxes. These are all factors largely beyond the control of state and local governments.
The second factor holding down employment and wage growth, however, is entirely the doing of Governor Kasich and his Republican lackeys in Columbus. When he took office he vowed to break the backs of the public sector unions. Senate Bill 5 was one such attempt but it failed. The real damage, however, has been reduced state revenue going to the local governments.
In one moderate-size city I’m familiar with they received over $650,000 is state revenue sharing in 2011. In 2013 they will receive only $100,000. That equates to about six or more full-time jobs.
The slash to local government funding was a “two-fer” for Kasich. It allowed the state to balance its budget by dumping the hard decisions on the cities and counties. And it also put a choke hold on the public sector unions as membership falls. Ultimately, the greatest pain is felt by the little guys who lose their jobs. But it is also being felt by those still working because it is near impossible to bargain for higher wages when the increases could only be funded by further layoffs. The chart below taken from SERB’s website dramatically illustrates the impact.
State Employment Relations Board
Annual Wage Settlement Report
Wage Settlement Breakdown (2002-2011)
The data is not yet compiled for 2012 but if the average settlement is higher than it was in 2011 I will be surprised.
Let us hope that we have hit bottom and that in 2013 we’ll start climbing out of this prolonged recession. But even once local revenues start to increase, I foresee more years of downward pressure on wages and benefits. Most employers will want to use new revenues to make overdue capital purchases and neglected infrastructure improvements. Others will want to hire more employees rather than give wage increase to current staff.
The Last Chance Agreement and The Union's Rights
As a union attorney, I am often hopeful that grievances can be settled in the early stages of the grievance procedure, before I even have to get involved. This allows local directors and employers to craft settlements unique to their departmental needs and promotes good labor relations. Unfortunately, sometimes employers interpret this approach as negating the need to involve the Union in settling grievances. Also unfortunate, at times the employer purposely tries to keep the Union from being in the room during the grievance proceedings. Regardless of which situation may apply, most directors and longtime union members can recall a situation where either they or someone they knew were pressured into agreeing to a grievance settlement without a union representative being present. Often times, directors may only learn of these agreements after the fact, leading directors to ask two questions: (1) Did the employer have to notify the Union of the proposed agreement before the employee signed it? and (2) Can the Union do anything about it?
Recently, the OPBA asked the State Employee Relations Board (SERB) to answer these two basic questions in an unfair labor practice charge brought against the Williams County Sheriff’s Office. The charge involved conduct by the Sheriff against a Deputy during the signing of a “Last Chance Agreement” (LCA).
The basic facts supporting the charge were undisputed. After investigating allegations of the Deputy’s misconduct, the Sheriff called the Deputy and the local OPBA Director in for a meeting to discuss the Deputy’s discipline. During the course of the meeting, the Sheriff presented the Deputy with a LCA. Under the terms of the agreement, the Sheriff agreed to not terminate the Deputy for her alleged misconduct. In return, the agreement stated that the Deputy would waive the right to grieve any future discipline or termination arising out of similar misconduct.
After looking over the document, the OPBA director asked to have time to talk to an OPBA attorney, and to fax the document to the attorney for review. The Sheriff denied this request, stating that this was a “take it or leave it” deal and any attempt to have the LCA reviewed by the OPBA attorney would result in the agreement being taken off the table. Facing this ultimatum, the director left the room to contact the OPBA attorney for further guidance.
While the director was out of the room, the Deputy continued questioning the Sheriff about the terms of the LCA. Faced with the threat of immediate termination if she did not sign the agreement, the Deputy decided to sign the LCA before the director returned to the room. Upon learning of this, the OPBA filed an unfair labor practice over the Sheriff denying the Deputy and director time to talk to the OPBA and denying their request to fax the agreement to an OPBA attorney for review.
After reviewing the facts of the case, SERB concluded that the Sheriff had committed an Unfair Labor Practice. SERB reasoned that a LCA is a contract whereby the employee agrees to give up his or her rights under the CBA to grieve any future discipline in return for the employer’s promise to not terminate the employee for the current misconduct. SERB further concluded that the OPBA was the exclusive bargaining representative for all bargaining unit employees and had the sole authority to negotiate contracts on the employees’ behalf. When the Sheriff refused the request to have the OPBA’s attorney review the agreement and represented that the deal was “take it or leave it,” the Sheriff refused to honor the OPBA’s status as the exclusive bargaining representative. Moreover, the Sheriff’s representation that the deal was “take it or leave it” was a refusal by the Sheriff to bargain over an agreement that affected the terms and conditions of employment of an OPBA member.
Although SERB has long recognized an employee’s right to union representation during investigatory meetings, with the decision in Williams County Sheriff’s Office SERB has affirmed that this right also applies to the Union’s right to review and negotiate the terms of a Memorandum of Understanding or Last Chance Agreement. Directors may also use the reasoning that SERB applied in this case to assert the OPBA’s right to review and negotiate over the terms of any grievance settlement.
The bottom line is this. Although employees are allowed to settle their own grievances so long as the settlement is consistent with the terms of the CBA, when the proposed settlement affects the terms and conditions of the grievant’s employment, such as a Memorandum of Understanding or a Last Chance Agreement, then the employer must bargain with the Union over its terms.
Importantly, the decision in Williams County Sheriff Office reminds us of one other principle. When engaged in discussion with your employer over grievances or other matters covered by the CBA, the employer cannot unreasonably deny your ability to contact an OPBA director or attorney to discuss the issue. If you are faced with a situation such as this, and you are unsure what to do, please do not hesitate to contact the OPBA for further guidance.
Know Your Rights Concerning Union Representation
Members often tell me in the context of an internal investigation something to the effect that their Employer asked them questions and never offered them Union representation.
While I am sure that this topic has been addressed before, it bears repeating that an Employer is not required to offer an employee Union representation before questioning, unless the collective bargaining agreement specifically mandates that the Employer do so.
Rather, what the law requires in these situations is that the Employer permit the employee to be represented, under certain stated conditions, upon the employee’s request.
Specifically, in In re Davenport, SERB 95-023 (12/29/95) the State Employment Relations Board (“SERB”) adopted the standard set forth by the United States Supreme Court in NLRB v. Weingarten, 420 US 251 (1975), at page 3-156, by stating:
We believe that Weingarten provides the proper balance between the public employees’ rights in ORC §4117.03(A)(2) to engage in concerted activities for mutual aid and protection. Therefore, we specifically find that, upon an employee’s request, representation by an employee organization is required at investigatory interviews which the employee reasonably believes could lead to discipline (the Weingarten standard) and at grievance meetings.
SERB amplified its above finding in Davenport, above, in In re City of Cleveland, SERB 97-011 (6-30-97) when it held that an unfair labor practice, under R.C. §4117.11(A)(1), for the denial of the right to representation is established when the following four elements are proven:
Consequently, absent express contract language requiring the Employer to offer Union representation prior to interrogating an employee in an investigatory interview, the employee must specifically request the presence of a Union representative.
Please contact your OPBA representative anytime that you have any questions about representation issues or any other relevant matters.
 In In re State Employment Relations Board v. State of Ohio, Dept. of Rehab. & Corrections, Ross Correctional Institution, SERB 99-004 (2-12-1999), SERB indicated that “a meeting is investigatory if its purpose is to elicit information pertaining to the conduct of the employee being interviewed.”
 “An employee’s reasonable belief that discipline may be imposed as a result of the interview will be measured by an objective standard: whether a reasonable person would believe that discipline may be imposed on the employee involved as a result of the interview. Id. It is irrelevant that no discipline actually resulted if the employee possesses the requisite reasonable belief that discipline might result.” Ohio Dept. of Rehab. & Corrections, supra, at p. 5 of 7.
- Florence v. Board of Chosen Freeholders
- Washington Report May
- NAPO Legislation prior to 2013
- NAPO ENDORSES NATIONAL "BLUE ALERT" ACT OF 2013
- Merry Christmas or Happy Holidays...whatever it is you may celebrate.
- Questions Answered
- What is Felony Vandalism?
- Changes in Pension
- When is a Dispute a Greivance? When is a Grievance Arbitrable?
- The SERB 2012 Report on Health Insurance Costs
- Keep "The Promise".....Become a Member
- NAPOs Special Edition Election 2012
- NAPO's Legislative Scorecard for Members of the 112th Congress from Ohio
- Napo News
- Beachwood PD Giving Competitve Test For Entry Level Police Officer
- Thank you to our 2012 Hole Sponsors & Contributors
- Dan Otto Memorium
- Having Weapons Under Disability: Separating Fact from Fiction