We know that our membership is facing stressful times and we are committed to work hard to minimize the impact of this
budget shortfall on your livelihoods. Please check this web page often as
information will be added and modified often. The page includes
information related to the layoff process, your rights, meetings, resources,
etc. If you have questions or concerns please do not hesitate to contact
your President, Board Member, or Job Representative.
Dear WAFWP members,
The RIF and bumping process is well under way and there are a
number of observations and comments I would like to relay to you to
keep in mind during this difficult time.
THE PROCESS
First, the process itself. The decision as to which positions
were to be eliminated was up to the program managers. That is, the
program managers identified positions that should be eliminated and
when the budget was finalized they gave those decisions to Human
Resources (HR).
HR took these positions and looked at who was in them and tried to
figure out what RIF rights and options those people had. This
decision was theirs alone. This is important to remember. We don't
necessarily agree with all the decisions that HR made, and in fact
some of the decisions were wrong. When we bring an incorrect
decision before HR and they agree, the bump option is changed.
Sometimes HR will find errors on their own and change a bump option
for someone. Just about every time this happens, someone wins (i.e.,
is no long a bump) and someone looses (becomes a bump).
The reason that I am making this point is that there are many people
out there who see some changes taking place and assume that someone
is conspiring to get them personally. Many feel that their
supervisor, manager or others are moving things around and
manipulating the system to their detriment specifically.
I can assure you this is not the case. The bumping process is
handled by HR, and HR alone. Managers, even high ranking ones, and
supervisors have virtually nothing to do with the process. Some
believe that they do and may even tell you as much. If they say such
things, they are lying to you and fooling themselves.
Sometimes we, the union, may be the root cause of a RIF or bump
change. In our effort to make sure that everyone's rights are
protected under the contract we may point out to HR that someone is
not getting the rights that they deserve. Again, when this happens
there are winners and their are losers.
SENIORITY MATTERS
In most of our questions to HR over a RIF or bump option,
we question seniority. Why is a person with 20 years seniority being
giving a RIF option across the state when a person with one or two
years being allowed to stay put? I have often said in our meetings
with members that despite it's flaws, the seniority system is one
that is tried and tested in the labor movement. Our contract favors
it. It is, by far, fairer and less subjective than the alternatives.
THE RIF PROCESS VS. THE HIRING PROCESS
One very important thing to remember is that the RIF process is very
different from the hiring process. Many people have come to use and
said that the person that will be bumping them from their position
is not as qualified to do the job as they are. This is probably
true.
There are very few positions in the WDFW that are identical, where
people can simply plop from one position to another. We have all
grown into our positions and are uniquely qualified to do the job
required of it.
In the hiring process, a number of candidates will be selected and
the one who has the best qualifications will be the one who gets the
job.
This is the way it should be. The RIF process is different. In in a
RIF, the question is not necessarily "is this the person with the
best qualifications," but more "does this person have the minimum
qualifications to do the job" to which they are being bumped. If so,
do they have the sufficient seniority to take the position?
This concept is a very difficult one to swallow at times. On the
surface, it may seem unfair, however, the alternatives are
susceptible to large amounts of human subjectivity, which can be the
detriment of the RIF process. Neither WAFWP or WDFW want to put
people in positions in which they will not be qualified and
eventually fail. But we both acknowledge that the RIF process will
take time in which to recover.
Our job, as a union, is to make sure the department gives those who
make difficult changes in their employment the space and tools that
they need to be successful.
THE RIF'ED AND THE BUMPED
Lastly, I ask that we all keep in mind that we shouldn't
take any of what is going on personally. Remember that if someone is
bumping you, they are probably suffering from as much turmoil over
this decision as you are. This whole thing sucks. There are no
happy, easy decisions involved. They are all bad. The best we can
hope for is to find the options that are the least painful for all
involved. Please try to have empathy for our fellow members and
coworkers.
Also remember to have patience. We are working our way through a
train wreck. Some of the issues we are dealing with can be resolved
quickly.
Many others may take weeks or even months to find resolution. You
can help us by keeping an eye on any deadline that the department
gives you. If you find yourself approaching a deadline and have not
gotten a the advice you need from us, by all means, contact me or
Rhonda.
It may sound like an old cliché, but I truly believe if we band
together and support each other, especially as a labor union, we and
the department will come out better in the end. Be assured that your
union leadership, job reps, and lawyer are working hard behind the
scenes to try and make the process as smooth as it can be and that
our members get the rights and respect that they deserve.
If you have any questions, please feel free to contact me, or any of
the other union officers or job reps, or Rhonda, at any time.
In solidarity,
Russell
President
Washington Association of Fish and Wildlife Professionals
Cell (360) 808-7197
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Dear WAFWP members,
On Monday a group of WAFWP representatives (Bryan Murphie,
Teresa Eturaspe, Jeromy Jording, Sheila Smith, Adam Couto, and
myself) and our lawyer Rhonda Fenrich met with Acting Director Phil
Anderson, Fish Program AD Jim Scott, HR Director Cindy Lerch, Brad
Garrett from the Labor Relations Office, and Art Irving from WDFW
personnel, to discuss our demand to bargain over implementation of
the Reduction in Force process.
We discussed many of the RIF'ed positions and the options that were
provided them in detail. We questioned whether or not the correct
options were provided and if the contract was followed for each one.
As a result we were able to change about half a dozen or so of the
options to something that was more appropriate for either the RIF'd
or the bumped member.
One issue that we are deadlocked on is the interpretation of Article
35 of the CBA. Our interpretation would provide multiple options for
RIF'ed employees, where the department's interpretation is that they
get only one. We think their narrow interpretation severely limits
the rights of our members. We plan to file a class action grievance
and take this issue as far as it needs to go.
Since the department is being obstinate on this issue at the moment,
we recommend to all of those who got a RIF notice with a formal
option that they accept the option. If the
option is not fully to your liking, then write on the return letter
that "I accept the option under duress." Doing this will help
preserve your rights in order to pursue other options.
We mailed a letter to those members who were slated to receive a RIF
notice from the department with further directions as to how to
proceed. A copy of this letter as well as a letter to those who got
an "at risk" notice are posted on the web.
We will continue working on these issues and will make sure that
everyone involved in this process is treated fairly and with
respect. If anyone has a question, please feel free to contact me at
any time.
In Solidarity,
Russell Rogers
President
Washington Association of Fish and Wildlife Professionals
Cell (360) 808-7197
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Dear WAFWP members,
As you are probably aware, the RIF and Bump process has began.
Last week some of our members received "At Risk" notices that their
position was being offered to an employee with more seniority. This
coming week, those whose positions will be eliminated will be
receiving notices. These notices will provide information as to
their formal options.
We received from the department a list of our members that would
likely be getting a RIF notice as well as those who may be bumped in
the first round of the process. We will be sending letters to those
people individually with information as to their rights and what
they should do in response. If you do get a notice, please contact a
job rep, officer, or our lawyer, Rhonda Fenrich as soon as possible.
If there is any good news in all of this, it is that the cuts will
not go as deep was were first expected, as we were bracing for over
50 of our members getting RIF notices. Now it looks as though there
will be less than 35. While over all this is good news, it is of
little solace to the one who are still having their lives up rooted.
Please try to be sensitive to all of our members who are involved in
this process at this very difficult time. You can be rest assured
that we will be doing everything in our power to minimize the impact
all of our members and to make certain that they receive all the
rights they are due and all the respect that they deserve.
Again, if you get a RIF or At Risk notice, it is very important that
you contact a job rep, officer, or our
lawyer, Rhonda Fenrich (rhonda@ggfm.com)
as soon as you possibly can.
In solidarity,
Russell
President
Washington Association of Fish and Wildlife Professionals
Cell (360) 808-7197
president@wafwp.org
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12 May 2009
If you have received a "Layoff Notice" from the Agency please
view the linked letter prepared by Rhonda Fenrich (our attorney) for instructions on what to do.
Layoff
Notice.
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07 May 2009
If you have received an "At Risk" letter from the agency please
view the linked letter for instructions on what to do.
At Risk Notice
Letter
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Be proactive. If your position is being cut you can review the agency
organizational charts and review where you feel you fit. If you have
opinions let us know so we can better represent you during this process.
You will need
Adobe
Reader to view these files.
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If you are contacted by Human Resources regarding
the layoffs, or any correspondence between HR and you related to your RIF
options, please forward them to Rhonda Fenrich
(our attorney [rhonda@ggfm.com]) so she can
advise and assist you with your options.
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If
you are aware of any resources that we have overlooked, or might assist our
members, please pass them onto Joe Evenson
(WAFWP Web Manager) so he can include them.
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