STOP FORCED FURLOUGHS, TAKE ACTION!

[Tracy Molm]

WHAT YOU CAN DO TO STOP FORCED FURLOUGHS AT THE UNIVERSITY OF
MINNESOTA

JUNE 10 CALL-IN DAY-FLOOD PRESIDENT BRUININKS' WITH CALLS AND EMAILS
TO DEMAND HE STOP MANDATORY FURLOUGHS AND IMPLEMENT OTHER VIABLE
OPTIONS, such as voluntary furloughs, sliding-scale pay cuts and
cutting the salaries and number of administrators making more than
$200,000. (Phone: 612-626-1616; Email: brui...@umn.edu)

FOR THOSE IN MINNEAPOLIS: JUNE 14-PACK THE REGENTS' PUBLIC HEARING ON
THE BUDGET AND ATTEND THE PRESS CONFERENCE BEFORE THE HEARING. LET'S
MAKE SOME NOISE! Monday, June14 at 11am in front of McNamara Alumni
Center (200 Oak Street SE).


BACKGROUND:
Stop Forced Furloughs!

In January, 2010 the University of Minnesota's administration
presented a plan for 10 mandatory furlough days for all paid staff.
When AFSCME uncovered the administration's plan to unilaterally impose
these forced furlough days, we stood up together to oppose this plan .
We know that it places an unfair burden on the lowest paid staff who
are already struggling to get by. As a result of our campaign the U of
MN was forced to reduce the proposal to three forced furlough days.
While three furlough days is preferable to ten furlough days, it is
still too great of a loss for the lowest paid workers at the U. Many
of our members cannot afford to lose a single hour of pay, much less
three days over the holidays. There are better money saving options
that won't put the burden of the U's budget crisis on the backs of
lower paid staff.

FURLOUGHS WILL NOT STOP LAYOFFS-To be very, very clear, mandatory
furlough days WILL NOT end layoffs at the U. In discussions with the
U, we asked if forced furloughs would prevent layoffs. The U responded
that furloughs in lieu of layoffs have never been an option and that
the U will not commit to no layoffs. In addition, President Bruininks
has publically stated in regents meetings that an additional 600 jobs
will still have to be eliminated. Some of you have stated that you
would agree to forced furloughs if it would save jobs. Many of us
would be willing to sacrifice if it would save our jobs and our co-
workers' jobs, but furloughs are not being used to prevent layoffs or
other job loss. The administration's plan includes both. We will
continue to fight not only forced furloughs for lower paid workers,
but layoffs as well.

THE U HAD AMPLE TIME TO PLAN FOR THE 27TH PAY PERIOD-The
administration would like you to think that you are getting more money
this year because of the 27th pay period. The reality is that every
eleven years, there is a payday on one of the first days of the fiscal
year and a payday on one of the last days of the fiscal year. Hourly
employees get paid only for the hours worked, which is the same every
two weeks. This is merely an accounting anomoly because of the dates
of the U's fiscal year. The U had 11 years to plan for this anomaly
but did not put together a plan. The lowest paid workers should not be
forced to pay the price for the U's poor planning.

FURLOUGHS ARE A SALARY CUT-In our last contract negotiations, our
Union negotiated a 2% cost of living increase effective July 1, 2010
in lieu of step increases. The U Administration has taken the position
that the 2% cost of living increase we negotiated more than offsets
our loss of income that would be caused by 3 forced furlough days.
What they fail to mention is that in an effort to help solve the U's
budget problems, we agreed to forego two step increases totaling 4%.
Our cost of living increase was negotiated in good faith and should
not be used as part of a public relations manipulation to justify the
forced furloughs.

There are other options available to solve the U's budget problems.

VOLUNTARY FURLOUGHS-Both Hennepin County and the City of Minneapolis
have attempted to implement forced furloughs in the past. In both
cases AFSCME recommended a voluntary furlough program. Both programs
surpassed the initial savings goals.
--In April, 2010 H.F. 1671, the supplemental budget bill, was signed
into law. As a result of lobbying efforts by U of M AFSCME, a rider
was included urging the Board of Regents to consider voluntary
furloughs rather than regressive across-the-board cuts for its lowest
paid employees.
-- AFSCME recently sent a survey to all University employees regarding
voluntary versus mandatory furloughs. 7,000 employees took the survey.
Of those, 37% said they would volunteer for a furlough, with an
average commitment of 61.44 hours. It makes sense to try this option
before making furloughs mandatory. A voluntary program would allow
those who can take a furlough to do so, while not forcing those who
can't afford a loss in pay to take mandatory days. Yet the University
refuses to explore this option. For a detailed report on the survey,
go to www.afscme3800.org.

SLIDING-SCALE PAY CUTS-In 1932, when the University of Minnesota was
facing a similar economic crisis during the Great Depression, the
Board of Regents instituted sliding scale pay cuts. Those earning top
salaries took a greater cut, while those earning the least took no cut
in income at all. The Regents cut salaries between $1,200 and $3,600
by 10%, 15% or 20%, while people who made less than $1,200 did not get
a salary reduction. The U should institute a similar policy.

IMPLEMENT PAY CUTS TO THOSE WHO CAN AFFORD IT-Salaries of staff making
over $200,000 should be cut and the number of management positions
earning six figure salaries should be drastically reduced. This would
save recurring costs, rather than the one-time savings of forced
furloughs. If the U is serious about solving its budget problems the
answer is not to cut one-time costs such as salary for one year, but
to cut recurring costs. Mandatory furloughs and voluntary leaves of
absence do save money, but they are a one-time fix. The problem
returns in 2011 and 2012 and into the future when the lowest paid will
again be asked to sacrifice. If the U is serious about fixing their
financial problems once and for all they must cut the salaries of
those at the top.

For more info and to learn about what we've done so far go to
www.afscme3800.org.