 The American Federation of State, County and Municipal Employees – the state’s
largest government-worker union – claims to have the best interests of state
workers in mind.
But the union has repeatedly rejected provisions that would benefit state
workers, such as time off to mourn the loss of a loved one and the ability to
earn additional pay based on hard work and performance.
AFSCME and Gov. Bruce Rauner have been deadlocked for months in negotiations
over a new contract for state workers. On Nov. 15, the Illinois Labor Relations
Board will meet and consider whether the two sides have reached impasse – and if
so, Rauner will be able to implement his last and best offer. AFSCME, in turn,
could strike.
Why the deadlock? What is AFSCME fighting so hard to obtain? Salary increases of
up to 29 percent, for one. Platinum-level health care benefits at little cost to
state workers – a level of coverage that is not even available to regular
Illinoisans on the state’s insurance exchange, let alone at a rock-bottom price.
And a 37.5-hour workweek before overtime kicks in – to name just a few.
Undoubtedly, these are lavish perks that any state employee working under the
AFSCME contract would welcome. But of course, these concessions would also
further tank the state’s failing economy. It is estimated that AFSCME’s demands
would cost taxpayers $3 billion in additional salary and benefit increases. That
is a price tag Illinoisans simply cannot afford – a fact AFSCME has completely
disregarded.
But the union also has turned its back on more reasonable benefits, to the
detriment of the state workers the union claims to represent.
Take bereavement pay. As of 2012, the vast majority of workers in the private
sector – 76 percent – were granted “funeral leave” benefits. In most respects,
AFSCME’s past contracts have granted state employees more perks than are
available in the private sector. But not so with bereavement pay. Under the
expired contract, if an AFSCME member needs time off because he or she lost a
child, that worker has to take vacation or personal days, or some other leave of
absence.
Rauner added bereavement leave to the contract in his proposal to AFSCME. If a
state worker’s son, daughter, stepson or stepdaughter dies, that worker would be
entitled to three days’ bereavement leave, with pay, in addition to any other
time off the employee would like to utilize. Rauner also left all of the other
15-plus leaves of absence in place in the contract.
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 But AFSCME rejected Rauner’s offer.
Another example: merit pay. Also referred to as performance pay,
merit pay rewards good employees with bonuses above and beyond
normal salary.
Under the expired contract, all employees receive yearly salary
increases regardless of their performance. But that construct
provides disincentives to outstanding performance and drives down
productivity. What’s more, it is patently unfair to the state
employees who outperform their peers.
The state already instituted a merit pay system for Illinois Lottery
employees, and it has proved to be fair and productive, according to
a report in The Northwest Indiana Times. Workers receive bonuses for
meeting sales targets and other goals.
Since fiscal year 2015, the state has paid more than $631,000 in
bonuses, with the majority of eligible Illinois Lottery employees
receiving this extra pay. Bonuses averaged about $5,243 in fiscal
year 2015, and $5,791 in fiscal year 2016.
Neveda Witherspoon, a 15-year state employee, told The Northwest
Indiana Times, “I think it’s motivational.” Witherspoon added, “It
definitely helps knowing that at the end of this quarter you might
get something.”
Rauner’s last offer to AFSCME included incentive bonuses for the
more than 35,000 employees covered under the contract. The state
says employees would be eligible for merit pay by meeting simple,
objective standards, such as not having unauthorized absences or
violating pre-established work rules.
Sounds simple enough. Show up to work, do a good job, get paid more.
But AFSCME rejected merit pay, and it rejected the state’s
invitation to help shape the guidelines for instituting a merit pay
system. The union stated during negotiations it was “not interested
in bonuses.” The state asked AFSCME to give it something to work off
of rather that just rejecting merit pay outright; but AFSCME
Executive Director Roberta Lynch refused.
AFSCME’s message should ring loud and clear with the dedicated state
workers who deserve to be compensated for their good work. In no way
does AFSCME want compensation tied to performance. Even if that is
fair and beneficial to its members.
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