Some Unexpected Good News for Limited Term Employees on our Campus

In light of all the controversy about Governor Walker’s budget repair bill, and the upcoming cuts to our salary and benefits, I was elated to see the following in my email today, a memo from our HR Director, on behalf of our Chancellor, initiating a committee and other initiatives to represent “limited term” employees. This is a milestone!

In November 2009 I published an article about the inequities surrounding limited term employment on our campus. Soon after, I was asked to join the Commission on the Status of Women. I brought this LTE issue to the Commission and we spent all of the 2010 academic year preparing and drafting a proposal that we recently sent to the Chancellor with specific recommendations, including the need to employ limited term employees at a living wage.

It was a slow and tedious process—and just recently I had begun to believe the proposal would sit somewhere on someone’s desk and fade into oblivion. I was even more disturbed when Governor Walker’s budget repair bill was released, which will cut health insurance and retirement system benefits for all limited term employees.

Then, in an email to campus yesterday, the Chancellor said the following:

There are many misperceptions about state employee and specifically university employee salaries and benefits as being significantly above those in the private sector. We all need to be aware of the facts and make sure that we communicate them to our legislators and fellow citizens. Here, for example, are the median annual base salaries of our employee categories:

Classified employees (419 employees) $31,540

Unclassified (810) $53,217

LTE (88 who are in the WRS) $25,140.

Since the governor’s announcement on Friday, I have been truly impressed by our campus community’s response. I share the genuine concern for those most affected by regressive elements of this proposal, namely LTE and low-salary employees. We have been working with the Women’s Commission to see how we might address the difficult status of LTE employees, and this bill will make that task even more urgent.

I was impressed by the sensitivity and awareness of how devastating this budget repair bill is for limited term employees. In my eight years here, I've never heard anyone at the administrative level even approach the topic of "limited term" employees or their rights. I couldn’t help but feel that in part, our work on the Women’s Commission had played a vital role in spreading awareness of this important issue.

Then, today, I saw the following from HR. To have this equity initiative, backed by HR and the Chancellor, complete with a committee to represent LTE issues, and tasked with the objective of securing a living wage, is monumental! LTEs have never had any representation on this campus, and I would go as far as to say it has been somewhat taboo to even talk about it.

February 10, 2011

To: All Classified and Limited Term Employees

From: Donna Weber

Director, Human Resources

RE: Promotion of Equality

Chancellor Levin-Stankevich has asked me to lead our classified staff, limited term employees and academic staff in identifying perceptions of, and actual inequities across campus employee groups. I am honored and pleased to lead this “Gold Arrow Project Charter,” which is the first of its kind on this campus, and a direct result of the Strategic Planning efforts.

Although we have limited authority to adjust salaries, we pledge to do whatever we can to ensure a feeling of inclusivity and equality for all employees.

I am working very closely with the Chancellor, Teresa O’Halloran and Jack Connell, and they are committed to this important effort. This project is supported by the Women’s Commission. I am also working collaboratively with the Student Affairs Leadership Fellow (Christopher Buckley) to enhance our new employee orientations.

One of the first things I want to do is establish a Staff Council that would be willing to work with me by supporting the effort and providing a voice for all classified staff and limited term employees to provide important and valuable input to the UW Eau Claire administration. This council could bring forth recommendations, ideas for professional development, etc.

The current classified committees (scholarship committees, professional development committee, etc) would be folded into this larger committee.

Following are some ideas that I (and others) have for the committee’s charge:

• Explore options for professional development

• Plan and prepare for a professional development day/s for ALL Employees to be held in August (between summer session and the onset of the academic year)

• Find new ways to reward employees for excellence in service

• Provide a collective voice for the administration

• Enhance new employee orientations

• Encourage the administration to have classified representation on more administrative search committees

• Provide LTEs a living wage

If the budget repair bill succeeds at stripping limited term employees or their health insurance and retirement benefits, I’m not sure how much this campus initiative will realistically help them…but it gives me hope that with persistence and passion you can bring an issue to the table and make something happen. Hopefully we can continue the work, even if we must wait until we have the leadership of a new governor.

Disappointed

The LTE reform meeting was not what I’d hoped for. I was disappointed. I know that it’s an accomplishment that people were willing to sit around a table and talk about the issue, which has probably never been done on this campus before. I should focus on that. On the other hand, I thought it was focused on protecting the rights of union workers and not focused on how we could all give up a little bit to encourage equity for limited term employees. Even the living wage issue was not well received because we couldn’t have LTEs making more than what union-represented permanent workers make…

Overall the way it came across to me was they are interested in protecting LTEs as long as it means securing additional permanent union-represented positions, but not specifically interested in LTE rights in any sense (the statement “it’s about the position, not the person” was repeated numerous times).

In addition there was a lot of time spent talking about a manual they made which basically consists of screen captures educating LTEs about how to apply for jobs on the Wisc site…and discussion of interviewing skills and other things. I understand these things are helpful but I don’t think that gets at the real issues…50% of our LTEs have college degrees. Many have applied for numerous jobs. I think we all know this isn’t about teaching people how to buff up their resumes or interview better. But, I also lack a complete understanding of all the politics and complexities involved….and at this point I’m starting to feel like I’m not sure I want to understand any more if I am going to hold on to any sort of a positive attitude. Anyway, that’s my take on it….

An update on "limited term" employee reform

In an earlier post I wrote about my involvement in LTE reform issues for the approximately 200 "limited term" positions here on campus in which people work long term for low wages and minimal benefits. The latest development was a May article in the campus newspaper highlighting our work in this area.

After that article was published I was contacted by some folks at UW-Madison, where they have a comprehensive LTE reform plan, about coming to our campus for discussions on how we might achieve what they have. And now it's a reality! The following link to a press release describes the meeting that will take place on our campus next week. I view this as a true milestone as we've never gotten this far in our discussions of this very sensitive topic on our campus. I'll keep you updated. Regardless of what happens, I feel lucky to be part of something so important, as it has the potential to improve working conditions for so many people.

http://www.uwec.edu/newsreleases/10/july/0707LTEAdvisoryCommittee.htm

Always More Work to Be Done...

Since last week’s article in the Spectator about equal rights for limited term employees, I’ve received an inquiry from someone at UW-Madison who is the “convener for the UW-Madison LTE Advisory Committee” and the “chair of Wisconsin State Employees Union (WSEU) LTE Committee.” She said the article was forwarded to her by the President of AFSCME, WSEU Local 1914. She shared some information about the process and steps taken at UW-Madison to address the concerns of LTEs and their working conditions.

She has also offered to come to our campus in June to talk with us about how they got where they are with their landmark LTE Reform Plan! Madison, as far as I know, is the only UW-System school to take a stand on LTE positions, and to recognize the work of their long term LTEs by setting up a system for converting their positions to permanent status and organizing a committee to oversee LTE grievances, among other things.

I am tremendously excited about this opportunity and all that will result from our information sharing with those who have been through this process. This is all great news but an event this week reminded me that just when you think you’re making progress there’s more to be done!

There is an LTE on campus whose position was converted to permanent status, so this person took the Civil Service exam, scored high enough to get an interview for the permanent position, interviewed twice for the permanent position, and yet a “failed search” was declared by the hiring supervisor and no one was hired. This LTE had worked in the position for several months, so she knew the job and the responsibilities involved. This is an example of the discrimination LTEs face, and the true difficulty of advancing into permanent positions. This person did all the right things, as dictated by the system, and yet a failed search was declared for her position. This also shows the lack of support for advancing LTEs into permanent, equitable positions. The education and awareness needs to start, first and foremost, with hiring managers and supervisors who--whether they realize it or not--take advantage of the fact that people who work long term in "limited term" positions have no rights or protections.

Speaking Out for Those Who Can't

Since my article about limited term employees (LTEs) was published in the November 2009 issue of Women in Higher Education, I've received about thirty emails, all of which were extremely supportive of the article. (I previously posted the article: http://people.uwec.edu/lehmanjc/Advocate_WIHE11-09.pdf ). I've also had about one person a day come up to me since the end of November, thanking me for writing the article. Below is a collection of some of comments I received. Although the process of writing this article was difficult and frustrating, this feedback has given me a tremendous sense of accomplishment that I had the courage to speak up for those who can't.

***
I feel the article covers the problem with LTE status very well. I was reminded this week how little consideration LTE’s get when I saw that classified staff, faculty and administration were all awarded pay for the snow day on the 9th but lowly LTE’s, many who like me as a single mom really needed the pay, were told no pay for you.
***
I’m not sure I like the process of an LTE position becoming a permanent position as it would probably mean I would lose my job. I think if they wanted to be fair to the LTE’s who have held those positions, they should offer them first to the LTE and then open it up to the other options. I’m not sure I can favor a system that makes my position permanent but offers it to a host of other people before me. It seems like I would exchange one type of discrimination for another.
***
I just finished reading your article on LTE positions…Many years ago I was an LTE working for the State xx Division…. When one of the positions became permanent – I applied and was beaten out by a younger person, whom I had actually trained for the job. I had more experience and had been there longer but because I was an LTE I didn’t have a leg to stand on. I’m not complaining about the position I have now – I’m happy just to get the few hours to help out my retirement. I just wanted to relate my story – and congratulate you on recognizing there is problem.
***
Being an LTE this time of year isn’t easy – I’m always working, and pray I don’t get sick, so far I’ve have 5 years of luck that way. I’m so glad you have such wonderful co-workers to have done what they did for you to allow you to be with your mom – warms my heart – there are good people out there. Count yourself as one of those good people!
***
Thank you for an excellent article you sent about LTE’s! It was very well written and accurate! I remember responding to a survey, but over time, forgot about it, because I thought nobody wanted to hear from us, let alone attempted to change the system! I was very much interested because I have been here over 18 years in 16 different positions, and for the last 15 years with two positions to be full-time. All along I have been taking the civil service tests, and all the hiring for the vacant positions were transfers…It really is neat that you are still fighting for LTE’s, and if there would be any changes in the system, I would probably lose all those years and have to start as a new state employee, which would also be beneficial for us to be grandfathered in, and have all those years of service have some meaning. It was fortunate that you could work for an understanding supervisor.
Thanks again for speaking on our behalf and I wish you all the best!
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Congratulations on your article about the inequities of LTE positions and women. It was very interesting to read, and I definitely learned a lot and "widened my spectrum" of understanding of that crazy thing called the professional world. All of the statistics were were especially interesting. Thank you very much!

One Way to Advocate for Equity

I am including this excerpt and link to my published article because I believe we should all advocate for fairness and equity, when given the opportunity to do so.

“Across Wisconsin, I see talented and tenacious women poised to lead this state’s economic growth—if only we clear obstacles from their path.”
—Lt. Governor Barbara Lawton

When Carol Accola became the manager of a University of Wisconsin-Eau Claire campus help desk and software training group, she quickly realized that her staff was mostly women who had worked five to ten years in the job classifi cation “limited term employees” or LTEs. These state employees earn low wages (a minimum of 20% less than permanent workers doing the same
jobs) with no vacation, sick time, personal or legal holidays, and sometimes no health insurance.

I experienced these inequitable conditions firsthand. In 2003, with four years of professional work experience and a master’s degree in progress, I became the coordinator for Accola’s software training program—an LTE position that had existed since 1995 and remained “limited term” for 12 years, until 2007...
http://people.uwec.edu/lehmanjc/Advocate_WIHE11-09.pdf