CSEA MISSION STATEMENT

Our mission is simple: to represent our members as best we can in any way we can; and to continue our role as a leader among labor unions.

To accomplish these goals, we will promote and protect union democracy. We will defend workers' rights. We will improve the quality of our members' work life. We will organize workers and represent them in the best, most effective manner possible.

As a labor union, we are committed to excellence in this work. We are committed to treating our members as our most important asset.

Because the union is the sum of its members, we will promote member participation in the union.

We will efficiently use our members' dues money.

We will negotiate the best contracts we can and enforce these contracts.

We will effectively use legislative and political action to improve contracts, work life and laws affecting our members.

We will train our members, leaders and staff.

We will communicate and process information important to our members and the union.

We will strive to secure a safe work environment for all our members.



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Erie Unit Information





If you haven't received your CSEA 2014 Pocket Calendar and luggage tag,
please call the union hall at 896-1640.


BLOOD PRESSURE MONITOR DISTRIBUTION INORMATION

ATTENTION!

Any CSEA member who did not receive/or misplaced their postcard and has not gotten their free blood pressure monitor should contact their union rep. or call Marlene at the union hall (896-1640) to arrange to
pick one up.




ATTENTION!! IF YOU HAVE MISPLACED YOUR CSEA MEMBERSHIP CARD AND/OR NEED YOUR CSEA ID NUMBER, YOU CAN EASILY PRINT OUT A RECPLACEMENT CARD BY VISITING OUR CSEA HEADQUARTERS WEBSITE AT WWW.CSEANY.ORG. JUST CLICK ON THE BRIGHT RED TAB WHICH READS LOOK UP YOUR CSEA ID, IN THE TOP RIGHT HAND CORNER OF THE PAGE. PLEASE REMEMBER: YOU NEED YOUR CSEA ID CARD/NUMBER IN ORDER TO VOTE ON CONTRACTS AND ELECTIONS.


Congratulations to the newly elected
Erie Unit officers who begin their term on July 1, 2013.
  • Denise Szymura � President*
  • Janet Bulger � Executive Vice President
  • Jeff Brzyski � 1st Vice President*
  • David Rosen-Brand � 2nd Vice President
  • Rachel Casey � 3rd Vice President
  • Kevin Kumor � Recording Secretary*
  • Steve Szymura � Treasurer*
  • Bella Mendola � Corresponding Secretary*

  • *denotes incumbent



THE ERIE UNIT COLLECTIVE BARGAINING AGREEMENT IS NOW AVAILABLE ON OUR WEBSITE.

YOU MAY CLICK ON THE LINK BELOW TO ACCESS THE CONTRACT.



CSEA CONTRACT



ERIE UNIT CONTRACT EXPIRED ON 12-31-06
ABSOLUTELY NO CHANGE IN HEALTH INSURANCE COVERAGE!

The current contract expired on December 31, 2006. The expired CBA will remain in effect until such time as a new contract is ratified by both the membership and the Erie County Legislature.

CSEA and Erie County have been meeting on a regular basis to discuss contract proposals.

The only item to change is the fact we will receive no salary increase as we did in 2005 and 2006. Any increments or longevity you are due should continue.

RETIREES WHO RETIRE DURING THE TERM OF THE CURRENT OR FUTURE COLLECTIVE BARGAINING AGREEMENTS:

A negotiation of health insurance benefits is a mandatory subject of bargaining for employees who are current bargaining unit members. Employees who retired during the term of the collective bargaining agreement being negotiated, but before the new contract is signed are also considered "employees" within the definition provided in the Public Employees' Fair Employment Act (Taylor Law) and the National Labor Relations Act (NLRA).

Because "health insurance" is a mandatory subject of bargaining, the Public Employment Relations Board (PERB) has held that the employer must negotiate in good faith with respect to the maintenance of health insurance premiums for public employees represented by the union who will retire during or after the term of the contract being negotiated. However, pensions in the public sector are governed by statute and are therefore a prohibited subject of bargaining in the public sector.

In addition, the Triborough Amendment (Taylor Law 209-a.1(e)) which requires employers to continue all terms of an expired collective bargaining agreement until a new agreement is negotiated, offers a further source of protection for a retiree who retired after the expiration of the contract but before a new contract is executed.

Under the NLRA, "health insurance" is also a mandatory subject of bargaining, and the National Labor Relations Board (NLRB) has held that the bargaining obligation extends to the level of benefits, the cost of benefits, and the definition of the persons covered by the benefits. Similarly, retirement plans, which may contain health benefits, are a mandatory subject of bargaining in the private sector.



BREACH OF CONTRACT ACTIONS:

New York State courts have held that whether a collective bargaining agreement can give retirees "vested rights" to health insurance for the remainder of their lives depends upon the language in the agreements. Where they find such vested rights, the courts have generally held that the retiree is entitled to the same health insurance plan, at the same contribution rate, as was in effect on the date they retired.

For example, the courts have held that contract language providing for a specific health insurance plan to be fully paid by the employer, for employees retiring with ten or more years of service, entitles the retiree to maintain the same fully paid health insurance plan in effect on their date of retirement for the remainder of the retiree's life. If a contract provides that a surviving spouse receives the same health insurance for the life of the spouse, then the spouse is also entitled to the same health insurance for the remainder of the spouse's life.

The courts have held that the co-payments in existence on the date of an employee's retirement must also remain unchanged for the retiree's life, if the contract language specifically requires it. Contract language which is ambiguous can be clarified by evidence of the contract negotiations at the time that the retiree health insurance language was negotiated. Ambiguous language can also be clarified by a longstanding consistent practice as to how the employer applied the retiree health insurance language. However, if the contract is silent on the subject of retiree health insurance, courts will not enforce a past practice of employer-provided retiree health insurance.

Therefore, if the collective bargaining agreement contains clear retiree health insurance language, the courts will enforce that language, ordering employers to maintain retiree health insurance.