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I've been a member of OPEIU, Local 30, and Kaiser employee for thirty-two (32) years. I've worked in Environmental Services, Facility Services, Food Service and the Courier department. Within Local 30, I've actively pursued positive roles as a Senior Steward, Labor Management Partnership (LMP), contract negotiator and member of multiple committees.
My relationships with co-workers and Management have
been built on fairness and upholding our Union contract. Regardless of the employee's situation or concerns, I always keep their best interest at heart. Even when circumstances may prove to be negative, with my experience and personality, I'm able to maintain a sense of integrity and opportunity for all
parties involved.
I think the focus of our resources needs to be used to improve
members work environment and job satisfaction by involving the members in on-the-job-site visits and accessibility along with other processes to achieve
the goal. Although some changes have occurred in the workplace, those changes through the Labor Management Partnership (LMP) need to include all employees to have a voice and our Union representatives to be more visible; To show a strong presence of solidarity and support to achieve goals set by Management, yet managed by all employees.
I've experienced many Kaiser Permanente Employee Programs - both positive and negative; Implementing programs inclusive to a partnership is preferred,
without, forfeiting bargained and contractual benefits agreed to by both parties. It is time to become more vocal for benefits, job
opportunities and strong Union support - challenge Management, engage in flexibility, insure overall enforcement of decisions and a follow-up/review
process to access changes for the future.
I'm looking towards the future - fulfilling expansion and growth with a strong Union workforce in America. A well-informed Union Membership is imperative to monitor all aspects of the contracts, policies and procedures, for the Workers we provide representation for so that they may, to thrive, flourish and celebrate the fruits of their labors.
By electing me as Chief Financial Officer of OPEIU, Local 30, we will improve our business practices of support and unified implementation of our Union contract. My primary focus will be to improve the overall image of OPEIU, Local 30 and it's successes.
Dear Fellow OPEIU, Local 30 Members and Coworkers,
Member accessibility to our Union representatives at all workplaces is imperative. Our Union Business Representatives need to be more visible, in the clinics and hospital to address Union matters before needing to pursue administrative methods to resolve issues. We need to initiate a Union policy of preventative grievances before the Members need to come to the Union; To answer questions, clarify contract language, to provide a safe and hostile-free work environment and share Union information regarding issues both current and for the future.
Actively pursue the enhancement of benefits up to and including our retirement pension. The benefits lost long ago require revisiting as a diverse and growing workplace demands it! Longevity (20 years or more) once meant as a distinction of honor, to be rewarded with wage increase, because of our value as Employees. Holidays were reduced by half, a medical co-pay per patient visit as well as other benefit reductions. As the Employer is demanding quality and educated Employees, so should the Employees demand a decent wage and benefits for a decent days' work - the American Dream.
Obtaining wage parity with Los Angeles has been a goal of the elected officials of Local 30 for the past thirty-two (32) years; They have yet to achieve this goal. Depending on job classification the hourly wage gap is approximately $2.00-$5.00 difference per hour and has always been a sensitive issue. The excuse used as justification for this wage difference is the high cost of living in Los Angeles; As a resident of San Diego for over 45 years, no longer is cost of living an acceptable argument. This issue needs to be resolved once and for all! Wage parity between Los Angeles and San Diego, a passion of longstanding, will be a goal of mine.
Handling union matters in a timely manner is imperative to Members. However, this is not the case with grievances, Employee concerns and Union programs. The case in point, the Local 30 official website; The current Union Administration, in 2002, made the promise, to implement and provide a current and informative website. In 2008 this website may finally become a reality. In a world of high-tech, our website should have been formulated and workable soon after its conception. It will have taken six (6) years to complete this project, not a timely manner!
Outsourcing of Employees by this employer has been abused through this provision within our contract practiced; Fact: outsourcing is cheaper. By exploiting this provision within our contract, they are paying less per hour and no Employee benefits. This has created a secondary workforce that is less committed to employer policies and procedures. Outsourced employees lack the work ethics, quality of job performance and a vested interest in promoting Kaiser as an employer of choice or health care provider. In order to provide the employer with high quality employees, outsourcing needs to be monitored and restructured to fulfill the business needs of the employer and minimal negative impact on the membership of the Union. Currently, within the Environmental Services Department, North County Kaiser Clinics, this outsourcing policy has resulted in the outsourcing of approximately seventy (70) Union Employee's jobs (for the past five [5] plus years). This unfortunate decision has caused Employee concern and is widespread throughout Kaiser Permanente. The faulty logic, given by Management (and our current Union Administration) is that qualified applicants can not be found. This policy and practice is unacceptable and needs to be challenged.
The Performance Sharing Program (PSP), is part of the Labor Management Partnership (LMP). The LMP is funded by ninety-two thousand (92,000) Union Member contributions ten (10) cents per hour matched by Management. This partnership generates thirty-five million dollars ($35,000,000) annually. However, the program has been altered and manipulated to assist Management more than the Union Members. The PSP was meant to influence the workplace in a positive way. I would like to see the PSP expand, not the way it is implemented today. We will, however, either change and modify the LMP (to the original concepts of the program) or cancel the program and return your ten (10) cents per hour.
Communication is important in every ones lives. Without communication we create unpleasant and unnecessary situations in our lives. All Union Members being informed of their rights and policies regarding the workplace less adverse situations occur and change is easier to implement. In order to assist in this process all avenues at our disposal should be utilized. Case in point, our Union general membership meetings have low attendance thus the chain of communication is impaired and posting the meeting minutes on our website would accomplish this goal. In being an informed workforce our goals are infinite. With a stronger, united voice we can accomplish great things. David (DK) Kessinger
OPEIU, Local 30 Senior Steward & Candidate for Chief Financial Officer
www.OPEIU30.org/DavidForCFO.html
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