Negotiations for a new agreement have been on-going. SEAG has provided testimony to the Legislature, which all of you know is not of any mind to appropriate anything for any state employees. We have expanded language and have agreed to a number of new Articles. The Agreement will be subject to ratification once the Legislature finalizes its budget and imposes any outstanding language.
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BEFORE YOU TOSS THIS AWAY, PLEASE RECONSIDER
by Joanna Daniels
Whether you are a recent graduate struggling with student loads, or a seasoned member of the bar dealing with other obligations, or just someone who is anxious about budget cuts, your hard-earned dollars and your livelihood are valuable. Nonetheless, the ability to maintain or improve the conditions under which you practice are worth the price of the union dues.
Even without the ability to strike, a union can improve your working conditions. Perhaps you think that as a select exempt employee, there is little that can be done. Please know that this perception is incorrect. Labor law, unlike criminal law, is rarely a requirement in law schools, so you might not have even the most basic information to understand how incorrect that perception is.
DID YOU KNOW?
The Collective Bargaining Agreement permits SEAG a way to represent the attorney employee while maintaining the employee's duty to maintain confidentiality of information or to preserve the privilege of the attorney-client relationship.
Under the Collective bargaining Agreement, SEAG has the right to bring a class-action grievance on behalf of bargaining unit employees in its own name concerning disputes relating to the interpretation or application of the Agreement.
Government attorneys represented by unions include attorneys employed by the Internal revenue Service.
The Union has the right to consult on issues of discrimination or sexual harassment with an agency head or his designee.
The Agency head or his designee must meet and consult with SEAG on a quarterly basis if SEAG requests. The purpose of such consultation meetings would be to discuss matters relating to the administration of the Agreement as it relates to those areas within the exclusive jurisdiction of the agency consulted.
CONSIDER THIS:
The Union works to allow you to work better for your client and yourself. Things that are not within the employee attorney's control, but in the control of management, can easily lead to a situation that would risk the employee attorney's duty of diligence. Likewise, interference in the attorney's exercise of independent professional judgment could be subject to a grievance in which SEAG can assist.
The Union provides a unified voice. In the quarterly meeting with the Agency head, the union could provide a unified voice for systemic issues that can otherwise be disregarded as the isolated voice of a disgruntled individual. but this only works if there are dues-paying members.
Employment discrimination does happen to lawyers. Even if you are not now a member of a protected class, you could be sooner of later; serious disease or injury can happen to even the most health-conscience and youthful worker or to the worker's family. If you remain or join state service after age 40, you are presumed to be in a class that is subject to age discrimination. If for no other reason, aren't the dues worth an opportunity to prevent, or to mitigate any employment discrimination?
If you and other attorneys do not join and participate now, the union might not be around when you need help the most. Even if the union exists without your individual participation, please note that under the Collective Bargaining Agreement, the union is not obligated to represent a non-member with respect to grievances and/or arbitration or administrative proceedings.
JOIN, OR RE-JOIN, NOW AND HELP PROTECT US ALL!
