386 W Main Street, Suite 10
Northborough, MA 01532
Office Phone: (413)272-2459
frankfixer2011@gmail.com
Log In-Out

Welcome

from the DYS Workers of AFSCME 1368 Greetings from the Massachusetts Dept of Youth Workers, AFSCME Local 1368. If you are a member, please note that you will need to be logged in, to view much of the information that you are looking for. As always, please feel free to contact us with your questions! Daniel Morse, President AFSCME Local 1368

Welcome to AFSCME Local 1368

Welcome to the web site for AFSCME Local 1368, Massachusetts Department of Youth Services Employees. Most of the content on this website is only visible once you are logged in, so please be sure to register here to receive our updates. Be sure to take some time and go through the entire site, as you will find a great amount of information. Be sure to send your comments and suggestions directly to me. Thank you.

In Solidarity,
Paul Faria, President

ASFCME 1368 News

  • AFSCME COVID-19 Safety inside Facility

    This sheet from AFSCME Safety specialist Keith Wrightson the focuses on correctional officers and staff inside a facility.

    Helpful information

  • Guidance on Preparing Workplaces for COVID-19

    AFSCME provided us with  information on what the CDC and other sources are mentioned for staffing during this COVID-19 pandemic, along with that we need to make sure that those members who are still coming into work are protected adequately. Often times employers deem respirators as the main source of protection but it is really a combination of infection prevention control and personal protective equipment that give an adequate level of protection to workers. I’ve added four documents, all have crucial of what to implement in a long term care setting during an infectious disease outbreak such as COVID-19.

     

    Staffing ( ON the novel-coronavirus-2019 checklist from the CDC)

    •           A contingency staffing plan has been developed that identifies the minimum staffing needs and prioritizes critical and non-essential services based on residents’ health status, functional limitations, disabilities, and essential facility operations. Exclude nonessential staff, students, and volunteers from working with cases until the situation is over. Nonessential staff are any staff who contribute to the care of residents, but that care is not medically required (such as activity coordinators). Facilities will need to determine who is essential for the care of residents.

    •           A person has been assigned responsibility for conducting a daily assessment of staffing status and needs during a COVID-19 outbreak.

    •           Legal counsel and state health department contacts have been consulted to determine the applicability of declaring a facility “staffing crisis” and appropriate emergency staffing alternatives, consistent with state law.

    •           The staffing plan includes strategies for collaborating with local and regional planning and response groups to address widespread healthcare staffing shortages during a crisis.

     

    MA Long-Term Care Staffing Ratios Legislation “Sufficient nursing personnel to meet resident nursing care needs based on acuity, resident assessments, care plans, census and other relevant factors as determined by the facility. (e) The facility shall provide additional nursing services, sufficient to meet the needs, in the event a resident has a minor illness and is not transferred to a higher level facility or unit.”

    https://www.mass.gov/regulations/105-CMR-15000-standards-for-long-term-c...

     

     

    attached OSHA guidance and for more information on CDC Long Term Care Recommendations:

    https://www.cdc.gov/coronavirus/2019-ncov/healthcare-facilities/prevent-...

  • Establish a universal sick leave bank

    Hello Brothers and Sisters,

    During this difficult time,protecting our members at the worksite and in our communities.

    To ensure our state members have the sick time they need, State Representative Jim O'Day, D-West Boylston and Senator Paul Feeney D-Walpole are filing legislation to establish a universal sick leave bank that any state employee could access should they need to take sick time due to the COVID-19 virus. No donations necessary.

    Can you tell the legislature we need this passed NOW? Use the link to urge your State Rep. and State Senator to co-sponsor this legislation: https://tinyurl.com/wbzlw39

     

  • Message From the President

    Dear Sisters and Brothers,

              I write you today to inform you I have accepted a position as Staff Representative for AFSCME Council 93 effective July 1st, 2019. This was not an easy decision for me and my family to make as the work I have done with the help of our executive board and table officers has been nothing short of amazing. My passion for serving you never wavered and never will. My family and I felt now was the time for me to move on in my career. I will attempt to bring the same type of prosperity we have found together to as many more of our sisters and brothers as possible.

              Through my time as your president we have forged ahead getting pay grade increases for Groupworker I’s, II’s, and III’s as well as for ISO II’s and III’s. We have fought tirelessly to bring down staff assaults by working with various other agencies, as well as our own, to have your voices heard and mandated the Department make systematic changes to how they hold youth accountable through the pressing of charges without releasing your personal information. We have created the four-day work week which has lower forced overtime, lowered staff assaults, decreased burnout, and made our sisters and brothers feel like they actually get time away from work. Through contract negotiations we have removed language preventing you from being promoted or granted a voluntary transfer/reassignment due to discipline, and while we still fight to see acknowledgment, we are now starting to see its true impact for everyone. I am equally proud of how visible we have made our union to the average member, keeping open lines of communication and ensuring we fought tirelessly for each and every one of you.

              I will proudly finish out my term as your president and continue to push our employee first agenda while fighting for fair wages and benefits for all our sisters and brothers. However, the day to day operations of the Local will be carried out by Vice President Francisco Ojeda who I have the utmost confidence will continue on the amazing progress we have all made. I know your executive board will work tirelessly with him to continue to create a safer workplace and to continue the progress we have made in all other aspects of your jobs.

              I want to thank you all for having faith in me to help guide us in the right direction. I have served this local for well over 10 years and wouldn’t trade away a day of it. It is my honor to call you all my Union brothers and sisters. Even in my new role I will forever be a tireless advocate for you all, fighting for you to be recognized for the incredibly difficult job you do and for you to receive the appreciation you truly all deserve.

              In Solidarity,

              Daniel Morse

              AFSCME Local 1368 President

  • New Resource For Workplace Harrassment and/or Violence

    Investigations COE Communications

     

     

    To:          All <enter Secretariat/Agency name> Phase I Employees

    CC:         Agency Head and/or Secretary

    From:    Ron Arigo

    Date:     2/6/19

    Re:         ANNOUNCEMENT: New Investigations Center of Expertise

     

    Beginning February 11, 2019, the Human Resources Division (HRD) will have a new resource available to employees, an Investigations Center of Expertise (COE), which will investigate most HR-related complaints across Executive Department Agencies.  The COE will handle investigations related to: Discrimination, Sexual Harassment, Domestic Violence/Sexual Assault/Stalking, Workplace Violence, and Retaliation.

     

    Employees can report a complaint directly to the COE or continue to report a complaint through any existing channels, including:

    • Employee’s manager
    • Diversity Officer
    • HR Director
    • Sexual Harassment Officer, and
    • General Counsel

     

    Complaints that allege violation of one of the HR-related policies listed above will be investigated by the COE.  When the COE receives a complaint it will investigate the allegations and work closely with the Agency/Secretariat throughout the process.  The Investigations COE will also provide regular updates to the employees involved in the complaint throughout the process. 

     

    Employees can report a complaint directly to the COE in any one of the following ways:

     

     

    For more information, please visit the Investigations COE website. <add link>

  • Contract Negotiations...?!?

    It's hard to believe after our raise we just received but we will be entering into contract talks with the Commonwealth soon enough. Stewards will be coming around with contract surveys and we need YOUR HELP in molding the parameters for the next contract. If we all respond then together our voices will be heard. I (President Morse) will let you know when these are available and once they are I can email them to you for you to fill out as well.
     

  • Military Leave

    As many of you know, there has been an issue for some time now with the law that governs paid time off for armed forces related leave and maintaining seniority and the accrual of paid sick, personal and vacation time during such leave. 

    The current law states that paid leave would be provided “not exceeding 34 days in any state fiscal year and not exceeding 17 days in any federal fiscal year.”

    The good news is you don’t have to spend any time trying to figure out what the above language means because we were able to fix it and expand the benefit. 

    As you may recall, attempts to correct this problem at the bargaining table and in the 2015-2016 legislative session were unsuccessful. So at the start of the current 2017-2018 session, Council 93 turned to a legislator who would understand the problem and appreciate the need to fix it. We approached State Rep. Hank Naughton, who served in Iraq and Afghanistan and currently serves as a Major in the U.S. Army Reserves. 

    Rep. Naughton filed legislation at our request and we are happy to report our bill was recently passed as part of a broader bill entitled: An Act Relative to Veterans’ Benefits, Rights, Appreciation, Validation and Enforcement. 

    The new law will be effective on November 8th, 2018.  It removes the confusing state/federal fiscal year language and expands the paid leave to 40 days annually. It also maintains the requirement that such employees shall “not lose any seniority or any accrued vacation leave, sick leave, personal leave, compensation time or earned overtime.”

    We thank our members who brought this issue to our attention and we thank Rep. Naughton for working with us to clarify and expand this important benefit.

    In Solidarity,

    Mark Bernard

    Special Assistant to the Executive Director

    AFSCME Council 93

  • Vote!!! Choose Your Boss!!!

    Vote!Make your voice heard!! Choose your Boss!!! This election decides who we negotiate with next time!! Is the Charlie Baker minimum enough for you? If not vote Jay Gonzalez for Governor!!!!

Pages