COUNCIL MINUTES
WELCOME NEW DELEGATES AND ALTERNATES
SETTLEMENT AGREEMENT WITH WFSE
SELECTION OF EMPLOYEE OF THE MONTH
EMPLOYEE OF THE YEAR SELECTION PROCEDURES
STATEMENT OF PURPOSE AND OPERATIONS SUB-COMMITTEE
UPDATES
HUMAN RESOURCES ANNOUNCEMENTS
UNIVERSITY COMMITTEES LISTS
TRAINING OPPORTUNITIES
ADJOURNMENT/NEXT MEETING

COUNCIL MINUTES
The minutes of the January meeting were approved as written.

WELCOME NEW DELEGATES AND ALTERNATES
Crystal Devine was welcomed as a new delegate to the Council representing Computing and Telecommunications Services.  Tina Klampher who was the delegate will now serve as the alternate.  Dale Hubbard joins the Council as a representative from the Union.

SETTLEMENT AGREEMENT WITH WFSE
Kariann Taylor read the statement of purpose and operations of the Employee Council.  As a result of the new agreement with the Union, one member of Local 330 will serve as a non-voting member of the Council representing the Union.  Dale Hubbard will serve for the rest of the 2001-2002 Employee Council term.

SELECTION OF EMPLOYEE OF THE MONTH
Kariann read a letter from Zippy Nickerson, the Employee of the Month for December, thanking the Council for her selection.

Because of the changes to the Employee of the Year selection procedure, the Employee of the Month for January, February and March were selected.  Robert Giaudrone, Facilities Management, is the Employee of the Month for January; Janet Shields, of the Music Department, for February; and Charlotte Utzinger, Testing Services, for March.  The following statements were made about each candidate.

Robert Giaudrone - Bob has demonstrated over the years that he is always willing to go beyond the call of duty.  When given an assignment, he does not hesitate to do it with the very best interest of the university in mind.  His expertise and knowledge of the university and the underground utilities is second to none.  He has the ability and the recollection of digs from a decade ago to advise fellow employees as to how to safely proceed.  He is always willing to contribute his expertise and 30 years grounds knowledge to help make our jobs more efficient and easier.  Bob takes a lot of pride in his work and makes a person who is fairly new to CWU feel welcome and accepted.  Bob has a unique sense of humor that is present everyday that he comes to work.  He brings laughter to the crew on a regular basis.  He is able to use this in a positive and constructive manner.  Bob is always upbeat and ready to make a positive contribution to all that he works with.  He is always looking on the positive side of every situation and is readily willing to let you know how a positive approach will benefit all involved.  Mr. Giaudrone has the most gentle touch with a piece of heavy equipment that I have ever witnessed.  He can make the machine a true extension of himself.  The curl of the bucket or the angle of the blade are impressive.  I would be willing to say that he could scratch a back with the bucket of a backhoe.  Bob is truly on the university's most outstanding employees.

Janet Shields -- Ms. Shields is the most efficient and competent office supervisor the Music Department could hope to have.  She has the skills to perform an incredible variety of tasks, and does so daily with unfailing courtesy.  Janet's friendly demeanor, her organization, and calm efficiency allow the often chaotic goings-on of our department to run smoothly.  She is patient, supportive, cooperative, efficient and enthusiastic about the Music Department.  Janet always has a great attitude, attends to things quickly and efficiently and if she doesn't have the answer, she finds it.  Janet's even and friendly personality enable her to perform under pressure with seemingly no effort.  I always feel secure that I can depend on her to take care of things.  Janet is a "can do" person.  She works well with the office staff and has contributed greatly to the positive atmosphere we now have in the office.  Janet is one of those secretaries that is just a joy to work with.  Being the secretary in the Music Department means being capable of wearing many hats.  She has a unique ability to treat consistently all individuals -- faculty, student and peers -- with a gentle, confident, and respectful manner.  By her attitude toward others and the model of her own work ethic, she creates a positive, enthusiastic and professional work environment.

Charlotte Utzinger -- I have worked with Charlotte for the last two years and I have never met a person who takes as much pride in her work as she does.  She has such a passion for the students that she comes in contact with and helps direct them to the right places they need to be in order for them to succeed.  Charlotte is extremely service oriented towards staff, faculty and students.  Charlotte has a gentle spirit and even when she is put in an awkward position, she is able to deal with the problem in a professional manner.  Many times students come in our office very stressed, but she is able to ease their anxiety in order for them to take the test or to talk out a problem.  When our office gets very hectic, she shows her calmness.  She never overreacts to a problem and always looks for something positive amongst the chaos.  She has pushed to get new tests offered here on campus.  A woman with vision, she has enabled people access to take tests that we have never offered before at Central.  Charlotte is a mentor and friend.  She has taught me the true meaning of what serving is all about.  Charlotte helps students to have a positive experience with testing, which is often perceived as a negative experience.  I am so proud to be a part of her team.  She is a jewel.

Congratulations to all the recipients.

EMPLOYEE OF THE YEAR SELECTION PROCEDURES
Thanks to Dorothy Tenney, Leona Lindvig, and Nancy Bradshaw for their hard work to establish new procedures for selecting the Employee of the Year.  After drawing up a set of procedures, this committee met with the Employee Council Executive Board to go over the draft.  After review by the Council, several minor changes were made and the procedures were accepted with the changes and are effective immediately.  View the new procedure at:  http://www.cwu.edu/~hr/EOTM/Cseoy.htm

EMPLOYEE OF THE MONTH PROCEDURES
A sub committee was formed to review the Employee of the Month procedures to see if any changes are necessary.  Committee members are Leona Lindvig, Dorothy Tenney, and Kim Thomas.  Current procedures can be viewed at:  http://www.cwu.edu/~hr/EOTM/guidelines.html

STATEMENT OF PURPOSE AND OPERATION SUB-COMMITTEE
A new committee has been named to review the current Employee Council statement of purpose and operation. Thanks to all who stepped forward to serve on the committee: Kariann Taylor, Nancy Bradshaw, Crystal Devine, and Pedro Garcia.
http://www.cwu.edu/~hr/EOTM/Purpose.doc

UPDATES

Legislative Issues: House Bill 1268 has been passed in the House, and expected to pass in the Senate.  A brief summary of the Substitute Bill follows:
-   Restructures the state civil service system transferring rule-making authority (effective 7/1/04) from the Washington Personnel Resources Board to the Department of Personnel, transferring appeal authority (effective 7/1/05) from the Personnel Appeals Board to the Washington Personnel Resources Board, and abolishing (effective 7/1/06) the Personnel Appeals Board.
-   Allows agencies and institutions of higher education (effective 7/1/05) to contract out for services, including services traditionally and historically provided by state employees.
-   Expands the scope of collective bargaining for state employees to include wages, hours, and other terms and conditions of employment.   (New agreements may not be in effect prior to 7/1/05.)
According to the Union, the implication is that all civil service positions on campus could be contracted out if it proves to be more cost effective. In the event that this should happen, current employees would have 90 days to bid for their own job.  The effective date of the contracting out provisions of the bill is July 1, 2005.

President's Address to Staff:  Tina Klampher gave an overview of the progress on plans for the President's Address to the Staff.  The address is scheduled to take place in the Sue Lombard Room on Monday, March 4. It will be televised to all CWU sites. Notice of the event will be sent out along with a survey to be completed and returned to Patti Minshull. Thanks to both Tina and Patti for their work in organizing this event with the President's Office.

Annual Employee Council Elections: Kariann made a plea to the Council members to encourage people to become active and take part in this wonderful group.  Elections for the 2002-03 term will be held in late May or early June.  New delegates begin their term in September.  If you are interested in serving, please let others in your area know.

Employee of the Month Shirts: The shirts that will be awarded to all the Employees of the Month are in the mail. They bear the CWU Wildcat logo with, "Employee of the Month," circling the wildcat.  The shirts will be given out to this year’s employees of the month at the Appreciation Award Program on May 1.

Facilities Management Focus Group Update:  Dorothy Tenney explained that as an offshoot of the focus groups in Facilities Management that were developed last year, her project crew has been working on individual civility codes.  The civility code is drawn up by each individual department or division to suit the department’s needs and values in regards to civil behavior to fellow workers.  She said that, in her experience, the code has been effective and she encourages other departments on campus to follow suit.

HUMAN RESOURCES ANNOUNCEMENTS

CWU Workplace Violence Policy:  Ona distributed a copy of the CWU Workplace Violence Policy. It is a document put forth to speak to the University's commitment to maintaining a work environment that is as free as possible from acts or threats of violence or intimidation. The safety and security of Central Washington University students, faculty, staff and visitors are of vital importance.  The new policy is printed at the end of the minutes.

State’s Extra Mile Employee Award:  Ona also encouraged everyone to nominate someone for the State’s Extra Mile Employee award.  http://www.secstate.wa.gov/pb/forms/extramile.pdf

State Hiring Freeze:  Governor Gary Locke has issued a directive to freeze hiring, travel, and equipment purchases. This is due to a worsening state revenue outlook. The freeze was imposed on February 22, 2002. Those exempt from the freeze are positions that directly serve public safety and essential health.   President McIntyre will review all requests to fill positions here at CWU and determine which can be filled.

Service Award Program (“Appreciation Awards”):  The Service Award Program will be held on May 1, 2002, in Tunstall conference dining room, at 1:30 p.m.  Both classified and exempt staff will be honored for their years of service to the University.  At this ceremony, honorees are given awards for completing 10, 15, 20, 25, and 30 years of service.  There will be sixty-two employees honored this year.  Each year volunteers also bring floral bouquets as well as home baked cookies that really help make our honorees feel special.  If someone in your department will be getting an award, it might be a good time to step forward and volunteer.  If you have something you would like to contribute, please call Colleen Rose in Human Resources (1205).

30 years:  John Greer, Fred Stanley, David Fogle, Gene Gordon, Jody Scheffelmaier, Eugenia (Corky) Fredricksen, Shirley
                 Sadler.
25 years: Susan Browne, Robert McKenzie, Nancy Jackson, David Moffatt, Thomas Ogg, Paula Romeo, Dorothy
                Tenney, Charlene Kauzlarich, Irma (Gloria) Wilson, Clo Ulrich, Cec Calhoun.
20 years: Monte Bisson, Timothy Stowe, Teryl Payne, James Thomas, Terry Letson, Daniel Layman.
15 years: Benita Cole, Deborah Hill, Lareta Chrismer, Roger Hudson, Ron Munson, Teri Hendrickson, Teresa Miller,
                Robert Pieters, Mary Bottcher, David Arnaiz, Barbara Hinchliff, Charles Randleman, Barbara Hodges, Gayle
                Score, Robert Hendrickson, Dennis Claypool, Vicki Potts.
10 years: Barry Caruthers, Ray Riznyk, Charles Bond, Thomas Engel, Kenneth Baxter, Barbara Stanley, Janet Powell, Robert
                Tosch, Terry Borck, Carolyn Sorenson, Pamela Mahre, Charlotte Utzinger, Judy McNeil, Cynthia Green, Suzanne Laub,
                S. Patrick Camarata, Kevin Dawson, Gary Gleason, Kristina Owens.

If you were employed 10, 15, 20, 25, 30, or 35 years ago, and your name is not on this list, please call Colleen Rose in Human Resources (1205) right away so she can check your status.

Do note, however, that the 10 year list is composed of those hired between July 1, 1991, and June 30, 1992; the 15 year list: July 1, 1986, and June 30, 1987; the 20 year list: July 1, 1981, and June 30, 1982; the 25 year list: July 1, 1976, and June 30, 1977, and the 30 year list: July 1, 1971, and June 30, 1972.

Campus Committee Vacancies:  These committees have civil service representative positions.  The meeting and time requirements on these committees vary; some meet only as the need arises.  A diverse representation on all these committees is needed.  If you know someone who might be a good candidate, ask him or her if they would be willing to serve.  You can volunteer to serve yourself, or nominate someone (with their approval), and then contact either Colleen Rose (1205) or your employee council delegate.  A list of interested civil service employees will be compiled by the Human Resources Office and the names forwarded to Employee Council.

According to the new procedure approved by the Cabinet last fall,
-Employee Council will prioritize the names and submit the list to the president’s office by the end of spring quarter.  (Local 330 will also compile their own list of interested employees, prioritize it, and send it to the president’s office.)
- The president’s office will forward the lists to the vice president for business and financial affairs for review and selection of classified committee members.
- The vice president will notify the person to whom the committee reports of the new appointments.
- The person to whom the committee reports will notify all new members of their appointment.
- The vice president for business and financial affairs will compile a list of all new appointments and send it to Employee Council (and Local 330).

Campus Safety and Health Committee:  The committee provides the Occupational Safety Officer (OSO) with supportive assistance in the development of University-wide safety and health policies and procedures [per WAC 296-24-045]. Also provides assistance to the OSO in identifying unsafe conditions and practices, including recommendations to the OSO for improving accident prevention procedures.   Call Ron Munson at 2255 for information.
Campus Site and Development Committee:  Provides a continuing program for development of campus facilities, advises on the assignment and utilization of space within campus buildings, and recommends policies for parking lot development and operations.   Call Carole Griffin at 2318 for information.
Classified Staff Grievance Committee:  Hears grievances from classified civil service employees with permanent status in relation to misapplication of the provisions of the State Higher Education Law, Higher Education Personnel Board rules, compensation plans or personnel policies and procedures.   Call Ona Youmans at 2477 for information.
Equal Opportunity Committee:  The committee advises the President on policy development.   Call Nancy Howard at 2206 for information.
Equal Opportunity Grievance Committee:  Reviews complaints and findings of the Affirmative Action Director and determines whether or not the facts warrant a hearing.   Call Nancy Howard at 2206 for information.
Parking Violation Appeals Board:  Reviews written and verbal information with regard to a parking violation and decides to either uphold the ticket, dismiss the ticket or reduce the fine.   Call Steve Rittereiser at 2959 for information.
Retirement & Insurance Committee: Reviews policies and programs of retirement and insurance.   Call Wendy Rittereiser at 2279 for information.

If you are interested in serving on one of the above committees, please let Colleen Rose in the Human Resource Office (1205) know so your name can be added to the appropriate list of those wishing to be considered for appointment.

TRAINING OPPORTUNITIES

Training announcement:  On Saturday, April 20, Department of Retirement Systems will offer a free seminar, and pension workshops, in Ellensburg, to help you plan ahead for retirement.  The seminar will run from 8:00 a.m. to 5:00 p.m.  A schedule of the pension workshops for that day, as well as seminars and workshops in other locations around the state, can be viewed at http://www.drs.wa.gov/member/planning/workshop.htm.  To register call 1-888-711-6676 (TDD line 360-586-5450), or go to http://www.drs.wa.gov/drs.htm, or email Register@drs.wa.gov.

PERS 2 - PERS 3 Training:  The training for PERS 2 members to choose between PERS 2 and PERS 3 is well underway.  The two classes presented by the Department of Retirement Systems will be repeated for those who were not able to attend or would like to hear the presentation again.  The Transfer Decision seminar will be held on May 8th and July 30th.  The Investment Options seminar will be held on May 22nd and August 14th.  All sessions will be held from 9:00am to 11:00am and from 2:00pm to 4:00pm.  To register, email Lynn Hutchins at hutchinl@cwu.edu or call 2288.

ADJOURNMENT
The meeting was adjourned at 4:30p.m.

NEXT MEETING
The next meeting is scheduled for Thursday, March 21, 2002, at 2:00 p.m. in Black Hall Room 229-19. If you are a delegate and cannot make the meeting, be sure to notify your alternate so he/she will attend.

PRESENT
Leona Lindvig, Library
Dale Hubbard, Facilities Management/Union
Kerry Slaughter, Library
Nancy Bradshaw, University Relations and President
Dorothy Tenney, Facilities Management
Tina Klampher, Computing and Telecommunications Services
Crystal Devine, Computing and Telecommunications Services
Karol Barker, Dining Services
Marilyn Thompson, Dining Services
Kariann Taylor, Instructional Support: Unit A, Chairperson
Patti Minshull, Student Affairs and Enrollment Management
Pedro Garcia, Facilities Management
Barbara Sisko, Graduate Studies and Research
Kirsten Garland, Business Support
Gene Wilson, Instructional Support: Unit A
Kathleen McDaniel, SeaTac Center
Janette Goodwin, Yakima Center

ABSENT
Laury Berner, Facilities Management
Adrian Naranjo, Financial Services
ALSO PRESENT
Ona Youmans
Jeff Guzzi
 

February 19, 2002

Purpose
Central Washington University is committed to maintaining a work environment that is as free as possible from acts or threats of violence or intimidation.  The safety and security of Central Washington University students, faculty, staff and visitors are of vital importance.

Policy
Violent or threatening behavior directed at students, faculty, staff, visitors, oneself, or property will not be tolerated by Central Washington University.  This applies to any acts of violence or threats made on CWU property, at CWU events, or under other circumstances that may negatively affect CWU's ability to conduct business.  Included in this prohibition are such acts or threats of violence whether made directly or indirectly, by words, gestures, or symbols, that infringe on the university's right or obligation to provide a safe workplace for its employees, students and visitors.

Prohibited Behaviors

Central Washington University defines violence as follows and prohibits:
a. The use of physical force with the intent to commit harm;
b. Acts or threats in any manner or form, which are intended to intimidate, coerce, or cause fear of harm;
c. Acts or threats of violence made directly or indirectly by words, gestures or symbols;
d. Property crimes that would reasonably be anticipated to have the effect of intimidating or causing fear of harm.

Employees and visitors may not possess, carry, or store firearms, edged weapons, martial arts weapons, or blunt force weapons on university property, to include privately owned vehicles parked on university property. These items are also prohibited at university events and functions that take place off campus.  Students may possess weapons only as provided in CWU policies, which can be found in the Residence Hall Contract and Student Handbook.  This restriction shall not apply to university-issued weapons carried by police officers in the performance of their duties and any other exceptions as authorized by Washington Administrative Code 106-124-700. It shall not apply to tools that are used by employees in the performance of work duties, or otherwise, legal items such as a small penknife or pocketknife carried or possessed without the intent of injuring, threatening or intimidating others.

Workplace Violence Procedures

Preventive Measures

Training

Workplace violence training shall be offered as part of manager/supervisor training.  The Department of Public Safety and Police Services will provide department training upon request.

Pre- and Post- Employment Screening
The hiring department will insure that employment reference checks of prospective employees are conducted.  A criminal background check of candidates to whom an offer of employment is extended may be conducted, provided notice is given on the job announcement.  In certain circumstances and with cause, an appointing authority may request that the Department of Public Safety and Police Services conduct a criminal background check of any employee thought to pose a threat of violence.

Incident and Pre-Incident Procedures
Any member of the university community observing behavior that is in violation of the workplace violence policy, or that could reasonably be interpreted as a precursor to an act of violence or intimidation, shall make an immediate report to the Department of Public Safety and Police Services.  In cases of imminent danger, the Department of Public Safety and Police Services will intervene.  When time and circumstances permit, the supervisor of the employee-victim and/or employee-perpetrator, the Director of Public Safety and Police Services; and, as applicable, the Director of Human Resources, the Assistant Vice President for Student Affairs, or appropriate dean, will make a threat assessment and report to the appropriate vice president or provost.

Supervisor Responsibility
Supervisors are critical to the prevention of employee violence in the workplace.  By recognizing early signs and intervening prudently and appropriately, supervisors can reduce the chances of eruptive violent behavior.  When left unchecked, inappropriate behaviors can escalate to higher levels.  Behavioral warning signs which, in some combination, may indicate a potential for violence, could include but are not limited to:

a. paranoia (e.g. "others are out to get me or my job")
b. frequent angry outbursts, difficulty controlling temper
c. recent isolation of self from co-workers
d. rash or impulsive behavior without apparent forethought
e. failure to accept criticism, blaming others when things go wrong
f. drug/alcohol use or abuse
g. obsession about possessing or collecting weapons
h. co-workers have concerns about, or  fear,  this person
i. bragging about past acts of violence
j. threats (e.g. “one of these days, they are going to be sorry”)

A supervisor who observes such behaviors in an employee, particularly when they represent behavioral change, should consult with his or her department head to determine whether or not other University resources are required. The Human Resources Office should be notified and the Employee Advisory Services Office contacted for assistance.  The Student Health and Counseling Center and the Department of Public Safety and Police Services can help with this determination.

If a supervisor believes that someone may be in imminent danger, or if the incident in question resulted in anyone being physically harmed, the supervisor must immediately contact the Department of Public Safety and Police Services by dialing 911.  The Department of Public Safety will advise the supervisor as to a course of action and will also contact, as applicable, the Director of Human Resources, Dean, or Assistant Vice President for Student Affairs.

Under certain circumstances, a supervisor may have to act prior to contacting other University resources.  Where appropriate, supervisors should rely on information received in training and related programs.  As soon as possible, the supervisor should follow the reporting procedure outlined above.

Action in Response to a Violent, Abusive or Threatening Behavior

During or immediately after any incident, the Department of Public Safety and Police Services will be called to establish order and control the area.  This can be accomplished by dialing 911 from any campus telephone.

A post-incident team consisting of the Associate Vice President for Business and Financial Affairs, Director of Public Safety and Police Services, Director of Human Resources, Director of Public Relations and Marketing, and Director of Student Health and Counseling shall insure that proper attention is given to medical, law enforcement, counseling, employment and public relations issues.  If a student is involved, the post-incident team shall include the Assistant Vice President for Student Affairs. If a faculty member is involved, the post-incident team shall include a dean assigned by the Provost.

The Director of Public Safety and Police Services will prepare a workplace violence report on or about February 1 of each year.  The report will enumerate the number of workplace violence incidents in the previous year and make recommendations as appropriate.

University Premises
For the purpose of this policy, the workplace and university premises are defined as:
a. The physical premises of Central Washington University in Ellensburg, WA, as well as any other premises owned and/or controlled by Central Washington University including the Centers;
b. Such other properties that may be rented or leased by Central Washington University;
c. Motor vehicles that are owned or leased by Central Washington University;
d. Locations to which an employee is assigned in the performance of his or her duties, e.g., an event at another institution;
e. Location in which a student is present at a university-sponsored event or activity, e.g., a study-abroad program or athletic venue at another institution;
f. Extensions of the physical workplace in the case of incidents that begin on campus and proceed off-premises, e.g., stalking, harassment.

Sanctions
Violation of this policy by any employee will result in disciplinary action that may result in termination of employment and/or criminal prosecution.  Violations by students will result in university judicial action and/or criminal prosecution.  Violations by groups or individuals who are neither employees nor students will result in restriction from university property and/or criminal prosecution.