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Talks Begin Between NEA & NEA Employees
Dave Darland, President of the 'Professional Organization' (as yet unnamed), says, "Salaries here are in the Dark Ages. We have to DO something." -
NEA Credit Union Charter Sought by NEA Staffers
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Employee Turnover Reduces Sharply
'Can it be the improved salary & benefits negotiated by the Professional Organization? ', asks the staff newsletter. -
New Pay & Classification System Created
The new system is related to the local Washington, DC recruitment market. -
First Written Contract Between NEA & NEA Staff
The language of being a union was different then. It was 'sanctions', not 'strikes'. 'Professional Organization', not 'union'. Negotiations between labor and management were called 'conferences'.
In this contract, if you made $4500/year, the base starting salary, you would receive $210 a month as your lifetime pension. -
Enrollment of All Permanent Employees in Retirement Plan
Survivor Benefits are added later. -
Reduction-in-Force (RIF) Hits Hard
Salary schedule changes resulted in less salary for 18 members, but this was a compromise in exchange for less lay-offs.
NEASO protects members in RIF--only 5 NEA employees leave but got jobs at the National Labor Associates site. All others affected eventually retained at NEA with no reduction in salary.
NEASO Executive Board establishes fact-finding committee regarding contracting-out. -
NEASO Food Services Committee regulated NEA Cafeteria Prices
Keeping food prices down at the NEA Cafeteria was a responsibility undertaken by NEASO to help out during this period of inflation. -
NEASO Holds Its Own RA
NEASO RA (a precursor to the NSO RA?) was comprised of 31 members from 4 Departments (called "Categories"). -
NEASO Membership Totals 663
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NEASO Broke! Lays Off Secretary
Jane Arberg is laid off from NEASO, and an editorial is written in the staff newsletter to raise dues up from an average of $17/year. In addition, there are growing pains dealing with a new, more complicated, admittedly imperfect contract, which include new responsibilities in grievance processing and contract enforcement. -
AFSE Splits From NEASO
A group of personnel in the Division of Field Services indicates the intention to establish a separate bargaining unit.
In October 1971, a new NEASO Constitution is written to reflect the new salary schedule and agreements. -
A New NEASO Is Born!
NEASO becomes a union providing the best in collective bargaining. AFSE becomes its own union representing field service staff.
14 employees who were below poverty level in DC are raised to the minimum $6000 salary level. 25 temporary employees, some with years of service, finally get full benefits.
The probationary period is changed to only 90 days. -
Strike!
The struggle for fair pay and treatment is on-going. As a result of this strike, 26 NEASO members were lost to mid-management and administrative assistants as a result of an NLRB arbitration (we were under a Republican [Nixon] administration at this time).
$10,299 was disbursed to NEASO staff from the Strike Fund.
(There is a reference to this strike in the August 13,1971 Staff Line). -
Hiring Freeze Thaws
A 90-day price/wage freeze ends, and 250 NEASO staffers begin earning at their new rate, with retroactive pay, from a year ago. Staff is pleased to receive what is felt to be a decent salary increase. -
New Contract Features Strengthen NEASO
Joint committees and inservice training programs are added to the contract, as well as a sabbatical leave, medical service, reclassification, and retirement provisions. -
"Practice What You Preach!"
NEASO, AFSE, and NEAMMO meet with NEA to discuss reorganization. NEASO insists on equity and fair play with the slogan "Practice What You Preach". -
Another RIF!
Another RIF causes feelings of animosity within NEA, when, among others, two fine in-house photographers are RIFed, and questions over contracting-out continue. -
Emergency Fund Created For All RIFed Employees
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RIF Arbitration Hearings
Arbitration hearings on the RIF: NEASO and management settle class grievance on the RIF, and terms of the RIF are agreed to now, and in the future. -
Incentive Retirement Plan Discussed
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Talk of Affiliation With a National Labor Union
NEASO Executive Board directs that criteria for affiliation with a national labor union be established, to serve as a guide to determine eligibility. Eventually, Communications Workers of America (CWA) is selected. -
Negotation of Major Medical Benefits for Pregnant Women
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Strike!
Supported by AFSE, and NEASO staff in the National Association for Social Studies, NEASO strikes for fair pay and respect (Practice What You Preach!) NEA management locks out the staff. After two weeks of cold-weather picketing, NEASO negotiates an equitable agreement. -
New Contract For 335 Employees
There are now 13 steps. The biggest concentration of employees are at Ranks 3 & 4, salary range is $10,844-$16,978. -
New Rules for NEASO Picnic
Eligible attendees for the NEASO picnic are spelled out in the contract. They include spouses, children, parents, parents-in-laws, brothers, sisters, grandparents, and grandchildren. Singles may bring a friend.
(Maybe NEASO should have just said who CAN'T attend; it might have been a shorter list). -
First NEASO Executive Director is Hired
NEASO hires its first Executive Director, but the position of Office Manager is eliminated. NEASO's budget is only large enough for one position. -
Sick Leave Bank Established
A new important benefit for employees, the Sick Leave Bank (as it was called then) is established. -
New NEASO ByLaws Voted In
A new set of bylaws are voted on at the AME Church to coincide with the Constitution that was adopted after the separation from CWA. -
Contract Change to Work Hours
A contract change to the NEA/NEASO agreement is made regarding work hours. Managers can now alter employee work hours to accommodate unusual circumstances. -
Compensatory Time Loss
A change in the contract means no compensatory time is earned until after working 75 hours. Prior to this change, it was 37.5 hours. -
Detailed Membership Survey Conducted
A detailed survey is sent to members and focus groups convened to determine member concerns in a changing environment. Management continues efforts to gain more flexibility in what they consider "management rights". -
Promotions Via Reclassification
Between 1998 and 2000, 35 promotions via the reclassification process occur. -
Contracting Out Rears Ugly Head Again
Managers are horrified to realize no one really knows how many contractors work at NEA or where the money is going. Another joint NEA-NEASO Committee on Contracting-Out is formed. As a result, Article 43 "Contracting-Out Bargaining Unit Work" is added. The Article states that no layoffs of NEA employees may occur as a result of contracting-out. -
New Contract 2004-2006
A huge fracas over post-retirement healthcare ensues, and NEASO ends up rejecting the Tentative Agreement (TA) over the formula for deciding when employees can qualify for retirement medical benefits. 401K contributions are 7% in 2005-06. There is a 2% pay increase in 2004, 2% in 2005, and 4% step increases are retained.
