1. Attention: We have put together a thread with tips and a tutorial video to help with using the new software. Please take a moment to check out the thread here: Trapshooters.com Tutorial & Help Video.
    Dismiss Notice

A good primer on the Public Union conflict

Discussion in 'Politics, Elections & Legislation' started by g7777777, Mar 1, 2011.

Thread Status:
Not open for further replies.
  1. g7777777

    g7777777 TS Supporters TS Supporters

    Jan 29, 1998

    Remember the Wall Street Journal has always been liberal so this might actually lean towards the union side of things but I think it is pretty even after reading it

    Regards from Iowa

  2. halfmile

    halfmile Well-Known Member

    Jan 29, 1998
    Green Bay Wisconsin
    I don't see WSJ, that bastion of capitalism as liberal. But the article spells out much truth.

    Walker is not trying to bust the union per se. There are some problems that are caused by collective bargining on some issues that need to be eliminated. Collective bargaining for wages is not being eliminated.

    From a Wis. congressman's newsletter:

    "Why are you dismantling collective bargaining rights of public employees?
    We are not dismantling collective bargaining. Public employees can still negotiate wages, and they can still be a member of the union on a voluntary basis. It is also important to know that most worker protections are the result of Wisconsin's strong civil service law, not of collective bargaining.

    What does the collective bargaining have to do with fixing the budget?
    This is a fiscal issue for several reasons:

    Example #1 WEA Trust:
    Currently, many school districts participate in WEA Trust because WEAC collectively bargains to get as many school districts as possible across the state to participate in this union run health insurance plan. Union leaders benefit from members participating in this plan. If school districts enrolled in the state employee health plan instead, it would save school districts (and ultimately the taxpayers) up to $68 million per year. Beyond that, if school districts had the flexibility to look for health insurance coverage outside of WEA trust or the state plan, additional savings would likely be realized.

    Example #2 Viagra for Teachers:
    The Milwaukee Teachers' Education Association (MTEA) tried to use a policy established by collective bargaining to obtain health insurance coverage that specifically paid for Viagra. Cost to taxpayers is $786,000 a year. Reference: http://abcnews.go.com/Health/milwaukee-schools-ban-viagra-teachers-union-suesdiscrimination/story?id=11378595

    Example #3 Unrealistic Overtime Provisions:
    On the state level, the Department of Corrections allows correctional workers who call in sick to collect overtime if they work a shift on the exact same day. The specific provision that allows this to happen was collectively bargained for in their contract. The cost to taxpayers is $4.8 million.

    Example #4 Paid-Time Off for Union Activities:
    In Milwaukee County alone, because the union collectively bargained for paid time off, fourteen employees receive salary and benefits for doing union business. Of the fourteen, three are on full-time release for union business. Milwaukee County spent over $170,000 in salary alone for these employees to only participate in union activities such as collective bargaining.

    Example #5 Surrender of Management Rights:
    Because of collecting bargaining, unions have included provisions in employee contracts that have a direct fiscal impact such as not allowing management to schedule workers based on operational needs and requiring notice and approval by the union prior to scheduling changes."

    Of course the pot smoking hippies nowd occupying the capitol building don't want you to understand this. All they can say is "Fox Lies!" and "We want our Rights!" over and over.

    Personally I think the Quadaffi solution might be in order.

Thread Status:
Not open for further replies.