Volume 3 / Issue 11
To provide quality service to the REAP members with integrity and respect, understanding the member is the priority.
One year and counting!
That’s right! On November 30, 2016, the current MOU between the County and SEIU will expire. The big question…will the County be negotiating with a new labor organization, or will SEIU continue to have their stranglehold on the county, but more importantly, will they keep their grip on you? In California, SEIU can have you terminated from your job if you refuse to pay union dues! Who works for who?
Within the coming year, every employee represented by SEIU, in Riverside County, will have the opportunity to alter the course of their future. Check out the REAP Facebook. Representation is not the SEIU forte’, but it is one of REAP’s best assets! It’s just easier for SEIU to throw money, your money, at their problems! SEIU is involved in so many different campaigns, it’s hard to figure out who they really work for!
REAP 19510 Van Buren Blvd. F3-197 Riverside, CA 92508 951-202-8058 / 951-858-6759 http://reap4us.org/ firstname.lastname@example.org
I recently read an article where the President of SEIU Local 1000 felt she was deserving of a $100,000.00 stipend, along with her vice presidents, from the union because of the number of members she spoke for. Had the board approved the plan, annual stipends for the four officers would have totaled $345,866 in the first year, according to the local’s estimates. Walker, for example, stood to receive $102,785, according to an email sent to members, in addition to her $51,000 in state pay that Local 1000 already covers. The plan reminded some critics in the union of a controversial 2011 plan that would have brought total compensation for the president to $150,000 per year and $125,000 per year for the vice presidents. Walker, who distanced herself from that proposal, took it off the agenda after news reports riled up the rank and file. Walker backed the latest proposal, arguing that the stipend was appropriate to the demands of leadership, the complexity of the work and the size of Local 1000. The union represents 95,000 state employees and operates on an annual budget of $60 million per year. That money has to come from somewhere…How does increasing Ms. Walkers annual income benefit the members she chose to represent?
This is just one example, but at some point, even the most devote SEIU loyalist needs to question the ethics and morality of the entire organization they have entrusted their future to.
REAP is an employee driven organization comprised of members from most bargaining units. There is an alternative to SEIU. Take the time…ask the questions – get the answers. Join us! There is no commitment…You’ve got nothing to lose and everything to gain!
The REAP Interim Executive Board
Looking Towards the Future