MEA Celebrates Holiday Season

MEA celebrated the 2004 holiday season at Captain’s Ketch inlower Manhattan on Monday, December 13. About 135 MEA

members were joined by invited guests that included HousingAuthority’s chairman Tino Hernandez and his deputy general man-ager Natalie Rivers, HRA’s first deputy commissioner PatriciaSmith, and labor relations deputy director M. Eric Ambrose,COMRO’s William Pinkett (his wife Mary, now deceased, servedas an outstanding member of the city council) and Stuart Salleswhose law firm is now providing MEA members with legal con-sultations, but not including labor issues. Several honorary men-tions and awards were presented during the evening, including: Recognition of Past Presidents

MEA past presidents WilliamH. Dworkin (1996-2003) andGeorgia A. Williams (1995) (asacting president in 1992 & part of1993 and again in the latter part of1994) were honored with kindwords and plaques for their yearsof service. Their respective com-mitments to the organization continues to this day.Manager of the Year Award

Stuart Eber recently retired deputy commissioner from theHuman Resources Administration was awarded The Raymond E.Diana Award for Manager ofthe Year. Known throughoutthe years to friends and col-leagues alike as Stu, hesteadily advanced all theway up to deputy assistantcommissioner in the med-ical assistance program. Heremains active in the retireechapter and currently serveson the organization committee which is charged with recruitmentretention, awarding scholarships, additional presentations to mem-bers, and developing new benefits programs such as legal servicesthat are non-job related. MEA appreciates the enthusiasm and vol-unteerism of its retirees.

2004 Scholarships Awarded MEA’s organization committee was chaired by Joel Fishelson

and the members of the committee which included: John Andrezzi(HPD); Sam Borkow, Stuart Eber, and Elaine Scott (HRA); JocelynJean-Philippe (ACS); Mary Masterson (DOHMH); JessieWoodbury (HHC-KCMC); Edward Yood (Sanit.). The criteria usedin the selection process included a review of each applicant’s highschool transcript, SAT scores, letter of recommendation from afaculty member of the school they had attended, and a writtenessay. Ten well deserving students were chosen out of the manyapplications that were submitted. Scholarships were also madeavailable to managers who chose to take college courses forcareer advancement.

Mr. Fishelson was proud to introduce the parents of the childrenwho received 2004 Scholarship Awards. Parents and recipientswere: Gregory Weir (ACS), son Jared (SUNY, Westbury, NY);Wayne A. Lamont, (Correction) daughter Natasha (SUVA,Petersburg, VA); Kaushik N. Patel (DDC), daughter Vaidehi

(Rensselaer Polytechic, Troy, NY);Samuel A. Asamoah (Fire), daughterBernice (Syracuse U, NY); Jerry Z.Gombo (Fire), son Josh (Rutgers U.,NJ); Nancy L. Levine (DEP), daugh-ter Brooke (SUNY, Buffalo, NY);Kenneth Moriarty (DEP), daughterChristina (SUNY, Geneseo, NY);Naudin Pierre-Louis (DEP), daughterSoshana (Howard U, Washington,DC); Gitamja D. Balgobin (HHC-

Woodhull), daughter Chandrika (NYIT, NYC); Robert D. Moran(HHC-Coney Island), son Robert (Rivier College, New Hampshire). c

May 2005Dear Colleagues,

I trust you and your families are enjoying ahappy, healthy and productive 2005.

MEA believes that a manager's most impor-tant, and most difficult, job is to manage people.You must lead, motivate, inspire, and encourageemployees. Most of our members are strong,effective leaders who avoid using what I call“The Seven Deadly Sins of Management”. Theyare described as follows:PRIDE - Excessive belief in one’s own ability,i.e., the manager who considers himself/herself“better” than everyone else, especially betterthan one’s subordinates.GREED - The tendency of Managers to reward

themselves instead of theirstaff. Greed is about morethan money. Generosity inthe workplace means lettingothers get the credit orpraise.ENVY - Envy resents thegood others receive or evenmight receive. Managersshould not be afraid to dele-

gate. The effectiveness of your staff is a directreflection on your abilities as a leader.ANGER - Anger is often our first reaction to theproblems our staff may create. Too many man-agers tend to be impatient with the faults of oth-ers. An effective manager takes an approach ofpatience and compassion.LUST - The self-destructive drive for pleasure.Some managers lust for power and image whichtends to get out of control. Sometimes they

“bully” subordinates for the sheer pleasure ofexercising power. Self control and self-masteryallows the effective manager to avoid thesepitfalls.OBSTINACY – The unwillingness to listenand change. An effective manager fosters anenvironment of open communication and onethat involves employees in the design and exe-cution of work.BULLY – Avoid being the manager who seekstotal control by being a “bully”. The most com-mon type of bully is the person who trasheshis/her employees behind their back whilesmiling to their faces. The “nitpicker” usesinsinuation and insult to chip away at anemployee’s confidence. The “gatekeeper” iscold and controlling, plays favorites, lettingsome workers succeed and cutting others offfrom resources needed to complete the work.

Remember – avoid these seven deadly sins!

Page 2 • MEA MANAGER MAY 2005

A Message from the President

Scholorship recipient BrookeLevine (center), with her par-ents, Ronald and Nancy.

Former Presidents: William H.Dworkin and Georgia A. Williams

Stewart Eber holding his Manager ofthe Year award. Joining him are, (fromleft,) Sandra Griffin, Eleanor Armstrongand Stephen Ferrer.

MEA PresidentStephen M. Ferrer

Scholarship Opportunities Available to ManagersA limited number of scholarships have also been made

available to managers who are taking courses to advance theireducation and their managerial skills. Managers, you reallyshould take advantage of this program.

Scholarship applications (sent to MEA members only) aremailed out in June of each year for children and managers andall are eligible to apply, with the exception of previous schol-arship recipients.

MEA MANAGER MAY 2005 • Page 3

MEA Members CanEnjoy Legal AdviceWithout Charge

Getting good legal advice is likefinding treasure – and MEA now

possesses a treasure chest which all ofour active and retired members and theirspouses or domestic partners can sharein. The law offices of Stuart Salles hasagreed to provide MEA members withlegal expertise, at no cost to them, inlegal matters concerning estate plan-ning, health care proxies and wills,powers of attorney, landlord-tenant dis-

putes and real estate transactions, adop-tion, child custody disputes and otherfamily court matters, separation anddivorce, immigration services, personalinjury claims and criminal matters.

All that is required to obtain legalservices is to call the law offices of Mr.Salles, identify yourself as an MEAmember and identify what category oflaw your problem falls into. Uponarrival for your appointment you mustproduce your MEA identification card.At the completion of your legal consul-tation and, if and only if it is agreedbetween the legal counsel and the mem-ber that the matter discussed cannot beresolved without further legal assis-tance, the member can then choose toobtain legal counsel elsewhere or themember and the legal counsel can agreeto continue on at a specially reducedrate, that is less than the rate that is nor-mally charged to the public at large.Please note that Mr. Salles’ law firm willnot handle job-related matters. Mr.Salles’ law firm is located just acrossthe northern end of city hall at 267Broadway. Their phone number is (212)267-9090. In addition, for those retireeswho now reside in Florida or in south-ern New Jersey, MEA plans to makelegal services available for them. c

MEA Reaches Out To HRAManagers

On November 18, 2004 and April 14, 2005, MEA hosted newmember recruitment receptions at HRA with the blessing of

agency officials. The reception in November was conducted at 180Water Street and in April at 330 West 34th Street. Numerous man-agers, including some HRA officials dropped by to chat with MEAPresident Stephen Ferrer, Executive Director Dr. Sandra Griffin,Chapter Director Joyce Prever and other MEA officials and staff.

Participants were able to learn about the organization and asignificant number of those who attended signed up on the spot andeveryone who participated in these drives agreed that the one-on-one ‘meet and greet’ was a success. MEA plans to hold receptionsat other agencies soon. Check our website www.nycmea.org andhotline (212) 946-1455 to see when we are coming to your site. c

Back in October 2004, MEA proudly welcomed to its team MsSadie Culler as part-time member services representative.

Sadie brings with her impressive managerial credentials followingtwenty-six years of service in the depart-ment of transportation and the policedepartment. Her previous duties have wellequipped her to serve in her new position.Sadie wants us to know that, “I am happyto be a part of the MEA family. I knowwhat it means to be a manager in thiscity’s workforce and that I truly under-stand and empathize with the managers Iam now dealing with and the daily chal-lenges they are faced with.” Those of youmembers who have been experiencingjob difficulties will do well to acquaintthemselves with her capabilities.

MEA has also engaged a public rela-tions consultant, Ms. Sylvia Friedman.Sylvia comes with a strong background incity service having worked at Housing Pre-servation & Development and served withthe Public Advocate in the Giuliani Admin-istration. She enjoys her ongoing contactswith the political crowd. Her knowledgeand talents will serve MEA well. c

Dr. Sandra Taylor Griffin with HRA managers, from left: Joel Fishelson,Sadie Culler and Stuart Eber

MEA Expands Its Team

Sadie Culler

Sylvia Friedman

Administrative StaffAnalyst WorkshopPlanned for MEAMembers Only

The City of New York’s Department of CitywideAdministrative Services published a Notice of

Examination for Administrative Staff Analyst (ASAExam No. 4540). Eligibility requirements includecertification in the title of Associate Staff Analyst.To be eligible for the exam on June 25, 2005, regis-tration must take place prior to March 22.

In early June, MEA will offer a modified testpreparation course for our members only that willcover test taking techniques and management skillexercises and we encourage all those MEA memberswho registered for the ASA exam to sign up for it. Asmall fee will reserve you a spot. Look for our mailingthat will be sent out shortly. c

Upcoming Legal Benefits Seminar

MEA is now planning to offer itsfirst ever legal seminar conductedby Mr. Salles’ firm on topics chosenin accordance to the interests of ourmembers. The first seminar will beabout ‘wills and estates’ which isbeing scheduled for Thursday, May19, day and evening session andSaturday, May 21, day session.Seating will be limited and atten-dees must be MEA members ingood standing at the time the semi-nar is conducted.

NYC MEA EXECUTIVE OFFICERS

Stephen M. Ferrer……………………PresidentEleanor Armstrong.….Executive Vice PresidentWarren Lewis……………………….. Treasurer

MEA EXECUTIVE DIRECTOR

Sandra Taylor Griffin, Ph.D.

MEA MANAGER MAY 2005 • Page 4

The retirees association of districtcouncil 37 which held its annual

conference on Saturday, March 19,2005, at 125 Barclay Street, invitedMEA executive director Sandra TaylorGriffin, Ph.D., to participate on the leg-islative matters panel.

First vice president Audrey E. Iszardintroduced guests which included retireesassociation president Stuart Leibowitz,city comptroller William Thompson andpublic advocate Betsy Gotbaum. Panelspeakers included DC 37 executive direc-tor Lillian Roberts, political action andlegislation chair Robert Albano and otherprominent members of the New YorkState Legislature. Dr. Griffin has servedMEA as executive director for more thantwo years and has met with the mayor,commissioners, and city officials. In

doing so, an atmos-phere of collabora-tion between thecity administrationand MEA has beenbuilding. In keepingwith her currentMEA activities, thetopic for her panelpresentation was

advocacy, its definition, purpose, method-ology and overall affect on behalf of itsconstituency. What has given her great joyhas been her work for the small interestgroups such as MEA. As a professionaladvocate, she has helped these organiza-tions to recognize, understand and workwith power, to be accepted by those inpower and to claim it. All in all, the panelwas a success. c

New MEA BoardMembersTina Ramsey was elected assistantdirector by her colleagues in theMEA’s municipal chapter whichgives her a seat at the table on theboard of directors. Tina joined citygovernment back in 1987 at whatwas then the department of citypersonnel, now called citywide administrative services. A hardworking and highly respected member of the managerial ranks, shecurrently holds the title of deputy director of the very large appli-cations section. Her job gives her awesome supervisory responsi-bilities over a large staff of supervisors who, in turn, have levels ofsubordinates under them. She is working hard to instill in the pub-lic’s mind that newly arrived employees are deserving of respect.Despite her long hours and multi assignments, Tina leaves her dooropen to all those under her supervision and extends encouragementand assistance. No wonder she is loved and respected by them.Welcome, Tina, we are delighted to have you as an active MEAmember.

Barbara A. Roche graciously offered to accept the role of act-ing chapter director at the department of education and what a great

addition to the board she is. Barbara started in city service in 1984as a contract compliance officer in labor relations at the departmentof environmental protection. Two years later, she moved on to theboard of education’s Brooklyn regional office on special educationand worked in office management. In 1987, she was transferred tothe teacher’s retirement system where she currently is director ofcommunications and member services. In addition to her adminis-trative duties, she and her staff of examiners is responsible for off-site educational seminars in pension/financial planning. All thosefuture retirees at BERS, you want to get to know Barbara.

Frederick Ewald is newly elected retiree chapter director, aposition he previously held through the mid-nineties. Fred joinedMEA back in 1976 and over the years has served on a number ofcommittees that fostered and helped shape the organization. A longtime member of the Council of Municipal Retiree Organizationsof New York City, he has been serving as recording secretarysince 2002.

Following service in the United States army, Fred began hiscareer in city service fifty-three years ago. He worked in the policedepartment for a brief time and then moved on to the board of edu-cation and ultimately was promoted to director of the bureau ofsalary differentials & status, a job he retired from in 1995. His col-leagues back in education may miss his gentle demeanor and wisecounsel, but MEA is the proud recipient of his having retired.Thanks, Fred. c

Dr. Sandra TaylorGriffin

Barbara Roche and FrederickEwald are two of MEA’s newestboard members.

MEA Held Workshop on“Women’s Issues in theWorkplace”

The Managerial Employees Associationinaugurated it’s first ever

workshop on “Women’sIssues in the Workplace” heldon April 27, 2005, at 50Broad Street for membersonly.

Chaired by MEA execu-tive vice president EleanorArmstrong and coordinated by MEA memberrepresentative Sadie Culler, an invited group ofwomen managers spanning varied manageriallevels and agencies came together to share expe-riences, perspectives and ideas on how toimprove their images and opportunities as theylook to climb up the managerial ladder.

Former New York State Senator and NYCCommissioner of Correction and Probation,Catherine Abate was the guest speaker.

Executive director Dr. Griffin stated, “…aswe see it, while many women have been con-tributing their skills in the workplace within alllevels of city government and some have receivedwell-deserved recognition for their efforts, manystill have a long way to go to break down barriersto success. We want to take a look at those barri-ers and see how to change them.”

President Stephen Ferrer’s platform lastyear included a promise to look at women’sissues in the workplace. c

MEA Executive Director Joins in Panel Presentations on Legislative Matters

Contributions to Newsletter PleaseMembers of MEA deserve to have a section of their newsletter dedicated to them.Actively employed members, what are you doing at your jobs? Were you recently pro-moted or recognized for your hard work on the job? Are you participating in your com-munity activities? Are you concerned about some particular issue? Retirees, what are youdoing in your retirement?

Share your ideas or concerns with us. Wouldn’t you like to make something better?Did you meet up with good fortune? We want your stories!!

Contact us at (212) 964-0035 or fax us at (212) 964-6458 or e-mail us at nycmanager@aol.com.

Catherine Abate

MEA MANAGER MAY 2005 • Page 5

MEA Website OfficiallyLaunched

In August 2004, The Managerial Employees Association launchedits first ever website on line. At the touch of a finger members

may now access the website www.nycmea.org, and be broughtentirely up-to-date about MEA happenings. It will tell you the lat-est news as well as a history of the MEA from its inception. Youwill find MEA’s most recent accomplishments and its plans forfuture advocacy. There are announcements of the dates of up-com-ing chapter meetings and agency recruitment receptions. MEA pro-vides a wide variety of services for its members, i.e., direct links toMBF, NYCERS and DCAS. Find out the latest information impor-tant to managers.

Dr. Griffin, MEA’s executive director explained that “...we aretrying to get as much relevant information as we can to our man-agers whenever city policy affects their lives. The website showsthem what their leadership is doing on their behalf and what plansare being made for the future. More importantly, members nowhave a place to direct their colleagues to, so they can learn moreabout the MEA and consider joining us with membership applica-tions now available on the site for downloading.”

Check the website frequently. Stay in touch with your association. c

raises, MEA went on to learn that a small number of managers inthe education retirement system were left out in the cold because ofa paper foul-up. Again, with prodding from MEA, the problem wasresolved and those managers got their well-earned increases also.

The Department of Education (DOE) issued a directive onDecember 10, 2004. The DOE directive had minor regulationchanges: Managers who were actively employed on June 1, 2004and on November 27, 2004 got the $1,000 bonus. Managers in stan-dard based positions in levels 10 and higher having fixed salarieswere eligible regardless of their assignment date, if they wereactively employed on November 27, 2004; managers in levels 1-9not serving in a standard based position were eligible for the threepercent increase, effective July 1, 2004, but had to have been inactive service on November 27, 2004. Those managers hiredbetween June 30, 2003 and June 30, 2004 and active on November29, 2004 received a three percent increase on the date of theirrespective appointments; managers in levels 1-9 who were not serv-ing in a standard rate position were also eligible for the two percentsalary increase effective July 1, 2004. Managers who received asalary adjustment after July 1, 2003 or July 1, 2004 had their raisescalculated on their June 30, 2003 and June 30, 2004 salaries.Employees who were hired after December 31, 2004 followed themayor’s directive. Employees who were terminated beforeNovember 27, 2004 were not eligible for a salary increase; newlyappointed managers after June 30, 2004, with the exception of stan-dard based employees, also were ineligible for an increase.

Raises for District ManagersDuring the course of awaiting increases for managers, MEA

learned from some of our members that raises were not being givento all district managers as expected. District managers are under thejurisdiction of the chairs of the community boards which have con-siderable discretion when dealing with the issue of salary increases.District managers received their raises after pressure was applied onthe individual offices of the Borough Presidents by MEA presidentStephen M. Ferrer. c

Successful Raises continued from page 1

MEA plans to keep in contact with HHC officials as they try intheir ongoing efforts to survive and effect budgetary changes thatimpact on our members. You will be kept informed of any newinitiatives.

ADMINISTRATIVE MANAGER SURVEY UPDATESLast year, surveys were sent to Administrative Managers to

determine whether those holding the title actually perform man-agerial or confidential work or instead are they eligible for col-lective bargaining. Some managers are now being called intointerviews at OCB and are being interviewed by OLR attorneys toassess what each manager does on his or her job. A determinationwill be made according to the definition of the Taylor Law whichindicates that the role of a manager is to: formulate policy; assisttheir employer in directly preparing for or conducting collectivenegotiations and are playing a major role (involving independentjudgment) in administering labor agreements. Since these cate-gories are broad-based for interpretation, they also require man-agers to clearly define the work they do. MEA has been in closecontact with OCB and OLR throughout the process and has beenavailable to speak with managers who might need advice on howto explain their position before attending the interview.

ADMINISTRATIVE STAFF ANALYST SURVEYSIn September 2005, surveys were complied by OCB with input

from OLR and OSA to pin down the duties managers actually per-form to see if they are managerial, confidential or eligible for col-lective bargaining. Some 800 Administrative Staff Analysts, lev-els II and III, in forty-four agencies filled out surveys. Althoughthe surveys were to have been completed by mid-September,MEA learned that some managers could get extensions if theyneeded to.

As with the other titles, Dr. Griffin made contact with OCBand OLR to advocate on behalf of members. At this point, surveysare being reviewed and a series of hearings at which managersmay be asked to testify will be scheduled when further clarifica-tion of work performed becomes necessary. OCB and OLRemphasis that the review, while narrowly defined in the statute,does give a basis to determine who is entitled to what and whatthey should be doing. The surveys will be complied as the citytries to sort out who is a manager and who is eligible to bargaincollectively. OLR sees this process as taking years. OLR attor-neys will review surveys and both OLR and OCB will let MEAremain close to the process. Members will be informed as eventsunfold and when advocacy is needed MEA will act accordingly. c

Ongoing Crisis continued from page 1

NYC Managerial Employees Association50 Broad Street, Ste 1101

New York, NY 10004PHONE—(212) 964-0035FAX—(212) 964-6458HOTLINE—(212) 946-1455WEBSITE—nycmea.org

E-MAIL—nycmea@aol.com

SANDRA T. GRIFFIN, Ph.D...CO-EDITORMARIE V. CAIROLI................CO-EDITOR

Thank you, MEA. You are a true blessing. After 19 years ofcity employment my job was suddenly terminated.The sensitive and astute MEA staff were exactly whatwas needed. A few phone calls to MEA and my termi-nation was changed to a transfer, before I even hadto tell my wife what happened. With all the currentuncertainties of city employment, it is certainly reas-suring to know that there are concerned and compe-tent advocates ready to fight in your corner whenneeded. If it is true that an organization is only as goodas the employees who work for it, then this member isproud to say, MEA IS GREAT.

TM

MEA Members Voice Satisfaction

I want everyone to know that MEA has been

good to me. I do not think there is another

organization that could have done more for

me in my time of need than MEA. Staff was very

helpful in getting my suspension removed from

my personnel records and they recommended

Legal Counsel to further assist me. Without

MEA’s overall assistance, I doubt very much

that I would have been able to achieve posi-

tive results to my situation. I have nothing but

high praises for the MEA. JT

In a series of meetings with office of laborrelations commissioner James Hanley

and first deputy commissioner PamelaSilverblatt, MEA’s president Stephen Ferrerand executive director Dr.Sandra Griffin presented acompelling case for across-the-board raises for man-agers for 2003 and 2004.Even though historicallymanagers received raisesafter all union negotiationswere completed, they point-ed out that there was no rea-son to have to wait upon theunions. Three years earlier, raises were allot-ted within each agency by percentage, i.e.,four, two or zero percent. Mr. Ferrer and Dr.Griffin viewed the inequities as being mostoften determined by favoritism of supervi-sors, rather than by objective criteria; grant-ing across-the-board raises would eliminateany such possibility.

Voicing our concerns helped to changethat, as we made it quite clear that, if andwhen any union was granted a salaryincrease for its members, MEA wouldrevisit the raise issue for our managers andwe were heard! For the first time in years,managers got their raises before the city’spowerful union work force, thanks to agood working relationship between MEA,the office of labor relations and city hallexecutive officials.

On July 14, 2004, mayor Bloombergissued a personnel order authorizing across-the-board raises for managers in active ser-vice – three percent, effective July 1, 2003and two percent for 2004. In addition, a$1,000 payment was authorized for man-agers who were on the city payroll on June1, 2004. Managers in part-time positionsreceived a pro-rated lump sum payment.The lump sum payment was not made partof the basic salary rate when calculating anysalary-based benefits, but was counted withregard to pensions, as required by law.

The personnel order for managerialemployees included a revised pay planschedule. Rates were slightly adjusted downfor newly hired employees during their first

two years of service, but the order went onto state that they would be paid the incum-bent minimum salary, in accordance witheach appropriate level following the com-

pletion of two full-time years of cityservice.

Those employeesnot treated as “newlyhired” are: provisionalemployees appointeddirect from one pro-visional appointmentto another; terminat-ed for economic rea-

sons and rehired prior to July 1, 2005;returned to active duty following anapproved leave of absence; appointed topermanent status from a civil service list orto a new title without break in service ofmore than 31 days; laid off for economicreasons and subsequently reappointed orbecame subject to involuntary redeploy-ment, or was a provisional, but later wasappointed from a civil service list within ayear of termination; permanently employed,

but resigned and reinstated with one year ofresignation; resigned, but returned to workwithin 31 days of resignation.

In non-Mayoral AgenciesHealth & Hospitals Corporation and the

Housing Authority basically followed themayor’s directive with regard to raises fortheir employees.

Advocacy Needed at Education andCommunity Boards

Not all city managers were granted rais-es in a timely manner. Notable exceptionswere in the department of education (DOE)and in the community boards. The depart-ment of education, and community boardsoperate under a different set of rules. Theyare not obligated to follow the dictates ofcity hall. MEA officials found themselveslobbying with some high-level officials atDOE. While MEA recognized that DOEwas juggling many critical issues, there wasno reason for them to ignore the efforts ofthose responsible for daily operations. Soadvocating for DOE managers was ongo-ing. When, at last, DOE managers got their

MEA and City Agree on Manager Raises

MEA MANAGER MAY 2005 • Page 1

Ongoing Crisis for Manager TitlesHEALTH & HOSPITAL’S COORDINATING MANAGERS CRISIS

As we reported earlier to the membership, local 1180 of the communications workers ofamerica petitioned the office of collective bargaining to take over representation of the

coordinating manager title.HHC officials have now concluded the survey process for OCB, while MEA addressed

the concerns of all those coordinating managers who contacted our staff. Primarily, ques-tions were asked as to how they could best respond to survey questions that were beingasked and what these managers could reasonably expect when interviewed by OCB legalstaff and what was happening throughout the process. Throughout the year, Dr. SandraGriffin, in her roll as advocate, spoke with HHC executive officials in an effort to keep asmany of the positions within the managerial ranks, rather than having them absorbed intothe union. For those individuals who turned out to be certified as non-managerial, MEAurged HHC officials to find new positions for them.

At the end of 2004, HHC decided that, based on the completed surveys, only twentymanagers would be reassigned to other facilities and appropriate jobs could be found forthem. However, HHC managers need to know that fiscal difficulties at HHC continue toaffect their way of operating and reduced Medicaid funding from Albany to the city is onlyadding to the difficulties which are expected to continue for some time. In order to meet thedwindling revenue, many hospital facilities have had to privatize their food services andhave had to leave other job vacancies unfilled. Workers affected by privatization, in mostcases, were given the opportunity to apply for jobs with private contractor providers.Workers who remained after other titles were kept vacant found their workloads increased.

continued on page 5

Continued on page 5

Dr. Sandra Taylor Griffin with MEA’sPresident Stephen Ferrer on the stepsof City Hall.

anagerMay 2005

NYCM