|
Going
Down the Rough Road
The
mood among managers and employees of the AFL-CIO these days is a
nervous one. Sea changes in the national political environment could
cause tidal waves within the organization. The highly skilled professional
staff-already working at a breakneck pace in a more favorable political
environment-is being tested to the max. Effective stewardship of
resources, effective programmatic development, and effective management
and supervision of professional staff, require critical and deliberate
review if we are to maintain the strongest position on behalf of
American workers, and retain the best and the brightest to challenge
the dark forces aligned against American workers.
To
be sure, deliberate review must be on going, and we assume it is
going on. The Guild's professional staff, unfortunately, is shielded
from it, hearing about budget concerns mainly at contract time,
and in the context of holding down wages or turning in expense reports.
The lack of input into resource preservation adversely affects employees,
especially in this jittery time when the rumor mill is churning.
Where
would we look for change? Regular department meetings might be useful,
and even novel. Employees could pose questions and offer ideas from
the viewpoint of the front line. The ratio of "supervisor" or "manager"
to staff could be reviewed. Over 130 people on the payroll are excluded
from the Guild unit alone because they allegedly are managers or
supervisors. Scores of others are considered administrative. The
ratio of the boss to the worker is always a good starting point
for budget review. \
A
review of short term hires is in order. The hiring of short term
employees-the rash of postings for 6 months, nine months, a year-for
substantive long term needs of the organization is at best disturbing,
and at worst creates a revolving door of employees. Employees seek
longer-term job security, and gravitate to employers who can provide
that stability. The federation's recent inclination to hire core
labor functions such as industry researchers and organizers as temporary
or project employees hurts both the workers and the federation's
programs.
Finally,
the federation's disinclination to meet with its professional staff
union representatives to discuss the future economic and programmatic
status of the organization is unfortunate, well, yes even insulting.
Silence feeds rumors, feeds dissatisfaction, distrust. Employees
know that departments are competing against each other for resources;
employees know that some fieldwork is chaotically planned; employees
know that some managers are still living in two states at the employer's
expense; employees know.
At
the American Federation of Labor-Congress of Industrial Organizations,
if at no other place in the United States, management and labor
should move through hard times and good times working together.
AFL-CIO, talk to us.
--
Lori Calderone
Administrative Officer
TNG / CWA 32035
A
Note From the Unit Chair ... A Stalemate
The
relationship between the AFL-CIO and the Guild is at an interesting
place right now. As I think through all of the issues the Guild
has presented to management since the beginning of the year, I can
only characterize the relationship as one that is at a stalemate.
We are neither making great progress forward, nor are we moving
backwards. Following a difficult bargaining year in 2000, the Guild
leadership has put forth a special effort to try to improve the
existing labor-management relationship. While some of the discussions
have been encouraging, the results have proven different.
In
March, we held a Field Labor Management meeting to discuss issues
impacting the field. We received commitments that we would have
regular meetings, particularly where important issues surface. At
a time when the AFL-CIO is undergoing a major refocus of work, and
when discussions of deploying staff are underway, the Guild has
been unable to get a formal labor management discussion so that
we can be a part of the planning as it impacts the terms and working
conditions of our members. We have commitments at all levels of
the AFL-CIO that this discussion with the Guild will take place.
However, we still do not have any dates.
The
stalemate exceeds just a real labor management discussion on the
refocus of work. The AFL-CIO has increasingly come to the Guild
with job postings for project and temporary workers. Not only are
they asking us to expand the already too large contingent workforce,
they are not adhering to contractual terms of employment time lines
for project and temporary workers. This is wrought with all kinds
of issues.
First,
Guild covered project and temporary workers are faced with the uncertainty
of their employment. When their term expires, AFL-CIO management
does not let the Guild know what their intentions are for the position
- for example, will it be made permanent? They also do not inform
employees of their termination date. The Guild has now learned that
the AFL-CIO has retained employees beyond their term and are using
them to perform Guild covered work for which these employees were
not hired. This is happening without any discussion and consent
of the Guild. In addition, the AFL-CIO should be posting these positions,
a contractural requirement, if the job the project and temporary
employee was hired to perform is different from the one they are
now performing. The Guild is left in the precarious position of
having to fight to terminate project and temporary Guild employees
because the AFL-CIO refuses to post permanent jobs when clearly
there is a need for these jobs.
In an effort to balance these issues, the Guild has recently agreed
to extend at least one member in a position with an understanding
that the AFL-CIO will explore posting a permanent position in the
future. Frankly, the Guild needs, and is gearing up for a more aggressive
approach to these issues. The most egregious offenders of our project
and temporary language are within the Corporate Affairs, Political
and Organizing Departments. The stalemate is that the AFL-CIO will
not enforce the terms of Article XX, and the Guild refuses to back
away from its fight for permanent positions.
As
we have reported in previous newsletters, the Guild is in a joint
process with the AFL-CIO negotiating the Job Enhancement Review
Process (JERP). We have spent many hours, with many more to come,
working with the AFL-CIO to identify issues of concern for our members
about the function, training and implementation of this process.
In February of this year, the AFL-CIO Human Resources Director invited
the Guild to a meeting with Manny Pastreich, an Assistant Manager
in the Corporate Affairs Department. At this meeting the Guild was
presented with feedback forms that had been developed by Pastreich.
After
listening to the explanation of the purpose and use of this form,
the Guild took the position that we had major reservations about
the forms, as they seem to reflect an important component of the
JERP process we are currently negotiating, and they also seemed
to run afoul of the Job Questionnaire Upgrade process. The Guild
firmly took the position that the forms were not to be used, that
we needed to meet with the members in Corporate Affairs, and that
we also needed to think through the overall impact on the members
and contract. After consultation with Corporate Affairs members,
as well as discussions in the HQ subunit meetings, it was clear
that the membership did not want to see implementation of the feedback
forms. The Guild has requested on two occasions, a labor management
meeting in the Corporate Affairs department, with one of the agenda
items being a discussion of the feedback forms. More than six weeks
later, still no meeting scheduled. On June 6, the Guild filed a
grievance on behalf of the bargaining unit as a result of Manny
Pastreich's unilateral use of the form during an evaluation meeting
with one of our members.
In
moving forward, I hope the AFL-CIO will take the Guild seriously
on the issues we raise. While the Guild does not relish in filing
grievances, we will certainly do whatever it takes to aggressively
enforce our contract.
In
solidarity,
--
Dawn Lamar,
AFL-CIO Guild Unit Chair
AFL-CIO
Interns Want a VOICE@WORK
Since
1999, the Guild has tried to accrete interns working for the AFL-CIO
into our bargaining unit. Interns in the Public Policy, as well
as in other departments of the AFL-CIO have expressed an interest
in becoming Guild members, and have signed Guild membership cards.
The AFL-CIO rejected the Guild's request to accrete these employees
into the bargaining unit. This was done at the Labor-Management
table in 1999, and then again in the 2000 contract negotiations.
The
interns are tenacious in their desire to become members of our union.
Most of the interns are hired for at least one year. The interns
in Public Policy, Corporate Affairs and Media Outreach all work
side by side with Guild members, doing essentially the same work
performed by Guild members. From our perspective, the practice of
hiring interns has evolved into yet another aspect of the growing
contingent workforce at the AFL-CIO. Under our collective bargaining
agreement, temporary employees covered under the agreement are those
employees who are hired for one year or less. Interns are hired
for at least one year. They perform Guild work. The AFL-CIO has
NOT yet provided us a clear rationale as to why these employees
should be excluded from the bargaining unit and denied basic rights
afforded under the agreement. For the most part, this is a no cost
item to the AFL-CIO. Why then do they continue to ignore the will
of these employees who have chosen to work for and learn more about
organized labor? Why does the AFL-CIO choose to deny the interns
the right to join this union so that they will have a voice@work?
RE:
Guild Representation for AFL-CIO Interns
(A May 15, 2001 letter to Bob Welsh, AFL-CIO Chief of Staff,
by AFL-CIO Interns requesting a Voice@Work through Guild representation)
We,
the undersigned interns of the AFL-CIO, ask for recognition as members
of the professional employees' bargaining unit represented by the
Baltimore-Washington Newspaper Guild Local 32035. While we are generally
happy with our jobs and working conditions, and believe that our
internships provide excellent opportunities, there are compelling
issues of protection, fairness and principle that justify our inclusion
in a collective bargaining unit.
While
we are relatively young and our jobs are only temporary, we are
full-time professional employees who do substantive work and we
deserve the protection of a union contract. We deserve basic contract
protections afforded to other Guild members. If an intern felt sexually
harassed, for example, that person should be entitled to enlist
the assistance of a shop steward in seeking an appropriate remedy.
Since our internships are designed to recruit new faces into the
labor movement, we deserve to have the past practice of counting
our year of service toward accrued seniority explicitly acknowledged
in the contract. Moreover, since the union contract influences our
work conditions and benefits, we deserve a voice in that contract.
Our
work is generally comparable to that of Guild members. Our jobs
have much more in common with entry-level professional jobs than
most other internships, which are often part-time or last only a
few months. We are not students and do not have the luxury of returning
to undergraduate life after our internships. We have more responsibility
than interns in other organizations and more is expected of us.
Furthermore, temporary and project employees are Guild members;
it is fundamentally unfair that interns who have full-time, year-long
positions be denied the protections afforded to others with similar
job tenures.
Finally,
and most importantly, this issue is a matter of principle. We represent
union members and our salaries are drawn from their hard-earned
paychecks. Our affiliated members deserve to be represented by other
union members. It is not only embarrassing to us when we explain
that we are not union members to our affiliates, as we were forced
to do during Labor 2000, it is damaging to the image of the organization.
It is inconsistent for the AFL-CIO to call for all workers to organize
unions but to refuse union representation to its own employees.
Article
II of the AFL-CIO's Constitution states that it exists "To aid and
assist affiliated unions in extending the benefits of mutual assistance
and collective bargaining to workers and to promote the organization
of the unorganized into unions of their own choosing for their mutual
aid, protection and advancement." The interns of the AFL-CIO are
the working people of America, and we hope that the leadership of
the Federation will correct the current situation by recognizing
us as members of the Guild Bargaining Unit.
In
solidarity,
Bryan
Keefer, Public Policy
Robert LaJeunesse, Public Policy
Jennie Mahalick, Media Outreach
Andrew Prediletto, Media Outreach
Rick Wilson, Public Policy
A
Note From the Headquarters Vice Chair
I
first want to thank Deborah Weinstock for doing such a tremendous
job as Acting Vice-Chair for HQ during my leave of absence. We are
all lucky to still have her working on our behalf as a member of
the Executive Committee, the mobilization committee, and as a steward!
Thanks, Deborah.
Upon
my return, I realized that many of the issues that were outstanding
before I left are still (unfortunately) outstanding and that we
have new challenges ahead. Project and temporary employees, use
of consultants, and bargaining unit erosion issues are issues that
are near and dear to my heart. There is a concentration of project
and temporary jobs in my department, Corporate Affairs, which is
an issue that we are really trying to keep on top of. In the weeks
and months ahead, we really need to be vigilant about the proposed
changes in the Field Mobilization Department and make sure we have
a seat at the table right from the start.
I look
forward to working with Dawn, the other officers, stewards and members
on these and other issues to keep our unit strong and united!
--
Susan Dundon
AFL-CIO Guild Headquarters Vice Chair
MAY/JUNE
2001 Grievance Report
Miranda
A Stage
2 grievance meeting was held on April 20, 2001 regarding the grievance
initially filed on January 25, 2001 regarding the dismissal of Gloria
Miranda without just and sufficient cause. The AFL-CIO failed to
show that a just cause standard for discharge was met when it terminated
the grievant as its first action of progressive discipline. Nonetheless,
the AFL-CIO subsequently denied the grievance. The Guild is reviewing
the grievance for possible arbitration, and is in discussions with
the federation on alternative resolutions.
IT
Temporary Employee
The
grievance of April 17, 2001 regarding the improper retention of
a six month temporary employee in the Information Technology Department
was granted by the AFL-CIO on April 27, 2001, at which time the
temporary employee was released. The Guild's request to post a new
permanent position in IT was denied, but human resources indicated
that they are considering posting a Guild position to meet staffing
needs. However, nothing has materialized, leaving the work for the
currently incredibly over burdened IT staff. IT staff service not
only headquarters and field employees and managers, but AFL-CIO
offsite clients such as the Solidarity Center, Metro Washington
AFL-CIO, WAI, and others.
Retreat
A step
one meeting was held on May 29, 2001 regarding the Guild retreat
grievance, at which time Karla Garland, HR director, expressed a
desire to settle the matter amicably. The Guild grievance was filed
over the AFL-CIO's refusal to schedule a full day retreat during
the body of the field mobilization meeting, instead scheduling it
a day in advance and refusing to pick up half the costs as required
by contract. Initially the federation argued that the contract did
not require a full day. The Guild is currently waiting for an official
response to the grievance meeting.
Evaluation
Forms
A grievance
was filed on June 6, 2001 regarding the improper use of a unilaterally
created employee evaluation form by management in the Corporate
Affairs Department. A step one meeting has been scheduled for June
13, 2001.
--
Lara Wheelock
Grievance Committee Chair
An
Update from the Organizing Field Sub-Unit
Guild
members in the Organizing Department had a nation-wide conference
call on April 27. Among the key issues we discussed are the recent
posting of 6 new Temporary positions for organizers and lead organizers.
These temporary positions were posted for 12 and 24-month periods
with pay at grades 5 and 4. We are concerned about the lower pay
than previously paid organizers, and the temporary nature of the
newly created jobs.
Our
Field campaigners are working hard on HOTROC, Seattle Union Now,
and the Stamford Organizing Project. There is some concern about
the long-term future of the projects and whether the Department
plans to maintain financial support. There is no clear information
yet.
Organizing
Department Guild members in the Field have ongoing Health care concerns,
in areas where ULLICO PPO coverage is inadequate. In some states,
there are very few ULLICO PPO covered practitioners. Staff at SUN
have been working on seeking expanded health care coverage and urging
HR to negotiate better health care services in states where ULLICO
PPO availability is clearly inadequate.
We
also want the AFL-CIO Guild Membership's support in trying to change
"Domestic Partner" rules with ULLICO. Currently, domestic partners
are eligible for coverage ONLY after a six month waiting period.
Married spouses are not required to wait 6 months for coverage to
begin. We feel this is discriminatory.
--
Jen Wofford,
Steward Organizing Field Subunit
Mobilization
Committee Report
The
Mobilization Committee met April 18 and May 15. At the April meeting,
the committee discussed the need to mobilize members around short-term
issues in preparation for bargaining. A quick mobilization was pulled
together after T. Rowe Price, an investment firm that for the past
four years has refused to participate in the AFL-CIO Key Votes Survey,
was scheduled to make a presentation in the building on April 20.
The mobilization effort - flyers questioning the worker-friendliness
of T. Rowe Price's investment practices - was successful. We were
able to raise awareness among members, and the issue, which had
been ignored for over a year, is now being addressed by the 401(k)
trustees. Special thanks to Toby Sheppard Bloch, the Guild's 401(k)
trustee, for doing the necessary research and providing the committee
with information and guidance.
At
the May meeting, members focused on how to best support the interns
who are seeking Guild membership, but have thus far been prohibited
membership by management. A petition was drafted for Guild members
to sign in support of the interns' plea for membership. More than
120 Guild members signed the petition in solidarity for the interns.
The interns' letter was delivered to Bob Welsh on June 7th and Guild
members have been asked to wear stickers in support of the interns.
Special thanks to Elizabeth Drake for taking the lead on this issue.
How
Can A Guild Member Obtain An Upgrade?
There
have been a few questions which have recently come up regarding
how a Guild member can become eligible for an upgrade.
The
AFL-CIO and the Guild have a joint committee process. Guild members
who are interested in applying for an upgrade can obtain a Job Questionnaire
packet from Emily Silver in the Human Resources Department. After
reviewing the packet, please contact me if you have any questions
about how to complete the form.
Once
you have completed your form, you will need to give the form to
your supervisor to review. The only function the supervisor has
is to review the questionnaire to verify that both of you agree
that the work outlined in the questionnaire is the work you actually
perform. The supervisor and you will both sign off on the document.
Your shop steward should also sign the document after your supervisor
has signed to assure that the process has been completed.
I
want to make clear that at no point does the supervisor have a right
to tell you that you are not eligible for an upgrade. All Guild
members who have completed their 6 month probationary period are
eligible to apply for job upgrades. The sole function of your immediate
supervisor is to verify that the information you have included on
your job questionnaire is accurate. Supervisors do not make a final
determination as to whether or not you will receive an upgrade.
The Job Questionnaire Committee is responsible for making that determination
based on the information you provide.
We
have also encountered situations where supervisors delay signing
off on job questionnaires submitted by members. If you have submitted
a questionnaire, and it has taken more than a week for your supervisor
to sign off, please notify me as soon as possible so that I can
address this issue. I realize that there are many other questions
about how this process works, and I am committed to working with
the Job Questionnaire Committee to address some of the other questions
that have arisen. Do not hesitate to contact me if you would like
to discuss this further.
In
solidarity,
--
Dawn Lamar
AFL-CIO Guild Unit Chair
Guild,
OPEIU and AFL-CIO Management Seek Health Plan Savings and Reform
The
Guild met with the AFL-CIO, OPEIU and ULLICO in the Joint Labor-Management
Healthcare Committee in April and June as part of the Guild's effort
to prevent a repetition of the health plan difficulties we faced
during our last contract negotiations. The Labor-Management Health
Care Committee meets every three months and was negotiated into
the last contract specifically to seek ways to keep costs down and
mitigate adverse affects of the prescription co-pay.
Prescription
drug costs continue to rise faster than any other health plan benefit
and the AFL-CIO plan is no exception to this dangerous national
trend. The Union Labor Life Insurance Company (ULLICO), which runs
the largest health plan offered by the AFL-CIO, also reported significant
increases in costs for dental care during the first three months
of 2001, and a 4.1% drop in claims paid for services by preferred
providers that accepted discounted fees.
ULLICO
will not have data on the effect of the new higher co-pays for the
prescription drug plan until sometime this fall. The co-pays increase
the out of pocket costs paid by each Guild member to $12.50 for
brand name drugs without a generic equivalent and $17.50 for brand
name drugs that have a generic equivalent. The plan now requires
any prescription in excess of three months to be filled by the cheaper
mail-order pharmacy program run by Walgreens.
Burton,
Lamar and Oakes said they were committed to finding new ways to
hold down costs without cutting benefits. They agreed to look at
new ways to promote healthier food in the AFL-CIO cafeteria that
would attract more customers. Preventive services, including health
screening for high blood pressure and smoking cessation and exercise
programs are also part of the Committee's agenda for the next meeting.
ULLICO
will also present data on the trends in utilization and costs of
health services by AFL-CIO staff, as well as its medical-loss ratio,
which measures the amount of money actually paid for health care
services from each dollar spent by ULLICO.
TNG/CWA
Local 32035 Sector Conference And CWA Convention Election Results
The
following persons won election during the elections for delegates
to the TNG/CWA Conventions:
Lori Calderone
Dawn Lamar
Carol Oberdorfer
Connie Knox
Michelle Amber
The
following persons won election during to the TNG/CWA Sector Conference
only:
Doris
Crouse-Mays
Mark Pattison
J. Small
G. Holmes
K. Harris
HQ
Stewards and Sub-Unit Meetings for 2001
Here
is the list of 2001 dates for HQ stewards meetings and HQ sub-unit
meetings.
PLEASE
MARK YOUR CALENDARS! We can only book rooms about a month or two
in advance, so you will notice that most of these dates do not have
room assignments yet. We will continue to send out reminder notices
about the meetings with the room numbers/names.
HQ
Subunit Steward Meetings - every other Monday 12:00-1:00:
July
2, 16 and 30
August
13 and 27
September
10 and 24
October 9 and 22 (Monday the 8th is Columbus Day)
November 5 and 19
December 3 and 17
HQ
Sub-Unit Meetings - 2nd Wednesday of each month at 12:00:
June
13 July 11
August 8
September 12
October 10
November 14
December 12
TNG-CWA,
Local 32035 Fact Sheet
The
Washington-Baltimore Newspaper Guild was originally founded as a
union for journalists. Today, the Guild bargains contracts for and
protects the rights of various workers throughout the news and information
industry and labor-related organizations. WBNG is the legally recognized
union for more than 3,000 news, information, and labor organization
workers at 18 different employers in the metropolitan Washington,
D.C. and Baltimore area. In this role, the employers at Guild-represented
workplaces are legally obligated to bargain with the union over
the compensation, benefits and working conditions of their employees.
WBNG
represents more than 3,000 journalists, classified sales reps, technicians,
computer programmers, accounting personnel, circulation workers,
production workers, researchers, public relations reps and other
workers at the Washington Post, the Baltimore Sun, international
news agencies, public relations firms, and the staffs of other labor
organizations, including the staff of the AFL-CIO. A complete list
of who the WBNG represents is available at www.wbng.org. Guild members
are the highest authority of the local, and the members run the
union. As a highly democratic organization, WBNG members determine
what to bargain for in contract talks, decide how the locals resources
are used, set local union policies and goals, and can run for union
leadership positions within their individual workplaces or for local-wide
posts.
WBNG
was founded in January 1934, just six weeks after the national Newspaper
Guild held its founding convention in Washington, D.C.s Willard
Hotel. The local was organized during the depths of the Great Depression
to improve the economic and working conditions of Washington-area
journalists, many of whom often worked more than 50 hours a week
for as little as $20. Founding WBNG members fought hard to get journalists
covered by then-emerging labor laws that guaranteed workers the
right to organize unions and the right to overtime pay. At the time,
newspaper publishers were lobbying the White House to exclude journalists
from such protections, arguing unsuccessfully that the proposed
laws threatened their First Amendment right to free speech. Since
helping to guarantee journalists rights under federal labor laws,
the Guild has worked, both locally and nationally, to protect and
expand the rights of workers in its jurisdiction.
The
offices of the Washington Baltimore Newspaper Guild TNG/CWA Local
32035 are located at 1100 15th St., NW, Suite 350, Washington, DC
20005-1707. Local 32035 President is Dawn Lamar, who also serves
as AFL-CIO Guild Unit Chair, phone: 202-637-5066, and the Administrative
Officer of Local 32035 is Lori Calderone, phone: 202-785-3650. Michael
Szpak, AFL-CIO Guild Unit Secretary, phone: 202-637-5284, serves
on the Local 32035 Executive Council. TNG/CWA Local 32035 phone
number is 202-785-3650 and fax number is 202-785-3659.
Guild
Officers & Stewards
(June 2001)
|
Guild
Officers
|
| Unit
Chair: |
Dawn
Lamar
|
202-637-5066,
or 202-785-3650 ext 13 (Guild Office)
|
Acting
Vice-Chair HQ:
|
Deborah
Weinstock |
202-637-5318
|
Vice
Chair Field:
|
Doris Crause-Mays |
540-366-5830
|
Unit
Secretary:
|
Michael
Szpak |
202-637-5284
|
| Unit
Grievance Chair: |
Lara Wheelock |
202-637-5062
|
|
Stewards
|
|
Broadcast, Publications & Media Outreach:
|
James
Parks |
202-637-5022
|
Corporate
Affairs:
|
Rachna
Choudry |
202-637-3291
|
Education
Department:
|
Cecelie
Blakey |
202-637-5188 and Yvette de la Cruz 202-637-5240
|
Field
Mobilization - HQ:
|
Edward
Feigen |
202-637-5187
|
Field
Mobilization - Midwest Region:
|
Shelly
Seeberg |
701-250-9472,
pager: 888-858-7243, 104782
|
Field
Mobilization - Northeast Region:
|
Tom
Bradley |
410-538-5838,
pager: 888-858-7243, 108077
|
Field
Mobilization - Southern Region:
|
Bill
Sam |
409-842-2829,
pager: 888-858-7243, 104821
|
Field
Mobilization - Western Region:
|
David
Keicher |
415-292-1400,
pager: 888-858-7243, 110898
|
Field
Mobilization - At Large:
|
Roger
Clayman |
860-571-8467,
pager: 888-858-7243, 104764
|
Information
Technology:
|
Bob
Moses |
202-637-5128
|
International
Affairs:
|
Alison
Crisman |
202-637-5061
|
Legislation:
|
Erin O'Neill |
202-637-5246
|
Organizing
HQ:
|
Jennifer
Wofford |
202-639-6289
|
Organizing
Field:
|
Julia
Stewart pager: |
888-487-5054
|
Political
Department:
|
Beverly
Franklin |
202-637-5120
|
Public
Policy:
|
Elizabeth
Drake |
202-637-5169
|
| Joel
Yudken |
202-637-3958
|
Safety
and Health:
|
Deborah
Weinstock |
202-637-5318
|
| Working
Women: |
Mia
Washington |
202-639-6237
|
|
Committees
|
|
Health
Care Committee:
|
Rob McGarrah
|
202-637-5335
|
|
Job
Enhancement Review Committee:
|
Joel
Yudken
|
202-637-3958 |
|
Job
Questionnaire Committee:
|
Dawn Lamar
|
202-637-5066 |
|
Membership
Committee:
|
Deborah
Weinstock
|
202-637-5318 |
|
Mobilization
Committee:
|
Deborah
Weinstock
|
202-637-5318
|
|
and
Jennifer Wofford
|
202-639-6289 |
|
Newsletter
Committee:
|
Michael Szpak
|
202-637-5284
|
|
Parking
Committee:
|
Robert
Moses
|
202-637-5128 |
|
