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TOWLE Helen K <br /> To: *Eugene Division Managers <br /> Cc: *Eugene Exec Managers Only <br /> Subject: Strike Planning <br /> Sensitivity: Private <br /> Last Thursday, the Execs discussed strike planning. They reviewed the four priority levels I had distributed a few weeks <br /> ago and decided they were comfortable with them as written except for one edit. The four levels are: <br /> Priority 1 Services: Services that must be performed to maintain public health and safety. <br /> Priority 2 Services: Services that should be performed to avoid major inconviences or financial loss to the City or its <br /> citizens. Most legal mandated activity would be included in this priority. <br /> Priority 3 Services: Services that can be delayed for a short time (one month or less) without serious consequences. <br /> Priority 4 Services: Services that can be delayed for a longer period of time than Priority III services. <br /> They made a preliminary decision that our goal in a strke situation would be to maintain all priority 1 and 2 services, using <br /> exempt employees to fill in for AFSCME employees where possible. They would like to avoid the use of contracting out or <br /> temporary employees as much as possible due to the potential for conflict it may create. Contracting out is preferable to <br /> hiring temporary employees. They also want to avoid shifting work from AFSCME to other units, unless there is a very <br /> clear overlap of work. If the strike were to go beyond a month, we may need to adopt different strategies. <br /> The Execs want us to look at service needs across the whole organization and shift Exempt staff where needed. This <br /> means each department should review all services and decide the priority level, regardless of if it involves AFSCME <br /> employees or not. We also discussed the possibility of centralizing some support functions, e.g. personnel and payroll. <br /> Finance and HR will take a lead on exploring that. <br /> The Execs want to review each department's plans in the beginning of August. If you have not completed your individual <br /> plan or did so with a different approach then they've outlined, please complete that work and get it to me by the end of <br /> July. <br /> Again, there are four steps to the work: <br /> 1. List all services you perform and indicate which priority level it falls within. <br /> 2. Identify the resources needed to staff all priority 1 and 2 level services and whether you have sufficient non - <br /> represented employees to provide it. (Note - AFSCME employees who are fair share may choose to come to work but it is <br /> difficult at this point to know who will do this. I would recommend planning on staffing without any AFSCME employees.) <br /> 3. Identify any staff resource needs you are unable to fill. Are there things other people in the organization could do to <br /> help you meet your needs? If not, is there a way to contract out some of the work. (If the contractor provider is <br /> unionized, this may be a challening option.) The other option that we will look into is whether we could get some <br /> assistance from partner agencies. <br /> 4. Do you have non - represented employees that are not needed in your division who may be able to help out elsewhere? <br /> What are their skills? <br /> Please let me know if you have any questions. <br /> 1 <br />