10
tional examinations. (In many cases
at present, such vacancies are filled by
out-of-state applicants or non-depart-
mental employees at the sacrifice of
opportunity to those qualified em
ployees already trained for such posi
tions within the Department).
3. That it be mandatory that each
State employee be given a copy of his
merit rating. (Departments now have
varying policies and many employees
do not know how they rate in their
work.)
4. That the staff of the Civil Service
Commission be adequate to more ably
administer the Act and to render more
efficient service in accord with the in
tent of the Act.
5. That the OSEA increase its activi
ties in defending Civil Service, that it
support those friendly to Civil Service
and that it assist in the education and
discipline of those who neglect or fail
to cooperate, in making the Act serve
its true purpose of furthering the wel
fare of the State and employee.
6. That the Civil Service Commis
sion provide employee representation
in Civil Service matters in those de
partments or agencies where such is
not provided by the department or
agency administrator. (Cases are
known where so-called Civil Service
representatives are not really such, and
are not concerned with employees’
problems failing to give consideration
to employee requests for understand
ings of the Civil Service Act, Rules
and Regulations).
7. To strengthen and protect an em
ployee’s reasonable rights to tenure of
office to the end that unjust dismissals
or demotions shall not occur.
Policies On Working
Conditions Adopted
1. To obtain uniformity of the basic
work week on a 5-day, 40-hour basis,
and to reduce insofar as practicable
the long hours of employment requir
ed in some agencies.
2; That '¿where overtime work (in
excess of the established basic work
week) is required, payment to be
made by compensatory time-off or by
straight-time cash payment, at the
employee’s option. (Present general
practice is to require the employee to
take his payment in time-off at the
times permitted by the employer and
with further possibility that even such
may be lost by the employee).
3. That vacation leaves earned by
the employee be charged against his
vacation exactly as used; that t h ^ b
work day per month earned for v a c ^ P
tion be used as vacation credit for
one working day of vacation. (Present
rules charge employees 6 earned va
cation days for a 5-day work-week
vacation).-1
4. That the present limitation of 90
days of sick leave accumulation be re
moved. (Employees now earn 1 day
o fsick leave? credit per month of ser
vice, but the accumulations of non-
taken credit is limited arbitrarily).
5. That the legal holidays of the
State be not diminished in number.
6. That vacation leave credits be
increased by an additional % day per
month for each 5 years of service ren
dered by the employee, to a maximum
of one additional day per month. (This
is a recognition to faithfulness of se r^ ^
vice and as an incentive to remain anPflft
improve in efficiency; the principle i”
widely adopted).
7. That State Departments get their
pay days at a reasonable date and meet
them regularly. (Some agencies vary
considerably, to the embarrassment of
the employees and the consternation
of the employees’ creditors).
Salaries and Wages
For the first time since 1943, when
the OSEA WAS CREATED, THERE
WERE NO RESOLUTIONS received
from the members asking for increases
in wages and salaries. The delegates,
chosen by their local chapters and re
presenting the thinking of a majority
of all State employees, were in agree
ment that the perennial wage problem
is now one mostly of individual ad
justment to eliminate some inequities
It was the opinion of thè conventi
that the wage and salary problem is |
not now an issue due to the recent ac
tions H the legislature, Board of Con
trol, some'administrators, and the Civil
Service Commission I i n ^ recognizing
and acting favorably on this matter,
and thus bringing the State’s rates of
pay more nearly to the basis of “par-