Closing Of State Offices (8/9/2001)

Revised Procedures for Paid EOL (7/1/2001)

Jean DeBow Women in Leadership Scholarship (7/5/2001)

Past Memos

TO: Executive Board and Council Leaders

DATE: April 19, 2002

RE: 2002 Summer Schools for Union Women

There will be four regional Union Women Summer Schools held in July under the joint sponsorship of the AFL-CIO Education Department and the United Association of Labor Education (UALE). The Summer Schools are open to all union women - stewards, delegates and member mobilizers. The Summer Schools are an exciting opportunity for union women to develop their basic union and leadership skills. The experience has been invaluable both for the women who attend and their Divisions who benefit from having more skilled members and leaders.

SEIU has established a scholarship program in honor of long time SEIU activist and leader, Elinor Glenn. There are five Elinor Glenn scholarships available for each of the four schools. The scholarships will cover the cost of tuition and double occupancy room and board. It is hoped that PEF Divisions and/or Regions will supplement these monies by subsidizing the cost of transportation and incidental expenses. PEF cannot support paid EOL.

The scholarship program is open only to union members (not staff), and the attached application must be filled out. The application, which SEIU must receive by May 15, 2002, requires my signature. Therefore, completed applications must be sent to me at PEF, P. O. Box 12414, Albany, NY 12212 or faxed to (518) 783-1117 by May 13th. PEF will forward your application directly to the SEIU Education Department. (Please make as many additional copies of the application as you need or print it from the PEF Website at www.pef.org, Current News.) SEIU will notify all applicants whether or not they will be awarded a scholarship.

The application form and two flyers one with information on all four schools and one about the summer school program are attached. If you have any questions about the Summer School program, please contact the individual school coordinator. If you have any questions about the scholarships, please contact Kim Evon in the SEIU Education Department (202) 898-3291. Any PEF related questions should be directed to Cliff Merchant at (518) 785-1900 extension 328.

Roger E. Benson

Attachments (requires Adobe Reader)

TO: Executive Board and Council Leaders

FROM: Cliff Merchant

DATE: April 16, 2002

RE: 2002 - 2003 PSTP Voucher Program

This year is a great year to take college courses at PSTP participating colleges and universities. The Professional Development Committee has approved the issuance of additional vouchers for the last year of the collective bargaining agreement. A PEF represented state employee may obtain up to six vouchers during this fiscal year.

The PSTP Voucher Program offers up to two (2) vouchers up to a maximum of $600 each for Graduate and Undergraduate college courses in each semester for the fiscal year 2002 - 2003. The deadline for applications is strictly enforced. Applications for the Summer 2002 semester are due on or before May 1, 2002. The deadline for the Fall 2002 semester is July 15, 2002 and the deadline for the Spring 2003 semester is December 16, 2002.

In addition, as a result of the Tax Relief Act of 2001, employees receiving employer provided benefits for graduate level course work will receive the same exemption as undergraduate students and will not be taxed if the employee does not exceed $5,250 in employer provided educational benefits. (If an employee receives tuition support from his or her agency in addition to the voucher benefits the total benefits received from both sources will be used by the Office of State Comptroller to determine the tax implications.)

Additional information may be obtained from MDI Associates at (877) 778-7697 or by contacting the Mobilization and Education Department.

Please remind your members of the deadlines for this popular contract benefit.

Contract Update (number 01-01)

TO: Executive Board
Council Leaders
PEF Field Offices
FROM: Contract Administration
Date: March 15, 2001
RE: April 2001 Performance Awards

The Office of the State Comptroller has just released the payroll bulletin concerning payment of the April 2001 Performance (longevity) Awards.

The awards will be paid in separate checks dated April 19, 2001 (institution payroll) and April 25, 2001 (administrative payroll).

As in past years, the payment will be automatic, requiring no special action by the agencies. However, employees who had a change in payroll status during the past year (e.g., change in part-time status, period of leave without pay), should check with their payroll office on their eligibility.

The eligibility criteria for the awards have not changed. The awards ($1,250/$2,500) will be paid to employees with satisfactory performance evaluations who have completed 5/10 years of service at the job rate of their current position as of March 31, 2001. Employees who are on Workers' Compensation Leave on that date are eligible for the full award to be paid on the same April date. VRWS participants are entitled to the full payment, but the award amount is pro-rated for employees working in part-time items.

Any questions about the payment schedule or eligibility should be directed to Contract Administration at 1-800-342-4306, ext. 223.

TO: Executive Board

Council Leaders

PEF Field Offices

FROM: Bob Carrothers, Director of Contract Administration

DATE: March 6, 2002

RE: Upcoming Payment Dates

We have been advised by the Comptroller’s office of the following payment dates. The payroll bulletins are available here.

Administrative Payroll

Employees paid on the Administrative Payroll will have their base salary adjusted effective March 28, 2002 for the 3.5% base salary increase and any performance advance they might be due. (Remember, there is now an October payment date for performance advances. The advances are paid on April 1 or October 1 following completion of each year in title). With the delay of the lag payroll, the increase will first be reflected in bi-weekly checks issued April 24, 2002.

Institution Payroll

Employees paid on the Institution Payroll will have their base salary adjusted effective April 4, 2002, with the increase first apearing in checks issued May 2, 2002.

Performance awards (longevity awards) are paid to people who, as of March 31, 2002, have five or more complete years of service at or above the job rate of their current salary grade. Employees who have 5 years or more will receive $1,250. Those with 10 or more years at or above job rate will receive $2,500. The award amount is pro-rated for employees working part-time, but employees on VRWS or leave with partial pay (e.g., Workers’ Compensation Leave, Sick Leave at Half Pay, Military Leave at reduced pay) will receive the full award on the scheduled payment dates.

Longevity Awards are paid in separate checks, and should be delivered at the same time as regular paychecks. The contract requires that the payments be made in April. For employees on the administrative payroll, the checks will be delivered on April 24. Longevity Awards checks due to employees paid on the Institution payroll will be delivered on April 18.

Each year we receive many questions about the amount of tax withholding taken from the longevity award checks. The rules for withholding taxes from lump sum payments (like the longevity award) are much different than withholding from bi-weekly wages. (The most notable difference is that the amount of exemptions filed on a W-4 form will not impact the tax withholding). Whatever the methodology for withholding, it is important to remember that it is withholding, not tax. (A memo explaining this in more detail is available from Contract Administration).

If you have any questions about this memo, please contact Contract Administration at 1-800-342-4306, extension 223.

Memo:

TO: Executive Board and Council Leaders

DATE: February 15, 2002

RE: Continuing Education Grants (CEG’s)


Many of PEF’s members hold titles that require the renewal of licenses, certifications and/or attainment of continuing education credits to maintain their professional status. Other members are required to obtain college degrees to maintain their employment or to enhance their career mobility. PEF and GOER through the Professional Development Committee have a long standing commitment to providing programs that address the professional development issues of PEF-represented State employees.

I am pleased to announce a new grant program to further advance this commitment in the last year of the PEF/State collective bargaining agreement. The Professional Development Committee has recently established the new Continuing Education Grant program. The Continuing Education Grant Program, funded under the Public Service Training Program contract appropriations, will provide funding directly to State agencies to support new or existing educational endeavors in the areas of academics, professional certification, and/or professional licensure.

This program will provide agencies with an opportunity to offer PEF members educational resources beyond those currently offered though the PSTP Voucher and Voucher Alternative Programs. The goal of this program is to provide supplemental resources to agencies to provide academic programs that target specific licensure, certification and academic requirements of the PEF members in that agency.

This grant program does not require Labor/Management involvement but encourages agency labor and management representatives to discuss the academic needs of the agency workforce and apply for a grant to address those needs. I urge you to contact them to discuss the needs of PEF members in your agency and to work with them on this one time grant opportunity. The deadline for a State Agency to apply for a grant is May 31, 2002.

If you have questions regarding this grant program or any of the other professional development programs funded by the Professional Development Committee please contact PEF’s Director of Mobilization and Education, Cliff Merchant.


Roger E. Benson

Attachment
 

Memo:

TO: Executive Board
Council Leaders

DATE: December 13, 2001

SUBJ: Deferred Compensation

I am pleased to report that the New York State Deferred Compensation Board met on Friday, December 7th and adopted many of the changes associated with the Tax Relief Act of 2001. As many of you know, the achievement of the 457 IRA rollover provision was a successful PEF federal legislative initiative (see attachment). Specifically, the Board adopted the following changes that will take effect January 1, 2002.

-Increase the dollar contribution limit.
-Increase the percentage contribution limit.
-Eliminate the “coordination of contribution” requirement.
-Increase the “retirement catch-up” contribution limit.
-Allow for an age 50 and over catch-up contribution.
-Allow for “rollover” into other plans, including IRA’s, upon retirement. (A PEF priority goal.)
-Allow for the purchase of retirement service credit.

These are important changes that will benefit all participants currently enrolled in the Deferred Compensation program. I have been informed that members should expect correspondence from the Board about these changes very soon.

Attached are more detailed explanations provided by the Deferred Compensation Board of the changes that have been enacted. If you have any questions about specific aspects of the plan you should call a HELPLINE counselor at 1-800-422-8463or your regional Account Executive.


Roger E. Benson
 

Attachments
cc: Roger Scales
Stephen Chamberlain
Marsha Curran
PEF Legislative Office
 

Memo:

TO: Executive Board and Council Leaders

FROM: Deborah Stayman

DATE: November 26, 2001

The Empire Plan and HMO premium rates for the year 2002 have been approved and were distributed to state agencies yesterday. Click here for the rates. Pursuant to the authority established in NYS Insurance Law Section 4235 (j) (1), (2) and (3), Empire Plan premiums are adjusted annually based on plan experience. The PEF/NYS contract does not give PEF authority to negotiate premium rates.

The Empire Plan premium rate increases are relatively modest when compared with many other group health plans that will increase their rates 15 to 20 percent next year. Empire Plan increases are also modest when compared with some HMO increases (see below).

Under the terms of the PEF/NYS contract, members have a minimum of 30 calendar days to change health plans after the rates are distributed to the agencies. The option transfer period will run through 12/28/01. If anyone is considering changing health plans they should consider their options now. New health plan options will begin on 12/27/01 for Institution Payroll employees and on 1/3/02 for Administration Lag-Payroll employees.

The Rates & Deadlines for 2002 flyer will be mailed directly to employees' homes on 12/5/01. In the meantime, members can get option transfer information including the rates from their agency health benefits administrator, who is usually located in the Personnel Office. This information will also be available through the Department of Civil Service web site at www.cs.state.ny.us. Click on Employee Benefits, then click on Option Transfer. We will post the rates in the Current News and Health Benefits sections of the PEF web site at www.pef.org as soon as possible.

The 2002 Empire Plan premium rates for PEF members are given below. HMO rates are attached to this memo.

Employees represented by UUP, as well as managerial/confidential employees, will have the same rates as PEF. CSEA, whose members will not have to contribute toward prescription drug premiums until 1/1/03, will pay $8.63 for individuals and $37.98 for families.

Many HMO premiums will increase dramatically in 2002; eight HMOs will have biweekly premium deductions over $100 for a family enrollment. We ask that you remind members to check their health plan rates now to avoid an unpleasant surprise in their first bi-weekly paycheck with deductions for the new rates. Fortunately, there also are five HMOs whose rates are decreasing.

Neither PEF nor the state has the authority to negotiate HMO rates, which are community rated. Community rating means all enrollees in an HMO are pooled and charged the same premium for the same benefits. The HMO premium cap limits the state's contribution to HMO premiums to an amount no greater than the cost of Empire Plan hospital/medical/mental health and substance abuse premiums. Any amount of HMO premium greater than the Empire Plan’s for these components must be paid in full by the enrollee.

During the month of November HMO enrollees received side by side comparisons illustrating benefit changes their HMOs will implement on January 1, 2002. PEF does not negotiate the level of benefits provided by each HMO. HMOs can change their benefits from year to year and many do.

United HealthCare had proposed a fee schedule increase for selected Empire Plan participating providers which PEF, other state employee unions, GOER and Civil Service all supported. The Division of the Budget vetoed the fee schedule increase. As a result some par providers may decide to leave the network if they are dissatisfied with current fees. The Joint Committee on Health Benefits will monitor provider dropout to ensure enrollees’ access to services is maintained. Empire Blue Cross Blue Shield had requested an increase in their administrative overhead which also was denied.

Please share this information with your members. Members who have questions about the rates may call Deborah Stayman or Lorraine Simpkins at 1-800-342-4306 or 518-785-1900 ext. 283.

Attachment

cc: PEF Staff

PLEASE POST

Memo:

TO: Executive Board
Council Leaders

DATE: November 9, 2001

SUBJ: Early Retirement Incentive

The Governor has stated his intention to introduce an early retirement incentive for New York State employees, which is in response to the budget crisis created by the September 11 tragedy. As a result, I have asked staff to prepare the Frequently Asked Questions and Answers below. I want to thank Marty O’Connor who was instrumental in preparing this information. Attached to this document is PEF’s position on the ERI in a letter that we sent to Speaker Silver and Majority Leader Bruno.

Early Retirement Incentive (ERI)

The Governor has submitted a draft Early Retirement Incentive (ERI) bill to the Legislature but, to date, neither house has introduced it. We expect that the Legislature will reconvene in early December and may pass an ERI bill at that time. The bill they pass may or may not be the Governor’s bill. The answers below then are based on the assumptions that the Governor’s draft bill will be introduced and passed without significant changes.


Q: Is the ERI part of the PEF contract?

A: No, the ERI is legislation that is passed by the legislature and signed by the Governor. There is no relationship between the PEF contract and the ERI.

Q: Is the ERI for just this fiscal year?

A: No. The ERI bill would be effective for both this fiscal year and FY 2002-03. It would expire March 31, 2003.

Q: Will the ERI be targeted again?

A: Yes it will be targeted. The draft submitted by the Governor is exactly the same as previous ERI bills enacted during the Pataki administration.

Q: What do you mean by “targeted”?

A: "Targeted" means that the ERI will only be offered to employees serving in positions and work locations where reductions will occur.

Q: Will people in non-targeted titles be eligible?

A: It is possible that people in non-targeted titles will be eligible. If a title is targeted in another agency or work location and no one there is eligible for the ERI, it is possible, via §78 of the Civil Service Law, that the ERI could be offered to someone who is not targeted. The state would offer the incentive elsewhere to create a vacancy for someone in the targeted title. The targeted employee would then be transferred into the vacancy. This can only work if the targeted person is willing to make the transfer in the first place.

Q: How can my agency participate?

A: Your agency must apply to the Task Force on State Work Force Management and Employee Deployment. They must demonstrate to the Task Force that positions are being eliminated. If the agency demonstrates this to the satisfaction of the Task Force then they will be allowed to offer the ERI to employees in the approved titles and work locations.

Q: Can my agency refuse to participate?

A: Participation is voluntary. Agencies will only participate to the extent that they feel that they can not reach their fill levels via attrition.

Q: How much service credit would an ERI eligible employee be offered?

A: The Governor’s proposal is the same as previous ones - one month of service credit for each year of service credit with a maximum of 36 months additional credit.

Q: Under the ERI, could I retire prior to age 55?

A: Yes you can retire anytime after age 50 but there are significant penalties.

Q: Does the ERI add to my age?

A: No, the ERI only adds years of service. It has no impact on your age and therefore the penalties associated with your age.

Q: What are the penalties?

A: There is a five percent penalty for each year prior to age 55.

Q: Would the existing penalties for Tiers II, III and IV also be in effect?

A: Yes, they are still in effect for members with less than 30 years of service credit. These penalties; six percent a year for each year between 60 and 62 (12 percent) and three percent a year for each year between 55 and 60 (15 percent) remain. This means that a Tier II, III or IV member retiring at age 50 would incur a 52% reduction in their pension allowance.

Q: What is the Benefit Enhancement (BE) and how does it interact with the ERI?

A: The BE, as you probably recall, is the additional service credit for Tier I and II members that was enacted around the same time that the current PEF contract negotiations were concluded. The BE provides one month of service credit for each year of service up to a maximum of two years. Members can get the ERI and the Benefit Enhancement (BE). The Retirement System calculates the BE first. Therefore, a Tier I or II member with 34 years of service would receive credit for two years from the BE and then three years from the ERI because of the additional two months from the BE.

Q: If I retire before the end of the year can I still get my longevity award?

A: Yes. You would get your longevity award if: 1) you retire after March 3rd and; 2) you would have otherwise been eligible for the award if you had worked until March 31.

Q: If I put in for the ERI and don’t get it will I still be retired?

A: If you are otherwise eligible for retirement the retirement system will handle your retirement as a normal retirement without any of the incentives. Therefore, you should be in constant contact with your agency Human Resources Department to know whether or not you will be offered the ERI. If your agency does not tell you that you have been approved by the Task Force and you do not want to retire, you should withdraw your papers from the Retirement System.

Q: Can I withdraw my retirement papers anytime prior to the date of retirement?

A: Yes. You can withdraw your papers right up until the close of business the day before you retire. If you notify the Retirement System of your intent to withdraw your papers by mail, you must have the letter postmarked the day before you are scheduled to retire and the letter must be return receipted. If you do it in person you simply must do so before the close of business the day before you are scheduled to retire.

We will keep you updated as the bill progresses through the Legislature. If changes are made to the draft bill, we will make sure that you are aware of those changes.
 

Roger E. Benson

TO: Executive Board; Council Leaders; Labor/Management Chairs

DATE: October 26, 2001

RE: Budgetary Impact of WTC Attack and PEF’s Response

The governor has projected a tax revenue loss of approximately $9 billion over the next two years.  To address this projected loss in tax revenue, the governor announced a plan to cut $3 billion in state spending over the next 18 months.   I asked PEF staff to provide a comprehensive analysis of the budgetary implications of the World Trade Center attack, the impact of the governor’s proposal on our members and recommendations to protect job security and staffing issues.

 Below are the main points to the governor’s plan:

• Reduce the State workforce by 5,000 positions.
• Eliminate all non-essential non-personal service spending and refinance state debt.
• Direct state agencies to find additional savings in their budgets.

 The governor has made a commitment to avoid layoffs to reduce the workforce and will attempt to achieve the targeted reductions through attrition and the elimination of funded vacancies.  This has resulted in an immediate hiring freeze and the proposal of a retirement incentive.  PEF has taken the position that any retirement incentive should be as broad as possible while ensuring that planned attrition does not aggravate short staffing particularly in facilities in OMH, OMR and DOCS that are already chronically understaffed, as well as provide increased flexibility for transfers.

 While specific plans are not yet available for the other spending cuts, it is anticipated that these spending cuts will be done administratively. We will continue to closely monitor all proposals for dealing with the projected budgetary shortfall and will provide updates as more information emerges.

TO: ALL PEF FIELD OFFICES

FROM: Bob Carrothers

DATE: August 9, 2001

RE: CLOSING OF STATE OFFICES

The extreme weather conditions and the shortage of power in the State has prompted GOER to issue a "Directed Early Departure" for all State employees. Employees who are deemed by their agency to be in "non-essential" positions, can leave the workplace at 2:00pm today without charge to their leave credits. We further understand that GOER has informed agencies to be very liberal in their designation of non-essential employees. (Click here for a copy of the GOER memo).

Employees who leave work before 2:00, or those who took the entire day off will be required to charge credits as usual.

Before leaving work, employees should confirm with their supervisor that they will be released without charge to leave credits. Also, it is agency management who makes the determination of which positions are "non-essential". Any employee who disagrees with management's directive that they remain at work must comply with the order. They should keep careful documentation of the events and review the situation with their field representative to determine if a grievance should be filed.

If you have any questions about this memo, please contact Contract Administration at 1-800-342-4306, ext. 223.

TO: Executive Board
Council Leaders

FROM: Jane Hallum, Secretary-Treasurer
Bob Carrothers, Director of Contract Administration

DATE: June 1, 2001

RE: Revised Procedures for Paid EOL

Q: Why did PEF agree to change these procedures?

Article 4, Employee Organization Rights provides the means by which PEF can access its members for various Union Purposes. Various provisions of Article 4 provide leave for grievance investigation, contract negotiations, Labor/Management activities and for informing members about PEF membership and its benefits. All of this time is allowed without charge to accruals and without expense to PEF. These types of release are unaffected by the negotiated changes in Article 4 or the revised procedures discussed in this memo.

Article 4.7 provides a mechanism by which PEF can access its members for internal union meetings, including but not limited to the annual convention, Executive Board Meetings, and internal Committee meetings. The Contract provides a limited number of days that PEF can access employees for these functions without charge to the Union. Historically, we have been able to use days beyond the limits specified in the Contract, provided we agree to reimburse the State for the costs of the additional days. For convenience purposes, we will refer to this time as paid EOL.

During the 1999-2003 negotiations PEF agreed to a number of changes to Article 4. We agreed to reduce the number of Contract provided paid EOL days from 415 to 400 per year, and importantly, we agreed to provide GOER with a list of the PEF members appointed to the various internal committees and boards as well as a listing of our elected leadership. Paid EOL will be limited to the people who appear on these lists, however, we did include language that gives PEF the right to designate additional PEF members who are not formal appointees to participate in any committee meeting or function for which paid EOL could be appropriately used. (The provision of these lists is key to some of the changes in how paid EOL is recorded and is fully explained below).

Finally, Article 4 has long contained a provision that requires that the "procedures for the advance request for the use of such leave [paid EOL] and the advance designation of employees…shall be by means mutually agreed to.." by GOER and PEF. Although in previous years the State never expressed an interest in modifying these procedures, they did raise the matter after the conclusion of contract negotiations. (The revisions we made are the subject of this memo and a complete copy is attached).

The contractual standard for approving or denying the use of paid EOL remains unchanged: agencies can deny advance requests to use paid EOL only to the extent that "the resulting absence of any individual employee will not unreasonably interfere with an agency's operations". (see p. 16 of the 1999-2003 Contract). While the standard for approval or denial remains the same, we did agree to make some important changes in how the time is recorded. Under the new procedures, there are two different methods by which employees can access paid EOL, one of which, for the first time, does not require advance charge to leave credits. These new procedures will take effect for paid EOL absences starting July 1, 2001.

The new guidelines did not change the manner in which employees request leave for paid EOL from their agency. That will continue to be done pursuant to whatever the local agency or facility practice requires. The guidelines do require, however, that certain information be included in the request for paid EOL. Each request must identify the meeting, and whether it the request is for a full or half-day (and indicating a.m. or p.m. if half-day). If requested, the employee will also provide a telephone number where they can be reached during the time they are on paid EOL. In virtually all circumstances, the phone number will be for PEF Headquarters, the Legislative Office or one of the PEF Field Offices.

A copy of the Paid EOL form is attached. The most significant change is that instead of listing a reason for a particular meeting, you will simply insert the appropriate numeric code found on the reverse side of the sheet. When a particular meeting spans several days, you can use a single form (up to five days per code). However, you must use a separate form for each separate code that you submit (the only exception to this are the codes used to indicate travel that is required in conjunction with a particular meeting).

As a practical matter, the completed EOL forms should be submitted to the Secretary-Treasurer's office as soon after the meeting as possible. When we can, we will provide employees with the appropriate forms and collect them for submission at the end of the meeting. Under the guidelines, a request for reimbursement is only timely if it is submitted to PEF within 60 days of the scheduled meeting date. Late requests can be submitted, but they are accepted at the discretion of GOER. To avoid problems, the completed forms should be submitted promptly so we can transmit them to GOER within the required timeframes.

Once the forms have been submitted and reviewed by GOER, they will notify PEF of their approval or denial. Where paid EOL is approved, a tentative charge to EOL will be made permanent, and any charge to leave credits will be restored. If the paid EOL is denied by GOER, the employee will have to make the appropriate deduction from their leave accruals, or in the event they do not have accruals, an adjustment to their pay will be required.

10 Month employees, unlike others in the PS&T Unit, do not earn annual leave. As such, they have little, if any, time they can charge in advance to cover absences for paid EOL. Under the new procedures, teachers will be allowed to make a tentative charge to EOL for all absences for paid EOL, notwithstanding their compliance with the requirements of Option A. Over the years we have worked this situation out with the Agencies, but the new procedures memorialize the practice.

Paid EOL is granted only to cover those hours of an employee's work schedule that conflicts with the scheduled meeting. Since virtually all paid EOL occurs during the traditional day shift, paid EOL often has little meaning to shift workers who sometimes were made to work their normal tour of duty immediately before or after participation in a meeting for which paid EOL was approved. Under the new guidelines, agencies are encouraged to approve requests from shift employees to change their work schedule so that when they use paid EOL, their schedule will be changed to release them from their work obligations either before or after the scheduled meeting.

TO: PEF Officers, Executive Board Members, Council Leaders,

Stewards & Delegates

DATE: July 5, 2001

SUBJ: Jean DeBow Women in Leadership Scholarship

We are pleased to announce the establishment of a $2,000 annual scholarship to honor the memory of Vice President Jean DeBow. This scholarship will be entitled “The Jean DeBow Women in Leadership Scholarship” and is intended to further strengthen our emerging women union leaders. PEF will fund half of the total scholarship and Jean’s mother, Louise DeBow, will generously contribute the remainder.

The scholarship will be a grant to a woman in PEF to assist her in pursuing her labor education. (It would be used only for tuition and/or books.) We have asked the PEF Scholarship Committee to establish the criteria for eligibility and to administer the selection process. The award winner will be announced at the PEF Convention.

The application information is attached, and the date for receipt of this information by the Scholarship Committee is by close of business on August 1, 2001.

We look forward to making the first award at our Convention this fall.

Roger E. Benson       Jane Hallum

Attachment