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Letters to the editor

City's efforts appreciated

To the editor:

The staff at the Williams-Grand Canyon Head Start wish to thank Dennis Wells, Joe Duffy and John Peters for helping with exterminating the bees on our playground, which is also Tots Park. We wish to give Gene Owens an extra big thank you for his patience and perseverance to this matter.

You not only help make the playground safe for the Head Start children, but for the children in the entire community. This effort would not have been completed without you.

Marcia Hilborn

Center Director

Williams-Grand Canyon Head Start

Uncovered versus covered

To the editor:

Several weeks ago an article was published in the Arizona Republic, which referenced state employees getting less pay even after the 1.75 percent pay raise provided by the Arizona Legislature last session. The 1.75 percent was supposed to offset the cost increase in the Arizona State Retirement System.

In addition, the article touched on an employee being placed in covered positions versus uncovered positions and how unfair uncovered positions are to state employees. But to understand the arguments on both sides to this debate everyone needs to understand the differences between the two.

Covered employee ‹ A covered employee is covered by the civil service rules.

Pay raises can only be determined by the Arizona Legislature and not by the individual agency heads.

Any increase in pay can only be given if you are promoted, if your position is reclassified, or if you get a merit increase provided the Arizona Legislature first authorizes it.

Uncovered/exempt employee ‹ Contractual employee, another name for an at 'will' employee, serves at the 'pleasure' of the director or agency head.

Pay can be increased or decreased at the discretion of the agency director with approval from the ADOA.

The employee gives up any and all merit system protection.

Employees caught in the dilemma of staying covered (for job protection) or going uncovered (for pay) causes a lot of dissention and anger amongst employees.

I believe the intent of the Arizona Legislature was to keep covered employees covered under the merit system rules. I also believe the intent of the Arizona Legislature and the ADOA was to only uncover positions such as directors, deputy directors, upper divisional management (Supervisor II's and above) and those positions that have a direct 'confidential relationship' with the agency head. (A.R.S. 41-771 and A.R.S. 41-772, exemption standards).

It is my understanding that a department or agency administrator cannot offer additional salary to covered positions nor can he or she offer a promotion for additional salary within the same classification without ADOA or legislative approval.

The 'act' of reclassification or making a covered position 'uncovered' is a CLASS/COMP administrative function, not an 'act' initiated by a department head for the purposes of promotion or salary increase.

Placing covered employees into uncovered (exempt) positions within a state agency is considered a 'transfer.' Under Department of Administration Rules, an employee that transfers from one position to another within the same class is not subject to a pay increase. However this is regularly being done within state agencies and is causing serious moral problems.

As an example, some select employees within state agencies are given the opportunity to get an increase in pay however, the only way the agency would allow the increase in pay was if the employee gave up all rights to be covered by civil service. In other words, serve at the pleasure of the agency heads.

Several select employees were allowed to go into this 'uncovered' position with substantial pay increases. Soon after some of these employees were given pay increases and now in 'uncovered' positions they were threatened by supervisors with possible loss of job for not totally complying with the supervisors' orders.

In other cases some employees are given promotions and the only way to get a pay increase, even with a promotion, was to go into an uncovered position and again serve at the pleasure of the agency heads. Otherwise you could be promoted and choose to stay in a covered position with no additional pay.

Some long tenure covered employees have asked to go into an uncovered position when it was first offered to others so they could get a much needed raise and were told by agency heads they could not do so. Thus, those employees, some with less than three years on the job, that were allowed to go 'uncovered,' are making close to or more than employees that have been with the agency for more than 10 years.

This carrot on a stick method of getting employees to give up their merit board protections is perpetuating the low moral currently found among state employees. The idea of getting a pay raise in the future is very enticing to some but I worry that our employees are working on the old English 'never, never' system. All that is bred with this current practice is animosity between intra agency employees.

Danny R. Thomas

President

Arizona Liquor Police Officer's Association

Contributions to prevention are recognized

To the editor:

Three years ago many Arizonans joined thousands in one of the largest prevention efforts ever launched. Men from Williams, Flagstaff, Grand Canyon, Seligman, Camp Verde, Sedona, Cottonwood, Payson, Chino Valley, Prescott, Kingman and Lake Havasu responded. Motivation to improve your health, lessen your risk and the desire to assist the next generation in preventing prostate cancer have made the SELECT project successful. Our participants cross all backgrounds, faiths, medical histories and geographical areas.

Your excellent cooperation provides the non-profit National Cancer Institute and countless hospitals/physicians with vital prevention and treatment information. Prostate cancer strikes North American men, and particularly African-American males in high numbers.

Countless adults and children with disease are touched and benefit from the science of 'medical miracles.' Our vice president's life was famously saved by the newest cardio devices and surgeries, and many Americans got screened as a result. We arrive at these life-saving discoveries with the vision and participation of special people like you.

There are many ways to serve, and I join our staff in great appreciation and admiration of your continuing contributions and commitment. Men from Canada, Puerto Rico and throughout the United States joined you in this special study, and it's a privilege to work with and see you throughout the year.

All men should consult with their physicians, particularly if at higher risk. Working with many hospitals, I know our own medical center offers effective screenings, have many quality medical staff and have quietly helped many with early detection and referral to further screening and treatment.

Personally, my daily thoughts are with Williams women and men dealing with cancer or recovery. Many have traveled this path using the healing and treatment of their choosing, who lend you their support, intentions and prayers.

Maggie Mansfield

Western Regional Clinical Oncology Program

Northern Arizona Site


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