AFGE LOCAL 2505
Representing SSA Field Office Employees in Oklahoma
March, 2008 – Volume III, No. 1
AFGE LOCAL 2505
Please check out our Local’s new website at:
There, you can find links to Union-member benefit information, copies of grievances, ULPs and bargaining demands by office filed by the Local. Also, arranged by office, you can find documents about your office on-line such as asbestos reports, water and air testing reports, health & safety inspections. You can find previous editions of our Local newsletter, our Labor-Management Report, meeting minutes, our constitution and by-laws, a blank grievance form, your rights as a Union Member, links to your elected officials at the National and State levels, a list of officers, etc.
Check it out and let us know what you think!
NOTICE: ELECTION OF DELEGATES
You are hereby notified, in compliance with the constitution and by-laws of AFGE that the AFGE Local 2505 will be discussing and voting on sending delegates and/or proxy delegates to the 2008 AFGE District 9 Caucus. This will occur at the regular meeting of Local 2505 which will begin at 11 am on Saturday, April 5, 2007, at 3837 Highpoint Court, Norman, OK, 73072.
AFGE Local 2505 is entitled to 2 delegates. The President, Secretary-Treasurer and Executive Vice President (in that order) are delegates-by-virtue-of-office to all caucuses and conventions.
The AFGE District 9 Caucus will be held in the Clarion Hotel at 3333 South Glenstone, Springfield, Missouri 65804 on Saturday, May 17, 2008 beginning at 10 am.
NOTICE: ELECTION OF 2nd Vice President
You are hereby notified, in compliance with the constitution and by-laws of AFGE and AFGE Local 2505 that the AFGE Local 2505 will be accepting nominations and conducting an election for the vacant position of 2nd Vice President of AFGE Local 2505 at the Local Meeting which will begin at 11 am. It will be held at 3837 Highpoint Court, Norman, OK 73072.
Nominations may be made at the meeting. Self-nominations are permitted. Nominations do not have to be seconded.
Nominees must accept the nomination. If the nominee is not present at the meeting, a written acceptance must be submitted to the Election Committee prior to the close of the nominating process.
If you will not be able to attend the meeting, and wish to nominate someone or yourself, you may mail in your nominations to Magda Mashburn, Secretary-Treasurer, AFGE Local 2505, 3837 Highpoint Court, Norman, OK 73072.
Candidates nominated by mail must still accept the nomination, either at the meeting or in writing, as explained above.
Qualifications for office are: be a member in good standing of AFGE Local 2505; be a member of AFGE Local 2505 for one year immediately preceding the closing of the nomination process; not be a member of any labor organization not affiliated with the AFL-CIO.
The term of office is 3 years ending with the installation of officers at the regularly scheduled January, 2009 Meeting of AFGE Local 2505 or “at the earliest practicable date after the elections are completed.”
As Campaign Season Heats Up:
This does NOT apply to our retirees; ONLY to our members who are current SSA Employees!
From what we understand the Deputy Commissioner for Operations has asked all managers to conduct staff meetings with employees about the Hatch Act. Although these are formal meetings at which AFGE has a right to be present, there may not be an AFGE representative at each one of these meetings - so we wanted to give you the AFGE perspective on this issue in advance of these staff meetings.
Information about the Hatch Act can be accessed at the following web-sites:
http://ssahost.ba.ssa.gov/ope/cpps/APR-Part2-1.html (Annual Personnel Reminders)
http://eis.ba.ssa.gov/ethics/EthicsGuidance.htm (SSA Ethics Web-page)
http://www.osc.gov/documents/press/2007/pr07_06.htm (OSC press release regarding use of e-mail)
http://www.osc.gov/ha_fed.htm (OSC information regarding Hatch Act)
As a Federal Employee, you are governed by the Hatch Act. As a result of the Hatch Act Reform, the list of DO's is much longer than it used to be. There are many things that you can do politically while off-duty, away from Government property, without the use of a Government vehicle, uniform, or official insignia. Just because you are a federal employee does not mean that you do not have the right to express your opinions, actively support candidates, etc.
Although there is a lot of information regarding all the do's and don'ts under the Hatch Act, reading all of it can be very time consuming and confusing. For that reason, we're giving you a quick list of do's and don'ts. If you need more information, visit one or all of the above web-sites.
Following the guidelines above (while off-duty, away from Government property, without use of a Government vehicle, uniform, or official insignia), under the Hatch Act you can:
· Express opinions about candidates and issues in private and in public, even when done in a concerted way to elicit support for a candidate or party (such as putting a candidate’s sign in your yard; going door to door to canvas for candidates; putting a bumper sticker on your privately owned vehicle (POV), as long as you do not use your POV for government business, even if you park it in a government lot; or to do phone banking for candidates or issues, etc.);
· Take an active part in political management and campaigns;
· Contribute money to candidates, parties, and political organizations, subject to limits established by the Federal Election Commission;
· Attend, participate in, organize, or manage political rallies, conventions, and meetings. Be candidates for public office in nonpartisan elections;
· Register and vote as you choose;
· Assist in voter registration drives;
· Express opinions about candidates and issues;
· Attend political fundraising functions;
· Attend and be active at political rallies and meetings;
· Join and be an active member of a political party or club;
· Sign nominating petitions;
· Campaign for or against referendum questions; constitutional amendments, municipal ordinances;
· Campaign for or against candidates in partisan elections;
· Make campaign speeches for candidates in partisan elections;
· Distribute campaign literature in partisan elections;
· Hold office in political clubs or parties;
These are just some of the things that you are permitted to do, but we are often asked about these specific issues and whether or not employees can participate in them while employed by the Federal government.
There are very few things that you cannot do under the Hatch Act as long as you are (1) not on Government property, (2) not in a Government vehicle, (3) not on Agency duty time, and (4) not wearing a uniform or official government insignia. The list below contains most of the Hatch Act don'ts - things you can't do even if you are on your own personal time, away from work.
Under the Hatch Act you cannot:
· Use your official authority to influence or interfere with or affect the result of an election;
· Coerce the political activity of another employee or ask a subordinate to volunteer on behalf of a partisan political campaign;
· Run for public office in a partisan election;
· Knowingly solicit or discourage the political activity of anybody who has business with SSA;
· Come to work wearing a partisan political button;
· Have a partisan political sticker on your car if you are using that car for official government purposes (i.e., you use it during your work day on a reimbursable basis);
· Solicit for political contributions through campaign letters;
· Sell tickets or collect money for a fundraiser;
· Host a political fundraiser at home (although your spouse can and you can attend);
· Permit the use of your name as a sponsor, member of an inviting committee, or point of contact for a fundraising event;
· Address a group seeking support (contributions) on behalf of a candidate (some exceptions apply).; solicit or receive political contributions (may be done in certain limited situations by federal labor or other employee organizations);
· Be candidates for public office in partisan elections.
SSA has recently become aware of possible Hatch Act violations that occurred via the Agency E-mail system.
Engaging in political activity while on duty may also include-
· Forwarding political endorsements of any candidate;
· Soliciting contributions;
· Sharing political jokes or images;
· Sharing political web site links in any way;
· Using government property, equipment or time to engage in political activity.
SSA does not have the authority to investigate and/or determine what is and is not a "Hatch Act" violation. This responsibility belongs to the Office of Special Council. (www.osc.gov) The Office of Special Council (OSC) will conduct an investigation based on information provided by SSA. If the OSC determines a "Hatch Act" violation occurs, they will decide which course of action to take. There are only two penalties that can be considered by the OSC -
1) a 30 day suspension or
If an SSA or OSC official requests to talk to you about an alleged Hatch Act violation, DO NOT THINK TWICE: REQUEST UNION REPRESENTATION!
If you have any concerns about what you can and can not do or what you may have done, you should contact the Union.
AFGE has attorneys who specialize in issues of Hatch Act and will be very helpful in defending employees who may be accused of violating the Hatch Act.
Local Asks SSA to Upgrade SRs
Sent: Wednesday, February 27, 2008 1:58 PM
To: Schuenemeyer, Ramona
Cc: Callahan, Dana B.
Subject: RE: RS/TSR job duties / PD and Operational Bulletin for handling Claims leads based on streamlined Proof of Age
The TSR's job description does not require we interview to obtain, clarify, and verify information about individual applicants initial eligibility for retirement, survivors, disability, etc. that is in the job description for CR's. Now TSR's are being told to do the following:
This Operational Bulletin (OB) provides guidance for handling claims leads based on the streamlined proof of age and U.S. citizenship policies:
Effective February 11, 2008, the Agency implemented a streamlined policy for establishing proof of age and U.S. citizenship for certain claimants who are age 60 or over at the time of filing and who file either a:
· Title II application, or
· Title XVIII application, or
· Title XVI application concurrently with a Title II or Title XVIII application.
More specifically, under the streamlined
proof of age, claimants age 60 or over at the time of filing may not
be required to submit proof of age, if their allegations can be established
through SSA’s records. See POMS
GN 00302.030 for detailed policy
concerning Evidence of Age. In addition, claimants age 60 and over may
not be required to submit evidence of U.S. citizenship, if citizenship is
already established or can be established through SSA’s records. See POMS
GN 00303.320 for detailed policy
concerning Evidence of U.S Citizenship - Tolerances.
The streamlined proof of age and citizenship policy is intended to ensure that claimants who are age 60 or over at the time of filing do not delay in filing their claims in situations when the requested evidence is not readily available.
Be sure to take the action below when handling claims leads.
The information in this bulletin will be incorporated in a future update of the TSCOG on PolicyNet and CHIP.
Use this procedure for processing claims referrals for claimants who:
· are age 60 or over at the time of filing, and
· allege to be a U.S. citizen, and
· are filing for Title II or Title XVIII benefits or Title XVI benefits concurrently with a Title II or Title XVIII application.
1. Determine if U.S. citizenship and evidence of age are established through SSA’s records (see POMS GN 00303.300N. for establishing citizenship) and (POMS GN 00302.010 for establish age) and follow the steps below.
IMPORTANT: If you are using the NUMIDENT for determining if citizenship is established for claimants age 60 or over at the time of filing and who are filing for Title II or Title XVIII benefits or Title XVI benefits concurrently with a Title II or Title XVIII, always follow the instructions in POMS GN 00303.320A.1.
If both U.S. citizenship and
proof of age are established through SSA's records:
- annotate LPFP REMARKS with "Citizenship Established" and the SSA record (e.g., MBR, SSR etc.) and its data (e.g. line, field, codes) that establishes U.S. citizenship.
"Citizenship established. Citizenship Data Line of MBR meets criteria in
EXAMPLE2: "Citizenship established. SSR meets criteria in POMS GN 00303.300N.6."
EXAMPLE3: Citizenship established. Numident’s latest Cycle Date (CYD) indicates a CSP code of “A” and meets the criteria in GN 00303.320A.1. for claimants age 60 and over.
leave the “AGE” field blank on the LPFP screen.
- also annotate LPFP REMARKS with “Evidence of age established” and the SSA record (e.g., NUMI, SSR, MBR, etc.)
“Evidence of age established. IDN of NUMI shows code P and meets criteria in
EXAMPLE2: “Evidence of age established. Benefit Data Line of MBR shows DOB code P and meets criteria in GN 00302.010.”
- go to step 3.
· If SSA records shows US citizenship is established, but evidence of age is not established OR evidence of age is established, but U.S. citizenship is not established,
- advise the claimant that we may need to see his or her birth certificate for the applicable evidence (i.e. evidence of age or U.S. citizenship) not established in SSA’s records.
- annotate REMARKS with applicable evidence
(i.e., evidence of age or citizenship) established in SSA’s records. See
examples above for annotating REMARKS.
- If the claimant’s age was not established on SSA’s records, be sure to place an “X” in the “AGE” field on the LPFP screen.
- go to step 2.
· If U.S. citizenship and evidence of age are not established through SSA's records,
- tell the claimant that we may need to see
his or her birth certificate or other evidence of age (GN
00302.030B.1.) and U.S.
- be sure to place an “X” in the “AGE” field on the LPFP screen.
- go to step 2.
2. If the claimant alleges not having the evidence (e.g., birth certificate, etc.) in his or her possession:
· Tell the claimant to proceed in filing the claim and emphasize that he/she should not delay the claims filing process because the evidence is not available, and
· Inform the claimant that the claims representative will advise him/her about any necessary evidence.
NOTE: This ensures that the individual does not delay filing for benefits, cancelling an appointment, or obtain evidence when it is not necessary.
3. Follow additional procedures, as appropriate, in TC 10010.070 for processing the claims referral.
I was wondering if SSA would consider (1) formally adding this to the Position Description of all Contact Representatives which would hopefully (2) result in SSA finding the will and the way to reclassify the Contact Representative (SR and TSR) from a top grade of GS 8 to a top grade of GS 9?
I think that would be a three-way win: a win for the public, a win for SSA and a win for the employees!
Thank you for your consideration.
Ralph de Juliis, President
AFGE Local 2505
From: Callahan, Dana B.
Sent: Thursday, February 28, 2008 6:52 PM
To: Dejuliis, Ralph
Cc: Schuenemeyer, Ramona; Hill, Billye; Casavantes-G, Vita; LaComette, Bruce; Mathews, Vicki A. RO Dallas; Williams, Billy L.
Subject: TSR job duties / PD and Operational Bulletin for handling Claims leads based on streamlined Proof of Age
Thank you for your inquiry to Ramona regarding the SR and TSR position descriptions (PDs). I am responding to you on her behalf.
The Contact Representative (SR and TSR) position descriptions are nationwide standard PDs which were developed and are administered by DCHR. Since these are nationwide position descriptions, we will forward your request to DCHR for their consideration of any impact that these added duties may have. This is necessary to ensure a consistent approach throughout SSA.
Please let me know if you have any questions or wish to discuss.
Dana B. Callahan
fax - 214-767-0639
Premium Conversion gained three new cosponsors: Rep. Joe Wilson, R-SC, Rep. Laura Richardson, D-CA, and Rep. Chaka Fattah, D-PA. The total is now 307. Government Pension Offset/Windfall Elimination Provision Repeal legislation, H.R. 82, added Rep. Steve Chabot, R-OH, and Rep. Ike Skelton, D-MO. The total is now 339. While both House and Senate GPO/WEP Repeal bills have record co-sponsorship, 7 Senators and 34 Representatives are “lapsed” cosponsors of Premium Conversion legislation meaning they cosponsored an identical bill in the 109th Congress but have NOT YET done so in the current Congress.
Rep. James Moran, D-Va., plans to introduce a bill March 10 that would compensate more retiring federal employees for a portion of their unused sick leave.
Moran’s bill would provide employees retiring under the Federal Employees Retirement System (FERS) up to $10,000 in compensation. Employees would be paid 10 percent of the hourly average of their three highest salaries for all but the first 500 hours of their unused sick leave. Employees under FERS currently receive no compensation for their unused sick leave when they retire. The bill is meant to discourage them from abusing their sick leave benefits as they near the end of their careers.
The Office of Personnel Management (OPM) is changing the way it credits service for employees on workers' compensation who work part time but have full-time appointments. These are employees who were given full-time appointments, but as a result of a work-related injury covered by the Office of Workers' Compensation Programs (OWCP) are able to work only part of a day and use leave without pay for part of the day.
The change came about as a result of a case brought by a retiree before the Merit Systems Protection Board. In Hatch v. Office of Personnel Management, the Board ruled that the retiree should have been treated as a full-time employee for the period of time he worked four hours per day and received OWCP benefits for the other four hours while in a leave-without-pay status.
Prior to the Hatch decision, OPM had interpreted the retirement laws and regulations to mean that employees in these cases were not entitled to full-time credit for time worked when they worked four hours, for example, and were paid for the additional four hours in their full-time schedule by OWCP. This interpretation could have severe consequences in computing the high three years average salary used in the annuity computation if it included only half-time pay for the position of record. It could also have led to erroneous part-time computations when the annuity should have been computed as full-time.
Employees with full-time appointments and in receipt of OWCP benefits, who work part of the day and are on approved leave without pay for part of the day, will now be given full-time credit. However, if an employee is not under a full-time appointment (e.g. part-time flexible or limited tour), the usual part-time rules apply. The position of record is used. If the employee is employed at a lower grade than before the injury, even if he is also receiving OWCP, the lower grade is the position of record, and the salary of the lower grade is used in the annuity computation. The decision also does not apply to re-employed annuitants.
It is not possible for OPM to identify every annuitant who fits the Hatch profile with part-time service who would qualify. Federal agencies have been asked to review their payroll files for pending retirement cases. If you believe your retirement computation was affected, you should contact OPM at 1-888-767-6738; in DC, 202-606-0500.
Your contributions to the federal retirement fund are not taxable when the government sends this money back to you in the form of an annuity. But you only receive a portion of it back each year. The Office of Personnel Management will tell you how much of your annual annuity is subject to federal income tax on the form 1099-R that they send you each January.
Your contributions to the retirement fund have been taken out of after tax dollars and we will not have to pay tax on them when we receive them back through our annuity. We do, however, only receive a portion back in each monthly annuity payment. We will not recoup it all until we have reached our life expectancy (as determined by the IRS).
Know Your Rights I:
[If the employee has sick leave and the Agency acknowledges they are sick/incapacitated for duty, they are obligated to approve the sick leave and can't charge AWOL. The Agency can, however, discipline the employee for failure to follow procedures for approval of leave, if that is an issue.]
The employee was out for two weeks with pneumonia. OS told employee he would NOT accept MD's note because it didn't give the clinical diagnosis, i.e., pneumonia. The employee tells the supervisor that MD, because of HIPPA, won't give more details. The OS says he'll think about it.
Here is what the Union told employee:
Go to the contract: Article 31, Section 4: Sick Leave, B, reads in relevant part:
4. In the event a medical certificate is necessary, the completion of the reverse side of the SSA-71 by a physician or practitioner, or equivalent shall normally be considered sufficient.
The back of the SF-71 has a section entitled: CERTIFICATION OF PYHSICAN OR PRACTITIONER. It asks for the MD's name, dates the employee was "Under Professional Care", there is a REMARKS section which I would ask the MD to leave blank because the pre-printer next part reads:
I certify that the employee named was under my professional care for the period indicated above, and that the employee's condition during this period made reporting to work inadvisable.
Then there is a place for signature and date.
That is SSA's form. That is ALL that they negotiated! Don't let your OS brow-beat you into providing more information. They'll want it from EVERYONE else next time they are out 1/2 a day with the sniffles (just to remind employees that they are the boss)!!
Of course, management has the "normally” escape clause.
I also told the employee when she hands the 71 completed by her MD to the supervisor, to tell him, "Ralph said this is all the contract requires. If you aren't happy with this, would you please talk to Ralph?"
As always, the best defense is a good offense!
[Editor’s Note: Please note that if you are looking to have ADVANCED SICK LEAVE approved, Article 30, Section 4.D begins:
Employees who are incapacitated for duty because of serious illness or disability may be advanced sick leave for up to 30 days.
A mere certificate which doesn’t say what you have is probably NOT going to be sufficient for your supervisor to determine that you have or were incapacitated by a “serious illness or disability.]
Know Your Rights II:
An employee was late
yesterday. As soon as they got to their desk, management jumped them and
called them into the DM's office with the OS there to "counsel" them about
A counseling session is pretty straight forward: (1) This is what you did. (2) This is why we in management don't like it. (3) Now you are on notice we don't like this behavior. (4) You can go now. Have a nice day.
(Yeah, right! Like that is the beginning of a "nice" day. BUT, that is another story.)
NOW, once management goes to (5) I want to help you! Is there something you'd like to tell me or discuss with me? What is the problem? Why did this happen? Why does this happen a lot?
AS SOON as management asks a question, we have good arguments that the "counseling" session has turned into a
"formal discussion" to
which the Union has a right to notice so it can attend.
In this particular incident, management wanted to be nosy and asked about the employee's home life and wanted to know if everything was okay.
If you do NOT answer it is not a formal discussion. The Union urges you to answer with, "Asking questions makes this a formal discussion; you must notify the Local President, Ralph de Juliis."
That should end the
conversation. If it doesn't, when it is over, you need to let the Union know
and the Union will file something.
Additionally, if you are not chronically tardy, that should be the end of the discussion. (Article 31, Section 3A)
In this particular case,
later that morning, a co-worker asked the employee what happened because the
co-worker overheard [you] "getting your *ss chewed out for being late."
Counseling and this sort of discussion should be PRIVATE. Obviously, this
was not a private counseling discussion, but rather a public flagellation!
In this case a grievance that management violated Articles, 1, 2, 3 and 23
is the appropriate response. The formal discussion is in Articles 1, 2 and
3. The failure to safeguard the employee’s privacy is in Articles 3 and 23.
The bottom line is that every one of us is going to screw up occasionally; some of us, more than occasionally. So what? Management only has the right to ask us to straighten up and fly right. They do NOT have the right to pry into our personal lives or practice subtle or ham-handed intimidation and embarrassment by going 2 on 1 and being just loud enough so that our co-workers know why we have been called on the carpet.
Whenever employees starts to stand up for themselves and their rights and management has to explain itself up the chain of command, this happens. Do NOT take it because you are guilty and actually did something wrong (in the case, the rep actually was FOUR MINUTES late). A simple reminder that you were late and rejoinder / exhortation to be on time is enough. What happened here was BEYOND the pale. Do NOT let management get away with this. CALL THE UNION!!
Know Your Rights III:
Administrative Leave & the Vision Program
Article 9, Section 18, Vision Program, reads in relevant part
D. Employees shall be entitled to a reasonable amount of excused absence to obtain eyeglasses/contacts (including disposable lenses), and VDT eyeglass/contact examination and fitting, provided that the employee in fact has an authorized VDT eyeglass/contact (including disposable lenses) prescription. Normally this will not exceed 2 hours total time for all matters.
The 1st time you go, the MD must prescribe VDT eyeglasses or contacts for SSA to authorize you 2 hours of admin leave. ONCE YOU HAVE THEM, you are entitled to 2 hours admin leave on subsequent visits EVEN IF the MD doesn't find you need your prescription changed (which means that SSA will not reimburse you for the cost of the examination).
Furthermore, this is NOT limited to once a year: it is whenever your prescription changes.
The details of the entire vision program can be found in Article 9, Section 18.
Local President Ylita Edd Retires
Ylita has been a fixture in Local 2505 and the Dallas Region and will be sorely missed!
She was the Local Rep in Oklahoma City, Executive Vice President and then President of our Local. Her counsel, advice and even temper will be missed! (But we know where she lives and have her cell phone number)!
We wish her and Ron a long, happy and healthy retirement!!
Here is what a colleague from the San Francisco Region, Howard Egerman, wrote us:
I want to mention the influence Ylita had on me. My only visit to Oklahoma came two days after the bombing of the Murrah Building when I went to meet with employees along with Witold [Skwierczynski, Council President]. At that time I met Ylita who was the rep for the office. No rep has ever had to deal with such a tragedy of having an office bombed and fellow workers killed. As a safety rep people used to joke that the only injury we could get would be a paper cut. Yet Oklahoma City was truly the first place where home grown terrorism occurred.
Ylita taught me a lot both about that day and also what those of us who are office reps can realize about our importance. Often Presidents of every organization including Locals as well as our overall union are considered the paramount position. But when something happens in an office the key go to person is the office rep and that is what Ylita was when I met.
I can recall that her manager had reported to work on a Monday and the bombing was a Wednesday in April and one thing she mentioned is how she and others helped the manager who came from my region out of the building as well as many other issues and . . . her concerns and those of others about going back downtown and wanting to stay in the Shepherd Mall, I believe. I can also recall how her actions and her workers were examples of what those of us who are local reps can do such as finding a space for the office etc and looking out and caring for one another.
I had never been to Oklahoma or Oklahoma City before but what I realized in working with Ylita and others is that we are truly the same everywhere. Many of us have grown up in a community. Gone to school there. Getting married there, raising a family there and being able to work there. When I talked to Ylita and other people from the office I realized how alike we all are in that respect.
I too will miss Ylita and salute her for leadership, her strength and her ability to show one person who recently celebrated his 34th year in the same District what being an office rep and union rep is all about.
SPOTLIGHT ON BENEFITS:
WHY FEGLI IS NOT YOUR BEST INSURANCE OPTION!
If you still have the federal employee group life insurance (FEGLI) then you most not be aware of changes in that program.
The cost will increase: when you retire or reach the age of 55 to 60 you will no longer be able to afford it. When you cancel your FEGLI you will not receive any of the premiums that you paid in over the years back. That’s why the Union has life plans in which your cost stays level; and, you can also pick one of the cash value plans so you can receive money back should, in the future, you decide that you no longer need the coverage!
Here is an example of a female age 25, non-smoking, earning $40,000 a year. She will pay $14.00 biweekly for her FEGLI; but, at age 60 depending on pay increases she will be asked to pay over $300.00 biweekly; over $600.00 a month! The Union has a plan where she can get the same 5 times her pay for the same $14.00 biweekly, and it is GUARANTEED to stay the same price until she is 90 years old. For a slightly higher premium, she can guarantee the price all the way out to age 120. $14 to FEGLI which goes up to $600 a month or $14 for the Union plan in which the premiums are guaranteed to stay the same until age 90...the same price the government is charging!
The Union has similar great deals on many other insurance offerings!
For no obligation information and an estimate contact Craig Schuff (817) 253-2696 from Benefit Architects!
AFGE Local 2505
April 5, 2007
Location: (Magda Mashburn’s home)
3837 Highpoint Court, Norman, OK
Time: 11 AM
Call to Order
2007 Budget Adjustments
Status: Rebate follow-up
Untimely EEO Counseling Report
– Arbitration Authorization
Nominations / Election 2nd Vice President
Delegates to District Caucus
Constitution / By-Laws Changes: Should the Local continue to pay the retiree dues?
AFGE LOCAL 2505 is now On-Line!
Please check out our Local’s new website at:
AFGE Local 2505 General Officers Contact Information
Ralph de Juliis - President
Work: 918-641-2409 ext. 2923
Cell: 918-781-3096 or Home: 918-439-9683
Carol A. Lewis – Executive Vice President
Work: 918-423-1631 ext. 117
Magda Mashburn – Secretary - Treasurer
Work: 405-605-3001 ext 3981
Mitzi Brooks – 1st Vice President
Work: 580-237-1664 ext. 202
Vacant – 2nd Vice President
AFGE Local 2505 Newsletter: March, 2008
Ms Magda Mashburn, Secretary-Treasurer
3837 Highpoint Court
Norman, Oklahoma 73072-5023