Public Employee Contract Abuse

In a typical union/management, there is supposed to be an adversarial role. Management on one side, union on the other.
Bus as we have seen time and time again, there is little if any adversarial role between public employee unions and local management.
For instance, in Clark County, you have some firefighters making over $250,000 and about 200 making over $100,000 a year because of overtime. Clearly, there was not an adversarial relationship until Steve Sisolak from the Clark County commission started to cause a stink.
Charlie Sykes out of 620 AM, Milwaukee, WI. detail other abuses both union and management have done to the taxpayer: Employer must provide bulletin boards to post information about union social and recreational activities. The size and location of the board is subject to collective bargaining.
2. When a local union meets the following conditions are subject to bargaining:
1. lighting,
2. vision care and examinations,
3. noise,
4. chairs,
5. desks,
6. footrests,
7. adjustable terminals and keyboards,
8. work environment design (wall cover, carpet, windows),
9. room temperature
http://www.620wtmj.com/shows/charliesykes/117601258.html?blog=y
And more: A Wausau public employee union filed a grievance to prohibit a local volunteer from serving as a school crossing guard. The 86-year-old lives just two blocks away and serves everyday free of charge.
Principal Steve Miller says, "He said, you know, this gives me a reason to get up in the morning to come and help these kids in the neighborhood."
But for a local union that represents crossing guards, it isn't that simple. Representatives didn't want to go on camera but say if a crossing guard is needed, then one should be officially hired by the city.
A Cedarburg school teacher was reinstated by an arbitrator after being fired for viewing pornography on a school computer. The school district ultimately succeeded in terminating the teacher only after taking the case to the Wisconsin Supreme Court at great cost to the taxpayers.
Milwaukee Public Schools teacher Megan Sampson was laid off less than one week after being named Outstanding First Year Teacher by the Wisconsin Council of English Teachers. She lost her job because the collective bargaining agreement requires layoffs to be made based on seniority rather than merit.
Informed that her union had rejected a lower-cost health care plan, that still would have required zero contribution from teachers, Sampson said, “Given the opportunity, of course I would switch to a different plan to save my job, or the jobs of 10 other teachers.
The Milwaukee Teachers Education Association (MTEA) tried to use a policy established by collective bargaining to obtain health insurance coverage that specifically paid for Viagra. Cost to taxpayers is $786,000 a year. (the union dropped the lawsuit during collective bargaining- what did they get in return?)
http://www.620wtmj.com/shows/charliesykes/117579793.html?blog=y
In the Clark County School District teachers were paid $30 an hour to voluntarily attend diversity lectures up until this year.
This is another reason why collective bargaining rights need to be eliminated. There is no one looking out for the taxpayer.