Alaska's public employees have not always had the right to organize for and engage in collective bargaining concerning their salaries, benefits and working conditions. The struggle to obtain that right and to forge a strong Association capable of effectively promoting the interests of its members has been a long and difficult one. Its success has been due to the persistence and dedication of APEA/AFT's members.

The Association was founded in 1959 when a group of concerned employees organized the Alaska State Employees Association (ASEA). ASEA representatives attempted to improve conditions for all state employees, but were handicapped by the fact that the State was not obligated to engage in collective bargaining. Lobby efforts were conducted "hat in hand," and the gains were not as great as the members had hoped to achieve.

Even small improvements spurred interest in the Association. ASEA grew in size and scope as it opened its membership to municipal, borough and school employees throughout the state. The first annual General Assembly was held in 1969 to allow representatives from local chapters to meet, discuss problems and establish the Association's policies and priorities for the upcoming year. In 1972, the Association officially recognized the diversity of its membership by changing it name to Alaska Public Employees Association (APEA).

It was also in 1972 that the State Legislature enacted the Public Employees Relations Act or P.E.R.A. (A.S.23.40.070 et seq.). A copy of P.E.R.A. is included in this handbook. The Legislature recognized that including public employees in the decision making process concerning their wages and working conditions ultimately made government more effective and declared it to be "the public policy of the state to promote harmonious and cooperative relations between government and its employees." P.E.R.A.'s major provisions include:

P.E.R.A. was signed into law by Governor Egan on June 7, 1972. Soon thereafter, APEA sought and received recognition under its provisions as the representative for those State employees organized into the Supervisory Unit. In 1991, APEA and the Alaska Federation of Teachers merged into the APEA/AFT. Presently, the APEA/AFT also represents employees for the City of Nome, Nome Joint Utilities, the Fairbanks Northstar Borough, City of Fairbanks, the Alaska State Housing Authority, the Juneau Education Support Staff, the Kenai Peninsula Borough, the Ketchikan Gateway Borough, the City of Petersburg, the United Special Education Service Employees, the Juneau Mental Health Professionals, the Petersburg District Support Personnel, the Fairbanks Police Department, the Valdez Federation of Teachers, the City of Bethel, the Mat-SU Borough Employees Association, the Kenai Borough Employees Association, the University of Alaska Classified Employees Association, the Alaska Community College Teachers Association, the Anchorage Council of Education, and the United Academics. These units, with the exception of the Juneau Mental Health Professionals, fall under affiliate agreements, P.E.R.A. or local ordinances.

Under the provision of P.E.R.A., the APEA/AFT has the exclusive right to bargain on behalf of the members covered by the Act. It's important to understand exactly what that means. Robert's Dictionary of Industrial Relations (rev. ed. 1971) defines "bargaining rights" as "The legal authority of the union certified as the duly authorized bargaining agent to collectively negotiate, for all employees including non-members in the bargaining unit, the terms and conditions of employment and to act as the agent of the employees to protect those rights in the administration, enforcement, and renegotiation of the collective bargaining contract." In other words, although bargaining unit members are free to consult with anyone they choose regarding work related problems, only APEA/AFT can represent them in contract negotiations and in the resolution of disputes or grievances arising under the terms of these agreements. Friends, relatives and lawyers may offer support and advice -- only APEA/AFT representatives can act as agents for unit members in these matters. No other person or agency has the standing to intervene in any manner, including unofficial conversations with the Employer.

Since collective bargaining began in 1972, APEA/AFT has achieved substantial improvements in salaries and working conditions for its members. Even a partial list of the gains won for State employee members is impressive, such as:

Salaries -- Prior to beginning of collective bargaining in 1972, State employees had not received a pay increase for three full years. APEA/AFT negotiated contracts have increased salaries many fold since 1972.

Per Diem -- Prior to collective bargaining per diem was a flat $35. APEA/AFT negotiated variable per diem rates tied to the actual costs of travel expenses in particular areas.

Health and Welfare Benefits -- Before collective bargaining, State employees received only $50,000 in medical coverage for themselves. No coverage was available for dependents. APEAAFT lobbied for and received dependent coverage, paid for by the employee. After collective bargaining, APEA/AFT negotiated increases in coverage and services. Members now receive $1,000,000 in coverage (medical) for themselves and each of the dependents, paid for by the State. Travel and accident insurance coverage has increased steadily, too.

Grievance Procedures -- APEA/AFT has negotiated a well-defined grievance procedure which ends in final and binding arbitration before a neutral third party. Before collective bargaining, employee grievances were appealed to a management dominated personnel board.

APEA/AFT is a democratic public employees organization affiliated with the American Federation of Teachers. Policies and priorities are established by the membership through their elected representatives, as well as direct votes on bylaws and dues changes, and statewide officers. A paid staff is responsible for implementing those policies and priorities in conjunction with and at the direction of the elected officials.

Many of the employees represented by APEA/AFT do not understand these essential facts about the Association -- how it's organized, who runs it or how it works for them. This lack of knowledge may be one reason why a few choose to be agency fee payers rather than members and why many members do not actively participate in their local chapters. It is important that Employee Representative are able to discuss these matters with employees and to answer any questions they might have.

APEA/AFT's membership of public employees is currently divided into 22 chapters and 5 locals. Each chapter and local elects officers and appoints committees responsible for the chapter's local affairs. One meeting per year is mandatory.

The President and Secretary/Treasurer are elected by the general membership and serve staggered two year terms. Other members of the Board of Directors are elected by those members who they represent as follows:

Northern Region Supervisory Unit

Northern Region Political Subdivisions

Southcentral Region Supervisory Unit

Southcentral Region Political Subdivisions

Southeast Region Supervisory Unit

Southeast Region Political Subdivisions

Teacher AFT/AFPE Locals

Non Teacher AFT/AFPE Locals

Members of the Board of Directors serve two year terms. The terms are staggered to insure continuity.

The President presides over all meetings of the Board of Directors, statewide caucus (held at least every other year) and acts as spokesperson for the Association. The President is also responsible for general direction of the activities of paid staff through the Business manager and is the primary link between paid staff and the elected leadership of the Association.

Under the direction of the Business Manager, the Association's paid staff is responsible for advancing the members's interests and protecting their rights in every way possible. The Business Manager lobbies legislators on matters vital to APEA/AFT members. As a result, the 1980 Social Security Opt-Out and the subsequent implementation of a Supplemental Benefits System was passed, permitting employees to select from a variety of insurance benefits; legislation enacted in 1979 converting temporary employees to permanent seasonal status provided previously unavailable contract protection and benefits to over 1,000 State employees.

Ensuring that the terms of all negotiated contracts are fulfilled is the day-to-day responsibility of the local Field Office staffs. Field Representatives work directly with Employee Representatives and bargaining unit members to resolve complaints and process grievances. If hearings or arbitrations are required to obtain rights or protection guaranteed under the contract, Field Representatives act as the employee's agent in the proceedings.