SUBJECT: Medicinal Marijuana Lunch & Learn "Is it Still an Illegal Drug Under Your Drug Policy?"

WHEN: Tuesday, December 15, 2015

TIME:  11:30 AM - 1:30 PM

COST: MRA Members: $30 / Nonmembers: $45

WHERE: MRA- The Management Association

3800 Avenue of the Cities - Suite 100

Moline, Illinois

Illinois Medical Cannabis laws are changing and you don't want your company left behind.  Has your organization done its homework on the subject of medial cannabis for your Illinois employees and how to treat it in the workplace?

After this event, you will be able to answer the following questions:

· What is the truth behind cannabis as a medicine?

· Do I have to allow my employee to medicate at work under the medical cannabis law?

· Will there be any more changes to the cannabis laws in the near future?

· Can our drug policy be viewed as unfair because it puts cannabis patients at a disadvantage to those taking prescriptions for oxycodone, morphine and other narcotic painkillers?

· How does the use of medical cannabis affect an employee's right (and an employer's responses) under FMLA and ADA?

· Can my employee safely and effectively perform the essential duties of their job while under the influence of cannabis?

YOUR WON'T WANT TO MISS THIS.  REGISTER TODAY!

TO REGISTER:  Contact Kathy Riley, Member Relations Coordinator at Kathy.Riley@MRAnet.org or at 309.277.4186.

Not a member of MRA? Contact Kathy Riley, Member Relations Coordinator at 309.277.4186 or at Kathy.Riley@mranet.org to register or for more information on how to become a MRA member.

- Total Number of Ratified Agreements Now at 17 -

SPRINGFIELD - Governor Bruce Rauner and the following labor unions have agreed to terms on new four-year collective bargaining agreements:  Service Employees International Union ("SEIU"), Local 1 Chicago, the International Union of United Food and Commercial Workers, the International Union of Painters and Allied Trades, the International Brotherhood of Electrical Workers, Three Councils of the United Brotherhood of Carpenters and Joiners of America (The Chicago Regional Council of Carpenters, Mid-Central Illinois Regional Council of Carpenters, and the St. Louis-Kansas City Carpenter's Regional Council), the International Brotherhood of Boilermakers - Iron Shipbuilders, Blacksmiths, Forgers, and Helpers, the Laborers International Union of North America, the International Association of Sheet Metal, Air, Rail, & Transportation Workers, and Illinois State Bricklayers and Allied Craftworkers.

In October, the Administration announced agreements with the International Union of Operating Engineers, the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry, and the International Association of Machinist and Aerospace Workers. These agreements have now been ratified. Over the summer, the Administration reached collective bargaining agreements with 5 different bargaining units represented by the International Brotherhood of Teamsters, all of which have also been ratified.

Altogether, the Governor has now successfully negotiated new collective bargaining agreements with 17 different bargaining units representing more than 5,000 state employees.  These developments stand in stark contrast to the ongoing negotiations with AFSCME Council 31.  Despite being offered substantially the same material terms as the Teamsters and the Trades, AFSCME has to date rejected the Governor's chief proposals.

The agreements announced today include :

·         The State will expand the existing group health insurance program by offering employees a variety of new options.  In the expanded program, employees will receive on average $967 per month to either maintain their current premiums, maintain their current coverage, mix and match in the way that is most beneficial to them, or shop for an entirely new custom health insurance package potentially on a new health insurance marketplace.  Employees can also use the State's contribution to purchase insurance through a union plan.

·         A new performance incentive program to reward employees with bonuses for cost-saving measures and meeting or exceeding performance standards.

·         A new, collaborative managed competition program that allows management and the unions to work together to provide low-cost alternatives to outsourcing.

·         A reduction in the payout for accumulated unused vacation from 75 to 45 days for employees hired after January 1, 2016.

·         Continuation of a 40-hour work week with overtime earned after 40 hours.

·         A program to enable the State of Illinois to address minority underutilization in state government.

·         Increased training and certification opportunities for employees.

·         Continuation of the prevailing rate system administered by the Illinois Department of Labor.

AFSCME is now on the opposite side of these negotiations from their own colleagues in organized labor.  AFSCME continues to reject many of the same, reasonable proposals being ratified by wide margins by their fellow state employees:

·         AFSCME continues to reject the health insurance framework accepted by the trade unions.  AFSCME's proposal is to continue the same unaffordable health insurance system that the credit rating agencies have noted in the recent downgrades.

·         AFSCME continues to reject a new performance incentive program accepted by trades and Teamsters.  AFSCME's proposal is to continue to pay employees unaffordable automatic wage increases.

·         AFSCME continues to reject a new, collaborative managed competition program accepted by trades and Teamsters.

·         AFSCME continues to resist moving the overtime trigger to the common workplace benchmark of 40 hours.

·         AFSCME continues to reject a program to enable the State of Illinois to address minority underutilization in state government.

·         AFSCME continues to reject a four-year wage freeze.  Teamsters, in contrast, not only agreed to freeze their wages but did so on top of the 75% in-hire rate.

Urbandale resident claim helped reach milestone

DES MOINES, IA (11/17/2015)(readMedia)-- DES MOINES, Iowa - State Treasurer Michael L. Fitzgerald announced today the Great Iowa Treasure Hunt has reached a milestone of $200 million in unclaimed property returned. "Since the program's inception in 1983, we have returned $200 million through the Great Iowa Treasure Hunt," Fitzgerald said. "Vona Burbank of Urbandale helped us reach our milestone. Her claim of $6,723 put our returns at just over $200 million! This milestone reinforces our dedication to reuniting unclaimed property with its rightful owners."

Unclaimed property refers to money and other assets held by financial institutions or companies that have lost contact with the property's owner for a specific period of time. State law requires these institutions and companies to annually report unclaimed property to the state treasurer's office.

"There is no time limit or fee to claim your money," Fitzgerald added. "The assets are held until the owner or heir of the property is found." Common forms of unclaimed property include savings or checking accounts, stocks, uncashed checks, life insurance policies, utility security deposits and safe deposit box contents.

Visit the Great Iowa Treasure Hunt at GreatIowaTreasureHunt.gov to begin your search. Like Great Iowa Treasure Hunt on Facebook and follow the program on Twitter (@GreatIATreasure).

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When is a bonus not a bonus? When you fail to think about what that extra income will mean to your overall finances.

I don't mean to spoil the fun. Bonuses, particularly if they recognize your great performance during the year, are rewarding in a number of ways beyond money. It means your work is being noticed and you might rise higher in the organization - always a good thing.

However, in many organizations, bonus compensation has developed and transformed to a new entity, very different from how it was a generation ago. So before you book your dream trip to an exotic beachfront resort, take a closer look.

According to human resources and management consulting firm Aon Hewitt, (http://www.aon.com/human-capital-consulting/), some 90 percent of employers have either implemented or are considering something called "variable pay systems" that mean a greater reliance on "incentives, bonuses and cash awards," to reward high-performing employees.

Employers are signing on because it helps them slow the growth of overall payroll, which is the biggest fixed cost in any business. It also offers a way to boost performance among workers at all levels.

What do one-time bonuses or a conversion to a variable-pay system mean for you? Potentially, this could result in changes to your tax situation, the overall value of your employer- and government-based benefits and therefore, your long-term financial picture. Here are some questions to ask:

What kind of bonus is it? Make sure you understand whether a bonus is a one-time award or a shift to an ongoing bonus system. This is a money and a career question. If you are going to be evaluated under new benchmarks and measurements for work you've done every day, you should fully understand these new guidelines and how you can maximize them in your best interest.

Get qualified advice. A one-time bonus or a long-term change in the way you're being compensated is an important financial event. Consider speaking with a qualified financial planner or tax expert about any bonus news you receive and see how they think you should handle the money. Keep in mind that the Internal Revenue Service generally considers bonuses as supplemental wages that can be taxed at a higher rate. Check IRS Publication 15 for more detail. Keep in mind that your salary level - not extra money you get from bonuses or other incentives - provides the basis for calculating your employee benefits and what a lender might offer for mortgages or other credit. In some cases, it might be better to save or invest that bonus than to spend it outright.

Ask questions. Read any paperwork that accompanies your bonus information, write down questions and take them to your employer's designated human resource representative or manager directly.

Be practical, but don't forget the fun. Consider treating your bonus like your paycheck - evaluate what essential needs should to be addressed first and figure out what you can spend for fun.

Make a change if you need to. As more employers adopt variable pay and performance grading systems, consider issues beyond the money. For example, if you are doing work you love, will meeting new performance targets change how you feel about your job? Are you ready to take on the challenges of a workplace where you're graded and evaluated in a different way than you are used to? In some environments, new employee compensation methods can be liberating and financially rewarding; in others, it can make it tougher to stay. See where you stand, and if changing jobs might be worthwhile, consider looking for a better opportunity (http://www.practicalmoneyskills.com/personalfinance/lifeevents/work/landingjob.php).

Bottom line: The way workers are being paid is changing. It's important to understand how one-time or annual bonuses might affect your long-term finances.