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Introducing . . . The National Association of Part-Time and Temporary Employees

The National Association of Part-Time and Temporary Employees (NAPTE) is a registered nonprofit voluntary membership organization dedicated to advancing the economic and social interests of all people working on a part-time, contractual, or temporary basis. NAPTE is a nonpartisan independent association founded in 1994. It is presently headquartered in suburban Kansas City.

NAPTE was founded by temps and part-time workers for non-traditional workers. The event that prompted the creation of NAPTE was when employees who were hired as regular part-time workers with some benefits were conveniently re-classified as corporate temps with no benefits. This re-classification of employment status while "legal" was the impetus to start the organization. As corporate temps they were paid less per hour than regular employees. This is "economic discrimination." Unfortunately there are some employers that use non-traditional work schedules to avoid providing vital pro-rated benefits. Flexibility that is fair for all works best.

The "re-engineering" of the workplace and globalization of commerce means that portable benefits need to be provided that people can transfer from one job to another. NAPTE offers some of these type of benefits.

Nearly 30 million people are part of the U.S. "contingent" work force. This labor segment is paid on average 40 percent less in total compensation (pay and benefits) than their regular counterparts, rarely qualify for health insurance or retirement benefits, and it is difficult to receive unemployment compensation in many states. The same legal protections extended to full time workers should be extended to part-time and temporary employees.

While a large number of non-traditional employees truly enjoy alternative work arrangements and schedules (about 500,000 temps and 12 million part-time workers) a record number of workers do not have that choice. NAPTE was created to "voice" the needs and concerns of this nation's growing non-traditional workforce. NAPTE not only celebrates the achievements and contributions of non-traditional workers but also works to bring relevant issues of these employees to the forefront. Through education, networking, and lobbying NAPTE intends to change the way America works. You can too by joining NAPTE today!

Although information on NAPTE is available at many libraries the following information is provided for your ready reference.

* Office: 5800 Barton, Suite 201, Shawnee, KS 66203

* Mail: P.O. Box 3805, Shawnee, KS 66203

* E-Mail Address: napte-champion@worldnet.att.net

* Founded: 1994

* Benefits Include: Health Insurance (interim plan in 43 states), medical discounts (vision, dental, pharmacy, chiropractic), medical bill reviews, travel savings (auto and hotel), career assistance and information, quarterly news magazine, regional updates, discounts on publications and reports, and special invitations to NAPTE sponsored events and workshops.

* Library References: Encyclopedia of Associations, National Directory of Professional and Trade Organizations

* Governance: Advisory Board

* Selected Achievements:

1) Honored by White House for contributing to passage of the new federal minimum wage bill

2) Assisted in pasage of bills that benefited working families and temps in California, Oregon, and Rhode Island.

3) First internet web page for temps (1995)

4) First national organization that included all types of non-traditional employees (blue collar, white collar, and professional)

5) Protected working families from adverse legislation from being passage at the federal level.

* Dues: Only $20 per year

Our web site has four more sections to assist you as a non-traditional worker or learn more about the National Association of Part-Time Employees. They are:

I. Non-Traditional Workers Agenda- Issues for Change

II. The Contingent Courier- News You Can Use. Different information apears in NAPTE Tempo.

III. Resources for Non-Traditional Workers (Temps, Part-Time Employees, Independent Contractors, Telecommuters)

IV. NAPTE Membership Benefits and Application


II. Non-Traditional Workers Agenda - Issues for Change

* Pay parity between contingent and full-time workers. Temps and part-time workers only receive 80 cents on the dollar in pay compared to their full-time counterparts. Our economy needs to be flexible but fair.

* Encourage genuine flexible scheduling and employment options to better balance the needs of work and family. This arrangement is a win-win for both the employer and employee.

* Livable Wages. Make sure federal minimum wage adjusts with the cost of living. Encourage states to raise their minimum levels to better reflect regional differences in the cost of living.

* Access to employer-provided fringe benefits- perhaps pro-rated, as full-time workers enjoy.

* Continue to develop new benefits models that allow portability of health insurance and retirement benefits.

* Promote laws that make it easier for non-traditional employees to qualify for unemployment compensation.

* Establish a national hour standard distinguishing the difference between full time and temporary employment.

* Seek legislative remedies to protect workers from misclassification by employers. The result is that workers are debued vital benefits they were entitled to receive.

* Full deductability of health insurance, pension & retirement savings, and training for independent contractors.

* Promote the health and safety of non-traditional employees in the workplace.

* Seek to expand the Standard Code of Conduct for help services firms The emphasis is worker treatment by the agency, orientation and training procedures, benefits, and the worker's right to decline assignments.

* Educate to eliminate discrimination by employment status. Temps often do the same job as full time workers but rarely enjoy the same benefits and protections as their full-time counterparts.

* Promote awareness of the growing contribution non-traditional workers make on this nation's economic competitiveness.

* Share information with employers that prove that well designed flexibility reduces turnover, improves moral, and contibutes to the financial bottom line of many companies.

NAPTE- Founded by Temps for Temps and All Non-Traditional Workers


III. The " Contingent Courier" - News & Resources You Can Use

For years the needs and issues of the non-traditional worker were largely ignored by all parties- labor, news media, business, and government. Today nearly one-fourth of the total workforce is holds a non-traditional job (temporary, part-time, or contractual). The number of temps has doubled in the last five years for a variety of reasons.

In the effort to keep all non-traditional workers better informed about relevant issues, legislative developments, and trends the National Association of Part-Time and Temporary Employees has created this on-line news magazine for non-traditional workers. It will be regularly updated to help non-traditional workers keep pace with developments that may affect their employment and standard of living. News and information submissions are always welcome. Our telephone number in suburban Kansas City is: (913) 962-7740. If the line is busy please leave a message under Public Relations and Government Issues. The incoming fax number is (913) 631-0489. The primary e-mail address is: napte-champion@worldnet.att.net. Copies of reports and articles may also be mailed to us at: NAPTE, P.O. Box 3805, Shawnee, KS 66203

Date: December, 1998

NAPTE News

* NATIONAL TEMPORARY WORKER SURVEY LAUNCHED

Temp work provides some workers with the opportunity to use and improve their skills in a flexible and rewarding work environment. For other workers, however, temporary work is only a series of unrewarding, mundane assignments until they find regular employment. By focusing on which aspects of temp work that various types of workers find rewarding or distressing, we can better understand the relationship between temp work and the people who perform it.

The survey is coordinated at the University of North Carolina at Chapel Hill.

"This study will represent a valuable contribution to helping us to understand the socioeconomic and psychological issues of temp work," observes NAPTE President Preston Conner. "Very little is known about the actual dynamics of temping. Every temp in America should participate and share their experiences."

Each day 2.7 million workers day a paycheck from a temp firm and triple that figure in a given year. Approximately one in five temps prefer temping for the occupational challenges and flexibility; the balance prefer regular employment.

The survey is for current or very recent temps. Responses are anonymous.

To encourage participation a few participants will be randomly selected for $25 prizes.

The surveys need to be returned March 31, 1999 to be included in the tabulations.

To get a copy of the survey today, please use the following toll-free telephone number, e-mail address, or internet site to get a copy.

Temporary Worker Survey

P.O. Box 1182

Holly Springs, NC 27540-1182

1-800-846-3018

E-Mail: jgorden@quintiles.com

Here is your link to the Temporary Worker Survey so you can participate.

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NAPTE FINDS PHENOMENAL GROWTH OF TEMP FIRMS IN MOST STATES: 1995-1997

Press Release: Oct. 9, 1998 (general text)

Between 1995 and 1997 the numer of temporary help hiring locations in the United States jumped 21.7 percent. Last year there were at least 19,886 temporary help hiring offices; just two years earlier there were 16,337 locations. That translates into 3,549 new locations in just two years!

Utah lead the nation in the rate of growth with a 46.8 percent rise in temp offices since 1995. The growth is consistent with the need for temps for the Winter Olympics plus new technology operations in Utah. New Mexico ranked second in absolute growth rate (44.4 %).

California ranks first in the number of offices with 2,274 locations, or 11.4 percent of the national total. Texas ranked second with 1418 locations and Florida posted third with 1209 temp hiring offices. These three states combined had 24.6 percent of all temp hiring locations in 1997.

North Dakota has the fewest number of temporary hiring offices last year (19).

Nationally, there is one temp hiring office per 13,350 residents; two years ago that figure was 15,888 residents. Even adjusting for population increases the temporary help industry is far outpacing both business and population growth.

Washington, D.C. again has the highest concentration of temp firms in the country per thousand residents; it ranked first in 1995. The District now has one agency per 5,290 residents. Colorado now has the second highest concentration of temp firms per thousand residents with New Hamphire ranking third. New Hampshire ranks third because a large number of high tech and manufacturing operations are located along the 128 Beltway in suburban Boston. This figure serves as a barometer of the regional demand for temps. It also illustrates the growing influence of the help services industry in certain states.

Generally, states with robust economies and rapid population increases ranked relatively high in concentrations of temp firms as well as states with large numbers of blue collar workers. Conversely, states with economies that have substantial agricultural or mining workforces have low concentrations of temp workers.

The press release contained three tables ranking the states. Table 1 ranks the states on the number of temp firms in 1997. Table 2 ranks the states by the growth in the absolute number of temporary hiring locations by state between 1995 and 1997. Table 3 ranks the concentration of temporary help hiring offices after standardizing for population differences.

"The growth is absolutely phenomenal. These numbers confirm what we noticed- growing prominance of temporary hiring firms in the employment process," according Preston Conner at NAPTE. "The increased competition for temporary workers should encourage prudent agencies to offer better pay and much needed benefits."

If you are a NAPTE member and you would like a complete copy of the press release, please send a SASE and a copy will be mailed to you. If you are NOT a NAPTE member but would like a copy of the data, then please send a check for $3.00 payable to "NAPTE" for a copy.

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FEDERAL LEGISLATION

* Minimum Wage Bill Fails

With minimum wage workers getting raises the past two years, Democratic attemps to pass another two-ear increase fizzled on September 22nd in the Senate. Moderate Republicans, who generally back such proposals, voted to kill it.

Congress raised the minimum wage two years in 1996 by 90 cents over two years, from $4.25 to $5.15 an hour. NAPTE attended the 1996 signing event at the White House. The 1998 plan by Sen. Edward Kennedy(D-MA) and Sen. Paul Wellstone (D-MN) would have raised it to $6.15 by 2000.

The vote was to table the proposa. It was offered as an amendment to the consumer bankruptcy overhaul legislation (S.1301). The tally was 55-44.

The vote was largely partisan with two cross-over votes. Two Republicans- Alfonse D'Amato of New York and Arlen Specter of Pennsylvania- voted against tabling it; two Democrats- Bob Graham of Florida and Ernest Hollings of South Carolina- voted to table it.

Senator Orin Hatch of Utah pointed out that the increase would prompt small businesses to cut their payrolls.

Senator Kennedy is on record as saying," If we value work, we must be willing to pay enough so that those who do the work can feed their families and keep a roof over their heads."

NAPTE expects that a new minimum wage bill will be signed in 2000 for several reasons. Not only will the the purchasing power of the minimum wage continue to decline but the small business community will see how valuable the increase in the minimum wage has been to our recent economic robustness.

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* WORKFORCE INVESTMENT PARTNERSHIP ACT SIGNED

President Clinton recently signed the Workforce Investment Partnership Act of 1998, which Congress passed in July. The bill is designed to consolidate a tangle of 70 federally-sponsored job training programs into three simple categories to be administed by the states. The purposes of the bill is to help worker's get the skills and training they need more efficiently. Under the new regulations students will be trained for jobs they choose from lists provided by local employers. As a result, employers are making sure that federal dollars for training workers reflect their local market conditions.

After selecting a training course, students will receive vouchers to pay the tuition. The courses will be shorter and more concentrated than previously.

___________________________________________________

-STAFFING FIRM WORKER BENEFITS ACT (H.R. 1891)-

In the effort to bypass the House Economic and Educational Committee Representative Rob Portman (R-OH) and Rep. Benjamin Cardin (D-MD) have introduced the Staffing Firm Workers Benefit Act. They intend to run this legislation through the Taxation Committee so it will receive less political and news media attention. The bill seeks to change certain provisions of the IRS Code and ERISA to specify that certain leasing firms and temporary agencies (all dubbed "qualified staffing firms") as statutory employers for purposes of FICA, FUTA, and employee benefits plans.

Experts are coming to the conclusion that this bill will contribute to a diminution of employee benefits and protections. Each week a new House member seems to sign-on as a co-sponsor. Representatives Holden (D-PA) and McDermott (D-Wash) both withdrew their co-sponsorhip. At the end of this news item is a listing of all current bill-sponsors.

"This legislative initiative demonstrates the impact that court rulings are having on the industry," notes Ken Chaney of NAPTE. "The industry is trying to eschew centuries of common law- and common sense- and have themselves declared sole employers."

"This bill could easily be re-named the Staffing Firm Client Protection Act. As I read the bill I fail to see where temps benefit in the legislation," adds Ken Chaney, NAPTE.

The bill sat in the House Ways and Means Committee and slowly gained House sponsors.

NAPTE expects this bill to be re-introduced into the 106th Congress.

Any NAPTE member that would like a complimentary copy of the bill are encouraged to send a SASE to NAPTE, Government Affairs, P.O. Box 3805, Shawnee, KS 66203.

All non-traditional workers (temps, part-time employees, independent contractors) are encouraged to write your Congressman when the new session begins. Capitol Hill staffers tell us that a written letter is much more effective than a telephone call or e-mail message. Always include a name, address, and telephone number in your correspondence.

Capitol Switchboard: (202) 224-3121 Washington, D.C. House Zip: 20515

The House internet address is: http://www.house.gov

The Senate internet address is: http://www.senate.gov

Three digit room numbers are in the House Cannon Building; four digit numbers beginning with 1 are in the Longworth House Office Building; four digit numbers beginning with 2 are located in the Rayburn House Office Building

Sponsors and Co-Sponsors as of Oct. 1, 1998

1 Spontor

Rep. Bob Portman R-OH 225-3164 238

70 Co-sponsors (Oct. 5, 1998)

Rep. Ben Cardin D-MD 225-4016 104

Rep. John Sununu R-NH 225-5456 1229

Rep. Ron Paul R-TX 225-2831 203

Rep. Edward Markey D-MA 225-2836 2133

Rep. Jerry Weller R-IL 225-3625 130

Rep. Vernon Ehlers R-MI 225-3831 1717

Rep. James P. Moran D-VA 225-4376 1214

Rep. Robert Cramer D-AL 225-4801 2416

Rep. Amo Houghton R-NY 225-3181 1110

Rep. Jim McCrery R-LA 225-3731 2107

Rep. Wally Herger R-CA 225-3076 2433

Rep. Donald Manzullo R-IL 225-5676 409

Rep. Randy Cunningham R-CA 225- 5452 2238

Rep. JoAnn Emerson R-MO 225- 4404 132

Rep. Philip Crane R-IL 225-3711 233

Rep. Dave Camp R-MI 225-3561 137

Rep. John Boehner R-OH 225-6205 1011

Rep. Kenny Hulshof R-MO 225-2956 1728

Rep. Mac Colins R-GA 225-5901 1131

Rep. Collin Peterson D-MN 225-2165 2159

Rep. Brian Bilbray R-CA 225- 2040 1530

Rep. Pryce R-OH 225-2015 221

Rep. Jon Christensen R-NE 225-4155 413

Rep. Robert Matsui D-CA 225-7163 2308

Rep. Sam Johnson R-TX 225-4201 1030

Rep. Bill Thomas R-CA 225-2915 2208

Rep. Scott Klug R-WI 225-2906 2331

Rep. Dan Burton R-IN 225-2276 2185

Rep. Joe Knollenberg R-MI 225-5802 1511

Rep. Mark Foley R-FL 225-5792 113

Rep. Vic Snyder D-AR 225-2506 1319

Rep. Asa Hutchinson R-AR 225-4301 1535

Rep. Jim Ramstad R-MN 225-2871 103

Rep. Roy Blunt R-MO 225-6536 508

Rep. Anne Northrup R-KY 225-5401 1004

Rep. Joe Scarborough R-FL 225-4136 127

Rep. Jay Dickey R-AR 225-3772 2453

Rep. Wes Watkins R-OK 225-4565 2312

Rep. Robert Andrews D-NJ 225-6501 2439

Rep. Jim Bunning R-KY 225-3465 2437

Rep. Phil English R-PA 225-5406 1721

Rep. George Nethercutt R-WA 225-2006 1527

Rep. Nancy Johnson R-CT 225-4476 343

Rep. John Ensign R-NV 225-5965 414

Rep. Lynn Rivers D-MI 225-6261 1724

Rep. J.D. Hayworth R-AZ 225-2190 1023

Rep. Fred Upton R-MI 225-3761 2333

Rep. Richard Neal D-MA 225-5601 2236

Rep. John Tanner D-TN 225-4714 1127

Rep. Merrill Cook R-UT 225-3011 1431

Rep. Michael Crapo R-ID 225-5531 437

Rep. Bill Goodling R-PA 225-5836 2263

Rep. Gary Ackerman D-NY 225-2601 2243

Rep. Zoe Lofgren D-CA 225-3072 318

Rep. Dan Miller R-FL 225-5015 102

Rep. Vince Snowbarger R-KS 225-2865 509 (defeated in re-election bid)

Rep. John Spratt D-SC 225-5501 1536

Rep. Sander Levin D-MI 225-4961 2209

Rep. Jenifer Dunn R-WA 225-7761 432

Rep. Charles Bass R-NH 225-5206 218

Rep. Earl Blumenauer D-OR 225-4811 1113

Rep. William Thornberry R-TX 225-3706 412

Rep. Jim Nussle R-IA 225-2911 303

Rep. Sanford Bishop D-GA 225-3631 1433

Rep. Bill Paxon R-NY 225-5265 2412

Rep. E. Clay Shaw R-FL 225-3026 2408

Rep. John Doolittle R-CA 225-2511 1526

Rep. Henry Hyde R-IL 225-4561 2110

Rep. Marge Roukema R-NJ 225-4465 2469

Rep. Floyd Spence R-SC 225-2452 418

(Printed in chronological order of co-sponsorhip)

The following Congressmen withdrew their co-sponsorship:

Rep. Jim McDermott D-WA 6/03/98

Rep. Tim Holden D-PA 6/17/98

Rep. John Lewis D-GA 7/21/98

Since it is imperative that all non-traditional workers keep up to date on events on Capitol Hill on important legislation the Library of Congress makes available the following internet address to follow bills. This electronic resource is: Library of Congress.

While as many as 5 million may work in the temporary help industry this year, who can vote.

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PAYCHECK FAIRNESS ACT INTRODUCED IN SENATE

At a recent ceremony commenorating the 35th anniversary of President Kennedy's signing of the Equal Pay Act in 1963 President Clinton urged the passage of new legislation to strengthen the laws that prohibit wage discrimination against women. The President added, "Wage discrimination based on gender is just as wrong as wage discrimination based on race or any other artificial category."

The legislation (S.71) is sponsored by Senator Tom Daschle (D-SD) and Representative Rosa DeLauro (D-CT). This legislation is intended to close the the wage gap. The bill will strengthen enforcement of the Equal Pay Act.

If approved, the bill would:

* Allow workers who are discriminated against because of gender to sue for full compensatory and punitive damages. This would place sex discrimination on the same level as race discrimination.

* Prevent employers from punishing employees for sharing salary information. Currently, employers are free to take action against employees who share wage information. It should be noted that the ability to share wage information enables women to find out if they have been discriminated against.

* Provide supplemental training on wage bias issues for EEOC staff.

A recent sudy released by the Council of Economic Advisors reported that women currently earn 75 cents for every dollar men earn. In 1963 when the Equal Pay Act was signed, women earned 58 cents per hour for every dollar men earned.

U.S. Secretary of Labor, Alexis Herman, is on record as noting, "We have made progress in the last 35 years." Herman also adds, " Equal pay is not a privilege; it is a right."

Herman also comments that equal pay is necessary to attracting good workers and keeping America competitive in the global economy.

The bill remained in the Senate Labor and Human Resources Committee. Expect this legislation to be re-introduced.

Listed below are the Senate sponsors and co-sponsors of this vital legislation.

Bill: S.71 Title: Paycheck Fairness Act

Sponsor: Tom Daschle D-SD

Co-Sponsors (as of 10/10/98):

Sen. John Kerry D-MA

Sen. Barbara Mikulski D-MD

Sen. Harry Reid D-NV

Sen. Barbara Boxer D-CA

Sen. Tom Harkin D-IA

Sen. Edward Kennedy D-MA

Sen. Richard Durbin D-IL

Sen. Jack Reed D-RI

Sen. Robert Torricelli D-NJ

Sen. Paul Wellstone D-MN

Sen. Dianne Feinstein D-CA

Sen. Ernest Hollings D-SC

Sen. Patrick Leahy D-D-VT

Sen. Patty Murray D-WA

Sen. Ron Wyden D-OR

Sen. Carol Moseley-Braun D-IL

Sen. Frank Lautenberg D- D-NJ

Sen. Bob Kerrey D-NE

Sen. Mary Landrieu D-LA

Sen. Charles Robb D-VA

Sen. John Breaux D-LA

Sen. Christopher Dodd D-CT

Sen. Max Cleland D-GA

Presently, there are no Republican co-sponors.

_________________________________________________

*Capital Hill Hearings on "New American Workplace"

Rep. Peter Hoekstra (R-MI) began chairing a subcommittee focusing on such issues as flexible workplaces, current employment issues, exempt employees, ineligibility for overtime wages, and innovative contracting.

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*Sales Incentive Compensation Act* (H.R. 2888)

On June 11, 1998 the U.S. House passed a bill that would amend the Fair Labor Standards Act of 1938, Its purpose is to "provide that certain specialized 'inside' sales employees may be exempt from minimum wage, overtime compensation, and record-keeping.

The employee would qualify if:

(1) the employee has specialized or technical knowledge related to products or services being sold.

(2) the employee's sales are predominantly to person's who are entities to whom the employee has made previous sales or if the employee's position does not involve initiating sales contacts;

(3) the employee's position requires a detailed understanding of customer's needs and discretion in offering a variety of products and services;

(4) the employee receives a base compensation at a specified minimum wage (1.5 times the minimum wage) and additional compensation based on sales atrributable to the employee;

(5) the employee's aggregate compensation based upon sales reaches a specified minimum level, and

(6) the rate of annual compensation or base compensation for an employee who did not work an employer for an entire calendar year is prorated to reflect annual compensation which would have been earned if the employee had been compensated at the same rate for the entire year.

The propoents of the bill cite that commission is sufficient beyond the base pay.

On the other hand, those who do not support the bill cite that this bill represents another a bite at wages for the average American. The bill exempts workers who make as little as $22,510 a year. One interpretation has that this bill exempts employers from paying any wage for all ovetime hours. The risk in sales is shifted from employer to employee with this legislation. This exemption clearly the burden to workers who may put in long hours but are unable, for whatever reason, to make significant sales will receive little or no additional pay for the extra hours they work.

Alexis Herman, Secretary of Labor, notes that this legislation will be difficult to oversee as to determine when and how this complicated, multi-test exemption applies. The issues will undoutedly contribute to misunderstandings, disputes, and litigation.

A number of successful part-time workers enjoy sales work and expect to be compensated for their labors. If their employer asks them to work overtime (like during the holidays or key sales months) part-time workers and temps may see their total pay decline.

If you are a NAPTE member and you would like a copy of the bill please send a SASE to: NAPTE, Government Affiars, P.O. Box 3805, Shawnee, KS 66203.

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*Health Insurers Skirting Health Insurance Portability Act*

Passed two years ago the Kassebaum-Kennedy Act was promoted as a way to guarantee health insurance for millions of workers who change jobs or lose coverage. The law is not working as intended.

The General Accounting Office reports that outrageous barriers are being created to block qualified individuals from the insurance they need and they are willing to pay for. The GAO is finding out that insurers are gouging individuals with pay plans up to six times their standard premium, discouraging sales of such policies by denying payment to sales agents, banning or re-writing policies to exclude a lot of potential insurers when plans are being re-negotiated.

While the legislation improved access, it had no provisions about capping costs or closing loopholes to circumvent the process.

Congress and the various state insurance commissioners are gathering evidence for hearings in the 106th Congress to put some penalties and stiffer regulations into the law.

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COMP-TIME/FLEX-TIME

after careful review and analysis this federal legislation is a hoax on the American Worker. This "Trojan Horse" may appear popular conceptually but the legislation is frought with many adverse consequences that may not benefit unsuspecting workers. Unless re-attached as an amendment there are no special protections to stop employers from churning workers in the short run and promise them current "flexibility:" when they may never see unused comp-time pay.

This bill was sponsored by business for business to buy votes. The sponsors of this legislation in the Senate are John Ashcroft (R-MO) with Trent Lott (R-MS). They were trying to attach it to child care legislation in the 105th Congress.

It is a political mickey for the American worker. The House passed one verson (HR 1). The Senate version was S.4.

Let your federal senators know how you feel about this legislation.

NAPTE members may request a copy of both the Senate bill as well as a copy of the "Nine Myths of Comp Time" by writing our offices. A SASE will get a faster response.

The "Nine Myths of Comp Time" were incorporated into Op-Ed pieces in several major papers.

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STATE LEGISLATION & ISSUES

* California

Governor Wilson signed a measure in September, 1998 that will prohibit employers from charging workers to apply for jobs. The law takes affect on January 1, 1999. Previously the law did not forbid demanding money to fill out an application. Some employers- particularly airlines- have been charging jobseekers $25 to $100 for years to apply for work.

The skies are a lot more worker-friendly now.

Kudos to the voters of California on defeating Proposition 226 by a margin of 53-47.

The San Jose City Council is considering a living wage provision for contractors who want to do business with the municipality.

* Colorado

The state legislature did pass an improved workman's comp bill that appears fairer to injured workers.

* Maine

While both the Senate and House passed a new state minimum wage bill the Governor vetoed the legislation. If the Governor thought that the current level was sufficient then he and his family should live on the state's minimum wage.

* Massachusetts

The Massachusetts Contingnet Work Bill will again be reintroduced into the State House in 1999. If you are a temp or part-time worker in Massachusetts you are encouraged to write: jpramas@neaction.org

*New York

The State Assembly in late June faled to pass a minimum wage increase. New York City has the largest number of welfare to work moms of any city in the nation. A lot of these moms could use the extra pay to cover travel and daycare.

* Washington

A bill had been moving through the state house regarding changing certain high tech workers and how they may again receive overtime pay as they would be entitled under the Fair Labor Standards Act. For further information contact the Washington Alliance of Technology Workers in Seattle (or Washtech).

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COURT DECISIONS

* Former Microsoft Workers File New Lawsuit ( Nov. 1998)

A new lawsuit has been filed by former employees of Microsoft Corp. seeking to expand their legal battle for the benefits enjoyed by regular employees. Last July U.S. District Judge Carolyn Dimmick limited the scope of an earlier suit filed in behalf of the workers, saying that it applied to only 200-300 people who were "temps" (for the purposes of Microsoft). At issue is the size of the class action suit and employee stock option discount rate.

*Supreme Court Rules on Harassment Again

In late June the Supreme Court ruled on a couple of cases that basically held companies liable if their managers knew harassment was occuring but allowed the activity to occcur. A lot of companies will be examing their sexual harassment policies. Look for temp firms to ask their clients to have strong sexual harassment policies in place to mitigate any potential litigatin. At NAPTE we have had a couple of cases where the victim was caught in the middle of management between the agency and the client they were assigned. It is especially challenging because of joint employment but it is also an added protection as well for the temp. _____________________________________________

TEMP TIDBITS AND NEWS CLIPS

* Mall to Mall:

Olsten Staffing is now setting up six locations in major malls primarily in the northeast. They apparently feel it is it is vital that more mall shoppers know about the "generous and compentitive" pay and benefits Olsten provides. They also want to make it easier to serve the needs of potential retail clients in the malls.

* No Time to Temp:

Pro-Staff has initiated a program to attract applicants in six markets (Kansas City, Chicago, Atlanta, Dallas, Minneapolis, and Charlotte,N.C.)with a drawing for up to a month of vacation. New employees are eligible to go into a drawing that, in the six cities combined, will give the chances at 50 one-week vacations, 30 two-week vacations, amd 10 monthlong paid vacations. Not only is this a sign that the agencies are having to beef up their benefits but saturation may be approaching in the short run.

* Temp Agencies Go to School

The U.K.-based Select Appointments is expanding globally. In April the firm placed it first temp teacher in a Woburn, Mass. classroom. Supplying temporary teachers is expected to be a $1 billion dollar biz. Ring-a-ling-a-ling!

* NAPTE in the News (Oct-Dec., 1998)

Nashville Tennessean, Las Vegas Journal-Review, Palm Beach Post, Denver Post, Chicago Tribune, Greenville(SC) News, etc.


Resources for Non-Traditional Workers

To assist non-traditional workers with their information and career needs NAPTE has developed the following list of resources to help you succeed.

As a worker with an alternative schedule if you know of any other resources that would be useful to other temps, part-time employees, independent contractors, telecommuters, or part-time entrrepreneurs please let us know. Our e-mail address is: napte-champion@worldnet.att.net. The office telephone number in suburban Kansas City is: (913) 962-7740.

Outline

A. Advocacy & Research

B. Alternative Employment Resources

C. Benefits

D. Career Development

E. Corporate Cooperative/ Programs

F. Legal

G. Legislative

H. Part-Time Entrepreneurship

I. Telecommuting/ Working at Home

J. Webzines

K. Work & Family

____________________________________________________________________________________

A. ADVOCACY & RESEARCH

* Catalyst, 250 Park Avenue South, New York, NY 10003 (212) 777-8900

Promotes the advancement of women in business; detailed research of barriers to advancement.

* Center for Policy Alternatives, 1875 Connecticut Avenue, N.W., Suite 710, Washington, D.C. 20009 (202) 387-6030

THE CPS works exclusively at the state levei with legislators and public officials on work and family issues.

*Economic Policy Institute, 1660 L St. N.W., Suite 1210, Washington, D.C. 20036 epi@epinet.org Publications: 1-800-EPI-4844 Washington, D.C. Area: 202-331-5510

EPI has published several reports on contingent employment plus work/family issues.

* Center for Women Policy Studies, 2000 P Street, N.W., Suite 508, Washington, D.C. 20036 (202) 872-1770

CWPS conducts policy research and advocacy to advance status of women especially in the areas of education, health, employment, and violence against women.

*New Ways to Work, 785 Market St., Suite 950, San Francisco, CA 94103 (415) 995-9860

Internet: http://www.nww.org

An educational and advocacy organization that focuses on corporate programs to promote flexible work options. Offers a number of publications and training sessions earch year for corporations.

____________________________________________________________________________________________________________________

B. ALTERNATIVE EMPLOYMENT RESOURCES

* Association of Part-Time Professionals, Crescent Plaza, Suite 216, 7700 Leesburg Pike, Falls Church, VA 22043 (703) 734-7975

The organization provides a wide variety of programs and resources to professionals who work parat-time- especially around Washington,D.C. It publishes a national newsletter.

* 9to5, National Association of Working Women, 238 W. Wisconsin Ave., Suite 700, Milwaukee, WI 53203 (414) 272-7795 Job Survival Hotline: 800-522-0925

9 to 5 is an advocacy and educational organization dedicated to improving the status of working women-especially office workers. It has a well known legal action department. It also provides a number of other benefits- credit cards, prescription discounts, and publications discounts.

* National Association of Temporary and Staffing Services (NATSS), 119 S. Saint Asaph St., Alexandria, VA 22314-3119 (703) 549-6287 Internet: http://www.natss.org

Advocacy organization for the companies that hire temporary workers.

*National Writers Union, Internet: http://www.nwu.org/nwu,

NWU is a trade union for freelance writers working in the U.S. markets.

*South Bay Labor Council Internet: www.atwork.org

The South Bay Labor Council is the core unit for 110 organizations in the Silicon Valley. The site also offers an online temporary worker section on its web site.

* Washington Alliance of Technology Workers, 2366 Eastlake Ave East, Suite 301, Seattle, WA

Internet: www.washtech.org

Washtech has done a great job of updating tech tech workers on labor issues in Washington state plus thorough reporting of circumstances regarding the Vizcano vs. Microsoft case.

*Working Today Internet: www.workingtoday.com

A memebership organization that promotes the interests of people who work independently. It offers a legal plan and group health insurance.

---Books and Reports---

Bridges, William. Jobshift: How to Prosper in a Workplace Without Jobs. Addison-Wesley. 1994.

Canape, Charlene. The Part-Time Solution. New York: Harper & Row. 1990.

Directory of Executive Temporary Placement Firms. Kennedy Publications. 1995.

Farr, J. Michael and Ludden, LaVerne L., Best Jobs for 21st Century. Indianapolis: JIST, 1999. Provides a ranking of best jobs for part-time employees and self-employed.

Hassett, Brian. The Temp Survival Guide. 1997.

Justice, Peggy O'Connel. Princeton, N.J.; Peterson'Books, 1994.

Lee, Patricia. The Complete Guide to Job Sharing. New York: Walker and Co., 1983.

Mendenhall, Karen. Making the Most of the Temporary Employment Market. Cincinnati: Betterway Books, 1993.

Nollen, Stanley. New Work Schedules in Practice. New York: Van Nostrand Reinhold. 1982.

Nollen, Stanley. Managing Contingent Workers. how to Reap the Benefits and Reduce the Risks. ANACOM. 1995.

Olmsted, Barney, and Smith, Suzanne. The Job Sharing Handbook. New York: Penguine. 1983.

Rogers, Richard. Temping: The Insider's Guide. New York: Simon & Schuster Macmillan. 1996.

Smith, Deborahann. Temp: How to Survive and Thrive in the world of Temporary Employment. Boston: Shambhala, 1994.

Smith, Demaris. Temporary Employment: The Flexible Alternative. Whitehall, Va: Betterway Books.

Thompson, John A. The Portable Executive. New York: Simon & Schuster. 1995.

Thrailkill, Diane. Temp by Choice. Hawthorne, NJ: Career Press, 1994.

Tilly, Chris. Half a Job: Bad and Good Part-Time Jobs in a Changing Labor Market. Philadelphia: Temple Univeristy Press, 1996.

Tilly, Chris. Short Hours, Short Shrift: Causes and Consequences of Part-Time Work. Washinton,D.C.: Economic Policy Institute, 1990.

Tolliver, Cindy and Chanbers, Nancy. Going Part-Time. New York: Avon Books, 1997.

Woods, Saralee Terry. Executive Temping- A Guide for Professionals. New York: John Wiley & Sons, 1998.

________________________________________________________________________________________________________________

C. BENEFITS

--Organizations--

*Employee Benefits Research Institute, 2121 K St. N.W.Suite 600.Washington, D.C. 20037

Internet: http://www.ebri.org

*National Committee on Pay Equity, 1126 16th Ave. N.W.,Suite 411,Washington, D.C. 20036 (202) 331-7343 nepe@essential.org

*Pension Rights Center, 918 16th St. N.W. Suite 704, Washington, D.c. 20006 (202) 296-3776 ____________________________________________________________________________________________

D. CAREERS

Internet Resources:

40 Plus www.40plus.org

About Work www.aboutwork.org

America's Job Bank www.ajb.dni.us

Career Mosiac www.careermosiac.com

Career Path www.careerpath.com

E-Span www.espan.com

Homeworkers Assoc. www.homeworkers.org

Job Trak www.jobtak.com

Monster Board www.monster.com

Yahoo www.yahoo.com/business/employment

Occupational Careers Center www.occ.com

Coolworks www.coolworks.com

Diversity Careers www.diversitycareers.com

Job Bank www.jobbankusa.com

Net Temps www.net-temps.com

Staffing Page www.staffingpage.com

Strive Magazine www.strivemag.com

Riley Guide www.dbm.com/jobguide

Job Hunt www.job-hunt.org

_______________________________________________________________________________________________________________________

E. CORORATE PROGRAMS / COOPERATION

*Work & Family Institute, Hennepin Technical College,1820 N. Xenium Lane, Plymouth, MN 55441 (612) 550-7155

Provides training and information to corporations on work and family issues.

* National Council of Jewish Women, Work/Family Project, 53 W. 23rd St. New York, NY 10010

Assists employers help their employes with work and family issues.

*Work and Family Clearinghouse, Women's Bureau, U.S. Department of Labor, 200 Constitution Ave., N.W., Washington, D.C. 20210, (800) 827-5335 or (202) 219-4486

This is a national database of information on alternative emloyment, child care, and elder care.

*Work/Family Directions, 930 Commonwealth Ave. W.,Boston, MA 02215-1212, (617) 278-4000

A consulting firm that focuses on work and family issues.

* Workplace Options, 109 S. Bloodsworth St., Raleigh, NC 27601 (800) 874-9383 or (919) 834-6506

A consulting firm that specializes in helping companies design work/family programs.

--Books and Reports--

Friedman, Dana. "Linking Work-Family Issues to the Bottom Line," New York: The Conference Board. 1991.

Morgan, Hal and Tucker, Kerry. Companies That Care: The Most Family-Friendly Companies in America- What They Offer, and How They Got That Way. New York: Fireside, 1991.

______________________________________________________________________________________________________________________________

F. LEGAL RESOURCES

--Organizations--

*Equal Employment Opportunity Commission, 1801 L St. N.W., Washington, D.C. 20507

Discrimination Toll Free Number: 1-800-669-4000

Internet: http://www.eeoc.gov

*National Employment Lawyers Association, 600 Harrison St., Suite 535, San Francisco, CA 94107 (415) 227-4655

*National Women's Law Center, 1616 P Street N.W., Washington, D.C. 20036 (202) 328-5160

The Center's mission is to advance the status of women through law, using litigation and advocacy through testimony and filing briefs.

*NOW Legal Defence and Education Fund, 99 Hudson Street, New York, NY 10013 (212) 925-6635

Works on cases defending women's rights in a variety of areas.

* Bendick, Stobaugh & Strong, 900 Fourth Ave., Suite 3800, Seattle, WA 98164 (206) 622-3536

Law firm that successfully assisted temps in the King County and Microsoft cases. Especially useful if you temp in Washington. There are a couple of other large cases expected soon.

*U.S. Department of Labor, 200 Constitution Ave. N.W., Washington, D.C. 20210

Internet: http: www.dol.gov

*Women's Legal Defense Fund, 1875 Connecticut Ave., N.W., Suite 710, Washington, D.C. 20009 (202) 986-2600

A public policy advocacy organization that works to improve the statusof momen in the workplace. It also led much of the lobbying for the Family and Medical Leave Act.

--Books and Reports--

Tobias, Paul and Sauta, Susan. Job Rights and Survival Strategies- A Handbook for Terminated Employees. NELA. Cincinnati, OH.

Women's Bureau. U.S. Department of Labor. A Working Woman's Guide to Her Job Rights. Washington, D.C.: U.S. Department of Labor, 1992. Short descriptions on several federal statutes- OSHA, Americans with Disabilities Act, Pregnancy Discrimination Act.

____________________________________________________________________________________________________________________________________

G. LEGISLATIVE

--Federal--

*White House Internet: www.whitehouse.gov

*U.S. House of Representatives Internet: www.house.gov

*U.S. Senate Internet; www.senate.gov

Library of Congress (Federal Legislation) Intnet; http://thomas.loc.gov

Congressional Record http;//www.access.gpo.gov/su_docs/aces/aces150.html

Federal Register http://www.access.gpo.gov/su_docs/aces/aces140.html

U.S. Code http://law.house.gov/usc.htm

U.S. Department of Labor http://www.dol.gov

*State Legislation

The state of Arizona has an excellent gateway to all state legislative sites. It's internet address is:

http://www.azleg.state.az.us

_____________________________________________________________________________________________________________

H. PART-TIME ENTREPENEURSHIP

--Organizations--

A.Government

*U.S. Small Business Administration, 409 3rd St., N.W., Suite 6700, Washington, D.C. 20416 (202) 205-6673

Small Business Answer Desk: 800-U-ASK-SBA

Internet: http://www.sbaonline.sba.gov

B. Organizations

*National Association of Female Executives, 30 Irving Place, 5th Floor, New York, NY 10003 (212) 477-2200

* National Association for the Self-Employed (NASE), Headquarters: 2121 Precinct Line Road, Hurst, TX 76054 (610) 647-3733 Washinton, D.C. office: 1023 15th St., N.W., Suite 1200, Washington, D.C. 20025-2600, 800-232-NASE, 202-466-2100

--Books and Reports--

Hakim, Cliff. We Are All Self-Employed. Berrett-Koehler Publications. 1994.

Lang, Jim. Make Your Own Breaks: Become an Entrepreneur & Create your Own Future. DBM Publishing, 1994.

_______________________________________________________________________________________________________________

I. TELECOMMUTING / WORKING AT HOME

--Organizations--

*American Home Business Association, 4505 S. Wasatch Blvd., Salt Lake City, UT 84124 (801) 273-5455

*Mother's Home Business Network, P.O. Box 423A, East Meadow, NY 11554 (516) 997-7394

--Books and Reports--

Arden, Lynie. The Work-At-Home Sourcebook. Boulder, CO: Live Oak Publications, 1992.

Berner, Jeff. Working From Home- Making a Life While Making a Living. Bettett-Koehler. 1994.

Edwards, Paul and Sarah. Working from Home. New York: Putnam, 1990.

Gorden, Gil. Telecommuting Review: The Gorden Report. A newsletter on telecommuting issues. For information contact: Telespan Publishing, 50 W. Palm St., Altadena, CA 91001.

Kern Report: Trends and Issues in Home-Based Businesses and Telecommuting, P.O. Box 14850, Chicago, IL 60614.

Langhoff, June. The Telecommuter's Advisor. Newport, R.I.: Aegis Pub. Group, 1996.

Perlstein, David. Solo Success. New York: Three Rivers Press, 1998.

Schepp, Brad. The Telecommuter's Handbook- How to Work for a Salary- Without Ever Leaving the House. New York: Pharos Books. 1990.

--Web Resources--

Telecommuter's Digest: http://www.tdigest.com

_______________________________________________________________________________________________________

J. WEBZINES

*Disgruntled- The Magazine for People Who Work for a Living

Internet: www.disgruntled.com

* Temp24-7 http://www.temp24-7.com

A site that is updated weekly with both career advice and off-beat humor aabout temp work.

*Temp Slave http://www.tempslave.com

Published each quarter and contains the personal experiences of temps in the workplace.

_____________________________________________________________________________________________________________________

K. WORK/FAMILY ISSUES

--Organizations--

*Catalyst, Family Policy Unit, 250 Park Ave. South, 5th Floor, New York, NY 10003 (212) 777-8900

Conduct studies on women in the workplace.

*Conference Board, Inc., Work/Family Information Center, 845 Third Ave. New York, NY 10022 (212) 759-0900

*Families and Work Institute, 330 Seventh Avenue, New York, NY 10001 (212) 465-2044

Operates a national clearinghouse on work/family information.

*Family Resource Coalition, Chicago, IL (312) 341-9361

*National Fatherhood Initiative, Gaithersburg, MD 800-790-DADS E-Mail: nfi1995@aol.com

*New Ways to Work, 785 Market St., Suite 950, San Francisco, CA 94103 (415) 995-9860

Offers publications, seminars, and training to firms that promote flexible work arrangements.

*Wellesley College Center for Research on Women, Wellesley College, 106 Central St., Wellesley, MA 02181-8259 (617) 283-2500

*Women's Bureau, U.S. Department of Labor, 200 Constitution Ave., N.W., Washington, D.C. 20210 To order publications: (202) 219-6652 Internet: www.dol.gov/wb

The bureau investigates and reports on the status of women in the workplace. It publishes a variety of useful booklets.

--Books and Reports--

Berg, Barbara j. The Crisis of the Working Mother: Resolving the Conflict Between Family and Work. New York: Summit, 1986.

Bravo, Ellen. The Job/Family Challenge. New York: John Wiley & Sons, 1995.

Catalyst. Flexible Work Arrangements: Establishing Options for Managers & Professionals. New York: Catalyst, 1990.

Crosby, Faye. Juggling: The Unexpected Advantages of Balancing Career and Home forWomen and their Families. New York: Free Press, 1991.

Dymerman, Sue Bacon, and Hayes, Lynn O'Rourke. The Best Jobs in America for Parents Who Want Careers and Time for Children. New York: Rawson Assoc., 1991.

Ferguson, Trudi and Dunphy. Answers to the Mommy Track: How Wives & Mothers in Business Reach the Top & Balance their Lives. Far Hills, NJ: New Horizons, 1991.

Hochschild, Arlie. The Second Shift. New York: Vintage, 1989.

Murray, Katherine. Home But Not Alone- The Parent's Work-At-Home Handbook.

National Research Council. Work and Family: Policies for a Changing Work Force. Washington,D.C.: National Academy Press, 1991.

Shellenberger, Susan. "Work and Family." Weekly column in the Wall Street Journal.

Spaide, Deborah. The Day Care Kit: A Parent's Guide to Finding Quality Child Care. New York: Birch Lane. 1990.

Wheatley, Meg and Hirsch, Marcie Schorr. Managing Your Maternity Leave. New York: Houghton Mifflin. 1983.

Women's Bar Association of the District of Columbia. Guidelines on Family and Medical Leave and Alternative Work Schedules. Washington, D.C.: The Women's Bar Association of the District of Columbia, 1991.

Women's Bureau. U.S. Department of Labor. Work and Family Resource Kit. Washington, D.C.: U.S. Department of Labor, 1993.

--Intenet Resources--

The Dependent Care Connection http://www.dcclifecare.com

CareCounsel http://www.carecounsel.com

Common Sense Parenting http://www.parenting.org

Executive Baby http://www.parentzone.com/eb

Work and Family Institute http://www.familiesandwork.org

The Fatherhood Project http://www.fatherhoodproject.org

Labor Project for Working Families http:socrates.berkeley.edu/~iir/worfamily/home.html

Mom's Refuge http://www.momsrefuge.com

New Ways to Work http;//www/nww.org

Parent Soup http://www.parentsoup.com

Parenthood Web http://parenthoodweb.com

Stork Site http://www.storksite.com

Work and Family Connection http://www.workfamily.com/resource.htm

UCLA Working Parents Newsletter http://www.childcare.ucla.edu/childcare/wpn.htm

Work in America Institute http://www.workinamerica.org

Work Life Strategies http://www.wd.org/wls

Work Options Inc. http://www/workoptions.com

The National Association of Part-Time and Temporary Employees hopes that this section proves helpful to you. If you know of any additional resources that you believe would be useful to others please contact us at:

NAPTE

(913) 962-7740

E-Mail: napte-champion@worlnet.att.net

NAPTE- Founded by Temps and Non-Traditional Employees for the Non-Traditional Workforce !


IV. NAPTE Membership Benefits and Application

--BENEFITS--

NAPTE membership provides you with regular information on the issues affecting part-time, temporary, and contractual employees. Some services can be tailored to each members' needs.

* Be part of a "voice" educating Congress and state legislatures on the issues affecting non-traditional employees

* Each quarter you will receive NAPTE Tempo, which containts articles on careers, business, and public policy with an emphasis on alternative employment arrangements.

* Interim health insurance plan- available in 43 states. Ideal for those between jobs or leaving school college and waiting until their employer's plan activates, but prefer to have sizable coverage in the meantime. Monthly payment is a convenient option.

* Access to a PPO national network of 100,000 physicians with reduced fees

* Medical bill review program. This could save you hundreds of dollars if you-or a member of your family- has been in the hospital recently.

* Pharmacy discount plan- Save 5-40%

* Vision & Eyewear Plan - Save 10-25%

* Hearing and Chiropractic Discounts

* Dental discount program in most states

* Office Supply Discount - Save up to 30% on your home office needs

* Hotel Discount Plan- Save up to 20 percent at major participating chains

* Members receive auto rental discount cards for their travel needs

* Career information and resume reviews at discount rates

* Discounts on reports and publications. The news media finds them useful.

* Ready access to staff members from NAPTE's Resource Center

* Special privileges at NAPTE events and workshops.

* Special privileges are new services are announced

-- HOW DO I JOIN ? --

NAPTE is a voluntary membership association of temps, part-time employees, independent contractors, and others on alternative employment arrangements (telecomuting, shiftwork), and other professionals that have an interest in related policy issues.

Should any member not be able to pay the $20 dues a waiver may be granted. It is your "voice" and participation that is valued.

NAPTE's offices are located in suburban Kansas City on the historic Shawnee City Square. The national headquarters of Lee jeans is nearby as well as Bayer agricultural research labs. The office address is: 5800 Barton, Suite 201, Shawnee, KS 66203.

It should be noted that NAPTE has the highest regard for individual privacy. NAPTE does not release membership information without permission.

Simply print out the following application and mail it with your check or money order payable to "NAPTE."

________________________________________________________________________________________________

(submit this portion with payment)

--Application for NAPTE Membership--

Yes, I want to be a member of NAPTE and receive the Members-Only Benefits!

This individual membership provides all the rights and privileges of associate status, and does not seek to represent me in dealing with my employer regarding the terms and conditions of my employment.

New member packets should arrive in 2-3 weeks.

_____ I am enclosing payment for my annual dues of $20.

Name: ___________________________________________

Address: ________________________________________

City: ____________________________________

State: _____________________ Zip: _______________

Home Telephone: __________________________________

E-Mail Address: __________________________________

Industry: ________________________________________

Occupation: ______________________________________

Category: _______ Temp ______ Part-Time

______ Independent Contractor/Freelance ________ Other: _____________

Length of Time as a Non-Traditional Employee: _____________

Reason to Join: ____________________________________

____________________________________________________

Special NAPTE Interests:

____________________________________________________

Key Issue(s):

_____ Pay ________ Benefits _______ Work/Family Balance

____ Legislative _____ Career Development ____ Other: _______________

Other Comments/Ideas:

_____________________________________________________________________

Please return to:

NAPTE-Membership Services

P.O. Box 3805

Shawnee, KS 66203

If you have any questions or suggestions, please contact Membership Services at:

(913) 962-7740; E-Mail: napte-champion@worldnet.att.net

NAPTE- Focusing on the Special Needs and Issues of Today's Non-tradtional Workforce!