CRI - Islam

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=20

Render=20 to the Union =20

It's the=20 Law =20

The=20 ABC's of Union Dues =20

Sample=20 Letter =20

Stands=20 Taken by Unions
and=20 Professional Organizations =20

Resource=20 List =20

Employment=20 and Union
Membership=20 in the United
States=20

Union = Dues

Dear Union Member,

Do you know how your union spends your = dues? The=20 lion=92s share is supposed to go to collective bargaining, = administrative=20 costs and grievance processing, but a lot of union money goes to = support=20 liberal political candidates and causes. The California = Teachers=20 Association (an affiliate of the National Education Association) = was=20 prominent in the defeat of Prop 174 (vouchers) in 1994. As a = matter=20 of fact, last summer, the National Education Association (NEA) = raised=20 national dues by $5. The majority of these funds are = earmarked to=20 oppose voucher initiatives nationwide, including California=92s = Proposition=20 38. In addition to vouchers, the CTA opposes parental rights = and=20 opposed ACA 21, which simply said, =93every parent has a = fundamental right=20 to control the care and custody of his or her minor = children.=94 Going=20 a step further, the CTA advances a pro-homosexual agenda in the = public=20 schools. Do you care that union causes are diametrically = opposed to=20 your own?

What can you do? Legally, you can have a = portion=20 returned to you. Also, if you can demonstrate that your = =93sincerely=20 held=94 religious beliefs prevent you from giving to the union, = you can have=20 the agency fee donated to a nonprofit charity instead. While = Capitol=20 Resource Institute is a qualifying 501 (c) (3) nonprofit charity = and would=20 welcome your donation, you can select any charity of your choice = =96 the Boy=20 Scouts, a local crisis pregnancy center, or the American Cancer=20 Society. Capitol Resource has prepared this union dues = packet to=20 inform you of your rights and walk you through the necessary steps = to=20 avoid paying dues or fees to an organization you do not = support. =20 While if you do follow these steps, you will lose any special = union member=20 benefits such as extra liability insurance, these can easily be = replaced=20 at a nominal cost. (We will even give you resources for = finding out=20 about this replacement.) This action would in no way affect = the=20 manner in which you are covered in any bargaining or = negotiations. =20

Sincerely,
Capitol = Resource=20 Institute

Read World magazine 11/30/02 Cover Story: = Dues = &=20 Don'ts

Render to the = Union?=20

We=92ve all heard Jesus=92 admonishment to = =93render to=20 Caesar the things that are Caesar=92s=94 quoted in response to = paying=20 taxes. Admittedly, Uncle Sam takes a large chunk of our=20 paychecks. If you are a union member, another large = =93deduction=94 goes=20 to the teamsters, the CTA or the California Nurses = Association. In=20 California, you may be forced to pay an =93agency fee=94 to your = local union=20 for your =93fair share=94 of collective bargaining costs.=20

The unfortunate part is that = many unions=20 are politically active and espouse views diametrically opposed to = many of=20 their rank and file members. This past legislative session, = unions=20 have taken positions on bills in Sacramento in favor of domestic=20 partnerships, transgender cross dressing, school health clinics, = and the=20 mental health assessment of children. They have also opposed = parental rights and supported partial-birth abortions. = Unions are=20 precluded from =93political activity,=94 but that is loosely = defined and many=20 unions do some =93creative=94 financing and hide how they spend = money. =20 When litigated or arbitrated, they usually have to decrease what = is paid=20 in agency fees. Unions are very active, spending dues and = agency fee=20 money on initiative battles such as the defeat of vouchers (Prop = 174) in=20 1994 and championing liberal causes. As a matter of fact, = this=20 summer, the National Education Association (NEA) raised national = dues by=20 $5 to a total of $123 annually (this doesn=92t include state and = local=20 dues). The majority of these funds are earmarked to oppose = voucher=20 initiatives nationwide. Guess what! That includes = California=92s=20 Proposition 38 on the November ballot.

Options=20
You can resign your membership although the = unions,=20 whose lifeblood is in their members=92 dues, may make it = difficult. =20 The contract may give you only a narrow window to resign =96 often = one month=20 after a new contract is ratified or before it expires. With=20 teachers=92 unions, it may be a summer window when school is not = in session=20 and teachers=92 thoughts are not focused on school concerns. = If you=20 choose to resign, although you cannot participate in union = elections and=20 you will lose any extra union benefits such as liability = insurance, the=20 union must treat the non-member equal to the union member as far = as=20 contract bargaining. You can usually replace most of these = benefits=20 elsewhere at a nominal fee. (For more information, see the = list of=20 resources.) Make sure you are clear and concise in your=20 communication with the union. Check the union=92s = constitution and=20 by-laws to determine how to resign and with whom to = communicate. =20 Send your letter, return-receipt requested, because, if there is a = discrepancy, the burden of proof will be on you.

You can request a refund of any = political=20 fees and that the agency fee goes to a charity in a =93closed = shop.=94 =20 Because California is not a Right-to-Work state, non-union members = can be=20 forced to pay =93agency fees.=94 This is supposed to = represent their=20 =93fair share=94 of the union=92s cost in collective bargaining, = grievance=20 processing and administration. This can range from 60 to 95 = percent=20 of full union dues. You can request to pay this money to a = nonprofit=20 organization (such as CRI) instead. California law dictates = an=20 exemption for employees who object based on church tenets. = Federal=20 law is a bit broader, allowing objections for =93sincerely held = religious=20 beliefs.=94 Any fees paid in excess of what is spent on = contract=20 bargaining, administration and grievance processing must be = returned to=20 you upon request. To exercise this right, you must write a = letter =96=20 being as in depth as possible =96 asking that your agency fees go = to a=20 charity instead of the union and asking for the return of any = other moneys=20 to yourself. Expect opposition from the union. At = every step=20 the burden will be on the employee to prove why he should not be = forced to=20 support a union diametrically opposed to his faith. Know = your=20 rights; you may need to seek an attorney=92s counsel to ensure = them. =20 (See the list of=20 organizations that may have attorneys who will work on this = type of=20 case pro bono.)

Counting the=20 Cost
There may be a cost = in=20 litigation fees if the union decides to fight your refusal. = Union=20 members may feel the slight difference in cost between membership = dues and=20 agency fees is not worth the hassle it would take to resign. = There=20 are, however, attorneys who may take the case pro bono.

Thomas Jefferson said, =93To compel a man to = furnish=20 contributions of money for the propagation of opinions which he=20 disbelieves and abhors is sinful and tyrannical.=94 This = sounds a lot=20 like the labor practice of forcing union members (and non-members) = to pay=20 for causes with which they disagree. Capitol Resource = Institute is=20 putting together a packet to inform union members of their rights = and help=20 them to fight the union if that is their choice. Be = informed. =20 Know your rights.=20

It=92s the Law!=20

Title VII of the Civil Rights Act of 1964 = says two=20 things about your religious beliefs in connection with your = employment or=20 union:
1) The = union or=20 employer cannot discriminate against you due to your religious = beliefs;=20 and
2) The union or employer must = reasonably=20 accommodate your religious beliefs.

Section 701 (j) defines = =93religion=94 as=20 =93includ[ing] all aspects of religious observance, as well as = belief,=20 unless an employer demonstrates that he is unable to reasonably=20 accommodate to an employee=92s or prospective employee=92s = religious=20 observance or practice without undue hardship on the conduct of = the=20 employer=92s business.=94 (emphasis added)

This means, if your religious = beliefs=20 prevent you from supporting or joining a union, you must be = reasonably=20 accommodated. Note, this does not include political or = philosophical=20 beliefs. Title VII of the Civil Rights Act only protects = religious=20 beliefs.

Perhaps you are a nurse who = believes very=20 strongly that God creates life at conception and only God should = end a=20 life. (e.g., Psalm 139:13-16) However, the nurses union, = which you=20 are required to join, actively supports and lobbies for = partial-birth=20 abortion and other anti-life policies. Your pro-life beliefs = may be=20 protected under Title VII.

Perhaps you are a teacher who = is required=20 to join the California Teachers Association (CTA) and its national = affiliate, the National Education Association, the NEA. As a = Christian, you believe the Bible teaches that homosexuality is a = sin and=20 yet the NEA actively advances a pro-homosexual agenda in the = public=20 schools evidenced by things such as Resolution B-9 adopted at its = annual=20 convention five years ago. Resolution B-9 stated, =93The NEA = recognizes the importance of raising the awareness and increasing = the=20 sensitivity of staff, students, parents, and the community to = sexual=20 orientation in our society. The Association therefore = supports the=20 development of positive plans=94 such as a Lesbian and Gay History = Month to=20 recognize =93the contributions of lesbians, gays and bisexuals = throughout=20 history.=94 Celebrating as =93cultural=94 what the Bible = calls sin could=20 be a discrimination and lack of accommodation to your religious = beliefs.=20

What would ease the variance = between the=20 union=92s stances and your religious beliefs? Would = separating out the=20 money spent for offensive activities help? That would be = kind of=20 hard to do with such pervasive philosophies. Maybe you would = not=20 object if no money were sent to the national or state affiliate, = but was=20 instead retained at the local level. Or maybe you would feel = better=20 if your union dues or agency fee were sent to a separate charity = you can=20 support.

Courts have generally upheld = that latter=20 suggestion, sending the dues to an alternative nonprofit = organization, as=20 an acceptable accommodation. (e.g., EEOC v. University of = Detroit,=20 1990) Often the union will give you a list of charities from = which=20 to select. One of these may be amenable to you. If you = feel=20 strongly about a certain charity not on the union-approved list, = you can=20 suggest an alternative, but count the cost, because you may not be = successful without a court challenge. (See CRI=92s list of=20 resources for organizations that have attorneys who may take = these=20 types of cases pro bono.)

The ABCs of Union Dues=20

What is Title VII of the = Civil=20 Rights Act and how does it affect me?
Title=20 VII of the Civil Rights Act of 1964 says a union or employer = cannot=20 discriminate against you due to your religious beliefs, and the = union or=20 employer must reasonably accommodate your religious beliefs. = Section=20 701 (j) defines =93religion=94 as =93includ[ing] all aspects of = religious=20 observance, as well as belief, unless an employer demonstrates = that he is=20 unable to reasonably accommodate to an employee=92s or prospective = employee=92s religious observance or practice without undue = hardship on the=20 conduct of the employer=92s business.=94 (emphasis = added) This=20 means if your religious beliefs prevent you from supporting or = joining a=20 union, you must be accommodated if it is reasonable to do = so.=20

What is a right-to-work=20 state?
Twenty-one states are known = as=20 =93right-to-work states.=94 In these states, employees can = freely decide=20 for themselves whether or not to join a union. In = non-right-to-work=20 states, including California, employees can be required to join a = union or=20 at least pay some form of =93fair share=94 agency fee as a = condition of=20 employment.=20

Where do my union dues = go?=20
Because California is not a right-to-work = state,=20 non-union members can be forced to pay =93agency fees.=94 = This is=20 supposed to represent their =93fair share=94 of the union=92s cost = in collective=20 bargaining, grievance processing and administration. This = can range=20 from 60 to 95 percent of full union dues. Additional money = collected=20 by the unions is used to support issues and candidates =96 usually = liberal =96=20 the union sees as being in its =93best=94 interest. Although = unions are=20 precluded from =93political activity,=94 that is loosely defined = and many=20 unions do some =93creative=94 financing and hide how they spend = money. =20 When litigated or arbitrated, they usually have to decrease what = is paid=20 in agency fees. Unions are very active, spending dues and = agency fee=20 money on initiative battles such as the defeat of vouchers (Prop = 174) in=20 1994 and championing liberal causes.=20

What political issues = does my union=20 support?
Many unions espouse views=20 diametrically opposed to many of their conservative rank and file=20 members. This past legislative session, unions have taken = positions=20 on bills in Sacramento in favor of domestic partnerships, = transgender=20 cross dressing, school health clinics, and the mental health = assessment of=20 children. They have also opposed parental rights and a ban = on=20 partial-birth abortions. Capitol Resource has developed a = chart=20 comparing our positions on bills with those of many unions and=20 professional organizations. As a matter of fact, this = summer, the=20 National Education Association (NEA) raised national dues by $5 to = a total=20 of $123 annually (this doesn=92t include state and local = dues). The=20 majority of these funds are earmarked to oppose voucher = initiatives=20 nationwide.=20

What if I work in a = =93closed shop=94=20 and am required to belong to the union?
In=20 non-right-to-work states, including California, employees can be = required=20 to join a union or at least pay some form of =93fair share=94 = agency fee as a=20 condition of employment. You should be able to receive a = rebate of=20 the portion used for =93political activity.=94 Title VII of = the Civil=20 Rights Act of 1964 also provides for =93reasonable=94 = accommodation for those=20 whose sincerely held religious beliefs prevent them from = supporting a=20 union. Case law has supported reasonable alternatives such = as paying=20 the agency fee to a non-profit organization instead.=20

What if my religious = beliefs=20 conflict with union membership?
Your = religious=20 civil rights are protected under Title VII of the Civil Rights Act = of=20 1964. This means, if there is a conflict between your = sincerely held=20 religious beliefs and paying money to the union, you must be = reasonably=20 accommodated if possible. Courts have found that paying the = dues to=20 a charity instead of to the union is a reasonable = accommodation. =20 However, note that only religious beliefs =96 not political or = philosophical=20 =96 are protected. You will have to convince the union in a = letter=20 that these objections to union membership are due to religious=20 beliefs.=20

How much detail should I = include in=20 my letter to the union?
Be very=20 specific. Quote Scripture or doctrine where = applicable. For=20 example, a teacher whose union promotes the homosexual agenda can = explain=20 why homosexuality is a sin in his sincerely held religious beliefs = and=20 cite Scriptures such as Romans 1:26-28, Leviticus 18:22, and I = Timothy=20 1:10. If your particular denomination has a catechism or = separate=20 doctrine on the issue, you can cite it as well. A nurse = whose union=20 supports abortion can explain why she is pro-life, that the God of = the=20 Bible honors life at conception. (Psalm 139: 13-16) = (Sample=20 Letter)

What if the union turns = me=20 down?
Remember, the mother=92s milk = of the=20 unions is the dues or fees you pay them. It is to their = advantage to=20 make you work for your rights. Know those rights. Be = very=20 careful and specific at every step, because the burden of proof = will be on=20 you. There may come a point when you will have to count the = cost and=20 decide if you are willing to go to court to secure those rights. = Capitol=20 Resource=92s union dues packet contains a=20 resource list that can help you find a pro bono attorney if = you decide=20 that is needed in your conflict with the union. =20

Do I have to donate the = money to=20 Capitol Resource?
While Capitol = Resource=20 Institute is a qualifying 501 (c) (3) nonprofit organization and = would=20 welcome your donation, you can select any charity of your choice = =96 the Boy=20 Scouts, a local crisis pregnancy center, or the American Cancer=20 Society.=20

What if the union will = not accept my=20 charity and instead gives me a list of three or four = =93union-sanctioned=94=20 charities from which to choose?
You = will need=20 to think twice about turning down the union at this point. = The idea=20 behind paying the agency fee to a charity instead is to eliminate = any=20 conflict between your religious beliefs and the union=92s = stance. It=20 will be difficult to prove why a donation to the American Cancer = Society=20 would not do this. The union may be amenable to your = suggestion, but=20 if they are not, you will have to count the cost and decide = whether or not=20 you would be willing to go to court. (Remember, CRI=92s resource=20 list contains organizations which may help you should you = decide to go=20 to court.) Certain charities, especially religious charities = or=20 churches, may throw up a red flag to the union. But the = question of=20 those unions denying a religious charity has not been decided in=20 court. Is it unconstitutional for the union to deny your = request if=20 you only believe God would have you give to a religious = charity? You=20 would need to decide how far you are willing to fight given this=20 situation.=20

What about my union = membership=20 benefits?
Although you may no longer = be a=20 member of the union, you are a member of the =93bargaining unit=94 = and are=20 owed fair representation. All negotiated terms such as = salary,=20 pensions and benefits will still apply to you. What you will = no=20 longer be eligible for is extra union benefits dependent on union=20 membership. These may include extra liability insurance or = credit=20 union membership. You will no longer be able to be = active in=20 union politics =96 voting for representatives or on strike = agreements or=20 contracts. You will also not be susceptible to union fines = or=20 discipline.=20

Don=92t I owe the union=20 something?
Do you? Does the = union really=20 represent your best interests or are the interests of some being=20 underplayed for the benefit of many? For example, a gifted = math or=20 science teacher may be in high demand and able to draw a higher = salary=20 than a mediocre shop teacher who is biding his time until = retirement, but=20 unions are afraid of losing tenure, or gaining merit pay, so they = contract=20 for the lowest common denominator, =93Joe Average = Teacher.=94=20

Sample=20 Letter=20

Return Address
Date =20

Addressee =20

Dear (insert union name or=20 representative):
=20

I would like to request a refund of the portion of my = union dues=20 not related to bargaining or administrative expenses. (e.g., = political activity) =20

Additionally, my sincerely held religious beliefs = preclude my=20 contributing to the (insert = union=20 name). (Explain why using doctrine, Scripture,=20 religious experiences or convictions. Be as specific = as=20 possible.) In light of =A7701(j), Title VII of the = Civil Rights=20 Act, I request that you distribute the remainder of my union = dues=20 equally (the agency fee) to the following non-profit = charitable=20 organizations: (you may insert = as many or=20 as few as you desire.) =20

I hereby declare, under penalty of perjury, that the = above is=20 true and correct. =20

Thank you for your reasonable accommodation of my = sincerely held=20 religious beliefs.
=20

Sincerely,
=20

Adapted from Pacific = Justice=20 Institute=92s Choose Charity packet.=20

Stands Taken by Unions and = Professional=20 Organizations
How Does Yours Measure=20 Up? (**These ARE NOT current bills.)
=20

Bill	Proponents	Opponents
AB 2142 =96 transgender cross = dressing	American Federation of State, County Municipal = Employees =20 California Labor Federation AFL-CIO =20 California School Employees Association = California=20 Teachers Association	Capitol Resource Institute
AB 2068 =96 mental health = assessment of=20 children	Mental Health Association of California = California=20 Teachers Association Union of American Physicians = and=20 Dentists	Capitol Resource Institute
SB 1326 =96 hate crimes	American Federation of State, County Municipal = Employees =20 California Federation of Teachers	Capitol Resource Institute
AB 2556 =96 school health = clinics	California Public Health Association =96 North =20 California School Boards Association = California School=20 Nurses Association	Capitol Resource Institute
AB 1363 =96 school-based health = clinics	California School Nurses Organization California = Teachers Association	Capitol Resource Institute
AB 1785 =96 hate crimes	California School Employees Association	Capitol Resource Institute
ACA 21 =96 parental rights	Capitol Resource Institute	American College of Obstetricians and Gynecologists =20 California Teachers Association County Welfare = Directors Association of = California
SB 1827 =96 ban on partial-birth=20 abortions	Capitol Resource Institute	American College of Obstetricians and Gynecologists =20 District IX California Medical Association = California=20 Nurses Association Kaiser Permanente * = Although Kaiser = Permanente =20 is not a union or professional=20 organization, it is=20 interesting to note the position they = take on this issue.
SB 118 =96 domestic =20 partnerships	California Association for the Education of Young = Children =20 California Conference of Machinists California = Federation of Business and Professional Women = California=20 Independent Public Employees Legislative Council =20 California Labor Federation, AFL-CIO = California=20 Professional Firefighters (CPF) California School=20 Employees Association California State Association = of=20 Electrical Workers California Teachers = Association =20 California Teamsters Public Affairs Council = Coalition=20 of University Employees Communication Workers of America, = Dist. 9,=20 AFL-CIO Engineers and Scientists of California, = Local 20,=20 IFPTE, AFL-CIO Hotel Employees, Restaurant = Employees=20 International Union, AFL-CIO AFL-CIO = Region 8=20 State Council of the United Food and Commercial = Workers =20 United Teachers of Los Angeles (UTLA)	Capitol Resource Institute
AB 1990 =96 domestic =20 partnerships	California Nurses Association California = Professional=20 Firefighters California School Employees=20 Association	Capitol Resource Institute
AB 2047 =96 domestic = partnerships	California Professional Firefighters California = School=20 Employees Association	Capitol Resource Institute
AB 2211 =96 domestic =20 partnerships	California School Employees Association Service=20 Employees International Union	Capitol Resource Institute
AB 2421 =96 domestic =20 partnerships	California State Employees Association = California=20 Nurses Association California School Employees=20 Association California Professional = Firefighters =20 California Medical Association	Capitol Resource Institute

Resources List
For more=20 information, contact the following organizations. Pacific = Justice=20 Institute, Individual Rights Foundation and the National Right to = Work=20 Legal Defense Foundation all have attorneys who do pro bono work = on this=20 type of case.

Association of American Educators (http://www.aaeteachers.org/) ** =
25201=20 Paseo De Alicia, Suite 104 Laguna Hills, CA 92653
(949)=20 595-7979 (800) 704-7799=20

Capitol Resource Institute (http://www.capitolresource.org/<= /A>=20
1414 K Street, Suite 200 Sacramento, CA 95814
(916) = 498-1940=20

Christian Educators Association International ** &nbs= p;=20 (www.ceai.org)
P.O. Box = 41300 =20 Pasadena, CA 91114-8300
(888) 798-1124

Education Policy Institute (www.educationpolicy.org)=20
4401-A Connecticut Ave., NW, Box 294 Washington, = D.C.=20 20008-2322
(202) 244-7535=20

Individual Rights Foundation ( http://www.capit= olresource.org/www.cspc.org/irf)
P.O.=20 Box 67398, Los Angeles, CA 90067
(800) 752-6562=20

National Right to Work Legal Defense Foundation = (NRTWLDF) *  = =20 (www.nrtw.org)
8001 = Braddock Road,=20 Suite 600   Springfield, VA 22160
(703)=20 321-8510     (800) 336-3600
NRTWLDF has = an=20 excellent employees=92 guide, Union Dues and Religious Do = Nots,=20 available free by request.=20

Pacific Justice Foundation* = Choose=20 Charity (www.ChooseCharity.org) =
P.O.=20 Box 4366 Citrus Heights, CA 95611
(916)=20 857-6900

Professional Educators Group of California** =
P.O. Box=20 375 Livermore, CA 94551

* offers pro bono attorneys to = help with=20 this issue ** alternative professional = organizations=20

Employment and = Union=20 Membership in the United States Public, Private and=20 Total=20 1983 to 1998 (Numbers in Thousands.) = =

&nbs= p; PRIVATE=20 -----------------------------------PUBLIC-----------------------------------TOTAL &= nbsp; &nbs= p; &nb= sp; =20

Year Employment Membership Percent Employment Membership Percent Employment Membership Percent

1983 15,633.8 5,737.2 36.7 72,655.7 11,980.2 16.5 88,289.5 17,717.4 20.1

1984 15,832.8 5,655.7 35.7 76,361.4 11,684.0 15.3 92,194.2 17,339.8 18.8

1985 16,071.4 5,743.1 35.7 78,449.2 11,253.0 14.3 94,520.5 16,996.1 18.0

1986 16,390.5 5,890.5 35.9 80,512.0 11,084.7 13.8 96,902.6 16,975.2 17.5

1987 16,864.3 6,055.7 35.9 82,438.4 10,857.3 13.2 99,302.7 16,913.1 17.0

1988 17,190.7 6,299.2 36.6 84,216.8 10,702.4 12.7 10,1407.4 17,001.7 16.8

1989 17,490.8 6,424.2 36.7 85,988.9 10,536.2 12.3 10,3479.6 16,960.5 16.4

1990 17,182.3 6,485.0 36.5 86,122.5 10,254.8 11.9 10,3904.8 16,739.8 16.1

1991 17,993.5 6,632.0 36.9 84,792.8 9,936.5 11.7 10,2786.5 16,568.4 16.1

1992 18,162.9 6,653.1 36.6 85,525.4 9,737.2 11.4 10,3688.3 16,390.3 15.8

1993 18,629.5 7,017.8 37.7 86,437.6 9,580.3 11.1 10,5067.4 16,598.1 15.8

1994 18,339.2 7,091.0 38.7 89,648.6 9,649.4 10.8 10,7987.8 16,740.3 15.5

1995 18,357.6 6,927.4 37.7 91,680.5 9,432.1 10.3 11,0038.1 16,359.6 14.9

1996 18,209.9 6,854.4 37.6 93,749.9 9,415.0 10.0 11,1959.7 16,269.4 14.5

1997 18,147.2 6,746.7 37.2 96,385.8 9,363.3 9.7 11,4533.0 16,109.9 14.1

1998 18,401.0 6,905.0 37.5 98,239.0 9,306.0 9.4 11,6730.0 16,211.0 13.7

1999

Date Source: Bureau of Labor Statistics, = Current=20 Population Survey as reported in =93Union Membership and Earnings = Data Book=94=20 published by the Bureau of National Affairs
Original table prepared by the Public Service Research=20 Foundation

=A9 2001-2003 Capitol Resource=20 Institute