Lausd Union Contract
First of all: do you know your contract? The MRC recommends that members read and understand the terms and conditions of their employment with their employer. Most contract-related issues can be resolved by simply knowing what your contract language is saying and talking to management if you feel there is a violation. If you are not sure if there is a violation, fill out an application form. For those of us who are in Units B, C and F, our SEIU Local 99 contracts allow us to arrange holidays for a variety of reasons. Read more here: It is important for all members to know that the days of personal necessity in our union contracts are very specific. It is important to have open communication with your administrator/supervisor about the need to take days of personal necessity. It is important that you immediately inform your union representative or steward of any changes your supervisor wishes to make to your workplace without first contacting your union. If you do not have a steward or are unable to contact your union representative, submit an application form. “If this discussion could in any way lead to disciplinary action or dismissal or affect my personal working conditions, I ask that my union organizer, official or administrator be present at the meeting.
Without representation, I decide not to answer a question. This is my right after a decision of the Supreme Court of the United States called Weingarten. Our Union B contract states in Article IX – Hours and Overtime: For members of Unit B, our SEIU LOCAL 99 contract allows us to apply for the summer session. Please refer to Article XI, 7.0 Transfer Procedure and certain personnel procedures of our contract. Step 2: Send the form to your current administrator. According to our contracts, the administrator must either approve it or set it to a “deferred approval”. For members of Unit B, there is no time limit for deferred approval. For members of Unit C, approval can only be deferred for 6 months. If you have any questions, talk to your steward or union representative or send an online application form.
One of the biggest benefits of being a union member is our ability to have a voice at work. In addition to filing a complaint, we can take many options to improve our work, such as: For those of us who are in Units B, C and F, our SEIU Local 99 contracts establish procedures for leave requests. For more details, please read the contract that covers your occupational classification: remember that not all workplace complaints involve complaints; only the violations of our union contract are deplorable. You can either obtain them in printed form from our union offices or view them on the Contracts page of this website. For our Unit B members, please note the following in our contracts: If you can`t find an answer to a question or issue in your contract or Q&A office (below) and need additional help, talk to your steward if your workplace has one. If your steward can`t help you, fill out an application form or call the Member Resource Centre. If you believe that your supervisor has violated our contract, you should speak to your steward or union representative or fill out an application form as soon as possible. We will help you find out if the contract has been breached. Usually, the first step is for your steward or representative to speak informally with your supervisor and tell them the terms of our contract. This may sound bold, but it is important to remember that our treaty is not worth much if we do not apply its terms. If your steward or representative determines that there is a violation and cannot resolve the issue, they will help you fill out a complaint form.
To become a steward, you must be a member of ESIU Local 99 with a “good reputation” – in other words, you are up to date with your membership fees. Stewards are selected by their employees and receive comprehensive training as part of the union`s education and training program. Learn more about how to become a steward. As of July 1, 2016, all LAUSD employees have switched to a semi-annual pay cycle. This new pay cycle was negotiated in our last contract to address the many overpayment errors that were a financial burden for many school employees. This change means that if, after the investigation has been completed, you believe that there is still a breach of our contract, please contact the SEIU Local 99 Member Resource Centre by completing the online application form. Your check stubs and season card are required as proof, so be sure to collect these items. For all our members in Units B, C, F and G, our union contracts contain terms on the procedures and timetables to be followed, reflecting the complaint process. Our collective agreements protect our right to progressive disciplinary proceedings. This means that specific steps should be taken to improve the performance issues mentioned by your supervisor, rather than with the intention of imposing a penalty. For example, a supervisor cannot fire you without a valid reason and must show that they have discussed a problem with you, explained in detail their expectations, and warned you of the consequences if the behavior continues.
Learn more about the steps managers need to take and make sure they follow the process. The proposed collective agreement would also update pandemic-related safety protocols, including the frequency of coronavirus testing among teachers and staff, and support the union`s district policy that allows quarantined students to receive live instruction. Our stewards are the first we can visit when we have problems at work. Stewards are our employees who act as union representatives in our workplaces. Not sure who your administrator is? You can find it on our Find Your Steward page. Stewards are very familiar with our union employment contracts and our responsibilities at work. They can help us determine the next steps if we have problems at work. They also keep union members informed of what is happening with their union and help build a strong union. SEIU regularly organizes training workshops for stewards to ensure that stewards are familiar with all aspects of labour law and are familiar with our union contract. If you do not have a steward, please contact our Member Resource Centre and complete an application form. Whether we are unionized or not, no one should tolerate this kind of treatment in the workplace, but for workers without a union, it can sometimes be frightening to resist the aggression of a supervisor or colleague. With a union behind us, we can work for fair and respectful treatment without fear of reprisal.
Union members have a special responsibility to stop any behaviour that creates a hostile work environment. The district prohibits retaliation against anyone who files a complaint or participates in an investigation of a complaint. One of the most powerful rights we have as members of a union is the right to have a union representative with us if our supervisor wants to talk to us. .
