Welcome to AFT-Kansas

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The Kansas Association of Public Employees (KAPE) was formed in 1962 as an organization representing public employees throughout Kansas. In an effort to strengthen the organization and provide additional service to public employees, KAPE affiliated with the American Federation of Teachers, AFL-CIO in 1987. In 2007, KAPE officially became a State Federation of the American Federation of Teachers and reorganized the membership into numerous local unions. The organization continued to be identified and referred to as KAPE until 2010. The transition concluded with the members electing to cease using the name KAPE and adopted the American Federation of Teachers - Kansas (AFT-Kansas) as the official name of the organization.

 

Currently, AFT - Kansas is a State Federation of 14 Local Unions. We advocate on behalf of the members while providing support and resources to each local. We strive to build, strengthen, and provide service to the members as well as the communities and people they serve.

 

The American Federation of Teachers-Kansas believes in public service, social and economic justice, and the democratic process.

 

We work with integrity to improve delivery of public services for the people we serve, promote safe working conditions, encourage professional development, advocate for fair wages and benefits, and work to support and improve the community.

 

Our work provides delivery of services by qualified professionals, a voice to those receiving services, and leadership for a healthy and vibrant community.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Public Employees have Weingarten-type rights

In 1975, the U.S. Supreme Court, in the case of NLRB v. J. Weingarten, Inc, 420 U.S. 251 (1975), upheld a NLRB decision that employees have a right to union representation at investigatory interviews.  These rights have become known as the Weingarten Rights.

PEERA (Public Employer Employee Relations Act) guarantees public employees Weingarten-type rights.

An investigatory interview occurs if (1) management questions you to obtain information; and (2) you have a reasonable apprehension that your answers could be used as a basis for discipline or other adverse action.

During an investigatory interview the following rules apply:

 

RULE 1: The employee must make a clear request for union representation before or during the interview.  The employee cannot be punished for making this request.  Management does not have to remind you of this right.

 

RULE 2: After the employee makes the request, the employer must choose from among three options.  The Employer must either: grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; deny the request and end the interview immediately; or give the employee a choice of having the interview without representation or ending the interview.

 

RULE 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice (charges may be filed) and the employee has a right to refuse to answer.  The employer may not discipline the employee for such a refusal.