Classes Start Sept. 6.

Jean Brine, Co-President
Judy Lovas, Co-President
Donna Richards, Vice President
Sue Casciano, Treasurer
Barb Harford, Secretary

While every grievance begins as a complaint, all complaints do not become grievances. In order to know what complaints can be processed as grievances, you will need to refer to the definition of a grievance in the collective bargaining agreement between the Sussex County Community College Professional Staff Federation and Sussex County Community College. As you will see in “Article XII” of the contract, a grievance can arise from an alleged misinterpretation, misapplication or violation of the terms of the Collective Bargaining Agreement or College policies that affect the terms and working conditions of employment.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure is the remedy sought which must be identified in order to make the grievant whole. In selecting an appropriate remedy, it is important to keep in mind that the purpose of the remedy is restoration not retribution. The remedy should be consistent with the collective bargaining agreement in order to protect the integrity of the contract.

If you feel that the conditions for a grievance have been met, please do the following:

1. Carefully document all facts including dates and times pertaining to the grievance.

2. Contact Jan Jones, Grievance Chair, for assistance.

Remember that there is a big difference between a gripe and a grievance. A grievance is a formal challenge to the employer that the contract has been violated. 

Fortunately, most problems can be settled informally without filing paperwork. But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance. There are strict timelines for the filing process, and they start the minute the violation takes place.

One of the most vital functions of a Union is to prevent management from intimidating employees.  Nowhere is this more important than in closed-door meetings when supervisors attempt to coerce employees into a confession of wrongdoing.

The right of employees to have the presence of union representatives during investigatory interviews was announced by the U.S. Supreme Court in 1975 in NLRB vs. J. Weingarten, Inc.  Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as the Weingarten rights.

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You may apply for reimbursement for tuition or for expenses you paid to attend a conference, a workshop, or similar professional activity. 

Please remember to join the PTO if you haven't already done so.  Parents and teachers need to support each other!

http://www.nysut.org/resources/all-listing/2013/march/teacher-retirees-in-florida

Membership in TRIF UNITS is open to all NYSUT retirees, spouses or survivors of NYSUT retiree, to any other education affiliated individual and/or to any person who supports the goals and programs of NYSUT.

To the members of Cahokia Federation of Teachers Local 1272,

  The following is the letter written by CFT1272 President Brent Murphy to members in response to the recent actions taken by the Cahokia Unit School District 187 and it's superintendent. Please click on the title to read the letter.