Workplace Rights & Responsibilities

We will be posting here various articles and documents to help you understand your rights and responsibilities as a member of QCCPA. Committees have been established to manage certain issues, and you may contact any member should you need additional information.

Posted on April 12, 2009 by DPL  |  32 comments |  Back to top

Grievance Procedures – Guidelines

KNOW THY CONTRACT! Many faculty teach under both DCE and Day contracts

  • Professional staff rights and responsibilities
  • Evaluation procedures

Check personnel files! You have the right and responsibility to do so on a regular basis. Evaluations from DCE work should be in a separate file from Day work.

Not every complaint is a grievance –however, a complaint could become a grievance if no resolution occurs.

Always ask for a union representative to attend any meeting where disciplinary action may take place (Weingarten rights). You can refuse to meet if there is no rep.

Types of grievances:

  • Plain violation of the Agreement: requires proof than an act or omission did occur which violates contract
  • Disagreement over meaning or application: facts are not in dispute, but there is disputed interpretation of a term or condition
  • Dispute over the facts: was there an actual violation of the contract?
  • Equity disputes: Administrator/supervisor has used his/her discretion unfairly; e.g. arbitrarily, capricious, discriminatory or unreasonable. Tough to resolve.
  • Past practice: a working condition of long-standing nature, not specifically covered in contract, has been altered, changed or ignored by administration in its actions.

Individual vs. chapter grievance

If it can happen to you, it can happen to other unit members. Grievances must be filed by the person whose rights have been violated. The Grievance team can assist you in the process. Grievances may be withdrawn at any time by faculty/staff but the Chapter may move forward if it is deemed to affect welfare of other members.

Time is of the essence! Thirty day window to file a grievance after alleged act or omission. Whenever possible, unit members should attempt to resolve the grievance with immediate supervisor before filing a formal grievance. Once a grievance is filed, informal conversations do not extend the time limits. The President or her designee must meet with the grievant (accompanied by a Chapter grievance representative) within 30 days of filing, render a decision and reasons in writing. Step Two –appeal of decision in Step One –must occur within 10 days of receipt of the decision of the President.

Documentation: keep records of all details, emails etc. Be clear and concise as to details of the occurrence.

Members of the Grievance Team: Betsy Zuegg X 4443, Linda Grochowalski lgrochowalski[at], Jean McClean X 4502, Jean Nicholas X 7405

Posted on April 12, 2009 by DPL  |  0 comments |  Back to top