STEWARDS TRAINING 1

Making a Difference

in Your Workplace

WELCOME

The Union is every member’s job James Starr, Chair UPE Board of Directors

Challenges in our changing workplaces Sandra Poole, Executive Director, UPE

How did you get here?

A tale of two unions UPE and PEU

Strength in Unity – The 005 unit

Courts move out and up

Newest members- Court Professional Unit

Independent and Proud of it!

What does it mean to members for UPE to be “Independent”?

Local Control

Dues money spent here

More representation

No Article XX ‘protection’

Union Structure Members

Ultimate authority and responsibility

Bargaining Units Divided in ChaptersBoard members elected by members in chaptersChapters designed to be democratic, representationalEach unit divided into chapters

BoardsElectedPolicy makersNegotiatorsNumber of seats proportionate to members

County Bargaining Units

005 Office Technical

2 Chapters 11 seats

Chapter 1 OAs and SOA Six on Governing Board

Chapter 2 All other classifications Five on Governing Board

008 Welfare Non Supervisory

2 Chapters 10 Seats Eligibility Chapter

All classes related to eligibility determination

Six on Board of Directors Services Chapter

Classes related to direct services

4 on Board of Directors

Court Bargaining Units

Court Office Technical 4 Chapters 11 seats

Courtroom Clerks Two on Governing Board

Court Reporters Two on Governing Board

Deputy Clerks 5 on Governing Board

Specialized Classes 2 seats

Court Professional 2 Chapters 4 seats

Mediators Three on Governing Board

Probate Investigators One on Governing Board

Joint Committees

Meet and Confers/Negotiations

Stewards Council

Political Action Committee

Workload Policy

Labor/ Management

Health and Welfare Coalition

Structure Overview

How is policy set?Who can attend Board meetings?

How do you get on a Board?How do you get on a Committee?

Why is it important for members to attend Board meetings?

BASIC RIGHTS OF PUBLIC EMPLOYEES

“Rights unexercised

are essentially lost”

Basic Representation Rights

Weingarten – the right to be represented “Skelly” – the right to due process in discipline MMB – The right for County employees to

participate in union/ negotiate TCEPGA The right for Court employees to

participate in union/ negotiate Right of union to represent members

Laws Contracts

Members Have Rights Under Protective Laws

Stewards learn about protective laws through Stewards Council

They include: FLSA, FLMA, ERISA, ADA, EEOA, CFRA, Title Workers Compensation,

Rights Overview

What rights do you have as a public employee?

What rights do unions have?

How do you exercise those rights?

What obligations do stewards have?

Making a Difference in Your Workplace

Who would you go to if you had a problem at work?

What would you expect from him or her?

What is a Steward?Organizer

Advocate

Resource person

Information

Record keeper

Investigator

A few DOs and DON’Ts

Do listen Don’t make promises Do Investigate Don’t gossip Do keep the grievant informed Don’t ‘blow off’ someone’s concerns Do keep accurate records Don’t meet with management alone

Steward Overview

What kind of Steward do you think you’d be?

Can you make a difference in your workplace?

How do you get coworkers to trust you?

Political Action and the Union

Electing your Bosses!

Negotiated salaries and benefits are often impacted by legislation

Labor Laws made or changed

UPE Political Action Committee

Policy

Structure

Decision MakingEmployment related Criteria

CIPELC The California Independent Public Employees Legislative

Council is an organization of independent public employee labor unions in California. CIPELC is comprised of independent public employee labor unions representing over 65,000 public employees.

CIPELC has provided both large and small independent unions with the resources to grow and thrive as representatives of public employees.  The commitment on the part of CIPELC unions to the independent movement is firmly embodied in our leaders continued willingness to help each other. CIPELC affiliates remain ready to provide any level of mutual aid to assure independent unions a strong future.

Learn more about our legislative program at www.cipelc.com

Problem Solving

Most issues that come up can be handled by the Steward

Most issues can be resolved

Problem Solving in the Work place

Identify problem

Investigate

Research

Determine action and remedy

ACT!

Record / Report

Follow through

Identify the Problem

You may learn about an issue from Your own experiences A co-worker reports it A manager or supervisor announces it New policy or procedure Rumor mill

Questions you might ask What happened? What is the impact What was violated? Policy? Contract? Law?

Investigate

Find out what really happened

Was any thing put in writing? Get copies!

Were there any witnesses? Interview them!

Why was this done? Ask the source.

Take notes, take photos.

Research

Never assume you know – Check it out! Read the contract Read the policy Ask other Stewards or Chief

Stewards Ask ‘old timers’ Ask Business Agents Review past related grievances or

arbitrations

Make a Determination

What is the appropriateaction and remedy?

What recourses are available? What can be done? What is the process? What does the member want done? Are there others involved to consider? Do you file a grievance, an unfair, a complaint? What do you ask for as a remedy?

ACT!

Once you’ve determined the proper course of action: DO IT!

And do it TIMELY

RECORD AND REPORT

Keep accurate records and notes of all your meetings

Keep the name and contact information for grievant Keep contact information of potential witnesses KEEP TRACK OF DEADLINES Make sure the UPE office receives copies of all

grievances Inform your Business Agent when you file a

grievance, it may be part of a pattern of violations.

Follow Through

Make sure that you get back to the member with the results of your investigation and your determination of whether or not there is a grievable issue.

Keep the member informed each step of the way and provide him/her with copies of documents.

Don’t drop the ball on a grievance Let your fellow Stewards and members know

the outcome!

Overview Solving Problems

Is it okay to solve issues informally? Are there times when you need to put it in

writing? What remedies are hardest to get? What if it’s a ‘member to member’ problem Can you just wait for problems to come to you? Remember each situation is unique. Don’t take

a ‘cookie cutter’ approach. Members lose confidence if you don’t

communicate with them.

Grievances

What is a grievance?What is a complaint?

What if its not a grievance?What about problems between

members?

Grievance Steps and Time frames

You must follow the steps in the contractYou must use the form provided

You must act quicklyGrievance is denied if late

Each Contract sets time frames

COUNTY OF SACRAMENTO Please respond to UPE, Local #1 STEP I FORMAL GRIEVANCE APPEAL A. This section to be completed by Employee or Union Representative

TO: ___________________________________________________________ Person designated as first level of appeal, and title

_ Employee Employee Organization

FROM: ____________________________________________________ Employee's Name & Job Classification

_ __________________________________________________ Employee's Department, Division, Section

c/o UPE, Local #1 2411 Alhambra Blvd. #110 Sacramento, CA 95817 (916-736-9503________________________________________ Work Address & Phone Number

Informal Discussion Yes__ No __ If Yes, Complete the following

________________________ Date of Informal Discussion

__________________________________ Name of Supervisor

__________________________________ Date of Decision or Response

_ _________________________________ Employee Representative, if any UPE, Local #1 2411 Alhambra Blvd. #110 Sacramento, CA 95817 (916) 736-9503______________________________________ Work Address & Phone Number

SECTION(S) OF AGREEMENT ALLEGEDLY VIOLATED: (Identify Specific Subsec tions)

STATEMENT OF GRIEVANCE: (Specify dates, places, names of witness and circumstances)

PROPOSED SOLUTION:

Employee's Signature: Date: ______________________

B. STEP 1 DECISION: To be Completed by the County Date of Receipt:

Grievance #: First Step Designee's Signature: Date of Response: Distribution: Personnel Management; Department Head; First Level of Appeal; Employee; Union FORM: CR 1A 4/80 7545-4090-8

Grievance Overview

What kinds of problems might you solve with a grievance?

What can you tell a member when their issue isn’t grievable?

What other actions might you take to solve a workplace problem?

GRIEVANCE PRACTICE

Each group is to evaluate each scenarioUse the form to follow the steps to determine

what action you would takeResearch the Contract sections

Report back to the group what you decided and why

Practice- Scenario 1

Your coworker, Bob, just came to you and is fuming mad at his supervisor. Four workers in his unit were authorized to work overtime for Saturday due to high workloads. His supervisor, Nancy told Bob that he couldn’t work overtime because the union contract said he couldn’t work overtime because in a week he was on vacation.

Bob knows this is wrong, and he feels the supervisor always singles him out. He feels the only solution is to have the Supervisor fired, or at the very least moved. And of course he wants to be paid the OT since he WOULD have worked if his supervisor hadn’t been such a jerk.

Scenario 2

Al promoted to a Senior Office Assistant two years and a half years ago. He just realized that his pay has been wrong all this time and they owe him money. He talked to someone in payroll and they said they were “Sorry” but that all happened when they were having so many problems with Compass. He wants all of his money plus interest. He thinks they should have to pay his late fees on his bills too, since he could have paid on time if his employer had paid him correctly. “I pay dues” says Al. “I demand you do something now! I want my money today!”

Overview of Training

Was this training useful?

Did the PowerPoint help or detract from the training

Since we are trying new ways of presenting material PLEASE fill out the evaluation forms fully. Let us know what works for you!

And Most of all…..

THANK YOU!

Thank you for using your precious time to learn more about the union,

your rights, and how to protect yourself and your coworkers.