CONTRACT CORNER
Timeliness
in notifying our Local is critical!
We must file a grievance within 15 working days of the date the
incident occurred.
Please!!! Call for advice if you think there may be a problem with
working conditions,
work rules, employee treatment, and naturally Discipline.
Remember - We cannot file a grievance if it is beyond 15
days.
Thanks for your help in helping you!
Article 7, Section 1 - Rest Periods.
Don’t lose your breaks if you aren’t able to take your scheduled break(s) due to
the job.
When
you finally “break free,” politely let the boss know that you couldn’t
take your scheduled break because of _________________.
Important NOTE:
This paragraph is “not applicable” to those employees who do not have a
rigorously enforced scheduled and enforced break period.
If
your break time varies, if no one really “worries,” don’t change a thing.
Article 14 - Sick Leave.
Unless
you are under leave restrictions, you do not need to disclose the nature of the
illness.
This
is especially true if a “magical” computer program notes a certain number of
illnesses and “kicks” your name out to the boss.
For
leaves of 3 or more days, a doctor’s slip will be required; it likely will note
the treatment and “ailment.”
There
is no requirement to tell the boss why you were off on sick leave.
The
boss will likely will require, correctly, the name of a family member
for family sick leave occurrences.
Should
you be “forced” into telling the boss the nature of an illness,
let
your officers/stewards know ASAP with details. (Fall 1995)
Article 14, Section 6 - Bereavement Leave.
Leave
will be granted for death of a specified family member.
Leave
will be granted on a “per occurrence” basis,
not
a numerical total if more than one specified family member dies.
Article 20, Section 5 - Overtime Equalization.
If
you are not receiving any overtime, maybe the boss doesn’t officially realize
that you are willing to work overtime.
To
correct their “oversight,” notify the supervisor in writing of your willingness
to work some overtime.
Once
notified, they’ll have to fairly divide any overtime.
Article
28, Discharge, Demotion, Suspension, and DISCIPLINE.
IMMEDIATELY upon
receiving a verbal reprimand--or what you think may have been a verbal
reprimand--receipt of a written reprimand or suspension letter,
contact the
chief steward or assistant chief steward for help. Time is critical, do not delay,
put off, back burner or forget.
Remember,
your stewards and Locals are here to help you, but cannot unless notified.
(Autumn 1994)
Article 32, Section 4 - You have the right to proper treatment.
You
do not have to put up with less than proper, professional treatment.
If
you feel your rights have been ignored, contact a steward.
Article 35, Section 11 - Your Personnel File.
When was the last time you reviewed your file? Have you ever seen your file? Do you know
where it is stored?
Make
an appointment with Personnel and check it out. There could be a surprise in
store for you.
This
is especially important if you’ve ever received a written reprimand. (Spring
1995)
Appendices
L, M, and N--Lunch expenses claimed, $3.50, are not entitlements, you
must claim an amount of up to $3.50.
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* * * * *
Readers familiar with this
newsletter are aware of the “Remember” notice appearing with the listing of our
officers and stewards page regarding discipline.
How many of us realize
exactly when discipline occurs or can occur?
If you are in a meeting with a
manager/supervisor and the hairs on the back of your neck rise up or that sick
feeling in the pit of your stomach happens,
you are likely in a
disciplinary setting, or at least one where discipline could occur.
OUR BEST ADVICE: directly ask the question
regarding discipline - “CAN THIS MEETING LEAD TO DISCIPLINE?”
If the answer is anything
other than no, and we mean no, you very likely have trouble.
You must ask for union
representation - a steward - management most likely won't offer one.
SAY NOTHING FURTHER about the incident until you
have proper representation.
* *
* * * * *
Is it that time of year when
the management team remembers to rate your performance via its Employee
Performance Review form?
Even if it's not that time,
are you aware that you have a right to your written rebuttal comments added to
your official personnel file?
Just think about it, you can rebut
whatever remarks or
observations that the rater or reviewer puts into the official record of your
performance as a Commonwealth employee!
Should you feel that you want
to “correct the record”-
- and this Local feels you
should if you have serious disagreements with your rating-
-contact a steward and ask
for assistance.
A FINAL WORD: although this Local can
assist you with this matter,
we cannot force management to
revise its evaluation.