We are hearing about non-compliance issues with IEP’s and contractual obligations. We cannot fight for our FEA members or students without the data to support it. This includes a SPED teacher not being in their collab class due to a PPT, missing lunch/prep. Please report any issue below.
We often hear about aggressive and disruptive behavior from students. It is time to have your voices heard either anonymously or not. Tell your legislators what is happening!
Click here to report an incident.
Membership Advocacy (PR&R will be a subcommittee of Membership Advocacy): This committee will “own” the FEA contract, including:
a. Creating and maintaining a policy manual with accompanying FAQ that delineates each topic in the contract, an interpretation of what the contract language means, and a detailed outline of the district’s policies/regulations that applies to the contract language. An example would be “personal days.” The contract language (including the section(s) and page number(s) where the language appears in the contract) would be outlined; the interpretation of the language would be provided; and then the process that the district has adopted that would allow members to access their personal days would be listed, including the forms, deadlines and any key contacts. Once all contract topics are exhausted, the policy manual can be expanded to include non-contractual topics of interest to members.
b. Solicitation/Documentation during the year of any suggested changes to the contract including either language changes or the addition/deletion of categories.
c. Selection of a sub-committee to gather topics for contract negotiations at the applicable time through face-to-face meetings, via a survey, and from information the committee collects throughout the year.
d. Establishment of an employee-complaint-resolution process. An example might be:
i. Contact your building rep first
ii. Contact the level vice president
iii. Take the issue to the president
iv. If all else fails, the issue goes to PR&R to determine if a grievance should be filed. Part of this process includes the creation of some type of complaint database tracking issues with which our members grapple and their ensuing resolutions.
e. Handling all employee grievances. The final decision as to when to pursue a grievance, how to conduct the grievance, and when to settle a grievance would reside with the PR&R sub-committee of the Membership Advocacy committee.
f. The chair(s) of the Membership Advocacy committee will chair the PR&R sub-committee, participate on the Contract Negotiation Committee and contribute to the Executive Board as a full voting member.