BR 101:Roles and Responsibilities

Peggy Gladden & Adia HoagBTU Field Representatives

The Core Responsibilities

The Work Site Leader

The Communicator

The Problem Solver

The Union Builder

The Worksite Leader

Is a visible representative of the union

Holds worksite meetings

Gets union members to

serve on committees

Welcomes new

employees

Discusses important

issues

Represents the school at building

representative meetings

The CommunicatorDistributes

newsletters and flyers

Maintains a bulletin board

Collects literature &

bulletins from opposition

Activates a building

telephone tree or email list

Conducts surveys

Informs faculty of policy decisions

Reports back information to

members

The Problem SolverHandles lower level informal grievances

Maintains contact with BTU staff regarding concerns

Indentifies worksite problems

Involves members in professional issues

The Union Builder

Recruits members

Organizes social events

Recruits volunteers for

political campaigns

Secures support for legislative activities

Develops a Union

Chapter Committee

What is a Grievance?Article IV 4.2 Definition

A grievance is a violation, misapplication or misinterpretation of any provision of this agreement or of a policy of the Board of School Commissioners which affects the terms and conditions of employment.

The Grievance ProcessStep 1: School Site or Office

Step 2: Appropriate Executive Director or Designee

Step 3: CEO or Designee

Step 4: Board of School Commissioners

Step 5: Arbitration

Step 1 School or OfficeAn employee shall present his complaint orally to the

appropriate administrator, within ten (10) school days after knowledge by the employee of the facts giving rise to the act or condition which is the basis of the complaint. The employee, or his representative, and the administrator shall confer with the view of arriving at a mutually satisfactory resolution. All matters, whether or not they meet the definition of a grievance as defined in Section 4.2, may be discussed at this stage.

The administrator shall render a written decision which shall be communicated to the employee or Union representative within five (5) school days of the conference. Only grievances as defined in Section 4.2 may be pursued to Step 2.

Step 2: Executive DirectorIf the dispute is not resolved at Step 1, the grievant

may appeal by forwarding in writing to the Executive Director of Elementary/Middle or Secondary School, as appropriate, or next appropriate supervisor, in writing within five (5) school days after he has received the Step 1 decision.

The Step 2 administrator shall schedule a meeting with the parties concerned within seven (7) school days of the receipt of the appeal at which time the aggrieved employee shall be afforded an opportunity to be heard. The Step 2 administrator shall issue a written decision within five (5) school days after the meeting.

Step 3: CEOThe Step 2 decision may be appealed in writing to

the CEO within five (5) school days after the Step 2 decision has been received.

The CEO, or his designated representative shall meet with the aggrieved employee within ten (10) school days of the appeal. The aggrieved employee will receive at least two (2) school days notice of the meeting and shall be afforded an opportunity to be heard. The CEO, or his designated representative, shall communicate his written decision to the aggrieved employee not later than ten (10) school days after the meeting.

Step 4: Board of School Commissioners

The Step 3 decision may be appealed in writing to the Board within five (5) school days after the Step 3 decision has been received. The Board, sitting as a whole, by committee, or by designee, shall hear the grievance within fifteen (15) school days following receipt of the appeal and shall render its decision not later than ten (10) school days following said hearing. The Board, at its option, may waive Step 4, in which case the Union may press the matter to arbitration.

Step 5: ArbitrationWithin ten (10) days following receipt of the Step 4 decision, the union may move any unresolved grievance to arbitration by notifying the Board in writing of its intention to do so. Thereafter either party may request the Federal Mediation and Conciliation Service to provide a list of seven (7) arbitrators who each are members of the National Academy of Arbitrators, FMCS Maryland Sub-Regional or Regional Area. An arbitrator shall be chosen by alternately striking names from the list, with the last name remaining being the arbitrator chosen. The decision of the arbitrator shall be final and binding on all parties to the arbitration.The arbitrator shall be without power to add to, subtract from, change or alter any provision of the Agreement, Board Policy or of applicable State or local law. The Arbitrator shall confine himself to the precise issue submitted for arbitration and shall have no authority to determine any other issues nor shall he submit observations or declarations of opinion which are not essential in reaching the determination. The arbitrator shall not hear or decide more than one (1) grievance unless mutually agreed otherwise. The cost for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the Board and the Union.

NetworkingIn School Network Ideas

Assign several names to each of your most reliable peopleDivide the faculty by prep periods, floors, wings, etcUse this system to send out reminders out about meetings,

voting, and passing on important informationPhone Tree

Messages arrive faster when no one person has to make more than 3 to 5 calls

Use reliable staff members who can report back results A good phone tree works in both directions

School MeetingsKeep them relevant,

purposeful and worthwhile

Make sure they reflect the opinions

of the members

Give advanced notice

The meeting should be held at a regular

and convenient time

Provide an agenda and key items to be

considered

Include a social dimension (like coffee or a light

snack)

Allow questions and if you don’t know, say so,

and get back to your members with answers

Promote a discussion, adds stimulation and

is vital to decision making

After the meeting follow up with non-union

members present and make sure they are asked

to join

Ask for suggestions from new members and others on topics for the next meeting

Help members relax by providing a

relaxed and congenial atmosphere

Make the meeting short and make

sure it ends on time

Union Chapter Committees

Bulletin BoardsFor BTU information and important announcements

Keep your bulletin board attractive and up-to-date

Old poster and messages should be removed promptly

All material should be kept fresh

A quick glance by a colleague will show them that BTU is fighting for them!

RecruitingForm a leadership team

Target non-members

Contact non-members

Follow-up

BTU Membership

Drive

Forming a Leadership TeamThe Building Rep can’t do everything. The activism of all

union members is essential. Volunteers are needed.

Membership recruitment is an on-going process.

The regularity of membership recruitment meetings

determines to a large degree the success of membership

recruitment.

Reaching Out to Non-members

Swift and prompt

handling of grievances

builds membership.

You may wish to

invite a BTU staff person to talk with your total

staff or individual

non-members

The Buddy System: a

BTU member is assigned to welcome each new

member and inform new members about the benefits of joining the

BTU

BRs should keep a

supply of Membership

Cards on hand

Mass Action Approach: BR must

actively seek the

participation of every person at

school

If you don’t ask, they

won’t join!

Follow Up Don’t believe them when they say no; today’s “NO” could be

tomorrow’s active member

People will often say no because its easy or because they don’t

know much about the union

Getting people to join is an educational process

Keep going back

Convince them they have a contribution to make and that you

really want them with you

Lay the GroundworkIn school Contact NetworkPhone TreeHave Meetings Involve PeopleEstablish Important RelationshipsAttend Every Building Representative MeetingEncourage Attendance at Every Membership

Meeting

Remember, even though the BTU has one of the toughest

contracts in the country, no contract is

worth the paper it’s printed on unless it’s

enforced.