1. Principal And Building Rep Advocacy Training 2016-2017
The processing of grievances is now being called Advocacy

2. Why are we here? Learning Targets:
I know what a “grievance” is and what it is not.
I know the role I play in Advocacy as a Building Rep or as an Administrator.
I know the procedure and timelines for Advocacy.
Success Criteria: I can collaborate with others to look at our Collective Bargaining Agreement, interpret it to the best of my ability, and advocate for its faithful implementation.

3. What’s A Grievance?
A “grievance” is any claim of an alleged violation, misinterpretation or misapplication of the terms of our Collective Bargaining Agreement.
Examples:
A staff is told they must supervise students during their lunch time once a week.
A PD meeting schedule for the year is created in isolation by the principal and handed to staff at the first Nuts and Bolts meeting.
A staff is given their end of year evaluations having had only two Observation and Feedback visits.
Non-examples:
A staff member doesn’t like how many times the principal has observed them.
A staff member doesn’t agree with their evaluation conclusion.
A staff member disagrees with the choice of district-adopted curriculum and the testing schedule.
A staff member doesn’t like the teaching assignment they have been slated for in the upcoming year.
REMINDER: The word “grievance” isn’t going away because it is everywhere in our CBA…but the process of how we collaborate to address them is Advocacy.

4. Administrators and FWEA Members: What are our Roles in Advocacy?
FWEA Member’s Role
Advocacy is all about the contract. Concerns should be vetted against the terms of the appropriate CBA (Certificated, ESPs, or coaches). If you are unsure about how to interpret the contract, ask a fellow building rep or your Executive Board contact for help. Contact information and copies of CBAs can be found at
Collaboration is key! The first step of a potential grievance is an Informal Meeting with your building administrator. This need not be confrontational, negative, or uncomfortable. Pro Tip: Pointing at specific contract language helps keep things objective. Avoid finger- pointing and view yourself as an ambassador as opposed to a policeman.
Building Administrator’s Role
Your role is exactly the same! Look at the contract, interpret as best as you can, seek help if needed through appropriate channels, and collaborate with your building rep to faithfully implement the terms of the CBA.
If both parties have different interpretations, a procedure is in place for what to do next.
View this as a collaborative process – both parties are asking for help to resolve a difference of opinion.

5. How do we get help with advocacy?
If the Informal Meeting does not result in resolution, the grievance process as outlined in each appropriate CBA (Certificated, ESPS, and Coaches) is exactly the same: Level I – Supervisor’s Level The grievance will be put in writing within 10 school days following the Informal Meeting and presented to the immediate supervisor for reconsideration. The supervisor will respond in writing within 5 days. The Advocacy Team will be involved at this point of the process going forward. An Advocacy Team Member will assist with the write-up and meet with the administrator by , phone or in person. Building Reps should call Tia to get this process started at : (253) Level II – Superintendent’s or Designee Level If no agreement is reached at Level I or if the Supervisor fails to respond within five days, the grievance may be appealed within ten days after the Level I response was received or should have been received. The appeal must be in writing. A meeting shall occur within ten days after receipt of the appeal. The Building Administrator’s involvement at this point will be determined by the Superintendent or designee. Level III – Final Resolution Options Binding arbitration or mediation as determined by the Association.

6. Don’t Be Afraid to Advocate for your Contract…
No reprisals shall be taken by the employer against any employee because of the employee’s participation or refusal to participate in a grievance.
All matters pertaining to specific grievances are confidential unless released by the grievant or the Association.
REMEMBER:
If you focus on the contract and collaboration, then Advocacy will be clarifying instead of confrontational.

7. Clarifying vs. Confrontational
Exit ticket –
Turn and talk: Have a 5 minute conversation about the grievance process and what you want it to look like at your site. In your conversation, address the following ideas:
Grievance vs. Advocacy
Collaboration
Clarifying vs. Confrontational