My Rights

Our contractual rights are only meaningful if members know them and invoke them. One of our basic rights as workers is the right to union representation.

Weingarten Rights

Whenever you suspect a discussion with an administrator may lead to discipline, invoke your Weingarten rights by saying the words below:

"If this discussion could in any way lead to my being disciplined or terminated or affect my personal working conditions, I respectfully request that my Union Representative be present at this meeting. Without a representative present, I choose not to participate further in this discussion."

This is a primary and essential right.

Have an Issue?

Start with your Building Representative (BR).

Not sure who your BR is? Check out our Contact Us page.



While every grievance begins as a complaint, all complaints do not become grievances. In order to know what complaints can be processed as grievances, you will need to refer to the collective bargaining agreement.

Remember that there is a big difference between a gripe and a grievance. A grievance is a formal challenge to the employer that the contract has been violated.

Fortunately, most problems can be settled informally without filing paperwork. But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance. There are strict timelines for the filing process, and they start the minute the violation takes place.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure is the remedy sought which must be identified in order to make the grievant whole. In selecting an appropriate remedy, it is important to keep in mind that the purpose of the remedy is restoration not retribution. The remedy should be consistent with the collective bargaining agreement in order to protect the integrity of the contract.

If you feel that the conditions for a grievance have been met, please gather the following information:

  1. What portion of the contract was violated? (not followed as per CBA)?

    • For example ARTICLE SIX - GENERAL WORKING CONDITIONS AND NORMAL TEACHING LOAD, A. District-wide (Grades Pre-K-12), 3. Early Dismissal: would be listed as…Article 6.A.3

  2. What page of the contract (Certified/Classified) is the language on?

  3. Who was involved in this incident?

  4. When did the violation occur? Date and Time?

  5. Please explain what happened with as much detail as possible

  6. Send your information to Leah Krippner, Grievance Chair

Supervisory Complaint

In the event an employee has a concern that is not contractual in nature, the employee shall:

  1. Discuss the concern with his/her direct supervisor and work to resolve it there.

  2. If the concern is not or cannot be resolved at this level, the employee may submit the complaint in writing within fifteen (15) business days of the incident or the informal discussion with the direct supervisor to the Assistant Superintendent for Human Resources.

  3. Within ten (10) business days of receipt of the complaint, the Assistant Superintendent for Human Resources will acknowledge the complaint in writing and meet with the involved parties to resolve the complaint.

  4. If the concern is not resolved by the Assistant Superintendent for Human Resources, the employee shall refer it to the Superintendent.

  5. The Superintendent shall acknowledge the complaint in writing and meet with the parties involved to resolve the complaints within ten (10) business days of receipt of the complaint, the Superintendent will inform the Board and HFT leadership of any unresolved complaints.