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:

Supervisory Complaint

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