| ANSWERS ARCHIVE 2 |
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| LOCAL 8599 |
| Some Previous Questions...and Answers! |
| Representing FUSD employees for over 30 years |
| I have contacted the Union regarding some issues I am having. However, it is taking a long time to get any answers and my working situation is not changing. Why does it take so long and why has nothing been done to stop the situation I am in? Should I contact a different grievance person? Can any grievance person represent me or do I have to take the one that is assigned to my department? Any Grievance Representative can help you. If you are not satisfied with the answers you are getting so far, or you think it is taking too long, you definitely should call the Union Hall and go "up the ladder". Your Grievance Chairperson and your President want you to get answers and action if there is any way possible to go forward. |
| I have been told by my teacher that higher ups have "NARCS" watching the aides to make sure we abide by our work hours and do not leave early, this seems like harassment to me. If by "NARCS" you mean Campus Security, it seems improper to the Union as well. Fellow Classified employees should not be used to watch or report on each other in this manner. The Union suggests that if a Supervisor feels that an employee may be leaving early (or breaking any rule or policy), they should speak to that employee directly. |
| Why is it when complaints or grievances are filed against supervisors they get promoted? Why do employees not get notified of discipline action taken against a supervisor when a Superintendents complaint is filed and how can we change this? The Union is not aware of any connection between complaints or grievances and promotions. We sincerely hope this is not the case. In the case of discipline taken against a Supervisor, that is a personnel matter between the Supervisor and the District and thus is protected by confidentiality laws. The Union is aware that the current Superintendents complaint procedure is flawed and unsatisfying to our members. In the case of a grievance filed against a Supervisor, the outcome is clearly known due to the requirement contained in the grievance for correction. |
| Why are certain sites and administrators already telling employees that their hours are going to be cut or their jobs abolished? I was at the union meeting and our President said everyone took a confidentiality oath and they could not discuss what was going on until a decision had been made. How deep are the cuts to classified going to be this time? When are they going to start cutting supervisors, managers, Associate Superintendents, etc.? As far as we know, there have been no decisions made yet. If your site Administrator is telling people they are going to be cut or have their jobs abolished, then they either are giving their personal opinion, or they are talking about cuts outside of the Budget or RIF process. One example of that would be if the School Site Council of your site decided to allocate less money from certain categorical programs towards the salary of certain clerks or other employees paid through those funds. Those decisions are made at the site level. As far as how deep or what specific cuts are coming, we really don't know yet. We are going to be involved at every level in helping to reduce the impact on the members we represent. At the recent Board of Education meeting, it was suggested that cuts that did not include significant numbers of Supervisory personnel would not be accepted easily by this Union. |