27. October 2021 · Comments Off on Chapter Election! Officer Nominations Open Through November 9, 5pm · Categories: News

SEIU 1021 SFUSD Chapter is currently conducting an election for chapter leadership. You can use the form below to submit your nominations via email to patjchan@sbcglobal.net, by fax to 415-418-6051, or by hand to SEIU 1021 Office, 350 Rhode Island St #100S no later than November 9, 2021, at 5pm

27. July 2019 · Comments Off on SFUSD Chapter Bylaws · Categories: News


We, the employees of the San Francisco Unified School District, working as free and responsible individuals, recognize that the labor movement in general, and SEIU Local 1021, CtW in particular, can be instrumental in resolving the problems of our community; therefore we enter into union and agree to adopt these bylaws, consistent with the Constitution of Local 1021, as an instrument for concerted action and collective bargaining in the interest of the community we serve.


This Chapter will be known as the SFUSD Chapter of Local 1021. The jurisdiction of this Chapter shall be all employees in the bargaining unit(s) represented by the Union in the San Francisco Unified School District.  

Article 2.  AFFILIATION:  

This Chapter is part of SEIU Local 1021, CtW and shall be subject to the Constitution of that Union and all policies adopted pursuant thereto.

Article 3.  MEMBERSHIP: 

All persons, without regard to race, creed, color, religion, gender, gender expression, sexual orientation, national origin, citizenship status, marital status, ancestry, age, disability status, or political affiliation shall be eligible for membership.


(1)  The Chapter membership shall elect, every two (2) years, an Executive Board of the following officers:  


Vice President



Chief Steward

COPE Coordinator, 

The term of office shall be two years.

(2)  The Executive Board shall have power to act for the Chapter between General Membership meetings.  The Executive Board shall meet as often as deemed necessary by the Board. Three (3) members shall constitute an Executive Board quorum.

(3)  The General Membership is the highest authority within the Chapter structure.

(4)  The Chapter shall hold regularly scheduled General Membership meetings at least once each quarter.  5% of the General Membership shall constitute a quorum. Special membership meetings may be called by the Chapter Executive Board or by petition of 5% percent of the membership.  

(5)  The Chapter shall maintain a file of Chapter minutes and make available a copy thereof to the Secretary of the Local Union upon request.

(6)  The Chapter shall notify the Local 1021 Executive Board of any dissenting action taken on the minutes or action of the Executive Board of the Local Union.

(7)  The Chapter shall maintain financial records.  All funds, including income and expenditures, shall be recorded and proper financial records shall be maintained in accordance with procedures established by the Local Union.  These records shall be transmitted to the Executive Board of the Local Union upon request. All fiscal records shall be kept for a period of at least six (6) years or longer if required by applicable law. 

Two (2) signatures (of Chapter officers) shall be required to expend Chapter funds.  Chapter financial records shall be regularly audited by a Chapter officer or member of the Chapter Executive Board who is not a signer on the Chapter account.


(1) President:  The President shall officiate at all meetings and shall be responsible for directing the implementation of directives voted on by the Chapter membership.  The President shall be an ex-officio member of all committees. The President shall be one of three (3) officers authorized to withdraw funds from a Chapter account, after such expenditures have been approved by the Executive Board and/or General Membership. 

(2) Vice President:  The Vice President shall act as President in the absence of the President and shall be in charge of membership recruitment.  The Vice President shall be one of three (3) officers authorized to withdraw funds from a Chapter account, after such expenditures have been approved by the Executive Board and/or General Membership. 

(3) Secretary:  The Secretary shall keep a correct record of the proceedings of all Executive Board and General Membership meetings and shall provide a copy thereof to the Secretary of the Local Union upon request.  The Secretary shall receive all correspondence and communications on behalf of the Chapter.

(4) Treasurer:  The Treasurer shall be responsible for Chapter account deposits and disbursals and for carrying out the duties described in Article 4, Subsection (7). The Treasurer shall be one of three (3) officers authorized to withdraw funds from a Chapter account, after such expenditures have been approved by the Executive Board and/or General Membership.  The Treasurer shall present the Chapter financial records for audit at the direction of the Treasurer of the Local Union or his/her representative.

(5) Chief Steward:  The Chief Steward shall serve as a resource for shop stewards in carrying out their duties at the worksite and will coordinate the work of stewards in covering worksites, regions, and job classifications.

(6)  COPE Coordinator and County COPE Committee:   The COPE Coordinator shall be responsible for providing political information and education to the members of the chapter and assist and coordinate with turn-out, COPE cards, and other duties related to political activities of the chapter and Local Union. The coordinator will also be the chapter representative to the Local 1021 County COPE Committee.  Additional members may attend County COPE Committee meetings. Delegates and alternates to the County COPE Committee shall be appointed by the President after consultation with the Executive Board.

Article 6.  STEWARDS:  

Stewards may be determined by election, petition, or appointment to represent members under the collective bargaining agreement. Stewards selected through appointment or petition must be confirmed at the next scheduled chapter election. Stewards are the face of the union at the worksite and are critical to building a strong, engaged and active membership. Stewardsroles and responsibilities include, but are not limited to, ongoing training; welcome and orientation of new members; mobilize, educate, and inform members on union activities and other issues; resolve worksite issues; process grievances; provide timely and effective representation of the members.


A Web Site Steward shall be appointed to maintain and update the Chapter website. The Executive Board may appoint other members from the CAT Team or Executive Board to assist with this work.

Article 8.  INDUSTRY COUNCIL REPRESENTATIVES:  The chapter shall appoint representatives to attend meetings of Local 1021 industry councils.


Chapter delegates to the SEIU 1021 biennial convention shall be elected by secret ballot by Chapter members in good standing based on the following formula:  two (2) delegates for each chapter and two (2) additional delegates for every additional one hundred (100) members in each chapter.

Article 10.  CONTRACT NEGOTIATIONS:  The General Membership shall elect a contract negotiations committee of 12 members.  Upon completion of negotiations, a copy of the collective bargaining agreement shall be forwarded to the SEIU 1021 Executive Board and provided to all members in the three languages most commonly read by the membership.

Article 11.  RECALL:  

Recall of officers may be originated by a petition signed by at least 20 percent of the membership. After the recall has been originated, the Chapter Executive Board shall appoint an Election Committee and conduct a secret ballot election of the General Membership within sixty (60) days of the presentation of the recall petition.  A majority of votes cast shall determine the recall.

Article 12.  VACANCIES:  

An elective office shall be declared vacant when the holder of the position resigns from office, resigns from the Union, is no longer a member in good standing, is on an extended leave of absence, or is recalled.  Vacancies that occur within one (1) year of the expiration of the term may be filled by appointment of the Chapter President after consultation with the Executive Board; otherwise, vacancies shall be filled by election of the General Membership. Offices for which no candidate has stood for election will be appointed by the President after certification of the election.


  1. Election Schedule:  Chapter elections shall be held biennially in odd-numbered years and must be completed by November of those years.  

  2. Election Committee:  The Executive Board shall appoint a minimum of three (3) members to an Election Committee.  Members of the committee may not be candidates for office in the election. The committee shall adopt all rules and regulations necessary to assure a fair and honest election and nominations procedure and shall provide each candidate with a copy of same.  The committee also hears challenges to the conduct of the election. The Election Committee shall submit a written report to the Chapter Executive Board and Local 1021 President within three working (3) days following the ballot count. The report shall include the election rules, procedures, schedule, candidate/issue vote totals, any challenges filed, and names and phone numbers of Election Committee members.  Election results shall be provided to the membership following the election.  

  3. Eligibility:  In order to run for and serve as a Chapter officer, candidates shall have been members in good standing for at least one (1) year and be employed within a bargaining unit represented by the Chapter.  If the chapter has been in existence for less than one (1) year, the candidate must have been a member in good standing since the Chapter was recognized by Local 1021. Only members in good standing are eligible to participate in chapter elections.

  4. Notice:  Notice of the election shall be given to each Chapter member in good standing at least thirty (30) days prior to the date set for the election by written notice and/or Chapter newsletter (notice must be at least 30 days in advance of the deadline for nominations).  The notice must include method of nomination, deadline for nominations, deadline for submission of candidatesstatements, method of election, date, time, and place of voting, procedures for obtaining duplicate ballots, and challenge procedures.  The election noticeand the election ballotmust include the number of convention delegates the Chapter is eligible to elect.  The notice and ballot must include the method for election of convention alternates (i.e., by election, by status as runner-up to delegate, etc.). All official election materials and communications must be reviewed by the Election Committee and the assigned field representative prior to publication.

  5. Nomination for Office:  Nominations for office will be made from the floor at a general membership meeting or submitted in writing to the Election Committee. Nominees must be present or submit written notice of acceptance of nomination within three (3) days of the deadline set for nominations.

  1. VotingChapter elections must be conducted by secret ballot.  Only members in good standing are eligible to vote. Proxy voting and write-in candidates are prohibited.  The Chapter must provide a method for members to obtain duplicate ballots. The Election Committee shall determine if voting is conducted by mail, at the worksites, at a General Membership meeting, or a combination of these methods. A plurality of valid ballots cast shall determine the elected candidates.  In the event of a tie vote, a run-off election shall be conducted.  

  2. Ballot count:  The Election Committee shall count ballots at a location, date, and time announced to the membership.

  3. Election MaterialsAll election ballots and duplicate ballotsmarked, unmarked, voided, unusedmust be saved for one (1) year (all ballots printed must be accounted for).

  4. ChallengesChallenges to or disputes arising from a Chapter election must be submitted to the Chapter Election Committee within three (3) working days of the submission of the committees election report to the Chapter Executive Board.  Challenges must be submitted in writing and must cite specific violation(s) of the Chapter election rules and procedures, Chapter bylaws, or the Local 1021 Constitution.  Challenges to the election will be considered valid only if they cite specific violations of election rules and procedures or the Local 1021 Constitution and if the alleged violation may have affected the outcome of the election. The Chapter Election Committee shall investigate and resolve challenges within ten (10) working days of receipt of the challenge.  The Election Committee may order a re-run of all or part of the election.

  1. Appeals:  Challenges or disputes which are denied or cannot be resolved by the Chapter Election Committee may be appealed in writing to the Local 1021 Executive Board within five (5) working days of receipt of the Chapter Election Committees decision.  The Local 1021 Executive Board shall investigate and respond within fifteen (15) working days of receipt of the challenge.  Challenges to the election will be considered valid only if they cite specific violations of the Chapter election rules and procedures, Chapter bylaws, or the Local 1021 Constitution and if the alleged violation may have affected the outcome of the election. 


Ratification or rejection of a tentative agreement shall be referred to the General Membership at a membership meeting(s) called for that purpose or through a mail ballot.  The ratification vote shall be by written, secret ballot. Proxy voting shall not be allowed. At least three (3) daysnotice must be given prior to a contract ratification vote.

Article 15.  STRIKE:  

The Chapter may not initiate a strike without a majority concurrence vote of the total membership by secret ballot in compliance with the International Union Constitution.  The strike vote may be conducted at a membership meeting or through a mail ballot. Proxy voting shall not be allowed. At least three (3) dayswritten notice shall be given prior to a meeting at which a strike vote is in order.  If a strike vote is rendered, the Chapter shall obtain a sanction from the Local 1021 Executive Board.  The Chapter shall not strike without previous notification to the SEIU President or, where prior notice is not practicable, without notification as soon as possible after commencement of the strike, in which notice the Chapter states that it has complied with all applicable notice requirements. Strike sanction shall also be received from the local central labor council prior to a strike.  


Chapter meetings shall be governed by the Manual of Common Procedure, Rules of Debate, and Order of Business set forth in the Constitution of the International Union.  Every member shall follow and be subject to such rules governing debate at all meetings of the Chapter.

Article 17.  AMENDMENT:  

Amendments to these bylaws may be originated by a majority vote of the Executive Board or by petition signed by at least fifteen percent (15%) of the membership.  These bylaws may be amended by majority vote of the General Membership at a membership meeting or a mail ballot. Members must be notified at least thirty (30) days prior to the consideration of any amendment and provided with the proposed amendments and the original sections of the bylaws.  Amendments to these bylaws shall be submitted to the Local Union headquarters office (100 Oak St., Oakland, CA 94607) to be reviewed for conformity to the Local 1021 Constitution and to be kept on file.  No amendment shall be valid or become effective until approved by the Executive Board of the Local Union.  Amendments required to bring these bylaws into compliance with the Constitution or bylaws of the Local Union or the International Union may be made by vote of the Chapter Executive Board without submission to the General Membership.

06. June 2019 · Write a comment · Categories: News · Tags:

Do you need catastrophic sick leave donation? If you have been away from work at least 30 days, or expect to be based on your illness or the illness of a family member in your care, you may be eligible for donation.

Currently member Jose L Gonzalez from Wallenberg HS is offering to donate time.

Please contact Gesner Nazaire at nazairegesner@yahoo.com or 415-374-3584 for the form and rules.

02. November 2018 · Comments Off on CBA 5.5-5.6 · Categories: News, Your Contract

What’s in Your Contract? Insurance and EAP

Article 5.5 covers a few insurance-related benefits, mostly for permanent civil service employees. Civil service employees working at least 20 hours per week have long-term disability coverage that activates after 180 calendar days out of work and will replace up to 50% of your lost income, up to $1000 per month.

SFUSD also provides active employees with a term life insurance policy for the duration of your employment; this policy also covers dismemberment and other serious injuries that prevent you from working. Supplemental coverage for the employee and dependents is available if you are interested – the plan document has all the details. details the District’s responsibility for the family of an employee who passes away. Unfortunately, changes in City statutes around employee health coverage limit our ability to extend coverage for families of employees hired after January 8, 2009. The District will proactively reach out to family members to make them aware of all available benefits to help them during their time of need.

5.5.3 reflects, compliant with Ed Code, that Thanksgiving, Winter Break, and Spring Break are not breaks in continuous service for employees.

5.5.4 covers workers compensation and modified/light duty. More detail on this is contained in the Return to Work Policy.

5.5.5 provides that the District will continue paying the employer portion of all benefits while you are on a job-protected leave such as CFRA, FMLA, or using your sick leave (including donated leave):

When protected and paid leaves expire, and 12 additional weeks have passed, the District will cease paying these employer contributions.

CBA 5.5.5

5.5.6 allows for “blending” of disability payments and sick leave to retain 100% of your salary while you are on state disability leave.

The Employee Assistance Program in CBA 5.6 can provide a variety of confidential advice and assistance on financial, mental health, and addiction issues. EAP will also provide grief counselors to worksites in the event of the death of a coworker or other similar situation.

30. October 2018 · Comments Off on CBA 5.2 – 5.4 · Categories: Civil Service, Union Perks, Your Contract

What’s In Your Contract?

Articles 5.2, 5.3, and 5.4 – Retirement, Health, and Dental

Unlike every other school district in California, classified staff in SFUSD are not part of the CalPERS system. We participate with other civil service workers in the San Francisco Employee Retirement System (SFERS). SFERS is governed by a retirement boardelected by public employees in San Francisco. The retirement board makes important decisions about how your pension dollars are invested, and how much of your paycheck is contributed to pensions.

SFERS also provides for retiree health care, which is funded by a 2-3% contribution from member paychecks in City and County departments. In SFUSD, retiree healthcare benefits are instead paid for by QTEA tax revenues and do not come directly from your check.

Civil service employees become eligible for the retirement system upon permanent appointment, or after working 1040 hours in a 12 month period. Your specific benefits vary based on your hire date, and you can get all the details of your specific benefits at www.mysfers.org

SFERS Plan III A8.603 (hired on or after 1/7/2012)

SFERS Plan II A8.600 (hired on or after 7/1/2010 and before 1/7/2012)

SFERS Plan I A8.587 (hired on or after 11/2/1976 and before 7/1/2010)

SFERS Plan A8.509 (hired before 11/2/1976)

2018 Retiree Health Benefits Guide

You are entitled to a yearly consultation on retirement benefits, and can also voluntarily contribute to a 403(b) planfor additional retirement savings. For more information regarding 403b and 457 Plans, please contact Guillermo Garcia in the Payroll Operations Department at 241-6114, EXT.3075.

Health Insurance
Health insurance for SFUSD employees is provided through the San Francisco Health Service System. The HSS boardnegotiates rates and coverage details on our behalf, and your union negotiates the employer/employee split with the district. 

2019 Health Benefits Guide
WageWorks FSA Form

Dental and Vision
In SFUSD, all members who qualify for health insurance also qualify for visionand dentalcoverage. You can additionally sign up for a Flexible Spending Accountto save money on taxes for your personal health care spending.

There is a lifetime maximum benefit of $750 for orthodontia, per covered person. Each year your dental insurance will cover $1500-$2000, depending on whether your dentist participates in the Delta Premier program. Coverage starts at 70% for the first year, and goes up 10% per year you consistently visit the dentist, to a maximum of 100% coverage.

How to Qualify for Health Coverage
The qualification is a little complex – so I’ll break it down into a few categories.

1. Regularly scheduled workers who are assigned 30 or more hours per week
If you are hired into a regularly scheduled position (your check does not say “as needed”) and work at least 30 hours per week, you will qualify for health insurance on your first day of work.

2. Regularly scheduled and as-needed workers who work at least 20 hours per week, on average
If you average at least 20 hours per week for all hours worked between July 1 and June 30 in a year, you will be eligible for health insurance starting the following January 1, and must sign up during open enrollment.

3. Permanent Exempt employees working less than 20 hours per week
The District will cover 75% of the employee-only cost for the Kaiser plan if you are PEX and work less than half time

4. PEX workers in Student Nutrition Services
The District will cover 100% of the employee-only cost for the Kaiser plan if you are an employee of Student Nutrition appointed Permanent Exempt and don’t otherwise qualify for health insurance. This provision addressed one of the long-standing inequities for SNS workers who were improperly assigned. No current members fall into this category.

Retiree Dental
If you would like to keep your SFUSD dental coverage when you retire, you are able to pay out-of-pocket to maintain it for 18 months. Generally, it’s a better idea to sign up for the retiree dental coverage instead.

29. October 2018 · Comments Off on Contract – Art. 5 (part I) · Categories: Stand Up!, Union Perks, Your Contract, Your Rights

What’s In Your Contract?

Articles 5.0 and 5.1 – Compensation and Longevity

Article 5 is where wages and benefits live in our contract, except for leaves (in articles 12 and 13).

5.0 details the negotiated raises for the current term of the contract: 5% on July 1, 2017; 4% on July 1, 2018; 3% on July 1, 2019. Together with the parcel tax salary adjustment (more on that at our chapter meeting next week), our members will see a 15.875% increase over the three years of the contract – over 16% when you consider compound interest!

5.0.1 details the lump sum payment our members received on ratification of the contract in 2017. We negotiated a fixed-dollar lump sum payment because it provides extra benefit to our lowest-paid members, where percentage salary adjustments benefit our highest-paid members the most. It’s important that we make sure everyone gets a fair shake at affording life in the Bay Area.

5.02 details some salary adjustments for classes that have no incumbents, or did not for many years – these classes had fallen behind everyone else’s schedule, so when we hired a new shade and drapery worker the starting pay was only $17/hr.

COMMITTEE ALERT! There’s a committee in that will start meeting soon to work on wages and hours for SNS workers. If you’re interesting in being involved, please contact Jesse Tangk so we can include you. We want lots of member representation on this committee.

5.1 Longevity Premium
To thank our most experienced members for sticking around, we have longevity premiums for members that have worked at least 10 or 15 years. At 10 years, it’s a 30 cent per hour premium, and at 15 years it’s 60 cents (up from a previous 40 cent premium). That works out to $24 or $48 per paycheck if you work full time.

New in this contract cycle, you don’t have to work a minimum schedule to qualify and previous city service counts for the 15 year level (it used to only count for the 10 year level).

Check your pay stub! If you have worked at least 10 years and are not currently receiving longevity pay, please let us know right away. The computer doesn’t always automatically set it up, so we need you to keep an eye out and report if you have a problem.

Next week we’ll look at 5.2 retirement, 5.3 health, and 5.4 dental (we get a lot of questions about these, so send me your questions and I’ll cover them in the explainer!)

25. October 2018 · Comments Off on CBA 4 – Translation · Categories: Your Contract, Your Rights

What’s In Your Contract? Article 4 – Translation and Distribution

“Upon ratification… the District and Union shall cause this contract to be translated into Spanish and Chinese.”

It’s important that all of our members can read and use their contract. Because so many of our members speak and read languages other than English at home, the union and the district should provide translated versions of the contract for easier understanding. As a union, we have also discussed adding a tagalog translation to the contract.

Unfortunately, because of the cost, we have not distributed a properly translated contract since 2013. This is where we need your help: I know we have many bilingual members who can assist with translation, and we can pay for your time to do so. If you are able to help and work some extra hours, please contact Jesse Tangk, Tracy Brown, or Ken Tsui.

Article 4.2 specifies that when we file grievances or lawsuits, we do so with the English-language version of the contract.

Articles 4.3 and 4.4 cover distribution of the contract. The contract is to be posted online (see draft here) and hand delivered or sent through school mail to all members. A copy of the contract is also provided to all principals, site administrators, and new hires.

We are currently waiting to resolve a couple of changes in Articles 8 and 9 based on new state laws, and the final calculation of the Prop G salary supplement, before we send the current contract to the printers.

Next week we’ll start in on Article 5 – Compensation and Benefits. It’s the biggest article of the contract, so I’ll deal with it in pieces.

24. October 2018 · Comments Off on CBA 3 – Nondiscrimination · Categories: Your Contract

What’s In Your Contract?
Article 3 – Nondiscrimination

“No employee shall be discriminated against because of… non‐merit/non‐job related factors.”

That’s the basis of the nondiscrimination language, which is supported by Board Policy 4030. Several specific categories of prohibited discrimination are listed, and protection from sexual harassment is specifically called out.

If you believe you are being mistreated on the basis of non-job-related factors, including protected category discrimination, you may report to:

  • the employee’s immediate supervisor;
  • the District’s Human Resources Department (Executive Director of Talent Management or Chief Administrative Officer);
  • the District’s Labor Relations Department (Senior Labor Relations Representative or Chief of Labor Relations);or
  • the District’s Office of Equity (Director).

In general, these reports take the form of a Uniform Complaint. A uniform complaint triggers an investigation, and the District is bound to provide a report of findings and action within 20 business days.

If the complaint is specifically about discrimination in hiring or firing, it should be instead reported to the California Department of Fair Employment and Housing and the City’s Office of Equal Employment Opportunity

You are protected by contract, policy, and law from retaliation for filing a complaint of discrimination, and the union and the District are bound to strict confidence in handling the complaint, which means no unnecessary sharing of information in the course of investigation. However, you should be aware that the investigation will include interviews with those against whom you make allegations.

If you have a fear of retaliation or an employment-related discrimination concern, please contact a steward for assistance so we can ensure all of your rights are protected.

If you have been assaulted or threatened, you have additional protections and options under contract Article 24.

23. October 2018 · Comments Off on CBA – Frontmatter · Categories: Your Contract

What’s In Your Contract?

Preamble, Article 1, Article 2

Over the next few weeks, we’ll be going through your contract to get you familiar with what’s inside. Today we start at the beginning: these first three articles lay the foundation for the agreement, but they’re a little dry. Bear with me and I promise it will get more interesting!

Keep in mind that this is a draft of the contract, and may have minor updates before it is final.

Preamble – Statement of Purpose
The preamble (formerly held in Article 2) has been updated for the new contract to reflect a broader vision of the work we do together: “This Agreement supports the efficient operations of the District and bargaining unit members’ vital contribution to fostering a successful, intersectional, equitable learning environment for the children and families of San Francisco.” It’s important to remember why we’re here, and why we invest all this effort in organizing and fighting for better working conditions – our working conditions are the students’ learning conditions.

Article 1 – Recognition
Membership matters. In article 1, we identify who SEIU 1021 will represent in the district. In the past couple of years, we have added several new classifications as the result of organizing and policy work, because when we work together we are better able to achieve our goals. Section 1.1 details the procedure for recognizing these new classifications. If there are disputes about whether a class is properly part of our unit, the CA Public Employee Relations Board (PERB) will make a ruling according to the Educational Employee Relations Act (EERA). As public employees, we are not subject to the jurisdiction of the National Labor Relations Board like workers at private companies.

Article 2 – Term of Agreement (and other matters)
Three basic contract tools exist in article 2: term, severability, and scope. 2.0 Term specifies how long this contract will last, before a new one is negotiated. Your current contract expires on June 30, 2020.

2.1 Severability accounts for the possibility that some part of this contract may become out of compliance with the law. If that happens, the rest of the contract will not be impacted.

2.2 Full Agreement represents that there are no other agreements outside of this contract that impact the rules inside of this contract. No employee handbook or private deal can overrule the terms of the contract. What you see is what you get.

Section 2.3 contains a “reopener” clause that allows us to return to the table to discuss wages whenever our members at the City get a raise that we do not get.

Next Thursday we’ll cover Article 3, Nondiscrimination, in some detail. See? It does get more interesting.

22. October 2018 · Comments Off on How Can I Get Union Help at Work? · Categories: News

From time to time, everyone has challenges at work. It’s important to know that your coworkers will stand up for you and help you solve problems to make work better for everyone. Your union leadership can provide guidance and representation, but we need everyone to pitch in!

1. Know Your Rights

Your rights as an SEIU Member and SFUSD employee are contained in your contract and various legislation. A great way to get a primer on your rights is to attend a steward training. If you have questions about your rights, ask a steward at help@seiu-sfusd.org.

2. Your Membership Matters

It’s important that as many people as possible are members of our union, so we have the strength to stand up together at work. With a strong and active membership base, we have the influence and tools to hold managers accountable and protect the workers we represent. Every person counts. You can become a member or update your membership here.