Contract – Art. 5 (part I)

29. October 2018 · Comments Off · 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 5.0.2.4 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!)

CBA 4 – Translation

25. October 2018 · Comments Off · 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.

Register and Vote!

20. October 2018 · Comments Off · Categories: Vote!, Your Rights

Our Endorsements

November 22 is the last day to register! If you are not registered yet, you can register online today

Why wait? There are lots of ways to vote early!

Take Your Breaks!

24. August 2018 · Comments Off · Categories: Civil Service, Your Rights

Now that everyone is back to school, it’s time for the annual reminder that you should never give up your lunch or break. Taking time to rest and care for yourself is an important part of staying healthy.

For every four hours you work, you are entitled to a 15 minute paid rest break. Interruptions cost the employer 15 minutes, so if your rest break is interrupted by a supervisor directing you to perform work the timer starts over.

For shifts 6 hours or longer, you are entitled to a 30 minute or 1 hour duty-free lunch. Unless your supervisor presents an actual business need for your lunch to be a specific length, it is up to your discretion to schedule it.

Interruptions to lunch that cause you to perform work cost the employer no less than 15 minutes.

You may not schedule your lunch at the very beginning or end of your shift, causing you to arrive late or leave early. You may leave campus during your unpaid, duty-free lunch period: the employer is not allowed to control your location during lunch. If the employer controls your location for any reason, you are not at lunch and must be paid for your time.

References:

Your SEIU Contract – Article 5.9, duty free lunch
SFUSD Rest and Lunch Policy
California Department of Labor – IWC Order 4
California Department of Labor – Meal Periods Advice

Sick Leave Donations – What You Need to Know

11. May 2018 · Comments Off · Categories: Stand Up!, Your Contract, Your Rights

In the 2016-2017 Contract, SEIU added language to support donation of sick leave to your coworkers. Unlike some other units, we don’t have a limited “open enrollment” period or a “bank” to manage, instead we collect donations for each individual who needs leave.

How to Donate
First, let us know you have leave available that you’re willing to donate.

If you already know whom you want to donate to, you can download the donation form here and turn it in to any steward.

Otherwise, we’ll keep you informed when members need donations, and ask you to fill out a donation form for each member in need.

One of our stewards will collect the forms for each member in need and deliver them to Labor Relations.

Donations will be used in a cycle, 2 hours at a time. Any unused leave will be returned after the member’s needs have been met.

How to Request a Donation
Just let any steward know you need help. Gesner Nazaire at Cesar Chavez is your steward in charge of catastrophic leave.

You must meet the eligibility requirements:

Unable to work because of your (or an immediate family member’s) illness or injury for at least 30 days
All of your sick leave will be used up
You have documentation of your medical need*
You are eligible for accrued sick leave

We respect your privacy: you do not need to tell us, or HR, the specific nature of your medical condition. We only need “a statement signed by a doctor, dentist, podiatrist, licensed clinical psychologist or Christian Science practitioner with information sufficient to certify your illness”

Read all the details in your contract

Take a look – it’s in a book

26. July 2017 · Comments Off · Categories: Your Contract, Your Rights

There’s lots of important info in your contract to help you be happy and productive at work. Read all about it

Towards a Community Hiring Plan

20. March 2017 · Comments Off · Categories: News, Your Rights

Outside of bargaining, we’re working with the District, the Families Union, UESF, Close the Gap, and Jobs with Justice on a community hiring plan that will improve outreach to underserved communities. SEIU is taking a leading role in developing this plan, and we really want broad member participation in putting together this plan and the materials and outreach around it. Please get in touch with Josh if you’re interested!

Designate your doctor for workplace injuries

26. February 2014 · Write a comment · Categories: Your Contract, Your Rights

You have the right to see your own doctor when you are injured at work. In order to do so, just fill out this form and submit it to the District Office of Workers Compensation. Call them at 241-6308 with questions, or ask a steward for help.

Pre-Designation Form

Workplace Safety

14. November 2013 · Write a comment · Categories: Your Contract, Your Rights

Workplace hazard? Call the safety inspector.

You have the right to request a safety inspection if you are asked to work in an unsafe environment or do something that may endanger you “beyond the normal hazards of your job.”

The only way to stay safe is to be proactive. Report all safety hazards to the district safety officer, Walter Patrick, at 415-730-4021 or call your union.

29.5 The District acknowledges its responsibility to provide a safe and healthful work environment for District employees. The District agrees to investigate and give consideration to departmental recommendations to improve the working environment for represented employees. The District agrees to maintain safety standards for represented employees as required by the pertinent provisions of Cal-OSHA.

29.5.1 If bargaining unit member has a good faith belief that a project to which he/she has been assigned presents health and/or safety risks beyond those normally associated with his/ her classification, said unit member may request a review of the project or assigned work by the District Safety Officer or his designee. Such request shall not be unreasonably denied.

29.5.3 Material Safety Data sheets shall be available for inspection by employees or their Union Representative.

Emergency Preparedness

14. November 2013 · Write a comment · Categories: Your Contract, Your Rights

New in your 2013-2016 contract, section 29.3 provides for emergency preparedness training:

29.3 An employee who is assigned to be a member of the Emergency Response Team in accordance with the District or Site Emergency Preparedness Plan(s) shall receive a copy of the Plan(s) to review his/her assigned duties. Such employees shall receive training on implementation of the Plan(s) within 30 days of the start of the school semester and updated as needed.

Be sure to ask your principal or site supervisor about your site’s emergency plan. If you do not receive plan updates and training within 60 days of the start of the semester, call your union representative at to report.

All City and County employees are designated by both State and City law

as Disaster Service Workers. In the event of a declaration of emergency,

all public employees are obligated to serve as Disaster Service Workers

and may be assigned to perform activities which promote the protection

of public health and safety or the preservation of lives and property.