02. August 2015 · Comments Off on Learn about FMLA and Job-Protected Leaves · Categories: Special Events, Your Rights · Tags:

Thurs., Aug 20/ 5:30-8pm

350 Rhode Island, Rm A, San Francisco, CA
RSVP is required for this training, as it always fills up – call 877-OUR-1021 to register or click here.

Learn about FMLA, CFRA, pregnancy and paid family leave as well as reasonable accommodation of a disability. Any member with injuries or health concerns should consider attending as well as those who help to enforce co-workers rights.

Connect with your union, become an active leader and learn how to win! Our summer classes are open to all Local 1021 members July-September, 2015. If you are NOT yet a member and would like to attend a training, please sign a membership form obtainable from your field rep or by calling our Member Resource Center.

Learn about more trainings on the SEIU 1021 training page!

Last night, steward Josh Davidson delivered these remarks to the school board. Stand with us as we fight for justice for these workers, who have been denied for decades. We are visiting worksites all month, and our next chapter meeting is April 16. Call us or email us to share your stories of working in student nutrition or another exempt position.

Our cafeteria workers come from a range of national and cultural backgrounds and reflect the diversity of our broader community. They provide front-line service to students every day, and prepare 30% of the meals eaten by SFUSD students even though you long ago eliminated the cooking classifications. They do this on a typical schedule of 3.5 hours per day, often as a split shift. Many of these workers have been serving our students for over a decade without benefits, sick days, or due process rights, some for more than 20 years.

Last August, we mutually signed off on a transparent, collaborative process to navigate civil service for these members. At our last meeting, after months of delay, it became clear that this process has fallen apart at the doors of City HR.

Under the new proposal, my friends in student nutrition would have to pass a lengthy written exam, possibly offered only in English, with no credit awarded for their years of service to our students. If we move forward with this process, dozens of veteran workers could be replaced by people from outside the district. They could be replaced by people who are good at taking a written test in English, but who lack the experience of our long-term staff and who don’t reflect the diversity of San Francisco.

These workers aren’t asking for an easier job, or the wages enjoyed by other exempt employees like lawyers and consultants. They’re asking for simple fairness – please, stand with us and recognize their years of dedicated service to the children of San Francisco. Help these workers get the permanent status they deserve as they perform important, ongoing work for our district.


YPre-Designation Formou 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 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.

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.

Weingarten Rights

In 1975 the United States Supreme Court, in the case of NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.During an investigatory interview, the Supreme Court ruled that the following rules apply:

Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.

Rule 2: After the employee makes the request, the employer must choose from among three options:

  • Grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
  • Deny the request and end the interview immediately; or
  • Give the employee a clear choice between having the interview without representation, or ending the interview. You should always choose to end the interview if offered this choice.

Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.


If you are called for an interview which may result in discipline:
1. Speak up clearly. “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. Until my representative arrives, I choose not to participate in this discussion.”

  1. Call the union immediately and inform them of the situation.

Your 2013-2016 Contract has been finalized, and we’re signing it on Monday, November 18. Here’s a brief look at what’s new — we’ll add detailed language for each of these provisions soon.

We have a contract!

Your bargaining team on the final night of bargaining the 2013-2016 contract. At left, Carmelo Sgarloto for the School District.

  • A 2% raise for all members starting July 1 2013
  • A 0.5% raise for all members starting January 1 2014
  • The District will increase its share of health insurance premiums
  • Four floating holidays even in years when Lunar New Year falls on a weekend.
  • 40¢ per hour longevity premium for workers with more than 15 years in the District
  • $10/day Lead Worker Pay
  • An expanded uniform program
  • Grandchildren added to “immediate family” for bereavement leave
  • Expanded language on several important issues:
  1. Workplace safety
  2. Emergency preparedness training
  3. Discrimination and harassment
  4. Professional development
  • A new payment process for employees not enrolled in direct deposit
  • The District will make its best effort to provide 45 days notice of layoffs, and commits to delivering layoff notices in a courteous and professional manner
  • Employees laid off immediately before a holiday will be paid for the holiday