1. BR 101: Roles and Responsibilities
Peggy Gladden & Adia Hoag
BTU Field Representatives

2. The Core Responsibilities
The Work Site Leader
The Communicator
The Problem Solver
The Union Builder

3. The Worksite Leader Is a visible representative of the union
Holds worksite meetings
Gets union members to serve on committees
Welcomes new employees
Discusses important issues
Represents the school at building representative meetings

4. The Communicator Distributes newsletters and flyers
Maintains a bulletin board
Collects literature & bulletins from opposition
Activates a building telephone tree or list
Conducts surveys
Informs faculty of policy decisions
Reports back information to members

5. The Problem Solver Handles lower level informal grievances
Maintains contact with BTU staff regarding concerns
Indentifies worksite problems
Involves members in professional issues

6. The Union Builder Recruits members Develops a Union Chapter Committee
Organizes social events
Recruits volunteers for political campaigns
Secures support for legislative activities
Develops a Union Chapter Committee

7. What is a Grievance?
Article IV 4.2 Definition A grievance is a violation, misapplication or misinterpretation of any provision of this agreement or of a policy of the Board of School Commissioners which affects the terms and conditions of employment.

8. The Grievance Process Step 1: School Site or Office
Step 2: Appropriate Executive Director or Designee
Step 3: CEO or Designee
Step 4: Board of School Commissioners
Step 5: Arbitration

9. Step 1 School or Office
An employee shall present his complaint orally to the appropriate administrator, within ten (10) school days after knowledge by the employee of the facts giving rise to the act or condition which is the basis of the complaint. The employee, or his representative, and the administrator shall confer with the view of arriving at a mutually satisfactory resolution. All matters, whether or not they meet the definition of a grievance as defined in Section 4.2, may be discussed at this stage. The administrator shall render a written decision which shall be communicated to the employee or Union representative within five (5) school days of the conference. Only grievances as defined in Section 4.2 may be pursued to Step 2.

10. Step 2: Executive Director
If the dispute is not resolved at Step 1, the grievant may appeal by forwarding in writing to the Executive Director of Elementary/Middle or Secondary School, as appropriate, or next appropriate supervisor, in writing within five (5) school days after he has received the Step 1 decision. The Step 2 administrator shall schedule a meeting with the parties concerned within seven (7) school days of the receipt of the appeal at which time the aggrieved employee shall be afforded an opportunity to be heard. The Step 2 administrator shall issue a written decision within five (5) school days after the meeting.

11. Step 3: CEO
The Step 2 decision may be appealed in writing to the CEO within five (5) school days after the Step 2 decision has been received. The CEO, or his designated representative shall meet with the aggrieved employee within ten (10) school days of the appeal. The aggrieved employee will receive at least two (2) school days notice of the meeting and shall be afforded an opportunity to be heard. The CEO, or his designated representative, shall communicate his written decision to the aggrieved employee not later than ten (10) school days after the meeting.

12. Step 4: Board of School Commissioners
The Step 3 decision may be appealed in writing to the Board within five (5) school days after the Step 3 decision has been received. The Board, sitting as a whole, by committee, or by designee, shall hear the grievance within fifteen (15) school days following receipt of the appeal and shall render its decision not later than ten (10) school days following said hearing. The Board, at its option, may waive Step 4, in which case the Union may press the matter to arbitration.

13. Step 5: Arbitration
Within ten (10) days following receipt of the Step 4 decision, the union may move any unresolved grievance to arbitration by notifying the Board in writing of its intention to do so. Thereafter either party may request the Federal Mediation and Conciliation Service to provide a list of seven (7) arbitrators who each are members of the National Academy of Arbitrators, FMCS Maryland Sub-Regional or Regional Area. An arbitrator shall be chosen by alternately striking names from the list, with the last name remaining being the arbitrator chosen. The decision of the arbitrator shall be final and binding on all parties to the arbitration.
The arbitrator shall be without power to add to, subtract from, change or alter any provision of the Agreement, Board Policy or of applicable State or local law. The Arbitrator shall confine himself to the precise issue submitted for arbitration and shall have no authority to determine any other issues nor shall he submit observations or declarations of opinion which are not essential in reaching the determination.
The arbitrator shall not hear or decide more than one (1) grievance unless mutually agreed otherwise.
The cost for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the Board and the Union.

14. Networking In School Network Ideas Phone Tree
Assign several names to each of your most reliable people
Divide the faculty by prep periods, floors, wings, etc
Use this system to send out reminders out about meetings, voting, and passing on important information
Phone Tree
Messages arrive faster when no one person has to make more than 3 to 5 calls
Use reliable staff members who can report back results
A good phone tree works in both directions

15. School Meetings Keep them relevant, purposeful and worthwhile
Make sure they reflect the opinions of the members
Give advanced notice
The meeting should be held at a regular and convenient time
Provide an agenda and key items to be considered
Include a social dimension (like coffee or a light snack)
Allow questions and if you don’t know, say so, and get back to your members with answers
Promote a discussion, adds stimulation and is vital to decision making
After the meeting follow up with non-union members present and make sure they are asked to join
Ask for suggestions from new members and others on topics for the next meeting
Help members relax by providing a relaxed and congenial atmosphere
Make the meeting short and make sure it ends on time

16. Union Chapter Committees
The UCC and the principal are to meet once a month, as stipulated in the contract
Meetings help formulate school policy and contribute to the prevention of grievances
This is a valuable tool in getting teachers and PSRPs voices heard on school matters
Awkwardness can be dissipated if meetings are conducted properly; the intention is that the UCC and the principal sit down as equals to discuss school issues
The UCC should have an agenda prepared and a strategy before you meet with your principal; decide to start with easier items first or difficult items first
Establish and maintain a good rapport
Propose and discuss solutions that are practical
With time your principal will be convinced that your cooperation in solving problems at the school level will be an asset
Inform staff members of the results of each meeting. THIS IS IMPORTANT!
Do not give up!

17. Bulletin Boards For BTU information and important announcements
Keep your bulletin board attractive and up-to-date
Old poster and messages should be removed promptly
All material should be kept fresh
A quick glance by a colleague will show them that BTU is fighting for them!

18. Recruiting Form a leadership team Target non-members
BTU
Membership Drive
Form a leadership team
Target non-members
Contact non-members
Follow-up

19. Forming a Leadership Team
The Building Rep can’t do everything. The activism of all union members is essential. Volunteers are needed.
Membership recruitment is an on-going process.
The regularity of membership recruitment meetings determines to a large degree the success of membership recruitment.

20. Swift and prompt handling of grievances builds membership.
Reaching Out to Non-members
Swift and prompt handling of grievances builds membership.
You may wish to invite a BTU staff person to talk with your total staff or individual non-members
The Buddy System: a BTU member is assigned to welcome each new member and inform new members about the benefits of joining the BTU
BRs should keep a supply of Membership Cards on hand
Mass Action Approach: BR must actively seek the participation of every person at school
If you don’t ask, they won’t join!

21. Follow Up
Don’t believe them when they say no; today’s “NO” could be tomorrow’s active member
People will often say no because its easy or because they don’t know much about the union
Getting people to join is an educational process
Keep going back
Convince them they have a contribution to make and that you really want them with you

22. Lay the Groundwork In school Contact Network Phone Tree Have Meetings
Involve People
Establish Important Relationships
Attend Every Building Representative Meeting
Encourage Attendance at Every Membership Meeting

23. Remember, even though the BTU has one of the toughest contracts in the country, no contract is worth the paper it’s printed on unless it’s enforced.