Got a stooge of a supervisor that likes to ride the guys hard or blow smoke up upper managements' stink hole? Do these individuals run the workplace like their personal fiefdom and oppress the line staff? Well, filing a grievance may be your answer to set things straight and jam up supervision/managements' out of line attitude toward the employee. Remember supervision/management will always take advantage of the situation and have a tendency to skim by under the guise of "spirit of the law" but it's the "letter of the law" that will screw them over. Be smart and utilize the letter of the law to your advantage when issuing grievances or complaints toward supervision/management.
To all members, please read and be informed about the grievance procedure in our Memorandum of Understanding (MOU), your respective department procedure, and the county's Policies, Procedures, and Guidelines (PPG). Remember the local is here to help and assist in the process and and attend the meetings with you. The grievance is your time to express or advocate for issues arising at your worksite or involving you and your management. Ultimately the individual that files the grievance owns the argument based on facts that are pertinent to the grievance. The person who wants to file the grievance is responsible in providing their representative with all documents, pertinent information, or any other evidence that can be sorted and used to put together the grievance documents. Lastly as the individual that files the grievance you have to state the resolution sought from management for whatever your issue is. Thank you for your cooperation.
To all members, please read and be informed about the grievance procedure in our Memorandum of Understanding (MOU), your respective department procedure, and the county's Policies, Procedures, and Guidelines (PPG). Remember the local is here to help and assist in the process and and attend the meetings with you. The grievance is your time to express or advocate for issues arising at your worksite or involving you and your management. Ultimately the individual that files the grievance owns the argument based on facts that are pertinent to the grievance. The person who wants to file the grievance is responsible in...
This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and backpaid from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
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This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and back paid from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and backpaied from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
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This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and backpaid from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and backpayed from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
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This date is currently promised by the CAO for our local's Memorandum Of Understanding (MOU) to be approved by the County Board of Supervisors. What this means is once our MOU gets ratified our pay raises will be paid out and backpaied from Oct 1st of 2018. Currently our "Fringe Benefit" is still being negotiated with the rest of the Coalition of County Unions and is a separate deal from Local 119's MOU.
Got a stooge of a supervisor that likes to ride the guys hard or blow smoke up upper managements' stink hole? Do these individuals run the workplace like their personal fiefdom and oppress the line staff? Well, filing a grievance may be your answer to set things straight and jam up supervision/managements' out of line attitude toward the employee. Remember supervision/management will always take advantage of the situation and have a tendency to skim by under the guise of "spirit of the law" but it's the "letter of the law" that will screw them over. Be smart and utilize the letter of the law to your advantage when issuing grievances or complaints toward supervision/management.
To all members, please read and be informed about the grievance procedure in our Memorandum of Understanding (MOU), your respective department procedure, and the county's Policies, Procedures, and Guidelines (PPG). Remember the local is here to help and assist in the process and and attend the meetings with you. The grievance is your time to express or advocate for issues arising at your worksite or involving you and your management. Ultimately the individual that files the grievance owns the argument based on facts that are pertinent to the grievance. The person who wants to file the grievance is responsible in providing their representative with all documents, pertinent information, or any other evidence that can be sorted and used to put together the grievance documents. Lastly as the individual that files the grievance you have to state the resolution sought from management for whatever your issue is. Thank you for your cooperation.
AFSCME is a democratic institution with officers elected by delegates representing AFSCME's members from across the country at the International Convention. Convention delegates are elected by every local in every corner of America.
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AFSCME is a democratic union comprised of a diverse group of people who share a common commitment to public service. For us, serving the public is not just a job, it’s a calling. An important part of our mission is to advocate for the vital services that keep our families safe and make our communities strong. We also advocate for prosperity and opportunity for all of America’s working families. We not only stand for fairness at the bargaining table — we fight for fairness in our communities and in the halls of government.
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Behavioral health professionals make up an important piece of AFSCME's strength across the country. From social workers to addiction and mental health counselors, AFSCME members work in our nation's hospitals, clinics and out-patient services. We can be found at small private practice facilities to large non-profit networks. With more than 50,000 behavioral health professionals and growing, we are coming together as a movement, lifting our voices and the voices of our clients to drive meaningful change.
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Behavioral health professionals make up an important piece of AFSCME’s strength across the country. From social workers to addiction and mental health counselors, AFSCME members work in our nation’s hospitals, clinics and out-patient services. We can be found at small private practice facilities to large non-profit networks. With more than 50,000 behavioral health professionals and growing, we are coming...
DEADLINE EXTENDED TO FEB 28: NHSC Loan Repayment Program
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DEADLINE EXTENDED TO FEB. 28: NHSC Loan Repayment Program
Changes to Body
Behavioral health professionals who are battling our country's opioid and substance abuse crisis too often are doing so while facing a mountain of student loan debt. But there is a new program that can help!
Behavioral health professionals who are battling our country's opioid and substance abuse crisis too often are doing so while facing a mountain of student loan debt. But there is a new program that can help!
United We Heal wants you to be aware of the Substance Use Disorder Workforce Loan Repayment Program [1] (SUD Workforce LRP). It offers student loan repayment awards of up to $75,000 to in exchange for three years of service at an NHSC approved site providing SUD services. These sites are located around the country so you may already be serving in one!
United We Heal wants you to be aware of the Substance Use Disorder Workforce Loan Repayment Program [1] (SUD Workforce LRP). It offers student loan repayment awards of up to $75,000 to in exchange for three years of service at an NHSC approved site providing SUD services. These sites are located around the country so you may already be serving in one!
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The deadline to apply is February 21, but since the application takes time we want you to get started ASAP [2]! We continue to make progress on fully funding the SUPPORT Act to support more behavioral health professionals, but please check to see if you qualify for this program [3] as well.
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The deadline to apply has been extended to February 28, but since the application takes time we want you to get started...
Superior Ambulance is the first private sector employer organized by AFSCME Council 18. The organizing effort, elections, and contract negotiations were governed by the National Labor Relations Act.
Superior Ambulance is the first private sector employer organized by AFSCME Council 18. The organizing effort, elections, and contract negotiations were governed by the National Labor Relations Act.
Highlights of the contract include better pay, shift differentials, a solid grievance and disciplinary process which includes arbitration, and health, vision, and dental insurances.
Highlights of the contract include better pay, shift differentials, a solid grievance and disciplinary process which includes arbitration, and health, vision, and dental insurances.
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The members of AFSCME Local 1272 ratified the contract on December 2, 2016
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The members of AFSCME Local 360 ratified the contract on December 2, 2016
Superior Ambulance is the first private sector employer organized by AFSCME Council 18. The organizing effort, elections, and contract negotiations were governed by the National Labor Relations Act.
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Highlights of the contract include better pay, shift differentials, a solid grievance and disciplinary process which includes arbitration, and health, vision, and dental insurances.
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The members of AFSCME Local 1272 ratified the contract on December 2, 2016
