SETTLEMENT AGREEMENTS
AGREEMENT ON AUTHORIZATION OF WORKSITE REPS AND MULTIPLE REPS GRIEVANCES
The authorization of worksite reps will continue to be provided annually on October 15th, and changes are needed continuously and are available for viewing by any employee in LaunchPad. Changes to the representative lists are submitted by the PWEA Office to the Chief Human Resources Officer or their designee.
The Multiple Reps Grievance has been settled with agreement that 1 Authorized Representative will have the authority to meet monthly with the building principal or direct supervisor; request information about curriculum, building staff, and maintenance; discuss site-based issues that may be grievable. The authorized representative can designate an alternate in writing in the event they are unable to carry out the duties. If able the authorized representative should outline the time and duties the alternate is fulfilling.
In addition to authorized representatives the agreement provides for an Authorized Discipline Meeting Designee of no more than 5 per worksite who can serve members who reasonably expect a meeting to lead to disciplinary action. These 5 designees are independent of any appointed or elected worksite reps identified by Prince William Education Association. PWCS continues to have no authority over the internal governance of our organization.
This settlement was agreed to with the assistance of Linda Cook, Trustee; Bridget Seery, UniServ Director; Don Cash, UniServ Director; Moriah Allen, VEA Legal; Amy Smith, PWCS Attorney; and Bondy Shay Gibson-Learn, PWCS Labor Relations.
AGREEMENT ON CLARIFICATION OF BARGAINING OVERSITE
PWEA and PWCS have agreed to clarify track assistant coach positions to add an Indoor Assistant Coach in place of an Outdoor Assistant Coach to address safety concerns. This issue was brought to our attention by a member of PWEA.
AGREEMENT ON SALARY UPGRADE GRIEVANCE
This past fall, grievances were filed on behalf of four bargaining unit members regarding denial of salary adjustment. When filing grievances, we often use the phrase “and anyone similarly situated” to ensure any remedy is applied to all impacted bargaining unit employees, even if they have not reached out to the union. We are duty bound to enforce our CBA on behalf of all, member and non-member alike, and we take that duty seriously.
The substance of the grievance was regarding Article VIII, Section 8.8 application for salary upgrade that was denied by PWCS. PWCS denied the grievance and PWEA applied for legal assistance with VEA’s Legal Department to file for arbitration. Just prior to the scheduled arbitration, we entered into settlement conversations with PWCS and were able to reach favorable settlement terms.
The settlement provided all bargaining unit members with the salary upgrade that was previously denied. The parties agreed that the salary upgrades remain governed by the CBA, not by any pre-existing School Board regulation, and that “undergraduate or graduate hours” has the same meaning in our CBA as it does in federal law, 34 CFR Sections 600.2 and 668.8. In addition, it was agreed that a pre-approval process would be put in place to ensure approved coursework is not later denied for a salary upgrade and that any rejection of coursework for upgrade purposes is explained in writing so the parties can engage in dialogue or grievance before expenses have been incurred. The parties agreed that any changes to this CBA article will come about after good faith negotiations at the bargaining table.
This settlement was agreed to with the assistance of Linda Cook, Trustee; Bridget Seery, UniServ Director; Don Cash, UniServ Director; Moriah Allen, VEA Legal; Amy Smith, PWCS Attorney; and Bondy Shay Gibson-Learn, PWCS Labor Relations.