Article 5
It has come to my attention that the word “grievance” strikes terror in the majority of us. I would like to try to tranquilize some of that terror so that the grievance procedure becomes an instrument of problem solving and empowerment; not something to avoid at all costs…even to the detriment of our own well-being and professional performance.
A grievance is an excellent way for problem solving to occur in a controlled, professional manner with the support of the people we trust helping us. It provides a vehicle for conversations to occur in a safe and trusting environment where honesty and openness is encouraged for both parties. It provides a means of providing language which sets limits around that which can be asked of a teacher so that the integrity of the profession and the teacher’s own personal boundaries can be honored.
Most of the time it is not easy for us to escape the inadequacies of poor or improper use of power by supervisors, parents, or even other colleagues. We too often get into the game of second guessing or self blame. Again, that is when the grievance procedure comes into play. It helps us remember that we are indeed professionals and have rights that must be recognized and honored and that SVVEA is there right behind us to ensure those rights will be upheld.
Let’s look at the language in the Master Agreement.
ARTICLE 5 - GRIEVANCE PROCEDURE
5.1 Definitions
5.1.1 A grievance is a dispute, disagreement or controversy concerning the interpretation or application of this Agreement. In addition, any personnel policy adopted by the Board of Education directly applicable to teachers which is not covered in this Agreement shall be grievable; provided, however, that the term grievance shall not apply to any matter for which the method of review or action is prescribed by law or the board is without authority to act.
Some of us have been fortunate to work in situations where a dispute, disagreement or controversy has not happened. However, there are also some of us have either been personally involved with an issue, or have had a friend or colleague involved in a situation in which a grievance would have been a purposeful means to mediate a dispute and stop damaging behavior.
The definition above talks about “…the interpretation or application of this Agreement. In addition, any personnel policy adopted by the Board of Education directly applicable to teachers which is not covered in this Agreement…”
There are many kinds of disputes which could fall under this definition including being verbally reprimanded in the presence of others, inequitable application of district or building rules and regulations; total disregard for the language in the Master Agreement; harassment; controversial materials; parent disputes or being called into a meeting and being harassed by one or more administrators.
As we continue to look at this Article, please keep in mind that the Grievance Procedure is about making your work environment safe, trusting, and healthy. We know that anything less comes at a price and it can become a silent epidemic which can in the end harm our building, ourselves, and our students. More later. If you have questions or concerns, please talk with your building AR, or call us directly. We can discuss it and see what steps need to be taken.