Congratulations to our Stewards and Advocacy Center Team for your hard work in fighting for our rights!
County of San Diego
– Proposed order of suspensions for two PSW’s removed entirely by a steward at the Skelly hearing.
– Arbitration won regarding Union representation at PIP meetings and the grievant’s Letter of Warning was ordered removed from all files.
– Two day suspension reduced to a Letter of Warning at Polinsky Children’s Center.
– Two Letters of Warning reduced to confirmations of conferences at Polinsky.
– Letter of Reprimand wording reduced by half at the Southeast Family Resource Center.
– Educational release time granted after the Union asserted that HHSA’s form was inconsistent with departmental policy and the Memorandum of Agreement (MOA).
– Five day suspension reduced to four days in Aging & Independent Services.
– Employees will continue to earn the medical/detention premium for all employees currently receiving it after management threatened to take it away.
– PAFI’s discipline and performance evaluation stricken when the Union threatened suit for violation of Peace Officer Bill of Rights. Plus, mandatory POBR training for the department as part of a settlement with the Union.
SEIU Local 221 Advocacy Center staff WON the Arbitration against the County of San Diego over the issue of Union representation at PIP meetings. The Arbitrator found that the County violated the MOA when it denied representation at a member’s PIP meeting, the Arbitrator ordered the County to remove all discipline from the member’s file and ordered that representation be allowed in all employee PIP meetings when the employee believes that discipline may result.
Read the full text of the decision here.
Sometimes we forget to thank our expert Advocacy Team for their tireless work. They train Stewards, and handle all employee grievance and discipline issues with skill and finesse! SEIU Local 221 celebrates their spring 2013 victories and congratulates all those members involved on a job well done!
Here’s a look at some of the Advocacy Center’s 2013 Victories:
NHA (private sector)
Performance Improvement Plan for absenteeism removed in its entirety when the union asserted the employee was protected under the Family Medical Leave Act for caring for a sick relative.
Disciplinary suspension language changed to reflect employee’s version of events
- Won grievance against a sick leave verification requirement when the union asserted the employee was protected under the Family Medical Leave Act
- Letter of Warning language changed to reflect employee’s version of events
- Letter of Warning language changed to reflect that partial absences were protected under the Family Medical Leave Act
- Won grievance at the supervisory level asserting that management denied the employee’s right to union representation at a meeting believed to result in discipline
- Employee granted bereavement leave for the passing of her uncle, by asserting that he qualified as a close relative under the meaning of the contract language
- Agriculture Weights and Measures
- Settlement agreement to reduce and redact a suspension
- Settlement of a reclassification request before the Civil Service Commission where the union asserted that an employee’s time spent as a student worker should count as experience for a higher position
Department of Environmental Health
- Suspension reduced to a Letter of Reprimand at the Skelly hearing
- Employee with a workers’ comp injury prevented from having to transfer to a work location further than reasonably required by her doctor’s restriction
- Suspension reduced to a Letter of Reprimand
MAAC (private sector)
- Settlement agreement to change a termination to voluntary resignation to preserve future employment opportunities
- Settlement agreement to remove a Letter of Warning from an employee’s file earlier than previously required
Do you want to get involved with advocacy? Become a steward? Or find out more about rights and representation?
Visit our Stewards webpage and sign up for a Steward Training today!
Sometimes we forget to thank our expert Advocacy Team for their tireless work. These two employees train Stewards, and handle all employee grievance and discipline issues with skill and finesse! SEIU Local 221 celebrates their fall 2012 victories and congratulates all those involved on a job well done!
Local 221 Advocacy Center Fall 2012 accomplishments:
- The Agency released a Human Services Specialist (HSS) on probation for taking too much sick leave. After meeting with HR and determining that the Agency violated her Family Medical Leave (FML) rights, the employee was fully reinstated.
- Reduced a termination to a suspension at the Skelly hearing after SEIU argued that the employee’s outstanding work record should mitigate the discipline.
- Letter of Warning for excessive absenteeism reworded to exclude dates taken in conjunction with FML and workers’ comp.
- Performance Evaluation Appeal: Overall rating changed to “standard” and commentary changed.
- Letter of Reprimand reduced to a letter of warning with language changes in the pre-arbitration stage.
- Settlement in termination case whereby member receives unemployment and a cash settlement of $4,000.
COUNTY PUBLIC WORKS
- One-day suspension reduced to a Letter of Reprimand at the Skelly hearing. The Letter of Reprimand was subsequently removed in its entirety through the grievance procedure.
COUNTY ANIMAL CONTROL
- Four-day suspension reduced to a two-day at the Skelly hearing.
COUNTY PUBLIC DEFENDER
- Performance Evaluation Appeal: Overall changed to “standard” and all requested individual ratings and commentary changed.
COUNTY PURCHASING AND CONTRACTING
- Letter of Warning removed in its entirety through the grievance procedure.
EPISCOPAL COMMUNITY SERVICES (ECS)
- Written warning removed in its entirety through the grievance procedure.
MAXIMIZING ACCESS TO ADVANCE OUR COMMUNITIES (MAAC)
- Negotiated a reasonable accommodation of a modified schedule for an employee with serious medical restrictions.
EMPLOYER AND MEMBER CONFIDENTIAL (settlement agreements with confidentiality clauses)
- Two terminated employees withdrew request for binding arbitration in exchange for a total of $10,000, an agreement not to contest unemployment and two letters of recommendation.
- Demotion reversed by settlement in the pre-arbitration stage of the grievance procedure.
- 10-day suspension reduced to 5-days and letter of warning reduced to verbal warning (upon satisfactory completion of a performance improvement plan) through the grievance mediation process.
- Settlement in termination case whereby member receives unemployment and a cash settlement of $5,000.