Looking for a position that requires the skills of an advocate, educator, and organizer?
Applicants for a union steward position should send: (1) a cover letter; (2) a résumé; and (3) the names of two A&R members in the applicant’s agency who will serve as character references.
Please send your application either by email to plamb@andr.org or by mail, attention Patrick Lamb, Chief Steward at A&R, 805 Brook Street, Rocky Hill, CT 06067.
In a surprise move at the Legislature this weekend, several Democrats, both in the House and the Senate, sided with Republicans, voting in favor of a Republican budget proposal (HB 7501). The controversial bill awaits review by Governor Malloy, who has signaled his intentions to veto the legislation.
The bill contains several agency budget cuts and consolidations, which comes as no surprise as the legislature needs to address a $3.5 billion dollar deficit. However, in addition to the funding cuts, the bill incorporates language which is hostile to collective bargaining for state employees. If not vetoed by the Governor, the bill will become law. Changes that negatively impact state employees and our collective bargaining process include:
Most of the changes above also included a provision requiring a 2/3 vote in both chambers to amend or repeal...this clearly can't withstand a legal challenge.
Despite the good will and cooperation we showed and the tremendous savings we granted the legislature through our own monetary sacrifice, there remains no respect and no gratitude from certain corners of the legislature...they have a mission and we are their target. Although this budget will most likely be vetoed by Governor Malloy, it is likely that some toxic pieces of the above provisions will continue to be advocated from the well of the legislature as the next budget is brought forth.
We need to remain vigilant. We have a contract and we are going to enforce it through 2027.
There will be more to come as the budget debate stirs up again.
-9/18/17
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Click here to read why a majority of CCV faculty have committed to voting YES for the right to negotiate for salaries and job security!
Please click here to download the current RVCCSSF Constitution.
While every grievance begins as a complaint, all complaints do not become grievances. In order to know what complaints can be processed as grievances, you will need to refer to the Collective Bargaining Agreement between Sussex County Community College and the Sussex County Community College Professional Staff Federation. (You can access the Agreement on this site under “Resources”.)
As you will see in Article 13 of the contract, a grievance can arise from a violation, misinterpretation, or misapplication of the Agreement or a violation of College policy affecting the terms and conditions of employment.
The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes. Inherent in the grievance process is the remedy sought which must be identified in order to make the grievant whole. In selecting an appropriate remedy, it is important to keep in mind that the purpose of the remedy is restoration not retribution. The remedy should be consistent with the collective bargaining agreement in order to protect the integrity of the contract.
If you feel that the conditions for a grievance have been met, please do the following:
1. Carefully document all facts including dates and times pertaining to the grievance.
2. Contact Jan Jones.
Remember that there is a big difference between a gripe and a grievance. A grievance is a formal challenge to the employer that the contract or College policy has not been followed.
Fortunately, most problems can be settled informally without filing paperwork. But it is imperative that you contact your local leadership as soon as possible when you have reason to believe you have a grievance. There are strict timelines for the filing process (which you will also find under the grievance article in the contract), and they start the minute the violation takes place.
A&R met with OLR and DRS on Friday 9/8/17 to discuss the impact of the recently released fingerprinting/background check policy. There will be a follow-up meeting, but this is where we are as of now:
The Essex County College Adjunct Faculty Federation wants to inform you of the newest benefits offered by the American Federation of Teachers (AFT).
One of the benefits is Accidental Death and Dismemberment (AD&D) Insurance.
In the event of accidental death or dismemberment, the AFT will pay $5,000.00 to your designated beneficiary. If the accident occurs on campus, the benefit doubles to $10,000.00. There is NO additional cost to the member. The only requirement is the completion and submission of the Designation of Beneficiary Form.
Another AFT benefit is Child Identification Kits. If a child up to 18 years of age is abducted or lost, the ID Kits will provide authorities with the child’s identifying characteristics for his/her recovery. You can obtain the Kits at no cost.
If you are interested in either or both of these benefits, please contact John Smith or me. We are both in Social Sciences and we have mailboxes there. If you prefer to call or email us, our contact information is as follows:
Lynne P. Cummins, (973)856-0767, lynnepcummins@aol.com
John L Smith (973)856-1133, jlsmith119@yahoo.com
Just a note about negotiations. We are still in the thick of it. Hopefully, we will come to some reasonable resolution soon.
In unity,
Lynne Peterson Cummins
President
Essex County College Chapter 6370
United Adjunct Faculty NJ, Local 2222
