Welcome to the website for the Canandaigua Teachers' Association.  We hope you find the content helpful to your professional and personal needs.

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 definition of a grievance in the collective bargaining agreement between the Federation of NJARC Staff and the Arc of Monmouth.  As you will see in “Article 9” of the contract, a grievance can arise from an alleged misinterpretation, misapplication or violation of the Agreement.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure 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 Jessie Merritt at The Work Opportunity Center (WOC)

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 has been violated.

Fortunately, most problems can be settled informally without filing paperwork.  But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance.  There are strict timelines for the filing process, and they start the minute the violation takes place.

While every grievance begins as a complaint, all complaints do not become grievances. In order to knowwhat complaints can be processed as grievances, you will need to refer to the definition of a grievance in the collective bargaining agreement between Passaic County Community College chapter of the United Adjunct Faculty of New Jersey and Passaic County Community College. As you will see in Article XVII of the contract, a grievance can arise from a violation, misinterpretation or improper application of the terms of the Agreement.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure 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 Cindy Simon at n2slf@aol.com for assistance.

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 has been violated.

Fortunately, most problems can be settled informally without filing paperwork. But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance. There are strict timelines for the filing process, and they start the minute the violation takes place.

Because of the strength of the members in our Union, Education Austin has been able to win many improvements for AISD employees. Click here to view some of the things we have won for Classified Employees:

Because of the strength of the members in our Union, Education Austin has been able to win many improvements for AISD employees. Click here to view a list of a few of our certified employee victories.

the ATA's new web site will hopefully be a useful resource for the CBA community to keep track of all of the things our union is doing,  as well as provide helpful links for its members. (click for more)

Chair/ Pres - James G. Baccaro  jbaccaro@optonline.net
Vice Pres - Thomas E. Miller
Secretary - Melissa M. Martirano

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 definition of a grievance in the collective bargaining agreement between County College of Morris chapter of the United Adjunct Faculty of New Jersey and the County College of Morris.  As you will see in “Article IV” of the contract, a grievance can arise from an alleged misinterpretation, misapplication or violation of the express terms of the Agreement or policies or administrative decisions of the College that affect the terms and working conditions of the grievant’s employment.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure 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 Jim Baccaro, Chapter Chair, at jbaccaro@optonline.net  for assistance.

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 has been violated.

Fortunately, most problems can be settled informally without filing paperwork.  But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance.  There are strict timelines for the filing process, and they start the minute the violation takes place.

One of the most vital functions of a Union is to prevent management from intimidating employees.  Nowhere is this more important than in closed-door meetings when supervisors attempt to coerce employees into a confession of wrongdoing.

The right of employees to have the presence of union representatives during investigatory interviews was announced by the U.S. Supreme Court in 1975 in NLRB vs. J. Weingarten, Inc.  Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as the Weingarten rights.

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The strength of a union is that we all stand together to fight for what’s right and what’s fair for the working families that power America.

Today in Moorhead, East Grand Forks, Crookston and Chaska, Minn., Mason City, Iowa, and in Hillsboro and Drayton, a great wrong is being perpetrated against the workers at American Crystal Sugar. They showed up for work Monday, like they do every day, only to find that their company had locked them out.

Click here to get involved at NDPEA, and to do your part to help get these workers back on the job at American Crystal Sugar.