Contractual Rights Training 2014--Scenario #4

The following are typical fact situations that may be presented to grievance stewards by unit members.  For each, we will discuss the following in small groups, then as a whole:

1.  Is this a gripe or a grievance?

2.  If it’s a grievance, which articles and subsections does it violate?

3.  If it’s a grievance, what kind of evidence do you need?  How are you going to get it: RFI, data base research, other?

4.  To the extent time allows, fill out a grievance form.

Scenario #4.  Margaret taught on quarterly appointments for all three quarters in 2012-13, at 75% FTE in each quarter.  She was processed out of the system as a “separation from employment” at the end of spring quarter.  She teaches an introductory calculus class for which enrollment fluctuates, and the department chair claims he does not know how many instructors he will need until all the placement exam reports are completed in August or early September.  In mid-September 2013, Margaret was rehired for fall quarter.  The MSO advised her that she would not be eligible for full health benefits until she met the 750 hour threshold, which would not happen until sometime during winter quarter, if she received a course assignment winter quarter.  Margaret is very upset because she had been waiting for her fall reemployment to get some important medical tests done.