If you’re called into a meeting that could lead to discipline, you can halt it and ask for a union representative before it continues. Administrators must tell you about this right first.
You can’t be reprimanded, suspended without pay, or reduced in salary without just cause, and you may see the information behind any discipline. (Some actions, like probationary non-renewal and evaluations, fall outside this.)
Negative criticism from an administrator or board member must be given in confidence — not in front of students, parents, the community, or your colleagues.
Disciplinary material can’t go in your file until you’ve seen it and signed that you’ve read it — signing isn’t agreement — and you can attach a written response.
You must be told about a parent or community complaint that could affect your evaluation or file, you can have a rep present, and unsigned or unwritten complaints are not processed.
If the contract is misapplied or violated, you or the Association can grieve it. Raise it with your supervisor within 15 working days of learning about it — timelines matter, so loop in your rep early.
You can report unsafe conditions without retaliation, and your identity is kept confidential. Use the district’s Safety Concern Form or tell your building rep so it reaches Labor-Management.
Talk to your building rep or an officer — or open a workplace-issue report and we’ll take it from there.
Who’s my rep?
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The current agreement runs July 1, 2025 through June 30, 2028. Notice to negotiate a successor agreement is due by January 15, 2028, with bargaining for the 2028–29 contract expected during the 2027–28 school year.
Updates will be posted here once we open the next contract.
OCEA