According to the BCEA constitution, our collect purpose includes:

the promotion of professional attitudes and ethical conduct among members
a means of representation for BIPOC and LGBTQ* faculty
representation of its members in their relations with their employer . . . in all matters related to employment conditions and employer-employee relations including, but not limited to wages, hours and other terms and conditions of employment.

2024-27 BCEA Collective Bargaining Agreement

What is a grievance?

In the 2018-24 BCEA Collective Bargaining Agreement, a "grievance" is defined as any complaint by a grievant (a member of the bargaining unit covered by the terms of the agreement) that they have been adversely affected by an alleged violation of a specific provision of the agreement.

It's important to note that the grievance must be brought through the grievance procedure outlined in the agreement. (See Article X, pages 40-44 in the embedded copy below.)

The agreement also specifies what does not constitute a grievance under this procedure. This includes matters outside the district's authority, alleged violations of law that don't also state a violation of the agreement, evaluation of unit members except for alleged procedural violations, any discharge, dismissal, or layoff of a unit member, any attempt to alter or change the agreement, appeals of board decisions resulting from regulatory commissions or agency rules, and any other matters not included in the defined grievance.

How do I know if I have a grievable situation?

The best first step is to talk to the BCEA grievance officers: Deb McCabe and Kenneth Bearden.

Deb and Kenneth would be happy to discuss personnel issues you might have. A best practice is to use your private email when discussing grievance issues.

Kenneth: kennethb12179@gmail.com

Deb: dhmccabe@gmail.com

Weingarten Rights

National Labor Relations Act (NLRA), Section 7

Right to have your representative present during an interview that you reasonably believe could lead to discipline. Your representative may provide advice and active assistance during "investigatory interviews," and also act as a witness.

--Any meeting in which a manager or supervisor seeks to question you.

--The questioning is about your performance or work conduct.

--You reasonably believe the investigation may result in adverse consequences.

You are responsible for requesting Union representation.