One of the powerful tools that each steward has in their Stewards Toolkit is the use and understanding of past practices. Stewards need to know what constitutes a valid past practice and what are the past practices in their workplace.
As a steward, you have a lot of rights on the job in representing NYSNA members; rights that most bosses would prefer you didn’t know about. We’ve listed the most important ones, with links to related articles.
Here are the “Seven Tests” as to whether the boss has used “just cause” in discipline and discharge cases
A member — or members — come to you. They’re mad. Really mad. “It’s unfair...it’s a violation of the con-tract...it’s illegal...and it’s not right!” You think to yourself, “yeah, this is terrible. I’d better do something.” But what do you do next?
To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union’s request is relevant and not unreasonable.
The duty of fair representation is the legal duty of a union to equally, and in good faith, represent every employee in a bargaining unit, regardless of whether the employee is a union member or not.
Stewards represent the “NYSNA in Action” as the first line of defense against employer abuses-acting as organizer, counselor, peacemaker, and troublemaker. And that’s a tough job. There are a lot of potential pitfalls facing NYSNA Stewards, too.
Whether you work for a public sector or private sector facility, you have rights under the law.