update: October 24, 2006

The literal definition is "a form of industrial action in which employees adhere strictly to all the working rules laid down by their employers, with the deliberate intention of reducing the rate of working".

In education, as an action, the definition is the same, but the intention is slightly different. For educators, the intent of "work to rule" is to demonstrate to the Administration and the community in the School District the amount of time and effort that we routinely expend without additional compensation. To demonstrate these efforts, we withdraw or withhold them for a period of time during cotnract negotiations.

 

It's important to make sure that none of our actions or inactions violate the safety and security of the students, or jeopardize the educational process.

Each educator has a responsibility to adhere strictly to the conditions of the contract, but each educator has the option to temporarily suspend those activities that fall outside the conditions of the contract. Building reps will discuss reasonable actions at Action Team meetings and share them with the staff. Questions about specific actions should be directed to Building Reps.

The Action Team is a group of GCTA educators with the core group composed of GCTA building representatives, separate from the Negotiating Team. The Action Team is a temporary committee authorized when contract negotiations are perceived to have "broken down". The Action Team's function is to develop ideas and organize actions, and to relay the agreed upon actions to the general association members and facilitate the implementation of those actions.

Faculty members who are not building reps with interest in involvement in the Action Team, should notify their building rep of their interest.

How can I tell if my Notice of Salary is correct?

Keep records of all of your graduate hours and inservice credits earned. Save your copy of your Notice of Salary each year. Save any notices that you receive from the Personnel Office with updates to your salary.

To calculate your salary for next year: First, determine the percentage increase by multiplying the current year's salary by the percent of increase according to the contract. Then, add the resulting amount to your current year's salary and add the dollar amount according to the contract.

"Effective July 1, 2002, all teachers' salaries will be increased by $1,625 plus 1% over their 2001/02 school year base salary."

For example, using the 2001-2002 salary amount of $42,500 for illustration purposes:

$42,500 x 1% = $425

$42,500+ $425+ $1,625= $44,550

Why should I write "personal" on my extraordinary leave request form, if my reason isn't really personal?

The extraordinary leave request is subject to approval by the Superintendent or the Assistant Superintendent for Personnel acting in his behalf. Any reason that is written on the form is subject to his discretion. By prior agreement,when a faculty member states "Personal" as the reason on the form, the Superintendent's discretion is removed and the EOL day must be granted.

I wrote "personal" on my EOL Day Request Form, and now I have a message that the Asst. Supt. for Personnel wants more information. What is that about?

Even though there is an agreement that EOL Days designated "personal" must be granted, we do not have an agreement that says the administration has to make it easy. The Supt. or Asst. Supt. has a duty to make sure that the EOL Day privilege is not being abused. Therefore, in some situations, he will question the faculty member about the intended reason for the EOL Day. Faculty members often feel pressured to provide the actual reasons for their EOL Day request. Unfortunately, as soon as a reason is provided, the discretion for approval of the day passes back to the Supt. or Asst. Supt. and the day may be denied, or approved but without pay.

What do I tell the Asst. Superintendent for Personnel if he calls or comes to my building to ask me about my EOL Day request?

[The Union's response assumes that the faculty member is making an ethical EOL Day request for sound reasons.] As stated above, the Asst. Supt. for Personnel (ASP) has a duty to confirm that the EOL Day provision is not being abused. The contract states that EOL days are to be used for "circumstances.. beyond an individual's control," and "for compelling reasons." If questioned, a faculty member should simply reassure the ASP that the EOL Day is for "circumstances beyond his or her control," or "for compelling personal reasons." No further information should be offered. If the ASP persists in asking about your EOL day, even after you have directly answered him (either in person or on the phone, NOT in a voice mail message), you should repeat your affirmation that the request is personal, and you should let your building rep know immediately (preferably, in writing) with a full explanation of the dialog and interaction between you and the ASP regarding the requested EOL day.

My colleague told me that I can't take a personal day on a Friday or a Monday, or the day before or after a vacation. What if the day that I need is one of those days?

GC does not have a provision for "Personal Days". A request for a day of leave from work is either an "Extraordinary Leave" (EOL), or a compensatory day. EOL Days can be requested for any day of the week, including days before or after a vacation period, under the contract guidelines. See above for EOL Days. The Compensatory Day (released time granted to teachers for completing a minimum of 7 hours of parent conferencing outside the school day) is more restrictive. The Compensatory day may be requested for a Friday or Monday before or after a regular weekend. The Compensatory Day may not be requested before or after a vacation period. Compensatory Days are approved by the building principal, and may be denied if the teacher's absence on the particular day requested would place a hardship on the school building.

I submitted my request for an EOL day with plenty of advance notice, but I still haven't received approval and the day I'm going to be out is in just a few days. What do I do?

DO NOT come to school on the day that you requested! Inform your building secretary or principal that you will be out of school for an EOL day on the given day, and that a sub is needed. You do not need the building principal's permission, but you do have an obligation to let the building administrator know that you will not be in school.

My EOL request was denied. Now what do I do?

Plan to come to work on the day that you requested.

If you gave the ASP a reason for your requested day, it is within our contract that he can make the determination about whether the reason that you gave was "compelling" enough to justify a day of leave with pay. You can contest his decision by contacting him directly, but it is unlikely that his decision will change.

How can I get more information about leave for pregnancy, adoption, or child rearing ?

Consult your most recent contract. Ask your building rep for a copy of the "Pregnancy and Childrearing Leave" booklet.

Child Rearing Leave Packet

 

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