LAUSD Member Resource Center Online
Welcome to SEIU Local 99’s Member Resource Center Online! MRC Online is a resource for all classified school employees at LAUSD to get answers and help with work-related questions or issues.
First things first: Do you know your contract? The MRC recommends members read and understand the terms of their employment with their employer. Most contract-related issues can be resolved by simply knowing what your contract language says and speaking to management about it when you feel there’s been a violation. If you aren’t sure if there’s been a violation, fill out an Inquiry Form.
If you can’t find an answer to a question or issue in your contract or in the Question & Answer Desk (below) and need additional help, speak with your Shop Steward, if your work site has one. If your steward is unable to help, fill out an Inquiry Form or call the Member Resource Center.
Question & Answer Desk for LAUSD Employees
We get a lot of commonly-asked questions on a variety of topics related to your job at LAUSD. The Member Resource Center has compiled these questions for your convenience in a simple question-and-answer format. Note, the Question & Answer Desk is only for LAUSD employees.
Before contacting the MRC, look here first to see if there is already an answer to your question. Some situations are unique or more complicated, so if you are unsure if an answer provided here applies to you, see Other Ways to Get Help.
Choose a Topic to Browse
- All
- Classroom Issues
- Discipline
- Evaluations
- General Questions
- Grievances
- Interpersonal Issues
- Language Issues
- Leave of Absence
- Medical Issues
- Payroll
- Retirement
- Summer assignments
- Union Business
- Work Site
- Your Job
Your bereavement hours paid out of district miscellaneous time.
Now that our contract is ratified by both SEIU Local 99 members and the Los Angeles Unified School Board, our union has been working with the District to expedite our retroactive paychecks. The District reports that a majority of Local 99 members will receive retro payments on July 23 and will see the increased wage rates starting the beginning of the fiscal year on July 1 forward.
There is a small number of employees who still receive monthly (not biweekly) paychecks and those employees will see the new rates, with retro period, about one week later in their July pay stubs issued at the end of the month.
All workers in Units B, C, F and G will be receiving retroactive pay. The retroactive check will cover wages due July 1, 2017-July 1, 2018.
If you have additional questions or concerns please fill out our online inquire at https://www.seiu99.org/inquire/.
When reviewing your LAUSD paystub, under the deduction column you will see a “current” and “YTD”. All amounts under the “current” column mean they were deducted this pay period. All amounts under the “YTD” column is the amount accumulated from the beginning of the year up to the current pay period.
If you have additional questions contact LAUSD’s payroll department at (213) 241-2570.
If you believe LAUSD processed an overpayment incorrectly you can dispute it, and request to meet or speak with a payroll representative at (213) 241-2570 or payrollsupport@lausd.net. If it is found you owe LAUSD money, request an opportunity to make payment arrangement. If you still have questions, please complete an Online Inquiry Form.
You can either get hard copies at our union offices or view them on this website on the Contracts page.
If you have been released to work with restriction, it is at the discretion of your work location to determine if they can accommodate you based on your restrictions and your daily duties.
If they cannot accommodate you and you feel you can complete the majority of your work duties, you need to contact Reasonable Accommodations to schedule a meeting.
If you have a specific question you need to first speak with your site Steward for a resolution.
If your work site does not have a Steward, please contact us.
LAUSD Food Service Division has the English only policy in place for safety reason’s. Our membership consist of many ethnicities, and it is vital for all employees to be able to understand and communicate in one language-English.
It is important you communicate with us, if there are situations where your Cafeteria Manager violates this policy or allows employees to violate this policy.
Write-ups, Conference Memo’s or Inter office Correspondents relating to an incident or providing guidance/support:
Management has the right to discuss matters of performance, and provide you a summary of the discussion so there are clear expectations moving forward. When you sign, you can also include a comment that states “I disagree”, or “Signing under protest”. Your signature does not mean that you agree with the content of the document, your signature is simply an acknowledgement of receipt. You have 5 days to provide a written rebuttal (response) to Administrator or Supervisor to be filed in your personnel folder. Make sure to keep a copy for yourself, sign the document, and date the document.
Lastly, know that you cannot be reprimanded (considered insubordinate) for refusing to sign a document. Management can get a witness to sign the document and provide you a copy for your records.
There are many ways for members to learn about their rights by classification:
- The first way to know what your rights are is to know what your job description entails. SEIU Local 99 represents many different classifications, so search yours by clicking here.
- The second way is by learning your contracts:
If you have a specific question you need to first speak with your site Steward for a resolution.
If your worksite does not have a Steward, please contact us.
Please see the Become a Union Member page to see ways to apply for membership.
When filing for a vacation request, it is important to submit on the proper Leave request form. We do not recommend you make a verbal request as it is the responsibility of the Administrator/Supervisor to either approve or deny the request, and it must be in writing.
Our union contracts have protections if an Administrator/Supervisor misuses their discretion and denies a leave for reasons that are not under our contract. Fill out our inquiry form if you feel you have unjustly been denied your vacation time.
Whether we’re in a union or not, no one should tolerate this kind of treatment on the job, but for workers without a union, it can sometimes be scary to stand up against aggression from a supervisor or co-worker. With a union behind us, we can stand up for fair and respectful treatment without fear of retaliation. Union members have a special responsibility to put an end to any behavior that creates a hostile work environment. The District prohibits retaliation against anyone who files a complaint or anyone who participates in a complaint investigation.
Here are the steps to take first:
- Submit a Discrimination/Harassment/Retaliation Complaint Form to your immediate supervisor or to the person your supervisor reports to. If you need assistance in filling out the form, contact your Steward or Union Representative.
- Make a copy for yourself, including copies of any supporting documents.
If the issue is not resolved as a result of taking these actions, then immediately call your Steward or Union representative and be prepared to supply copies of your completed Complaint Form and all of your supporting documents. If you do not have a work site Steward or cannot reach your Union representative, submit an Online Inquiry Form.
Learn more about what you can do to stop discrimination on the job by visiting the U.S. Equal Employment Opportunity Commission website.
Is it really discrimination?
Review this document carefully to determine if the issue you’re experiencing fits the legal definition of harassment or discrimination. If not, please see the sections above for grievances or other workplace issues.
If the bases for your leave is covered under FMLA, filing an extension will not affect your employment.
As a reminder, make sure to:
- File your proper paperwork in a timely manner
- Communicate with your site Administrator/Supervisor,
- Keep a copy for your own record.
For additional information contact the Risk Management Division.
One of the biggest advantages to being a union member is our ability to have a voice on the job. Besides filing a grievance, there are many avenues we can take to make improvements to our jobs, such as:
- Being a part of Labor Management meetings, where we sit down with our employers’ decision makers to discuss solutions to issues we bring up.
- Discussing with your stewards your ideas and suggestions and, with them, developing a plan of action.
- If there currently is no steward, consider becoming that voice and steward to speak with your colleagues about changes that would help everyone.
- Sometimes we take action as a united group, such as signing a petition, wearing stickers at work, or holding a vigil, rally or other event to raise awareness and apply pressure on our employers if our concerns are not addressed. All activities are always coordinated and planned with the impacted union members.
The District has the right to change our hours, shift or work site based on operational needs.
However, if you feel the changes made were with the intentions of being punitive, a form of harassment , or in retaliation for any reason, contact your Steward or Union Representative and discuss the issue with them and discuss next steps. If you do not have a work site Steward or cannot reach your Union Representative, submit an Online Inquiry Form.
Every member has only 1 official timecard!
This time card is a legal document and should only be marked and signed by the member. Every member should also have a work schedule that reflects your duties for the day which should include traveling time, breaks, lunches, and your classroom assignment(s).
There is no need for there to be an additional sign in sheet in the classroom. If there is a specific concern then the site Administrator/Supervisor should speak with you in regards to the concern.
To discuss specific actions being taken at your worksite please contact your site Steward for a resolution. If you worksite does not have a Steward, please contact us.
Underpayment:
- Immediately discuss the underpayment with your supervisor.
- Ask your timekeeper if your work hours have been inputted properly.
- Ask your timekeeper if your time has been certified by your administrator.
- If not, follow up with your administrator as to the reason why time was not certified by the cut off date, and why it was not communicated to affected staff.
- If you have confirmed that your hours were properly certified and you still have not been paid, contact LAUSD’s Payroll Support Services at (231) 241-2570 or payrollsupport@lausd.net.
- Open a ticket with the Employee Service Center. The district will investigate the payroll error and follow up with you.
- Remember to document who you spoke with at the Employee Service Center and your ticket number.
If after the investigation has concluded you feel there is still a violation of our contract, contact SEIU Local 99’s Member Resource Center by completing the Online Inquiry Form. Your check stubs and time card will be needed as proof, so be sure to gather these items.
It is important for all workers to be in a safe working environment. If you are being bullied by a co-worker you need to :
- Report the incidents to your immediate Supervisor.
- If you receive no resolution by the Supervisor, communicate with the Administrator/Principal for assistance.
- Complete Bulletin 5798.0 so the district can investigate the concerns.
- Make sure to keep a copy of all documents you submit.
If you have a specific question you need to first speak with your site Steward for a resolution.
If your worksite does not have a Steward, please contact us.
LAUSD must negotiate with SEIU Local 99 before making changes to our job description’s, pay and working conditions.
Document changing working duties:
We shouldn’t agree to changes to our job descriptions without the advice of our Steward or Union Representative. If asked to sign a document, be sure you are only signing an “acknowledgement” that you have received the document. An acknowledgement of receipt does not mean you are accepting the document, simply that you have received the information.
It’s important to immediately notify your Union Representative or Steward about any changes your supervisor is trying to make to your job without first consulting with your union. If you do not have a Steward or cannot contact your Union representative, submit an Inquiry Form.
In order to become a Steward, you must be a SEIU Local 99 member in “good standing”—in other words, you are current in your membership dues. Stewards are selected by their co-workers and receive comprehensive training through the union’s education and training program. Learn more about becoming a Steward.
1st: Personally speak with your site Administrator to see if she/he is willing to accommodate you.
2nd: If the accommodation request is denied, contact LAUSD’s Reasonable Accommodations office to set up a meeting. You can contact the appropriate specialist or email the department at disabilitymanagement@lausd.net.
3rd: Once a meeting has been provided to you by the specialist, prepare your documents to have a conversation regarding your daily duties, and restrictions to present to their panel.
For all of our members in Unit B,C,F, and G our union contracts have language on procedures to be followed, and timelines reflecting the Grievance process.
You can research the following information:
Unit B, Article V- Grievance Procedures
Unit C, Article V- Grievance Procedures
Unit F, Article IV- Grievance Procedures
Unit G, Article IV- Grievance Procedures
If you think you have a Grievance, communicate with your site Steward for a resolution, and to file your Grievance paperwork. Remember, Grievances have time sensitive deadlines.
If your worksite does not have a Steward, please contact us.
When members are put in a position of needing to document incidents and concerns, here are some best practices:
- Have all communication in writing with your Supervisor. This ensures you both are clear on the concerns, and is proof of communication of them being aware of a concern.
- Remember to include specific times and dates.
- If an incident occurs, immediately bring it up to a supervisor for transparency reasons.
- Follow the Chain of command. (Initiate a conversation with your immediate Supervisor, if no resolution go to the Principal, if no resolution contact Local 99 so we may contact a Human Resource Representative to seek a resolution.)
- Keep a copy of all documents provided to your Administration/Supervisors.
- Sign all of your documents.
If you have a specific question you need to first speak with your site Steward for a resolution.
If your worksite does not have a Steward, please contact us.
Many Campus Aides, Education Aides II and III and Resource Aides are hired as “Restricted” employees. Restricted employees do not accumulate seniority. Therefore, they are not entitled to any benefits where seniority may be a determining factor (i.e. obtaining additional hours, bumping rights, etc.). Since Restricted employees do not accumulate seniority, they will be the first to be laid off if a layoff occurs. If you are not sure if you are a Restricted employee, ask your Principal.
How to get a restriction removed
Once you have worked 130 days and pass probation, your Principal can fill out a Promotability Evaluation in order to remove your restriction. There are five sections in the Promotability Evaluation:
- Instructional Assistance to Teacher
- Monitoring Students
- Interpersonal / Communication Skills
- Clerical / Recordkeeping Duties
- Attendance
You must receive an “Acceptable” rating in all sections in order to have your restriction removed. If you do not pass, you are eligible to be re-evaluated after four months.
When an employee is being investigated, the district will initially move forward as follows (depending on the allegation):
- Can be allowed to continue to work in their current assignment with limited interaction with curtain students and/or employees.
- Can be removed from the worksite and temporarily assigned to a Local District office, Maintenance and Operations Area office, or sent home.
Depending on the district’s findings, an employee may:
- Be sent back to their original work (as not all allegations are substantiated).
- Transferred if in the best interest of the district and/or employee.
- Continue with the Disciplinary process.
If you have a specific question regarding your case first speak with your site Steward for a resolution.
If your work site does not have a Steward, please fill out an inquiry form.
One of the most powerful rights we have as union members is the right to have a union representative with us when our supervisor wants to speak with us. These are called our “Weingarten Rights.”
If you are called into a meeting, follow these steps:
- Ask right away if your supervisor wants to talk about issues with your performance or an incident that occured. If you suspect that the discussion could lead to discipline and/or termination, ask for union representation. State to your supervisor the following:
“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I request that my union organizer, officer, or steward be present at the meeting. Without representation, I choose not to answer any question. This is my right under a U.S. Supreme Court decision called Weingarten.”
- When you have a chance, call your union representative or steward. If you do not have a steward or cannot contact your representative, submit an Inquiry Form.
- Management typically will not ask if you want to have a union representative present in the meeting. It’s your responsibility as union members to enforce this right. If management refuses to allow you representation at that moment, do not refuse to meet. Stay in the room, but:
- Do repeat your request for a union representative.
- Don’t refuse to meet with management (as they may use against you and say you are being insubordinate); however, you do not have to answer any questions unless a union representative is present.
- Don’t make a statement, either written or verbal.
- Do take notes of what was said during the meeting.
- Do call your steward or union representative immediately after the meeting. If they are not available, contact Local 99’s Member Resource Center using our Inquiry Form or call (213) 637-0296. At this point, SEIU Local 99 will file an “Unfair Labor Practice” charge against management for refusing to honor your Weingarten Rights.
Note: If management states the meeting is not going to lead to discipline and you choose to continue your conversation, know you can stop it at any time if Administration was not truthful and immediately contact us.
1st Step: Contact your retirement provider. If you work 4 hours or more per day, your pension will be through the California Public Employees’ Retirement System (PERS). Visit the PERS website at www.calpers.ca.gov or call (888) 225-7377.
If you work fewer than 4 hours per day, your pension will be through the Public Agency Retirement Services (PARS). Visit the PARS website at www.pars.org/agency-search or call (800) 540-6369.
If you have worked in both types of positions, you may have pensions through both PARS and PERS.
Contact these agencies at least six months prior to your desired retirement date.
2nd Step: Contact LAUSD’s Benefits Administration so a representative may provide you information on your specific benefits packet based on your years of service provided. They can be reached at (213) 241-4262 during regular business hours.
3rd Step: Once you have contacted your retirement provider(s) Cal PERS and Cal PARS, and LAUSD’s Benefits department the last step is to fill out your Resignation/Retirement form (PC 5209).
Starting on July 1, 2016, all employees at LAUSD moved to a semi-monthly pay cycle. This new pay cycle was negotiated in our last contract in order to address the many over-payment errors, which was causing financial burden for many school employees. This change means:
- employees no longer have to wait an entire month for a paycheck
- more accurate accounting of time worked
- reduction in instances of over-payment due to the flawed practice of anticipating time worked
All LAUSD school employees are now paid twice a month:
- On the 8th of each month for work performed the 16th through the end of the previous month
- On the 23rd of each month for work performed the 1st through the 15th of the current month
For anyone working Z-Time, such as Extended School Year, the new pay cycle went into effect July 1, 2016.
Here is a helpful table of frequent payroll deductions:
| Deduction | Frequency of Deduction |
|---|---|
| SEIU Local 99 Union Dues | Deducted from both paychecks |
| Local 99 Premium (e.g. COPE contributions) | Deducted from only the 23rd check |
| Agency Fee Payer / Agency Fee Dissenter (non-member) | Deducted from both paychecks |
| 403B Pre-Tax / 457B Pre-T ax | Deducted from both paychecks |
| Associations / Organization | Deducted from only the 23rd check |
| Charitable Contributions | Deducted from both paychecks |
| Credit Union | Deducted from both paychecks |
| Earnings Withholding | Garnishment- frequency is based on court order |
| Employee Optional Life EE | Deducted from only the 23rd check |
| Flexible Spending (FSA) (Health Care and Dependent Care) | Deducted from both paychecks |
Note that deductions on both paychecks are half of the deductions on a monthly cycle.
If you have questions about the pay cycle please contact LAUSD’s Payroll Support Services at 213-241-2570.
For those of us in Units B, C and F, our SEIU Local 99 contracts establish a process for challenging our performance evaluations. For details, please review the contract that covers your job classification:
- Unit B, see Article X , 3.0 Evaluation Procedures
- Unit C, see Article X , 3.0 Evaluation Procedures
- Unit F, see Article XI, 1.3 Evaluation and Discipline
Please contact us if the process was not followed as it may be a Grievable violation, and there are timelines for filing with LAUSD.
Our union contracts protect our right to a progressive disciplinary process. This means specific steps must be taken with the goal of improving any performance issues cited by your supervisor, and not with the intention of being punitive. For example, a supervisor can’t terminate you without just cause, and must show that they have discussed a problem with you, thoroughly explained their expectations, and warned you of the consequences if the behavior continues. Read more about the steps that managers must take – and make sure they are following the process.
You have the right to have a Union Representative join you at these disciplinary meetings. Contact your Steward, Union representative, or submit an Inquiry Form.
Since LAUSD has gone paper less, you can create and log into your LAUSD account here.
If you are in a “Restricted” position you need to do the following:
- Speak with your Principal regarding the “Restriction” as ask specifically for the “Promotability evaluation” which can remove your restriction and make you a permanent worker.
- This evaluation is a pass or fail, and takes in account your attendance and work performance.
- Once this evaluation is complete, contact Classified Assignments to make sure it has cleared on the Districts end.
If you have a specific question you need to first speak with your site Steward for a resolution.
If your worksite does not have a Steward, please contact us.
Step 1: You must complete a written Request for Transfer (Change of Work Location) form (PC 5005).
Step 2: Submit the form to your current administrator. Per our contracts, the administrator must either approve it or place it on a “deferred approval.” For members in Unit B, there is no time limit for the deferred approval. For members in Unit C, the approval can only be deferred for 6 months. If you have questions, speak with your Steward or Union Representative or submit an Online Inquiry Form.
Step 3: Be proactive! Contact school’s in your area or the area in which you would like to transfer, and inform them you are looking to transfer and question if they have any vacancies that you can fill.
Every employee should have access to their timecards. Based on the need of the school site, assistants come in at various times, and the main office should have your timecards accessible.
The timekeeper does need to pull the timecards to input hours, but if your school site is putting away the timecard book to be punitive you need to speak with your site Steward for a resolution.
If your worksite does not have a Steward, please contact us.
For our Unit B members, please note the following in our contracts:
Article XII- Leaves of absence:
- Section 5.0 Notification Requirements: Unless otherwise provided in this Article, an employee must make every reasonable effort to contact and notify the appropriate supervisor, administrator or designee the working day prior to the beginning of an absence, but notification should not be later than the first working hour of the first day of absence except that specific reporting requirements may be established for certain classes and positions requiring adherence to strict time schedules. Notwithstanding other provisions of this Article, an employee intending to be absent in excess of five (5) working days must also submit a written explanation covering the period of absence to the appropriate supervisor no later than the third day of absence. Unless such an explanation is submitted, failure to return to work after the fifth consecutive working day of absence may be considered resignation from service.
- Section 11.7 An employee absent from duty for any illness, injury or surgery for more than five (5) consecutive working days shall be required to submit a signed attending physician’s statement or appropriate health form to the immediate administrator and may be referred by the District for health approval prior to readmission.
Unit C members:
Article XIII- Leave of absences:
- 5.0 Notification Requirements: Unless otherwise provided in this Article, an employee must make every reasonable effort to contact and notify the appropriate supervisor, administrator or designee the working day prior to the beginning of an absence, but, except in unusual circumstances, notification should not be later than the employee’s first working hour of the first day of absence except that notification by bus drivers, truck drivers, and school-based food services employees (whose starting times permit) must be no later than two (2) hours before any such employee’s starting time. Notwithstanding other provisions of this Article, an employee intending to be absent in excess of five (5) working days must also submit a written explanation covering the period of absence to the appropriate supervisor no later than the third day of absence. Unless such an explanation is submitted, failure to return to work after the fifth consecutive working day of absence may, except under unusual circumstances, be considered resignation from service.
- 11.7 An employee absent from duty for any illness, injury, or surgery for more than five (5) consecutive working days shall be required to submit a signed attending physician’s statement or appropriate health form to the immediate administrator and may be referred by the District for health approval prior to readmission.
For specific questions or concerns contact your site Steward for a resolution. If your site does not have a Steward, please contact us.
The disciplinary process is outlined by the Personnel Commissions and the California Education Code.
A brief outline of the disciplinary process is as follows:
- The district must first conduct a thorough investigation when an allegation is brought forward.
- Based on those initial findings, the district will schedule a pre-disciplinary meeting to formally discuss their findings with you, and provide you an opportunity to provide clarity to the concern. It is important you have a Steward or representative with you during this conversation as everything you say can and will be used against you. If you have documents to share, it is important you bring to this meeting if you are aware of the concern.
- Based on your pre-disciplinary conversation, if the district decides to move forward a Skelly meeting (Administrative review) will be scheduled. You will be provided with a packet of all information (statements, pictures, video, etc) that is being used against you to prove discipline is warranted. You will also receive a recommendation from the district (suspension, demotion, or termination). It is important for you to bring any evidence you have (statements, leave paper work, picture’s, letter of recommendations) to clear your name, and concern to this meeting.
- Reviewer will make a final decision on the recommendation for discipline (suspension, demotion, or termination). If you do not agree, you can wait until the School Board takes action and you can file an appeal with the Personnel Commissions.
- Lastly, a Personnel Commissions Hearing can be scheduled on your behalf where an independent Hearing Officer will make a final ruling on your case.
It is important to keep in communication with your Steward or Representative throughout the course of this process.
If your work site does not have a Steward, please fill out an inquiry form.
Our Union B contract states in Article IX – Hours and Overtime:
- 8.0 Use of Classroom Aides in the Absence of a Certificated Employee: It is recognized by the parties that classroom aides are to be assigned classroom duties in accordance with Education Code Section 45344 so that when the regular or substitute classroom teacher is not present in the classroom, it is the District’s obligation to assign responsibility for classroom supervision and instruction to an employee who possesses a teaching credential. Employees will not be required to perform classroom duties in violation of Education Code Section 45344.
It is important for our Assistant’s to not be alone with our student’s for liability reasons. We are in the classrooms to provide assistance to the teacher and students. If a teacher has a pattern of leaving you alone for extended period’s of time we ask you speak with your steward on site for a resolution. If your site does not have a steward, contact us via our inquiry form for a resolution.
It is important for all members to know that Personal necessity days are very specific in our union contracts. It is important to have open communicate with your Administrator/Supervisor regarding the need to take off personal necessity days.
For our Unit B members, under Article XII-Leave of absences, Section 13.1(e) it state “The employee may be required to verify the nature of such necessity.”
For our Unit C members, under Article XIII- Leave of absences, Section 13.1(e) it state “The employee may be required to verify the nature of such necessity.”
If you have a question or concern communicate with your site Steward for a resolution. If your site does not have a Steward contact us.
For those of us in Units B, C and F, our SEIU Local 99 contracts establish procedures on vacation requests. For details, please review the contract that covers your job classification:
- Unit B, see Article XVI
- Unit C, see Article XVII
- Unit F, see Article XIII, 17.0 Paid Non-work Days
As a reminder, all vacation request must be in writing, submitted on the proper LAUSD district form, and provided to your Administrator/Supervisor in a timely manner.
A. Website: www.lausd.net
B. Main Directory: 213-241-1000
C. Frequently Contacted Departments:
- Classified Assignments: 213-241-6300
- Employee Service Center/ Payroll : 213-241-6670
- Health Benefits: 213-241-4262
- Reasonable Accommodations: 213-241-6864
- Retirement Unit: 213-241-3197
- Payroll Service: 213-241-2570
- Cal PERS (Benefited Workers): 888-225-7377
- Cal PARS (Non-Benefited workers): 800-540-6369
See LAUSD’s Classified Salary Schedule
For those of us in Units B, C and F, our SEIU Local 99 contracts allow for us to arrange for leaves of absence for a variety of reasons. Learn more here:
- Unit B, see Article XII
- Unit C, see Article XIII
- Unit F, see Article XIII
To submit your live request, complete and submit this form to the Workforce Management, Classified Employment Services Branch as instructed on the form.
See LAUSD’s Class Description Index
If you sustain a work-related injury/illness, without regard to fault, you are covered by the state-mandated Workers’ Compensation program. This means that you are eligible for medical attention, and pay during our treatment and recovery.
If you would like to be seen by your own doctor in the event of a work-related injury occurs, you must have already completed and submitted a Predesignation form to be kept in your personnel file at your worksite. SEIU Local 99 recommends turning in this form now, so that it is already on file if you ever need it.
Please carefully review the District’s Workers Compensation web page for more details. If you have questions or any difficulty in getting your Workers Compensation benefits, please contact LAUSD’s Risk Management Insurance Division at (213) 241-3139.
Our members are here to provide assistance to the teacher(s) assigned to as well as the students. Teachers provide Administrators feed back regarding your performance (as you directly work with them, and they can best speak to your day to day work), but they cannot reprimand you.
Every teachers needs are different, and if a teacher feels the need to monitor your every instance then you should speak with your site steward. As you are supposed to work as a team, there should be open communication regarding classroom needs that may include leaving the classroom.
To speak about a specific concern please contact your site steward for a resolution. If your site does not have a Steward, please contact us.
Unassigned days change every fiscal year and are reflected on the fiscal calendar. We are not allowed to use any benefited time (illness or vacation) to get paid for unassigned days.
If you have additional questions please communicate with your site steward for a resolution. If your site does not have a steward, please contact us.
Our Union Stewards are the first people we can seek out if we have issues at work. Stewards are our co-workers who serve as union representatives at our work sites. Don’t know who your steward is? You can find him or her on our Find Your Steward page. Stewards are very familiar with both our union labor contracts as well as our responsibilities on the job. They can help us determine next steps when we have issues on the job. They also keep union members informed about what’s going on with their union and help build a strong union. SEIU holds regular Steward training workshops to ensure Stewards are aware of all aspects of labor law and are familiar with our union contract. If you do not have a Steward, contact our Member Resource Center and fill out an Inquiry Form.
Sometimes we see our co-workers consistently getting assigned overtime over other, receive additional hours over others, be provided with the easier duties while others get assigned the tough assignments, work outside of their job duties, or run errands for a particular supervisor, and we see our supervisor’s play “favorites”. This kind of behavior demonstrated by supervisors should not be tolerated, and there are many ways to get a resolution.
Contact your Steward or Union representative and discuss the issue with them. If you do not have a work site Steward or cannot reach your Union Representative, submit an Online Inquiry Form.
For Unit B member’s, our SEIU Local 99 contract allows for us to apply for the Summer Session. Please refer to Article XI, 7.0 Transfer Procedures and Certain Staffing Procedures of our contract.
The District establishes the application deadlines every year. Applications are only accepted online. Apply here.
If you feel that our contract was not honored when ESY assignments were provided, please fill out our Online Inquiry Form so a Member Resource Representative may investigate, and contact the district accordingly.
A Grievance is a formal complaint that is raised by an employee towards an employer in the workplace. There are many reasons as to why a grievance can be raised, and also many ways to go about dealing with such a scenario. Reasons for filing a grievance in the workplace can be as a result of, but not limited to, a breach of the terms and conditions stated in our collective bargaining agreement.
If you think your supervisor has violated our contract, you should talk to your steward or union representative as soon as possible or complete an Inquiry Form. We will help you figure out if the contract has been violated. Usually, the first step is for your steward or representative to speak informally with your supervisor and point out the terms of our contract. This can feel like a bold step, but it’s important to remember that our contract isn’t worth much if we don’t enforce it’s terms. If your steward or representative determines that there is a violation and they are unable to resolve the issue, then he or she will assist you in completing a grievance form.
Remember that not all workplace complaints call for filing grievances; only violations of our labor union contract are grievable.
At the start of the 2015-16 school year, LAUSD issued an unfair attendance policy that targeted Special Education Paraprofessionals. Because the District never discussed this with our union, we formed a Special Ed Labor Management Committee to push back and forced a negotiation with the District on the matter. We reached an agreement in January 2016 on a policy that is fairer and completely eliminates some of the most punitive language in their original policy.
Here are some highlights:
- Supervisors or administrators—not Special Ed Paraprofessionals—are responsible for giving us our work schedules.
- If we have an emergency, we are not required to notify our administrator in advance. We simply need to follow the procedures set in our contract.
- We are to sign in at the beginning of their shift and proceed immediately to our work area. We no longer have to be in two places at the same time.
- If our assigned meal or rest periods need to be adjusted due to work duties—and we don’t have to do this in advance, we must notify an administrator or the person directing our work.
- The District must follow the process in our contract to address any problems with excessive absenteeism. The District cannot set-up its own counseling or disciplinary procedures.
- Employees with good attendance will be commended.