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YOUR CONTRACT
You can view copies of the 2019-2022 contract and appendices at the Petaluma City Schools website. All pdf copies of the documents are available there. If you have questions, contact your Site Rep. Negotiations are underway for the new contract. * * * * * * * * * * * * * * * * * * * * * OUR PFT CONSTITUTION is linked here for your reference PFT's Gary Ravani Memorial Scholarship is available annually for senior students of active PFT Members, and is awarded by the Petaluma Educational Foundation at their May event.
You can download the application for the Class of 2023 graduates here. * * * * * * * * * * * * * * * * * * * * *
Petaluma City Schools Shared Decision Making Guide - updated August 2019 * * * * * * * * * * * * * * * * * * * * * COPE Contributions: If you are interested in signing up to make a contribution, please fill out the
COPE portion of the CFT Membership form, and deliver it to your site rep or directly to the PFT Office. Thank you! |
Catastrophic Leave Bank Information: We need donated hours!
Our colleagues are in need more often than we would like them to be. We are a generally a strong and resilient group, but some of our members continue to face serious illnesses that require extended time off. We depend on each other to offer accumulated sick leave when it's available so we can offer that comfort and support when needed. The District contributes 150 hours a year, and it's up to us to fill the balance of need. We can offer up to two days of sick leave per year if we have at least 20 hours of leave saved from prior years. If you would like to donate hours to support your colleagues, please refer to the guidelines and information below. If you are needing information about applying for Leave hours, please contact Human Resources, Petaluma City Schools Catastrophic Leave Guidelines Catastrophic Leave Deposit Form * * * * * * * * * * * * * * * * * * * * *
Download this essential workplace booklet (contains California Ed Code citations) Know Your Rights: A guide to workplace laws for classified employees and paraprofessionals in California |
KNOW YOUR WEINGARTEN RIGHTS
(from Union Summer School Education & Training Department)
Weingarten Rights - Right to Union Representation in An Investigatory Meeting That May Lead to Discipline
You have the right to union representation during an investigatory interview with the employer if you believe that the interview may lead to disciplinary action. An investigatory interview occurs when a supervisor questions you to obtain information that could be used as a basis for discipline.
The Basics
1. You must ask for union representation! You must be proactive and request that a steward or union site representative be called into the meeting.
2. You must have a reasonable belief that discipline will result.
3. You have the right to know the subject of the meeting. Ask the supervisor what will be discussed at the meeting.
4. You have the right to consult with your union representative. You have a right to meet with your steward or union site representative before the meeting. And, you are entitled to pause during the meeting and to step outside to seek the advice of your union representative. Your union representative may also speak during the meeting.
5. You do not have the right to a union representative of your choice. Representation may be based on the availability of a steward, site representative, or other union representative.
6. If your Weingarten Rights are violated - don't refuse to attend, but repeat your request for a steward. You shouldn't refuse to attend the meeting, if the employer denies your request for union representation. But, you should repeat your request for representation, take good notes, and don't answer any questions. Immediately report this situation to your union representative following the meeting.
7. Weingarten is only for investigatory meetings. Weingarten Rights don't apply if the employer is simply informing you of some discipline which has already been decided. They only apply if you are being questioned.
History:
The U.S. Supreme Court established this workers' right in the private sector in 1975 (NLRB v Weingarten 420 U.S. 251). This right was also made applicable to employees covered by the California Educational Employment Relations Act (Redwoods CCD v PERB 1984)
Learn more: Know Your Rights! A guide to workplace laws for classified employees and paraprofessionals in California
(from Union Summer School Education & Training Department)
Weingarten Rights - Right to Union Representation in An Investigatory Meeting That May Lead to Discipline
You have the right to union representation during an investigatory interview with the employer if you believe that the interview may lead to disciplinary action. An investigatory interview occurs when a supervisor questions you to obtain information that could be used as a basis for discipline.
The Basics
1. You must ask for union representation! You must be proactive and request that a steward or union site representative be called into the meeting.
2. You must have a reasonable belief that discipline will result.
3. You have the right to know the subject of the meeting. Ask the supervisor what will be discussed at the meeting.
4. You have the right to consult with your union representative. You have a right to meet with your steward or union site representative before the meeting. And, you are entitled to pause during the meeting and to step outside to seek the advice of your union representative. Your union representative may also speak during the meeting.
5. You do not have the right to a union representative of your choice. Representation may be based on the availability of a steward, site representative, or other union representative.
6. If your Weingarten Rights are violated - don't refuse to attend, but repeat your request for a steward. You shouldn't refuse to attend the meeting, if the employer denies your request for union representation. But, you should repeat your request for representation, take good notes, and don't answer any questions. Immediately report this situation to your union representative following the meeting.
7. Weingarten is only for investigatory meetings. Weingarten Rights don't apply if the employer is simply informing you of some discipline which has already been decided. They only apply if you are being questioned.
History:
The U.S. Supreme Court established this workers' right in the private sector in 1975 (NLRB v Weingarten 420 U.S. 251). This right was also made applicable to employees covered by the California Educational Employment Relations Act (Redwoods CCD v PERB 1984)
Learn more: Know Your Rights! A guide to workplace laws for classified employees and paraprofessionals in California