Pending updated contract, check back soon. Contact your union Representative.

Pending updated contract, check back soon. Contact your union Representative.

Visit the Saratoga Employee's Association Page Now To download and view your contract, click the link below. Contact your union Representative.

Pending updated contract, check back soon. Contact your union Representative.

Visit City of San Jose MEF Page Now To download and view your contract, click the link below. Contact your union Representative.

Employee Association MOU Contact your union Representative. Visit Page

To download and view your contract, click the link below. Contact your union Representative.

Updated contract coming soon. Contact your union Representative.

To download and view your contract, click the link below. Contact your union Representative.

Pending updated contract, check back soon. Contact your union Representative.

Pending updated contract, check back soon. Contact your union Representative.

Pending updated contract, check back soon. Contact your union Representative.

To download and view your contract, click the link below. Contact your union Representative.

Yes. They must delay questioning until your Steward can be present.

When the Steward arrives, the supervisor or manager must allow the Steward a private meeting with you before questioning begins, must allow the Steward to speak during the interview, for instance, to clarify a question, and to advise you (caucus). The Steward also takes notes during the meeting.

No, only when you reasonably believe discipline could result from an investigatory interview, unless your contract contains broader rights.

You should ask about the purpose. You have the right to know that the meeting could involve questioning that could lead to discipline, and the general subject matter of the inquiry, but not the details.*

At the point you believe you are being asked questions which could result in discipline, you have the right to ask that the meeting be stopped so you can call in a Steward.

In the 1975 case NLRB v. J. Weingarten Inc., the U.S. Supreme Court declared that unionized employees have the right to have a steward present during a meeting with management when the employee believes the meeting might lead to disciplinary action being taken against him/her. Weingarten rights apply during investigatory interviews when a supervisor is questioning an employee to obtain information that could be used as grounds for discipline. When an employee believes such a meeting may lead to discipline, he/she has the right to request union representation. These basic Weingarten rights stem from the Supreme Courts decision: 1. The employee must request representation before or during the meeting. 2. After an employee makes the request, the supervisor has these choices: a. Grant the request and wait for the union representatives arrival; b. Deny the request and end the meeting immediately; or c. Give the employee the choice of either ending the meeting or continuing without representation. 3.If the supervisor denies the request and continues to ask questions, the employee has a right to refuse to answer. In addition, the supervisor is committing an unfair labor practice. 

If you are denied a Steward's presence, they must end the meeting or not proceed with questioning. If they insist on continuing the meeting and you are still questioned, the employer is committing an unfair labor practice, and you may decline to answer. You cannot be disciplined for such refusal. After the meeting, contact the Steward again to file a grievance or NLRB charge.

NO; management isn't obligated to remind you of your right unless your contract requires it, and even then YOU must make the request. After you have made that request you should contact your Steward immediately, so they can arrange to be there, and most important, build in time to consult (caucus) with you before the meeting.

Joining AFSCME Local 101 is simple! Click the link below, to complete the membership form and we will be in touch soon! https://forms.wix.com/f/7051988395085530094

No, supervisors and managers expect members will request representation; it's just sensible.

When a manager or supervisor questions an employee to obtain information which could be used as a basis for discipline, or asks an employee to defend his or her conduct.

You can’t have a Steward at the first evaluation discussion unless the evaluation or the supervisor's questions threaten disciplinary action. When the evaluation is final, you may have representation in later discussions or appeal meetings.

City of San Jose MEF City of Santa Clara City of Gilroy City of Morgan Hill Santa Clara Valley Water District San Lorenzo Valley Water District Scotts Valley Water District San Jose Unified School District Oak Grove Union School District Luther Burbank School District Town of Los Gatos Gardner Family Health Network

You may request the presence of another Steward, a Chief Steward, or you may request Union staff.

Carol McEwan

John Tucker Genevieve Vigil

Carol McEwan

Jo Bates

Genevieve Vigil

Carol McEwan

Genevieve Vigil

Abdul Johnson

Carol McEwan

Carol McEwan

Genevieve Vigil

Carol McEwan

Cindy Harlin

Chris Pilson

Rachel Atkins

Vacant. Future Officer

Yolanda Del Rio

Detlef Adam

Cliff Myers

Vacant

Frankie Robles

Elise Latedjou-Durand Suzanne Remien Jessica Vasquez Fidel Gonzalez

Jon Shouse

Dan Gibson Jaime Fonseca Martin Bagnyuk Vacant Vacant Vacant Vacant Vacant Vacant Vacant Vacant Vacant Vacant

Carlos Casas

John Henry

Sherrie Olsen

Israel Goins Lilia Valenzuela

Vidal Santellano

This term expires November 2024.

Kevin Johnson and Eric Walther

Richard Bandy

Maria Miller and David Parker

Austin Carrell Dan Gibson

Scarlet Darmousseh

Alyssa Grondahl

Formulates and actively supports programs to recruit members to this union. Draws up and assembles organizing materials. Quarterly

Reviews the local constitution and the policies and procedures of this organization. Reports to the executive board and the membership of recommended revisions. Quarterly

Studies revenues and expenditures, draws up a preliminary budget and recommends on the financial condition of this organization. Monthly

Monitor and create content for Local 101 website, social media, and printed correspondence. Develops and maintain a positive public image of AFSCME Local 101. Monthly

This committee shall assist the executive board in carrying out a sound program of political education and action and encourages members to register and vote. In addition, this committee defines, investigates, and recommends on legislation that is of interest to the members. Quarterly, monthly during election season.

Attends SBLC meetings. Represents local 101 at SBLC functions. Report to local 101 on the affairs of SBLC. Monthly

Studies and recommends possible benefits for members and society. Assists the executive board in carrying out the Human Rights programs and policies of the International Union, Council 57, and Local 101. Quarterly (Emergency meeting as warranted)

Pending updated contract, check back soon. Contact your union Representative.

Attends council 57 delegates meetings. Votes on Council 57 affairs. Represents local 101 at C-57. Reports to Local 101 executive board on the current affairs of Council 57. Quarterly