YOU HAVE A RIGHT TO HAVE A UNION STEWARD:

• to represent you in ANY disciplinary or investigatory meeting with management;
• when you feel your contractual rights are being violated;
• to file a grievance.

YOU HAVE A RIGHT:
• to meet with a steward ON WORK TIME;
• to see a steward in a timely manner;
• to request a steward without harassment from your supervisor

HOW TO ASK FOR A STEWARD:
• Tell your immediate supervisor ON WORK TIME that you want to talk to a steward about a "POSSIBLE GRIEVANCE."
• You have NO obligation to explain further why you need a steward.
• Your supervisor MUST promptly arrange a meeting for you with a steward. If he/she does not, inform your steward.

REPRESENTED EMPLOYEES RIGHTS

Every two years, The Wisconsin State Employees Union negotiates a new contract with the State fo Wisconsin. Local 2412 has one member on the Administrative Support Bargaining Team. The agreement states what wages, benefits, rights, and responsibilities we have, and what rights and responsibilities management has. Both the union and the state are obliged to obey this agreement. If your supervisor violates our contract, you can file a grievance to force them to correct the problem. One of our rights under the contract is the right to file a grievance on work time and to have a steward present during any disciplinary or investigatory meeting with management. If you believe disciplinary action may result from a meeting with your supervisor ASK for a Union Steward.

YOUR PERSONNEL FILE RIGHTS THROUGH YOUR WSEU UNION CONTRACT

YOU HAVE THE RIGHT TO:

• request in writing to review your personnel file(s);
• review the personnel file(s) within a reasonable period of time;
• review any materials in your personnel file(s) that is not confidential pre-employment information;
• have your Union Steward review your personnel file(s) for you;
• have your Union Steward review your personnel file(s) with you;
• have immediately presented to you a copy of any material placed in your personnel file(s) which may affect your present job performance evaluation.
• have a copy of any material in your personnel file(s) that is not confidential pre-employment information
• request in writing that "all records of work rule violations which did not involve criminal violations" be removed from your personnel file(s) "if there are no other violations within twelve months after the violation," and returned to you.

Check Your Personnel File Every Year!