TAAAC News

Know your Contract: How to Write a Grievance

A grievance is “a dispute concerning the meaning, interpretation or application of provisions of this negotiated Agreement concerning the salaries, hours, or working conditions of Unit I members.” (Article 19.A.1)
Grievances are filed in most cases for one of three reasons: to enforce what is in the Negotiated Agreement; to identify weaknesses in the Negotiated Agreement and establish a pattern for bargaianing; or as a pressure tactic to win improvements at the building, system, and county levels.
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Grievance Steps

Take these steps to understand the grievance process and learn how you can take action on your own!

Level 0

Unit I employee must have a conversation with the administrator/ supervisor about the violation to either remedy the issue or highlight the contract language violated before filing a formal grievance.

Level 1

File a written grievance directly with the “administrator who made the decision or interpretation” within 15 days of when the employee knew or should have known of the violation Administrator/supervisor has five (5) school days to render a decision in writing.

Level 2

If Grievant is not satisfied with the decision rendered, or no response has been provided within 5 school days, the grievance may be escalated by TAAAC within 10 school days, and request a hearing. The scheduling of the hearing must occur within 5 school days and the hearing must be held within 15 school days. The Superintendent’s Designee (Melisa Rawles) must render a written decision within 15 school days following the hearing.

Level 3

In rare cases, the union may appeal a Step 2 rejection to a neutral arbitrator. The decision to move to Step 3 is up to the TAAAC Board of Directors and carries substantial financial costs and risks.

How to Write a Grievance

Any member of the bargaining unit may file a Level 1 Grievance. To do so, you will identify and write out the following five items:

  • Grievant: Unit 1 member or members making the claim. Specifically, these are employees with names, not just “third grade teachers” or “school counselors”.
  • Grievee: Administrator or Supervisor who made the decision which is alleged to be in error
  • Description of the Grievance: A short statement of the violation that occurred, including dates
  • Articles Violated: Directly quote the article(s) you think were violated
  • Remedies: Specific, tangible outcomes that correct the harm done, are relevant to the violation, and are achievable to make the grievant whole. These can include: time, money, recinding discipline, alternative assignments, etc.

Organizing Around Grievances

Grievances are NOT mutually exclusive with collective action. Ask yourself how you can bolster a grievance with direct actions and escalations, such as:
  • TAAAC Tuesdays (wear your union shirt)
  • Wear oversized band-aids to show injuries
  • Sign a majority petition calling for a solution
  • Email BOE member or Testify at a BOE meeting
  • Plan a school-wide town hall to demand your admin remedy the issue
  • Work-to-rule (set out of office message)
  • Informational picket before/after duty hours
Please note, grievances are a form of “Protected Concerted Activity” of the Union. You cannot suffer “negative job actions” because of filing a grievance. While retaliation is difficult to prove, signing a grievance actually protects you from retaliation.
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TAAAC is an association which exists to further the professional concerns, economic interests, and human and civil rights of its members. We advocate for equitable, quality education for all students in Anne Arundel County Public Schools. TAAAC is a union of educators, representing all Unit 1 employees in the Anne Arundel County Public School System.
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