BCEA Goals
​​A characteristic of a healthy local organization is having specific goals or objectives that are shared by members. BCEA has established these goals/objectives.
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  • Communication with members
  • Recognition of members
  • Continue with tagline - TEAM: Together Everyone Achieves More
  • Work for the BEST opportunities for ALL members
  • 100% Membership
  • Encourage members to be more involved in professional trainings and conferences
  • Educate members on legislative issues and how these issues affect public schools, our work place, and our jobs
  • Increase individual member understanding of the BCEA labor agreement and diligently defend the current agreement 
BCEA ESP BILL OF RIGHTS
We, the classified members of the MEA-MFT, proclaim these rights for ourselves and our fellow employees wherever they are employed and whatever their positions. For ourselves and our fellow classified employees, we pledge to each other and our Association that we will unite in a common effect to establish and to protect these rights.
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  • The Right to be treated with dignity and respect in our employment.
  • The Right to be paid a living wage and to be paid a reasonable compensation for the work we do
  • The Right to conduct our private lives without interference
  • The Right to participate in those decisions of our employer which affects our employment
  • The Right to be free from unlawful discrimination
  • The Right to join a labor organization and to bargain collectively for our common interests without retaliation
  • The Right to have our legitimate grievances addressed fairly and without delay
  • The Right to safe and reasonable working conditions
  • The Right to retire, not in poverty, but with pride and dignity
Weingarten Rights
The rights of unionized employees to have a union representative present during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689). These rights have become known as the Weingarten rights.

An investigatory interview occurs when a 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.

If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation.

Management is not required to offer union representation. The employee must ask to have a union representative present during the investigatory interview. Except in unusual situations, the employee may not delay or cause such an interview to be postponed until a specific union representative is available.

When the employee makes the request for a union representative to be present, management has three options:
  1. It can stop questioning until the representative arrives,
  2. It can call off the interview, or
  3. It can tell the employee that it will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the employee should always refuse).

Once you've asked for union representation, any attempt by management to continue asking questions before a union representative gets there is:
ILLEGAL - If supervisors pressure you by telling you that "you're only making things worse for yourself" by asking for union representation, that's against the law too.

Remember, if you are called into your supervisor's office for an investigation, you can't refuse to go without your union representative. All you can do is refuse to answer questions until your union representative gets there and you've had a chance to talk things over.

The Supreme Court has ruled that during an investigatory interview, management must inform the union representative of the subject of the interview. The representative must also be allowed to speak privately with the employee before the interview. During the questioning, the representative can interrupt to clarify a question or to object to confusing or intimidating tactics.

​And finally, your Weingarten Rights do not arise when management is discussing work assignments, giving instructions, or engaging in other routine discussions with the employee. These are your rights!
Calendars
BCEA LABOR AGREEMENT QUICK FIND:
  • Vacation Accruals, Leaves PAGE 12
  • Critical Family Illness Family Member List PAGE 15
  • Dispute Resolution PAGE 17
  • Salary PAGE 29

Sick Leave Donations:

If you are interested in donating sick leave, or need sick leave assistance, please contact BCEA President Scott Proctor for Approval Processes. All sick leave donations must be approved by BCEA and Payroll prior to receiving any donations. Once the approval process is finished, donors may use this form to donate sick leave at the approval of the Payroll department.  For questions, contact Scott at 406-281-5055.