Exclusive Representation

ASASP is the only union that can represent Administrators & Supervisors in the Prince George's County, MD Public School System should they need assistance.

Dues to ASASP benefit you  --  Dues to any other union are merely a gift


Click here to visit ASASP on Facebook


  


We Are . . .

The Association of Supervisory and Administrative School Personnel . . .

the single, coordinated voice for administrators, supervisors, and other professionals employed by Prince George's County Public Schools who are designated by the Board of Education as members of Unit II and Unit III.   For our members, we are the exclusive collective bargaining representative with regard to all matters relating to salary, wages, hours, and other working conditions.  ASASP takes great pride in improving the educational process for students by helping members become more effective in their various roles as educational leaders.  Employees who are at peace with their terms and conditions of employment are better equipped to focus on the needs of our future . . .

  . . . our childrenchildren

 

 



Metropolitan Washington

Council,   AFL-CIO

CSA Mission

The Mission of the Community Services Agency (CSA) is to improve the lives of workers and their families by meeting their human and social services needs; by building broad and diverse coalitions to promote and protect dignity and justice for workers; and by empowering workers and their unions to make their communities better, more responsive places to live, work, raise a family and retire.

more....

 

TRESPASSING

School-Based Administrators - If you have questions regarding individuals entering your building - causing a disruption and refusing to leave when asked - see the Annotated Code Section 26-102.  The Law is very clear -  you may deny access to the building to any person who "Acts in a manner that disrupts or disturbs the normal educational functions of the institution."  This means a Board member, the Superintendent, parent, union representative, politician - anyone.  If you ask somone to leave and they do not, you have the right to call the police and have them arrested.

Protect your students, staff and yourself.

 


LABOR QUOTES

Nothing in all the world is more dangerous than sincere ignorance and conscientious stupidity.

-- Martin Luther King, Jr.

About half our problems would go away overnight if everybody in this country who wanted to work had a job.

-- Bill Clinton

Why the Union-Buster Sank

A minister, a priest and a union-buster were fishing from a boat not far from the shore of a lake. The minister needed to go to the bathroom so he got out of the boat, walked across the water, disappeared into the woods by the shore, then walked back across the water to the boat and climbed back in. The priest was the next to make the trip, getting out of the boat, walking across the water, disappearing into the trees, then walking back across the water and returning to the boat. The union-buster was the last to go. He stepped out of the boat and immediately sank. The minister
looked at the priest and said, "We really should have told him where the rocks are."


Member Tips
Adapted from The Union Members Complete Guide, by Michael Mauer

Be a Union Emissary

Why is the public perception of the labor union movement so at odds with the day-to-day reality?  A large part of the explanation is that the vast majority of Americans are not represented by a labor union, and many Americans have never had any direct experience at all in a unionized workplace.  With little firsthand  knowledge to go on, some  people easily buy into the employers' twisted version of things.  To increase public support for unions and the causes that we fight for inside and out of the workplace, it's important for people to have an accurate view of the role that unions play.  And this is where you come in:  if you make a point of letting friends and neighbors know about your own experiences as a unionized employee, this can be the most effective way possible to correct popular distortions about the labor movement.  To get an accurate picture of what a real-life union is all about, people need to hear firsthand from a real-life union member.

Support the Union:  It’s the Fair Thing

Think about the relationship between a government and its citizens.  Each of us approves of many of the decisions made on our behalf by our elected representatives, but disapproves of others.  Imagine the foolishness of trying to have a society where each person decided things based only on what was best for him or her individually.  The fact is, we all benefit from understanding that the only practical way to live together is to have a group of people with common interests making group decisions.  So each of us pays taxes, with the understanding that our pooled funds generally are used for the common good.  In most cases, it’s simply not practical to allow individuals to “opt out” of society’s decisions.  You, for example, may not have school-age children, but it would hardly be realistic for you to pay a slightly lower percentage of taxes because you don’t directly benefit from (or even approve of) spending on public education.  Or you may have a neighbor who doesn’t think that the stop sign on the corner is really necessary, but you sure want her to obey it if your kid is trying to cross the street.

Be a Set of "Eyes and Ears"

Union stewards can't be everywhere at once, and they can't see or hear personally everything that goes on around the workplace.  So part of your job as an individual union member is to be on the lookout for things that the union needs to know about, and to pass along the necessary information.  If, for example, a change is made in working conditions but too long a period of time passes before a grievance is filed, it may be too late to challenge the employer's unilateral action.  So it's part of your responsibility as an individual union member to be the union's "eyes and ears" in your workplace.


Protection From Retaliation

If you think you're being retaliated against for union activity, be aware that there sometimes is a difference between what you know actually occurred and what you can prove as a matter of law.  You’d be kidding yourself if you thought that there’s never been an instance in which a worker was in fact retaliated against for having engaged in behavior that is legally protected but was unable to prove that the retaliation took place.  Still, don’t let this prevent you from asserting your rights.  There have been plenty more instances where the agency charged with enforcing a law moved aggressively against an employer trying to prevent an employee from asserting rights under that law.  After all, if all employees are successfully intimidated into not using the provisions of the law, that agency becomes useless. 

 

Internal Union Rights

Let’s take a look at the rights that you have, as a union member, to participate in the democratic workings of the collective bargaining representative.  The primary law setting forth your legal rights to participate in your union grows out of a federal statute passed in 1959, known as the Landrum-Griffin Act.  Specifically, the Labor Management Reporting and Disclosure Act (LMRDA), administered by the US Department of Labor, covers unions with members in the private sector.  (If your union represents both public and private sector workers, this law may apply to you, as it will if you are a U.S. Postal Service employee.)  The LMRDA’s “Bill of Rights of Members of Labor Organizations” contains an “equal rights” provision, guaranteeing all union members the right to nominate candidates for union office, to vote in union elections, and to attend and participate in union meetings.  While the federal law does not require labor organizations to hold meetings, it does say that when meetings are held you have the right to participate fully.  The labor “Bill of Rights” also guarantees “freedom of speech and assembly.”  The law does say that unions are allowed to have “reasonable rules” regarding how they run their affairs.  But you, the union member, have a guaranteed right to have and to express your viewpoints on the union and those who lead and participate in it, even if those viewpoints are critical or negative ones.
 

 

 

 


 IF YOU FEEL ONE OR MORE OF THESE HEART ATTACK SYMPTOMS, CALL 911
  • Chest pain, discomfort, pressure or squeezing, like theres a ton of weight on you
  • Unusual fatigue
  • Unusual upper body pain, or discomfort in one or both arms, back, shoulder, neck, jaw or upper part of the stomach
  • Nausea
  • Breaking out in a cold sweat
  • Shortness of breath
  • Light-headedness or sudden dizziness

www.womenshealth.gov/heartattack


KUDOS

 Rita M. Mack Woods, CIP, Fiscal Analyst for Prince George's County Public Schools, who has successfully met the Association of Government Accountants (AGA) certification requirements by examination and has been granted the designation of Certified Government Financial Manager (CGFM).

 

Labor Nights at the Nats Tix Available:
Night at the Nats game between the Nationals and the Dodgers. All tickets for the July 19 game are $10 and the money raised goes to the Community Services Agency's Emergency Assistance Fund. Click here to download the 2013 flyer; to order tickets, email CSA Executive Director Kathleen McKirchy at kmckirchy@dclabor.org.
  See:
Metropolitan Washington Council's Union City NEWS



 

PROPOSED

 CONTRACT

 RENEWAL

 

The Contract Proposals voted on at the January 7, 2012 ASASP General Membership Meeting have been accepted by the ASASP Membership.

 

UNIT II

A step increment retroactive to July 1, 2012; those employees at the top of the scale who would not get a step increment will receive a one-time payment equivalent to 2% of their base salary for 2012 - 2013, also retroactive to July 1, 2012.

 

UNIT III

A one-time payment equivalent to 2% of their salary for the 2012 - 2013 School Year (retroactive to July 1, 2012).

 

 


School Administrators Union

Endorse ‘Bully’ Documentary

Last week, the American Federation of Teachers (AFT) invited the American Federation of School Administrators (AFSA) to watch the documentary “Bully” and join with them as the only school administrators union to endorse the documentary.   AFSA whole-heartedly supported  the effort.

In addition to their efforts with  AFT and the movie "Bully", the AFSA GEB passed a resolution on bullying.

Read AFSA Endorsement & Resolution here 

 


 

 

Units II/III

PGCPS employees

Join ASASP Now!

There is strength

in numbers!

YOU will make a

difference!

 

The No Child Left Behind unfairly labels schools as failing and imposes escalating.......

....more

 





 

Eternal Vigilance Is

The Price of Liberty

Don’t make the mistake of thinking that the existence of rights on a page somewhere means that you’ll always be able to count on those protections.  Rights that aren’t exercised can in fact disappear over time; you can lose what you don’t protect.  So you need to know where your rights come from, and how to use your union to protect them.  In practical terms, this means that when your employer breaks the rules, you need to make sure that your union steward knows about it.  A steward’s job is to be the “eyes and ears” of the union, but a steward can’t be everywhere at once, and that’s why individual members have the responsibility to alert the steward if they see a problem.  That way, the union/employer structures that are in place can be used to prevent changes for the worse in the day-to-day conditions of the workplace.

Adapted from The Union Members Complete Guide, by Michael Mauer

 

ASASP Members, your Board of Directors are your stewards.   Call any of them or call the ASASP office - keep the Union apprised of what's going on. 

Remember, we don't know and, therefore, can't jump into action, until YOU let us know what's happening!

 

"Why should we get involved?  Why should my child learn about what happened to workers a hundred years ago?  If these children don’t understand and appreciate the struggles of their parents, grandparents and great-grandparents, they may be doomed to fight the same battles over again."

-- Fred Kaltenstein, Labor Educator

Unit II and Unit III

SENIORITY

ASASP WILL NOT ALLOW THE BOARD OF EDUCATION TO IGNORE OUR NEGOTIATED AGREEMENTS.  WE WILL TAKE WHATEVER  ACTION IS NECESSARY TO DEAL WITH ANY UNFAIR LABOR PRACTICE.

an injury to one

is

an injury to all!

 

Q

If I am RIFfed, what then is the status of my pension and any retirement funds?

A

Per Human Resources, the  pension remains with the  Maryland State  Retirement System (MSRS).  If you have less than 5 years, you may withdraw your funds.  However,  you should probably wait to withdraw your funds until  you secure another position.  If you accept another position with an employer that participates  with MSRS. you can continue to contribute to  the pension system.

NOT

a Spectator Sport

Unions are far more than a kind of employment insurance policy for working people.  Plenty of union members and union officials have learned the hard way that when workers come to think of their union as a business that provides service rather than a group of people banding together to fight for common interests, the union quickly loses the clout and credibility needed to defend and advance the members’ interests.  When an employer looks and sees only a small handful of paid union staff or elected union leaders, and no one standing behind them, pretty soon the employer starts thinking that “the union” isn’t really much to contend with.  And the truth is, that’s right. 

Adapted from The Union Members Complete Guide, by Michael Mauer

"...all matters that relate to salaries, wages, hours, and other working conditions must be negotiated."

Click here and read original emails between ASASP and HR and ASASP's response letter

 

Shop with a Conscience

Sweatfree Communities

News to Use

Help for Striking or

Furloughed Workers

Workers facing financial difficulty due to strike or furlough may be eligible for two new grants from Union Plus. The Union Plus Job Loss Grant has also been expanded to help even more members. Union Plus Credit Card holders who are on strike or locked out for 30 or more consecutive days may apply for a $250 payment made directly to their credit card accounts under the new Union Plus Strike Grant. Union members or their spouses who have been furloughed from their jobs for 15 days or more within a six-month period can receive a one-time $250 payment made directly to their Union Plus Credit Card with the new Union Plus Furlough Grant. Also, the time to apply for a $250 Job Loss Grant has been expanded from six months to 12 months to allow members more time to learn of the grant and apply for it. “These grants are part of the Union SAFE program from Union Plus that has provided some $5 million to assist eligible union members facing hardships due to layoffs, hospital costs, disability, mortgage payment problems and high college costs,” says Union Plus. “Through these new and expanded programs, Union Plus will help even more union families.” Click here for more information.


Internet Help for Seniors

(and those caring for them)

Click here for websites that can help seniors and caregivers find health, housing and community support information.

The Big Squeeze

The local bar was so sure that its bartender was the strongest man around that they offered a standing $1000 bet: The bartender would squeeze a lemon until all the juice ran into a glass, and hand the lemon to a patron. Anyone who could squeeze one more drop of juice out would win the money. Over the years, many people had tried but nobody could do it.
One day a scrawny little man came into the bar, wearing thick glasses and a polyester suit, and said in a tiny squeaky voice "I'd like to try the bet."
After the laughter had died down, the bartender said OK, grabbed a lemon, and squeezed away. Then he handed the wrinkled remains of the rind to the little man. The crowd's laughter turned to total silence as the man clenched his fist around the lemon and six drops fell into the glass.
Stunned, the bartender paid the $1000, and asked the little man "What do you do for a living? Are you a lumberjack, a weight-lifter, or what?"
The man replied: “I negotiate union contracts for management.”

 

 

 

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