In most cases, a grievance must be filed within 30 school days from the time you have knowledge of the act or condition that violates the contract. However, in certain types of grievances, the time limits are shorter. For example, all reorganization grievances must be filed within two school [work] days of your knowledge of or receipt of your assignment. Most per session grievances must also be filed within two school days. Grievances involving salary issues can be filed within three months of knowledge of the salary problem.

If the principal denies your grievance, the union has 15 school days to file a Step 2 chancellor’s level grievance. The union must investigate the denial, but it can appeal to the chancellor’s representative at Step 2. Only the union may appeal or initiate grievances at Step 2.

The UFT’s grievance committee in each borough meets to decide which of the grievances denied at Step 1 should proceed to Step 2. In making its decision, the committee discusses the merits of each case, keeping in mind that arbitration decisions set precedents for all members.

It is important that you provide the borough committee with all relevant documentation through your UFT district representative. The member has the right to appeal the borough committee’s decision to the Grievance Department.

Upon receiving the grievance, the principal must arrange a grievance conference with you and your chapter leader. If the matter is not resolved at the conference, the principal must issue a written decision within five school days of receiving the grievance. 

If the principal denies your grievance, the union has 15 school days to file a Step 2 chancellor’s level grievance. The UFT’s grievance committee in each borough meets to decide which of the grievances denied at Step 1 should proceed to Step 2. In making its decision, the committee discusses the merits of each case, keeping in mind that arbitration decisions set precedents for all members.

Speak with your chapter leader or district representative. While a handbook may reiterate an existing provision of a collective bargaining agreement or Chancellor’s Regulation, a handbook cannot be contrary to or modify a provision of a collective bargaining agreement or Chancellor’s Regulation and a handbook cannot create a new term or condition of employment that is not in a collective bargaining agreement, Chancellor’s Regulation or existing official DOE policy. The DOE has written that school staff may not be held accountable for provisions of any school handbook or other communication that is inconsistent with collective bargaining agreements or Chancellor's Regulations. See the DOE guidance on school handbooks »