Third Shift Steward
•   Correction Officer  Christine Costello
•   Correction Officer Joe Sebok

Responsible to represent all OCSEA  members and Fair-share employees who work  during the hours of 10:00pm - 6:00am.

THE DUTY OF FAIR REPRESENTATION
When the union wins a representation election, it gains a special status — it is certified as the exclusive representative of all employees in the bargaining unit. The union has the authority to negotiate and administer the contract, and address issues concerning the terms and conditions of employment. With this status comes a responsibility known as the “Duty of Fair Representation.” This duty is not found in a particular law or statute; rather, it is the result of several court decisions that have been handed down through the years. Simply put, the union has the duty to fairly represent all employees in the bargaining unit, regardless of whether they are members, agency fee payers, or nonmembers. (Some state laws modify this basic principle, so check the labor laws in your state.)

To meet this responsibility, follow this principle: Investigate, file and process your grievance cases based on the merits of the grievance, not the merits of the grievant. On the part of the union there cannot be any discrimination, obvious negligence, or an arbitrary decision to drop the case. On the other hand, the union has no obligation to take up frivolous grievances that have no merit.

Representation Responsibilities

•   Fully investigate possible grievances to determine if they have merit.
•   Process each meritorious grievance on a timely basis, following the time limits in your contract’s grievance procedure.
•   Keep accurate, written records of each grievance.
•   Be a strong advocate throughout the grievance procedure.
•   Keep the employee informed about the status of the grievance at all steps of the process.
•   At any stage of the process, allow the grievant to submit additional evidence or data.
•   Should the union decide to drop a grievance for lack of merit, or other reason, notify the grievant of this decision as soon as possible — in writing.
•   It’s a good practice for locals to have an internal appeals process. Notify the grievant — again, in writing — of the nature of this process and how to appeal the union’s decision to not pursue the grievance.