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A-1 (7-92) AGENCY SHOP the Association Supports Agency Shop

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A-1 (7-92) AGENCY SHOP the Association Supports Agency Shop A-1 (7-92) AGENCY SHOP The Association supports agency shop and will assist locals in pursuing enforcement of agency shop provisions, with the assistance to include regular communications to local presidents on the status of litigation on agency shop cases. (1980 Fall R.A.) OBJECTIONS TO POLITICAL-IDEOLOGICAL EXPENDITURES Upon timely objection, no individual required to pay a service fee shall be required, through the payment of such a fee, to contribute to the financial support of an ideological cause or political activity unrelated to collective bargaining, contract administration, grievance adjustment and lawfully chargeable employee representation. An individual who, in compliance with the administrative procedures established by the Executive Director of the Michigan Education Association, objects to the use of a portion of his/her service fees to support such an ideological cause or political activity shall be required to pay a reduced fee based upon a determination of the percentage of the MEA's annual expenditures for the prior year necessarily or reasonably incurred for the purpose of performing the duties of an exclusive representative of the employees. (September 23-24, 1988 MEA Board) A-1.1 ALTERNATIVE LIFE-STYLES—PHILOSOPHY AND CURRICULUM Guidelines for Selecting Or Developing a Curriculum Related to Alternative Lifestyles The Human Relations Commission recommends that every Michigan school district adopt a philosophy and curriculum that are non-judgmental allowing the entire student population access to information that is reflective of a variety of lifestyles. The following specific guidelines related to education, school safety, dropout prevention strategies and support services are intended to supplement a school curriculum and practices to better address the unique needs of all students. Education • Sensitization and awareness training for staff about alternative lifestyles • Direct liaison with counselors, school nurses, school psychologists and social workers for students with special needs. School Safety • School environment free of harassment and intimidation • Training for staff members in methods of recognizing and responding to victims of sexual harassment • Development of a crisis committee within the school system Drop-out Prevention Strategies • Inclusion of alternative lifestyle perspectives in existing suicide and substance abuse prevention programs • Informal rap groups, drop-in counseling and peer counseling experiences • Youth programs that give affirmative social experiences to all students including those with alternative lifestyles Support Services • Accessibility to community resources • Referrals to mental health personnel for in-depth counseling • Referrals to Human Resources Agencies • Business Support • Hot Lines • School and Community Forums Acknowledgment: Project 10 is a Los Angeles unified school district program developed at Fairfax High School. (MEA Board—July 1992) A-2 ANNEXATION/CONSOLIDATION The Michigan Education Association will utilize the full efforts of their staff to lobby for legislation to protect and safeguard all employment and seniority rights of all educational staff that are affected by the consolidation, annexation, and/or cooperative arrangements of school districts in the state of Michigan. (1992 Spring RA) A-3 (7-92) APARTHEID AND DIVESTITURE Apartheid is a reprehensible police of the South African government. In the past, the Michigan Education Association has encouraged the enforcement of the Sullivan Principles as a rational manner in which to seek change in South Africa. Adoption and compliance with the Sullivan Principles by North American corporations doing business in South Africa continues to be a partial solution to apartheid. Additional measures are needed to prod the South African government to discontinue state-sanctioned racial discrimination. A-4 (7-92) ASSOCIATION STAFF--AFFIRMATIVE ACTION Commitment to Equal Employment Opportunity By policy and preference, the Michigan Education Association (MEA) reaffirms its continuing commitment to an equal opportunity to compete for employment with and advancement in the MEA. To assure equal employment opportunity, there shall be no discrimination or preferred treatment, other than to the extent provided herein, concerning any individual or group because of race, color, national origin, religion, creed, disability, gender, marital status, age, height or weight. This Affirmative Action Policy Statement, Guidelines and Procedures (Policy) is voluntarily promulgated by the MEA in an attempt to improve employment opportunities for minorities, disabled persons, and women. This policy serves as MEA's commitment to the principle that all men and women of whatever race, religion, or disability are entitled to fair and equal treatment. It is the position of the MEA that affirmative action is essential in order to improve the economic and social conditions of minorities, disabled persons, and women by providing equality of opportunity in the work place. Furthermore, it is the position of the MEA that affirmative action is essential because of a historical pattern in this country of restriction, exclusion, discrimination, segregation, and inferior treatment of minorities, disabled persons, and women in many and varied areas of society. In pursuit of its policy of nondiscrimination and equal employment opportunity, MEA states its commitment to make a good faith effort to achieve equal employment opportunity at the MEA by taking whatever actions are appropriate and necessary to overcome the effects of past or present discriminatory practices, policies or other barriers to equal employment opportunity. This policy was initially developed and has been revised on an ongoing basis to assure that effective application of the MEA's policy of nondiscrimination and equal employment opportunity, to insure compliance with applicable laws and government regulations and to serve as a guide for the development, revision and meaningful administration of affirmative action in employment through the MEA. This policy shall apply to all employment practices at the MEA, including, but not limited to, recruiting, hiring, transfer, promotions, training, compensation, benefits, layoffs and terminations. Any acts or practices taken pursuant to this policy were developed in reliance on and shall be taken in conformity with Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission's Affirmative Action Guidelines which became effective February 20, 1979 and are published at 44 Federal Register 4422; 29 CFR 1608.1, et seq, the Michigan Elliott-Larsen Civil Rights Act, and the Michigan Handicappers' Civil Rights Act. It is the policy of the MEA to encourage all entities within the MEA family to adopt an affirmative action policy similar to this policy. The board of each such entity should affirmatively adopt such a policy, modified, if necessary, to reflect the entity's unique business requirements. For any new MEA family entity which may be established in the future, to the extent that MEA employee positions are transferred to the new entity, the MEA affirmative action goals for those positions shall continue to apply until such time as the board of the new entity adopts its own affirmative action policy. To the extent that any collective bargaining agreement with MEA staff is inconsistent with the requirements of this policy or the law, MEA will negotiate to eliminate the inconsistency in future agreements. Responsibility for Implementation The MEA Board of Directors (Board) shall designate an MEA employee of suitable qualifications to serve as Equal Employment Opportunity Supervisor (EEO Supervisor). Unless otherwise directed by the Board, the EEO Supervisor shall be the Personnel Director. The EEO Supervisor is charged with the responsibility for implementation of all aspects of this policy. The EEO Supervisor shall: A. Assure that all guidelines and affirmative action plans adopted pursuant to this policy are followed by all relevant supervisory and managerial personnel. This responsibility shall include training as well as super- vision. B. Implement and supervise the annual self-analysis audit. This shall include responsibility for conducting all statistical analyses required, compiling a recommended affirmative action program to remedy the effects of present or past discrimination, and otherwise determining the degree to which prior goals and objectives are being attained. C. Establish the necessary procedures for the collection of all data required for the implementation of this policy. D. Submit periodic reports to the Board describing the degree to which MEA's affirmative action goals and objectives are being attained. E. Recommend to the Board any necessary or desirable revisions to this policy. F. Serve as liaison between MEA and enforcement agencies as needed. G. Assure compliance with all filing requirements which are imposed by law. H. Serve as liaison between MEA and minority organizations, women's organizations, disabled persons organizations and community action groups concerned with employment opportunities for minorities, women and the disabled. I. Work with the NEA in assuring that MEA's Affirmative Action Policy and Plans meet NEA standards. J. Keep the MEA management and Board informed of the latest developments in the area of equal employment opportunity. Equal Employment Opportunity Guidelines It is the duty of the Management of MEA to assist all employees in achieving a consciousness
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