If something has happened at work that worries you, start here. Most problems are easier to resolve early, and several carry deadlines that pass quickly.
Before anything else: talk to the chapter before you respond in writing. A reply sent in the first hour can narrow what the chapter is able to do for you later. Taking a day to get advice almost never weakens your position.
I’ve been asked to meet with a Chair, Dean, or HR.
If you have any reason to think the meeting could lead to discipline, you may request the presence of an Association representative at an investigatory interview (Article 2.1). Ask plainly: “Could this meeting lead to discipline? If so, I am requesting union representation.”
You have to ask — nobody is required to offer. See Your Rights in a Meeting.
I received a “does not meet performance expectations” rating
Act now, not later. Two such ratings in the same category within three years requires post-tenure review, which can end in removal of tenure. You have fifteen days from receiving the final assessment to file an appeal. That window is the shortest meaningful deadline in the evaluation system.
My reappointment, tenure, or promotion is in question.
Don’t wait for a formal decision. The chapter can do the most while your file is still moving. Bring the letter, the review, and any correspondence, even if it seems minor.
My contract wasn’t renewed, or I’m worried it won’t be
Lecturers, Senior Lecturers, Principal Lecturers, and Assistant Professors Non-Tenure Track are in the bargaining unit and covered by the agreement. Notice of non-reappointment arrives by December 31 — a month earlier than under the previous contract. Contact the President or the Grievance Chair the day you are notified.
If you hold a Temporary appointment, different and considerably weaker rules apply. Check your appointment letter.
My position has been selected for retrenchment
Contact the chapter immediately. If you have at least thirty but fewer than thirty-five years of service in an Ohio state retirement system, you are exempt — but you must furnish written verification to the Chief Human Resources Officer within fifteen days of notice. See Retrenchment.
I’m facing formal discipline
Request representation now, before any further conversation. Don’t sign anything, including anything described as routine paperwork or a simple acknowledgement.
My teaching load or assignment changed
Bring the specifics: what you were assigned, what changed, when you were told, and by whom. Workload now sits in Board policy rather than the agreement — see SB 1 and Your Contract — which affects where the remedy lives, not whether it’s worth raising.
Something else, or I’m not sure this counts
Ask anyway. We would far rather hear about something that turns out to be nothing than learn about a real problem after the deadline.
The deadlines that end cases
- 45 calendar days — to initiate a grievance, from when you discovered or reasonably should have discovered the issue (Article 8.1).
- 15 days — to appeal a final annual performance evaluation assessment (Policy 3356-10-29).
- 15 days — to claim the retrenchment service exemption (Policy 3356-10-28).
- 10 days — to appeal a post-tenure review determination (Policy 3356-10-31).
- February 12 — to initiate an appeal of non-reappointment (Article 11.3).
What to have ready
- Dates — when it happened, when you were told
- Names — who was involved, who else was present
- Documents — letters, emails, evaluations, assignment notices
- A short written timeline, while it’s fresh
Who to contact
President – Mandy Fehlbaum, president@ysu.edu
Grievance Chair – Mark Vopat, grievance@ysu.edu
Write to either one. The Grievance Chair handles contract violations and disciplinary matters; the President handles everything else and anything you are not sure about. They work together and will route it if you pick the wrong one.
If your concern involves the President, write to the Grievance Chair directly, and the other way round. Neither will be offended and it keeps the process clean.
Use a personal email address rather than your YSU account. University email is employer property and subject to public records law.