ASASP Union Times

Thank you for your membership, support and dedication to the education of our young people. Feel free to reach out to the board to share concerns, we are here to serve!!

Jeffery J. Parker, Executive Director

jeffery.parker@asasp.org

Brian Galbraith, President

asaspunion@asasp.org

1300 Caraway Court #204

Largo, Maryland 20774

301-925.7047

Your ASASP Board of Directors - Fifteen (15) Representatives

Mr. Brian Galbraith - President

Ms. Jewel Preston - Vice President

Ms. Michelle Towles-Monroe - Secretary

Ms. Felicia Colbert - Treasurer

Ms. Kristy Miller - Board Member (Unit 3 Seat)

Ms. Dana Brown - Board Member (Unit 3 Seat)

Mr. Brian Makell - Board Member (Unit 3 Seat)

Mr. Brandon Jackson - Board Member (At Large Seat)

Mr. James Storm - Board Member (At Large Seat)

Ms. Michelle Marek - Board Member (Elementary Principal)

Ms. Tisa Morgan - Board Member (Middle School Principal)

Vacant – Board Member (High School Principal)

Ms. Crystal Bright-Mundell - (Elementary Assistant Principal/Wing Coordinator)

Mr. Thomas Childs - Board Member (Secondary Assistant Principal)

Ms. Summer Carter - Instructional Supervisor (Instructional Supervisor)

A Word from our National Affiliate AFSA

Benefits of AFSA

Greetings ASASP Members,

It is my hope that this this correspondence finds you and yours in the very best of all good health and prosperity. As for me I am anxiously anticipating the close of the 2026 school year. Although May seems to have been run through, with so much going on each day, one can only hope that the time will just keep rolling through June the same way.

With High Schools and the administration all in graduation full swing you can breathe a collective sigh of relief. It won't be long, before you are on that cruise or beach with your feet up, drinking on something cold and delicious. If you don't have something like that planned for the summer, you need to think about getting that done, sooner rather than later. Summertime is upon us and you better not let it slip by with you still chasing paper. Invest your mental and physical health this summer so that you bankrupt yourself with chronic fatigue and stress. Treat Yourself !

Deadline for observations is May 15th. All other dates and timelines are lofty goals but not mandates for completion. The only mandate for completion is May 15th which is posted in your 2025-26 Evaluation Resource Handbook. Please do not violate our members by applying requirements that COMAR does not support.

Doing so will only cause unnecessary stress, grief and grievances.

Please take a few minutes to educate yourself or refresh your knowledge of the history and current struggles facing unions. The three videos provide and overall basis of union roles and responsibilities, as well as the limitations and obstacles unions face every day.

Let us know if like the information provided in these articles by clicking "LIKE." If you don't like it or see the benefit, let us know that as well. We want to make sure that we are providing what you need to know.

https://www.youtube.com/watch?v=1P4BX-5fPDA&t=26s

https://www.youtube.com/watch?v=402m57yFjTM

https://www.youtube.com/watch?v=WqjdsfMPl_A

As a PGCPS employee you are responsible and held accountable for the work that you are charged to do per your job title and job description. It is normal in a professional setting to expect to be supported, encouraged and allowed to get your work done by those that supervise you. It can really be disheartening when you come in day after day, do what is required of you and yet you run into someone that for whatever reason seems hell bent on making things difficult.

Fortunately most of our members never have to experience anything like this, as most of the supervisors in this union hold their position in high regard and demonstrate the utmost respect for those that they supervise.

This section is dedicated to the informing all members of what to do when you do come in contact with that supervisor or colleague that doesn't maintain a level of integrity that creates a healthy working environment. When you do run into a bad situation, don't hesitate to contact ASASP if you feel you are being violated, bullied, or harassed in the work place.

Don't quit your job or allow yourself to be pushed out, squeezed out or run out of your job because you are or are not in the click, sorority, fraternity, church or some other organized group affiliation.

Our staff will assist you in these matters and seek to improve conditions for you in the workplace. We are here for you for more than just the Sick Leave Bank. We are here for more than trying to negotiate your compensation. We are are here to help you navigate PGCPS, negotiate your contract and provide for the best work conditions possible.

Article 3.01

C. Grevience Procedure:

A person electing to use the grievance procedure is admonished to follow the steps outlined below specifically. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level shall be regarded as a maximum, and every effort shall be made to expedite the process. The time limits specified may, however, be extended by mutual agreement between ASASP and the Administration.

Step One:

A unit member who believes that an action affecting them is a violation of the NegotiatedAgreementshould discuss it with their immediate supervisor within ten (10) days of the alleged violation. If requested by the grievant, an ASASP representative may be present when the grievant discusses the grievance with their immediate supervisor.

Step Two:

In the event the grievant is not satisfied with the outcome of the Step One discussion, the grievant may file the grievance in writing with ASASP within five (5) work days of the discussion at Step One. Within fifteen (15) work days of the discussion at Step One, ASASP may forward the grievance to the immediate supervisor. If the grievance is referred within the time limits, the supervisor shall have ten (10) work days to respond to the grievant.

Step Three:

If the grievant is not satisfied with the disposition in Step Two, the grievant may again file the grievance with ASASP within ten (10) work days of the decision at Step Two. Within fifteen (15) work days of the decision at Step Two, ASASP may forward the grievance to the Chief Human Resources Officer, who shall have twenty (20) work days to respond to the grievance. The Chief Human Resources Officer, or designee, may schedule a meeting with the aggrieved party if such a meeting might serve to resolve the grievance at this step. If the decision is made to schedule a meeting or a conference, it shall be held at the earliest mutually convenient time. In such instances, the timeline for written response will be adjusted.

Visit our ASASP Website for Updates as they come in….

http://www.asasp.org/

Shout to the many Supervisors and Administrators for providing knowledgeable, program planning and support.

Links You Can Use:

Maryland Association of School Health Nurse Association

Maryland School Nutrition Association

MASSP – Maryland Association of Secondary School Principals

https://mdmassp.org/

MAESP – Maryland Association of Elementary School Principals

https://maesp.org/

Prince George’s County Board of Education

https://www.pgcps.org/offices/board-of-education

Maryland Department of Education

https://marylandpublicschools.org/Pages/default.aspx

United States Department of Education

https://www2.ed.gov/rschstat/landing.jhtml?src=pn