Karen Alford
VP for Elementary Schools
Everyone wants to bring their best self to work. But there are times when a school’s administration makes that impossible, whether through micromanagement or ongoing, abusive interactions.
If that’s the case at your school, don’t go it alone and don’t accept disrespectful treatment. Being part of a union means that you have a voice in your workplace and mechanisms for addressing problems that arise. The union is here to support you, from the chapter leader in your building to your chapter advocate, district representative, borough office, Grievance Department and Elementary Schools Division.
In the past year, educators at a number of elementary schools improved their workplaces and found strength in numbers and in solidarity. Advocacy looks different depending on the school, but what’s most important is that the school team is united in a singular effort to make conditions better.
At PS 196, a United Community School in East Williamsburg, Brooklyn, trouble started when their longtime principal retired. The shared decision-making, an integral part of the community school model, evaporated. “Our new principal started writing staff up for anything, ” said Chapter Leader Jennifer Evans, who pushed back with grievances and operational complaints.
Community partners and parents complained as well. In short order, 16 teachers — half of the staff — transferred and their assistant principal resigned. “It was a traumatizing environment. We had 14 community partnerships and lost every single one,” Evans recalled. But by the end of the year, the principal had been reassigned.
Her advice to others in this situation: “Stand your ground and speak up. It takes a village.” Their new interim acting principal has been collaborative, and Evans says, “We are starting to feel that sense of community again.”
At the Richmond Pre-K Center (Cohort B), with six sites across Staten Island, the principal treated members, students and parents poorly. There were scheduling issues, budget issues and a lot of chaos. Chapter Leader Amy Craine connected members at all six sites via email and with virtual and in-person meetings.
She also filed multiple grievances and operational complaints. Members got creative, with everyone wearing the same color to show their solidarity. Ultimately, the staff took a vote of no confidence in their principal’s leadership, with 96% of members in agreement.
Educators and parents rallied and gave testimony at Panel for Educational Policy meetings, staying past midnight to ensure their voices were heard. After a year and a half of organizing, the school has a new principal and the difference is like night and day, Craine said. “We are growing, thriving and enjoying our working days.”
At PS 35 in Queens, when chapter leader Jon Licata questioned his principal’s spending, a series of retaliatory actions began, including his first disciplinary notice in 17 years and disciplinary meetings for consultation committee members (see related story, page 9). Licata filed a grievance for union animus in 2022 and a later grievance for harassment and retaliation.
Despite the retaliation, 24 UFT members signed onto the grievances. The case went to arbitration in 2025 and was resolved in the UFT’s favor in April 2026. “If you’re in a school like this, I hope this can inspire you. If you stick together, you can make a big change,” Licata said.
Through hard work and solidarity, these members created an improved workplace. Remember that it’s a campaign, not one battle, and that real change is possible.