This process is adapted from a teacher (Tyler Sisco) at Washington HS in KCKPS - KNEA-KCK member.

Educator self-advocacy matters and isolation feels real when navigating the self-advocacy process.   We have gathered tools for you to embark on the journey of self-advocacy.  We are here to build capacity and support in our community to help each of us navigate through a solutions-oriented process* for the Contract Grievances, Micro-Aggressions or Discriminations, Sexual Harassment, and Addressing Your Board of Education.

*If you are a union member in a public district-managed school, consults your union representative for support.  As a public employee; policies and teacher contracts are public information. Sample letter templates and processes are provided for you as general guidance.  Remember to check with your public, private, or charter school system policies.

Contract Grievances

Sample Letter Template

Sexual Harrassment

Sample Letter Template

Fear of retaliation?

Throughout history, leaders of change have brought people together.  People became leaders by bringing people together with common interests.  Together they set the conditions to build the courage to confront and amplify the inequities they were experiencing.  Sometimes, system leaders react to this by retaliating against the person(s).  Here is some advice if that is a concern for you.

How to overcome the fear of retaliation?

  • Know the process for your district/system,  know your rights and use it as a shield
  • Most districts, label educators as “tenure” after 3 years.  After the 3rd year, the due process kicks in.  Become familiar with the “due process”
  • Most districts cannot fire or terminate without a “due process”
  • Ally with more experienced people (or other affinity groups)  to support your concern.
  • Join Affinity Groups – Start an affinity group.  Bring outside orgs in to talk and train.  (LGBTQIA+, Race/Ethnicity, Mental/Physical Ability, and Age).
    • Training – issue related to ____ and they need someone to talk to.  To listen to the case and suggest resources.  Empathy and support. 
    • Sounding board, triage, mediate, coach, and support members in the affinity groups.  
    • Discuss policy-related things – helping advocate and build structures to change policy if it is causing harm.


  • As a general “chain of command” contact the person you have a grievance with first, then their supervisor, and so forth. 

    Here are some examples of grievances that you might want to address:

    • Accommodation and Supports – Example: Forced to or placed in a situation where a student is placed with an educator that exacerbated a health condition the educator may have.
    • Contract violation – forced to do duties outside of contract time.
    • Sexual harassment – co-workers and/or students.


Document in your notes or calendar for your records. Key points, key dates, specific verbatim language, if there were witnesses that were also impacted.

  1. First Step: Set your boundary. Have a discussion/Educate the person and raise awareness.
  2. Second Step: Write an email and CC: supervisors, D & I
  3. If it continues: Write a formal complaint or grievance (follow district process). (If you’re union, involve your representative and request that they are in a meeting with you).
    1. This should resolve the issue
    2. IF your grievance is ignored go up the chain of command (refer to your district policy and search for grievance process). Example: send record of all contacts to the superintendent or board members.

Contact our staff today and receive 1:1 support!

Delia Pérez-Solórzano, Director of High Impact Practice  –

Susana Elizarraraz, Deputy Director – 

We’re building our library of resources! Please visit us frequently to check out our advocacy tools