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TEACHER PIPELINE
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At a time when there is a critical teacher shortage in California, CTA supports a number of bills designed to attract individuals to the profession and address the shortage.
CTA-supported AB 2122 by Assembly Member Kevin McCarty (D-Sacramento) creates a teacher recruitment and training program that establishes a career ladder for paraprofessionals and provides funds for them to become certificated teachers. The bill gained the Assembly Education Committee’s approval on a 7-0 vote and is now in the Assembly Appropriations Committee.
CTA-supported AB 2401 by Assembly Member Patrick O’Donnell (D-Long Beach) calls for a 2016-17 budget appropriation to fund the California Beginning Teacher Support and Assessment System (BTSA). The bill also states legislative intent to fund the program annually. The Assembly Education Committee passed the bill on a 7-0 vote and is now also in the Assembly Appropriations Committee.
CTA-supported SB 915 by Senator Carol Liu (D-La Cañada-Flintridge) would re-establish the California Center on Teaching Careers (CalTeach), requiring the superintendent of public instruction to contract with a local educational agency to establish the center. The bill cleared the Senate Education Committee on an 8-0 vote. It is now in the Appropriations Committee.
CTA-supported SB 933 by Senator Ben Allen (D-Santa Monica) would provide grants to high-need LEAs or LEA consortia working with teacher preparation institutions to establish teacher residency programs. The Senate Education Committee approved the measure on a 9-0 vote. The bill is now also in the Senate Appropriations Committee.
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AFFORDABLE HOUSING |
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CTA-supported AB 2200 by Assembly Member Tony Thurmond (D-Richmond) would provide a housing assistance grant for school employees including teachers. The skyrocketing housing costs are making it cost prohibitive for educators to live in the communities in which they teach. This measure would make housing in and near many districts more affordable. It cleared the Assembly Education Committee on a 5-0 vote and is headed to the Appropriations Committee.
CTA-supported SB 1413 by Senator Mark Leno (D-San Francisco) would also help educators secure affordable housing in the communities they serve. The Senate Transportation and Housing Committee approved the bill on a 9-0 vote. It is now in the Senate Rules Committee.
CTA-supported AB 1984 by Assembly Member Eric Linder (R-Corona) requires the creation of a program that allows foster youth to participate in enrichment activities. CTA believes every student is entitled to equal access to all educational and enrichment opportunities, and that communities and schools should provide all students coordinated services with the appropriate funding to meet the needs of high-risk students. The bill was approved by the Assembly Human Services Committee on a 7-0 vote and is now pending in the Appropriations Committee.
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EMPLOYEE RIGHTS |
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CTA-opposed SB 1224 by Assembly Member Bob Huff (R-San Dimas) requires an LEA to report assignments or reassignments based on seniority to the State Department of Education. CTA believes this information is not helpful as it is just one of a number of variables considered as school administrators determine balance and an effective learning environment at their school. The seniority system has demonstrated its equity and validity in protecting the rights of all employees which is ultimately best for students. The bill was defeated on a 2-7 vote in the Senate Education Committee.
CTA-supported SB 1063 by Assembly Member Isadore Hall (D-South Bay) prohibits employers from paying employees a wage rate less than the rate paid to employees of a different race or ethnicity for substantially similar work. CTA believes in an inclusive society and advocates for the elimination, by statute and practice, of barriers of race, color, national origin, language and genetic characteristics that prevent some individuals from exercising rights enjoyed by others. The measure is now in the Senate Appropriations Committee.
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TEACHER EVALUATION AND DISMISSAL |
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CTA opposes AB 934 by Assembly Member Susan Bonilla (D-Concord) which significantly erodes certificated employee rights that are critical to attracting and retaining high quality educators. AB 934 would make changes to the Stull Act relating to evaluations, dismissals and seniority rights. CTA believes current law works in protecting teachers from arbitrary firings, providing transparency in layoff decisions and supporting due process rights, all of which contribute to student success. CTA opposes AB 2826 by Assembly Member Shirley Weber (D-San Diego). The bill was originally pulled by the author from the April 20th agenda after CTA local associations opposed it. Since then, the author has amended her bill and CTA will be recommending a watch position when the bill is heard on May 4th. Thank you to everyone who made calls to Assembly Education Committee members. |
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BUDGET |
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CTA-opposed SB 1249 by Senator Patricia Bates (R-Laguna Niguel) seeks to repeal the school district reserve cap. School districts should spend taxpayers’ dollars in the classroom and on our students, not keep funding stashed away in bank accounts. During the economic downturn, large district reserves did not help us weather the economic storm. In fact, rather than spend down their large reserves, school districts increased them. This is unacceptable considering the significant amount of program cuts that impacted students, educator layoffs, salary cuts and significant reductions to heath care benefits. The Senate Education Committee defeated the measure on a 2-4 vote.
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COMMUNITY COLLEGE |
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CTA co-sponsored AB 1690 by Assembly Member Jose Medina (D-Riverside) creates minimum standards for part-time faculty members within the community college system. In particular, AB 1690 will provide evaluation procedures, workload distribution, and seniority rights all through collective bargaining agreements. It’s important all faculty working with students have these standards which ensure quality instruction and student success. The measure cleared the Assembly Higher Education Committee on a 10-2 vote. The bill is pending in the Assembly Appropriations Committee.
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CHARTER SCHOOLS |
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CTA-opposed SB 1434 by Senator Steve Glazer (D-Orinda) creates an appeal process to the State Board of Education regarding the obligation of a charter school authorizer, which could result in revocation of the authorizer’s authority to approve or conduct oversight of charter schools. CTA believes charter schools should adhere to the same accountability standards as traditional charter schools. In light of many recent reports, especially this two-part series here and here which appeared in the San Jose Mercury News, now more than ever is it important for there to be complete transparency and accountability at charter schools. This measure was defeated.
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STUDENT SAFETY |
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CTA supports AB 1783 by Assembly Member Bill Dodd (D-Napa) which requires school districts to inspect schools and ensure they are best equipped and prepared to deal with an earthquake. CTA believes this protects students and educators as well as ensures tax dollars are spent on necessary equipment, school supplies and other contents that will keep everyone safe should a disaster occur. The measure cleared the Assembly Education Committee on a 7-0 vote. It is now in the Assembly Appropriations Committee.
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MINIMUM WAGE |
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Gov. Jerry Brown has offered a helping hand to thousands of low-income Californians struggling to make ends meet by signing into law a bill to increase the minimum wage in California to $15 an hour — the highest in the country — by 2022. CTA supports SB 3 by Senator Mark Leno (D-San Francisco) and issued this media statement.
CTA and other labor unions had pushed hard for passage and signing of the bill, which will phase in the higher minimum wage in steps by 2022.
For California families with children, the measure will be especially important. It will help parents afford food, shelter, and health care, major needs of growing families.
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IN THE NEWS… |
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CAVA teachers want improvements for their school and you can help!
Teachers who work in California Virtual Academies are concerned that issues at the school — including insufficient resources and poor working conditions — are contributing to high teacher turnover and harming the quality of education that students receive.
Send a message to CAVA, K12 Inc., and the virtual education industry that teachers, students, and taxpayers demand accountability.
SIGN THE PETITION TO HELP CAVA COLLEAGUES HELP THEIR STUDENTS!
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Apr 30
Bills to watch this summer!
Apr 29
Did you know that your CTA membership included access to some amazing insurance products?
CTA Death and Dismemberment (D&D) Plan
The CTA Death and Dismemberment (D&D) Plan is an automatic benefit available to eligible CTA members at no additional cost. If an eligible CTA member dies or suffers a dismemberment (i.e., suffers a loss of limb or other qualifying injury), her/his beneficiary(ies) will receive a lump-sum cash payment.
NEA Complimentary Life Insurance (formerly known as NEA DUES-TAB)
The free NEA Complimentary Life Insurance pays benefits if an eligible NEA/CTA member dies or becomes dismembered.
CTA Voluntary Group Life Insurance Plan
Protect the ones you love by making sure they will have the resources they need to carry on should the unexpected occur.
CTA Voluntary Group Disability Insurance Plan
Voluntary disability insurance provides a benefit when you cannot work because of a covered illness, injury, or pregnancy.
CTA District-Paid Life & Disability Insurance
CTA offers employer-paid Disability and Life Insurance that can cover all of your district’s employees. Offered through Standard Insurance Company, these plans contain a range of features and benefits and can be customized to meet your districts’ needs.
CTA Auto and Home Insurance Program
Your life is about service. At California Casualty, they understand the auto, motorcycle, home and renter’s insurance needs of people in the public service professions.
NEA/CTA Educators Employment Liability (EEL) Insurance
Every CTA member receives coverage for legal defense costs in lawsuits arising out of his or her educational employment activities.
Vision Discount Program for NEA/CTA Retired Members
The VSP Access Plan Discount Program is available to NEA/CTA-Retired members. NEA/CTA-Retired membership identification number must be provided. This valuable program is free for eligible retired members and is provided by the CTA Economic Benefits Trust.
NEA Long-Term Care Program
Long-term care is the help or supervision provided for someone with severe cognitive impairment or the inability to perform the activities of daily living: bathing, dressing, eating, toileting, transferring, and continence. Services may be provided at home or in a facility—and care may be provided by a professional or informal caregiver, such as a friend or family member.
Apr 29
Did you know that your CTA membership included investment assistance?
Investment Education
CTAinvest.org was developed by California Teachers Association to help you learn more about your retirement benefits, voluntary retirement savings, basic financial topics, and insurance and estate planning. In addition to the articles, the site features helpful calculators, short videos, a personalized financial checklist and quizzes. We’ve also included an Ask the Advisorsection that allows you to post a question and includes answers to frequently asked questions. CTA Member Benefits Department also offers educational trainings on 403(b)/457 plans at various conferences and locally. And, look for the new CTA 403(b)(7) Group Custodial Account coming soon for the 2013/2014 school year.
CTA Credit Union Services
Credit unions offer many of the same products and services as large banks, however, they have a local presence and are member owned and managed. “Not for profit, not for charity, but for service” is a credit union motto, truly expressing the mission of credit unions nationwide.
CTA Credit Card Services
Truly rewarding: with a choice of valuable rewards, competitive interest rates and exceptional benefits. No wonder it’s the most popular card among CTA members.
ID Theft
Identity theft is a serious crime. It occurs when your personal information is stolen and used without your knowledge to commit fraud or other crimes. Identity theft can cost you time and money. It can destroy your credit and ruin your good name. You can detect suspicious activity by routinely monitoring your financial accounts and billing statements. CTA and NEA is here to help.
Apr 29
Everything You Always Wanted to Know about Being Pregnant but Were Afraid To Ask
Do you want a printable copy of the pregnancy leave questions? Click this!
FIRST STEPS
I (we’re) pregnant! What should I do regarding my job; who do I tell? When do I tell them? What are the things I need to take into consideration?
If you know in advance that you will need time off, you must give at least 30 days advance notice. If you learn of your need for leave less than 30 days in advance, you must notify Human Resources as soon as you can; generally the day you hear of the need or the next workday.
Do I need a doctor’s verification of pregnancy?
The Human Resources Offices will send FMLA/CFRA documents within five business days from the employees first notification of needing time off which include whether medical certification is required.
Will the district use my personal leave for compensation during pregnancy leave?
Pregnancy Leave
Unit members may claim personal leave pay and/or extended disability leave pay for absence due to disabilities caused by or contributed to pregnancy, miscarriage, childbirth, and recovery there from. (Article 6.2.4 of the VTA contract).
How many personal leave days do I get per school year?
12 days
Does it accumulate and transfer to the next year, or do I lose my personal leave every year?
Leave is accumulated and carried over to the next year. There is no limit on accumulated leave.
Will the district apply personal leave first to my pregnancy leave?
Yes
TYPES OF LEAVES
What is the difference among pregnancy leave, bonding leave, and child rearing leave? How long do all these last? When do the pregnancy/bonding/child rearing leaves start?
Pregnancy Leave: May use personal leave pay and/or extended disability leave pay for absence due to disabilities caused of contributed to pregnancy. (Article 6.2.4 of VTA contract).
Baby Bonding: Entitles up to 12 workweeks (60 days) for baby bonding. Personal Leave is reduced; differential will apply if PL is exhausted. Your health and welfare benefits are protected for 12 weeks (you still pay your portion).
If both parents are employed by the District, each parent is entitled up to 12 workweeks (60) days of baby bonding.
Child Rearing Leave: Leave without pay, up to two (2) consecutive years. (Article 6.2.5 of VTA contract).
What is the difference in maternity leave for natural childbirth and C-section births?
Natural childbirth – may use up to 6 weeks of personal leave – leave may be extended with written statement from a physician.
C-Section – may use 8 weeks of personal leave – leave may be extended with written statement from a physician.
What happens if I have multiple children at once? (Twins/triplets, etc.), do I get more leave?
No – FMLA entitles eligible employees to take 12 workweeks of leave during any 12 month period.
How are adoptions and/or foster care different from giving birth in terms of all of the leaves?
Adoption/or foster care is not covered under pregnancy leave. You may use baby bonding leave.
Is there paper work involved when there is an adoption or foster care situation? What are the forms?
Yes, the Human Resources Offices will send FMLA/CFRA documents within five business days from the employee’s first notification of needing time off.
What if there are complications for the mother or child after birth?
Mother may use extended disability leave for own self (Article 6.2.3 of VTA contract).
If the child has complications after birth, all accumulated personal leave and/or 12 weeks of baby bonding may be used.
What happens if there is a miscarriage or stillbirth?
Employee may use Pregnancy Leave (Article 6.2.4 of VTA contract).
Employee may use Bereavement Leave (Article 6.2.6 of VTA contract).
Can baby bonding leave be used intermittently?
Yes, baby bonding leave may be used intermittently but must be used within one year of the birth or placement.
If I have a baby over the summer, can I take the baby bonding leave in August? Can I take pregnancy leave?
Yes, 12 weeks of baby bonding may be used anytime within one year for birth or placement.
Pregnancy leave may be used after summer break if the employee is disabled due to or contributed to by pregnancy.
How old does the child have to be for me to get baby bonding leave?
Birth or up to 18 years for adoption or foster care placement. This includes stepchildren.
If I am not ready to come back after my pregnancy leave and baby bonding is over, what type of leave would I use?
Child Rearing Leave Unpaid (Article 6.2.5 of VTA contract)
In the new school year, if I wanted to take a whole semester off, who do I talk to? What if I don’t have enough personal leave to use during this time?
After the use of 6/8 weeks of personal leave and 12 weeks of baby bonding, the employee may request an unpaid child rearing leave of absence (Article 6.2.5 of VTA contract). For questions, please contact the Human Resources Department.
Are there any other leave provisions to tap into?
This depends on circumstances. Please contact Human Resources.
DISABILITY and HEALTH INSURANCE
Who do I inform about my disability insurance and how does it work with pregnancy?
Since this is a private policy purchased directly from an insurance company, you work with the company that issued the policy.
How can I find more information about my disability and insurance details?
For disability insurance – please contact agency that issued the policy.
For health insurance, please contact the Human Resources Office.
For the Employee Assistance Program, please contact the Human Resources Office.
Apart from CTA companies, are there any other disability leave insurance options for me?
Aflac and American Fidelity policies are offered through the District. Certificated employees do not pay in to State Disability Insurance.
How does being off for a whole semester or year affect my health insurance?
While in paid status, which includes differential pay, health and welfare benefits remain intact. Employee still pays their portion.
For unpaid leave of absence, the employee may choose to continue medical, dental and vision by self-pay.
What is differential pay and when does it start? How long does it last?
Differential pay is the difference between his/her own salary and the amount paid a substitute or the amount a substitute would have been paid had a substitute been employed. Differential applies if an employee has exhausted all their personal leave.
Differential pay
- up to 5 months due to extended disability
- up to 18 weeks for pregnancy leave and baby bonding for birth parent
- up to 12 weeks for baby bonding for non-birth parent
Can I have differential pay even if I am collecting disability insurance?
Yes
In terms of health insurance, does the current month cover the next month, or does it cover the same month?
Same month.
Are benefits different for the parent who does not bear the child?
Pregnancy disability leave may not be used by non-birth parent.
How do I get my child(ren) on my health insurance? How do I get them on my spouse’s insurance?
VUSD benefit eligible employees must complete enrollment forms that are obtained in the Human Resources Office.
How long do I have to put my child on my insurance policy or are they automatically covered?
Newborn – within 60 days of birth. Coverage is effective from the date of birth.
Newly adopted children – within 60 days of physical custody. Coverage is effective from the date physical custody is obtained.
BEING GONE
How long does the district hold a teaching position if a teacher has permanent status and takes time off for a pregnancy? What if a teacher is probationary? What if the teacher takes off a whole semester or year?
The employee shall be allowed to return to the same site left, if there is a vacancy that has been filled by a long term substitute regardless of the employee permanency status.
How long can the same substitute work for the employee on leave?
The holder of a 30-day sub permit may serve as a substitute for no more than 30 days for any one teacher during the school year, except in a special education classroom, where the holder may serve for no more than 20 days for any one teacher during the school year.
A credentialed substitute in the same subject area(s) may sub for the duration of the leave.
Each case is unique. For questions please contact the Human Resources Department.
Can I choose my own substitute?
This should be a mutual decision with the site administrator.
Who is responsible for all of the teacher duties during the teacher’s absence?
Except in emergency situations, the regular teacher shall supply lesson plans for the first fifteen (15) days.
How do these different leaves affect my service credits for STRS retirement?
Any dockings (not receiving full pay) will reduce a full year service credit. For approved leaves, employee may be eligible to purchase service credit. For more information, please visit www.calstrs.com/publication/purchase-additional-service-credit
How do the different leaves affect permanent status, and salary scale advancement?
The teacher must serve 75% of the days school is in session to receive 1 year of district service credit for salary scale (step) advancement.
Probationary employees must serve 75% of the days school is in session to have served a complete year toward probationary status. Permanent status is attained after completing two complete consecutive years of service.
MISCELLANEOUS
Lactation Accommodation
The district shall provide a reasonable amount of break time to accommodate an employee each time she has a need to express breast milk. See board policy http://vusdca.schoolloop.com/file/1224132568400/1344704140366/1875771159444824359.pdf
What is the FMLA (Family Medical Leave Act) and how does it all tie into this?
The Family and Medical Leave Act of 1993 (FMLA) is a United States federal law requiring covered employers to provide employees job-protected and unpaid leave for qualified medical and family reasons. Qualified medical and family reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child.
What benefits do I get from the California Teachers Association? The National Education Association?
Disability Insurance is available through CTA.
No benefits available through NEA.
What should I do if I can’t find the answer to my question here?
Please contact the Human Resources Department.
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