STAFF HANDBOOK

CALIFORNIA STAFF ORGANIZATION

Revised 2009

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CSO President’s Message Dear CSO Colleague: Welcome to membership in our staff union, the California Staff Organization. We represent professional staff of the California Teachers Association, associate staff for Option I affiliates and professional and associate staff for Option II affiliates. We are affiliated with the National Staff Organization (NSO), which represents professional and associate staff throughout the United States. As a new CSO member, I invite you to do the following:

Call any of your CSO colleagues any time. Help is only a phone call away.

Get to know your contract. It’s a product of diligent work over many years by many CSO members.

Get involved with your CSO colleagues by attending house meetings, regional or departmental caucuses, the annual meeting, or by serving on a committee or task force.

The CSO officers – Chuck King, Vice President; Kenya Spearman, Secretary; Angela Su, Treasurer; and, I look forward to meeting and working with you. Sincerely, Don Hillman, President California Staff Organization

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THIS PAGE LEFT BLANK ON PURPOSE

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Welcome!

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CSO President’s Message 2 Buddy System 6 CSO Core Values and Code of Conduct 8 CSO Information 10 NSO Information 11 NEA/CTA Guide Books 12 New Employee Checklists 13 Credit Card Information 15 Travel Allowance Form 17 Car Care 18 Request for Tires 19 CTA Name Badges/Pins 20 Health and Welfare Information 21 CTA Retirement Plan 22 CTA 401(k) 26 CTA Health, Business, Activity forms 27 Activity Report (Online info) 28 Business Expenses Form 43 Daily Leave Report 46 Monthly Leave Report 48 Professional Training 51 CTA Publications/Resource Documents 53 Other Publications/Documents 55 Budget Primer for CSO Staff 57 Site Visits 58 Acronyms 63 Computer Services 68 Documents and Records 69 CTA History 71 Appendix A CSO Dues, Budget, Fiscal Issues 77 Appendix B Conflict Resolution Committee 82 Appendix C Elected CSO Positions 83 Appendix D Roster CSO Presidents 84 Appendix E CSO Grievance Committee 85 Appendix F Elected CTA Leadership 87 Appendix G CTA HQ, RRC, Regional Offices 88 Appendix H Statewide CSO Directory (online) 92

TABLE OF CONTENTS

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THE CSO BUDDY SYSTEM

FOR NEW STAFF

Your California Staff Organization (CSO) is ready to assist in making employment transition occur with minimum confusion and maximum comfort. In order to accomplish this, several of your CSO colleagues in Departments and Regions throughout the state have volunteered to become part of a cadre of "Buddies" who will communicate with and provide personal assistance to newcomers on CTA's professional staff and the staff of its affiliates. Each Buddy has offered to guide and befriend new employees hired in his or her Department or Region. The person who has volunteered to become your Buddy is:

Name ____________________________________________ ` Position ____________________________________________ Office Address ____________________________________________ ____________________________________________ Office Phone ____________________________________________ Home Address ____________________________________________ ____________________________________________ Home/Cell Phone ____________________________________________ Personal Email ____________________________________________

Please feel free to contact your Buddy for additional assistance.

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California Staff Organization

Core Values and Code of Conduct

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CSO CORE VALUES

The Core Values of the California Staff Organization (CSO) comprise the shared beliefs of our membership. Each Core Value is embraced, lived, nurtured, taught, and reinforced in our professional endeavors as members of CSO. It is the following Core Values we honor. Advocacy We will achieve the professional and economic goals of CSO members and our families through effective union advocacy. Solidarity We will honor and respect our CSO colleagues. We will sustain an organization characterized by true and abiding concern, trust, loyalty and support for our sisters and brothers, their families and our greater society. We will stand together embracing diversity within our organization and the greater society. We will respect each other’s individuality, just as we affirm our need for collective responsibility. Relationship Building/Organizing We will strengthen CSO and enhance our ability to more effectively represent our members by building strong personal relationships among our members and organizing ourselves for collective action. Commitment to Public Education We will work in partnership with members of the California Teachers Association and other coalitions to support, protect and enhance our public schools. We will insist that all educational employees are accorded the respect, support and resources commensurate with their roles and contribution to society. We will seek to ensure all students are provided an equal opportunity to attain the knowledge and skills they need to enjoy productive and meaningful lives. Social Justice We will contribute to our profession and society through individual and collective commitments to social progress and democratic values.

Unanimously adopted, April 5, 2003 at the CSO Annual Meeting

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• I will not criticize any union colleague except to the individual directly.

• If any union colleague is being criticized in my presence, I will confront the criticism and ask that it stop.

• I will not participate in any conversations with management that criticize or negatively speculate about any union colleague.

• I will settle my differences colleagues within my union.

• I will engage in debate, offer others every opportunity for debate and respect minority viewpoints, but I will observe and support the majority mandate of my union.

CSO Union Code of Conduct

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CSO/CALIFORNIA STAFF ORGANIZATION

The California Staff Organization (CSO) is the exclusive representative for the 206 working men and women of the Professional Field and Department Staff employed by the California Teachers Association. The union bargains and organizes around salaries, hours and other terms and conditions of employment. Additionally, CSO also represents affiliate employees who are employed by local UniServ Offices. This Union’s purposes shall be to:

• Represent its members and all persons in its bargaining unit(s) in all their professional and employment relations with their employer, by employing organizing, bargaining, litigation, lobbying, and such other collective actions as may be necessary and appropriate.

• Unite all workers within this Union’s jurisdiction, regardless of their race, national

origin, socio‐economic status, job classification, gender, sexual orientation, disability, or religion.

To realize its purposes, this Union’s goals shall be to:

• Secure, promote, and protect the employment rights of all unit members to assure

economic security, a safe and healthy working environment, and fair and equitable treatment.

• Secure, promote, and protect the equal employment opportunities for all and

recognize that affirmative action is necessary to achieve this goal. • Educate CSO’s members in the history of the labor movement and in contemporary

labor problems and tactics, to develop unity and loyalty to this Union, as we study and act on the problems of its members.

• Develop and maintain parity and partnership with all unit members’ employers.

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NSO/NATIONAL STAFF ORGANIZATION

NSO is a union of approximately 4,961 professional and associate staff who are employed by the NEA and its affiliates. In California, both CSO and the California Associate Staff (CAS) are NSO affiliates. NSO Programs NSO has two major programs to strengthen the bargaining power of its affiliates. Coordinated Bargaining: NSO affiliates are required to participate in coordinated bargaining councils (CBCs). Four CBCs are formed and meet regularly to establish bargaining goals and assist each other in reaching settlements. CSO belongs to the Western States CBC along with affiliates from Arizona, Hawaii, New Mexico, Nevada, Utah, Alaska, Colorado, Idaho, Montana, Oregon, Washington and Wyoming. Crisis Fund: The fund is available to help members who have gone without pay for an extended period of time because of a crisis. The fund is supported by a $25 per member dues assessment as well as timely investments. To aid affiliates, NSO has established a special "Crisis Evaluation Team" operating through the CBCs to work with the affiliate in exploring ways to resolve the particular crisis.

NSO Advocacy Services NSO advocates for its members with money, members and time. Depending on the need, NSO provides arbitration assistance, bargaining assistance, crisis assistance, and training assistance. NSO members possess a wide range of talent and expertise and a willingness to give of their own time to assist NSO brothers and sisters across the country. The annual Winter Advocacy Retreat (WAR College, as NEA refers to it) is NSO's major national training program and is open to all members.

NSO Governance NSO Executive Committee is composed of five officers; President, Vice President for program, Vice President for Defense, Secretary and Treasurer and nine Directors; seven elected from regions (one per region) and two elected at‐large. The NSO Representative Assembly (RA) is the policy making body of the Organization. Delegates elected from their affiliates on a one person, one vote basis, meet annually to set the policies of the union and approve the budget.

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CTA/NEA GUIDE BOOKS

The following pages are facsimiles of the cover and the table of contents of several important publications which provide a wealth of information. Every office should have at least one copy of these. C TA Statewide Directory The information is published through the CTA Human Resources Department and updated on a regular basis. It is a quick way of finding names, addresses, phone numbers and office locations of the employees of CTA. CTA Organizational Handbook This handbook is published annually through the CTA Human Resources Department. It contains information on every department. It also contains a copy of the CTA Bylaws, Rules, Policies and Procedures. This is mailed to your office. NEA Handbook This pocket sized document is published annually through the NEA Professional Library in Washington, D.C. Copies are sent to each UniServ Staff person by the NEA. Others may get copies through the NEA by calling 1‐800‐229‐4200 at a cost of $5.95 per copy. The document contains information on the various departments at NEA. It also contains the governance information, all Current Resolutions, New Business items and Standing Rules adopted at the NEA Representative Assembly the previous summer. Names, Addresses and Phone Numbers of every UniServ Director in the NEA are included as well. This is mailed to your office.

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NEW EMPLOYEE CHECK LIST

Below is a list of the procedures or items needing completion by the employee new to CTA. Please use the following as a check to insure that you have not forgotten anything of importance to your financial and employment well being.

� Complete CSO Dues Deduction Authorization.

� Complete Withholding Allowance Certificate (IRS Form W‐4).

� Complete payroll deduction/direct deposit forms, if you desire the service.

� Complete 401(k) Plan forms. Employees should authorize at least a 3.5% employee contribution, because CTA will match 3.5% plus providing an additional 2%. Thus, your 3.5% contribution generates a 9% contribution.

� Apply for and obtain a California Driver's License immediately. It is a condition of employment, and CTA will not insure your vehicle without it..

� Complete Driver's License verification form for CTA.

� Complete personal automobile identification for CTA.

� Purchase interim auto insurance even if you will qualify for CTA paid auto insurance. You will need interim coverage, if you do not already have it, while forms are being processed.

� Complete forms for automobile allowances. (See Article 16.104 and 16.105 regarding qualifying your vehicle.)

� Complete Disability Insurance Coverage form (VDI is recommended).

� If you have a personal physician, complete "Employee Pre‐selection of Treating Physician" form in the event of an industrial accident.

� Submit beneficiary forms: 401(k) Plan Health Insurance Disability Insurance Life Insurance

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NEW EMPLOYEE CHECK LIST (cont.)

� Complete CTA emergency information form. � Order CTA Corporate credit card. � Order office lot parking permit (if applicable). � Order business cards and note cards which can be attached to letters, etc. (Ask for a union "bug" if you want to be sure one is used). (Fill our an Office

Services Work Order and send to Regional Manager) � Staff Business Expense Claim Excel Template will be available on your computer

(CTA Expense Tracker). � A Staff Activity Report template will be available on your computer. Log on to

http://ctanet.cta.org and establish a password for your activity reports software. � Daily and Monthly Leave Report forms are available in your office or can be

ordered from Burlingame. � Apply for a travel advance ($500), which you may keep on deposit until the

termination of employment (a sample memo is included in this handbook). � Obtain purchase order and authorization for mover's expenses, if applicable.

See CSO Contract for specifics. � Discuss tax consequences regarding employer paid moving expenses with your

personal Tax Consultant. � Complete moving expense reimbursement forms, if applicable. � Register to vote. California allows registration by means of filling out a simple

postcard, which you can get at a local post office, or register online at http//www.iwanttovote.com.

� Sign up for the auto club membership through Southern California American

Automobile Association (AAA). Be sure to get copies of local area maps while you are at the AAA offices. The cost of the basic membership is reimbursed by CTA.

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CREDIT CARD INFORMATION

CTA will issue a corporate credit card upon request per the following contract language:

15.5 Credit Cards

15.501 The Association shall issue, upon request, to each employee a corporate card to be used only for the following Association related business purposes:

a. Car Rental

b. Air Travel

c. Gasoline for those employees eligible for an automobile

allowance under Section 16.101 of this Agreement. d. Lodging: These expenses may include other related charges on a

hotel bill that are allowable under the terms of this Article and are incurred during the hotel stay necessitating the lodging expense. (For example, hotel taxes, parking, telephone, and meals that are charged to the hotel room.)

e. Parking garages where accepted.

15.502 The Association shall reimburse an employee for the annual fee of one general credit card, e.g., American Express, Carte Blanche, Diner's Club, and one American Automobile Association affiliate service card. Any charges on such credit cards shall not be billed to the Association.

15.503 The card listed in 15.501 of this Section shall be billed directly to the

Association. Expenses incurred with such card shall be listed in the employee's "Staff Business Expense Claim" in the appropriate space provided, and no claim for reimbursement of such expenses shall be made by the employee. Receipts for all such charged expenses made on the corporate credit card shall be required and submitted with the "Staff Business Expense Claim" within sixty (60) days of the incurred charge.

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15.504 Employees who receive a corporate credit card as provided by this

Article have the obligation and responsibility to keep the Association free of any personal costs.

15.8 Telephone

15.801 The employees may be reimbursed for the actual amounts paid by the employee for telephone calls necessitated by Association business and for reasonably necessary personal calls while an employee is away from home overnight or is unexpectedly delayed on Association business.

15.802 The Association shall reimburse the employee for all reasonable

expenses related to the use of a personal cellular phone, including monthly access charges through August 31, 2007 or expiration of the employee’s cellular phone contract. Effective September 1, 2008, the Association will cease reimbursing personal cell phone accounts. The employee must submit his/her personal cellular phone number to be eligible for this reimbursement.

15.803 The Association shall provide, upon request, to each employee a

cellular communication device and cellular communication service. Such device and service shall be billed directly to the Association.

15.804 Upon request, the employee may be reimbursed for the purchase of a

personal cellular device in lieu of that provided in Section 15.803. This reimbursement shall not exceed the cost of the Association‐provided cellular device. If the employee chooses to be covered under the CTA cellular phone service, such device must be compatible with the cellular phone service provided by the Association. If the employee chooses to be covered under the CTA e‐mail service, such device must be compatible with the Association e‐mail system. If the employee chooses not to be covered by an Association‐provided cellular service, no further reimbursement shall be provided.

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Sample Memo to Request Travel Advance [Date] TO: [Your Manager’s Name] FROM: [Your Name] SUBJECT: Travel Advance Consistent with the CSO/CTA collective bargaining agreement, subsection 15.601, I am requesting a regular travel advance of five hundred dollars ($500.00) for anticipated business expenses.

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CAR CARE

As per section 16.108 of the CSO Contract, you are entitled to new tires every 30,000 miles. Prior to purchasing your tires, contact the CTA Accounting Department for pre‐approval. The form on the next page must be filled out and sent to: CTA Accounting Department P.O. Box 921 Burlingame, CA 94011 (650) 552‐5233 (620) 552‐5011 CTA will return the form to you with an approved amount for you to spend on tires. You can then purchase tires at any tire dealer and turn in the receipt with your staff expense form*

Please note that alignment is not included in your car care coverage. Extended tire warranties are not included or necessary. If you have a blowout before 30,000 miles, the tire is usually replaced. Simply file another request form explaining your situation.

Other Maintenance

CSO Contract, Section 16.108 says:

CTA will cover all business use gasoline, oil, lubrication and oil, fuel and air filter costs as billed on credit cards, excluding maintenance costs billed on credit cards which shall be deducted from the monthly automobile cash allowance.

The receipt should be turned in with your staff expense form.

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REQUEST FOR TIRES FORM

Staff Member:

Office Location:

Vehicle Year:

Vehicle Make:

Vehicle Model:

License Plate Number:

Mileage (current):

Tire Size (on side of tire):

Number of Tires Requested:

Explanation:

(if emergency replacement)

Accounting Use Only

Authorized Amount $ Approval ________

The authorized amount includes the cost of tires, stems, balancing and applicable sales tax.

Please note that CTA does not pay for wheel alignments.

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CTA STAFF NAME BADGE & PINS

This CTA Staff name badge can be ordered by contacting the Human Resources Department.

This badge is handy to wear at Regional and State‐wide leadership meetings. It is also convenient to have if you ace called in to work in a crisis situation in another CTA local.

You may even find it useful to wear at gatherings or site meetings in your own local.

The badge is available at no cost to you. You will need to stop by Human Resources in Burlingame to have your picture taken for the badge.

Additional CTA and NEA lapel type pins are also available. Contact your Regional Manager for your local supply source.

Your Picture Here

Your Name Here

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A copy of this booklet may be obtained from the CTA Employees’ Health and Welfare Benefits Trust Administrator as follows:

The William Earhart Company

P.O. Box 4148 Portland, OR 97208

800.547‐1314

The William Earhart Company Medco P.O. Box 4148 Phone: (800) 501‐7162 Portland, OR 97208 Web site: www.medco.com (800) 547‐1314 Blue Cross Customer Service Health Management Center Phone: (800) 888‐8288 Employee Assistance Program Web site: www.bluecrossca.com Advice and Counseling Health Management Center (HMC) Phone: (888) 215‐8903 Phone: (888) 215‐8903 Claims: (800) 698‐4708 Web site: www.mhn.com Kaiser Permanente Member Services Vision Service Plan (VSP) Phone: (800) 464‐4000 Phone: (800) 877‐7195 Web site: www.kp.org Web site: www.vsp.com GLTC (Long Term Care) Delta Dental Customer Service Phone: (800) 603‐7999 Phone: (888) 335‐8227 Web site: www.deltadentalca.org

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CTA RETIREMENT PLAN SUMMARY

The California Teachers Association Staff Retirement Plan is a defined benefit retirement program designed to provide retirement benefits to CTA employees and employees who are members of the Plan. Therefore, Option II employees and Option 1 associate staff may be members of the plan, providing their employer joins the plan. The Plan is directed by a Joint Board of Trustees comprised of three members from each of the two CTA employee unions (CSO and CAS), and three members of CTA Leadership and/or management. Plan benefits are determined through the collective bargaining process and are found in the collective bargaining agreement and in the plan documents.

Participation Rules

1. Membership for member employees will begin at the beginning of the month in which employment begins. Membership for temporary employees begins when 1000 hours of service has been completed within a twelve consecutive monthly period.

2. Employees become totally vested for purposes of retirement after five years of

vesting credit. A year of vesting credit is based upon 1000 hours of service for any calendar year. Those employees who are paid twice‐monthly are credited with 95 service hours per pay period.

3. Normal retirement age is 55 years. Early retirement is available at age 50. Disability

retirement is not governed by age. Retirement Benefit Calculation To calculate your projected normal retirement benefit, you must know the following information:

• Highest monthly compensation • Total years of service credit • Age at the time of retirement • 3% is the factor used for years of service after age 55

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CTA RETIREMENT PLAN SUMMARY

Assuming that your highest December earning was $3000 monthly and that you had 30 years of service credit and that your were 55 years of age or older, you would calculate your retirement as follows: $3000 monthly X 3% = $90 x 30 years = $2700 monthly retirement income. Early Retirement Early retirement can accrue between the ages of 50 and 55, but utilizing this plan will cause normal retirement benefits to be reduced as follows:

Age at Retirement % of Normal Retirement 50 66% 51 62% 52 78% 53 85% 54 92% 55 100%

If the factors used in the regular retirement calculation example above were the same, except that the employee’s age was only 52, the early retirement income would be calculated as follows:

$2,700 normal retirement monthly income X 78% $2,106 early retirement monthly income.

This summary is a brief overview of the Plan and does not purport to be a complete statement of all the benefits of the Plan. For more information please review a copy of the CTA Staff Retirement Plan Summary Plan booklet or contract the plan administrators at: Associated Third Party Administrators 1640 South Loop Road Alameda, California 94502 (510) 337‐3060 (510) 337‐3060 Fax Retirement Counseling and Financial Planning

CSO and CTA have contractually agreed to provide retirement counseling and financial planning presented by a firm paid for by CTA.

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CTA RETIREMENT PLANNING TIMETABLE

The following is a modified version of a Pre‐Retirement Plan and is included for your reference:

__________ AGES 30‐40

• Company Retirement Plan • Self‐directed 401(k) • Develop good financial habits • Record Keeping • Savings/Investments • Create a will within a Living Trust

________________ AGES 40‐49

• Periodically check your account with STRS and/or the Social Security

Administration • Analyze Assets • Work out a plan for retirement income • Actively monitor and manage 401(k) and other retirement money • Review will every three years • Explore pros and cons of early retirement • Practice living on projected retirement income

________ __________

AGES 50‐54

• Continue to check with STRS and/or the Social Security Administration • Update Retirement Plan and check on vesting • Perhaps shift 401(k) to more conservative positions • Subscribe to AARP • Early retirement between 50 and 54 • Consider retirement locations

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CTA RETIREMENT PLAN TIMETABLE

AGES 55‐65

• Collect documents for STRS and/or Social Security • Social Security cards • Birth Certificates – original • Marriage Certificates • Latest W‐2 • Timing of Sale of House • On‐going liabilities • Cash Flow

___________ RIGHT BEFORE RETIREMENT

• Nail down precise income and expenses • Register for Social Security three months prior • Explore second career options • Explore partial entitlements from past employment

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MAKING THE 401(k) PAY

Money magazine advises, “If your employer offers a 401(k) savings plan, put every dollar you can into it for three reasons: First, you can defer taxes on contributions … until you withdraw the money. Second, your earnings will also grow tax deferred. Third, most companies match part of an employee’s savings…” The maximum contribution allowed in 2005 is $14,000. [Note: since the cap changes each calendar year, it will be necessary to submit an enrollment change form to CTA by December 15.] Until you reach age 59‐1/2, you can generally withdraw money from your 401(k) only in cases of severe hardship, and even then, Uncle Sam hits you with a 10% early‐withdrawal penalty. But as a retirement enhancement plan, the 401(k) provides an unmatched rate of return compared to any other savings plan. Additionally, CTA automatically contributes 2% in all CSO CTA staff’s 401(k) accounts and will match an additional 3.5%. Typically, companies offer a limited number of investment options – three to seven is common. Our plan, however, is a self‐directed, earmarked plan. In other words, your investment alternatives are set only by IRS rules and regulations. Remember, in all investments the greater the risk, the greater the potential return or loss. Popular selections for investment include: Stock Funds: These provide investments ranging from conservatively managed mutual funds to more aggressive growth funds. Guaranteed Investment Contracts: These fixed‐income investments, sponsored by insurance companies, guarantee payment of interest and return of principal. Because Guaranteed Investment Contracts (GIC) are safe and their yields are predictable, they have become the most popular 401(k) investment, attracting some 60% of employees’ money.

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HEALTH, BUSINESS, ACTIVITY FORMS

CTA Staff Activity Report (Agency Fee Report)

o http://ctanet.cta.org

CTA Staff Business Expense Claim o CTA Data Processing Department ‐ Computer Hard Drive

CTA Daily and Monthly Employee Leave Report Forms o CTA Data Processing Department ‐ Computer Software o Usually available in your office and filled‐out by Associate Staff

Auto Data Card o CTA Accounting Department

Blue Cross Claim Form o CTA Human Resources Department o Blue Cross of California

PO Box 1882, Rancho Cordova 95741‐1882 [800.282.4993]

A+, California Casualty Claim Form o [800.288.7765]

Delta Dental Member Card

o CTA Human Resources Department o Delta Dental Plan of California

P.O. Box 997330 Sacramento, CA 95899‐7330 800‐765‐6003 www.deltadentalca.org

401(k) Enrollment/Change Form o CTA Accounting Department

Vision Service Plan o CTA Human Resources Department o Vision Service Plan

Call Member Services Call 1‐800‐877‐7195 Monday ‐ Friday 6 a.m. to 7 p.m., Pacific Time to speak with Member Services.

www.vsp.com Email Form Online Fill out online email form to get a response within 12‐15 business

hours. Chat Live Online Chat LIVE with VSP Member Services Mon. – Fri. 6 a.m. to 5 p.m., Pacific

Time.

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ONLINE STAFF ACTIVITY

REPORTING PROGRAM

CTA’s Online Staff Activity Reporting Program can be accessed at:

http://ctanet.cta.org At the website, click the “Staff Activity Reporting Program.” Request a hardcopy of the activity codes to use when filling out the report, or print a copy from the website. These procedures are designed to assist you in entering your Agency Fee Staff Activity Reports. If you have questions or need assistance with the program, please contact the following:

ACTIVITY CODE QUESTIONS Contact your Manager ALL OTHER QUESTIONS

Contact the Controller’s Office At 650‐552‐5260

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

• To access the CTA Online Staff Activity Reporting Program website, enter the following URL in

Internet Explorer: http://ctanet.cta.org

Click on this link to submit your Staff Activity Reports.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

• The first step is to type in your User Name. Your User Name WILL ALWAYS BE your FIRST INITIAL and FULL LAST NAME (no spaces between letters). Example: jdoe or JDOE, case doesn’t matter.

• Your Password for the initial login will be the word “password” (case doesn’t matter). Thereafter, you may change your Password to whatever you wish (see instructions below)

• Click on the “login” button.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

• Click on your name that will appear under “Welcome.”

• Click on “forté info”

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

CHANGING YOUR PASSWORD (CONT’D)

Enter your new password in the box and then click on “OK” To exit, click on “home”

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

ENTERING STAFF ACTIVITY REPORT DATA

• To begin entering your Staff Activity Reports, click on the report period you wish to enter.

PLEASE NOTE THAT ALTHOUGH THE FIRST REPORT PERIOD REFLECTS THE DATES OF 8/29/05 TO 9/4/05, YOU SHOULD ENTER YOUR TIME ONLY FOR 9/1/05 THROUGH 9/4/05 IN THE FIRST REPORT. YOUR TIME FOR 8/29/05 TO 8/31/05 SHOULD BE REPORTED ON THE EMPOWERMENT SYSTEM.

SPECIAL NOTE: You will be TIMED OUT of the system if there are no key strokes for 20 MINUTES. If you are timed out, the system will take you back to the log‐on screen. Please note, however, that any data that you had entered before being timed out will be AUTOMATICALLY SAVED.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

ENTERING STAFF ACTIVITY REPORT DATA (CONT’D)

• Each time you click on “add row,” the data you just entered will then be reflected on the bottom of your screen.

• If you need to EDIT or DELETE a row, CLICK ON THE ROW NUMBER and make your changes and click on “save row.” To delete a row, click on “delete this row.”

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

SAVING & SUBMITTING YOUR STAFF ACTIVITY REPORTS

“new,” “in process,” or “submitted.”

• SUBMITTING YOUR REPORTS: Once your report is complete, click on “submit report.”

• SAVING YOUR REPORTS: If you need to exit the program before finishing your report, it is NOT necessary to save your report. The system will AUTOMATICALLY SAVE YOUR REPORT.

• To EXIT a report WITHOUT SUBMITTING it, click on the “Projects & Time” folder at the top of your screen. This will take you back to your time report listing.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

SAVING & SUBMITTING YOUR STAFF ACTIVITY REPORTS (CONT’D)

• If you discover that you need to make CHANGES to a report that you have ALREADY SUBMITTED, open the report:

Click on the row number and make your changes

Click on “save row” and then “home”

• When you EXIT by clicking on “home,” the new report will AUTOMATICALLY OVERWRITE the previously submitted report.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

DIRECTORY FOLDER

To

To exit, click on “home” ‐‐ DO NOT CLICK ON “EXIT” AS THAT WILL TAKE YOU BACK TO THE LOGIN SCREEN

If you click on the “Directory” folder, you may access a listing of the CTA e‐mail address for all program users.

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

PRINTING A HARD COPY OF YOUR STAFF ACTIVITY REPORT (OPTIONAL)

If you wish to retain a hard copy of your Staff Activity Report for your own records, you have TWO print options. You may print a complete copy of your actual report or you may print a summary report.

• To print a COMPLETE COPY of your Staff Activity Report:

Open the Staff Activity Report Click on File Click on Page Setup Change the Orientation from Portrait to Landscape Click on Ok and then Print

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

• To print a SUMMARY REPORT:

Click on the “print version” icon and then “Print”

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ONLINE STAFF ACTIVITY REPORTING PROGRAM

PRINTING THE COMPLETE ACTIVITY CODE LIST

If you would like to have a complete printed list of all Activity Codes, FROM YOUR “HOME” PAGE do the following:

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• Print the document from your Browser icon

ONLINE STAFF ACTIVITY REPORTING PROGRAM

PRINTING THE COMPLETE ACTIVITY CODE LIST (CONT’D)

• Click on “Open”

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BUSINESS EXPENSE FORM

All business expenses must be filed on the computer generated form in Excel. Copies of the Excel template for expenses, CTA Expense Tracker can be found on your hard drive. Numbered items below refer to the circled numbers located on the copy of the Expense Claim on the page following these explanations.

1. Fill in your name and the address to which you would like your reimbursement check mailed.

2. Fill in the inclusive dates covered by expenses claimed on the form.

a. If, during that period, you will be claiming expenses for a conference vouchered to another department, exclude the dates and voucher those expenses separately.

3. Telephone charges and cellular phone expenses not related to business; $200

per business expense purchase; credit card bills for business expenses; AAA primary expenditure; tires and oil changes.

4. Your signature and date of completion of the form. 5. Your supervisor will sign. 6. Fill in the date of the expense. 7. Fill in the location (city) of the activity, the name of the activity.

a. Example 1: Orange ‐ Reg. IV Staff Mtg. b. Example 2: Anaheim ‐ Neg. Workshop.

8. Fill in total amount of your meal, including any tip. The daily limit is $70 per day. A receipt is required for any meal $35 and over including the tip.

9. In the case of guest meals, the names of the guests must be provided. You may

not usually claim another CSO staff person as your guest for reimbursement. The CSO staff person should pick up his or her own meal and submit a claim on his or her own.

10. List the cost of lodging each day that expenses for accommodations were

necessitated. Hotel receipts for any lodging claimed must accompany the Expense Claim form. Internet access charges and business calls made from the

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hotel will be included. Normally non‐work related incidental expenses will not be reimbursed, i.e. TV rental charges etc. You may claim room service on your hotel bill, if the service was for an allowable meal.

11. "Misc." in the transportation section may include taxi fares, airport shuttle tips,

tips for sky hops at curbside check‐in at airports, etc. Rental car expenses for necessary travel on CTA business should be charged to a CTA car rental credit card. CTA does not reimburse for cars rented to replace inoperable staff cars. Expenses for "other" will generally require a brief explanation in the area of the form numbered 16.

12. If you qualify for an automobile allowance, you may disregard the mileage

section, as your car usage is already being reimbursed. If you do not receive an automobile allowance, you will need to fill in miles traveled and check the current mileage reimbursement allowed per CSO/CTA Contract.

13. In this case "Other" might include tips for bellhops, portage up to $6.00/ day,

tips for maids, and laundry or dry cleaning charges, if your stay away from home exceeds three days. "Other" would also include business phone expenses, payment for oil changes on your automobile, credit card annual fees, etc., and should be explained in section number (16) on the sample Expense Claim form.

14. The program will total all the expenses claimed in the horizontal line. 15. Expenses for which you may have previously been paid will be automatically

subtracted by the program. If you received an additional cash advance for out‐of‐state travel, it would be subtracted from the total expense reimbursement claimed. The on‐going $500 cash advance should not be deducted.

16. “Other” is to describe any expenses that need further clarification. NOTES: • CTA Credit Card: Receipts for gasoline and airline travel charged on CTA credit

cards must be attached to the expense form even though they require no further reimbursement. On a separate line, write “Gasoline Charges” and include the total amount of charges. Do the same for airfare or any other items charged to the CTA Credit Card. List these items on the lines marked "CTA Paid."

• Forward one copy of the completed Expense Report to your Department or

Regional Manager with receipts attached. To assist in organizing receipts, receipts may be taped to an 8‐1/2" x 11" blank page and photocopied.

• Keep a copy for your files, and make a note on your copy when you sent it in.

45

.

46

DAILY LEAVE REPORT Numbered items below refer to the circled numbers located on the copy of the Daily Report of Employees Accumulated Sick Leave and Vacation/Annual Leave form on the page following these explanations.

1. Fill in the name of the office where you are employed. 2. Fill in the location of that office. 3. Fill in the month and year for which the form applies. 4. Fill in your name. 5. Enter M‐T‐W‐Th‐F‐S‐S applicable to the numbered dates above. 6. Fill in with applicable code letter only for those day you were on leave. Use

the code at the bottom of the page to indicate the type of leave taken. If no leave was taken, the box should remain empty.

7. Total vacation days taken during the month to which the report applies. 8. Total sick leave days taken during the month to which the report applies. 9. Total personal necessity leave days taken during the month to which the

report applies. 10. Total other leave taken during the month to which the report applies.

These forms are available in triplicate from CTA or may be developed on the computer software in your office. Send two copies to your Department or Regional Manager. Keep one copy for your files.

NOTE: Several staff members have created Excel templates for tracking leave time. You may wish to consult your CSO buddy regarding such templates or check with the Associate Staff in the office.

47

Office:

Days of Month 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

Days of Week M T W T F S S M T W T F S S M T W T F S S M T W T F S S M T V S PN C Other

V = Vacation PN = Personal Necessity J = Jury Duty UP = Unpaid D = Disabled

S = Sick B = Bereavement P = Paternity WC = Workers Comp. O = Other (Adoption, Religious, etc.)

C = Comp M = Maternity

The Following Time is Listed in Hours Only

CALIFORNIA TEACHERS ASSOCIATION

DAILY REPORT OF EMPLOYEES ACCUMULATED SICK LEAVE AND VACATION/ANNUAL LEAVE

Location:

TOTALS

Month Ending:

NAME

48

MONTHLY LEAVE REPORT

Numbered items below refer to the circled numbers located on the copy of the Monthly Report of Employee’s Accumulated Sick Leave and Vacation/Annual Leave form on the pages following this explanation.

1. Fill in the name of the office where you are employed. 2. Fill in the location of that office. 3. Fill in the month and year for which the form applies. 4. Fill in your name. 5. Enter your numerical date of hire. 6. As sick leave is accrued (at the rate of one day per month), the accrual from the

previous months is the balance at the beginning of the current month. A new employee, having worked less than two weeks in the previous month will have no beginning balance, unless he or she received sick leave credit from previous employment (see CSO/CTA Agreement, Article XIII, Leaves, 13.104).

7. Sick leave accumulates at the rate of one day per month, so a 1 in this Column should

be correct. 8. Fill in the total number of sick leave days used, if any during the month for which the

report applies. The total should equal the total in Column S of your Daily Report for the same month.

9. Add Column 3 to Column 4 and subtract Column 5 for number to be entered in

Column 6.

10. Enter the amount of vacation leave accumulated in previous years excluding any earned in the current contract year (9/1 – 8/31). New employees will have zero accumulation in Column 7, until the beginning of the contract year subsequent to being hired.

11. Usually Column 8 will be zero, unless you were unable to take 13 days of vacation in

the previous year and utilized the carry over provisions of Article XIV, Vacations, 14.5 of the CSO/CTA Agreement.

12. A new employee adds two days per month (only 1 day for September, however) for

all months through August of the first contractual year of employment. For example,

49

if you came to work on January 1, you would enter 16 in Column 9 (or 2 days for each month, January through August). In subsequent years the Total Earnable will be 23 unless the negotiated amount changes.

13. In Column 10, total all vacation used since September of the current contract year,

and prior to the month for which the report applies. 14. Enter the number of vacation days you used, if any, during the month for which the

report applies. The entry should agree with the total in column V of your Daily Report for the same month.

15. From the number in Column 9, subtract the numbers in Columns 10 and 11 to

determine the current year’s balance for Column 12. This total plus the total in Column 7 is the total of vacation leave days available to your as of the date of the report.

16. Four personal necessity leave days are available each contract year. Subtract from 4

any personal necessity leave days you may have taken since September 1, for the entry in Column 13.

17. The signature of the office employee who prepared the report is entered on this line.

If you prepare your own, you signature is entered. 18. Leave blank for Manager’s signature.

These forms are available in triplicate from CTA or may be developed on the computer software in your office. Send two copies to your Department or Regional Manager. Keep a copy for your files.

NOTE: Several CSO staff members have created Excel templates for tracking

monthly leave. Please consult your CSO Buddy for assistance, if you would like a copy of the template.

50

OFFICE:

1 2 3 4 5 6 7 8 9 10 11 12 13

Prepared By: Date Submitted:

Authorized By: Date Signed:(Manager's Signature)

14

CALIFORNIA TEACHERS ASSOCIATION

Monthly Report of Employee's Accumulated Sick Leave and Vacation/Annual Leave

AddedThis

Month

UsedThis

Month

SICK LEAVE

BalanceEnd OfMonth

BalanceBeginning

Month

Balance Vacation/A

nnual Leave

Personal Necessity Leave

Balance

VACATION/ANNUAL LEAVE

DateOf

HireREMARKS

Total Earnable Annually

Prior Months

Prior Year Carry Over

Accumulated

Current Month

Used This YearEMPLOYEENAME

Location: Month Ending:

LeaveDays

(Bank)

* Maximum earnable 38 days (Deduction of 2 days for Catastrophic Leave Bank contribution)** Maximum earnable days in bank are 39 (Deduction of 1 day for Catastrophic Leave Bank contribution)*** Balance reduced by one day donated and used by Jasmine Wan> Maximum earnable days in bank are 37

51

PROFESSIONAL TRAININGS

CTA/CSO NEW STAFF ORIENTATION A two‐day orientation session is held annually for newly hired unit members. The session is jointly sponsored and administered by CTA and CSO. Generally, the orientation includes a tour of the Burlingame office, meetings with CTA managers, a review of the contract by CSO and helpful hints from CSO colleagues. CTA/CSO MULTI‐DAY TRAINING PROGRAM Article XX of the contract between CTA and CSO provides for staff training and conference attendance. This is the basis of the CTA/CSO multi‐day training program. At the beginning of each fiscal year, all unit members receive a description and calendar of the trainings offered for that year along with an application form. Requests to attend training programs on the CTA annual list may be approved, upon application to the appropriate CTA manager. Once approved, times and place of the trainings are paid by CTA as per Article XV of the Contract. Unit members may also apply to attend CTA member conferences and Association sponsored workshops with the approval of the appropriate manager. In the event that the unit member and the unit member’s immediate supervisor agree that needed training opportunities exist only out of state, then the approval procedure shall conform to the standards set forth for the multi‐day trainings. NEA UNISERV STAFF DEVELOPMENT PROGRAM Article XX of the contract also provides for participation in the NEA UniServ Staff Development Training. Each Fall all UniServ unit members receive a NEA UniServ Staff Development Catalog. This catalog contains descriptions, times and dates of all NEA staff development trainings and appropriate application forms. The application forms for Option 1 and RRC staff must be sent to the unit member’s immediate supervisor for approval. Option 2 staff application forms must have the approval of the UniServ unit chair or chapter president. If approved, the supervisor will forward the application to NEA.

52

PROFESSIONAL TRAININGS

There are two types of training in the NEA program. The CORE curriculum is designed for persons within their first three years of full‐time employment as UniServ staff. The CORE training is an intensive program, designed to assist persons to make the transition into UniServ work. The content focuses on developing the skills, knowledge, and attitudes identified as the key to successful staff work. NEA pays transportation, lodging, meals, and administrative expenses for the CORE participants. NEA also pays the same expenses for participants in the CORE 2 session, as well as the expenses for the cluster training which follows. The second component is the Ongoing Curriculum which is designed for full‐time UniServ staff who have completed the CORE Curriculum and/or have completed at least three years of successful staff experience. The offerings vary annually. NEA pays for transportation, program and conference site administrative expenses and CTA pays all other expenses per Article XV of the contract. CSO encourages you to participate in these trainings for the knowledge gained and the chance to interact with your fellow CSO and UniServ staffers from around the country. It is an excellent opportunity to make new friends, network with others and gather the resources you will need to do an effective job. STAFF TRAINING GUIDE The Staff Training Guide is available through the CTA Training and Bargaining Department. This 3‐ring binder includes vital information regarding the following topics: *Who to Contact for State Training Programs and Information *CTA Training Library *CTA Video Library *CTA Training Database *Trainer Materials and Information *Forms *Planning Tools *Miscellaneous training information

53

CTA PUBLICATIONS/RESOURCE DOCUMENTS

Accounting and Reporting Handbook for Financial Representatives CTA Governance Office

Agency Fee Enrollment, Processing and Rebate Procedures CTA Legal Department

CTA Awards Catalog CTA Governance Office

CTA Catalog of Member Training Programs CTA Training and Bargaining Department

CTA Collective Bargaining Reference Manual CTA Training and Bargaining Department (CD ‐updated on line)

CTA Crisis Assistance Panel Manual Hard drive

CTA Elections Manual CTA Governance Office

CTA Group Legal Services Manual and Attorney Listing CTA Legal Department

CTA Organizational Handbook CTA Governance Office

CTA Political and Legislative Handbook CTA Governmental Relations Department

CTA Staff Training Guide CTA Training and Bargaining Department CTA Negotiations and Organizing Department

CTA Statewide Staff Directory CTA “P” Drive CTA Office Services Department

CTA UniServ Handbook CTA Governance Office

Educational Support Personnel Contract Reference Manual Educational Support Program, Orange RRC

54

CTA PUBLICATIONS/RESOURCE DOCUMENTS

Educational Support Personnel Guide to School Law Educational Support Program, Orange RRC E.E.R.A. Scope of Bargaining Reference Manual CTA Legal Department and NOD Department Foundation to Assist California Teachers (FACT) Emergency Loans for CTA Members (818) 356‐0553 Guide to School Law for Teachers CTA Legal Department; on CTA server P: drive Membership Enrollment and Processing Guide (Annual) CTA Membership Department Organizing Classified School Personnel Educational Support Program, Orange RRC The Standard Disability and Life Insurance Group Life & Disability Insurance for CTA Members; see CTA website. Refer to the CTA Directory, Insurance and Special Services Section The Most Commonly Used Education Code Sections George A. Cassell booklet (revised), Santa Rosa RRC; Legal Dept. or NODD CSO New Staff Survival Guide CSO Chairperson, New Staff Orientation Committee CSO Constitution, By‐Laws, Standing Rules and Policies CSO website: www.californiastaff.org CSO Directory CSO website (secure): www.californiastaff.org

55

OTHER PUBLICATIONS/RESOURCEDOCUMENTS Annotated California Codes, Education (11 Volumes) Barclays Law Publishers, P.O. Box 3066, South San Francisco, CA 94080 [415/244‐6611] Arbitration in the Schools National Education Association, UniServ [202/822‐7100] Black’s Law Dictionary

West Publishing Company, P.O. Box 3526, St. Paul, MN 55165 or any law school bookstore California Code of Regulations Title 5. Education, Part I‐VII Title 8. Industrial Relations, Division I Barclays Law Publishers, P.O. Box 3066, South San Francisco, CA 94080 [415/244‐6611] CTA Arbitration Reporter Labor Relations Press, P.O. Box 579, Fort Washington, PA 19034 CPER Pocket Guide to Educational Employment Relations Act California Public Employee Relations Program Institute of Industrial Relations

University of California, Berkeley, CA 94720 [415/643‐7092 ‐ $4.23 each or 5‐49 copies $3.75] California Public Employee Relations (Periodical of Employee Relations in Public Sector) Institute of Industrial Relations, University of California, Berkeley, CA 94720 California Public Employee Reporter LRP Publications, P.O. Box 579, Fort Washington, PA 19034‐2801 [$405 per year] California Public Schools Directory

California State Department of Education, Bureau of Publications, P.O. Box 271, Sacramento,

California 95802‐0272 [926/445‐1261 ‐ $14.00]

California Public Sector Labor Relations Matthew Bender & Co., Inc., 201 Mission St., San Francisco, CA 94105‐1831 [415/908‐3200]

56

OTHER PUBLICATIONS/RESOURCE DOCUMENTS

California School Law Digest School Law Digest Corporation, P.O. Box 1752, Fresno, CA 93717‐1752 [209/486‐

4590 ‐ $60 per year]

Credential Handbook State of California Commission on Teacher Credentialing Sacramento, CA 94244‐2700 [916/455‐7254] How Arbitration Works by Frank and Edna Elkouri Bureau of National Affairs, Inc., Washington, DC 20037 Just Cause – The Seven Tests by Adolph M. Corre and Susan Smith Bureau of National Affairs, Inc., Washington, DC 20037 Organizing and the Law (4th Edition) by Stephen Schlossberg and Judith Scott Bureau of National Affairs, Inc., Washington, DC 20037 Professional Discipline of Teachers and Other Certificated Persons (California Statutes and Regulations Governing Professional Discipline) State of California Commission on Teacher Credentialing Sacramento, CA 94244‐2700 [916/455‐7254] Reforms and Revenue Limits – A Guide to School Finance in California by Paul Goldfinger School Services of California, Inc., 1127 11th Street, Suite 401 Sacramento, CA 95814 [916/446‐7517] States Teachers Retirement System Booklets (5 Booklets) State Teachers Retirement System, P.O. Box 15275‐C, Sacramento, CA 95851, [800/228‐5453] CTA Training and Bargaining Department The Administrator’s Assignment Manual State of California Commission on Teacher Credentialing Sacramento, CA 94244‐2700 [916/455‐7254] Your Rights in the Workplace by Barbara Kate Ripa NOLO Press Self Help Law

57

A BUDGET PRIMER FOR STAFF

Bargaining the wages and benefits of teachers is a challenge to most associations because most districts treat the art of budgeting as though it were a science. Districts typically present budget data as objective criteria. The data usually supports a district bargaining objective of achieving the cheapest possible settlement. When associations base their bargaining decisions on district data, they may come to resent the settlement if they subsequently see that the district could have afforded more. The problem stems from two realities. First, districts have virtually no control over the revenue side of the budget, but must live within whatever means provided by other government agencies. Second, budgeting, of necessity, involves conjecture. Associations should expect districts to be conservative in their projections of revenue and possessive in their expenditure allocations. Associations can and should agree that they have a common interest with the district in regard to finance. It is in the interest of both parties that the district receives approval of its adopted budget and positive certification of its interim reports. The oversight agency for K – 12 districts is the County Office of Education (COE). For COEs, it is the California Department of Education. Associations can and should develop their own expectations of district revenue and expenditure with CTA staff guidance. These expectations, along with comparability data, should serve as the criteria for association bargaining decisions unless and until actual data becomes available. The basis for association budget expectations depends on two sources of data. First is the information that CTA provides regarding revenue allocations. Second is the picture of budget trends provided by actual data. Historical trends of actual data require the acquisition of a library of district budget reports. All districts are required to file periodic financial reports with their oversight agencies. These reports are in a uniform format that facilitates understanding and comparison. By fiscal 2002‐03, all reports will utilize the Standardized Account Code Structure (SACS), a program designed to track both the source and the use of every dollar in a school district budget. The essential reports for budget analysis are identified on the following page along with the date of their availability. One item, the current year FTE placement or Scatter gram, is not a report, but is essential for the calculation of the cost of wage and benefit proposals. Three years of reports can provide the data to identify actual budget trends and to scrutinize past budget projections.

58

California Teachers Association

Spring, 2001

Go to the people Go often Find leaders Build relationships There are no members in the office.

59

SITE VISITS

In 1997, experienced staff organizers of the California Teachers Association were asked the question “What constitutes a good site visit”? The overall responses were:

♦ The fact that one did it makes it good ♦ Anytime we are in the schools is a good thing

The staff members were also asked, “If you were to teach a new staff person about site visits, what would you teach them about?”

... planning a visit?

♦ contact the site rep ♦ inquire about issues amongst the staff

at the site ♦ be clear on your purpose ‐‐ purpose

may just to be there ♦ review a site list and schedule ♦ plan to be in each site at least yearly ♦ inquire about influential people on the

faculty ♦ check with activists from other sites for

what they know and who they know at the site

♦ send an announcement confirming date, time, and purpose (if it is a planned, announced visit)

♦ inquire about parking ♦ inquire about the culture of the site ♦ inquire about best times, best days,

site schedule ♦ research Association history at site, i.e.

membership & issues influencing ♦ know who the local president is and

his/her phone number ♦ take something you can leave (make

sure there are enough) ♦ find out where all the gathering places

are, usually more than one, particularly in the high schools

... what do you look for once you are on the site?

♦ always check in with the school office

(courtesy, legal, & contract requirements)

♦ make your presence known to the site administrator

♦ new leadership ♦ opportunities to build the status of the

site rep and other leaders attitudes of

♦ get a site map and bell schedule for future reference

♦ a reason to come back ♦ opportunities to compliment teachers ♦ signs of Association activity; i.e.

bulletin board (how old is the material?)

♦ general appearance of the site

60

teachers ♦ the faculty room ♦ pilfer useful items laying around

♦ attitudes of students ♦ attitudes of front office staff ♦ surface issues

... who do you look for at the site?

♦ contact the site rep ♦ inquire about issues amongst the staff

at the site ♦ be clear on your purpose ‐‐ purpose

may just to be there ♦ review a site list and schedule ♦ plan to be in each site at least yearly ♦ inquire about influential people on the

faculty ♦ check with activists from other sites for

what they know and who they know at the site

♦ send an announcement confirming date, time, and purpose (if it is a planned, announced visit)

♦ faculty representative or site contact ♦ talk to the secretaries ♦ vocal people; listen more than you talk

♦ inquire about parking ♦ inquire about the culture of the site ♦ inquire about best times, best days,

site schedule ♦ research Association history at site, i.e.

membership & issues influencing ♦ know who the local president is and

his/her phone number ♦ take something you can leave (make

sure there are enough) ♦ find out where all the gathering places

are, usually more than one, particularly in the high schools talk to the custodians

♦ constituency groups, i.e. coaches, nurses, departments folks other folks talk about

... how do you approach people at the site?

♦ just walk up and say "hi" and introduce yourself

♦ listen ♦ don't sit around waiting to be noticed ♦ ask open ended questions ♦ don't restrict yourself to the faculty

room, pop into classrooms to say hello (door open, no students)

♦ best to have an introduction by a

mutually known third party ♦ "how can I help you" attitude ♦ be clear on your message ♦ friendly ♦ open ♦ talk to everybody ♦ talk 1‐1 as much as possible and before

& after any planned meeting

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... what do you do after you leave the site?

♦ write up notes of who you met and

what was discussed in the car while it is fresh

♦ do stick figures ♦ follow up with notes/letters ♦ respond to questions as quickly as

possible ♦ debrief with appropriate person(s)

♦ write a report, if appropriate ♦ send something that may be of

interest to a "target" ♦ look for a reason to go back ♦ publicize the fact that you were at the

site

... other advice for a new staff person:

♦ we don't do enough site visits ♦ spread around business cards ♦ wear your CTA badge ♦ also talk to a new staff person about

dress, utilization of listening skills, and interactions after approaching people

♦ always take food if you are holding a meeting and want people to attend

♦ visit often

♦ build up the status of the site rep ♦ use as an opportunity to build

relationships ♦ practice one‐on‐ones ♦ keep a file on each site for your notes

& review for additional follow‐up ♦ take somebody with you – teach site

visits – teach organizing ♦ see Don Baer's 10 Simple Rules for a

Good Site Visit

What about……..

♦ "hot topics" offer a good reason to be there ♦ prior to the visit double check to make sure flyers are distributed and a notice posted ♦ have rep (or activist) make appointments with individuals and provide an introduction ♦ pays dividends when the word gets out that you were there; visibility ♦ good chance to do, or set appointments for, one‐on‐ones ♦ brown bag lunch meeting in faculty room take goodies with you ♦ donuts or bagels in the morning, sandwiches or pie at lunch, pie or some other treat after school ♦ photographs and a map of the perimeter of the site for future reference

62

SITE VISITS

Don Baer's Ten Simple Rules for Site Visits

1. You will never see as many members in your office in the course of a week

as you will in one school visit. 2. "Warm fuzzy walk throughs" for no other reason than observing good

teaching pay great dividends. 3. I serve fifty‐four schools and at least once a year they are going to know

that I am alive and well. 4. Strong local leaders will support CTA/NEA programs if you are in the

schools supporting them. 5. School lunches suck, but teacher lunchrooms are a good place to do select

kinds of business. 6. We are not 8‐5 office creatures! When teachers see you in the buildings

the next time they call your office they will understand "He is in the field and will return your call."

7. Showing respect for good school administration is a good investment! I suspect teachers identify with good administration and a positive relationship will go a long way.

8. We win through coalitions. School visits build a bond between many stakeholders.

9. Hostile, frustrated, or just plain tired teachers are more reasonable when you are a guest.

10. You can throw away written material, but I have yet to see someone throw my 250 pounds in a basket.

The overall advice is to be out at the sites as often as possible and as frequently as possible. The sites are where the members and future leaders are every day. Relationships are difficult to build during a “crisis.” Don’t be afraid to walk up with your hand extended and say, “Hi, my name is …”

63

GLOSSARY OF ACRONYMS

AAA American Arbitration Association ‐ The association from which arbitrators are

usually selected. AAUP American Association of University Professors ABC Association for Better Citizenship ‐ Political Action Committee that provides

financial resources for CTA and locally endorsed political candidates, initiatives and bond elections.

ACSA Association of California School Administrators ADA Average Daily Attendance ‐ The total average daily enrollment reduced by

unexcused absences and divided by the minimum number of legally required days.

AFT American Federation of Teachers ‐ A competing organization representing

certificated school employees. APLS Appeal Panel for Legal Services ‐ A CTA committee designated to review a

member's appeal for legal services that have been previously denied. AR Association Representative ‐ Same as building, site or faculty representative. AUTOC Alliance of Urban Teachers of California BCLAD Bilingual Cross‐Cultural Language Academic Development ‐ Bilingual Teaching

Certificate BR Building Representative ‐ Same as association, site or faculty representative. BRL Base Revenue Limit ‐ The income limit for each school district which is used to

determine its general fund income and future inflation allowances. CALOSHA California Office of Safety and Health Administration CAP Crisis Assistance Panel ‐ Advisory group to assist in screening chapter requests

for financial assistance.

64

CAPE Coalition of American Public Employees CBA Collective Bargaining Agreement CBEST California Basic Educational Skills Test ‐ The examination that must be passed

by a person applying for a credential, permit, certificate, authorization, or renewal of emergency credential.

CCA Community College Association CCUFA California College and University Faculty Association CAS California Associate Staff ‐ The union which represents all classified staff

employed by CTA which is affiliated with the NSO. CDE California Department of Education CFA California Faculty Association CLAD Cross‐Cultural Language Academic Development ‐ Teaching certificate to work

with limited English speaking students COLA Cost of Living Adjustment ‐ Periodic monetary adjustments based on changes in

the Consumer Price Index, usually according to an escalator clause in a contract or a piece of legislation.

CPI Consumer Price Index ‐ Index utilized by the U.S. Bureau of Labor Statistics to

measure changes in costs of specified items on a nationwide and regional basis. CPEC California Postsecondary Education Commission CSBA California School Boards Association CSMCS California State Mediation & Conciliation Service ‐ A State service providing

mediators, fact‐finders and arbitrators. CSEA California School Employees Association ‐ The union for a great many of the

non‐certificated school employees in California. CSEA California State Employees Association ‐ Known as "Big CSEA" ‐ The union for

the employees of the State of California. CSO California Staff Organization ‐ The union which represents all professional staff

employed by CTA which is affiliated with the NSO.

65

DFEH Department of Fair Employment and Housing ‐ The agency in California that administers discrimination claims.

DFR Duty of Fair Representation ‐ Duty of fair representation, the statutory duty of

the bargaining agent to fairly represent all bargaining unit members. DOE Department of Education ‐Usually refers to the Department at the Federal

level. (See CDE for California) ESP Educational Support Personnel ‐ Non‐certificated (classified) employees in a

school district. EEOC Equal Employment Opportunity Commission ‐ A Federal agency formed for the

purpose of enforcing non‐ discrimination laws. EERA Educational Employment Relations Act ‐ The section of the California

Government Code which provides the right of California school employees to engage in collective bargaining.

FACT Foundation to Assist California Teachers ‐ A CTA sponsored charitable

organization to assist teachers in need. The Foundation is funded for the most part through payroll deductions of CTA members.

FEHA Fair Employment and Housing Administration ‐ The State agency formed to

enforce non‐discrimination laws. FR Faculty Representative ‐ Same as association, building or site representative. GLS Group Legal Services ‐ The CTA program which provides legal services to

members and chapters.

HEERA Higher Education Employment Relations Act ‐ The section of the California Government Code which provides the right of California Higher Education employees to engage in collective bargaining.

HR Human Rights IPD Instruction and Professional Development ISP Internet Service Provider ISSD Integrated Systems and Strategic Development ‐ The CTA department which

provides technological support. NCUEA National Council of Urban Education Associations

66

NLRB National Labor Relations Board ‐ A Federal Board which monitors labor‐management relations in the private sector.

NODD Negotiations and Organizational Development Department ‐ The CTA

department providing negotiations and organizational support to the field. NSO National Staff Organization ‐ The national affiliate of the professional staff

union. OSHA Office of Safety and Health Administration ‐ The Federal agency charged with

the responsibility of enforcing Federal statutes for safety and health in the workplace.

OTA Organization of Teacher Advocates PAC Political Action Committee PAR Peer Assistance and Review PCS Primary Contact Staff ‐ CTA Staff person assigned by CTA to a chapter or group

of chapters to provide UniServ services locally.

PERB Public Employment Relations Board ‐ The California Board which monitors labor‐management relations in the public sector. The Board is analogous to NLRB on the national level for the private sector.

PERS Public Employees Retirement System ‐ The retirement system for public

employees in California other than certificated school employees. PLS Performance Learning Systems ‐ a company under contract with the Institute of

Teaching to provide professional development workshops to members. PR Public Relations PR&R Professional Rights and Responsibilities ‐ A term applied to committees that

perform work similar to grievance committees. The term is not applied as frequently as it once was.

RA Representative Assembly ‐ The policy‐making arm of NEA which meets annually

and to which are sent delegates from each state affiliate. RIF Reduction in Force ‐ The term used when staff is reduced, generally due to

elimination of programs or decrease in student enrollment. RRC Regional Resource Center ‐ Offices which provide staff services to chapters and

67

members throughout California. SBE State Board of Education SCC Service Center Council ‐ A forum for Chapter Presidents and State Council

Representatives. The Service Center Council serving this area is the Orange Service Center Council.

SCE State Council of Education ‐ The representative body which establishes the

policies of CTA. SDE State Department of Education SEIU Service Employees International Union SSC School Services of California ‐ A membership organization providing

negotiations services and advice to school districts and well‐respected for its research and data on California school finance. The services of SSC are also utilized by CTA.

SPI Superintendent of Public Instruction ‐ similar office to Commissioner of

Education in other states. STRS State Teachers Retirement System ‐ The retirement system in California to

which certificated employees belong and contribute. TDA Tax Deferred Annuity TRO Temporary Restraining Order TSA Tax Sheltered Annuity TSA Teacher Services Association ‐ The California group that assists in delivery of

CTA/NEA Special Services. UDA Urban Directors Association UEP United Education Profession ‐ The term now used to used to designate NEA

and its affiliates, formerly United Teaching Profession (UTP). UPC/ULP Unfair Practice Charge or Unfair Labor Practice ‐ An act or practice committed

by either the Association or management, which the Educational Employment Relations Act has specified as "unfair".

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COMPUTER SERVICES COMPUTER HARDWARE__________________________________

CTA issues a laptop computer or a desktop computer to professional staff members. Option II professional staff are also provided a computer by CTA. It is recommended that you discuss your computer selection with your CSO buddy. If a computer carrying case is needed for a notebook computer, the case may be purchased (within the $200 limit specified in the CSO/CTA agreement) and vouchered for reimbursement.

COMPUTER SOFTWARE__________________________________

Currently, CTA is using the Microsoft Office 2003, professional edition. This software includes Microsoft Word (word processing), Excel (spreadsheet), PowerPoint (presentation graphics), Access (database) and Outlook (desktop information management).

INTERNET SERVICE______________________________________

Each CTA staff person is issued an email address on the CTA server. This usually consists of your first initial and last name@CTA.ORG. CTA staff working outside of regional offices and the Burlingame office may have options to receive email and internet services through outside vendors. Contact your CSO buddy for additional information.

WEB SITES________________________________________

CSO maintains a web site for members at: www.californiastaff.org. To access the secure section of the web site, send an email to the web master at: info@californiastaff.org. You will receive a screen name for CSO web site and you will be asked to submit a personal password. The web site offers information regarding CSO policies, committees, constitution and bylaws, minutes of CSO meetings and the CSO/CTA collective bargaining agreement. The NSO website is www.nationalstaff.org.

The CTA web site can be reached at www.cta.org and each member can open his/her own “My CTA” account. Information about the organization and current issues can be found on the web site in addition to links to other organizations. NEA also maintains a web site at: www.nea.org with organizational information, issues and links to other sites.

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DOCUMENTS AND RECORDS Here are some suggested guidelines to help you decide what to keep and what to throw away/recycle: BARGAINING INFORMATION

Keep a single copy of all previous contracts. Keep a single copy of bargaining notes for all bargaining after 1976 (can be useful in dealing with intent of language in grievances. Keep a single copy of district budget information and other bargaining support material going back four (4) years only. Anything older is of no use, even in fact‐finding. Throw away/recycle pre‐1976 bargaining notes and supporter materials Throw away/recycle district budget materials older than five (5) years.

ASSOCIATION RECORDS Financial Records

Keep a single copy of Association budgets for each of the last seven (7) years. Keep all financial records for the last seven (7) years. Throw away/recycle financial records eight (8) years and older.

PERB Reports

Keep a single copy of the Association report filed annually with PERB. Minutes Board and Rep Meetings

Keep a single copy of meeting minutes for all meetings since the Association's inception. Keep supporting documents from meetings for the last three (3) years. Throw away/recycle supporting documents four (4) years and older.

Membership Information

Keep a single copy of membership roster for each year since the Association's inception. Keep full membership applications as kept in membership notebooks. Throw away/recycle membership information not listed above.

OTHER ASSOCIATION DOCUMENTS AND RECORDS

Keep whatever else you want Keep in mind storage space availability Throw away/recycle whatever else has questionable value!

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CTA HISTORY

The First Salary Demand The first recorded gathering of California teachers took place on December 26‐28, 1854, when approximately 100 teachers met in San Francisco to discuss the current state of affairs of the teaching profession. It was the unanimous opinion of the group that educators should be more adequately remunerated for their services. The First Demand for Better PR Local school boards must have heard about it because the next large gathering didn’t take place until May, 1861 when the first Teacher Institute was held. Two hundred and fifty educators attended. They discussed the need for a uniform series of textbooks, the evils of corporal punishment, methods of teaching and the need for a State educational “journal”. “California Educational Society” At the third Institute, held in 1863, a committee was formed to investigate the possibility of establishing a “Professional Association.” The committee met and on Saturday, May 9, 1863, established the “California Educational Society.” Its membership was restricted to male teachers who had graduated from a normal school located within the United States, who were holders of the highest certificate in the state, and who had taught for at least three (3) years. Dismissal from the Society would mean the removal of the individual’s right to teach in California. The Society opened its membership to women in April, 1867. That same year the Society demanded that a system of “free” schools be established. These free schools were to be funded by collecting moneys “where wealth existed, and expended where the need was the greatest.” In addition there was the demand that the “examination and certification of teachers be done exclusively by teachers”. The Society held its last business meeting in 1873 having never grown beyond 117 members, consisting of 85 men and 32 women. A new Teachers Association was formed on June 11, 1875 in San Francisco. This organization was open to all teachers and administrators both male and female. It extended its membership to private school teachers in 1881. The group met annually thereafter with the meeting open to all members who wished to or were able to attend. These meetings consisted of presentation of papers on educational issues. No action or positions were taken at these meetings.

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”State Council of Education” It was decided that there was a need for a smaller group which could “consider and report to the General body the desirability and means of securing reforms in educational legislation and practice.” As a result the group established the “California Council of Education” in 1891. Examples of the types of issues which were of concern were those raised by the 1896 State Council. It called for: 1. Retirement paid for through taxation 2. Need to improve teacher training 3. Better pay for teachers 4. Small class size 5. More men instructors in upper grades 6. Right of married women to teach This new Association generally represented teachers in the “Bay” area and, as a result, other “Teacher Associations” were formed. On May 12, 1893 teachers in Santa Barbara, Ventura, Los Angeles, Orange, San Bernardino, Riverside and San Diego counties organized the “Teachers Association of Southern California”. This was followed by another association being formed in the “Central” region around Fresno in 1892, and another in the “Northern” region above San Francisco was formed in 1897. California Teachers Association As early as 1901, there were attempts to unify the state into a single organization by eliminating all regional Associations. There was a call for a permanent building and a full time permanent secretary in 1904. The next year a committee recommended that CTA incorporate, have a paid manager, and establish a formal relationship between local Associations and a unified state body. This plan was adopted on December 28, 1906 by the State Council. The regional teacher Associations merged and became the “California Teachers Association”. Incorporation papers were filed with the State on January 16, 1907. The four regional associations became “sections” in 1910. This unification brought an end to the predominant influence of college professors and school superintendents. Classroom teachers working with school administrators took control of the Association thereafter. First Executive Secretary The first full time executive secretary, Leroy E. Armstrong, was hired in 1909. This appointment also made him the first full time State Association staff person in the United States. His key job, in addition to being secretary for the Association, was to be the editor of the Sierra Educational News. The “News” was forerunner of the CTA journal. Mr. Armstrong held the position until April 1912. He was followed by Arthur Chamberlain who served until 1927.

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Teachers Retirement System CTA was instrumental in the establishment of the California Teachers Retirement System in 1913. It called for $500 per year for teachers completing 30 years of teaching with at least 15 in public schools and at least 10 in California. Deductions were $1.00 per month from the teacher’s in the beginning. This amount was revised to require a $12.00 annual contribution. First Field Staff CTA hired Joseph A. Beck as its first business manager in 1914 and hired Richard G. Boone as Associate Editor of Sierra Educational News. Mr. Boone expanded his job responsibilities to include performing public relations and general field work. In 1917 CTA’s members needed 47,337 signatures in order to qualify for a ballot referendum to force the repeal of a bad tax limitation law. They gathered over 80,000 in just a few days. The referendum passed and gave the new organization its first major political action victory. Southern Section hired Fred Thurston as its fires full time Executive Secretary, in 1912. Roy W. Cloud became CTA's third executive Secretary in 1927. Lather that year, CTA hired William G. Carr as its research director. Dr. Carr was to later become the Executive Secretary of the NEA. CTA hired its first woman staff person, Miss Mary A. Bell, in 1928. She served as Mr. Cloud’s Assistant Executive Secretary. CTA’s first legal advisor was hired in 1924. Alfred E. Lenz served on a part time basis while also serving as legal advisor to the State Department of Education. 1934 saw CTA hire its first full time field representative, Dr. Walter Dexter, in order to assist unemployed teachers. The year before Roy Cloud retired he coordinated CTA's effort to collect over 600,000 signatures across the State to qualify, and subsequently pass, an initiative which provided for:

1. Minimum salary of $2,400 annually 2. $120.00 per ADA 3. Continuation of constitutional guarantee giving public educators first call on state

revenues.

Roy Cloud served as CTA’s Executive Secretary for a twenty year period and retired in 1947.

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Arthur F. Corey

Arthur F. Corey became Executive Secretary in 1947, a position he would hold until 1967. Arthur Corey had been serving as Southern Section Executive Secretary for the previous 8 years. Section Staff Arthur Corey was replaced in the Southern Section by Dr. Lionel De Silva. Dr. De Silva, as well as the other sectional secretaries, was free to hire and direct his own staff, independent of the state association. The several staff persons were identified as either local, sectional, or state staff. The sectional and state staff provided parallel and basically duplicative services to the members. The entire CTA staff in 1952, in addition to the Executive, consisted of Robert E. McKay, Director of Field Services and Legislation; W. Harold Kingsly, PR and Campaign Consultant; Harry A. Fossick, Robert M. Rees, Ted Bass, and Arnold W. Walbert, as Field Representatives. Work Load In the 50’s the staff served as consultants explaining the Association’s program to members. Their normal work load consisted of operating the credit union, working with social committees, giving speeches on education legislation, providing research and giving presentations on salary issues, working with tenure and academic freedom committees and helping members with concerns about the members’ professional responsibilities. The membership began to become more assertive as more men entered the teaching ranks. Many of these men entered the teaching profession after serving during WW II and the Korean Conflicts. Many were educated through the use of the G.I. Bill and entered the profession with the hope of building a better world. These ex‐G.I.s began demanding more and more services from their Associations. The Association through its sections began to open branch offices throughout the state in the mid and late 50’s. Local Staff Another phenomenon during this period was that many of the urban locals began to hire their own staff. With the exception of Los Angeles, which had staff since the 30’s, the first local full time staffer was Harry Tyler of Pasadena in 1952. Some other early local Executive Secretaries were: Ken Carnine – Stockton – 1957 Bob Simpson – San Diego – 1958 Norm Hart – Long Beach – 1960 Mel Keller – Stockton – 1960 Ken West – Sacramento – 1960 Ed Case – Oakland – 1964

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George Wichman – Long Beach – 1964 The repeated discussion in the late fifties and early sixties among members and staff related to what the proper role of the Association should be. Many of the staff and teacher leaders were desirous of changing the CTA from a “social” club to an organization which would advocate for collective bargaining. The Turbulent 60’s The State Executive Secretary was apparently reluctant to enter into any adversarial relationships which would have a negative impact on the all‐inclusive nature of the membership. Superintendents and other school administrators pushed membership very hard and took pride in having 100% membership within their respective districts. As a result, the State CTA was perceived as wanting to maintain the status quo. During the early 60’s the CTA and NEA were being torn from within by militant teachers on the issue of collective bargaining, as well as by demands for the improvement and protection of human and civil rights of teachers. Many urban leaders, including those in California, were claiming that their state and national organizations were more interested in protecting its membership base than actively pursuing improvements in teachers’ “wages, hours, terms and conditions of employment.” The CTA urbans, through the National Council of Urban Education Associations (NCUEA) and the Urban Executive Directory Association (UEDA), forced the NEA to begin taking positions on urban problems, teacher‐school board relationships, strikes and sanctions. This turmoil continued throughout the sixties. Position on Strikes Dr. Carr, who served as the NEA Executive Secretary during this period and was formerly a staff person in California, was quoted as saying, “I think I can say on your behalf to school boards, as well as to parents and other citizens, the members of the National Education Association, whatever others may do, will constantly strive to improve their qualifications and the quality of service they render; they will keep their pledge word; and they will never walk out on the students in their charge”. Dr. Corey of CTA was also opposed to the use of the strike and spoke often in opposition to it. He was quoted as saying. “The strike, as a weapon for attaining economic and professional ends by teachers, is first, inappropriate; second, unprofessional; third, illegal; fourth, outmoded; and fifth, ineffective”. The staff was generally divided on this issue as well. This division became quite pronounced during the 60’s. The split seemed to center on the Southern Section, with that section’s staff having the reputation of being more in favor of collective bargaining and a willingness to experiment.

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The Winton Act In 1965, the Legislature passed the Gordon H. Winton, Jr., School Employer‐Employee Relations Act (Winton Act). The Winton Act permitted employees to “Meet and Confer” with their employer on “all matters relating to employment conditions and employer‐employee relations, including, but not limited to wages, hours and other conditions of employment”. The staff referred to it as the “meet and defer” process. The negotiating took place through a Certificated Employee Council (CEC) which consisted of proportional representation from each employee organization within the school district. In addition, the districts were not obligated to reach an accord; therefore, some bargaining would go on forever. As one would expect, this process caused frustration among the teachers and would result from time to time in strikes. The most publicized were the Los Angeles teachers’ strikes in 1970 and 1972. These strikes and the resultant law suits highlighted the inadequacy of the Winton Act. The EERA Teachers and staff attempted several times to get the Legislature to pass a “real” collective bargaining bill. Their efforts finally paid off in 1975 with the passage of the Educational Employment Relations Act. When the act became fully operative on July 1, 1976, the so‐called Rodda Bill superseded the Winton Act. The major changes were the binding nature of the bilateral agreements that could be reached, improved impasse procedures, right to bargain binding arbitration over contractual violations and right to bargain organizational security provisions. The Act established the Public Employment Relations Board to insure EERA’s proper enforcement. Reorganization There had been repeated efforts over the years to reorganize the State Association and eliminate the “sections”. Although part of the impetus was the desire to improve the delivery system to members, the need of the State organization to bridle the almost runaway growth in the influence and size of the sections played an even greater role. In addition, the urban chapters increasingly demanded greater staff services, thereby causing serious financial drains on the sections and State association. In 1971, Richard Bacheldor, the Executive Secretary for Southern Section, was dismissed and replaced by Cal Rossi who was to serve as the director during the transition period. This move infuriated many of the Southern Section staff. It was perceived that “Batch” had been removed because of his stand on collective bargaining, his push for unification of CTA with NEA, and his program to establish strong locals.

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UTAC

The reorganization was finalized in 1972, but not without a hitch. The hitch was the formation of the United Teachers Associations of California (UTAC). The organization was to be a confederation of Teacher locals affiliated with NEA, whose policy was to be formed by the local Associations’ Presidents. UTAC was only in existence for one month. Its staff was on CTA’s payroll in February, UTAC’s in March, and CTA’s in April.

UniServ

NEA’s action in 1969 to establish the Unified Services (UniServ) Program also played a major role in the staffing pattern within CTA. The program provided that individual chapters and combinations of chapters with 1200 members could receive $6000.00 to help offset the cost of hiring professional staff. Most of the urbans with staff took immediate advantage of the program. However, the NEA was providing $7500.00 to locals in the United States, a point that was not lost on the newly forming and established units. California finally unified in 1975.

Option 1 – Option II

UniServ units were staffed wither through the CTA (Option 1) or directly by the UniServ unit (Option II). Option II units could add chapters until 1978. This practice terminated following an arbitration award by William Rule in which he determined that CTA’s new practice of permitting Option II UniServ units to add chapters which had previously been serviced by CTA RRC or Option I staff was improper. The award was challenged by CTA and the impacted Option II chapter. The dispute was settled with an agreement that Option II units existing prior to 1976 could continue, but CTA chapters served by state staff had to be either RRC or Option I, and any change in UniServ unit status had to be from Option II to Option I and not vice versa.

The staff serving California teachers now numbers in excess of 300, including Management, Support, Departmental, Regional Resource Center, option I and Option II.

NOTE: This brief history was developed from information gained through the reading of Roy W. Cloud’s Education in California, published through the Free Press; back copies of the CTA Journal; and through numerous discussions with several of the staff. There were more stories told than I had time or space to tell. If there are inaccuracies or major omissions, let me know and I will include the material in the next rewrite.

‐‐‐ WILLIAM B. BIANCHI

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APPENDIX ‐‐ A

Dues, Fiscal issues, Budget

• CSO dues are set at 1.6% of gross salary for all membership categories.

• CSO’s annual budget is submitted to the Representative Council by the Treasurer prior to the first meeting of the fiscal year for which the budget is proposed.

• CSO’s Representative Council adopts the annual budget.

• CSO’s fiscal year is September 1 to August 31.

• CSO is affiliated with the National Staff Organization (NSO) and pays per caps to NSO

as established by NSO, plus a crisis fund assessment.

• NSO reimburses CSO for arbitration and other extraordinary costs on a matching basis.

CSO Representative Council adopted the following fiscal policies at its January 25, 2005 meeting:

1. CSO’s minimal fiscal priorities or standards shall be: a. maintenance of fiscal solvency, b. adoption of budgets that reflect the organization’s core values, and c. the establishment and maintenance of a strike fund capable of providing

adequate member assistance beyond that provided by the NSO.

2. CSO shall continue to use its “Community/Member Relations (1016.3)” fund to purchase gifts and make donations of reasonable cost on behalf of CSO members and other CTA family members, as funding allows on an annual basis.

a. Typical events warranting a gift or donation include: service to the organization, death, birth, marriage, retirement or illness.

b. No maximum dollar amount or cap per gift or per person has been adopted at this time.

3. CSO shall continue to follow the practice of using an ad hoc “Investment Committee,”

as needed, to assist the CSO Treasurer in making investment decisions. The CSO President shall appoint the members of the Investment Committee, subject to the approval of the CSO Representative Council. The Treasurer and the Committee shall

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continue to regularly seek the advice and counsel of a qualified investment professional.

4. CSO shall establish and fund three (3) reserve funds as follows:

The above reserve funds shall be funded in priority order as follows:

1) Operating Reserve, 2) Militancy/Strike Fund, and 3) Representation/Advocacy Fund.

The CSO Treasurer, subject to the approval of the CSO Representative Council, shall make transfers between accounts, as necessary, to achieve the stated reserve fund goals.

5. CSO shall adhere to the following timelines in adopting annual budgets:

June – July Gather budget input for next fiscal year from CSO Officers &

Committee Chairs. July – August Review Current Budget and first draft of Proposed Budget for

next fiscal year @ Annual Retreat (allow adequate time for meaningful discussion during retreat).

August ‐ September Gather input from CSO constituents re: Proposed Budget for

upcoming fiscal year.

September 15 All Expense Vouchers from the recently past fiscal year due to CSO Treasurer.

September or October Adopt an Annual Budget for the current fiscal year.

The CSO Representative Council adopted the following fiscal policy at its January 25, 2005 meeting:

A budgetary line item titled “Labor Solidarity” (Line 1016.4) shall be established. Expenditures from this line item shall be made only after the following has occurred: 1. A proposed contribution amount has been brought to the CSO Representative

Council by a CSO member on the behalf of an organization in need, along with supporting rationale for donating to the specific group/cause.

2. Only labor unions/groups shall be eligible for consideration.

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3. The CSO Representative Council shall pass a motion approving a specific

contribution amount for the labor union/group in need. 4. All state and federal laws shall be adhered to when making contributions to other

labor unions/groups.

Reserve Type Purpose Dollar

Amount/Goal

Account Location

Operating Reserve

cover unanticipated fluctuations in revenue &/or

spending

Approx. $100,000*

(= to 3

months of revenue)

Checking

Militancy/Strike Fund

fund strike benefits for members & support pre‐

strike and strike activities

$1 million (= to $1,000

PMPM for 4 months)

Certificates of

Deposit

Super Money Market

Representation or Advocacy

Fund

contingency fund for unanticipated legal, grievance,

arbitration & crisis/organizing

costs

$100,000*

* = goal amount

currently met

Super Saver

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APPENDIX ‐‐ B

CSO CONFLICT RESOLUTION CSO has established a Conflict Resolution Team whose purpose is to assist parties in conflict situations to identify issues and open channels of communication. The work of the Team is strictly confidential and no records are kept of the resolution attempt(s). The Team only enters situations where all parties voluntarily agree to become involved in the attempt to resolve the situation. The Team does not assess blame for a situation and does not attempt to coerce a settlement to the situation. The Team has been involved in situations concerning management staff/professional staff; professional staff/classified staff; and professional staff/professional staff. Typically the Team becomes involved in a situation when referred by the CSO President. Team members may also be contacted directly. Members of the Team are: Charlene Brown, Redding RRC, (530) 243‐5623

Marlene Fong, Chair, IPD, Norco Headquarters (951) 372‐2505

Arliegh Kidd, Thousand Oaks‐Golden Oaks UniServ, (805) 497‐8220

Ran Perry, Eureka RRC, (707) 443‐6341

Kathy Rallings, San Marcos RRC, (760) 744‐4108

Kenya Spearman, Citrus Heights RRC, (916) 723‐2822

Michaela O’Neill, Twin Lakes UniServ (626) 337‐7814

Gail Watts, Human Rights Department, Burlingame (650) 552‐5346

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APPENDIX ‐‐ C

ELECTED CSO POSITIONS

2009‐11

POSITIONS OFFICERS REGION President: Don Hillman 3 Vice President: Chuck King 1 Secretary: Kenya Spearman 2 Treasurer: Angela Su 4

REPRESENTATIVE COUNCIL: (based upon CSO Website 2009)

Region 1: Ed Hasson, Bob Keeble, Helen O’Donnell Region 2: Steve De Pue, Ricardo Ornelas, Teresa Horton, Paul Chambers Region 3: Denise Jennex, Michaela O’Neill, Patricia Williams Region 4: David Araiza, Donna Jefferson, Chris Balentine, Lian Shoemake, Barbara Smith Department: Susan Savage, Frank Wells, Joe Colton, Mike Myslinski

COMMITTEES 2009‐2010 (volunteer):

Go to CSO Website for Committee membership:

http://www.californiastaff.org/

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ROSTER OF CSO PRESIDENTS

1970‐72 George Wichman 1972‐73 Bob Stahl 1973‐74 Scott Fitz‐Randolph 1974‐75 Jim Donnelly 1975‐76 Dennis Bambauer 1976‐77 John Lepp 1977‐78 Gary Harrison 1978‐79 Chuck Giarratana 1979‐80 Judy Thomas (September – December) 1979‐80 Dennis Bambauer (January – August) 1980‐81 Alyce Smith 1981‐83 Wayne Carothers 1983‐85 Joan Stout 1985‐87 Bill Gordon 1987‐89 Art McLoughlin 1989‐93 Bob Cherry 1993‐97 Judy Thomas 1997‐01 John Stephens, Jr. 2001‐05 Marilyn Aden 2005‐09 Tim Hill 2009‐ Don Hillman

APPENDIX ‐‐ D

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GRIEVANCE COMMITTEE

REGION 1 McMURRAY, Bill – Campbell/Blossom Ridge (H) 650‐349‐5889 (O) 408‐374‐9800 (O) Fax 408‐374‐9193 PRIGIAN, Ara – Foster City RRC (H) 415‐381‐3992 (O) 650‐577‐5150 (O) Fax 650‐577‐5160 RAMERO, Ramon – Legal (Burlingame) (H) 415‐641‐9443 (O) 650‐552‐5415 (O) Fax 650‐552‐5019 WITTHOHN, Andy ‐‐ Santa Rosa RRC (H) 707‐544‐4352 (O) 707‐544‐1075 (O) Fax 707‐544‐9238 MEKKI, Halimah ‐‐ San Mateo, SSF UniServ, Sequoia (H) 510‐972‐0550 (O) 650‐558‐9690 (O) Fax 650‐558‐9693 REGION 2 TALLBERG, Rolf ‐‐ Ceres RRC (H) 209‐957‐9740 (O) 209‐537‐0702 (O) Fax 209‐537‐4049 STEPHENS, John – Stockton San Joaquin CCC (Vice‐Chair) (H) 209‐369‐5789 (O) 209‐478‐6091 (O) Fax 209‐478‐5923

APPENDIX ‐‐ E

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REGION 3 HELLER, Cindy – Santa Maria RRC (H) 805‐733‐2327 (O) 805‐922‐5707 (O) Fax 805‐346‐2106 HERSH, Michael, ‐‐ Legal (Santa Fe Springs) (H) 310‐559‐8425 (O) 310‐625‐5185 (O) Fax 562‐478‐1434 REGION 4 LOPEZ, Yvette ‐‐ Rancho Mirage RRC (H) 760‐469‐8455 (O) 760‐324‐3121 (O) Fax 760‐770‐3819 JEFFERSON, Donna – San Bernardino RRC (H) 760‐247‐1957 (O) 909‐890‐4520 (O) Fax 909‐890‐2461 TOMASI, Georgine – San Marcos RRC (H) 760‐735‐2999 (O) 760‐744‐4108 (O) Fax 760‐744‐5516 REGION 3/4 SCOTT, Paul – (GR) Regions 3/4 (H) 661‐942‐2245 (O) 909‐890‐4520 (O) Fax 909‐890‐2461

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APPENDIX ‐‐ F

2009‐2011 CTA ELECTED LEADERSHIP

The California Teachers Association represents and serves more than 340,000 members, consisting of teachers and other education employees, including Education Support Professionals (ESPs). CTA exists to protect and promote the well‐being of its members; to improve the conditions of teaching and learning; to advance the cause of free, universal, and quality public education; to ensure that the human dignity and civil rights of all children and youth are protected; and to secure a more just, equitable, and democratic society. Executive Officers

President ‐ David A. Sanchez Vice President ‐ Dean E. Vogel Secretary‐Treasurer ‐ Gail M. Mendes

Board of Director Region Larry Allen A Don Dawson B Eric Heins C Dana Dillon D Micheal Bustos E Elana Davidson F Cynthia Pena G George Melendez H Bonnie Shatun I Dian Delores Hasson J‐HE David Goldberg J‐LA

Board of Director Region Mary Rose Ortega J‐LA Donald Bridge K Tyrone Cabell L Jim Rogers M Michael Stone N Mikki Cichocki O Jim Groth P Marty Meedan At Large Curtis Washington At Large MarkSternberg CTA/NEA Coordination

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APPENDIX ‐‐ G

CTA HEADQUARTERS, REGIONAL OFFICES

REGIONAL RESOURCES CENTERS

California Teachers Association Headquarters 1705 Murchison Drive Burlingame, CA 94010

(650‐697‐1400)

Region 1 Office 343 Hatch Drive Foster City, CA 94404 Phone:650‐577‐5100 Fax: 650‐577‐5110

Region 2 4100 Truxel Road Sacramento, CA 95834 Phone: 916‐288‐4900 Fax: 916‐288‐4910

Region 3 11745 E. Telegraph Rd. Santa Fe Springs, CA 90670 Phone: 562‐942‐7979 Fax: 562‐949‐9438

Region 4 1169 Mountain Ave. Norco, CA 92860 Phone: 951‐372‐2500 Fax: 951‐372‐2560

Governmental Relations 1118 ‐ 10th Street, Sacramento, CA 95814 Phone: 916/325‐1500 Fax: 916/325‐1581 CTA Community Outreach 3303 Wilshire Blvd., Suite 410, Los Angeles, CA 90010 Phone: 213/251‐8088 Fax: 213/251‐0198 REGIONAL RESOURCE CENTERS Bakersfield (Region II) 3409 Calloway Drive #201, Bakersfield, CA 93312 Phone: 661/587‐1366 Fax: 661/587‐1365 Bay Valley [formerly in Los Angeles] (Region III) 6095 Bristol Parkway, Suite 100, Culver City, CA 90230‐6601 Phone: 310/215‐0326 Fax: 310/215‐0341 Campbell (Region I) 34 S. Second Street, #206, Campbell, CA 95008 Phone: 408/866‐9494 Fax: 408/866‐3739 Ceres (Region II) 3900 Mitchell Road, Ceres, CA 95307 Phone: 209/537‐0702 Fax: 209/537‐4049 Channel Islands (a.k.a. Oxnard] (Region III) 1930 Outlet Center Drive, Oxnard, CA 93036 Phone: 805/485‐1706 Fax: 805/485‐1658

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Chico (Region II) 1430 East Avenue, #1, Chico, CA 95926 Phone: 530/345‐9743 Fax: 530/345‐1839 Concord (Region I) 2177 Diamond Boulevard, Concord, CA 94520 Phone: 925/676‐2822 Fax: 925/676‐2915 Eden (Region I) 14523 Catalina Street, Suite A, San Leandro, CA 94577 Phone: 510/357‐1806 Fax: 510/357‐3886 Eureka (Region I) 630 "J" Street, Eureka, CA 95501 Phone: 707/443‐6341 Fax: 707/443‐9580 Faultline (Region I) 32980 Alvarado‐Niles Road, Suite 812, Union City, CA 94587 Phone: 510/441‐1601 Fax: 510/471‐7129 Foster City (Region I) 333 Hatch Drive, Foster City, CA 94404‐1162 Phone: 650/577‐5150 Fax: 650/577‐5160 Fresno (Region II) 5330 N. Fresno Street, Fresno, CA 93710 Phone: 559/222‐6593 Fax: 559/222‐9827 Hesperia [formerly Victorville] (Region IV) 9329 Mariposa Road, #105, Hesperia, CA 92344 Phone: 760/244‐2239 Fax: 760/244‐1665 Lancaster (Region III) 1027 W. Lancaster Boulevard, Lancaster, CA 93534 Phone: 661/948‐6035 Fax: 661/942‐8453 Monrovia (Region III) 1333 S. Mayflower Avenue, Suite 150, Monrovia, CA 91016 Phone: 626‐357‐2095 Fax: 626/357‐2451 Murrieta [formerly Temecula] (Region IV) 25114 Jefferson Avenue, Suite B, Murrieta, CA 92562 Phone: 951/461‐2183 Fax: 951/461‐2797 Napa Solano (Region I) 4751 Central Way, Fairfield, CA 94534‐1612 Phone:707/864‐0305 Fax:707/864‐0307 Natomas [formerly Citrus Heights] (Region II) 4100 Truxel Road, Sacramento, CA 95834 Phone: 916/288‐4900 Fax: 916/288‐4911 Ontario (Region III) 3175‐C Sedona Court, Ontario, CA 91764 Phone: 909/476‐2367 Fax: 909/980‐8106 Orange (Region IV) 281 N. Rampart Street, #A, Orange, CA 92868‐1850 Phone: 714/978‐8861 Fax: 714/978‐2423 Oxnard [a.k.a. Channel Islands] (Region III) 1930 Outlet Center Drive, Oxnard, CA 93036 Phone: 805/485‐1706 Fax: 805/485‐1658 Rancho Mirage (Region IV) 69‐844 Highway 111, #G, Rancho Mirage, CA 92270‐2851 Phone: 760/324‐3121 Fax: 760/770‐3819 Redding (Region II) 1734 West Street, Redding, CA 96001 Phone: 530/243‐5623 Fax: 530/243‐5813

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Salinas (Region I) 928 E. Blanco Road, Suite 100, Salinas, CA 93901 Phone: 831/783‐3200 Fax: 831/783‐3211 San Andreas (Region II) P.O. Box 2107, San Andreas, CA 95249‐2107 96 East St. Charles Street, San Andreas, CA 95249 Phone: 209/754‐4009 Fax: 209/754‐4084 San Bernardino (Region IV) 735 Carnegie Drive, Suite 240, San Bernardino, CA 92408 Phone: 909/890‐4520 Fax: 909/890‐2461 San Diego (Region IV) 5353 Mission Center Road, #105, San Diego, CA 92108 Phone: 619/683‐3990 Fax: 619/683‐3994 San Marcos (Region IV) 1535 Grand Avenue, Suite A, San Marcos, CA 92078 Phone: 760/744‐4108 Fax: 760/744‐5516 San Rafael (Region I) 4300 Redwood Highway, Suite 200, San Rafael, CA 94903 Phone: 415/479‐6616 Fax: 415/479‐6435 Santa Clarita (Region III) 26111 Bouquet Canyon Road, #H‐5, Santa Clarita, CA 91350 Phone: 661/255‐0311 Fax: 661/255‐6404 Santa Fe Springs (Region III) 11745 E. Telegraph Road, Santa Fe Springs, CA 90670 Phone: 562/942‐7979 Fax: 562/949‐3678 Santa Maria (Region III) 2325 Skyway Drive, Suite A, Santa Maria, CA 93455 Phone: 805/922‐5707 Fax: 805/346‐2106 Santa Rosa (Region I) 2490 Guerneville Road, Santa Rosa, CA 95403‐4127 Phone: 707/544‐1075 Fax: 707/544‐9238 Ukiah (Region I) 367 N. State Street, #102‐E, Ukiah, CA 95482 Phone: 707/468‐8197 Fax: 707/468‐0265 Yuba City (Region II) 950 Tharp Road, Suite 901, Building 900, Yuba City, CA 95993 Phone: 530/755‐2082 Fax: 530/755‐0641

CTA Department Listings (CSO members are noted in parentheses)

• Accounting • Business Services • Conference Coordination Center • Communications (CSO) • Controller’s Office • Dept of Human Resources Management • Governance • Governmental Relations (CSO) • Human Rights and/or Community Outreach (CSO)

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• Instruction & Professional Development (CSO) • Integrated Systems & Strategies (CSO) • Legal Services & Law Clerks (CSO) • Management • Member Benefits (CSO) • Membership Accounting • Negotiations & Organizational Development (CSO) • Office Services • Property Mgt/Bldg Svs/ Records Center • Risk Management (CSO) • Training, Informational Development (CSO)

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NOTE: The CTA Directory is available on the CTA “P:” Drive and through the CTA Human

Resources Department.

APPENDIX ‐‐ H

STATEWIDE STAFF

DIRECTORY