October 2013 Focus Color

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focuson educators

focus on educators is an award winning publication of the Pittsburg Education Association/CTA/NEA www.peateachers.org

California Teachers AssociationStatement of Mission

The California Teachers Association exists to protect and promote the well-being of its members; to improve th

conditions of teaching and learning; to advance the cause of free, universal, and quality public education; to ensur

that the human dignity and civil rights of all children and youth are protected; and to secure a more just, equitabl

and democratic society.

OCTOBER 2013

Volume XXII, Number 2

In this Issue

- Teacher of the Year

- Meet Your Executive Board- Know Your Contract

- Do California Teachers Have

Tenure?

- CTA News

Presidents Message Dear Colleagues,

During the first 8 weeks of school Ihave been able to visit many school

sites and speak with many members.Thank you for the important workyou do each day educating thestudents of Pittsburg. I am veryproud to represent you.

Common CoreEd. Code 60208 It is the intent of

the Legislature to do both of the

following:

Provide to local educational

agencies a process that involvesteachers, and is consistent with the

implementation of standards-based

curricula

One of the current PEA ExecutiveBoard priorities is to get anagreement with the district onincluding teachers in the CommonCore State Standards (CCSS)implementation process. The districthas received $2.1 million for

implementation; some of thismoney, along with reserves, hasalready been spent on technologyupgrades including infrastructureand equipment. Besides joint PDplanning, teachers from ourAssociation have not been includedin discussions with district leaderson the subject of how the CommonCore will be implemented or howmoney will be allocated.

The PEA Executive Board believesteachers deserve a seat at the tableregarding CCSS implementation.We have the right to negotiateissues that impact teaching andlearning conditions and consult onother matters. The Common CoreState Standards, along with morerigorous assessments, are a

significant departure from tcurrent practice, especially sin

assessments will be computeassisted and constructed at highdepth of knowledge levels.

Teachers are the experts closest the students in the classroom anmust be included in discussioaround curriculum, textbooktraining, materials, planning ancollaboration time, assessments, another relevant items.

Other districts such as West ContCosta have agreed to pay teachers be part of Common Coworkgroups, including academand technology committeeAdditionally, 3 days (per diem) wbe added to their salary schedule fadditional professional developmein 2014-15. We hope to reach agreement with our district thacknowledges teachers importarole in the process

implementation.

Interested in getting involved in

Common Core implementation? Talk t

your Site Rep or email:

[email protected]

In Unity,Dawn CovaPEA President

P A


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PEA Leadership 2013-2014

President

Dawn Cova

Rancho Medanos/PEA Office

Elementary Vice PresidentTammy Carr

Highlands ElementarySecondary Vice President

Shelly Bascomb

Rancho MedanosSecretaryChris Coan

Willow Cove ElementaryTreasurer

Gale Higgins

Stoneman Elementary

Committee Chairs:

Grievance Committee

John Kleinjans Pittsburg High

Negotiations Team

Mark Maselli - Chair

Political Action CommitteeIris Contreras - Chair

Elections Chair

Ruth Foster

Human Rights Committee

Tasharie Ameral

Womens Issues Committee

Allison Azevedo - Chair

O-Team

VacantCTA State Council Representatives

Iris Contreras PEA

Sara Savacool, Robert Strickler - AEAAlternate

Pandora Bethea - AEA

CTA Director District C

Terri Jackson

NEA Director for California, District 3Greg Bonaccorsi

Technical Editor

Susan Harrison PEA Site Secretary

Focus on Educators

is a publication of thePittsburg Education Association CTA/NEA

159 East 4th Street

Pittsburg, CA 94565

Phone: (925) 432-0199

fax: (925) 432-4854

email: [email protected]

website: www.peateachers.org

Rep. Council Meeting Calendar

October 16

November 20

December 18

January 22

February 19

March 19

April 16

May 21

June 4

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School Board Meeting Calendar

October 9 & 23

November 13

December 11

January TBD

February TBD

March TBD

April TBD

May TBDJune TBD

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Are you getting your PEAinformation?

Having our Site Reps collect your input, attend themonthly Rep meeting and then report back to you isvital in the communication chain of our Association.

Roll call at last September 18th Rep Council Meeting:

Foothill present Willow Cove presentHeightspresent MLK Jr. presentHighlands present Hillview -presentLos Medanos present Rancho Medanos presentMarina Vista present PHS - presentParkside present Black Diamond presentStoneman present Adult Ed. absent

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Please give your personal email address to yourSite Rep in order to stay connected!


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Congratulations,

2013 PUSD Teacher of the Year

Miranda Viechec-Lingbaoan

More than two dozen supporters of Pittsburg Teacher of theYear Miranda Viechec-Lingboan attended the CountyTeacher of the Year Dinner on Thursday, September 26 at

the Concord Hilton. Mirandas teaching colleagues, currentand former principals, vice principals, PUSD Superintendent,district administrators, School Board member, family, andfriends were in attendance. PEA was proud to sponsor 7teachers and PEA members (Sara Bryan, Linda Sturgis,Cathy Heard, Kirsten Gunnerson, Jennifer Bowen, Allison

Azevedo, and Dawn Cova), to attend the dinner andcelebrate such an outstanding and dedicated teacher.Miranda was recognized for her wonderful teaching in 4thgrade and she is now an Instructional Coach (Teacher onSpecial Assignment) at Hillview JHS.

Miranda Viechec-Lingbaoan with her husbandFoothill teacher El Lingbaoan

Miranda with Heights teachersLinda Sturgis (left) and Sara Bryan (right)

Miranda with PUSD School Board Member Duane Smith

Miranda with her former principal, Karen Clark (nowCoordinator of Elementary Instruction)

Miranda with a group of her supporters


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Meet your PEA Treasurer

Gale Higgins

I retired from a 30 year bankingcareer in order to work withkids, so teaching is my secondcareer. 2013-14 marks the 11thyear Ive been a teacher,working in 3rd grade the entiretime. Im happy to work in thesame town I live in, and totallyenjoy my work with thestudents. However, beinginvolved in the union is anotherstory! I was suddenly thrust intoservice in 2010 when PEA wasin desperate need of my financial expertise. As I dug into theTreasurers job, I learned about the role PEA plays in ourwork lives. I discovered the crucial work that goes on behindthe scenes which ensures we have a safe and fair work

environment. I also learned how critical it is for each andevery one of us to take part in voicing or demonstrating ourwishes and concerns to Administration when work conditionsare not safe or fair. I now truly understand the importance ofsolidarity!

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Meet your PEA Vice President

SecondaryShelly Bascomb

I have been a

teacher for 18years, 16 of themin Pittsburg. Itaught English atthe high school for14 of those yearsand have been afull-release BTSAMentor for the last2 years. While Imiss my students, I have found being a BTSA Mentor veryrewarding. I've been involved with the Union for 3 yearsnow: my first year as a Rep, my second year as the O-TeamChair, and last year as the Secondary Vice-President. I'mhonored to serve as the Secondary Vice-Principal again thisyear. For me, the Union is all about giving the teachers aVoice. I feel strongly that we need to take instructionaldecisions out of the hands of politicians and put them backinto the hands of the teachers who are the trained experts. Iurge all who read this to join your Union Leadership instrengthening the role of the teacher in the educationprofession. Thank you!

Meet your PEA Vice President

ElementaryTammy Carr

I am in my eleventhyear of teachingfourth grade atHighlands

Elementary. All ofmy teaching careerhas been in PUSD.Ive been a rep atmy site and I wasPEA Secretary forthree years. I now hold the position of PEA Vice President ofElementary, and this is my second year on the bargainingteam. Im very excited about what we as a union willaccomplish this new school year. My new position allows meto build a relationship with the community of Pittsburg withmember support. Reaching out to parents, community

leaders, organizations our students and parents are involvedin, as well as PEA members ties to the area will help usaccomplish our aspiration of community outreach. As anorganization we gain our strength through our membership.

All of us are part of the union. I look forward to working witheveryone in achieving goals that will benefit us as teachersas well as the students we advocate for on a daily basis.

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Meet your PEA Secretary

Chris CoanI am the PEASecretary for the2013-2014school year. Iteach Scienceprep at WillowCove and havebeen teaching fora total of 18years inPittsburg. I haveserved PEA as aschool site representative, Grievance Chair, Elementary VicePresident and as President. I am a strong union supporter asI have had the opportunity to see how our union protects ourstudents and us.


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REALITY CHECK

Do California

Teachers

Have Tenure?

Educate yourself, and then share with others who maybelieve these misconceptions.

MYTHS ABOUT DUE PROCESSCurrent misconceptions regarding the law have createdseveral myths about tenure, popularly held, but all false.Paramount among these is:

MYTH #1: There is a tenure law in California for K-14.

The truth is, California dismissal law doesnt refer to tenure.The concept of tenure as it developed in the medievaluniversity has no connection with current practice, whichprovides only dismissal procedures guaranteeing dueprocess rights and pertinent reasons for dismissalactions. Tenure has become a popular term used as ascapegoat for the real problems, which are ineffectiveevaluation of instruction, poor administrative practices, andinadequate investment by the public schools inexperimentation, research and development, and in-serviceeducation.

MYTH #2: Tenure is a lifetime guarantee of employment.

The truth is that teachers have permanent status, nottenure. Within permanent status there is a procedure fordismissing teachers which guarantees due process andimpartial consideration of the facts when disagreement aboutthe facts exists.

MYTH #3: You cant fire a tenured teacher in California.

The truth is that teachers are fired every year under thedismissal laws in California. In addition, when difficulties in

dismissing teachers arise under the law, it is inadequateapplicationof the law by administrators, and not the lawitself, that is at fault.

MYTH #4: Tenure is designed to protect teachers.

The truth is that due process was developed and existsprimarily to protect pupils and schools from political,social and economic interference with pupils right to acontinuing program of quality education. The major

function of due process is to insist that decisions about thequality of instruction in the schools be based on educationalreasons, rather than on prejudicial or inappropriate selfishreasons.

MYTH #5: Tenure protects the incompetent teacher.

The truth is that California Teachers Association policy formany years has insisted that Evaluation Is the Key toExcellence. Where sound evaluation practices exists, it isthe teacher whose inadequacies are identified and who ismost affected by the need to improve, or in the absence ofimprovement, will be dismissed under due processprovisions. Therefore, due process is a mechanism forevaluation of instruction which exposes rather than protectsincompetence.

MYTH #6: A good teacher doesnt need tenure.

The truth is that teachers who perform satisfactorily

need the protection of due process and it is thecompetent teacher who is most needed to maintain andimprove the quality of education for pupils. Everyeducational employee is entitled to due process. The broadspectrum of instructional practices and differingmethodologies require equal protection guaranteed underCalifornia laws. The competent teacher needs the dueprocess laws!

From CTAs Evaluation: Key to Excellence (2005)

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Know your Contract

Compensation for Class Coverage

Article 6.4A bargaining unit member who volunteers or is assigned toteach all or any part of a period during his/her preparationtime shall be compensated. Compensation for classcoverage shall be one-half (1/2) the Class Coverage hourlyrate for the first fifteen (15) minutes of coverage.Compensation for class coverage above (15) minutes shall

be at the full Class Coverage hourly rate.

6.4.2A period is defined at the secondary level, as the length ofa student period for the day during which the substitutiontakes place. At the elementary level, a period is the lengthof teachers preparation period contained in this Agreement.For Kindergarten, a period is defined by clock hours. If anabsent classroom teachers class is divided among multiple


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teachers, then each unit member who takes or receivesadditional students for all or part of the day shall be givencredit for one period of coverage and shall be compensatedat the Class Coverage hourly rate of pay. In addition,bargaining unit members who substitute during their regularwork day (e.g. kindergarten teachers, teachers on specialassignment, etc.) shall be given credit for one-half (1/2)period for the first fifteen (15) minutes of substituting and onefull period for substituting that exceeds fifteen (15) minutes.

6.4.3Each site administrator shall compile a list of bargaining unitmembers who wish to volunteer for class coverage. Thevolunteer list shall be posted at a central location chosen bythe site administrator. A second roster shall be compiledlisting the remaining bargaining unit members at that site. Ifno volunteers are available for substituting, substitutes are tobe selected from the second list. The second list shall bemade available to any bargaining unit member to reviewupon request. Bargaining unit members shall be requested to

substitute on a fair and equitable basis. A 120% contract isauthorized only for unit members teaching a class duringtheir preparation period.

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The Affordable Health Care Act

There has been a lot of talk about the Affordable Care Act inthe media but the big question around here is How does itaffect me? As a PEA member it does not affect you as muchas it does many other people. If you go to coveredca.com

you will find the website for the California implementation ofthe health insurance law. The website allows people to shopfor insurance by imputing their family information andshopping for the plan they like the best.

There are four levels of plans. There are bronze, silver, gold,and platinum plans. The bronze plan has the lowest premiumcost but the highest out-of-pocket cost when you see thedoctor, pay for prescriptions, etc. The Platinum plan is theopposite; it has the highest monthly premium cost but lowestout-of-pocket costs. Silver and gold fit in on the continuum asyou would expect.

The plan we currently have through the district would fallsomewhere between the gold and platinum plans onCovered California. With the amount that the districtcontributes currently you probably would not find a moreaffordable insurance plan on the exchange. If you do buy onthe exchange, you must understand that you would have topay the full premium on your own; since our district offerswhat is considered affordable health insurance, we are noteligible for subsidies. I would suggest everyone go to the

website coveredca.com. If you have any other questions,please contact me at [email protected].

Respectfully submittedMark Maselli,

Bargaining Chair

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An Extra Check Will Increase Your

Taxable Income THIS YEAR

Several months ago the district notified ourmembers that we would no longer receive acheck on January 1st. We will now receive acheck at the end of December. For familieswho receive grants or other subsidies basedon income, this may affect you adversely.

Consider making a one-time contribution to your 403b duringthe month of December to prevent your income from risingexcessively for 2013. This would be a pre-tax contribution inyour investment plan. In order to change the deduction inDecember, you must notify payroll by Friday, November 29th.Contact Rae Cuyugan in payroll if you have questions.

Next year your income will level-out again as the extra checkin December affects 2013 only.

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Union Representation

If you are asked to attend a meeting with an administrator,you have a right to know the purpose of the meeting. If youbelieve the meeting may be part of an investigation, isdisciplinary in nature, or that discipline might flow from it, youhave a right to take a Union Representative with you. If theDistrict does not allow your Union Rep to attend, you mayrefuse to answer any questions. And, if your Union Rep iswith you, she or he may not bar from speaking. These areknown as "Weingarten rights," named after a 1975 U.S.Supreme Court decision that secured representation rightsfor Union members.

However, the District is not required to inform you of yourright to bring a Union Rep. So, be sure to make it clear,preferably in writing, that you want a Union Rep to bepresent. Otherwise, you may be deemed to have waivedyour right to Union Representation.

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Can my principal give me a write-up?

Our Collective Bargaining Agreement has a process forProgressive Discipline. Administrators may not arbitrarily orcapriciously discipline you. Be familiar with the followingsteps and note there is no such thing as a write-up.

Article 25.3Progressive DisciplineThe following progressive discipline procedures will beapplied except where the serious nature of the offense mayrequire the District to directly impose a written warning,written reprimand, or suspension without pay.

25.3.1Verbal Counseling/Warning

The district shall first issue a verbal counseling/warningbefore imposing further discipline. Verbal counseling/warningmay result in a post-conference summary memorandum.Post-conference summary memorandum will not be placed in

the unit members Personnel File, but may be attached to asubsequent Letter or Warning and/or Letter of Reprimandand included in the Personnel File.

25.3.2 Written Warning

Subject to 25.2.1 above, written warnings will not be usedunless the unit member has been verbally warned aboutsimilar actions within the last four (4) years. A WrittenWarning will not be placed in the unit members PersonnelFile at the time of delivery, but may be attached to asubsequent Letter of Reprimand and included in the

Personnel File.

25.3.3 Written Reprimand

Subject to 25.2.1 above, written reprimands will not be usedunless the unit member has received a written warning aboutsimilar actions within the last four (4) years. The unit memberwill be provided with a copy of the reprimand and a copy willbe placed in the unit members Personnel File. The unitmember may attach a written response in a timely manner.Written Reprimands (the procedure) shall be grievable whennot brought to the attention of the unit member in a timely

manner and/or violates Article 24: Non-Discrimination.Content of Written Reprimands are not grievable.

25.3.4 Suspension without Pay

Subject to 25.2.1 above, suspensions will not be used unlessthe unit member has received a written reprimand aboutsimilar actions within the last four (4) years twelve (12)months. No unit member will be suspended more than (15)

working days during a school year. In all instances, however,the length of a suspension will relate to the severity of theaction.

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Do employees have a dress code?

PUSD Board Policy 4119.22:The Board of Education believes that appropriate dress andgrooming by district employees contribute to a productivelearning environment and model positive behavior. Duringschool hours and at school activities, employees shallmaintain professional standards of dress and grooming thatdemonstrate their high regard for education, present animage consistent with their job responsibilities andassignment, and not endanger the health or safety ofemployees or students. All employees shall be held to thesame standards unless their assignment provides formodified dress as approved by their supervisor.

PEA encourages you to please use your professionaljudgment. Also know that PEA has the right to negotiate aspecific dress code and your principals may not tell you whatyou can and cannot wear.

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CA Child Abuse & Neglect Reporting Law

Who Are Mandated Reporters?Penal Code 11165.7 defines "mandated reporters as any ofthe following:

A teacher

An instructional aide A classified employee of any public school An administrative officer or supervisor of child welfareand attendance A certificated pupil personnel employee of any publicor private school

Why Must You Report?The primary intent of the reporting law is to protect anabused child from further abuse. Protecting the identifiedchild may also provide the opportunity to protect otherchildren. It is equally important to provide help for the

parents. Parents may be unable to ask for help directly, andchild abuse may be their way of calling attention to familyproblems. The report of abuse may be a catalyst for bringingabout change in the home environment, which in turn mayhelp to lower the risk of abuse in the home.

(Next month: what constitutes Child Abuse & Neglect underthe law)


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NEWS From CTA President,

Dean Vogel

A new round of research is confirming what weve alwaysknown: Local educators know what is best for their students.

The Quality Education Investment Act (QEIA), one ofCalifornias most ambitious intervention programs for low-performing schools, is now in its sixth year of fullimplementation in nearly 400 schools across the state. Sinceits beginning in 2007-08, the California Teachers Association(CTA) has funded an independent, multi-year study of QEIAschools and has released the first installment of a five-partpublication series detailing the implementation and impactsof the program.

The first report, titled Cultivating Change in Schools: ADeeper Look at QEIA Implementation, takes a closer look athow 34 schools implemented QEIA, explains why QEIAworks in some schools while other schools continue tostruggle, investigates the various impacts of QEIA, anduncovers promising practices that can be shared with allschools. Here are a few of the lessons we are learning fromQEIA:

Professional development that was chosen byteachers and tightly aligned to school goals wasviewed as both meaningful and relevant, and led to

immediate results in the classroom. Class size reduction resulted in a better learning

environment for students, more instructional time,and decreased workload for teachers, and helpedlead to better teacher morale and increased studentengagement. It also allowed teachers the time toexplore innovative approaches to the challengestheir students were facing.

When time and commitment for stakeholders tocollaborate was partnered with a clear vision forthe collaboration and sufficient resources, strongerprofessional communities were cultivated,

leading to greater collective accountability.

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Teaching Resources

Detail from the 125-foot-long mural in Atlanta

by artist Louis Deserted

Interested in teaching Civil Rights at 50?

Check out these sites:Civilrights50.net/lesson plans/thekingcenter.orgequaljusticesociety.orgnea.org/tools/LessonPlans.html

Bullying PreventionFind out how to identify bullying, advocate for bulliedstudents, and intervene in bullying incidents atnea.org/bully free.

One caring adult can make all the difference. NEAsBully Free: It Starts With Me campaign asks you to fillout a pledge form so that you can be that one caringadult. Take the pledge online and get a poster for yourclassroom!


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Documents

October 2013 Focus Color