TalNewsOnline

Above: Jesse Aguilar, CTA Board Member, and Gina Whipple, TAL President

TAL is planning some trainings for members on the following topics: Bargaining, Grievance, Classroom Management, Reading the Contract. Stay tuned for dates! Hope to see you there.

Set your ParentSquare messages to office hourse by clicking "My Account" and "Office Hours". If you are not comfortable putting your phone number in ParentSquare, put your school's office number.

Please be aware that there are NO BONUS OR RETRO CHECKS FOR THE 23-24 SCHOOL YEAR. We have members who assume that these checks are issued every year - they are not.

tal_contract_2022-25_revised_05252023.pdf
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23-24_student_calendar_board_approved_2-21-23.pdf
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pink_tuesday_calendar_2023-24.pdf
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Members - your site's TAL representative is responsible for informing you each month of what we discussed at TAL Rep meetings. TAL Reps - please check your personal email for the monthly meeting docs.

2023-24 TAL Rep Meetings (via WebEx) @ 3 pm:
8/29/23
9/26/23
10/24/23
11/28/23
12/12/23 (in person @ CTA office)
1/30/24
2/27/24
3/19/24
4/30/24
5/28/24 (collect stipends in person @ CTA office)

Board Mtg. Agenda click here
YouTube live broadcast click here
Facebook live broadcast click here

If you wish to make a comment, you must attend in person and complete a speaker card and present it to the Deputy Superintendent or other district official prior to the start of the main public portion of the meeting. Your name will be called during the “Addressing the Board” portion of the agenda and you may come to the podium to address the Board.

Please Note: The main public portion of the meeting begins at 6:00 p.m. Unless you are commenting on a closed session agenda item, you will not be called upon until after 6:00 p.m.

What are Weingarten rights?

One of a union representative’s most important duties is guarding against employer intimidation, particularly during disciplinary investigations, where the employer may attempt to coerce employees into making incriminating statements against themselves or their colleagues. For union-represented employees, one backstop against coercive investigatory interviews is Weingarten rights.

Named for a United States Supreme Court case, NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), Weingarten rights have been extended to public employees under California’s labor relations statutes. Simply put, an employee has a right to request a union representative in an investigatory interview when the employee has a reasonable basis to believe that discipline may result from the meeting. The right to a union representative applies to investigatory questioning that is written as well as oral. Weingarten rights must be asserted by the employee — the employer has no obligation to notify employees of these rights, and employees may choose to represent themselves if they wish. Keep in mind that Weingarten rights only apply to investigatory meetings that might result in discipline of the employee. They do not apply to other types of meetings with the employer, such as a meeting where an employer is merely notifying the employee of a disciplinary decision that the employer already made.

Once the right is asserted, an employee is not entitled to their union representative of choice. The employer may proceed with the investigatory questioning as long as another union representative is available at the meeting time. But if an employee’s preferred union representative is available, the employer may not insist upon a different representative.

Additionally, the union representative has the right to sufficient information about the nature of the employee’s alleged wrongdoing before an investigatory interview takes place in order to allow for meaningful representation.