TalNewsOnline

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

Members, please take the CTA 2025-26 Budget Survey

Fall 2024 NEA Board Report Updated #2

10/10/2024

Hello Members,
This information is being shared on behalf of Karla Estupinian, the Lancaster School District public information and communications officer.

If you need further information or have any questions, please contact her through her school email: [email protected]

Link for TEXT BANK sign up: https://forms.gle/Xw4DAGjA6VSRdWzv6

Measure LS Website: https://www.yesonls24.com

Facebook Page: https://www.facebook.com/profile.php?id=61566605130558

Thank you,

Wendy Perry
TAL Secretary

Good Morning NEW Members…… The Standard (Disability & Life) Enrollment Drive is Here!!! DON’T MISS OUT on your Opportunity to Enroll or switch your coverage to THE CTA Endorsed Partner, The Standard….

As a NEW Educator or District Transfer you can get your Income protection & Life with No health screening- Covered Disabilities include but not limited to:
-Pregnancy & Childbirth
-Injuries
-Illness
-Mental Health
-Stress Leave
Even if you have signed up for coverage with another carrier, you CAN switch now, you DO NOT have to wait….

The CTA partnered with The Standard for Disability & Life Coverage so that you will be in good hands. The coverage was designed specifically for educators Like YOU! That is why The Standard is the only coverage endorsed by the CTA for Disability & Life Insurance….

Not all Insurance carriers are the same: Compare Now!!!

The Standard Covers:

Up to 80% of your Daily Rate (Includes Extra Duty Pay)
Covers on and off the job injury & illness

Student Loan Benefit (Up to $400 month if you have student loans) No Added Cost

Cancer Benefit (Up to $400 month if the claim is cancer related) No Added Cost

Summer Benefit (Up to $500 a week during June & July with max of $4500) No Added Cost

Eligibility for up to 400k in life coverage with no health screening for yourself, 50k for spouse/domestic partner & 5k for eligible dependents. As long as you apply within 270 days of your hire date.

Schedule your 1 on 1 today: https://calendly.com/the-standard-cta-team3/appointment

New hire link www.standard.com/cta/newhire

If you have not designated your Beneficiary(ies) for your complimentary NEA Life Insurance, please do so here. You can also see the different levels of benefits included in this coverage.

07/29/2024 - TAL members on a retreat to Solvang to work on grants and other Tal business. Tammra Freistadt, Wendy Perry, Lisa Moody, Jen Patterson, Gina Whipple, Teresa Cole

New Teacher Orientation - a new teacher won an iPad! Congratulations and welcome to Lancaster!

From Assemblyman Lackey's office:

I wanted to share with everyone some clarification that I recently received from the Legislative Counsel for the State of California, via the office of Assemblyman Tom Lackey, regarding the 48910 controversy that has kept arising. In a nutshell, teachers ARE permitted to class suspend students under 48910 (k) for willful defiance. I have included the full report that was sent to me by the Assemblyman's office. I hope this clears up any confusion.

In response to your question about the interpretation of AB 274, here is the information from Legislative Counsel that Assemblyman Lackey requested for you.

Thank you,
Pamela

Pamela Balch
District Director
Office of Assemblyman Lackey
41301 12th Street West, Suite F
Palmdale, CA 93551
661-267-7636

Here is the short answer:
·         No expulsion for willful defiance in any grade.
·         No willful defiance applied in grades 1-5.
·         No suspension for willful defiance in grades 6-12 until 2030.
·         In lieu of suspension for willful defiance, a teacher may refer a student for in-school intervention or correction.
·         Suspension from class (in-school intervention) may last for the day of suspension and the next day (see EDC 48910)
·         Intervention or correction, per EDC 48900.5(b):

o   A conference between school personnel, the pupil’s parent or guardian, and the pupil.
o   Referrals to the school counselor, psychologist, social worker, child welfare attendance personnel, or other school support service personnel for case management and counseling.
o   Study teams, guidance teams, resource panel teams, or other intervention-related teams that assess the behavior, and develop and implement individualized plans to address the behavior in partnership with the pupil and the pupil’s parents.
o   Referral for a comprehensive psychosocial or psychoeducational assessment, including for purposes of creating an individualized education program.
o   Enrollment in a program for teaching prosocial behavior or anger management.
o   Participation in a restorative justice program.
o   A positive behavior support approach with tiered interventions that occur during the schoolday on campus.
o   After school programs that address specific behavioral issues or expose pupils to positive activities and behaviors, including, but not limited to, those operated in collaboration with local parent and community groups.
o   Community service as described in EDC 48900.6
·         An Administrator must document what actions were taken during the in-school intervention, and inform the teacher of those actions and the rationale for pursuing that course of correction.

***NEW*** 24-25 Calendar, Board Approved 2/6/24

Read about the Windfall Elimination Provision (WEP):

For all other salary schedules, please look in the contract starting on page 71.

***NEW SALARY SCHEDULE***

***OLD SALARY SCHEDULE***

2024-25 TAL Rep Meetings (via WebEx) @ 3 pm:
8/27/24
9/24/24
10/29/24
11/19/24
12/17/24 (in person @ CTA office)
1/28/25
2/25/25
3/18/25
4/29/25
5/27/25 (collect stipends in person @ CTA office)
5/8/25 Day of the Teacher

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.