Advocacy 101: Wake up, everybody!
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Advocacy 101: Wake up, everybody!

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Presented by Lynda Guidry, LAE Director of Field Services, Membership, Organizing & Legal Services...

Presented by Lynda Guidry, LAE Director of Field Services, Membership, Organizing & Legal Services
Melanie Mitchell, NEA Membership Organizational Consultant
Vera Loyd, LAE Region 1 UniServ Director
Angela Miller, LAE Region 3 UniServ Director

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Advocacy 101: Wake up, everybody! Advocacy 101: Wake up, everybody! Presentation Transcript

  • WAKE UP,EVERYBODY!Advocacy in our New World LAE Summer Leadership Conference July 24, 2012
  •  Lynda Guidry, LAE Director of Field Services, Membership, Organizing & Legal Services Melanie Mitchell, NEA Membership Organizational Consultant Vera Loyd, LAE Region 1 UniServ Director Angela Miller, LAE Region 3 UniServ Director
  • Expected OutcomesBasic Understanding of Act 1’s impact on employeesStrategies for organizing & increasing membership in your workplace
  • NORMS/PARKING LOT Be on time Be respectful when sharing Turn cell phones to silent mode Be fully present Place issues off topic in the Parking Lot to be addressed Any other suggestions?
  • Schedule 9:00 – ADVOCACY & CONTRACTS 10:15 - BREAK 10:30 – EVALUATIONS, GRIEVANCES, POLICIES, LAWS 11:45 - LUNCH
  • INTRODUCTIONS Please share with us… Your Name Your Local Association Your Position in the Local Association
  • Advocacy Impact onMembership8 7/20/2012
  • Advocacy Impact on MembershipBe a fair and helpful advocate or you will losemembers.Many members join so that they will havesomeone to help them if the district treats themunfairly.Let members know what the association does tohelp members in a general way, but keepnames and details confidential.
  • Advocacy Impact onMembership If members question why the association is helping a “bad” employee, explain that the association works to protect the process and ensure that all members are treated fairly. Develop cooperative relationships with administrators, if possible, so that you have more credibility when trying to resolve employee problems. Help prevent problems by helping members improve their job performance.10 7/20/2012
  • Employee Rights Quiz Agree Disagree
  • State or Federal law covers mostemployment problems for schoolemployees. Agree Disagree12 7/20/2012
  • DISAGREE Support employees are governed by FLSA, but very few state laws govern ESP. Most laws that teachers have enjoyed for many years have been amended or repealed.13 7/20/2012
  • All school employees have the same setof legal rights. Agree Disagree14 7/20/2012
  • DisagreeTeachers who were tenured before September 1, 2012 will retain tenure. Beginning July 1, 2012 teachers rated “highly effective” for 5 years within a 6- year period earn tenure pursuant to the performance evaluation program.Teachers not awarded tenure remain ”at-will.”Support professionals are “at-will.” 15 7/20/2012
  • All school employees have a right to afair hearing prior to being terminatedfrom their jobs. Agree Disagree16 7/20/2012
  • Disagree Tenured teachers have the right to a hearing before a panel of 3 people – superintendent designee, principal designee, and teacher designee. Support staff may or may not have a right to a hearing, depending on their contracts and district policy. Everyone else is “at-will” and does not have the right to a hearing.17 7/20/2012
  • A teacher cannot be transferred toanother grade level, subject or schoolbuilding without his or her permission. Agree Disagree18 7/20/2012
  • Disagree Some districts can involuntarily transfer employees for any reason or for the “needs of the district.” District policies will have to be changed to reflect the new laws.19 7/20/2012
  • All school employees can quit by simplysubmitting a letter of resignation. Disagree20 Agree 7/20/2012
  • Disagree It will depend on school district policy and new contract language.21 7/20/2012
  • A school employee’s personal life is none of the school’s business. Agree Disagree22 7/20/2012
  • Disagree Many aspects of a school employee’s personal life are not the school’s concern. However, a school district has a legitimate interest in personal activities that interfere with the employee’s ability or fitness to work. Also, it is the school’s “business” if the employee has molested children or stolen property, even if those crimes were committed after work hours. Employees must also exercise good judgment when using Facebook, My Space, Twitter, etc.23 7/20/2012
  • Contracts
  • Basic Requirementsfor Teacher Contracts1. Certainty as to thelength of the school day;
  • Basic Requirementsfor Teacher Contracts2. Certainty as to thelength of the school year;
  • Basic Requirementsfor Teacher Contracts 3. Certainty as to the amount of money that a teacher will be paid for the agreed upon school day/ school year; and
  • Basic Requirementsfor Teacher Contracts4. Certainty as to theamount of money that ateacher will be paid for workoutside of the agreed uponschool day/ school year.
  • ContractsExamine contracts What’s missing? How would you organize to fix the contract in your district?
  • LAE Workshttp://laeworks.org/index.html
  • 10-Minute MeetingTemplate for 10-Minute Site Meeting (advertise agenda)Minutes Topic Rationale(1-2) Brief overview Keeping members informed(3-6) State issue Gain consensus(7-9) Take stand/ Creates solidarity @ site make decision(10) Recognition Develop spirit and improve morale @ siteUse 4x6 cards to alert AR of other issues to be addressed inthe future.