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Pearl Buck

Montebello Teachers Association 918 W. Whittier Blvd.

Montebello, CA (323) 722-5005

Table of Contents Page

Directories MTA Executive Committee..................................................................1 Important MTA/CTA Phone Numbers...................................................2 Building Reps ....................................................................................3 Board of Education ............................................................................7 MTA Committees ...............................................................................8

Financials MTA Budget ......................................................................................9 MTA Dues .......................................................................................12 MUSD Pay Warrant .........................................................................13

Contract Building Rep Fast Facts ....................................................................14 Congratulations You’re Having a Baby! ..............................................17 Transfer and Reassignment ..............................................................18

Representation Duty of Fair Representation..............................................................20 Don’t Judge – Defend ......................................................................21 Grievance Procedures ......................................................................22 Grievance Processing .......................................................................23 Grievance check List ........................................................................24 Guidelines for Representing a Member ..............................................25 Monitor Class Size............................................................................26 Class Size Letter ..............................................................................27 Grades ..........................................................................................28

Faculty Club Faculty Club Problem Solving............................................................29 Leadership ......................................................................................30 Faculty Club Fast Facts.....................................................................31 Tips for Conducting Effective Meetings ..............................................32 Solutions.........................................................................................33 MTA Bylaws ....................................................................................34 MTA Standing Rules.........................................................................45 Elections Policy................................................................................48 MTA Web Page................................................................................50

Stull Bill and PAR Stull Bill Evaluation Book ..................................................................51 PAR Rules and Procedures................................................................76 Consulting Teacher Application .........................................................87 Voluntary Participating Teacher Application........................................88

Safety MTA Safety and Security Incident Report ...........................................89 Site Safety Committee Report ...........................................................90 Discipline Procedure Handbook .........................................................92

Benefits MUSD Plans Offered ...................................................................... 138 EASE ............................................................................................ 139 Request to Donate Sick Leave......................................................... 140 Health Benefit Calendar ................................................................. 141 Retiree Supplemental Health Plan Summary Plan Description ............ 144 Retiree Checklists .......................................................................... 181 NEA Educator Liability .................................................................... 193 Designate a Physician Form ........................................................... 198

Calendar MTA Calendar ............................................................................... 199 MUSD School Year Calendars.......................................................... 200

Council How To Make A Motion .................................................................. 207 Roberts Rules of Order................................................................... 208

Directories

Julian De La Torre MTA 17954 Scarecrow (626) 965‐2659President 2011‐2013 (323) 722‐5005 Rowland Heights, CA 91748 cell (626) 862‐0802

[email protected] Gomez MHS 5063 Cape Tenez (562) 692‐3345Vice President 2011‐2012 (323) 728‐0121 Whittier, CA 90601 cell (310) 990‐4214

ext 4521 [email protected] 2010‐2012 cell

Guillermo Sandoval MHS 605 S Indian Hill Blvd. #CTreasurer 2011‐2013 (323) 728‐0121 Claremont, CA 91711 cell (909) 753‐2133

[email protected] Salas CCE 14617 Calle Palma LomaElementary Dir. 2010‐2012 (323) 773‐1804 Whittier, CA 90604 cell (562) 708‐4024

ext 5416 [email protected] Orta SUE 9606 Cypress Point Drive (562) 699‐9315Elementary Dir. 2011‐2013 (562) 927‐1827 Pico Rivera, CA 90660 cell (562) 652‐4444

ext 4323 [email protected] Camacho LMI 802 N. Muscatel Avenue (626) 280‐3340Intermediate Dir. 2011‐2013 (323) 722‐7262 Rosemead, CA 91770 cell

ext 3819VACANTHigh School Dir. 2010‐2012 cell

Sandra Morales D.O. 10706 COLIMA RD #701Support Staff Dir. 2011‐2013 (323) 887‐7900 Whittier, CA 90604 cell (323) 742‐3650

ext 7804Irma Navarro MOA 5911 McNeas AveAdult Ed. Dir. 2010‐2012 (323) 887‐7844 Whittier, CA 90606 cell (562) 220‐8880

[email protected]

* * * * * * * * * * * * * * *

KATHY SCHLOTZ MTA 4204 Mountain Shadows Drive (562) 695‐3560Executive Director (323) 722‐5005 Whittier, CA 90601 cell (213) 280‐[email protected]

ALONSO IBANEZ MTA 13719 La Cuarta Street (562) 907‐3704Admin Asst. ‐ Membership (323) 722‐5005 Whittier, CA 90602 cell (626) 705‐[email protected]

expires 6/30/12 expires 6/30/12 expires 6/30/12 expires 6/30/12

‐EXECUTIVE COMMITTEE‐2011‐2012

‐STATE COUNCIL REPRESENTATIVES‐

JULIAN DE LA TORRE MARGIE GRANADO DIANNE GARCIASTEVENS ELVIA DE LA CRUZ‐LOPEZ

Rev. 7/19/2011

MTA Manager 2

Membership Benefit Contact List

California Teachers Association 1705 Murchison Drive P.O. Box 921 Burlingame, CA 94010-0921 Ph: (650) 697-1400 Fax: (650) 697-2639 Santa Fe Springs Ph: (562) 942-7979 Fax: (562) 947-3678 Sacramento Ph: (916) 442-5895 Fax: (916) 442-6346 Camino Federal Credit Union 520 N. Taylor Avenue Montebello, CA 90640 (323) 722-3400 www.CaminoFCU.org First Financial Credit Union (CTA) (626) 814-4611 CTA Special Member Services (800) 540-2373 (Entertainment Discounts) California Casualty (Home and Auto Insurance) (888) 340-4662 Pacific Educators (800) 722-3365 The Standard (800) 522-0406 STRS (562) 922-6418

Montebello Teachers Association 918 W. Whittier Blvd. Montebello, CA 90640 Ph: (323) 722-5005 Fax: (323) 722-0543 Montebello Unified School District (323) 887-7900 Human Resources ext. 2232 Risk Management ext. 2302 Payroll ext. 2311 Allied Administrators – Trust Fund Sandy Muhr Sonya Casalnuovo Ph: (800) 736-0401 Ph: (619) 297-8235 Fax: (619) 574-0645 [email protected] Workers Compensation and Personal Injury Attorneys Richard Felton Sherry Grant 3580 Wilshire Blvd. Los Angeles, CA 90010 (213) 739-7000

BANDINI: GARFIELD:Ch. Marta Cota Ch. Doliana Hernandez

Elizabeth Hernandez Xavier GranadosAlt. Diana A. Gonzalez Jazmine TuckerAlt. Maria Del Valle Alt.

BELL GARDENS: GREENWOOD:Ch. Corinna Villanueva Ch.

Feliciano RodriguezCarlos DuranAraceli CalderaLorna Barangan Alt.Melinda Molina

Alt. Ricardo Ramirez JOE GASCON:Ch.

BELLAVISTA: Peace Samora

Ch. Alt. Marie StefanovichAlt. Cristina Paz

Alt. LA MERCED:Ch. Claudia Marin

CESAR CHAVEZ: Cristina Pelayo

Ch. Terry SalasOrtizFrances Vincent LAGUNA NUEVA:Gina Peters Ch. Jose Cuevas

Alt. Marina LopezLarry McKiernan

FREMONT:Ch. Gabriel Gutierrez MONTEBELLO GARDENS:

Rose Avanessian Ch. Tony CarilloJohn Hornung Alt. Lillian Godoy-Sanchez

Alt. Kenneth Ortiz Alt. Susan FarahaniAlt. Stanley Russell

MONTEBELLO PARK:Ch. Gayle Moriyama

Margie Sullivan

MTA Building Rep List

ELEMENTARY

POTRERO HEIGHTS: WASHINGTON:Ch. Kim Arvizu Ch. Rachel Saenz

Rita Galvan Wendee ShigekawaAlt. Claudia Ibarra Lisa Specht

Alt. Laura MartinezROSEWOOD PARK:

Ch. Kristen Ishi-Kouarda WILCOX:Elizabeth Gasca Ch. Diana BixlerSal Sarmiento Gloria Cunningham

Alt. Veronica Alatorre-PereaAlt. Sonia Garces

SUVA: Alt. Jane Hara

Ch. Maria BalderasErnesto Sornoso WINTER GARDENS:Violeta Hernandez Ch. Rosie Gutierrez

Alt. Annamarie Lopez David NavarAlt. Araceli Leyva Grisleda Benitez

Alt. Sonia OlmosAlt. Christy Abanto

BELL GARDENS INT: EASTMONT INT:Ch. Lorena Guerrero Ch. Curt Richardson

Victoria Apodaca Maria ValenzuelaSandra Day Juvenal NunezKathy Reyes Miguel MirandaAndy Shinn Jose OrnelasTerry Versluys Alt.

Alt. Ruth Bustamante Alt.Alt. Teresa JacaloneAlt. Autumn Matsumoto LA MERCED INT:Alt. Lydia McCoy Ch. Brian StevensAlt. Catheline Merilus Ron CeballosAlt. Naomi Sotelo Rebecca Alcaraz

Linda CamachoBen ChavezDarlene Acevedo

Alt.

INTERMEDIATE

MACY INT: MONTEBELLO INT:Ch. Mireya Murillo-Garcia Ch. Ed Guzman

Robert Jordan Rhoda CarvajalLovie Autenrieth Nealisha ByrdSuzzette Clark Vicky SierraJessica Zwaal Miki Moreno

Alt. Alan Lee Chris LowAlexandra Elorza

Alt.

SUVA INT:Ch. Veronica Fernandez

Kathy MottPamela ValdryMarsha Carey

Alt.

BELL GARDENS HS: MONTEBELLO HS:Ch. Karen Zabuska Ch. Ralph Gutierrez

Elizabeth Kocharian T. Le (Thanh)Lydia Felix Lorraine RichardsBill Renner Tony RichardsAmy Anderson Victor SolorioW. Phil Rodriguez Rey VogelOlga Cardenas Jannett MachadoCristina Guzman Alt.Ken PopkinJan Barber-Doyle SCHURR HS:Edward "Ned" Parsons Ch.Miguel Ruiz Christina OlivarezDoug Van Toul Marina Martinez Smith

Alt. Celia Coronado Lisa QuemadaIsrael Martin Paul ChavezAdrienne Costello Carmen PatlanSamara Simmerman Alt.

HIGH SCHOOL

VAIL HS:Ch. Horacio Perez

Daniel LopezAlt. Gloria OlivaresAlt. Ilda Esparza

BELL GARDENS ADULT CONTRACT IND. STUDYCh. Manuel Sanchez Ch. Chris KakimiAlt. Alt.

FORD PARK ADULT ALTERNATIVE ED.Ch. Jaime Quintero Ch. Lynn PearsonAlt. Tom Jones

Alt.MONTEBELLO ADULT

Ch. HEADSTARTAlt. Ch. Veronica Herrera

Adriana RodriguezSCHURR ADULT Anna Navarro

Ch. Karen Phillips Maricela ArellanoAlt. Tony DeLorenzo Alt. Blanca Murillo

SPECIAL SERVICESCh.

Leslie Balderama (SUI)EXECUTIVE COMMITTEE Olga Paez (DO)

Julian De La Torre, Pres. Alt.Gilbert Gomez, VPGuillermo Sandoval, Treas. PSYCHOLOGISTSVACANT, Sec. Ch. Melina ValenzuelaSal Salas, Elem. Dir. Lupe MonteroAlma Orta, Elem. Dir. Alt. Cynthia Almazan-SwansonLinda Camacho, Int. Dir. Alt. Araceli SosaVACANT, HS Dir.Irma Navarro, Ad. Ed. Dir.Sandra Morales, S.S. Dir.

ADULT EDUCATION & SPECIAL SERVICES

Montebello Teachers Association

Julian De La Torre President Gilbert Gomez Vice President VACANT Secretary Guillermo Sandoval Treasurer Alma Orta Elementary Director Salvador Salas Elementary Director Linda Camacho Intermediate Director Vacant High School Director Sandra Morales Support Staff Director Irma Navarro Adult Education Director

Kathy Schlotz Executive Director

President Ed Chau

904 North Hibiscus Street Montebello, CA 90640 Home (323) 724-1772 Work (626) 300-3801

Vice-President

Hector A. Chacon 144 N. 19th Street

Montebello, CA 90640 Home (323) 727-7988 Cell (323) 947-4962

Clerk

Marcella Calderon 412 North 10th Street

Montebello, CA 90640 Home (323) 728-8335

Member

Gerri Guzman 820 South 5th Street

Montebello, CA 90640 Home (323) 721-3518

Member

David Vela (323) 434-2490

Los Angles County Committee on School District Organization Representative: Gerri Guzman Alternate: David Vela

Los Angeles County School Trustees Association Representative: Marcella Calderon Alternate: David Vela

MTA Manager 8

Committees and Chairpersons

Bargaining Team – Andy Shinn (BGI)

Calendar – Terry SalasOrtiz (CCE) & Lorraine Richards (MHS)

Class Size Reduction – Julian De La Torre (EAI)

District Salary – Sal Salas (CCE)

Elections Committee – Elvia De La Cruz Lopez (MHS)

Internal Concerns – Elizabeth Gasca (RPS)

I.P.D./Human Rights/Women’s Issues – Pamela Valdry (SUI), Kathy Reyes (BGI), Darlene Acevedo (LMI)

Political Involvement – Julian De La Torre (EAI) & Ryan Rice (SHS)

Social Committee – Robin Ponce-Edgington (BAE)

Trust Fund – David Lebow (Retiree)

Special District Committees

District Safety – Ed Guzman (MOI) & Irma Navarro (MOA)

Joint Panel/Induction Leadership Team Terry SalasOrtiz (CCE), Margie Granado (BAE), Yvonne Pasinato (MHS)

Insurance – Pat Knapp (DO), Julian De La Torre (EAI),

Alt. – Gilbert Gomez (MHS)

Revenue & Expense – Lorraine Richards (MHS), Ryan Rice (SHS), Guillermo Sandoval (MHS), Alternate: Alma Orta (SUE)

Catastrophic Leave Bank (CLB) – Dianne GarciaStevens (MTA), Elizabeth

Gasca (RPS), Brian Stevens (LMI),

Financials

2011-2012 MTA BUDGET Adopted June 14, 2011

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A B C Daccount 2010-2011 2011-2012

AFFILIATION $2,875.00 $2,885.00511001 NCUEA (Nat. Council of Urban Educators) $365.00 $375.00512001 Commerce Industrial Council $150.00 $150.00513001 Bell Gardens Chamber of Commerce $150.00 $150.00514001 Montebello Chamber of Commerce $260.00 $260.00515001 CCUEA (CA Council of Urban Educators) $100.00 $100.00516001 YMCA $750.00 $750.00517001 Rotary $700.00 $700.00518001 Urban Directors Association $150.00 $150.00519001 Beverly Hospital Foundation $250.00 $250.00

REPRESENTATION AND PARTICIPATION $25,450.00 $26,850.00521001 NEA Delegates - General Assembly 9@$1850 $16,650.00 $16,650.00522001 CTA $800.00 $1,200.00523001 SESCC - Delegates $500.00 $500.00525001 Large Urbans and NCUEA $1,000.00 $1,500.00527001 Conference Attendance $3,000.00 $3,000.00528001 Human Rights $500.00 $500.00529001 Good Teaching $500.00 $500.00529101 YMCA $1,000.00 $1,500.00529201 Rotary $800.00 $800.00529301 Urban Directors Association $350.00 $350.00529401 Beverly Hospital Foundation $350.00 $350.00

GOVERNANCE $19,100.00 $19,100.00530001 MTA Council Meetings $7,000.00 $7,000.00531001 Executive Committee Meetings $600.00 $600.00532001 Presidents' Expense $1,000.00 $1,000.00533001 Vice President's Expense $500.00 $500.00534001 President's Stipend & Expenses $10,000.00 $10,000.00

NEGOTIATIONS $8,900.00 $10,200.00540001 Bargaining Team Operations $200.00 $500.00541001 Research and Consultants $200.00 $200.00542001 Legal Representation $500.00 $500.00543001 Coll. Barg. Legal & Arbitration Periodicals $1,000.00 $1,000.00544001 Contract Development $4,000.00 $4,000.00545001 Bargaining Team Training $3,000.00 $4,000.00

CONTRACT MAINTENANCE $300.00 $300.00550001 Grievance Committee $100.00 $100.00551001 Contract Maintenance & Grievance Rep. Training $100.00 $100.00552001 Grievance Representation Fund $100.00 $100.00

FOR MORE INFORMATION CALL (323) 722-5005 or [email protected] 1


4748495051525354555657585960616263646566676869707172737475767778798081828384

A B C D2010-2011 2011-2012

LEADERSHIP TRAINING AND DEVELOPMENT $15,000.00 $18,000.00561001 Leadership Training - Council Members $15,000.00 $18,000.00

$0.00 $0.00TEACHER WELFARE AND ECONOMIC SERVICE $300.00 $300.00

570001 Revenue and Expense Committee $100.00 $100.00572001 Insurance Committee $100.00 $100.00573001 Class Size Reduction and Facilites Planning $100.00 $100.00

PROFESSIONAL DEVELOPMENT $2,500.00 $3,400.00580001 Instructional Professional Development $100.00 $100.00581001 Human Rights Committee $100.00 $100.00582001 Women's Leadership Committee $100.00 $100.00583001 Teacher Retirement Recognition $2,000.00 $2,900.00584001 Blanche Chester Award $200.00 $200.00

COMMUNITY ACTION & CITIZENSHIP $1,100.00 $3,000.00592001 Coalition of Public Employees $100.00 $500.00593001 Legislative and Citizenship Committee $500.00 $1,000.00594001 Community Involvement $500.00 $1,000.00596021 Political Action Training $0.00 $500.00

MEMBERSHIP RELATIONS & SERVICE $12,600.00 $24,700.00601001 Social Committee/Membership Committee $100.00 $500.00603001 Bereavement $100.00 $0.00606021 Dues Adjustment Health Plan $11,800.00 $23,000.00607001 Rep Fee Escrow $600.00 $1,200.00

OFFICE OPERATION EXPENSE $97,300.00 $103,700.00700001 Office Supplies $12,000.00 $12,000.00710001 Furniture, Equipment, Rentals $1,000.00 $5,000.00711001 Equipment Maintenance $18,500.00 $18,500.00701001 Postage & Delivery System $10,000.00 $10,000.00720001 Utilities $24,000.00 $24,000.00702001 Office Hospitality & Materials $5,500.00 $7,500.00730001 Other Charges - taxes, audit, insurance $24,600.00 $25,000.00770001 Bank Charges $200.00 $200.00731001 Other Fixed Charges - insurance $1,500.00 $1,500.00



858687888990919293949596979899100101102103104105106107108109110111112113114115116117118119120121122123124125126127128129130131132133134135136137138

A B C D2010-2011 2011-2012

PERSONNEL EXPENSE $456,700.00 $392,625.00800001 Executive Directors Salary $32,500.00 $35,000.00840001 CTA UniServ $63,000.00 $65,000.00841001 NEA UniServ $35,000.00 $35,000.00801001 Office Secretaries' Salaries (and Temp. Services) $134,000.00 $80,000.00831001 Employees Health and Welfare Benefits $35,000.00 $25,000.00832001 Liability & Retirement Fund & Fixed Charges $89,000.00 $90,000.00833001 Contracted Liability Fund $2,000.00 $8,000.00820001 Social Security, Payroll Fees, Unemployment $39,000.00 $29,500.00830001 Workers Compensation $3,500.00 $2,900.00810001 Executive Director Professional Expense $1,500.00 $1,500.00850001 Auto Travel Expense $11,500.00 $12,700.00804001 401K $10,700.00 $8,025.00

780001 CAPITAL OUTLAY AND DEPRECIATION FUND $100.00 $5,000.00

890001 UNBUDGETED ITEMS AND CONTINGENCY $100.00 $100.00

TOTAL OPERATIONS $642,325.00 $610,160.00

INCOME400001 MTA dues@ $190 x 1475 $300,000.00 $280,250.00401001 CTA Uniserv @ $159.12 x 1475 $238,680.00 $238,065.00402001 NEA UniServ $37,246.00 $36,858.00403001 Management Dues @ $250 x 30 $8,750.00 $7,500.00460001 Est. Interest Earnings $3,900.00 $600.00480001 Rental @ $1785 per month $21,420.00 $21,420.00410001 Retiree Dues @ $25 x700 $17,500.00 $17,500.00450001 Ending Balance $14,829.00 $2,967.00404001 Vendor Fees/Sponsorships $6,000.00 $5,000.00

TOTAL INCOME $648,325.00 $610,160.00

MTA ABCMTA ABC - Voluntary Contribution @ $25 x 768 $22,500.00 $19,200.00

430002 Ending Balance $52,000.00 $44,800.00TOTAL INCOME $74,500.00 $64,000.00

SPECIAL RESERVE FUNDSRestricted Reserves $24,000.00 $24,000.00MTA Council Emergency Fund $22,000.00 $22,000.00Legal Defense Fund $12,000.00 $12,000.00Capital Outlay Fund $6,000.00 $6,000.00Building and Mortgage Fund $35,000.00 $35,000.00Contracted Liability and Retirement Fund $107,600.00 $47,600.00TOTAL RESERVES $206,600.00 $146,600.00



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A B C DDUES 2010-2011 2011-2012Regular - full time (18 hours & over)MTA (includes $100 for Trust Fund) $120.00 $119.00CTA $63.90 $64.70NEA $16.60 $17.80TOTAL DUES PAID $200.50 $201.50

Half - less than full-time (13 - 18 hours)and 30% - 60%, HeadstartMTA $10.00 $9.50CTA $32.95 $33.35NEA $8.80 $9.90TOTAL DUES PAID $51.75 $52.75

Minimum - under 13 hours MTA $5.00 $4.75CTA $17.48 $17.68NEA $4.93 $5.98TOTAL DUES PAID $27.41 $28.41

Note: CTA & NEA dues are set via formula through the affiliate associations.


MT101 $201.50 Cat. 1MT102 $204.00 Cat. 1 + ABCMT103 $202.50 Cat. 1 + NPACMT104 $205.00 Cat. 1 + NPAC + ABCMT105 $206.50 Cat. 1 + MLK/CC5MT106 $211.50 Cat. 1 + MLK/CC10MT107 $214.00 Cat. 1 + NPAC10 + ABCMT108 $101.50 Cat. 1 AGENCY FEEMT109 $206.00 Cat. 1 + NPAC + ABC + FACT

MT201 $152.75 Cat. 2 + TFMT202 $155.25 Cat. 2 + TF + ABCMT203 $153.75 Cat. 2 + TF + NPACMT205 $52.75 Cat. 2MT206 $55.25 Cat. 2 + ABCMT207 $53.75 Cat. 2 + NPACMT208 $56.25 Cat. 2 + NPAC + ABC

MT301 $28.41 Cat. 3MT303 $31.91 Cat. 3 + NPAC + ABC

MT401 $207.00 Cat. 1 + NPAC + ABC + FACT2MT402 $204.50 Cat. 1 + NPAC + FACT2MT403 $216.00 Cat. 1 + NPAC10 + ABC + FACT2

MT001 OVERIDE OVERIDEMT002 $125.00 MANAGEMENT TF + $20

Montebello Teachers AssociationMUSD Payroll Dues

2011-2012 DUES FOR BARGAINING UNIT MEMBERS

Rev. 11/9/2005

Do You Understand Your Pay Stub?

The codes and abbreviations can be overwhelming when studying your pay stub. Items marked Deductions are coming out of your pay after taxes (CTA Income Protection Insurance, Dues) while Contribu- tions are paid by the employer (dental, vision, life insurance) Reductions come out of your pay before taxes (TSAs, STRS, Section 125 Plans,

out-of– paycheck contributions CalPERS medical plans.)

You may also be interested to note:

♦ Bargaining Unit members are paid on the first working day of the calendar month. Supplementary checks may be paid on

the 10th of each month.

♦ Bargaining Unit members are paid the first business day of October through the first business day of July with the follow-

ing exceptions:

♦ Bargaining Unit members on a 12 month pay warrant cycle since June 30, 2010 and continuously employed by the District

continue on the 12 month cycle.

♦ Support staff Bargaining Unit members whose regular work year includes July and August are paid on a 12 month cycle August through June. If the Bargaining Unit member has begun the 12 pay check assignment after June 30, 2010 and the assignment changes no longer including July and August, the Bargaining Unit member will have a full year to transition to

a 10 month cycle.

♦ Bargaining Unit members may opt for the V-12 (or voluntary 12 month cycle) through the Payroll. The District works with

a third party administrator to deduct post tax funds from the October through July warrants. The Bargaining Unit member

receives a direct deposited check August 1 and September 1.

♦ Pay checks are drafted and delivered by Los Angeles County. The District transmits the information to the County and the

County transfers the funds for direct deposit officially on the 1st working day of the month. Individual credit unions and

banks post the funds according to their guidelines as long as it is posted by midnight of the date of the warrant.

♦ Contact Payroll to initiate direct deposit. If you change banks or credit unions contact Payroll and change your direct de-posit instructions prior to the 15th of the month, otherwise your funds may be transferred to your former institution or

held in limbo if the account no longer exists.

♦ If you participate in direct deposit, your pay stub will be distributed by your site secretary. Your pay stubs are valuable to

you when making loans and conducting other personal financial business. Remember to collect your pay stub!

♦ Always check your pay stub for accuracy. State law requires the District to correct any errors in pay. That means that even if it is the District’s fault you could be legally bound to return money if you are overpaid and the error is discovered within a 3-year period. Similarly, if the District underpaid and discovered the error more than 3-years later, you will not receive

the retroactive pay.

♦ Warrants are legal for 6 months. If not deposited, the bank may not honor the warrant. If you lose your check contact

payroll as soon as possible to sign an affidavit and receive a new check.

♦ All the monies that are contained in one check are taxed at the same rate. Bargaining Unit members may

change their deductions at any time. Changes must be made by the 15th of the month to be reflected on the

1st.

Questions? Contact Alonso Ibanez at the MTA of-fice for issues concerning dues. (323) 722-5005 Contact Payroll at extension 2311 for issues concerning salary, withholding tax

status, reductions, and taxes. Contact Gail Contreras at extension 2302 for issues concerning health insur-ance deductions. Contact William Paja at extension 2285 for issues concerning deductions other than

dues. Contact Rose Gomez at extension 2351 for issues concerning TSAs.

Contract

Maximum Meetings Within Board Day 2 hrs. per staff development month Outside Board Day 3 hrs. per staff development month with 1 week written notice Evenings 4 per year The Faculty Club Chairperson and the Principal may agree to transfer up to 2 hours per staff development month from “Outside the Board Day” to “Inside the Board Day.” The total num-ber of hours per staff development month may not exceed 5 hours. Friday afternoons or the afternoon of the day prior to a holiday, recess, or the day of a re-quired evening meeting are to be kept free from professional meetings in the District. School site administrators are encouraged to schedule in-service activities on work days other than Tuesdays.

What Is A Day?

The Contract refers to three types of days: Board days, professional days and instructional days. *The Board Day for K-12 teachers is 7 hours and 15 minutes. The District determines the beginning time for each site. The Board Day for Head Start teachers is 5/6 that of K-12 teachers. Adult Education Teachers do not have a Board Day. *The professional day is the Board Day except for official meetings, instructional times and 7 minutes prior to the beginning of school. Teach-ers need not be on campus during the Profes-sional Day. *The instructional day is the time when teachers are actually with students.

Montebello Teachers Association California Teachers Association National Education Association

Building Rep Fast Facts

918 W. Whittier Blvd. Montebello 90640 ▪ (323) 722-5005 ▪ (323) 722-0543, fax ▪ www.montebelloteachers.org

An employee must have served 60% of the days school was in session to qual-ify for an additional year on the salary schedule. In the K-12 program the cal-endar consists of 180 teaching days plus 3 staff development days. There-fore, one must be present 110 days during one school year to receive a service increment.

Applications for Voluntary Transfer are due to the Personnel Office on April 15. The member will receive notice con-cerning the disposition of the application by June 15.

ELIGIBILITY FOR SERVICE INCREMENT & TRANSFER

SITE COMMITTEES REQUIRED BY YOUR CONTRACT

Staff Inservice Committee Each site must have a staff elected In-service Committee. Staff Inservice Com-mittee shall advise and be consulted prior to all site inservice/staff develop-ment activities and the selection of all staff development days which are not specified in the Contract. Class Size Reduction and Facilities Planning Committee The principal at each participating site will create a CSR-FP Committee by the 20th working day of the school year. The committee will meet at least 4 times each year. Each committee will include, but not be limited to, the principal, a teacher from each grade level elected by Bargaining Unit members at that site, classified personnel, parents, and sup-port staff.

Site Safety Committee Each Site Safety Committee shall con-sist of 7 members: faculty club chairper-son or designee, site administrator or designee, site nurse or other certificated support person, cafeteria manager, site custodian, a representative from the certificated staff, and a representative from the classified staff. Each Site Safety Committee shall submit its report annually to the Risk Manager by November 1 who will respond by February 15. On or before June 1. Inspections: Odd Years: preschool & elementary Even Years: Intermediate, High School & Adult Education Any member may submit an MTA Safety and Security Report to the MTA office.

What is a Grievance? - A grievance is a violation of the Contract. The first level of a grievance is the informal level. The goal of the informal level is to solve the grievance through a discussion. This must occur within 10 days of the incident which is being grieved. Representation - Building Reps are elected for two year terms. The ratio for representation is 1 Building Rep: 10 members.

Executive Committee & Rep Council Meetings – The MTA Rep Council meets 10 times per year (usually on the third Tuesday of the month at La Merced Inter-mediate. The meeting begins at 3:30 p.m. (December is held at a local restau-rant). The MTA Executive Committee usually meets the first Tuesday of every month (September through June). Montebelloteachers.org Most MTA events are listed on the web page: montebelloteachers.org.

OF FURTHER INTEREST

MTA office staff: Kathy Kohn Schlotz, executive director; Alonso Ibañez, adminis-trative assistant; Diana Madrid, administrative assistant; and Dianne GarciaStevens, president

MTA/08

The instructional day is 305 minutes for K-12 teachers and 270 minutes for Head Start

Health and welfare benefits are handled through the Risk Management Department at District Office. More information regarding health and welfare benefits is available at extension 7919. Open Enrollment - Changes in District paid in-surance must be made before October 1. New family members (spouses, babies) must be added within 30 days. Major Medical - choice of Kaiser, Blue Cross and California Care. Costs are available through the Risk Management Department. Dental - MetLife incentive plan fully covered for dependents and their families. Pays 70% the

first year covered, 80% the second, 90% the third and 100% each year thereafter. The dental cap is $1750

per year per participant in the plan. Vision - VSP Plan C fully paid for members and dependents. There is a $5 co pay. Orthodontia - Up to $1500 for minor dependents. Life Insurance - $50,000 straight term life insur-ance for members, $5000 for spouse, and $1500 for dependents over 6 months old. EASE - Employee Assistance for members needing help or advice. (800) 882-1341. Workers Comp. - You may designate your Work-ers Comp. physician with the Risk Management Department. Call the MTA office with concerns if a work related injury or illness occurs.

Long Term Care – base benefit of $2000/month for facility based care for 3 years or $1000/month for professional home care for 6 years. It is possible to increase this benefit on a volun-tary, individual basis and to purchase coverage for a spouse or parent. Section 125 Plan – is available to those who pay certain expenses such as child and elder care with pre tax dollars. The open enrollment for the Section 125 Plan is November 15. Retirement Health Benefits – are paid through the District until age 67 and paid through the Trust Fund after age 67. This benefit is for major medical only.

Current Sick Leave - (K-12 )12 days of sick leave are earned the first day of

the school year. Current sick leave is exhausted prior to accumulated sick leave. (A.E.) 1 hour sick leave for each 18 hours of pay expected to be received by June 30. Accumulated Sick Leave - unused sick days are saved for use in future years. Accumulated sick leave counts toward STRS retirement. Accumulated sick leave is ex-hausted prior to difference pay. Difference Pay - at the exhaustion of current sick leave and accumulated sick leave members have 100 days difference pay. The rate of pay is calculated by subtracting the substitute rate ($130) from the members' per diem rate. For example: Member A earns $200 per day

$200 - $130= $70 Member A's difference pay would be $70 per day. Upon exhaustion of sick leave Bargaining Unit members are placed on a reemployment list. This means that the Bargaining Unit member is no longer employed by the District. The Bargain-ing Unit member remains on the reemployment list for 39 months if permanent and 24 months if not permanent. If the Bargaining Unit member does not return to active status within the time frame described above, the relationship with the District is completely severed.

Catastrophic Leave Bank Members may participate in the Catastrophic Leave Bank. Contributors may request with-drawals at the exhaustion of difference pay. Personal Necessity Leave - Up to 9 days of current sick leave may be used for personal necessity leave. Submit the District form with one of the following reasons. The reasons for personal necessity leave are:

1. witness, defendant, litigant or official govern-

ment order

2. attendance at funeral

3. obligation required by leadership position or

membership in professional organization

4. attendance required to conform with legal

procedure or resolve threats to one's personal

assets

5. observance of nationally recognized religious

holiday 6. post-natal child care leave within 15 days of birth of child Personal necessity leave in excess of 9 days is allowed for the death, accident, or illness of a member of the immediate family. Personal Business 3 of 9 personal necessity days can be used for personal business leave. Make request by 9 a.m. 2 days in advance of leave (except in emergency).

Complete District Leave Request form writing the reason for leave "Article XVI, Section J.a.a.7." No other information is required. Denial or approval of the request must be given to the member by noon following the day of the request. Bereavement Leave *5 days are available for: mother, father, grand-mother, grandfather, grandchild, husband, wife, son, son-in-law, daughter, daughter-in-law, brother, sister, step-parent, step-child, domestic partners, any relative living in the household and ex-spouse when minor children are involved. (member or spouse) *3 days are available for brother-in-law and sis-ter-in-law. *Days need not be used consecutively. Selling Back Sick Days 1. Members may sell back current sick leave for the year at the end of the school year. 2. Members who were first employed by the District subsequent to July 1, 1980 may sell back current sick leave plus 10 additional ac-crued sick days upon resignation from the Dis-trict. 3. Payment will be made at the current rate of substitute pay ($130). Requests for the selling back of sick leave must be made at the end of the school year to the payroll office. Jury Duty One day of jury duty will be paid under specific circumstances. Bargaining Unit members must attempt to postpone jury duty 3 times.

LEAVES

HEALTH AND WELFARE BENEFITS

Information regarding placement on the salary schedule is available through the Personnel Office. Information regarding professional devel-opment units and district salary credits is avail-able through the Instructional division. The deadline to file a request for a change in the salary schedule classification with the Personnel Office is:

October 1 & January 1

There are 4 ways to advance on the salary schedule: College Units: All units earned subsequent to the BA/BS degree must be upper division or gradu-ate level units that would or could lead to a cre-dential or degree, with a grade of “C” and from an accredited institution.

Professional Development Units: Course work that does not fit the criteria above for college units may be eligible for professional develop-ment units. Units will be granted for course work that enhances a teacher’s current assignment if approved by 2/3 of the District Salary Credit Committee. A form is available through the In-structional Division at District Office. Units must be submitted within 60 days of completion of the course work. Lower Division Units Toward a Credential Lower division units from an accredited institution and with a grade of at least a “C” that are aligned to a Bargaining Unit members district approved degree/waiver plan on file with the District are automatically approved.

District Salary Credit: These are credits that are unique to the Montebello Unified School District. District Salary Credit can be earned for staff development activities conducted outside the Board Day and for which the member has not been compensated. Fifteen hours of staff devel-opment equals one district salary credit. A form is available through the Instructional Division. District Salary Credit may be earned by

• Staff development programs developed by the District or the Association (MTA IPD activities.)

• Individual staff development programs ap-proved by the District Salary Credit Com-mittee.

HOW DO I ADVANCE ON THE SALARY SCHEDULE?

How Do I Advance on the Salary Schedule?

Information regarding placement on the salary schedule is available through the Human Resources Office. Information regarding professional development units and district salary credits is available through the Instructional Division. Bargaining Unit members must file an intent to qualify for a change in salary with the Human Resources division according to the time lines listed below. In addition official transcripts verifying course work completed by the dates listed below must be filed with the Human Resources division prior to a change in salary classification.

In order to be implemented for the first pay warrant - Submit no later than October 1 (Implementation date: August 1 for 12 paychecks and October 1 for 10 paychecks)

In order to be implemented at mid-year - Submit no later than January 31 (Implementation date: February 1 for 12 paychecks and March 1 for 10 paychecks)

There are 4 ways to advance on the salary schedule: • Upper division units that would or could lead to a degree or credential • Professional development units • Lower division units that are aligned to a District approved credential or degree/waiver program • District salary units

College Units: All units earned subsequent to the BA/BS degree that are upper division or graduate level units and would or could lead to a credential or degree, with a grade of “C” and from an accredited institution are automatically approved. District Salary Credit can be earned for staff development activities conducted outside the Board Day and for which the member has not been compensated.

Professional Development Units and Lower Division Units: Course work that does not fit the criteria above for college units may be eligible for professional development units. Course work that enhances a teacher’s ability or potential to address identified Dis-trict needs and/or state mandate(s) in the teacher’s current assignment will receive salary credit if approved by two-thirds of the District Salary Credit Committee. The course work must be approved and filed with the required documentation with the District Salary Credit Committee within 60 days of completion of the course work. District Salary Credit can be earned for staff devel-opment activities conducted outside the Board Day and for which the member has not been compensated.

Lower Division Units Toward A Credential or Degree/Waiver: Lower division units from an accredited institution and with a grade of at least a “C” that are aligned to a Bargaining Unit members District-approved credential or degree/waiver plan on file with the District are automatically approved. District Salary Credit can be earned for staff development activities conducted outside the Board Day and for which the member has not been compensated.

District Salary Credit: These are credits that are unique to the Montebello Unified School District. District Salary Credit can be earned for staff development activities conducted outside the Board Day and for which the member has not been compen-sated. Fifteen hours of staff development equals one district salary credit. A form is available through the Instructional Division. District Salary Credit may be earned by • Staff development programs developed by the District or the Association (MTA IPD activities.) • Individual staff development programs if approved by the District Salary Credit Committee within 60 days of completion of

the work.

Type of Units Notify Human

Resources

Requires DSCC

Approval

Limits on Columns

College Units Yes No No

Professional Development/Lower Division Yes Yes No

Lower Division Aligned with District Approved Credential/Induction or Degree/Waiver Plan

Yes No No

District Salary Credit MTA or District Offered Yes No Yes

District Salary Credit Individual Staff Development Yes Yes Yes

The following information may be helpful to a member expecting a baby. For more infor-mation please contact the MTA office.

LEAVES Pregnancy leave is the same as sick leave. Your physician will determine when and how long you will be out for child birth and recovery. Find out how much sick leave you have earned. This information may be obtained through Payroll at District Office. Current Sick Leave - (K-12 )12 days of sick leave are earned the first day of the school year. Cur-rent sick leave is exhausted prior to accumulated sick leave. (A.E.) 1 hour sick leave for each 18 hours of pay expected to be received by June 30. Accumulated Sick Leave - unused sick days are saved for use in future years. Accumulated sick leave counts toward STRS retire-ment. Accumulated sick leave is exhausted prior to difference pay. Difference Pay - at the exhaustion of current sick leave and accumulated sick leave members have 100 days difference pay. The rate of pay is calcu-lated by subtracting the substitute rate ($130) from the members' per diem rate. For example: Member A earns $200 per day

$200 - $130= $70 Member A's difference pay would be $70 per day. Upon exhaustion of sick leave Bargaining Unit members are placed on a reemployment list. This means that the Bargaining Unit member is no longer employed by the District. The Bargaining Unit member remains on the reemployment list for 39 months if permanent and 24 months if not per-manent. If the Bargaining Unit member does not return to active status within the time frame de-scribed above, the relationship with the District is completely severed.

NOTICE OF LEAVE Notify your principal of your expected leave at least one month prior to the expected delivery date. You will need a physician's release to return to work. You may use up to 15 days of your sick leave upon adopting a child.

LEAVES FOR FATHERS Up to 9 days of current sick leave may be used for personal necessity leave. Members may use the leave for a post-natal child care leave within 15 days after the birth of the member’s child.

CHILD CARE LEAVE If you wish to stay home with your new child after your physician releases you to go back to work or the 15 days are exhausted (see provision above), you may begin an unpaid leave of absence. You are guaranteed 12 months leave after the above leaves are completed. You may apply for a second year.

HEALTH AND WELFARE BENEFITS As long as a member is on any of the 3 types of sick leave, all benefits are paid by the District. The California Family Rights Act (CFRA) guarantees employees 12 weeks of health benefits following the mother’s medical release or at the end of 4 months (whichever comes first) if the Bargaining Unit member has worked in the District at least 1250 hours during the preceding 12 months. Once the 12 weeks are exhausted, members may pur-chase the insurance through the Risk Management Department at the District Office.

HEALTH INSURANCE FOR YOUR BABY Notify the Risk Management Department at Dis-trict Office immediately after giving birth. You must enroll your child as a dependent for health insurance within 30 days of birth.

ELIGIBILITY FOR SERVICE INCREMENT You must have served 60% of the days school was in session to qualify for an additional year on the salary schedule. (K-12 is 110 days .)

Montebello Teachers Association ■ 918 W Whittier Blvd. Montebello CA 90640 ■ (323) 722-5005 ■ Montebelloteach-ers.org

Voluntary Transfer

Montebel lo Teachers Assoc iat ion

The Transfer Policy

is presented in

Article XIII.

Transfer and Reassignment

in the Contract (pp. 33-36.)

Bandini Elementary ● Bell Gardens Elementary ● Bella Vista Elementary ● Cesar Chavez Elementary ● Fre-mont Elementary ●Garfield Elementary ● Greenwood Elemen-tary ● Joe Gascon Elementary ● Laguna Nueva School ● La Merced Elementary ● Montebello Gardens Elementary ● Montebello Park Ele-mentary ● Potrero Heights Elemen-tary ● Rosewood Park School ● Suva Elementary ● Washington Ele-mentary ● Wilcox Elementary ● Winter Gardens Elementary ● Bell Gardens Intermediate ● Eastmont Intermediate ● La Merced Interme-diate ● Macy Intermediate ● Montebello Intermediate ● Suva In-termediate ● Bell Gardens High ● Montebello High ● Schurr High ● Vail High ● Bell Gardens Adult ● Ford Park Adult ● Montebello Adult ● Schurr Adult

School S i tes

Montebel lo Teachers Associat ion 2009

Definitions

Transfer: The change in place-

ment of a Bargaining Unit mem-

ber from one site to another or

from one track to another in year

round schools, or AM to PM or

vice versa in Head Start.

Voluntary: A change of the

previous placement of a Bargain-

ing Unit member as requested

and initiated by a Bargaining Unit

member.

918 W. Whittier Blvd. Montebello 90640 (323) 722-5005 Montebelloteachers.org

April 15 is the deadline for transfer requests

Montebel lo Teachers Associat ion

• Transfer requests are due to the Person-nel Office no later than April 15.

• You may list no more than 3 choices in order of preference on your transfer re-quest.

• Your current principal cannot veto your request.

• Your name remains on the transfer list through one week prior to the beginning of traditional school.

• You may transfer from a YRE school to traditional calendar schools during the summer even if you have already begun the school year.

• You will be granted an interview for a vacancy in your desired school if you hold the required credential. (Exception: if there are more than 12 applicants, the principal is required to interview no more than 12 per vacancy.)

• You will be given 21 calendar days to respond to an interview offer.

• You will be considered for the position prior to any external applicants are inter-viewed.

• If you are qualified and not granted the transfer, the appropriate administrator shall notify you in writing prior to inter-viewing external applicants.

• You are eligible to apply for a transfer after completing one full year in the Dis-trict.

• All vacancies shall be posted in the Personnel Office within 10 days of the time the District closes the position.

• Support Personnel and other out-of-classroom Bargaining Unit vacancies will be posted at each site for at least 6 working days.

• An interim appointee may be placed in the vacancy for no more than 40 days. Under ex-traordinary circumstances, this period may be extended by 20 days.

• The May 15 vacancy list shall be posted at each site no later than May 20 and continued to be posted through the end of the school year.

• Bargaining Unit members being involuntarily transferred will be given priority in placement and whenever possible notified by May 15.

• Within the first month of the school year, principals shall re-quest names of those interested in any out-of classroom posi-tions. Those Bargaining Unit members indicating interest shall be notified if such a vacancy oc-curs during the school year.

What You Need to Know Post ing and Advis ing of Vacanc ies

Representation

MTA Manager 20

Duty of Fair Representation

Protected Activities

Under the California Collective Bargaining Law (EERA), the exclusive bargaining agent (MTA) has certain organizational rights, along with its agents (Building Reps, officers, and staff). Most pertain to the bargaining process, but through precedents established by the National Labor Relations Board decisions and the U.S Supreme Court decisions, certain activities of the Association or its membership are considered protected activities. Protected activities are those activities designed to organize, communicate, and the duty to represent the membership free from employers (management) interference, coercion, or intimidation. Management is free to express its opinions, but cannot use the captive work place to articulate opinions, to develop a point of view for the subordinates to follow, or to promote certain opinions about the bargaining agent. MTA and its representatives have the duty to represent their members by law and failure to do so can have repercussions on the Association. It is an unfair labor practice for management to inhibit this process or to refuse to allow any individual Bargaining Unit Member the right to have representation.

California Education Employee Relation Act

1. Unlawful Employer Practices – It shall be unlawful for a public school employer to impose or threaten to impose reprisals on employees, to discriminate or threaten to discriminate against employees, or otherwise to interfere with, restrain, or coerce employees because of their exercise of rights guaranteed by this chapter. (3543.5(a))

2. Rights of Employees – Public school employees shall have the right to form, join, and participate in

the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations. Public school employees shall also have the right to refuse to join or participate in the activities of employee organizations. (3542)

3. Grievances – Any employee may at any time present grievances to his employer, and have such

grievances adjusted, without the intervention of the exclusive representative, as long as the adjustment is reached prior to arbitration and the adjustment is not inconsistent with the terms of a written agreement then in effect. The public school employer shall not agree to a resolution of the grievence until the exclusive representative has received a copy of the grievance and the proposed resolution and has been given the opportunity to file a response. (4543)

4. Rights of Employee Organizations – Employee organizations shall have the right to access at

reasonable times to areas in which employees work, the right to use institutional bulletin boards, mailboxes, and other means of communication, subject to reasonable regulation, and the right to use institutional facilities at reasonable time for the purpose of meetings concerned with the exercise of rights guaranteed by this chapter. (3543.1(b))

MTA Manager 21

Don’t Judge - Defend

The role of an employee organization is not to put its members on trial but to defend and protect them from a management that has all the power just because it is management. A school board and its administration hire, fire, assign, transfer, promote, evaluate, and establish other conditions of employment for teachers. Not only are teachers subject to dismissal by their local school board, but their license to teach can be lifted by a state credentials commission. A chapter should not put a teacher in triple jeopardy by imposing yet another threat on job security by conducting a study before a grievant goes to face management. The role of the Association is to listen to the complaint of a member, devise the best strategy for securing his/her interest, and set about securing it the best way possible. The truth of the complaint will come out in the grievance process. If a teacher has a complaint against another teacher, it is not the Association’s business to resolve unless it can be turned into a complaint against management, although a conscientious grievance rep may try to mediate informally.

MTA Manager 22

Grievance Procedures

Member alleges that there has been a contract violation.

Request in writing, an appointment to meet with the immediate administrator within 10 days of knowl-edge of the violation. The conference is required.

If the resolution is not satisfactory: File Level I Submission Form within 5 days of conference or within 15 days of request for Informal Meeting. The conference is advisable but not required. The District has 5 days to respond in writing.

If the resolution is not satisfactory: File with the Superintendent or designee a Level II Submission Form within 5 days of written receipt of Level I disposition. The hearing must be held within 10 days of submission.

If the resolution is not satisfactory: File with the Superintendant or designee a Level III Submission Form within 10 days of written receipt of Level II disposition. The hearing must be held within 10 days of submission.

Mediation may be requested by either party.

Arbitration hearing: the arbitrator will decide the grievability after hearing the merits of the case.

The arbitrator’s decision is final and binding. The decision shall be in writing, statement of facts, reasoning, and conclusion.

Informal Level

Level I

Level II

Level III

MTA Manger 23

Grievance Processing

1. Identify members’ employment problems for the Association

a. gripes–not a grievance b. personnel problems-not a grievance

c. potential grievance

2. Indicate the Association's interest in the member's problem and willingness to help.

3. Identify clearly the nature of the problem.

4. Indicate whether the member wants to solve the problem.

5. Gather relevant information and documentation.

a. complete Data Sheet for Potential Grievance

b. employment status

c. relevant portions of district policy and the contract

d. nature of past practice

e. correspondence (letters, memos, bulletins, schedules, etc.)

f. Evaluations, if applicable

6. Ask member to write a request to have a meeting with the administrator to discuss the possible grievance. Go through informal level.

7. Complete Level I Submission Form (available at the MTA office.)

8. Keep the MTA office informed.

9. Do not express judgment on the member's problem.

10. Do not promise a successful resolution of the problem.

11. Do not indicate the way the problem will be resolved.

12. Promise that the Association will give careful consideration to the member problem and make every effort to be as helpful as possible.

MTA Manager 24

Grievance Check List

Interview the grievant extensively.

Check out all the facts.

Interview the grievant again once all the facts have been checked out.

Call the MTA office. Always seek help when in doubt.

Determine an action plan with the grievant.

Hold informal level conference.

Complete Level I Submission Form (available at the MTA office.)

Contact MTA office regarding proceeding to next levels.

If a satisfactory resolution of the problem is reached, thank the parties for their consideration and fairness the resolution of the problem. Remember: we cannot win them all, but we have the obligation to represent each member's concerns the best we can. We must assure due process.

MTA Manager 25

Guidelines for Representing a Member General Guidelines

1. Be cordial and friendly. Be professional.

2. You have an official duty as a Building Rep. Try not to be personally involved.

3. Sit next to the member if possible.

4. Listen very carefully and maintain eye contact with the administrator.

5. Take notes. Include important facts such as times, dates, and names. Record when & where meeting takes place. Include the names of the people present.

6. Seek copies of any documentation shown or made reference to in the discussion. 7. Don't feel obligated to say anything. You may make remarks such as give us time to think this,

we will get back to you, and we will take it under advisement. Suggested Teacher Dialogue

The objective is not to be defensive, but to find out as much as possible, what the intent of the administrator will be or is at the time. Questioning and paraphrasing is to get the administrator to reconsider his/her position and clarify his/her intent.

Sample Phrases

1. Are you denying me representation?

2. You mean that this teacher doesn't have the right to representation?

3. Are you saying that I don't have the right to be present?

4. Have you contacted District Office?

5. I need to call the MTA office.

6. Is this required of everyone on the staff?

7. Did anyone seek an explanation for the action?

8. Are you trying to threaten or intimidate me?

9. Are you saying this is the only way?

10. Under whose authority do you get this interpretation?

Suggested Responses 1. I need to check that out with my resources. 2. I will get back to you later on that issue. 3. I need time to consider this situation. 4. I need to seek advice on this issue. 5. I need to check another interpretation of the contract. 6. I believe there have been too many opinions and no substantiations of the facts.

In General Silence is golden. Don't feel the pressure to respond or to say something when there is a void in conversation. Don't feel you have to respond to rhetorical questions. You can always say you need to think about it longer, seek advice, or even ask what is the purpose for asking the question.

The intent of the Class Size article in the Contract reads: The Board and the Association believe that the goal of the District is to program a rea-sonable number of students into each class. Oversize classes are a detriment to learning and should be avoided whenever possible. In pursuit of this goal, site administrators shall take into consideration the number of func-tioning work stations available within a classroom prior to the assignment of stu-dents into that classroom. (Article VII. Class Size pp. 12-14) The following are guidelines for class sizes in the elementary, intermediate and high school levels. Elementary - No Bargaining Unit member shall be assigned more than 33 students in each K-4 (non CSR) setting. If your class size exceeds the contrac-tual limits, write a letter to your principal immedi-ately indicating that your class load must be re-duced within 20 days. Sample letters are available at the MTA office and on the MTA web page. Send a copy of the letter to the MTA office, attention Kathy Køhn. If the situation is not resolved within 20 days, ask a Building Rep to help you with the Grievance Procedure (XI. p. 18-20). Class Size Reduction Settings - The number of stu-dents in class size reduction settings will be in ac-cordance with the law." Notify the MTA office im-mediately if the 20:1 ratio is violated. Intermediate - No Bargaining Unit member shall be assigned more than an average of 34 students in each 5-8 setting. No Bargaining Unit member shall have more than one class in excess of 34 students. Performing Arts classes have no limits. Physical

education classes must be kept to an average of 40 students with no more than one class in excess of 40. If your class size exceeds the contractual limits, write a letter to your principal immediately indicat-ing that your class load must be reduced within 20 days. Sample letters are available at the MTA office and on the MTA web page. Send a copy of the let-ter to the MTA office, attention Kathy Kohn Schlotz. If the situation is not resolved within 20 days, ask a Building Rep to help you with the Griev-ance Procedure (XI. p. 18-20). High School - No Bargaining Unit member shall be assigned more than an average of 36 students in each 9-12 setting. No Bargaining Unit member shall have more than one class in excess of 36 students. Performing Arts classes have no limits but are sub-ject to the intent language listed above. Typing shall have a maximum of 42 students. Physical education classes must be kept to an average of 44 students.

If any Bargaining Unit member main-tains a class with excessive students for more than 50% of any semester, the Bargaining Unit member may ap-ply, with adequate documentation, for $150 in additional funds for supple-mentary materials to enhance the edu-cational program. The application must be made within 20 days of the ensuing semesters.

918 W. WHITTIER BLVD. MONTEBELLO 90640 ▪ (323) 722-5005 ▪ (323) 722-0543 (FAX) ▪MONTEBELLOTEACHERS.ORG

MTA Manager 27

DATE: ___________________ TO: _______________________________________, Principal FR: ________________________________________ Ext. ______________ SITE: ______________________________________ RE: Article VII Class Size Section C I am formally notifying, as required by the Agreement Between the Board of M.U.S.D. and MTA, that my class size of _________ exceeds the class size enrollment as outlined in the contract. If this situation is not rectified I will pursue a grievance in accordance with the time lines specified in the contract. Thank you for your cooperation in this matter. cc: Kathy Schlotz, MTA

§ 49066. Grades; finalization; change or grade; effect of physical education class apparel

(a) When grades are given for any course of instruction taught in a school

district, the grade given to each pupil shall be the grade determined by the teacher of the course and the determination of the pupils grade by the teacher, in the absence of clerical or mechanical mistake, fraud, bad faith, or incompetence, shall be final.

(b) The governing board of the school district and the superintendent of such district shall not order a pupils grade to be changed unless the teacher who determined such grade is, to the extent practicable, given an opportunity to state orally, in writing, or both, the reasons for which such grade was given and is, to the extent practicable, included in all discussions relating to the change of such grade.

(c) No grade of a pupil participating in a physical education class, however, may be adversely affected due to the fact that the pupil does not wear standardized physical education apparel where the failure to wear such apparel arises from circumstances beyond the control of the pupil (Stats.1976, c. 1010 § 2, operative April 30, 1977. Amended by Stats.1980, c. 715, p. 2138 § 1.)

MTA Manager 28

Faculty Club

District Issues

MTA Council

District Office Management

School Board

• MTA office • Group Legal Services • Key parents/leaders • Other School Staffs • Newspapers • Legislators

Executive Director

Site Level Management

District Level Management

Building/Grievance Rep

Contract Violations School Site Issues

Organizing Team Develops an Action

Plan

Implementation of Action Plan

1. Meet with principal 2. Letter writing/petitions 3. Organize community 4. School Board presenta-

tion 5. Lobbying/

demonstration 6. Creative protesting 7. Creative job action

The ultimate goal and role of a Building Rep is leadership. The characteristics which identify such a person at a school site are: 1. Who is the most knowledgeable about school procedures? 2. Who is it that I go to if I have a problem? 3. Who does the staff listen to? 4. Who has a following and credibility? 5. Who can I trust with confidential information? 6. Who will know where I can get the information or get it for me? 7. Who seems to be action oriented and responsible? 8. Who seems to get things done? 9. Who is receptive, good listener, and seems to understand things? Try to be the person who earns the respect of the staff. Try to be the person identified above. Traits in Becoming a Leader 1. Understanding of your colleagues and their interests. 2. Understanding your colleagues’ needs and what motivates them. Most people have the following needs: a. the need for recognition. b. the need to feel useful, worthy, important. c. the need for self-expression. d. the need to feel stronger, more secure, protected. e. the desire for more information. f. the desire to meet new people. g. the need to escape temporarily from personal problems. h. the need for camaraderie, a sense of belonging. i. the desire to be entertained, to have fun. j. the need for new challenges, excitement. k. the desire to gain professional advancement. 3. Asking a person to assist is form of recognition, flattery, and acceptance. 4. Most people act out of a desire

MTA Manager 30

The Faculty Club works to solve problem, contract violations, school site issues, and

district issues. In order to be in touch with potential issues, the Faculty Club meets regularly. Meet-ings are announced and all members are encouraged to attend. Agendas and refreshments are en-couraged at every meeting.

Contract violations are directed to Building Reps or a Grievance Rep. The Grievance Procedure must be fol-

lowed according to the Contract. The Executive Director should be advised of all grievances that proceed to Level I.

Once the Faculty Club has identified school site issues, the chairperson names an organizing team to develop an

action plan. The action plan may include any of the following: Meet with the principal

Write letters or petitions Organize the community

Make a presentation to the Board of Education Lobby parents, Board members, colleagues

Organize creative protesting Involve members in a job action

The Faculty Club should work closely with the Building Reps and Alternates. District Issues can be taken to the

MTA Council which meets once a month in September through June. District issues may also be di-rected to the District Office and the Board of Education.

The Faculty Club includes all the MTA members at a particular site. All those who are members of MTA are members of the Faculty Club. No ad-

ditional dues are assessed. The Faculty Club is responsible for carrying out Association related pro-jects at the site. Each Faculty Club must have a Chairperson who is elected by the members. Faculty Clubs may also have bylaws to help the members conduct business.

TIPS FOR CONDUCTING EFFECTIVE MEETINGS

1. Always Start on time. Those who arrive promptly will appreciate your consideration in not

wasting their time. Those who arrive late will soon learn that your meetings do start on time and will plan accordingly in the future.

2. Keep oral reports brief. Whenever possible, prepare concise, written reports which can

be duplicated and distributed either by mail or as members arrive. Limit oral reports to

any recommendations for action, the main reason(s) for them, and questions and answers

for clarification.

3. Stick to the agenda. Keep the meeting on target. Speakers who wander from the current

topic should be called to order by the Chair, and reminded to limit their remarks to the

subject under consideration.

4. Make use of unanimous consent. Instead of calling for a vote on a routine non-

controversial motion, the Chair can frequently save time by declaring that under con-

sideration.

5. Be fair and impartial. When a controversial issue is under debate, try to call upon

proponents and opponents of the motion alternately. If you don't know which side people

are on, ask. If several speakers are seeking recognition at one time, give first opportunity to those who have not yet spoken.

6. Never allow a debate to degenerate into a donnybrook. Insist that all speakers wait to

be recognized by the Chair before speaking and require that they direct their remarks to the Chair, not each other. Members must speak to issues, not personalities. Don't let

anyone make derogatory remarks about another member of the group.

7. Help members do what they're trying to do. If you must rule someone's motion or

remark out of order, tactfully explain why and, if possible, explain how the speaker can

accomplish his/her purpose.

8. Encourage brevity. If members insist on making long-winded speeches, appoint a time-

keeper and announce that unless the group objects, the Chair will require that all speakers limit their remarks to three minutes.

9. Adjourn on time. If an adjournment time has been printed on the agenda, you should

adjourn at the stated hour. As adjournment time draws near, it's perfectly legitimate for

you to point out which items must be handled before adjournment, and ask if the group will vote to extend the meeting. Nobody likes a meeting that seems to drag on forever.

• If the issue involves all or most of your site, conduct a Faculty Club meeting. The immediate supervisor of your principal is the Superintendent (323) 887-7900 ext 2206

• If the Contract has been violated, consider an informal level grievance. (Contract pp 18-20)

• For quick information on leaves, meetings, hours, and more consult MTA Fast Facts.

• For quick information on maternity leaves consult MTA—You’re Having A Baby.

• If the issue revolves around safety consult the Contract pp. 48-52. You may also complete a MTA Safety and Security Report. Also review the Safety Committee’s report.

• Legal referrals are made through Executive Director Kathy Køhn. (323) 722-5005.

• The US Equal Employment Opportunity Commission (EEOC) works with civil rights employment discrimination issues (323) 894-1000. The Department of Fair Employment and Housing consults on employment discrimination issues (323) 897-2840.

• Educators must report suspected child abuse directly to a law enforcement agency (not the principal or another staff member). The hotline number is (800) 540-4000.

• Retirement planning issues can be directed to the State Teachers Retirement System (STRS). (800) 228-5453. Many district retirement questions can be answered by Jean Sato in Personnel. (323) 887-7900 ext. 2329

• Worker’s compensation questions can be answered by Risk Management. (323) 887-7900 ext. 7919. Members with worker’s compensation questions may always seek an attorney.

• If none of the above helps, call the MTA office. (323) 722-5005

Solutions There Is An Issue At My Site?

Where Do I Go For Help?

MTA Manager 33

Stull Bill and PAR

M.T.A. BYLAWS MONTEBELLO TEACHERS ASSOCIATION, MONTEBELLO, CALIFORNIA

ARTICLE I NAME AND PURPOSE

Section A. This organization shall be known as the Montebello Teachers Association of the Montebello Unified School District, Los Angeles County, California.

Section B. The purpose of the Association shall be

1. To raise the standards of the teaching profession. 2. To promote professional attitudes and to enforce ethical conduct among

its members. 3. To work continuously toward a higher quality of education. 4. To advance the professional welfare of its members. 5. To create in the community a deeper sense of the value and dignity of the

teaching profession. 6. To represent all members of its organization, individually or

collectively, using all available resources, whether local, state or national, to render to the member effective service.

7. To represent all members of the Bargaining Unit in contract maintenance and administration in a fair and equitable manner.

ARTICLE II AFFILIATIONS

The Montebello Teachers Association shall be affiliated with the California Teachers Association and the National Education Association.

ARTICLE III MEMBERSHIP

Section A. Any regularly credentialed employee of the Montebello Unified School District and any professional staff employee of the Association shall be eligible for membership.

Section B. The Montebello Teachers Association shall be a chartered chapter in both the California Teachers Association and the National Education Association.

Section C. Any eligible person may become an active member upon payment of annual dues as prescribed in the Standing Rules.

Section D. Special memberships may be allowed as a result of collective bargaining agreements or Association Programs as ratified by the membership, Specific provisions are to be established in the Association Standing Rules.

Section E The right to vote and hold elective or appointive office shall be limited to active members. Discrimination against active members in their right to vote, seek office, or otherwise participate in the affairs of the Montebello Teachers Association, California Teachers Association or the National Education Association is prohibited.

Section F. Rights and privileges' of membership shall not be abridged in any way because of age, sex, race, color, ethnic group, marital status, national origin, or sexual orientation.

Section G. Members shall adhere to the Code of Ethics of the Education Profession.·

ARTICLE IV OFFICERS AND EXECUTIVE COMMITTEE

Section A. 1. Officers:

The elected officers of the Association shall be a President, VicePresident, Secretary, Treasurer, one (1) Director of Support Staff, 1) Director of Adult Education (1) High School Director, one (1) Intermediate School Director, and two (2) Elementary School Directors.

2. Term of office: a. The President shall be elected for a two (2) year term of office every odd

numbered year. A person may be reelected to the office for a maximum of two consecutive terms after which at least one year must elapse before becoming eligible for reelection. A person succeeding to the presidency (Article IV Section A.S) for more than half a term may be elected to one (1) additional term after which a year must. elapse before becoming eligible for reelection.

b. The Vice-President shall be elected for a one (1) year term of office. A person may be reelected to the office for a maximum of four consecutive one year terms after which at least one year must elapse before becoming eligible for reelection.

c. The Secretary shall be elected for a two (2) year term of office every even numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before becoming eligible for reelection.

d. The Treasurer shall be elected for a two (2) year term of office every odd numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before becoming eligible for reelection.

e. The two (2) Elementary Directors shall be elected for two (2) year terms: one elected in odd numbered years and the other elected in even numbered years. A person may be reelected to the office far a maximum of two full consecutive terms after which at least one year must elapse before being eligible for reelection.

f. The Intermediate School Director shall be elected for a two (2) year term every odd numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before being eligible for reelection.

g. The High School Director shall be elected for a two (2)year term every even numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before being eligible for reelection.

h. The Director of Support Staff shall be elected for a two (2) y~ar term every odd numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before being eligible for reelection.

i. The Director of Adult Education shall be elected for a two (2) year term every even numbered year. A person may be reelected to the office for a maximum of two full consecutive terms after which at least one year must elapse before being eligible for reelection.

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j. The regular term of office shall begin with the installation of officers as provided for in the nominations and elections section of the Bylaws.

3. Qualifications (1) Members nominated for the office of President, vice-President,

Secretary, Treasurer, Elementary Director, Intermediate Director, High School Director, Director of Support Staff, and Director of Adult Education shall at the time of nomination be a member of the Montebello Teachers Association in good standing

4. Duties of Officers a. The President shall preside at all meetings of the Association, the

Executive Committee, and the Council and shall be empowered to call special meetings of these groups. He/she shall appoint all committee chairpersons with the advice and consent of the Executive Committee. He/she shall be an ex-officio member of all committees except the Nominating Committee. The President shall attend all meetings of the Board of Education, and in the event that he/she cannot attend a meeting, the President shall designate a member of the Executive Committee to attend and act as the official spokesperson for the Association. The President shall be responsible for all general Association meetings. The President shall represent the Association at conferences, conventions and community functions where an official representative is required. If such attendance is inconvenient, the President may appoint the Vice-President to represent the Association. If the Vice-President is unable to attend, the President may, with the consent of the Executive Committee, appoint the official representative of the Association.

b. The Vice-President shall assume the duties of the President in his/her absence or inability to continue in office and shall carry out responsibilities delegated to him/her by the President.

c. The Secretary shall keep a record of all proceedings of the Association, the Council and the Executive Committee. He/she shall be responsible for recording member participation in Association activities and shall keep a record of attendance at Council meetings.

d. The Treasurer shall exercise general supervision over the funds of the Association and shall perform such other duties as may appropriately pertain to the office. The Treasurer shall submit Association's books and all necessary papers to an auditor when requested to do so by the Executive Committee or the Council. The Treasurer shall supervise and sign the annual audit report submitted to the Public Employee Relations Board State of California.

e. The Elementary Directors shall coordinate all elementary school concerns, meet with elementary school building representatives and school site faculty clubs, communicate elementary school concerns to the Executive Committee and the Council, and carry out any other tasks that will be helpful to elementary teachers.

f. The Intermediate Director shall coordinate all Intermediate school concerns, meet with intermediate school building representatives and school site faculty clubs, communicate intermediate school concerns to the Executive Committee and the Council, and carry out any other tasks that will be helpful to intermediate school teachers.

g. The High School Director shall coordinate all high school concerns, meet with high school building representatives and school site faculty clubs, communicate high school concerns to the Executive Committee and the Council, and carry out any other tasks that will be helpful to the high school teachers.

h. The Director of Support Staff shall coordinate all Support Staff concerns, meet with representatives from these groups, communicate their concerns to the Executive Committee and the Council, and carry out any other tasks that will be helpful to these various groups.

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i. The Director of Adult Education shall coordinate all Adult Education concerns, meet with representatives from different sites, communicate their concerns to the Executive Committee and the Council, and carry out any other tasks that will be helpful to Adult Education Staff.

5. Order of Succession In the event that ihe office of President becomes vacated, the order of succession shall be as follows: Vice-President, Secretary, Treasurer, "Senior" Elementary Director, High School Director, Intermediate Director, and "Junior" Elementary Director, Director of Support Staff and Director of Adult Education.

Section B. The Executive Committee 1. Members:

a. The elected officers shall constitute the Executive Committee. The immediate past president shall be a member of the Executive Committee for one year following his/her term of office should he/she so choose.

b. The Executive Director shall serve as an advisor to the Executive Committee.

2. Meetings: a. The Executive Committee shall meet once each traditional school month and

in special meetings as called by the President and any three (3) members of the Executive Committee.

b. An attendance of fifty-one percent(Sl%) of the Executive Committee members shall constitute a quorum. c. A member of the Executive Committee absent from three (3) consecutive Executive Committee meetings may be removed by the President with the approval of the Council.

3. Duties: a. Prior to the first Council meeting of the school year the Executive

Committee shall confirm the appointment (made by the President) of a member to serve as parliamentarian for the school year.

b. The Executive Committee shall be responsible for executing policy set or adopted by the Councilor general membership.

c. The Executive Committee shall serve in an advisory capacity to the President and Council, study all problems and concerns referred by the Council and recommend appropriate action.

d. The Executive Committee shall review and study any proposals for action, which are made by individuals or groups who are not members of the Association.

e. A summary of actions taken at each Executive Committee meeting shall be reported to the Council.

f. The Executive Committee shall be responsible for the fiscal and business affairs of the Association and shall designate authorized person(s) to sign the necessary documents. The Executive Committee shall receive a monthly report by the Treasurer on the budget.

Section C. Related Organizations 1. Sections, which are governed by Bpecial sets of bylaws, may be affiliated

with and responsible to the Association. 2. Any section wishing to affiliate with the Association shall submit its bylaws

to the President. Within two weeks, he/she shall appoint a committee to determine if the bylaws of a section are compatible with the Bylaws of the Association.

ARTICLE V THE COUNCIL

Section A. The Council shall serve as the legislative and policy-making body on behalf of the membership in carrying out the purpose of this Association.

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Section B. The composition of this Body shall be 1. The Executive committee 2. Representatives from:

a. The faculty of each school site b. Instructional services personnel c. Special services personnel d. Other personnel, who will have their representation determined by the

Executive Committee. 3. Representatives to the C.T.A. State Council of Education

Section C. Election of Council Representatives 1. Representatives shall be elected for two-year terms by the individual staffs

on the basis of one from each school or unit with an additional representative for each ten Association members or major fraction thereof beyond the first ten members. Vacancies for unexpired terms shall be filled in the same manner.

2. Each school or unit shall have an Election Committee, which will verify the results of the election at its school.

3. Each representative shall be a member of the Association at the time of the election and for the duration of his/her term.

4. If any school staff, or other unit entitled to representation, fails to elect a representative(s) within thirty days after being notified to do so, the President may appoint, with the approval of the Council, representatives for that school or unit.

Section D. Duties of Council Representatives 1. Representatives shall represent their respective faculties or units at

the meetings of the Council. 2. Representatives shall make regular reports to their constituents. 3. Representatives in schools having more than one representative shall

designate a chairperson from their delegation to be responsible for receipt and effective distribution of Association business information.

4. A representative shall be counted present when represented at the Council by an elected substitute.

5. A representative's membership on the Council shall be terminated after absence from three consecutive council meetings, and the vacancy shall be filled as provided in Article V, Section C.4 of the Bylaws.

Section E. Meetings 1. The Council shall meet at least once each traditional school month. 2. The Executive Committee shall declare the dates of the Council meetings for

the following school year by the last Representative Council meeting of the school year.

Section F. Quorum An attendance of fifty-one percent(Sl%)of the Council members shall constitute a quorum.

Section G. Executive Director The Executive Director shall serve as advisor to the Representative Council.

ARTICLE VI STANDING COMMITTEES

Section A. The standing committees of the Association shall be established by the MTA Executive Committee. The standing committees of the Association shall remain in

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existence for the year In which they have been established unless the Executive Committee determines that they shall be in existence for a longer period. A published list of the standing committees of the Association shall be announced to the unit each September.

Section B. Meetings Each standing committee shall meet according to a calendar developed by the committee chairperson. A written copy of discussion Items and or recommendations shall be sent to the Executive Committee via the president for action.

Section C. Duties All Committees shall study problems within their area of concern and shall make recommendations in writing to the Executive Committee and/or the Council.

Section D .. Qualifications All members of standing committees shall belong to the Association. Standing committee chairpersons, where possible, shall have served on the committee the previous year.

Section E. Term of Office Committee chairpersons and members shall be appointed for one year by the president, with the approval of the Executive committee.

Section F Collective Bargaining Team 1. The chairperson of the team shall be appointed by the President with the

approval of the Executive Committee. 2. The team shall be appointed by the Collective Bargaining Team

Chairperson. with the approval of the Representative Council 3. The Collective Bargaining Team shall serve through the conclusion of a

ratified contract 4. The Collective Bargaining Team may remain active, at the request of the

President until the beginning of a new negotiation cycle.

Section G. The Retiree Health Trust Fund Committee 1. The president shall be responsible, with the approval of the

Representative Council for the appointment of members of the Retiree Health Trust Fund Committee.

2. Appointments will be for five years.

Section H. Special Committees 1. Special Committees deal with ongoing concerns and activities of the

Association. 2. Special Committees may be established by the President, with the approval of

the Executive Committee. 3. Qualifications for membership on Special Committees shall be the same as for

Standing Committees. 4. Term of office for Special Committees shall be determined by the

President with the approval of the Executive Committee.

ARTICLE VII N.E.A. DELEGATES AND C.T.A. STATE COUNCIL

Section

1.

A. N.E.A. Representative Assembly Delegates N.E.A. Delegates shall be elected by the membership at large in an annual election established by the Association according to N.E.A. Bylaws and consistent with Article VII of these Bylaws with the exception of the dates which will be governed by the C.T.A. and N.E.A. guidelines.

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i

2.

3.

4.

5.

6.

Section 1.

2.

3.

4.

5.

6.

Section 1.

2.

The number of N.E.A. Delegates and their term of office shall be established in the following order of priority: a. Three-year term: One position b. Two-year term: One position c. One-year term: As many positions as the Association is eligible for and

within the limits of budget considerations as established by the Executive Committee and the Council.

N.E.A. Delegates must be members in good standing of the Montebello Teachers Association, California Teachers Association and of the National Education Association at the time of election and during their term of office. All duly elected N.E.A. Delegates are eligible to attend the N.E.A. Representative Assembly and will be equally funded, unless funded by C.T.A. or N.E.A. All N.E.A. Delegates must attend all regularly scheduled business sessions of the N.E.A. Representative Assembly and the State Caucuses, unless excused. In the event that an elected N.E.A. Delegate cannot attend the Representative Assembly, the next highest vote getter who was not elected. shall assume that position.

B. C.T.A. State Council Representatives C.T.A. State Council Representatives shall be elected according to the allocation allotted by C.T.A. C.T.A. State Council representatives shall be members of the MTA Council C.T.A. State Council Representatives shall take directions from the council on issues that are adopted by the Council. C.T.A. State Council Representatives shall make reports to the MTA Council on C.T.A. activities. C.T.A. State Council Representatives are to be regular in their attendance at C.T.A. State Council meetings and perform all obligations required of them by their position. In even numbered years, alternates for CTA State Council Representatives shall be elected to serve two (2) year terms. The number of alternates shall be equal to the number of C.T.A. State Council Representatives. Appointment to replace a C.T.A. State Council Representative shall correspond to the ranked finish of the alternate election.

ARTICLE VIII NOMINATIONS AND ELECTIONS

A. Nominations and Elections Committee The Council, at the September meeting shall announce a call for an Elections Committee to be elected at the October meeting. All members, not currently serving on the Representative Council shall give their written consent in order to be listed as candidate at the October meeting. This committee shall be known as the Elections Committee. One member shall be designated by the President as the chairperson. The Council, no later than its February meeting, shall establish a Nominations Committee from nominations made from the floor. All nominees must have given their consent before being nominated. The Nominations Committee, with no less than five (5) members, shall be elected by council. The committee shall choose its own chairperson at its first meeting. The committee shall prepare a slate of candidates for Montebello Teachers Association offices and shall present this slate of candidates to the Council at the nominating session established by the Elections Committee

7

Section B. Rules for all elections 1. Voting shall be in person, and only those members of the association in good

standing at the time of the election shall be entitled to vote. 2. Mail ballots will be Implemented by the MTA Office for those members "off

track" In YRS programs and adult education teachers not assigned to Ford Park Adult Center during the day.

3. Building Representatives shall take charge of the election at their respective units and shall return the boxes unopened to the place and time designated by the Elections Committee.

4. The Elections Committee shall tally the votes and submit its report to the President. The Committee shall also notify all candidates of the election results not later than the school day following the election.

5. The President shall submit a written report of the election results within two school days following the election.

6. Any candidate may request a recount of the ballots in his/her race within five{S} school days of the election.

7. Any member complaints of alleged election irregularities shall be submitted, in writing, to any member of the Elections Committee within five school days of the election. The Elections Committee shall investigate any written complaints and shall submi~ their findings, along with their recommendation{s} as part of their formal report to the Council at the next regular Council meeting.

8. The chairperson of the Elections Committee shall issue an elections report at the next regular Council meeting following the election. It shall be the responsibility of the Council to accept or alter the election report. If the report is accepted by the Council the election results shall be accepted as final. If the Council orders any other actions, it shall be the Council's responsibility to define the course of action to be taken as well as the timetable to be followed.

Section C. Elections of Executive Committee and State Council Representatives. 1. No later than March 1 the March Council meeting the Elections Committee,

shall inform the membership of vacancies which will occur on the Executive Committee and in CTA State Council seats.

2. The Elections Committee shall designate a date which shall be no later than the April 15 Council meeting for a nominating session of the membership. This meeting shall be open to all Association members. petitions for candidacy shall be made available at the March Council meeting.

3. Petitions must include only signatures of members in good standing of the organization. The number of signatures required shall not exceed the ratio of representation in the Council as set by the Bylaws. petitions must be received by the beginning of the April Council meeting.

4. Additional nominations of qualified candidates may be made by members from the floor of the nominating session providing they are accompanied by the written consent of the nominee.

5. The Elections Committee shall provide each member with the nominated slate of candidates within one week after the nominating session. The Elections Committee shall announce the date of elections within one week after the nominating session.

6. Elections shall be by secret ballot on the day or days immediately preceding of the May council meeting. Polls shall be open at each voting site from 7:45 a.m. until 3:10 p.m.

7. Newly elected officers will be installed at the next regular Council meeting. A candidate shall be declared elected when he/she has received a larger vote than any other candidate for that office.

8. A candidate for State Council Representative shall be declared elected to CTA Bylaws and policy.

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ARTICLE IX DUES

Section A. Annual Dues 1. The annual dues shall be announced at the Council meeting in May and

adopted with the budget at the June Council meeting. 2. The total dues shall include:

a. Annual dues of the Montebello Teachers Association b. Annual dues of the California Teachers Association c. Annual dues of the National Education Association d. Any other assessments as deemed necessary by the Council

3. Dues must be paid to the Association er by payroll deduction. 4. Dues monies for the affiliate organizations shall be transmitted upon and in

accordance to an annual agreement established between the National Education Association and the California Teachers Association with the Montebello Teachers Association.

ARTICLE X ASSOCIATION MEETINGS

Section A. General Meetings 1. Admission to all Association meetings shall be open to members and their

guests, provided a closed meeting had not been previously announced. However, upon a majority vote of those members in attendance, an open meeting may be closed at any time.

2. Ten (10%) percent Of the total membership shall constitute a quorum for conducting business at any open or closed meeting of the Association.

3. Special meetings may be called in accordance with Article IV, Section A1 of the Bylaws. Only items of business for which a special meeting has been called may be brought before any such special meeting of the Association.

4. The last Council meeting of the school year shall be designated as the annual meeting.

ARTICLE XI AMENDMENTS

Section A. Direct Procedure These Bylaws may be amended by a two-thirds majority vote on a secret written ballot in the following manner:

1. Amendments shall have been approved for submission to the membership by the Council, which shall set the date for the voting.

2. The Council shall elect an Elections Committee to print ballots and shall be responsible for the supervision of the bylaws election as provided by the Article VIII. Section B of the Bylaws.

3. A notice of voting on an amendment, together with a sample ballot, shall be posted in all places where voting is to be held at least four days prior to voting.

Section B. Indirect Procedure These Bylaws may also be amended by a two-thirds majority on a written secret ballot in the following manner:

1. Upon written request of five percent of the Association membership, the Council, at a regular meeting, shall provide for voting.

2. The Council shall set the date for voting. This date shall be set not more than sixty days after the request is made of the Council.

9

') '-

f

3. The Elections committee shall be responsible for the supervision of the bylaws election as provided by Article VIII, Section B of the Bylaws.

4. Voting shall be by a written secret ballot. A two-thirds majority vote shall be necessary to ratify an amendment by this method.

ARTICLE XII PARLIAMENTARY PROCEDURES

On all matters of procedure not otherwise covered by the provisions of these Bylaws or by the Standing Rules of the association, Roberts Rules of Order, latest revised edition, shall be the official guide.

ARTICLE XIII ADOPTION AND EFFECTIVE DATE

Section A. Adoption These Bylaws may be adopted by a two-thirds majority vote of those casting ballots.

Section B. Effective Date These Bylaws shall become effective on November 1, 1999.

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Montebello Teachers Association Elections Rules

Each member is allowed to participate in the election. For a list of “non-members,” contact the MTA office.

A. Building Rep/Alternate elections

1. Each site is entitled to 1 building rep per 10 members. Each site is also entitled to 1 alternate per building rep. Each term for building rep/alternate is 2 years. Ideally, half of the reps should be elected on odd years and the other half on even years. There are NO term limits. 2. Elections take place each year for both reps and alternates. It is recommended that the building rep election take place first and after the results are in, hold the election for the alternates, allowing those who may not have been elected as rep the opportunity to be elected as an alternate. 3. If there are fewer members or an equal number of those running for the positions open, the members at that site have the ability to waive the ballot to elect those running. The judgment is made by the current Faculty Club Chairperson. 4. These elections are held and counted out at the site. Each site creates a suitable ballot box.

B. MTA elections 1. MTA holds elections for officers, and representative to CTA State Council and NEA Representative Assembly. The MTA ballot box is to be utilized. 2. There will be a signature sheet for members to sign as they deposit their ballots in the box. Elections are held at the site, and ballot boxes are taken to the designated location for counting. 3. MTA elections run 7 days. Ballot boxes are due to the designated location no later than 4:15 PM. Ballot boxes may be delivered to the MTA office but no later than 2 PM the day of the counting.

4. Ballots may not be distributed prior to the 7-day election cycle. 5. Ballots are determined to be invalid for the following reasons: a. More ballots in the ballot box than signatures on the sign-in sheet b. Ballots are turned in after the deadline c. Ballots are marked improperly

C. CTA elections

1. CTA elections would be those elections for the State Council Ethnic Minority at large seat or elections for California state delegates for the NEA Representative Assembly. These elections are typically held once a year, and run concurrently with the MTA local elections. 2. These elections are held at the site. The MTA ballot box is to be utilized. 3. There will be a sign in sheet for members to sign as they deposit their ballot; it is imperative that the number of ballots matches the number of signatures. Ballot boxes are then taken to the designated location for counting. 4. MTA elections run 7 days. Ballot boxes are due to the designated location no later than 4 PM. Ballot boxes may be delivered to the MTA office but no later than 2 PM the day of the counting. 5. Ballots may not be distributed prior to the 7-day election cycle. 6. Ballots are determined to be invalid for the following reasons: a. More ballots in the ballot box than signatures on the sign-in sheet b. Ballots are turned in after the deadline c. Ballots are marked improperly All elections have a window in which the election is to occur. The dates are printed on each ballot. Ballots must reach the destination by the designated time or they will not be counted. Disputes and clarifications regarding elections are determined by the Election Chair.

www.MontebelloTeachers.org

MONTEBELLO TEACHERS AS SOC IAT ION

• MTA Home page—Find out what is going on at MTA. The web-

site is updated frequently and will grant you the latest news and

information

• MTA Contact—The MTA newsletter is online and archived at

the website. Feel free to read the most current issue or past is-

sues, anytime.

• Forms—Need a form? Find them online 24 hours a day!

• MTA Contract—Yes, even the contract is online and ready for

you to print what you need or simply use the valuable search

option to find exactly what you are looking for… FAST!!!

• School Site calendars—Want to know when Spring Break starts?

All you need to do is log on to MontebelloTeachers.org.

M O N T E B E L L O T E A C H E R S A S S O C I A T I O N

918 W Whittier Blvd. Montebello, CA 90640

Phone: (323) 722-5005 Fax: (323) 722-0543 www.montebelloteachers.org

Montebello Unified School District Montebello Teachers Association

Stull Bill Evaluation

Spring 2004

(323) 887-7900

(323)722-5005 montebelloteachers.org

Table of Contents

Introduction ................................................................................................... 3

Who Gets Stulled?........................................................................................... 3

Notice of Reassignment to Alt. Year Evaluation (Jan. 31).................................... 5

Notice of Reassignment to Alt. Year Evaluation (May 15).................................... 5

Notice of Reassignment to Alt. Year Evaluation (employee) ................................ 6

There Are Two Sets of Forms........................................................................... 6

Timetable for Evaluation Steps......................................................................... 7

Permanent Classroom Teacher

The Intersection of Stull and PAR............................................................... 9

Planning Sheet Page 1a............................................................................. 10

Planning Sheet 2....................................................................................... 11

Supplemental Form................................................................................... 12

Planning Sheet 3....................................................................................... 13

Summary Sheet 1A ................................................................................... 14

Summary Sheet Page 2 ............................................................................. 15

Summary Sheet 3a ................................................................................... 16

Non-Permanent Classroom Teacher and Support Staff

Planning Sheet Page 1b ........................................................................... 18

Planning Sheet 2 ..................................................................................... 19

Supplemental Form.................................................................................. 20

Planning Sheet 3 ..................................................................................... 21

Summary Sheet 1b .................................................................................. 22

Summary Sheet 2 .................................................................................... 23

Summary Sheet 3b .................................................................................. 24

Frequently Asked Questions About the Stull Bill ................................................. 25

Introduction The Evaluation System for Certificated Personnel is commonly known as the Stull Bill. The terms and conditions of the Stull Bill within the Montebello Unified School District (MUSD) is contained in the Agreement (Contract) in effect be-tween the Montebello Unified School District (MUSD) and the Montebello Teach-ers Association (MTA). The MUSD-MTA Stull Bill conforms to Education Code Section 44660-44664 and 44500-44508.

This evaluation system stresses two concepts: • Self evaluation is at the heart of growth • Good communication is the most efficient means of solving problems

Who Gets Stulled? • Temporary Contract and Probationary 1 (0) Bargaining Unit members

are Stulled every year. • Permanent certificated Bargaining Unit members are Stulled every

other year. • Permanent NCLB Highly Qualified Teachers with consecutive years ex-

perience at the time of the completion of the last Stull evaluation and not referred to PAR in the past two years are Stulled every year with the following amendments: a. A site administrator or designee may notice a Bargaining Unit member of possi-

ble intent to evaluate the Bargaining Unit member the subsequent year.

b. Notice of intent to evaluate must be provided to the Bargaining Unit member by January 31 of any year beginning the year following the prior evaluation.

c. The Bargaining Unit member must be notified by May 15 in writing on a form provided by the District of the administrator’s intent to evaluate the Bargaining Unit member the following year.

d. Any Bargaining Unit member may return to the two-year cycle by notifying the site administrator or designee in writing no later than May 15 of the year prior to the evaluation year.

• All permanent Head Start teachers will be evaluated annually over a two-year period. Permanent Head Start teachers may select one of the following three options: a. five two-year goals with an intermediate step to check on progress; or

b. two one-year goals and three two-year goals; or

c. two or three one-year goals for the first year and two or three one-year goals for the subsequent year, totaling five goals.

Page 3

For example: Michelle Member is hired in 2004-2005 as a Probationary 1 and becomes a Probationary 2 in 2005-2006. Michelle becomes Permanent in 2006-2007. When is she Stulled?

2004-2005 Stulled 2005-2006 Stulled 2006-2007 Not Stulled 2007-2008 Stulled 2008-2009 Not Stulled

Or, Terry Teacher is hired as an intern in 2004-2005. Terry reaches Probation-ary 2 in 2006-2007 and is Permanent in 2007-2008.

2004-2005 Stulled 2005-2006 Stulled 2006-2007 Stulled 2007-2008 Not Stulled 2008-2009 Stulled 2009-2010 Not Stulled

Or, Ethan Employee is hired in 1993. Chris reaches probationary 2 in 1994-1995. In 2004 Chris is certified NCLB Highly Qualified and has never been re-ferred to PAR.

1993-1994 Stulled 1994-1995 Stulled 1995-1996 Not Stulled 1996-1997 Stulled 1997-1998 Not Stulled 1998-1999 Stulled 1999-2000 Not Stulled 2000-2001 Stulled 2001-2002 Not Stulled 2003-2004 Stulled 2004-2005 Not Stulled 2005-2006 Not Stulled (subject to amendment) 2006-2007 Not Stulled (subject to amendment) 2007-2008 Not Stulled (subject to amendment) 2008-2009 Stulled

Or, Helen Head Start is hired as a Head Start teacher in 2004-2005. Helen be-comes permanent July 2006.

2004-2005 Stulled 2005-2006 Stulled 2006-2007 Stulled (begin two-year cycle) 2007-2008 Stulled (complete two-year cycle) 2008-2009 Stulled (begin two-year cycle) 2009-2010 Stulled (complete two-year cycle)

Page 4

This form must be com-pleted by the administrator by January 31 if you may be returned to alternate year evaluation.

This form must be com-pleted by May 15 by the administrator to return you to alternate year evaluation.

Page 5

Who Can Be Referred to PAR? The Stull Bill is the trigger for the Peer Assistance and Review (PAR) Program. Only Permanent Classroom Teachers can be referred to the PAR Program. There Are Two Sets of Forms The first set of forms is for permanent classroom teachers. The second set is for support and non-permanent classroom teachers (probationary one, probationary two, and temporary contract teachers.) According to the Contract, a classroom teacher refers to a Bargaining Unit member whose position is described under the job description of “Classroom Teacher” and/or who is assigned by the site administrator or his/her designee to an instructional setting for sixty percent of the standard teaching day (includes RSP and Speech and Language Specialists.) “Support Personnel” refers to any Bargaining Unit member who is not a “Classroom Teacher” as defined above. I Am Still A Little Confused Clarification on the Stull and PAR are available through the MTA Office, the MUSD Human Resources and Instructional Divisions. MTA and MUSD representatives are available for Stull and PAR trainings at school sites.

Page 6

If you are on the 5-year cycle and want to go back to the alternate year cycle, you must complete this form by May 15.

TIMETABLE FOR EVALUATION STEPS Planning

By the sixth work day after the beginning of school - • Immediate supervisor will deliver the Evaluation package to the Bargaining Unit mem-

bers being evaluated. By the twenty-fifth work day after the beginning of school -

• Immediate supervisor shall notify Bargaining Unit members who are to be evaluated that year and provide them with planning sheets.

• Option: List of three (3) or more proposed goals submitted by immediate supervisor at this time.

• Bargaining Unit member makes plans and becomes acquainted with the Evaluation Sys-tem.

By the thirty-fifth work day after the beginning of school • Bargaining Unit member shall complete and submit planning sheets

Phase I By the forty-fifth work day after the beginning of school

• Immediate supervisor shall review the Bargaining Unit member's Summary Sheet, page 1.

• If the immediate supervisor and the Bargaining Unit member do not come to agreement on the proposed plan, then the Problem Resolution Phase begins.

By the sixty-fifth work day after the beginning of school • The problem is resolved and the plan accepted.

Phase II By the forty-fifth work day before the end of the school year

• Summary Sheets, page 2 and page 3 shall be completed by the immediate supervisor, before the end of the school year.

• If the Bargaining Unit member and the immediate supervisor agree that the require-ments of the plan are met, the Evaluation is complete.

• If the Bargaining Unit member and the immediate supervisor do not agree that the re-quirements of the plan are met, the Problem Resolution Phase begins.

Problem Resolution Phase

By the twenty-fifth work day before the end of the school year • Summary Sheet, page 4, shall be completed. • Evaluation is complete if Problem Resolution Phase is concluded in favor of the Bargain-

ing Unit member. • If the Problem Resolution Phase is concluded in favor of the immediate supervisor the

Bargaining Unit member may respond. Phase III

By the twenty-third work day before the end of the school year • The immediate supervisor submits statements to be attached to Summary Sheet, page 5

By the twentieth work day before the end of the school year • The immediate supervisor shall initiate Summary Sheet, page 5 in conference with the

Bargaining Unit member. By the fifteenth work day before the end of the school year

• The Bargaining Unit member shall return Summary Sheet, page 5 to the immediate su-pervisor.

Phase IV By the ninetieth work day of the following school year

• The immediate supervisor shall complete Summary Sheet, page 6. By the one hundredth work day of the following school year- The Bargaining

Unit member shall return Summary Sheet, page 6. Page 7

Permanent Classroom Teachers

The Intersection of Stull and PAR The administrator will be looking for the PAR triggers embedded in the teacher created goals. The triggers include:

• Progress of pupil toward board established standards of expected pupil achievement in each area of study; if applicable, the State adopted academic content standards as measured by; the State adopted crite-rion referenced assessment;

• The instructional techniques and strategies used by the employee; • The employees adherence to curricular objectives; and, • The establishment and maintenance of a suitable learning environ-

ment, within the scope of the employee’s responsibilities.

Page 9

Planning Sheet Page 1a • The site administrator will have the option of suggesting three or more broad goals for the

school site from which two would be used.

• A broad goal is one that is not measurable and is applicable to everyone at the site.

• If the broad goals seem to be objectives rather than goals, share the concern with the site administrator.

• All objectives must be in terms of the learner.

• Write achievable objectives.

For example, Principal Taylor offers the following 3 broad goals: (1) improve reading compre-hension, (2) oral fluency development, and (3) students develop a sense of resiliency.

Teacher Terry develops the following 2 objectives utilizing the broad goals (1) 83% of the stu-dents who enrolled in the class the first week of school will advance one level in the District adopted focus word meaning list; and (2) 83% of the students who enrolled in the class the first week of school will participate in conflict resolution training and will identify 5 personal attributes.

Terry Teacher also writes three additional objectives.

These are the PAR

Triggers...

The teacher writes 5 objectives. Two of which are based on the administrators broad goals (3 or more.)

Received by 25th day Submitted by 35th day

Page 10

You pick what’s best for

you! Select your comfort

level and strength...

Is there anything that would hamper your ability to meet your objectives?

Planning Sheet 2 • Feel comfortable identifying all supplies, facilities, and conditions you need to succeed. • Remember, often, what seem to be minor issues may add up to a deterrent to achiev-

ing a goal. • The teacher is responsible for identifying what help is needed. • REQUIRED CONDITIONS FOR LEARNING - Each Bargaining Unit member should

identify those conditions necessary for student progress that are related to the objec-tives on Planning Sheet, page 1.

• At any time during the year the Supplemental Form for Certificated Employee Evalua-tion may be used to document requests for assistance or additional constraints and/or conditions affecting student progress or the learning environment. A copy of each sup-plemental form shall be filed with the immediate supervisor.

• TECHNIQUES FOR BARGAINING UNIT MEMBER'S ASSESSMENT OF STUDENT PROGRESS - The Bargaining Unit member is responsible for the assessment of stu-dent progress. Assessment(s) may be periodic or at the end of the evaluation period.

Page 11

Planning Sheet 3 • PLAN FOR ASSESSMENT OF BARGAINING UNIT MEMBER'S PERFORMANCE

The Bargaining Unit member may select method(s) s/he deems suitable in preparing the plan for the assessment of performance.

⇒ If observations are chosen, there shall be a maximum of five (5). ⇒ If test results are chosen, the type should be specified. ⇒ Prior to the assessment the Bargaining Unit member will provide the imme-

diate supervisor with data that will show what progress is being measured and how it is being measured.

• List the adjunct duties s/he has selected from a list provided by the immediate super-visor. The list needs to include a variety of options.

• Adjunct duties are non-instructional duties performed outside the instructional day. • Adjunct duties are required only during Stull Evaluation years. Examples of adjunct duties may include but are not limited to

Committee Work Dance/Athletic Event

Leadership Camp Building Rep for the Montebello Teachers Association

PTA Activities Special Site Events Bulletin Boards

Page 13

Due the 45th day

1-4 are the PAR triggers...

Summary Sheet 1a • The administrator may accept or reject the Summary Sheet 1a based on agree-

ment with the objectives. • The administrator may also return the sheets 1-3 if they are incomplete. • The administrator will be looking for the PAR triggers embedded in the teacher

created goals. The triggers include: 1. Progress of pupil toward board established standards of expected pupil

achievement in each area of study; if applicable, the State adopted aca-demic content standards as measured by; the State adopted criterion refer-enced assessment;

2. The instructional techniques and strategies used by the employee; 3. The employees adherence to curricular objectives; and, 4. The establishment and maintenance of a suitable learning environment ,

within the scope of the employee’s responsibilities. • The objectives may have been met and the administrator may still refer the

teacher to PAR based on one or more of 1-4 above. • Referral to PAR is not subject to the Problem Resolution Phase. • More information on PAR is available in the Contract and the PAR Rules and Pro-

cedures (available through the Instructional Division.)

Page 14

Comments are appropriate only when the employee has not met the requirements.

This m

ay be

the e

nd...d

ue 45

days

prior

to the

end o

f the

year.

Summary Sheet Page 2 • The administrator and the Bargaining Unit member have an opportunity to com-

ment if the administrator believes that the objectives have not been met. • The Problem Resolution Phase may be initiated if the administrator and teacher

do not come to mutual agreement. • Contact Human Resources and the Association prior to initiating the Problem

Resolution Phase.

Page 15

Summary Sheet 3a • The administrator and the Bargaining Unit member have an opportunity to com-



Resolution Phase.

Page 16

Non-Permanent Classroom Teacher and Support Staff

Planning Sheet Page 1b • The site administrator will have the option of suggesting three or more broad goals for the

school site from which two would be used.

• A broad goal is one that is not measurable and is applicable to everyone at the site.

• If the broad goals seem to be objectives rather than goals, share the concern with the site administrator.

• All objectives must be in terms of the learner.

• Write achievable objectives.

For example, Principal Taylor offers the following 3 broad goals: (1) improve reading compre-hension, (2) oral fluency development, and (3) students develop a sense of resiliency.

Teacher Terry develops the following 2 objectives utilizing the broad goals (1) 83% of the stu-dents who enrolled in the class the first week of school will advance one level in the District adopted focus word meaning list; and (2) 83% of the students who enrolled in the class the first week of school will participate in conflict resolution training and will identify 5 personal at-tributes.

Terry Teacher also writes three additional objectives. Page 18

You pick what’s best for

you! Select your comfort

level and strength...

Is there anything that would hamper your ability to meet your objectives?

Planning Sheet 2 • Feel comfortable identifying all supplies, facilities, and conditions you need to succeed. • Remember, often, what seem to be minor issues may add up to a deterrent to achiev-

ing a goal. • The teacher is responsible for identifying what help is needed. • REQUIRED CONDITIONS FOR LEARNING - Each Bargaining Unit member should

identify those conditions necessary for student progress that are related to the objec-tives on Planning Sheet, page 1.

• At any time during the year the Supplemental Form for Certificated Employee Evalua-tion may be used to document requests for assistance or additional constraints and/or conditions affecting student progress or the learning environment. A copy of each sup-plemental form shall be filed with the immediate supervisor.

• TECHNIQUES FOR BARGAINING UNIT MEMBER'S ASSESSMENT OF STUDENT PROGRESS - The Bargaining Unit member is responsible for the assessment of stu-dent progress. Assessment(s) may be periodic or at the end of the evaluation period.

Page 19

Planning Sheet 3 • PLAN FOR ASSESSMENT OF BARGAINING UNIT MEMBER'S PERFORMANCE

The Bargaining Unit member may select method(s) s\he deems suitable in preparing the plan for the assessment of performance.

⇒ If observations are chosen, there shall be a maximum of five (5). ⇒ If test results are chosen, the type should be specified. ⇒ Prior to the assessment the Bargaining Unit member will provide the imme-

diate supervisor with data that will show what progress is being measured and how it is being measured.

• List the adjunct duties s/he has selected from a list provided by the immediate super-visor. The list needs to include a variety of options.

• Adjunct duties are non-instructional duties performed outside the instructional day. • Adjunct duties are required only during Stull Evaluation years. Examples of adjunct duties may include but are not limited to

Committee Work Dance/Athletic Event

Leadership Camp Building Rep for the Montebello Teachers Association

PTA Activities Special Site Events Bulletin Boards Page 21

Summary Sheet 1b • The administrator may accept or reject the Summary Sheet 1a based on agree-

ment with the objectives. • The administrator may also return the sheets 1-3 if they are incomplete.

Page 22

Comments are appropriate only when the employee has not met the requirements.

This m

ay be

the e

nd...d

ue 45

days

prior

to the

end o

f the

year.

Summary Sheet Page 2 • The administrator and the Bargaining Unit member have an opportunity to com-



Resolution Phase.

Page 23

Summary Sheet 3b • The administrator and the Bargaining Unit member have an opportunity to com-



Resolution Phase.

Page 24

FREQUENTLY ASKED QUESTIONS ABOUT THE STULL BILL

• What happens if my supervisor does not give me the evaluation package by the sixth working day?

What happens if I hear nothing by the twenty-fifth (25th) day? Any modification of the timeline must be mutually agreed upon by the evaluator and the evaluatee. If mutual

agreement cannot be reached, the disagreement will be referred to the Executive Director of MTA and the Assistant Superintendent of Personnel.

• Where can I look for further information? Consult the handbook for the Evaluation System for Certificated Personnel and/or the Contract between

MUSD and MTA (p.68-87) • Is this a wish list of what I would love to accomplish, or should I write goals that are more reality

based? You are expected to fulfill the goals that you submit. Therefore, only submit goals that you can reasonably

accomplish given the class, grade level and circumstances that you have this year. • Define goal, goal indicator and objective. See page 73 of the Contract • What is a broad goal? As pertains to the Stull Bill agreement, a goal, goal indicator and objective are interchangeable. A broad goal

is one that is not measurable and is applicable to everyone at the site. The site administrator will have the option of suggesting three or more broad goals for the school site from which two would be used.

• What happens if my supervisor does not write any broad goals for my site? Your immediate supervisor is not required to present broad goals to your site. You will not be required to

consider broad goals when you write your objectives if none have been presented. • Who gets Stulled? When? All permanent employees are evaluated every other year. Temporary and probationary employees are evalu-

ated every year. • Is this a way to get me fired? No, this is not the purpose of the Stull Bill, but it is one criterion that a principle utilizes to evaluate teacher

performances. • What is the purpose of the Stull Bill? To provide a uniform system of evaluation and assessment of the performance of all certificated personnel

(E.C. 44660) and to improve instructional practices through self evaluation. • Does this go into my permanent file? A copy of the evaluation document is kept at the school site (planning sheets and summary sheets). Sum-

mary sheets 2 and 3 stay in your permanent personnel file at the district. • Does it travel with me if I change school districts? Stull Bill evaluations are not shared with other districts by the Personnel Office. • I worked in another district and the Stull Bill evaluation was much different. Why? Each district has the option of developing its own Stull Bill evaluation criteria within the legislative parame-

ters.

Page 25

Montebello Unified School District

Peer Assistance and Review Program

Rules and Procedures

Montebello Unified School District 123 S Montebello Blvd Montebello, CA 90640

(323) 887-7900 Fall 2000

Montebello Unified School District Rules and Procedures

Last Printed 9/10/09 Page 2

Table of Contents HISTORY .............................................................................................................3

LEGISLATIVE INTENT.........................................................................................3 DEFINITIONS .......................................................................................................4

JOINT PANEL Joint Panel .........................................................................................................5 Meetings .............................................................................................................5 Responsibilities ..................................................................................................5

CONSULTING TEACHER Candidates...........................................................................................................6 Application Process............................................................................................7 Duties and Responsibilities ...............................................................................7 Number of Consulting Teachers........................................................................8 REFERRED PARTICIPATING TEACHER Rights ...................................................................................................................8 Designation..........................................................................................................8 VOLUNTARY PARTICIPATING ...........................................................................9 PAR PDP PROGRAMS Goal ......................................................................................................................9 Surveys ................................................................................................................9 Survey Time Table...............................................................................................9 MENTORS Mentors ..............................................................................................................10 Duties and Responsibilities .............................................................................10 INSERVICE PROVIDERS Inservice Providers ...........................................................................................10 ADMINISTRATION Par Funding .......................................................................................................10 Release Time .....................................................................................................10 Compensation ...................................................................................................11 Protection from Liability ...................................................................................11



HISTORY The California Peer Assistance and Review Program was enacted in March of 1999 and mandated Districts and Associations negotiate the provisions of this program. In order for a District to continue to receive specified funds, the law required it to participate in the California Peer Assistance and Review Program. The Board and the Association settled on PAR in January 2000. The Joint Panel began meeting in April 2000. LEGISLATIVE INTENT It is the intent of the Legislature to establish a classroom teacher peer assistance and review system (PAR) as a critical feedback mechanism that allows exemplary classroom teachers to assist veteran classroom teachers in need of development in subject matter knowledge, or teaching strategies, or both. It is further the intent of the Legislature that a school district that operates a program pursuant to Article 4.5 (commencing with Section 44500) of Chapter 3 of Part 25 of the Education Code coordinate its employment policies and procedures for that program with its activities for professional staff development, the Beginning Classroom Teacher Support and Assessment Program, and the biennial evaluations of certificated employees required pursuant to Section 44664 (Stull Bill Evaluations).



DEFINITIONS 1. Participating Teacher (PT)

A PT is a Referred Participating Classroom teacher (RPT) or a Voluntary Participating Teacher (VPT).

2. Voluntary Participating Teacher (VPT) A VPT is a classroom teacher with permanent status participating in the PAR program through the process of self-referral.

3. Beginning Teacher (BT) A BT is a first or second year classroom teacher or other classroom teacher who is eligible to participate in the BTSA program. (This includes teachers participating in alternative credential programs.) The BT program is designed to meet the unique needs of the Pre-Intern, Intern, BTSA, and other BTs.

4. Joint Panel (JP) A JP is a group composed of District and Association members who shall be responsible for selection, training, and assignment of CTs.

5. Consulting Teacher (CT) A CT is a classroom teacher who is selected by the JP to provide service to RPTs and VPTs.

6. Mentor Teacher A mentor is a CT who provides comprehensive services within the PAR Professional Development Program (PAR PDP). Mentors will be assigned full time to the PAR PDP.

7. Veteran Teacher A veteran teacher is a classroom teacher who is eligible to be an RPT or a VPT.

8. PAR PDP Inservice Providers Those Bargaining Unit members recommended by the JP to provide specific staff development services within the PAR PDP.

9. California Standards for the Teaching Profession (CSTP) The California Standards for the Teaching Profession (CSTP) describe the behaviors, understandings, and expectations for California Teachers. (See Appendix A)



JOINT PANEL

The JP shall consist of five (5) members, three (3) of whom shall be certificated classroom teachers who are selected by the Association, and two (2) of whom shall be selected by the District. The District and the Association shall each select one (1) Ex-Officio non-voting member and one (1) alternate. The term of the panel members shall be three (3) years in duration. In the initial year, in order to preserve consistency and continuity, one (1) of the District members and two (2) of the Association members shall serve a five (5) year term, and the remaining members shall serve three (3) year terms. The terms of the alternates shall be three (3) years. All terms are based on calendar years. All proceedings and materials related to evaluations, reports, and other personnel matters shall be confidential. Pursuant to Government Code, Section 810, et. seq., the District shall provide members of the JP protection from liability and access to appropriate defenses. The Association retains the right to select its own attorney to represent itself in such actions, and shall bear the cost of such attorney legal costs.

MEETINGS The JP shall establish its own meeting schedule. All members including the alternates are expected to attend all scheduled meetings. PAR funds shall be used if substitutes are required in order to release panel members and alternates. During odd number years, the District shall chair the JP and in the even number years, the Association shall chair the JP.

RESPONSIBILITIES The JP shall be responsible for the following: 1. Establishing and distributing annually its own rules and procedures and the process

for making recommendations to the Board. 2. Soliciting input from administrators and Bargaining Unit members in order to

determine annual program priorities for the PAR PDP. 3. Coordinating the CT program:

a. Selecting CTs. b. Reviewing peer review reports prepared by CTs. c. Making recommendations to the Board regarding participants in the program,

including forwarding to the Board the names of individuals who, after sustained assistance, are not able to demonstrate satisfactory improvement.

d. Providing for appropriate training for CTs. Topics may include the PAR program, peer coaching, due process, adult learning theory, and duty of fair representation.

e. Assigning CTs to PTs. f. Establishing a procedure for application as a CT.



g. Approving forms for the writing of the: 1) final summary report and recommendation from the CT.

2) response from the RPT. 3) final report and recommendation to the Board from the JP.

4. Considering CT, RPT, or VPT requests for changes in assignment. 5. Coordinating the Mentor Teacher Program:

a. Determine the number of mentors based on needs and funds. b. Recommend mentor teacher candidate(s) to the District. c. Review annually the program effectiveness.

CONSULTING TEACHER

A Consulting Teacher is a classroom teacher who provides assistance to a Participating Teacher pursuant to the PAR program. 1. A consulting teacher must meet the following requirements

a. be a fully credentialed classroom teacher. b. have permanent status. c. have taught in a classroom setting for the past three (3) consecutive years and

have had a minimum of five (5) years of classroom teaching in MUSD. d. demonstrate exemplary teaching ability, as indicated by, but not limited to,

effective communication skills, knowledge of subject matter, and mastery of a range of teaching strategies necessary to meet the needs of pupils in various contexts.

e. provide a portfolio illustrating recent professional development, pertinent skills and practices.

f. submit four (4) references: 1) a site administrator or immediate supervisor; 2) an Association representative; 3) a classroom teacher; 4) a parent or a student.

g. be observed in his/her classroom by members of the JP. 2. All applications and references shall be treated with confidentiality. 3. CTs shall be selected by a majority vote of the JP. 4. The JP will nominate CTs during the first week in May and these nominations will be

sent to the Board for approval at their May meeting. The Joint Panel may alter the timelines to meet special need requirements of the program.

5. From the CTs will be chosen a. The Beginning Teacher Support Specialist (BTSS) b. The mentors for PAR PDP c. Any other special CTs that need to be named

6. The duration of a designated CT shall not exceed a period of three (3) consecutive years with an annual review by the JP for the purpose of continuing service. However, in the initial year, the JP may designate one-third of the total number of CTs to serve up to five (5) consecutive years.

7. The CT and his/her supervisor shall mutually agree upon a custom calendar and Board Day.



8. Upon completion of any full time release CT assignment, the CT shall return to his/her site unless the classroom teacher and the District’s designee mutually agree upon another school site.

APPLICATION PROCESS 1. The application process begins immediately after winter break with the availability of

applications. 2. On or before February 15 a two-hour presentation on the program will be made and

District Salary Credit will be offered. 3. February 28 is the deadline for applications. Applications include the formal

application and letters of recommendation. 4. The panel chooses the people to be interviewed. (See Appendix B) 5. Interviews will be conducted in March. 6. For the interview applicants will prepare and present a portfolio. 7. Observations will be conducted in April. DUTIES AND RESPONSIBILITIES 1. The CT shall meet with the RPT to discuss the PAR Program, to establish mutually

agreed upon performance goals, develop the assistance plan and develop a process for determining successful completion of the PAR program. Performance goals shall be in writing and aligned with pupil learning.

2. Prior to the setting of performance goals between the RPT and the CT, the RPT, CT, and principal shall meet to discuss concerns.

3. The CT shall conduct a minimum of three (3) periodic observations per semester of the RPT during classroom instruction, and shall have both pre-observation and post-observation conferences.

4. The CT shall monitor the progress of the RPT and shall provide a minimum of three (3) written reports per semester to the RPT for discussion and review.

5. The District and the Association shall expect and strongly encourage a strong cooperative relationship between the CT and the principal with respect to the process of PAR.

6. Functions performed pursuant to this section regarding CTs by Bargaining Unit members shall not constitute either management or supervisory functions. The CT shall continue to maintain all rights of Bargaining Unit members.

7. The CT shall provide no less than 18 hours of assistance to each RPT per semester.

8. The CT shall continue to provide assistance to the RPT until he/she concludes that the teaching performance of the RPT is satisfactory, or that further assistance will not be productive.

9. A copy of the CT’s final summary report and recommendation shall be submitted to and discussed with the RPT to receive his/her signature before it is submitted to the JP. The signature of the RPT does not necessarily constitute agreement, but rather that he/she has received a copy of the report. The CT shall submit the final summary report and recommendation to the JP.

10. The results of the RPT's participation shall be made available for placement in his/her personnel file, and may be used for evaluation of the RPT.



11. Pursuant to Government Code, Section 810, et. seq., the District shall provide CTs protection from liability and access to appropriate defenses. The Association retains the right to select its own attorney to represent itself in such actions, and shall bear the cost of such attorney legal costs.

NUMBER OF CONSULTING TEACHERS The Joint Panel shall determine the number of Consulting Teachers needed to implement the Peer Assistance and Review Program.

REFERRED PARTICIPATING TEACHERS

RIGHTS 1. An RPT is a classroom teacher with permanent status who is required to participate

in the PAR program based on receiving an unsatisfactory in specific areas of the Stull Bill Summary Sheet 3 as listed below: a. Progress of pupils toward Board established standards of expected pupil

achievement at each grade level in each area of study and, if applicable, the state adopted academic content standards as measured by state adopted criterion referenced assessments;

b. The instructional techniques and strategies used by the employee; c. The employee's adherence to curricular objectives; d. The establishment and maintenance of a suitable learning environment, within

the scope of the employee's responsibilities. 2. An RPT may make requests to the JP concerning the assignment of his/her CT. 3. The RPT has the right to be represented throughout these procedures by the

Association representative of his/her choice. 4. The RPT shall have the right to submit a written response to the final summary

report and recommendation within twenty (20) days from receipt of this report, and have the response attached to the final summary report. The RPT shall also have the right to request a meeting with the JP and to be represented at this meeting by the Association representative of his/her choice.

DESIGNATION A teacher becomes an RPT when the Stull evaluator indicates on summary Page 3A of the Evaluation System for Certificated Employees items 1, 2, 3, or 4 are not met. The items are: 1. Progress of pupils toward board established standards of expected pupil

achievement in each area of study; if applicable, the State adopted academic content standards as measured by the state adopted criterion referenced assessments.

2. The instructional techniques and strategies used by the employee. 3. The employee’s adherence to curricular objectives. 4. The establishment and maintenance of suitable learning environments, within the

scope of the employee’s responsibilities.



VOLUNTARY PARTICIPATING TEACHERS

1. A VPT is a classroom teacher with permanent status who volunteers to participate in the PAR program. The purpose of participation in the PAR program for the VPT is for peer assistance only and the CT shall not participate in a performance review of the VPT. The VPT may terminate his/her participation in the PAR program at any time.

2. All communications between a CT and a VPT shall be confidential. These communications shall not be shared with others, including the site administrator, the evaluator or the JP, without the written consent of the VPT.

3. Teachers must apply for participation as a VPT no later than April 1 of the year preceding participation in the program

PAR PDP

GOAL The goal of the PAR PDP is to raise the level of student performance through professional development. The PAR PDP shall be aligned and coordinated with district goals and the California Standards for the Teaching Profession (CSTP) SURVEYS The JP shall survey several constituency groups within the District to help in the prioritizing of the goals for the PAR PDP. SURVEY TIME TABLE 1. The JP will be trained on the CSTP continuum. 2. A sub committee of the JP shall visit constituency groups within the District to

discuss PAR PDP and gather information which will help the JP in prioritizing the goals of PAR PDP

3. By mid October all visits will be completed and the JP will meet to discuss the results.

MENTOR

A mentor provides comprehensive services within the PAR Professional Development Program (PAR PDP). 1. A mentor must be a CT. 2. The duration of a designated mentor shall be two years with an annual review by the

JP for the purpose of continuing service. 3. One mentor will be designated grades K-6 and one will be designated grade 7-12. 4. Upon completion of his/her service as a mentor, a classroom teacher shall return to

his/her school site unless the classroom teacher and the District designee mutually agree upon another school site.

5. The mentor and his/her supervisor shall mutually agree upon a custom calendar and Board Day.



DUTIES AND RESPONSIBILITIES The role of the mentors will be to implement the PAR PDP as set forth by the JP. 1. This could include but is not limited to:

a. developing and delivering PDP services. b. aligning and coordinating PAR PDP with district goals. c. determining and recommending to the Joint Panel the needs, number and

training of Inservice Providers. d. training of Inservice Providers. e. facilitating the logistics of the program. f. providing individual support.

2. Serve as CTs in the RPT and VPT programs.

INSERVICE PROVIDERS Inservice providers may be selected by the JP to provide specific trainings and consulting services to meet program needs and goals established by the PAR PDP Program. Based on the needs identified by the mentors, the JP may recommend Bargaining Unit members to be inservice providers.

ADMINISTRATION PAR FUNDING 1. The JP shall evaluate the impact of the PAR program annually, including a fiscal

report. 2. The JP shall evaluate annually the PAR program priorities and their fiscal impact. 3. The funding allocations are as follows:

a) Five percent (5%) to PAR for the RPT and VPT; b) Five percent (5%) to indirect administrative costs; c) Forty percent (40%) to the PAR PDP; and d) Fifty percent (50%) to the Beginning Teacher (BT) program.

4. Specified annual funding allocations may be revised by a super majority of the JP.

RELEASE TIME 1. Consulting teachers shall be provided sufficient release time to complete the duties

listed above. 2. In addition, Consulting teachers shall be provided sufficient release time for: travel to

and from sites, completing documentation, meeting with the Joint Panel, for regular meetings with the other consulting teachers, preparation time for class visits, to make arrangements for support for the participating teacher and any other situation deemed necessary.

3. Consulting teachers shall be provided sufficient release time for their own training and staff development.



COMPENSATION 1. In addition to the regular salary, a Consulting Teacher shall receive per diem hourly

pay for all work beyond the regular workday and/or work year. 2. Consulting teachers shall be reimbursed for all travel expenses. 3. Consulting teachers shall have a budget as designated by the Joint Panel. PROTECTIONS FROM LIABILITY 1. NEA’s liability insurance will cover Consulting Teachers. 2. Functions performed pursuant to this program by bargaining unit employees shall

not constitute either management or supervisory functions. 3. The Consulting Teacher shall be entitled to all rights of bargaining unit members. 4. Pursuant to Government Code, Section 810, et. seq., the District shall provide CTs

protection from liability and access to appropriate defenses. The Association retains the right to select its own attorney to represent itself in such actions, and shall bear the cost of such attorney legal costs.

MONTEBELLO UNIFIED SCHOOL DISTRICT CONSULTING TEACHER APPLICATION

Those selected as Consulting Teachers may also be selected to serve as a Beginning Teachers Support Specialist and Peer Assistance and Review Professional Development Program Mentor. NAME: HOME PHONE: HOME ADDRESS: SCHOOL: E-MAIL ADDRESS:_________________________

1. Are you a fully credentialed classroom teacher? ___________ 2. Do you have permanent status? ___________ 3. Have you taught in the classroom for the past 3 consecutive years? ___________ 4. Do you have 5 years of classroom experience in the District? ___________ 5. How long have you been employed by the District? ___________ 6. Can you work with a custom calendar? ___________ 7. I am interested in serving as a Beginning Teacher Support Specialist. ___________ 8. I am interested in serving as a Peer Assistance and Review Professional Development Program

Mentor. ___________ CREDENTIALS AND CERTIFICATES HELD: ___________________________________ _____________________________ (Signature of Applicant) (Date) 1. Please provide a personal resume not to exceed 3 pages typed using the following headings:

EDUCATION (institutions, degrees, dates, major and minor), TEACHING EXPERIENCE (dates, district, school, grade, and subject area), PROFESSIONAL DEVELOPMENT (workshops, training, inservices taken and, and special programs), TRAINING EXPERIENCE (areas of training expertise) LEADERSHIP (research, published articles, leadership roles at school site or district office), and AWARDS (mentor, grant recipient, other professional acknowledgments).

2. References: Submit names of 4 professional references including a site administrator or immediate

supervisor, an Association representative, a classroom teacher, and a parent or a student.

Name Phone Position 1. 2. 3. 4. REMINDER: APPLICATION DEADLINE IS FEBRUARY 28 TO THE INSTRUCTIONAL DIVISION

Montebello Unified School District Voluntary Participating Teacher

APPLICATION

According to Article XXIV Peer Assistance and Review PAR. Section F. of the Agreement Between the Montebello Teachers Association and the Montebello Teachers Association a Voluntary Participating Teacher (VPT) is as follows:

1. A VPT is a classroom teacher with permanent status who volunteers to participate in the PAR program. The purpose of participating in the PAR program for the VPT is for peer assistance only and the Consulting Teacher (CT) shall not participate in a performance review of the VPT. The VPT may terminate his/her participation in the PAR program at any time.

2. All communications between a CT and a VPT shall be confidential. These communications shall not be shared with others, including the site administrator, the evaluator or the Joint Panel (JP), without the written consent of the VPT.

Teachers must apply for participation as a VPT no later than April 1 of the year preceding participation in the program. NAME: HOME PHONE: HOME ADDRESS: SCHOOL: E-MAIL ADDRESS: _____________________________ ASSIGNMENT: ___________________________________EXTENSION: __________________

1. Are you a fully credentialed classroom teacher? ___________ 2. Do you have permanent status? ___________

In 50 words or less describe what areas you plan to focus on with the CT. _____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Safety

Safety and Security Incident Report Form

Today's Date:

Name: Site:

Phone: E-mail:

Other (Please specify:

Was the incident reported to:

Site Adiministrator

Police Department

Fire Department

Describe the problem in detail:

Date of Incident:

Was the there District Intervention and/or an Investigation? YES NO

Was the Incident handled by the District to your satisfaction? YES NO

It is important for the Safety and Security of all members of the Association that this report be filled out and forwarded to the MTA office as soon as possible after the incident occurs. In this way we may follow up with the District and/or the Board of Education to help correct those problems. A copy of this report will be forwarded to Building Reps. Chairperson. Site Administrators, Superintendent. Please be as detailed as possible. Thank you.

Do you have any suggestions that could have helped avoid this incident?

Print FormSubmit by Email

MTA/MUSD MOU 6/2002

SITE SAFETY COMMITTEE REPORT FOR RISK MANAGEMENT PURPOSES ONLY: Date Received: (Due date: November 1) Site Inspection Date: (Must be scheduled by: November 20) Inspection Completed: (Inspections completed by February 15) Date of Meeting w/SSC: (Discuss recommendations) Report to SSC: (Due date: June 1) FOR SITE SAFETY COMMITTEE COMPLETION: Site Name: Date: Committee Members: Faculty Club Chairperson or Designee

Site Administrator or Designee

Nurse or Certificated Support Staff

Cafeteria Manager

Site Custodian

Certificated Representative

Classified Representative

Please note areas of concern in regards to safety, security and health conditions at your site and provide specific details. I.

A.

B.

C.

II.

A.

B.

C.

MTA/MUSD MOU 6/2002

Site Safety Committee Report Page 2

Site Name:

III.

A.

B.

C.

IV.

A.

B.

C.

V.

A.

B.

C.

VI.

A.

B.

C.

VII.

A.

B.

C.

If additional space is needed, please attach page(s) to this form.

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aders a

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s Consu

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Califo

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Teachers

Associa

tion

Sch

oo

l Dis

trict R

esp

on

sib

ilities

While

teachers

have a

genera

l duty

to m

ain

tain

custo

dy a

nd c

ontro

l over th

eir s

tudents

, school

dis

tricts

have th

e le

gal re

sponsib

ility to

esta

blis

h a

nd e

nfo

rce th

e d

iscip

line p

olic

y th

at c

ircum

scrib

es

teachers

’superv

isory

effo

rts. T

his

means th

at B

oard

mem

bers

and a

dm

inis

trato

rs a

re re

sponsib

le fo

r

genera

l school a

dm

inis

tratio

n, in

clu

din

g e

nfo

rcem

ent o

f the s

chool d

istric

t’s d

iscip

line p

olic

y. (5 C

al.

Code R

eg. §

5551)

Drills

(Ed. C

ode §

32001)

Fire

, earth

quake a

nd lo

ckdow

n d

rills s

hould

be p

ractic

ed re

gula

rly. Sta

te la

w re

quire

s m

onth

ly fire

drills

at e

lem

enta

ry s

chools

, four p

er y

ear a

t inte

rmedia

te s

chools

and o

ne e

ach s

em

este

r at h

igh

schools

.

School S

afety Plan

(Ed. C

ode §

32280-3

2289)

Co

mp

reh

en

siv

e S

ch

oo

l Safe

ty P

lan

In o

rder to

pre

vent c

am

pus c

rime a

nd v

iole

nce a

nd p

rom

ote

safe

educatio

nal c

onditio

ns, e

ach

school d

istric

t shall a

dopt a

com

pre

hensiv

e “S

chool S

afe

ty P

lan.”

The P

lan s

hall b

e d

rafte

d b

y th

e s

chool s

ite c

ouncil o

r by a

school s

afe

ty c

om

mitte

e m

ade u

p o

f at

least th

e p

rincip

al o

r desig

nee, te

acher’s

unio

n re

pre

senta

tive, c

lassifie

d e

mplo

yee u

nio

n

repre

senta

tive, a

nd p

are

nt, in

consulta

tion w

ith a

repre

senta

tive fro

m la

w e

nfo

rcem

ent.

The P

lan m

ust b

e re

vie

wed a

nd u

pdate

d b

y M

arc

h 1

each y

ear b

y th

e s

chool s

ite c

ouncil o

r safe

ty

com

mitte

e a

nd e

ach s

chool m

ust re

port o

n th

e s

tatu

s o

f its s

chool s

afe

ty p

lan in

its s

chool

accounta

bility

report c

ard

.

FacilitiesB

ath

roo

ms

(Ed. C

ode §

35292.5

)

Every

restro

om

shall a

t all tim

es b

e m

ain

tain

ed a

nd c

leaned re

gula

rly, fully

opera

tional a

nd s

tocked

at a

ll times w

ith to

ilet p

aper, s

oap, a

nd p

aper to

wels

or fu

nctio

nal h

and d

ryers

.

Co

mm

un

icatio

ns

(Ed. C

ode §

17077.1

0)

It is a

goal o

f the L

egis

latu

re to

eventu

ally

enhance p

upil s

afe

ty b

y e

quip

pin

g a

ll ele

menta

ry a

nd

secondary

school c

lassro

om

s w

ith a

tele

phone h

ook c

onnecte

d to

a p

ublic

sw

itched n

etw

ork

.

Injury & Illness P

revention Program

(Labor C

ode §

6401.7

)

Aschool d

istric

t shall e

sta

blis

h, im

ple

ment, a

nd m

ain

tain

an e

ffectiv

e in

jury

pre

ventio

n p

rogra

m. T

he

pro

gra

m s

hall b

e w

ritten a

nd in

clu

de a

t least th

e fo

llow

ing:

• Regula

r work

site

inspectio

n

• Safe

ty T

rain

ing

• Meth

ods fo

r identify

ing a

nd c

orre

ctin

g u

nsafe

conditio

ns in

a tim

ely

manner

School D

isruptions(E

d. C

ode §

44811

)

Any p

are

nt, g

uard

ian o

r oth

er p

ers

on w

hose c

onduct in

a p

lace w

here

a s

chool e

mplo

yee is

require

d to

be in

the c

ours

e o

f his

or h

er d

utie

s, m

ate

rially

dis

rupts

cla

ss w

ork

or e

xtra

curric

ula

r

activ

ities o

r involv

es s

ubsta

ntia

l dis

ord

er, is

guilty

of a

mis

dem

eanor. T

his

sectio

n d

oes n

ot a

pply

to

any o

therw

ise la

wfu

l em

plo

yee c

oncerte

d a

ctiv

ity.

Classroom

Interruptions(E

d. C

ode §

32212)

It is th

e in

tent o

f the L

egis

latu

re th

at e

ach s

chool d

istric

t board

form

ally

addre

ss th

e p

roble

m o

f

cla

ssro

om

inte

rruptio

ns a

nd a

dopt a

polic

y to

contro

l those in

terru

ptio

ns.

School S

ite Security

• N

o o

uts

ider s

hall e

nte

r or re

main

on s

chool g

rounds d

urin

g s

chool h

ours

with

out h

avin

g re

gis

tere

d

with

the p

rincip

al o

r front o

ffice. (P

en. C

ode §

627.2

)

• A

ny p

ers

on w

ho w

illfully

dis

turb

s a

ny p

ublic

school o

r any p

ublic

school m

eetin

g is

guilty

of a

mis

dem

eanor a

nd s

hall b

e s

ubje

ct to

a fin

e o

f not m

ore

than $

500. (E

d. C

ode §

32210)

• A

ny p

ers

on o

ther th

an a

stu

dent, p

are

nt o

r guard

ian, o

r em

plo

yee o

f the s

chool d

istric

t shall

pro

mptly

depart fro

m th

e s

chool p

rem

ises d

urin

g s

chool h

ours

when re

queste

d to

do s

o b

y th

e

school p

rincip

al o

r desig

nee. S

uch p

ers

on s

hall n

ot re

turn

for s

even (7

) days. T

he re

quest to

leave s

hall b

e m

ade e

xclu

siv

ely

on th

e b

asis

that it a

ppears

reasonable

to c

onclu

de th

at th

e

contin

ued p

resence o

f the

perso

n w

ould

disru

pt o

r inte

rfere

with

classe

s or o

ther sch

ool a

ctivities.

(Pen C

ode §

626.7

; Ed. C

ode §

32211

)

• E

very

min

or o

ver 1

6 o

r adult w

ho is

not a

pupil o

f the s

chool w

ho e

nte

rs a

ny s

chool g

round a

nd

willfu

lly in

terfe

res w

ith a

ny c

lass o

r school a

ctiv

ity w

ith th

e in

tent to

dis

rupt, o

bstru

ct, o

r to in

flict

dam

age to

pro

perty

or b

odily

inju

ry to

any p

ers

on, is

guilty

of a

mis

dem

eanor. (E

d. C

ode

§ 4

4810)

Pro

hib

ition

s A

gain

st V

iole

nce &

Dis

rup

tion

Ed

ucato

r’s R

igh

ts &

Resp

on

sib

ilities

Suspension by Teacher

(Ed. C

ode §

48910)

Ate

acher m

ay s

uspend a

pupil fro

m h

is/h

er c

lass o

r cla

ss p

erio

d, fo

r any a

ct s

pecifie

d in

Ed. C

od

e §

48900, fo

r the d

ay o

f the s

uspensio

n a

nd th

e d

ay fo

llow

ing. T

he s

uspensio

n m

ust b

e im

media

tely

reporte

d to

the p

rincip

al a

nd th

e s

tudent s

ent to

the p

rincip

al fo

r furth

er a

ctio

n. T

he te

acher m

ust a

lso

request a

pare

nt/te

acher c

onfe

rence a

s s

oon a

s p

ossib

le. T

he p

upil s

hall n

ot b

e re

turn

ed to

the c

lass

from

whic

h th

e p

upil w

as s

uspended w

ithout th

e c

oncurre

nce o

f the te

acher a

nd p

rincip

al.

Notification of

Law E

nforcement

(Ed. C

ode §

44014)

Whenever a

ny s

chool e

mplo

yee is

atta

cked, a

ssaulte

d, o

r physic

ally

thre

ate

ned b

y a

pupil, it is

the

duty

of th

e e

mplo

yee a

nd th

e s

uperv

isor w

ho h

as k

now

ledge o

f the in

cid

ent to

pro

mptly

report th

e

matte

r to la

w e

nfo

rcem

ent a

uth

oritie

s. F

ailu

re to

make s

uch a

report is

an in

fractio

n p

unis

hable

by a

fine. A

ny s

chool e

mplo

yee w

ho a

ttem

pts

to im

pede th

e m

akin

g o

f a re

quire

d re

port is

guilty

of a

n

infra

ctio

n p

unis

hable

by a

fine. N

o b

oard

mem

ber o

r school d

istric

t em

plo

yee m

ay im

pose a

ny

sanctio

ns a

gain

st a

pers

on fo

r makin

g th

is re

port.

Notification of

Violent S

tudents(E

d. C

ode §

49079)

Aschool d

istric

t shall in

form

the te

acher o

f each p

upil w

ho h

as e

ngaged in

, or is

reasonably

suspecte

d to

have e

ngaged in

, any o

f the a

cts

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Benefits

Division of Human Resources Services

Employee Assistance Service for Education10630 Downey Avenue, #100 • Downey, CA 90241-3463 • 562/922-6683

“Strength is the courage… to reach out!”

Personal or job stress getting you down? Interfering with your job performance?

As an employee of your district, you have access to the EASE program, a specialized counseling service…

✔ paid for by your district ✔ endorsed by labor and management ✔ staffed by professional counselors ✔ voluntary and CONFIDENTIAL

EASE provides face-to-face counseling, phone consultations and community referrals. Immediate family members are included.

EASE counselors specialize in:

• familytroubles • jobanxietiesandstress • emotionaldistress • grief,loss,transitions • drug/alcoholproblems

EASE is primarily an assessment and brief counseling service and is best defined as a pre-treatment service. The emphasis is on early identification of problems affecting work performance, consultation with managers, labor representatives, employees and pro-active intervention. EASE is not a substitute for a district’s health-care plan. It is, however, abeneficialandeffectiveextensionoftheproviderplan.

Los Angeles County Office of Education9300 Imperial Highway, Downey, California 90242-2890

Phone(562)922-6683 Fax(562)922-6690www.lacoe.edu/ease

Darline P. Robles, superintendentCaroline H. Pavia, assistant superintendent, Human Resource Services

THERE IS HELP AVAILABLE

1-800-882-1341

MONTEBELLO UNIFIED SCHOOL DISTRICT CERTIFICATED PAYROLL

REQUEST TO DONATE SICK LEAVE

To be completed by donating employees Name: SS# Address: Telephone: Site Extension

REQUEST TO DONATE SICK LEAVE To be completed by donating employees I am donating _____ days to the Catastrophic leave bank for Certificated Employees of the Montebello Unified School District from my available sick leave for the 2010-2011 school year in accordance with Article XVI, Section 3b of the MUSD/MTA contract. I understand that I may donate a maximum of three (3) days of accrued sick leave, subject to the further conditions and restrictions provided for Article XVI in sections 3b and 3c. Participation in the Catastrophic Leave Bank is completely voluntary on the part of both donors and applicants. A deposit to the Catastrophic Leave Bank shall be a general donation and shall not be donated to a specific individual for his/her exclusive use. In order to participate in the Catastrophic Leave Bank, the unit member must first waive any and all claims against the District and/or the Association arising from administration of the Catastrophic Leave Bank by signing a waiver and release, which reads as follows:

As a requirement of, and as consideration for my participation in the Catastrophic Leave Bank created by Article XVI of the collective bargaining agreement between the parties, I hereby waive and release any and all claims I may now have, or may have in the future, known or unknown, against the Montebello Unified School District, and/or the Montebello Teachers Association in connection with the administration of the Catastrophic Leave Bank.

______ I wish to donate one (1) day annually to the CLB. (Please contact Payroll Supervisor if you wish to discontinue donation) Signature Date Confirmation of Transfer of Sick Leave ______ Sick Leave available ______ Sick days transferred to Catastrophic Leave Bank ______ Days remaining Signature Date

______ Bargaining Unit Member ______ Administration

Health Benefit Calendar

Montebello Teachers Association Retiree Supplemental Health Plan Administered By: Allied Administrators 2821 Camino del Rio South, Suite 311, San Diego, CA 92108 TEL: (800) 736-0401 w FAX: (619) 574-0645

While You Are Employed The district pays the amount set by the Insurance Committee. In 2010-2011 the District portion is up to $12,300 per year. The employee has the choice of sixhealth plans plus coverage for dental, vision, life, and long term care.

While You Are On Early Retirement Option During the five-year period up to age 60 the District continues to provide the same health and dental coverage. The retiree may purchase vision, life, and long term care.

While You Are On Regular Retirement and Under Age 67 The District pays the negotiated portion. [$600.00 in 2010-2011] Employees pay any difference between coverage received and coverage chosen. The retiree may purchase dental, vision, life and long term care insurance.

While You Are Age 67 and Older The district pays nothing. The MTA Trust Fund provides you with the same coverage as the District provided up until age 67. This coverage could be altered only by a vote of the MTA representative Council. The retiree may purchase dental, vision, life, and long term care.

{Document #00018649.5 - MTAH-171}

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MONTEBELLO TEACHERS

ASSOCIATION

SUPPLEMENTAL HEALTH

PLAN

SUMMARY PLAN DESCRIPTION

AND PLAN DOCUMENT

January 2011

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Table of Contents

Page No.

Plan Purpose ............................................................................................3

Definitions ................................................................................................4

Eligibility ..................................................................................................6

Eligibility to Participate in this Plan and Earn Contributory Service ..................................6

Eligibility for Health Benefits..............................................................................................6

MTA-MUSD Contact Agreement – Early Retirement Option ............................................7

Agency Fee Payer ................................................................................................................8

Loss of Eligibility .....................................................................................8

Break in Service...................................................................................................................8

Death Benefit .......................................................................................................................9

Benefits ...................................................................................................10

Health Benefits and Options ..............................................................................................10

Cost of Coverage................................................................................................................10

Other Facts.............................................................................................11

Social Security and Medicare ............................................................................................11

Women’s Health and Cancer rights Act of 1998 ...............................................................12

Newborns’ and Mothers’ Health Protection Act of 1996 ..................................................12

Claims and Appeals Procedures ..........................................................13

Summary of Plan’s Privacy Practices .................................................14

ERISA Rights.........................................................................................15

Comparison of Benefit Options (Inserts)

{Document #00018649.5 - MTAH-171} 3

PLAN PURPOSE

The Montebello Teachers Association Retiree Supplemental Health Plan is designed to provide health care for eligible retired District employees who are members of the MTA. The intent of the Plan is to continue retiree medical coverage beyond the age at which the District stops paying for coverage (age 67). The Plan is a “supplemental” health plan in that as a retiree you may be required to pay some of the cost for your health care coverage.

What Does the Plan Mean to Me?

As an active MTA member, your monthly contribution for retiree coverage will help to ensure that you will receive health coverage throughout your retirement. As long as you retire from the Montebello Unified School District (MUSD) and continue to pay the retired MTA dues, you will be covered under this plan.

For an MTA member who elects to either retire early or retire on a regular retirement option, health coverage will be provided either partially or fully by the District until age 67 at which time the Plan will become an important source for benefits and will help in paying the cost for retiree coverage. Contribution Requirement – Before Age 67

During your working career, you are required to contribute monthly for retiree supplemental coverage through payroll deductions. This contribution is subject to change by action of the Board of Trustees. If you retiree prior to age 67, you will be required to continue retiree contributions through deduction from an account established at Camino Federal Credit Union until your 67th birthday.

Self-Payment Requirement – Age 67 and Later

Once you reach age 67 and have a history of continuous retiree contributions, you will be eligible for retiree benefits. The amount of your self-payment will depend upon the cost of the medical plan you select from the options available for retirees through CalPERS.

Your premium for medical coverage is deducted monthly from your pension benefit payment. From Health Plan reserves, your account at Camino Federal Credit Union is reimbursed monthly up to the maximum established by the Board. If the medical coverage you have enrolled in exceeds the maximum, the balance is considered your Self-Payment.

Whether you are working for the MUSD currently or you are retired, the MTA Retiree Supplemental Health Plan allows you to keep health coverage beginning at age 67.

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DEFINITIONS

The terms used in this Summary Plan Description and Plan Document have the following

meanings:

Administrative Office. The term “Administrative Office” means the office of the third party administrator (Allied Administrators) contracting with the Plan to provide the day to day Plan administration.

Board of Trustees. The term “Board of Trustees” means the persons designated in the Trust Agreement together with their successors designated and appointed in accordance with the terms of the Trust Agreement.

CalPERS. The term “CalPERS” means California Public Employees Retirement System.

Covered Retiree. The term “Covered Retiree” means an employee who has satisfied the rules for eligibility under this Plan.

Covered Retirement. The term “Covered Retirement” means the time at which an employee meets the rules for retirement from the MUSD that would qualify him or her for current or later benefits under this Plan.

Dependent. The term “Dependent” means the Covered Retiree’s legal spouse or domestic partner with whom you are registered in the state of California that has been enrolled in the plan for benefits.

District or MUSD. The term “District” means the Montebello Unified School District.

Early Retirement Option. The term “Early Retirement Option” means the option available to an employee who has completed 15 years of service with the MUSD who may choose to work 20 days per year while retired from the MUSD. This arrangement is permitted for 5 consecutive years prior to age 60.

Eligible Retiree. The term “Eligible Retiree” means an employee who has a minimum of 15 years of Contributory Service with the District prior to retirement.

Employer Minimum contribution Participants who retired prior to November 1, 2009, are subject to the Employer Minimum Contribution. The District is direct billed a flat dollar amount toward each retiree’s health care premiums (currently $10.50). Consequently, CalPERS reduces the Retiree’s deduction for health insurance premium by the amount direct billed to the District. The Trust Fund reimburses the retiree through his or her Camino Credit Union account for the difference between the amount available for the retiree’s benefits and the amount reimbursed to the District.

Example: The Trust Fund will reimburse up to $600 toward the cost of premium for a retiree. The cost of premium for the retiree is $650.

{Document #00018649.5 - MTAH-171} 5

• The District is billed $10.50 toward the cost of premium for the retiree.

• The Retiree’s STRS pension is reduced by $640.00.

• The Trust fund reimburses the District $10.50.

• The Trust Fund reimburses the Retiree $589.50 to his or her Camino Federal Credit Union account.

• The Retiree’s out-of-pocket premium cost is $50.00.

ERISA. The term “ERISA” means The Employee Retirement Income Security Act of 1974. This law gives Plan Participants certain rights as discussed in the ERISA section.

Medicare. The term “Medicare” means the hospital and medical insurance program administered by the Federal government through the Social Security Administration. Medicare has 4 parts: Part A is the in-patient hospital program; Part B is the doctors and medical service program; Part C covers the prepaid Medical Advantage plans; and, Part D is the prescription drug program.

MTA or Association. The term “MTA” or “Association” means the Montebello Teachers Association.

Participant. The term “Participant” means employees who are eligible to be covered by this Plan.

Plan. The term “Plan” means the Montebello Teachers Association Retiree Supplemental Health Plan.

Retirement. The term “retirement” means to retire under the rules and regulations of STRS.

STRS. The term “STRS” means the California State Teachers Retirement System.

{Document #00018649.5 - MTAH-171} 6

ELIGIBILITY

Eligibility to Participate in this Plan and Earn Contributory Service

One of the condition to receive benefits from this Plan is that you be a participant and earn contributory service. Everyone who meets the three conditions below is automatically a Participant in the Plan. You are a Participant if you: (1) are a full-time employee of the District or an eligible Tandem Teacher;

(2) are a full dues paying member of MTA; and

(3) are covered under the MTA/MUSD collective bargaining agreement. You are eligible to continue participation in the Plan only as long as you meet these conditions. Each year that you are a Participant (and the required contributions are made) counts as a year of contributory service. In order to be counted, years of contributory service must be consecutive except for approved leaves of absence from the District. After retirement from MUSD, participants who maintain MTA retiree membership remain eligible to receive benefits.

Eligibility for Health Benefits

Health benefits are only provided for Covered Retirees age 67 and older. Covered Retirees are Participants who satisfy all of the conditions below. You must: 1. have qualified for STRS retirement benefits or have maintained special management

eligibility and have qualified for MUSD retirement health benefits as outlined under the collective bargaining agreement;

2. have been covered continuously under the MUSD retiree health plan until the age at which the MUSD retirement health coverage terminates (age 67): or

(a) Have been a Plan Participant from the beginning of your full-time employment with MUSD (or from September 1986, if earlier) until the time you retire from the District or pay retroactively for the time period missed; or

(b) If not a full dues paying member, you must have converted from agency fee status to full membership status and paid retroactively for the non-membership period.

3. have retired under STRS and have not returned to MUSD paid employment with health benefits;

4. have purchased Part B of Medicare if eligible;

5. maintain an account in the Camino Federal Credit Union;

6. have paid the active rate until age 67 and

7. pay annual MTA retiree dues.

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Example #1 – Early Retirement

Michelle is a member who has reached age 55 and based on her service with the MUSD; Michelle is eligible for early retirement. During her time with the MUSD, Michelle has been a member of the MTA.

While on the Early Retirement Option, Michelle is able to continue her health care coverage which is deducted from her STRS distribution and reimbursed by MUSD to her Camino Federal Credit Union account. Michelle will receive no more than the MUSD rate for active employees.

From age 60 to age 67 the MUSD pays a fixed monthly amount towards Michelle’s health coverage. If Michelle’s coverage costs more than the allotment, Michelle must pay the difference.

At age 67, the MUSD does not contribute at all towards the cost of Michelle’s coverage. At this time, the Montebello Teachers Association Retiree Supplemental Health Plan becomes Michelle’s health care funding source. The Plan reimburses up to the monthly amount the Board of Trustees has set at that time towards the cost of coverage.

Example #2 – Regular Retirement

Instead of retiring at age 55, Michelle remains with the MUSD until age 60 at which time she retires. As in the prior example, Michelle has been a MTA member continuously.

From age 60 to age 67 the MUSD pays a fixed monthly amount towards Michelle’s health coverage. If Michelle’s coverage costs more than the allotment, Michelle must pay the difference.

At age 67, the MUSD does not contribute at all towards the cost of Michelle’s coverage. At this time, the Montebello Teachers Association Retiree Supplemental Health Plan becomes Michelle’s health care funding source. The Plan reimburses up to the monthly amount the Board of Trustees has set at that time towards the cost of coverage.

Example #3 – Retirement On or After Age 67

John works for the MUSD until age 67 and retires. During the time he worked, John was continuously an MTA member. At age 67, John does not receive any coverage paid for by the District. The Retiree Supplemental Health Plan reimburses up to the monthly amount established by the Board of Trustees towards the cost of coverage. If the coverage costs more than the amount paid by the Plan, the difference is deducted from John’s credit union account.

If a Covered Retiree chooses to cover a Dependent, the dependent must be covered under the same health plan as the covered Retiree.

A Participant who neither qualified for nor elects to participate in MUSD retiree health coverage will not be eligible for any benefits under this Plan.

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Agency Fee Payer

Agency Fee Payers are eligible to become members of the Montebello Teachers Association and qualify for retiree benefits under the Plan, if the following conditions are met:

1. They elect to become a member at least five years prior to retirement.

2. They pay regular dues and contributions to the Montebello Teachers Association for at least five years prior to retirement.

3. They make back payments to the Plan for the total amount of unpaid/missed contributions plus 7% interest compounded, paid:

(a) in 10 installment payments per year for 6 years, if time permits before retirement date; otherwise

(b) a lump sum payment prior to retirement date. The unpaid/missed contribution is the number of months from the time the Agency Fee Payer could have been eligible to participate in the Plan to the date he/she becomes a member.

LOSS OF ELIGIBILITY

Break in Service

Participants in the Montebello Teachers Association Retiree Supplemental Health Plan who have a break in service will be subject to the following rules:

1. Fifty percent Tandem Teachers shall be eligible and required to make regular contributions as long as they are contracted teachers, eligible to earn service credits, and eligible to return to full time assignments.

2. Bargaining unit members returning from District-approved leaves shall have the opportunity to make the necessary payment during their leaves to gain credit for the year’s contributions.

3. Bargaining unit members returning from leaves of absence shall have up to six months to pay the necessary months missed for the school year ending June 30. Members returning from leaves of absence of two pay periods or less shall make their contributions by June 30 of that school year.

4. Bargaining unit members returning from leaves of absence who do not make back payments shall not be credited for a full year of service. There will be no withdrawal rights of funds for a partial year contributions.

5. A former bargaining unit member who leaves the bargaining unit may request a reimbursement of contributions up to a maximum of $1,500 payable by the Association.

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Death Benefit

There are two instances where benefits can be paid to the beneficiary of the deceased Covered Retiree.

• If a Participant who satisfied the rules for eligibility as a Covered Retiree dies before receiving benefits, a death benefit equal to contributions made by the Participant will be paid to the beneficiary designated on the Covered Retiree’s “Warrant Beneficiary Form” filed with MUSD. Should the Warrant Beneficiary predecease the Covered Retiree, the Death Benefit will be paid to the Covered Retiree’s estate.

• If a Covered Retiree begins receiving benefits, and dies after receiving benefits for less than 48 months, the designated beneficiary will receive a lump sum benefit equal to twelve times the allowable monthly negotiated rates. After 48 months, there are no death benefits.

{Document #00018649.5 - MTAH-171} 10

BENEFITS

Health Benefits and Options

The District, under the terms of the collective bargaining agreement, provides health care coverage for eligible retirees under age 67. Beginning at age 67, the District makes medical coverage available for purchase by the retiree through the Montebello Teachers Association Retiree Supplemental Health Plan (This Plan).

This Plan has an agreement with CalPERS that allows retirees to select coverage through one of the retiree plans offered. The medical plans offered through CalPERS are summarized in the attachment. Details of the plans are available through CalPERS in the carriers’ Evidence of Coverage booklets or can be reviewed on the CalPERS website. Cost of Coverage

Your cost for medical coverage will be determined by the benefits selected, whether you are covering one or two people, and the amount paid by This Plan.

You will select a medical plan and coverage for either one-party or for two-parties. The total cost for the benefits will be paid by: (1) This Plan (a maximum payment of $600 per month less the amount required by CalPERS to be paid each month for each retiree); and, (2) by the Covered Retiree (the total medical cost less the amount paid by This Plan).

Your premium for medical coverage is deducted monthly from your pension benefit payment. From Health Plan reserves, your account at Camino Federal Credit union is reimbursed monthly up to the maximum established by the Board. If the medical coverage you have enrolled in exceeds the maximum, the balance is considered your Self-Payment.

Note: You do not have to establish a separate or new credit union account for payment of medical benefits; you can continue to use the credit union account you had as an active employee.

{Document #00018649.5 - MTAH-171} 11

OTHER FACTS

Social Security and Medicare

1. Medicare is part of the Social Security system and if you have earned at least 40 quarters of Social Security credit, you are eligible for Medicare. A maximum of 4 quarters can be earned per year; but the number of quarters earned per year is based upon earnings and not time.

2. Certificated employees in California public schools after March 31, 1986, are contributing to Medicare and will become eligible for Medicare at retirement. There is no Social Security benefit with this provision.

3. Each of the District health insurance carriers requires that the subscriber purchase Medicare Part B, which must be purchased at the later of age 65 or retirement. Part A of Medicare is the part that automatically comes to those who have earned 40 quarters of Social Security credits (no purchase required).

Medicare Part A

The benefit coverage for those who qualify for Medicare (40 quarters) upon application is provided at no cost. If you don’t qualify, you may purchase coverage. Please contact your nearest Social Security office.

Part A pays for inpatient hospital, skilled nursing facility and some home health care. Part A has a deductible for 2011 of $1,132 plus coinsurance. Premiums and deductibles are subject to change each year.

The Plan health carriers are supplemental to Part A (hospitals) and will generally cover all of the costs within their plan provisions for Part A services.

Medicare Part B

This coverage must be purchased by all parties. As of January 1, 2011, the standard cost of part B is $96.40 per month. Newly enrolled individuals in Part B will pay $115.40 per month. These amounts are subject to change each year.

Part B covers physician and medical care. Payments are based on negotiated fees. Plan B has a $162 deductible for 2011 plus 20% copay of the approved amounts after the deductible is satisfied. Premiums and deductibles are subject to change each year.

The Plan’s health carriers are supplemental to Part B (physicians) and will generally cover all costs within their plan provisions Part B services.

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Additional Information About Medicare and Social Security

1. Some members may be covered by Medicare through their spouses.

2. Note: The following information is not a recommendation; it is provided only to let you know about an option that may be available for you. A person can earn Social Security Credit during retirement. However, prior to applying for Medicare, as a self-employed person you would have to pay the full employer and employee Social Security taxes. While some retirees have been successful in declaring their Early Retirement Option as independent contracting income and paying the necessary taxes, this method has not been successful for all retirees. The key seems to be declaring yourself as a self-employed independent contractor on your IRS returns with earned income from other sources besides the school district. Nevertheless, you should consult with your tax consultant regarding your individual situation.

3. If you qualify and enroll in a Medicare Advantage Plan (Part C), you generally will receive all of the hospital, medical and prescription drug benefits through the Medicare Advantage Plan.

4. If you qualified for Medicare Part A and Part B and you elect coverage under a Medicare supplemental plan that does not provide prescription drug benefits, you may purchase prescription drug coverage under a Medicare Part D plan.

5. Visit the following web sites for more information:

Medicare: www.medicare.gov

Social Security Administration: www.ssa.gov

Women’s Health and Cancer Rights Act of 1998

Pursuant to the Women’s Health and Cancer Right Act of 1998, your Plan provides breast reconstructive surgery in connection with a mastectomy. These benefits include coverage for: (1) reconstruction of the breast on which the mastectomy has been performed; (2) surgery and reconstruction of the other breast to produce a symmetrical appearance; and (3) prosthesis and physical complications at all state of a mastectomy, including lymphedemas, in a manner determined in consultation with the attending physician and the patient.

Newborns’ and Mothers’ Health Protection Act of 1996

Effective January 1, 1998, an eligible mother and newborn child may have a hospital stay of up to 48 hours for a normal or vaginal delivery, and a hospital stay of up to 96 hours for a cesarean birth, unless an attending physician in consultation with the mother approves an earlier discharge. The time periods outlined above begin at birth of the child.

{Document #00018649.5 - MTAH-171} 13

CLAIMS AND APPEALS PROCEDURES

The Plan administers health benefits through CalPERS. You should carefully review the claims appeals procedures for services which are denied in whole or in part by any of the listed providers. If you wish to file a claim, dispute, complaint, or appeal a claim, you must follow the providers’ procedures for claims and appeals outlined in the Evidence of Coverage (EOC) booklet.

For claims and appeals regarding your eligibility under the Plan, you have the right to appeal any decision made by the Administrative Office or the Board of Trustees. You have the right to be represented by an attorney or another representative throughout the claims and appeals procedure. If you or your dependent makes a written claim for eligibility, the Plan must notify you of the status of your claim within 90 days of submission of your claim. Occasionally, special circumstances require additional time for processing the claim. In no event shall such extension exceed a period of 90 days from the end of such initial period. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Plan expects to make the benefit determination.

The Plan will notify you of its benefit determination within a reasonable period of time, but not later than the end of 90 or 180 days, depending on the existence of special circumstances. If your claim for benefits is denied, you will be notified in writing. This written notification to you will explain why your claim was denied, refer to specific plan provisions on which this determination is based, tell you to submit any information or other material that might help your claim to be reconsidered, and describe the Plan’s appeal procedures and time limit to bring such an appeal.

You have the right to appeal any denial for any reason. Your appeal should set out the reason for your appeal and include any evidence or documentation which supports your position. Upon written request, you may review pertinent Plan documents and be provided, free of charge, reasonable access to copies of all Plan documents, relevant to your appeal. Your appeal may include information or documentation relating to your claims, whether or not such information or documentation was considered or submitted in the initial claim.

Your appeal will be reviewed, within 60 to 120 days of receipt, by the Board of Trustees. The Board of Trustees has discretionary authority and power to make factual findings, to fix omission, to resolve Plan ambiguities, to construe the terms of the Plan, to make benefit eligibility determinations, and to resolve any other dispute under this Plan. The Board of Trustees will either approve your appeal, request additional information and additional time to consider your appeal, or deny your appeal.

If the Board of Trustees requires additional time and/or information, you will be notified within the original 60 day period. The Board of Trustees will make a decision within 60 days of receipt of the additional information.

If the Board approves your appeal, you will be notified within a reasonable time of its decision. If your appeal is denied, you will be notified in writing within 60 days of receipt of your appeal

{Document #00018649.5 - MTAH-171} 14

by the Administrative Office. The written notification will explain to your why your appeal was denied; refer you to specific plan provisions on which this determination is based; inform you of your right to receive, upon request and free of charge, reasonable access to, and copies of all Plan documents relevant to your appeal; and inform you of your right to bring a lawsuit under ERISA. The decision of the Board of Trustees is final and binding upon you and the Board of Trustees.

If you decide to file a legal action against the Plan, a Trustee, the Board, or other Plan fiduciary, you must first exhaust the claims and appeals procedures above and you must file such action within two years from the date of the Plan’s or any of the aforementioned parties’ final decision.

SUMMARY OF PLAN’S PRIVACY PRACTICES

A Federal law, the Health Insurance Portability and Accountability Act of 1996 (HIPAA) requires the health plans protect the confidentiality of your private health information. The Plan will protect the privacy of your protected health information (PHI). The Plan will also require contracting providers and business associates such as the Plan’s lawyers, accountants, and third party professionals, to protect your PHI. PHI is health information that includes your name, Social Security number, or other information that reveals who you are. You may generally see and receive copies of your PHI, correct or update your PHI, and ask the Administrative Office for an accounting of certain disclosures of your PHI.

The Plan may use or disclose your PHI for treatment, payment and health care operations purposes, including health research and measuring the quality of care and medical services. The Plan is sometimes required by law to give PHI to government agencies or in judicial action. In addition, your identifiable medical information is shared with employers only with your authorization or as otherwise permitted by law. The Plan will not use or disclose your PHI for any other purpose without your (or your representative’s) written authorization, except as provided in the Plan’s Notice of Privacy Practices. Giving the Plan authorization is at your discretion.

This is only a brief summary of some of the Plan’s key privacy practices. The Plan’s Notice of Privacy Practices describing the Plan’s policies and procedures for preserving the confidentiality of your medical records and other PHI is available at no cost and will be furnished to you upon your request. To request a copy, please contact:

Genny Patton

Allied Administrators 2831 Camino Del Rio South, Suite 311

San Diego, CA 92108

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ERISA Rights

As a participant in the Montebello Teachers Association Retiree Supplemental Health Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all Plan participants are entitled to the following rights. Receive Information about Your Plan and Benefits

You have the right to:

• Examine, without charge, at the plan administrator office and at other specified locations, such as worksites and union halls, all documents governing the plan. These documents include insurance contracts, collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration.

• Obtain, upon written request to the plan administrator, copies of documents governing the operation of the plan. These include insurance contracts, collective bargaining agreements, and copies of the latest annual report (Form 5500 Series) and updated summary plan description. The plan administrator may make a reasonable charge for the copies.

• Receive a summary of the plan’s annual financial report. The plan administrator is required by law to furnish each participant with a copy of this summary annual report.

Prudent Actions by Plan Fiduciaries

In addition to creating rights for plan participants, ERISA imposes duties upon the people who are responsible for the operation of employee benefit plans. The people who operate your plan, called fiduciaries of the plan, have a duty to do so prudently and in the interest of you and other participants and beneficiaries. No one, including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising your rights under ERISA. Enforce Your Rights

If your claim for a welfare benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of plan documents or the latest annual report from the plan and do not receive it within 30 days, you may file suit in a federal court. In such a case, the court may require the plan administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the plan administrator.

If you have a claim for benefits, which is denied or ignored, in whole or in part, you may file suit in a state or federal court. In addition, if you disagree with the plan’s decision or lack thereof concerning the qualified status of a medical child support order, you may file suit in federal

{Document #00018649.5 - MTAH-171} 16

court. However, you may not begin any legal action, including proceedings before administrative agencies, until you have followed and exhausted the Plan’s claims and appeals procedures. If it should happen that plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. Assistance with Your Questions

If you have any questions about your plan, you should contact the plan administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the plan administrator, you should contact the nearest office of the Employee Benefits Security Administration (EBSA), U.S. Department of Labor, listed in your telephone directory. Alternatively, you may obtain assistance by calling EBSA toll-free at (866) 444-EBSA (3272) or writing to the following address:

Division of Technical Assistance and Inquiries Employee Benefits Security Administration

U.S. Department of Labor 200 Constitution Avenue NW

Washington, D.C. 20210

You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of EBSA. For single copies of publications, contact the EBSA brochure request line at (800) 998-7542 or contact the EBSA field office nearest you.

You may also find answers to your plan questions and a list of EBSA field offices at the website of EBSA at www.dol.gov/ebsa.

Nothing in the foregoing statement is meant to interpret, extend, or change in any way the

provisions expressed in the Plan.

The Board of Trustees reserves the right to amend, modify, or discontinue all or part of this Plan

at any time and for any reason, in its sole and absolute discretion in accordance with procedures

specified in the Trust Agreement. You will receive written notice of any Plan changes.

General Plan Information

Plan Name Montebello Teachers Association Retiree Supplemental Health Plan

Plan Type This is a welfare plan that supplements medical premium costs for retiree health benefits.

Plan Number. Employer Identification Number issued to the Plan is 95-414329. The Plan Number is 501.

Funding Medium. Benefits of the Plan are provided under service agreements or insurance contracts with various providers through CALPERS. For more information, see “Organizations through Which Benefits Are Provided”.

{Document #00018649.5 - MTAH-171} 17

Contribution Source The benefits described in this booklet are provided through member contributions made during active employment, self-payments deducted from the retiree’s account at the Montebello School Federal Credit Union and through investment earnings under this Plan. Plan assets are held in trust at Union Bank and are managed by Wells Fargo Advisors, the Plan’s financial advisor.

The fiscal records of the Plan are kept separately for each fiscal plan year. The fiscal year begins on September 1 and ends on August 31.

Plan Administrator Board of Trustees

Montebello Teachers Association Retiree Supplemental Health Plan c/o Allied Administrators

2831 Camino Del Rio, Suite 311 San Diego, CA 92108

(619) 297-8235

The Board of Trustees is the Plan Administrator. This means that the Board of Trustees is responsible for seeing that information regarding the Plan is reported to government agencies and disclosed to Plan participants and beneficiaries in accordance with the requirements of the Employee Retirement Income Security Act of 1974 (ERISA). The Board has contracted with a third party administrator, Allied Administrators, to handle the day-to-day business of the Plan.

Plan Administration

The Plan is administered by the Board of Trustees, on which employees are represented. If you wish to contact the Board of Trustees, you may do so at the address and phone number shown below.

The routine functions of the Plan are performed by Allied Administrators a third party administrator (TPA) which functions by contract as the Administrative Office for the Plan:

Sandra Eatchel

Allied Administrators 2831 Camino Del Rio, Suite 311

San Diego, CA 92108 (619) 297-8235

The names of the member of the Board of Trustees as of January 1, 2011 are:

Gilbert Gomez, Trustee Diana Garcia-Stevens, President MTA

Kathy Kohn, Executive Director MTA (Ex-Officio Non-Voting Member)

Elizabeth Gasca, Trustee

Pamela Valdry, Trustee Board members may be contacted through the Administrative Office, Allied Administrators.

{Document #00018649.5 - MTAH-171} 18

Agent for Service of Legal Process:

Sandra Eatchel

Allied Administrators 2831 Camino Del Rio, Suite 311

San Diego, CA 92108 (619) 297-8235

Legal process may also be served on a Plan Trustee.

Organizations Through Which Benefits Are Provided

The following benefits are obtained through CalPERS’ contracts with various providers:

Benefit Identity of Provider

Prepaid medical plan Kaiser Permanente 3100 Thornton Ave Burbank, CA 91504 (818) 525-4370 UnitedHealthcare formerly PacifiCare 5816 Corporate Ave, Ste 190 Cypress, CA 90630 (714) 226-2796 Mental health and substance abuse plan MHN For participants in California not enrolled 2370 Kerner Blvd in Kaiser Permanente and not eligible for San Rafael, CA 94901 Medicare (818) 676-6032 Determining Documents

If you are eligible under the Plan, your rights can be determined only by the:

• Trust’s rules, contracts, and other documents establishing the Plan for benefits provided directly by the Trust;

• group medical and hospital service agreements relating to the hospital and medical benefits provided by health maintenance organizations; and

• The information in this booklet is intended to be a summary of the Fund’s eligibility rules and benefits. However, the provisions of current governing Plan documents will prevail in any dispute. Copies of current Plan documents may be requested from the Administrative Office. Separate brochures are provided covering prepaid medical plans.

{Document #00018649.5 - MTAH-171} 19

The carriers that provide fully insured benefits, identified above, pay claims and handle claims appeals related to their program of benefits. These organizations will supply you, upon written request, printed materials concerning the nature of services provided, conditions pertaining to eligibility to receive such services (other than general conditions pertaining to eligibility for participation in the Trust), circumstances under which such services may be denied, the procedures to be followed in obtaining such services, and the procedures available for the review of claims for services that are denied in whole or in part. Requests for such material may be addressed to the Plan Administrator at the address given above.

Trust Fund

The Trust’s assets and reserves are held in trust by the Board of Trustees of the Montebello Teachers Association Retiree Supplemental Health Plan. An account was established with Union Bank for this purpose. Wells Fargo Advisors assists the Board in its capacity as investment advisors.

RETIREE CHECKLIST

Retirement should be a time of celebration and joy. However, several important decisions must be made and a few chores must be completed in order to make the smoothest possible transition to retirement. The following Retiree Checklist was developed by MTA, Certificated Personnel and Risk Management to help you identify the tasks needing completion upon your retirement. For more information contact:

Certificated Personnel Sylvia Delgado (323) 887-7900 ext. 2293 Risk Management Gail A. Contreras (323) 887-7900 ext. 2302 MTA Alonso Ibanez (323) 722-5005 MTA/Allied Administrators Sandy Eatchel (800) 736-0401

DEFINITIONS

Early Retiree - An employee who retires (with a minimum of 15 years of service) under the Early Retirement Option. You may be an early retiree from the year you turn 55 through the year you turn 60. The District shall provide District medical and dental benefits to participants for each year of participation at District expense not to exceed the District's contribution for regular Bargaining Unit members." Per Contract Language XV. Early Retirement Option B. 4.

In June of the year you turn 60 you will automatically become a regular retiree. Long Term Care can be purchased through the insurance carrier. Vision can be purchased through Risk Management.

Regular Retiree - An employee who retires (with a minimum of 15 years of service) at age 55 or older or qualifies for STRS Disability Allowance. You will receive a flat dollar amount toward your major medical through the month that you turn 67. Dental, vision, and long term care may be purchased at your cost.

Trust Fund - If you are a member of the MTA Retiree Supplemental Health Plan (Trust Fund) you will receive a flat dollar amount toward your major medical from the month you turn 67 throughout your lifetime.

Retiree Not Eligible for District Paid Benefits - An employee who retires at age 55 or older but has less than 15 years of service to the District. You can buy health and welfare benefits at your own costs.

DIRECTIONS

Select the category that fits you best and complete the corresponding checklist. You may request the appropriate checklist for your needs through the Human Resources Office.

Kathy Schlotz

Cross-Out

CERTIFICATED EARLY RETIREE WANTS TRUST FUND

□ Meet with a STRS counselor to review exactly how much you expect to receive. Also determine with the STRS counselor the best retirement date for you. You will need a minimum of two months to process the STRS documents. Call for an appointment at (562) 922-6838.

□ Ask the STRS counselor whether or not you should complete the STRS Express Benefit Form.

□ Determine your retirement date _________________________________

□ Apply for Early Retirement Option prior to May 1st for Bargaining Unit Members (MTA) and April 1st for Management Members (AMSA).

□ Resign from the District by May 1 with an effective date prior to July 1.

□ Apply to STRS for your retirement benefits. Meet with a counselor to review exactly how much you expect to receive.

□ You may continue/convert certain health benefits. More information is available through the Risk Management Department. Coverage must be continuous. If you fail to retain coverage after retirement you will not be reinstated.

□ Vision (paid directly to Risk Management) $14.77/Single coverage per month $28.82/ 2 party coverage per month

□ Life Insurance (may convert and pay directly to insurance carrier)

□ Long Term Care (premium paid directly to carrier) the rate is based on your individualized coverage.

□ If you do not already have an account, establish an account with the Camino Schools Federal Credit Union, 520 N. Taylor, Montebello 90640, (323) 722-3400 or (1-800) 835-3400, prior to July 1 of the year you retire.

□ Make arrangements to authorize monthly payments from your credit union account to the MTA Trust Fund at $100 per month October through July. Arrangements must be made prior to October 1.

3/10/2008

□ Make arrangements to authorize monthly payments from your credit union account to pay MTA annual dues of $25 to the MTA office prior to September 1 each year with your current address and phone number.

□ Contact Social Security to verify the number of Medicare quarters you and your spouse have already earned. If you have between 20 and 40 quarters you may choose to earn Medicare quarters in the Early Retirement Option. Contact Social Security for more information at (800) 772-1213.

□ An Early Retiree contract will be mailed to you by Certificated Personnel in early June. The contract must be signed and returned to Certificated Personnel.

□ In order to complete twenty (20) working days each Early Retiree will be placed in the MUSD substitute pool to sub on day-to-day basis.

CERTIFICATED REGULAR RETIREE DOES NOT WANT TRUST FUND UNDER AGE 67



□ Determine your retirement date _______________________________.

□ Resign from the District with as much notice as possible.


□ Apply for Medicare at least 2 months prior to your 65th birthday at the Social Security Office. Social Security will determine whether or not you are entitled to Medicare benefits (A & B). All MUSD retirees and/or dependents must apply for part B of Medicare. Part A is for hospital and Part B is for doctors.

□ The District will pay a flat dollar amount toward the health insurance for you and your dependents through the month that you turn 67 ($821.94 until 12/31/11). Determine how much coverage you require (for example: single coverage or 2 party coverage). If your health insurance costs more than the flat dollar amount paid by the District, you must pay a differential. The differential is paid directly to the Risk Management Department at the beginning of each month. Coverage must be continuous. If you fail to retain coverage after retirement you will not be reinstated. You may also continue other insurances for yourself and your dependents at your own expense. Apply through the Risk Management Department.

□ Dental (paid through credit union) $55.90/Single coverage per month $143.68/ 2 party coverage per month

□ Vision (paid to Risk Management) $14.77/Single coverage per month $28.82/ 2 party coverage per month


3/10/2008

□ Long Term Care (premium paid directly to carrier) The rate is based on your individualized coverage.

□ Open enrollment for health insurance carriers occurs during the month of September for retirees as well as active employees. You may change health insurance carriers or change your dependents during open enrollment each year. Dependents must be deleted as soon as they are no longer qualified as dependents.

□ Notify the Allied Administrators office in writing that you wish to discontinue with the Trust Fund.

CERTIFICATED REGULAR RETIREE DOES NOT WANT TRUST FUND UNDER AGE 67











3/10/2008




CERTIFICATED REGULAR RETIREE WANTS TRUST FUND UNDER AGE 67











3/10/2008



□ Make arrangements to authorize monthly payments from your credit union account to the MTA Trust Fund at $100 per month October through July. Arrangements must be made prior to October 1. If you do not already have an account, establish an account with the Camino Federal Credit Union, 520 N. Taylor, Montebello 90640, (323) 722-3400 or (1-800) 835-3400, prior to July 1 of the year you retire.

□ Make arrangements to authorize monthly payments from your credit union account to pay MTA annual dues of $25 to the MTA office prior to September 1 each year with your current address and phone number.

CERTIFICATED REGULAR RETIREE WANTS TRUST FUND AGE 67 AND OLDER



□ Determine your retirement date ________________________________.



□ Apply for Medicare at least 2 months prior to your retirement at the Social Security Office. Social Security will determine whether or not you are entitled to Medicare benefits (A & B). All MUSD retirees and/or dependents must apply for part B of Medicare. Part A is for hospital and Part B is for doctors.

□ The District will pay a flat dollar amount toward the health insurance for you and your dependents through the month that you turn 67 ($821.94 until 12/31/11). Determine how much coverage you require (for example: single coverage or 2 party coverage). If your health insurance costs more than the flat dollar amount paid by the District, you must pay a differential. The differential is paid through your credit union account. If you do not already have an account, you will need to establish one prior to July 1. Coverage must be continuous. If you fail to retain coverage after retirement, you will not be reinstated.



3/10/2008




□ Make arrangements to authorize monthly payments from your credit union account to the MTA Trust Fund at $100 per month October through July. Arrangements must be made prior to October 1. If you do not already have an account, establish an account with the Camino Federal Credit Union, 520 N. Taylor, Montebello 90640, (323) 722-3400 or (1-800) 835-3400, prior to July 1 of the year you retire.

□ Make arrangements to authorize monthly payments from your credit union to pay MTA annual dues of $25 prior to September 1 each year with your current address and phone number.

3/10/2008

CERTIFICATED REGULAR RETIREE DOES NOT WANT TRUST FUND AGE 67 AND OLDER






□ Apply for Medicare at least 2 months prior to your retirement at the Social Security Office. Social Security will determine whether or not you are entitled to Medical benefits (A & B). All MUSD retirees and/or dependents must apply for part B of Medicare. Part A is to hospital and Part B is for doctors.

□ You may continue your health insurance for yourself and your dependents at your own expense. Apply through Risk Management. Coverage must be continuous. If you fail to retain coverage after retirement you will not be reinstated.

□ Medical (paid through credit union; if you do not already have an account with the Credit Union, you will need to establish one)





3/10/2008

□ Employees with more than 5 years of service but less than 15 years may purchase coverage from the district as follows:

□ Medical (paid through credit union)







RETIREE NOT ELIGIBLE FOR DISTRICT PAID BENEFITS






□ Apply for Medicare at least 2 months prior to your retirement at the Social Security Office. Social Security will determine whether or not you are entitled to Medicare benefits (A & B). All MUSD retirees and/or dependents must apply for part B of Medicare. Part A is for hospital and Part B is for doctors.

□ Employees with less than 5 years of service may purchase coverage for 18 months under COBRA. Premiums paid as follows:

□ Medical (paid directly to Risk Management)

□ Dental (paid directly to Risk Management) $55.90/Single coverage per month $143.68/ 2 party coverage per month




OR

Calendar

2011-2012 MTA CALENDAR

August 29 Executive Committee Retreat 30 First Day of Modified Traditional Calendar September 7 First Day of Traditional Calendar 13 Executive Committee 20 Council (LMI) October 4 Executive Committee 11 Council (LMI) 15-16 Fall Leadership Conference (Oxnard) 21-23 CTA State Council (Los Angeles) November 1 Executive Committee 15 Council (LMI) December 6 Executive Committee 13 Council and New Member Dinner (Tamayo) 19-1/6 Winter Recess January 17 Executive Committee 24 Council (LMI) 27-29 CTA State Council (Los Angeles) February 7 Executive Committee 28 Council (LMI) March 6 Executive Committee 20 Council (LMI) 23-25 CTA State Council (Los Angeles) 27 Grievance Workshop (LMI) April 2-5 Modified Spring Break 6-13 Spring Break 17 Executive Committee 24 Council (LMI) May 1 Executive Committee 8 Retiree Benefits Workshop 15 Council (LMI) June 1 Retirement Dinner (The Reef) 5 Executive Committee 8-10 CTA State Council (Los Angeles) 12 Council (LMI)

Last printed 3/16/2011

Council

• MTA Council Meetings run according to Parliamentary Procedure as described in Robert’s Rules of Order.

• A motion is a question brought before the Council for considera-tion.

• A motion must be brought to the Council by a member of the Council and seconded by a member of the Council in order to be considered.

• A motion originated by the Executive Committee needs no sec-ond.

• A motion must be clearly stated and call for some action of the Council.

• The maker of the motion may not speak to the motion prior to making the motion. The President will recognize the maker of the motion to speak.

• The maker of the motion must seek recognition on the floor of Council from the President and state, “I would like to make a mo-tion and I have a second.” Allow the President to ask to hear the motion. Rationale for the motion must be held until the President asks the maker of the motion to speak to the motion.

• Motion forms are available at the reception desk. Always write the motion succinctly.

• The Council must act on the motion. It may vote the motion up or down, amend it, substitute it, table it, or refer it.

• The Executive Director, the Parliamentarian, and all members of the Executive Committee are available to help write and make motions.

Robert’s Rules of Order (For more information visit www.robertsrules.org)

What Is Parliamentary Procedure?

It is a set of rules for conduct at meetings that allows everyone to be heard and to make decisions without confusion.

Why is Parliamentary Procedure Important? Because it's a time tested method of conducting business at meetings and public gatherings. It can be adapted to fit the needs of any organization. Today, Robert's Rules of Order newly revised is the basic handbook of operation for most clubs, organizations and other groups. So it's important that everyone know these basic rules!

Organizations using parliamentary procedure usually follow a fixed order of business. Below is a typical example:

1. Call to order. 2. Roll call of members present. 3. Reading of minutes of last meeting. 4. Officers’ reports. 5. Committee reports. 6. Special orders -- Important business previously designated for consideration at this

meeting. 7. Unfinished business. 8. New business. 9. Announcements. 10. Adjournment.

The method used by members to express themselves is in the form of moving motions. A motion is a proposal that the entire membership take action or a stand on an issue. Individual members can:

1. Call to order. 2. Second motions. 3. Debate motions. 4. Vote on motions.

There are four Basic Types of Motions:

1. Main Motions: The purpose of a main motion is to introduce items to the membership for their consideration. They cannot be made when any other motion is on the floor, and yield to privileged, subsidiary, and incidental motions.

2. Subsidiary Motions: Their purpose is to change or affect how a main motion is handled, and is voted on before a main motion.

3. Privileged Motions: Their purpose is to bring up items that are urgent about special or important matters unrelated to pending business.

4. Incidental Motions: Their purpose is to provide a means of questioning procedure concerning other motions and must be considered before the other motion.

How are Motions Presented?

1. Obtaining the floor a. Wait until the last speaker has finished. b. Rise and address the Chairman by saying, "Mr. Chairman, or Mr. President." c. Wait until the Chairman recognizes you.

2. Make Your Motion a. Speak in a clear and concise manner. b. Always state a motion affirmatively. Say, "I move that we ..." rather than, "I move

that we do not ...". c. Avoid personalities and stay on your subject.

3. Wait for Someone to Second Your Motion 4. Another member will second your motion or the Chairman will call for a second. 5. If there is no second to your motion it is lost. 6. The Chairman States Your Motion

a. The Chairman will say, "it has been moved and seconded that we ..." Thus placing your motion before the membership for consideration and action.

b. The membership then either debates your motion, or may move directly to a vote. c. Once your motion is presented to the membership by the chairman it becomes

"assembly property", and cannot be changed by you without the consent of the members.

7. Expanding on Your Motion a. The time for you to speak in favor of your motion is at this point in time, rather

than at the time you present it. b. The mover is always allowed to speak first. c. All comments and debate must be directed to the chairman. d. Keep to the time limit for speaking that has been established. e. The mover may speak again only after other speakers are finished, unless called

upon by the Chairman. 8. Putting the Question to the Membership

a. The Chairman asks, "Are you ready to vote on the question?" b. If there is no more discussion, a vote is taken. c. On a motion to move the previous question may be adapted.

Voting on a Motion: The method of vote on any motion depends on the situation and the by-laws of policy of your organization. There are five methods used to vote by most organizations, they are:

1. By Voice -- The Chairman asks those in favor to say, "aye", those opposed to say "no". Any member may move for a exact count.

2. By Roll Call -- Each member answers "yes" or "no" as his name is called. This method is used when a record of each person's vote is required.

3. By General Consent -- When a motion is not likely to be opposed, the Chairman says, "if there is no objection ..." The membership shows agreement by their silence, however if one member says, "I object," the item must be put to a vote.

4. By Division -- This is a slight verification of a voice vote. It does not require a count unless the chairman so desires. Members raise their hands or stand.

5. By Ballot -- Members write their vote on a slip of paper, this method is used when secrecy is desired.

There are two other motions that are commonly used that relate to voting.

1. Motion to Table -- This motion is often used in the attempt to "kill" a motion. The option is always present, however, to "take from the table", for reconsideration by the membership.

2. Motion to Postpone Indefinitely -- This is often used as a means of parliamentary strategy and allows opponents of motion to test their strength without an actual vote being taken. Also, debate is once again open on the main motion.

Parliamentary Procedure is the best way to get things done at your meetings. But, it will only work if you use it properly.

1. Allow motions that are in order. 2. Have members obtain the floor properly. 3. Speak clearly and concisely. 4. Obey the rules of debate.

Most importantly, BE COURTEOUS.

Robert's Rules of Order Motions Chart Based on Robert's Rules of Order Newly Revised (10th Edition)

Part 1, Main Motions. These motions are listed in order of precedence. A motion can be introduced if it is

higher on the chart than the pending motion. § indicates the section from Robert's Rules. § PURPOSE: YOU SAY: INTERRUPT? 2ND? DEBATE? AMEND? VOTE?

§21 Close meeting I move to adjourn No Yes No No Majority

§20 Take break I move to recess for ... No Yes No Yes Majority

§19 Register complaint I rise to a question of privilege Yes No No No None

§18 Make follow agenda I call for the orders of the day Yes No No No None

§17 Lay aside temporarily

I move to lay the question on the table

No Yes No No Majority

§16 Close debate I move the previous question No Yes No No 2/3

§15 Limit or extend debate

I move that debate be limited to ... No Yes No Yes 2/3

§14 Postpone to a certain time

I move to postpone the motion to ... No Yes Yes Yes Majority

§13 Refer to committee I move to refer the motion to ... No Yes Yes Yes Majority

§12 Modify wording of motion

I move to amend the motion by ... No Yes Yes Yes Majority

§11 Kill main motion

I move that the motion be postponed indefinitely

No Yes Yes No Majority

§10 Bring business before assembly (a main motion)

I move that [or "to"] ... No Yes Yes Yes Majority

Part 2, Incidental Motions. No order of precedence. These motions arise incidentally and are decided immediately.

§ PURPOSE: YOU SAY: INTERRUPT? 2ND? DEBATE? AMEND? VOTE?

§23 Enforce rules Point of Order Yes No No No None

§24 Submit matter to assembly

I appeal from the decision of the chair Yes Yes Varies No Majority

§25 Suspend rules I move to suspend the rules No Yes No No 2/3

§26 Avoid main motion I object to the Yes No No No 2/3

altogether consideration of the question

§27 Divide motion I move to divide the question No Yes No Yes Majority

§29 Demand a rising vote I move for a rising vote Yes No No No None

§33 Parliamentary law question Parliamentary inquiry Yes No No No None

§33 Request for information Point of information Yes No No No None

Part 3, Motions That Bring a Question Again Before the Assembly. No order of precedence. Introduce only when nothing else is pending.

§ PURPOSE: YOU SAY: INTERRUPT? 2ND? DEBATE? AMEND? VOTE?

§34 Take matter from table

I move to take from the table ... No Yes No No Majority

§35 Cancel previous action

I move to rescind ... No Yes Yes Yes 2/3 or Majority

with notice

§37 Reconsider motion

I move to reconsider ... No Yes Varies No Majority