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UNITED EDUCATORS OF SAN FRANCISCOÂ (UESF)


Meet the Officers ssolomon@uesf.org

emerriweather@uesf.org

csamoa@uesf.org

Standing Together WE WON Pay Raises

Educators will receive a 4% pay increase in July/August, each year for the next 2 school years.

Proposition G Increases

Our 6 month campaign will provide huge increases, beginning at the start of school and every year for the next 20 years. edesantiago@uesf.org

VWilliams@uesf.org

       UESF STAFF Have questions about the contract, or your rights?

KWaller-occonor@uesf.org

Healthcare

Through contract negotiations, the District agreed to increase healthcare contributions with the passage of Prop G. The increase will be: • $100 for employee + 1 • $225 for employee + >1

Pregnancy-related

asoto@uesf.org

Contact our office: 415-956-8373

Educators are now guaranteed a minimum of $150/day when using extended sick leave during pregnancy disability leave and each co-parent now has 12 weeks of child-bonding leave, instead of sharing 18 weeks.

We will ask you for the following: bmontenegro@uesf.org

Your full name Your Employee ID#

We will connect you with the staff representative that covers your area jquinonez@uesf.org

Additional Step for Paraeducators

Paraeducators receive a 3% salary add-on at the 11th year of service.


What is a Union? A union is a group of workers who band together to try to achieve things they want – fair treatment, better wages and benefits and working conditions, and to prevent their employer from doing things to them that they don’t want – arbitrary treatment or unjust treatment. A union is not an insurance agency; it is an instrument of collective action and its purpose is to advance our interests by us working together.

What is a Contract?

A Union contract is a legal document that specifies the wages, hours and conditions of work for those covered by that contract. In a conceptual sense, it is a snap-shot of the balance of forces between the employer and the workers - here between the school district administration and the membership. The contract is a living document – the language doesn’t mean anything until and unless it is enforced. If you think there is a violation of contractual rights, call it to the attention of your Union Building Representative or Union Staff Representative. Don’t wait; there are time limits within which contract violations must be raised or management will not consider them. You can find the contract on the UESF website.

Membership: To be a member of the UESF (UESF), fill out a membership application. Only union members are able to vote, participate in political activities, and access union member benefit programs, including legal representation. We are affiliated with: the California Teachers Association (CTA) and its national body, the National Education Association, (NEA); the California Federation of Teachers (CFT) and its parent body, the American Federation of Teachers (AFT); the San Francisco Labor Council, which is an organization of unions in San Francisco and the California Federation of Labor, which is an organization of unions in California. Documents You Get

numbered. Always sure you receive proof Keep a copy of all documents that SFUSD that the document was received. Certified mail or your Principal gives with return receipt is you in a binder in chronological order. It is one way. If delivering in important to keep them person, take two copies to HR and get them organized. both date/time stamped Documents You Give – one copy for them and Keep a copy of all one for you. If faxing, documents you give the first sheet should to SFUSD and make be your document and sure all pages are

the last should be your cover sheet. This is a way of having a proof sheet with the document’s image on it.

It is a good practice to check your personnel file at least once a year.

What Are Your Rights? Your rights under the UESF/SFUSD contract and applicable Labor Law take precedence over Board of Education Policies and Principal’s statements. You have a right to union representation when you meet with an administrator. Talk to your Union Building Representative. Do not go in by yourself. If that does not work out, contact UESF. Members and Administers have no right to modify the contract.

Grievances: A grievance is an assertion that the employer has not followed the contractual requirements. The grievance process specifies the timelines and procedures to address grievances.

The way that we can enforce our contractual rights is through the grievance procedure. It should be noted that not every problem is a contract violation. The perceived injustice may have a potential legal remedy, a potential political solution or no solution at all. Again, if you have questions, consult your Union Building Representative or Union Staff Representative. It should almost go without saying that relying on administrative representatives for contract interpretations is problematic.

Email: Please obtain a personal email account so that we can inform you

of important information for new educators. Free personal email accounts are available from Google, Yahoo and other similar providers.

If you get sick or hurt on the job If you have a workrelated injury or illness, report this immediately to your Principal. If you have trouble dealing with the SFUSD workers’ compensation administrator, you may need a workers’ compensation attorney. Contact the Union office to walk you through what your next steps, and to inform you about the process.

Your MD for On-The-Job Injury or Illness Turn in a signed “Predesignation of Personal Physician” form for work-related injuries or illness now. If you do not do this, and have a work-related injury or illness, you will have to see the SFUSDdesignated doctor instead of your own medical provider for at least 30 days.

Paystubs Check your pay stubs on line at SFUSD employee log in. Then click on pay stubs and you can print them. Make sure you are getting paid for the right status and the right pay rate. Teachers are paid monthly and paraeducators are paid every other Wednesday.


Useful Information for Teachers

Useful Information for Teachers

Health Benefits: Sign up immediatly so you avoid any delays in your health and dental benefits. Benefits start in September if you sign up before August 20th.

SFUSD can require a doctor’s note for more than five consecutive days of absence. If you are sick past your total allotment of sick leave, you will be on extended sick leave — the daily extended sick leave rate is your daily pay rate minus the daily sub dock rate of $165.22. If you’re at the low end of the salary scale, you’ll get very little pay. (Teachers are not eligible for State Disability Insurance Benefits.) You should consider disability insurance through our affiliate, the National Education Association, or another provider. This is especially important if you are considering starting a family and will need time off for maternity leave. If you were a teacher in another California Public School District, you are eligible to have your unused sick leave balance transferred to your account here at SFUSD. If this applies to you, contact the SFUSD HR Benefits for more information.

half-time schedule, regardless of how the hours are worked during the pay period.

Advancing on the salary scale: To advance on the salary scale you work at least 75% of the days (not hours) required of regular teachers. Teachers who work fewer than four days a week don’t work enough days to get a pay step increase. It is very important if you take a leave (such as maternity leave) that you consider your return date carefully so you don’t miss 75% service for that year by a few days, because in this area, a miss is as good as a mile. Benefits are paid for those working at least

If a representative is not available at your site, call the union office and we will connect you with the Staff Representative for your school.

Pay Stubs: Check your pay stubs

upon receipt and keep them organized in a safe place. Make sure you’re getting paid for the right FTE (Full-Time Equivalent) status and the right pay rate. You’re going to get 12 checks a year.

Higher pay if you have higher pay if you have previous experience: Make

sure that SFUSD has given you the appropriate credit for previous teaching experience. The contract has year-for-year credit for previous experience up to 11 years. Read Teachers’ Contract Article 11.7.6 through 11.7.6.3.

Higher pay if you have more education:

Our contract has higher pay rates for teachers with post bachelors degree semester units, for teachers who have at least 30 post BA units, and for teachers who have at least 60 post BA semester units. Review Teachers’ Contract Appendix B for the different pay rates. An increase in your pay rate will be effective the month following your submission of the official transcript, so turn in your official transcripts and keep a copy.

Sick Leave: You get 10 days of paid

regular sick leave per year; 7 of the 10 days can be used for personal reasons, not just sick leave.

If you’re probationary: Most

new teachers are hired into probationary positions, although some are hired into temporary positions. Under the California law, tenure track teachers are probationary employees for the first two years of service. Probationary employees can be dismissed for no reason, without recourse during this period. While you still have civil rights and union rights, don’t be reckless. You have a right to union representation when you meet with an administrator. If you’re in doubt, talk to your Union Building Representative. Don’t go in by yourself.

To speak with your Staff Representative, contact the UESF Union Office 415-956-8373

EVALUATIONS: Teachers are supposed to be evaluated annually if they’re probationary or if they had a less than satisfactory summary evaluation during the previous school year. As a matter of law and contract, evaluations are not considered disciplinary, so the content can’t be challenged by a grievance- only the timelines and procedures can be challenged. If you are unhappy with your evaluation and there is a successful challenge to the timelines/procedures, the evaluation can be successfully expunged. It is crucial that you read and understand your rights under Article 16, Evaluations in the Teachers’ Contract. It’s also very important to understand that there are areas of emphasis that administrators expect to see in lesson plans. There is an emphasis on small group learning, differentiated instruction for students who are less than proficient, proficient and advanced learners, engaging all students, and having smooth transitions between lesson components. If you have questions, talk to your Union Building Representative or Union Staff Representative.


KNOW YOUR CONTRACT

Important Contract Articles for Teachers Knowing our collective bargaining agreement with SFUSD is one of the most important elements to navigating your way through the district. (You can access the contract at www.uesf.org.) We suggest that you first focus on the following provisions: UESF Contracts are available at www.uesf.org/members/contracts.

Article 7: Days and hours of employment for K-12 teachers Article 7.2: On the 7-hour workday Article 7.2.4.1: No more than 2 staff meetings per month Article 14: Health and Safety Article 14.2.1: We are not required to work in unsafe conditions. Article 14.4: Assaults and threats to teachers, mandatory reporting of

KNOW YOUR CONTRACT

Important Contract Articles for Paraeducators

Knowing our collective bargaining agreement with SFUSD is one of the most important elements to navigating our way through the district. (You can access the contract at www.uesf.org.) We suggest that you first focus on the following provisions: General Pay: Check your pay stubs

Article 15: Health and Safety Article 15.1.1: You are not required to

work in unsafe conditions. Article 15.3.2: There are designated restrooms for staff members with unrestricted access to keys for staff restrooms. Article 15.3:6: There will be at least one (1) lunchroom, and/or faculty room.

Article 7: Evaluation:The contract does

of the evaluation, so paying close attention to correct procedure is very important.

not allow us to grieve the content of an evaluation, so it is important to pay close attention that correct procedures are followed. If the timelines are violated, let your Union Staff Rep know immediately.

Article 19: Grievance procedure: This is how we address contract violations.

Article 18: Grievance Procedure: This

threats and assaults.

Article 16: Evaluation: The contract does not allow for grieving the content

Pay attention to the timelines in 19.4.

Article 21: Student Discipline Article 21.1.1: Teachers should be provided all reasonable support from

the District in maintaining classroom discipline. This is a complex area. Please talk with the Union first.

Article 23: Union Building Committee Article 23.3.1: The administrator must meet with the Union Building

Committee about staffing, assignment, programming, facilities management and planning, staff development and budgeting. Article 23.3.7: The administration must work towards consensus of matters of mutual concern.

is how contract violations are addressed. A grievance must be filed within 15 working days of the occurrence of the problem.

Article 23: Union Building Committee (UBC)

The administrator must meet with the UBC about staffing, assignment, programming, facilities management and planning, staff development and budgeting.

Salary Schedules: Pages 66-82. If you have questions, ask your UBR or contact UESF. Pension: SFUSD paraprofessionals are in Social Security.

on line at SFUSD employee log in. You can click on pay stubs and print them. Make sure you are getting paid for the right status, and the right pay rate. We get paid every other Wednesday. Longevity Pay: If you have worked ten ten or more years in the District, you are entitled to receive an additional longevity payment of $0.30 per hour. Check your pay stub under “Longevity.� Probation: Probationary period is a twelve (12) month period. It is six months if you were promoted into a position, excluding temporary, limited term, restricted, casual, substitute or as-needed employment. Professional Development (PD) Commencing with the 2018-2019 school year and continuing thereafter, the work year for all United Support Personnel shall be increased by one (1) District Professional Development Day. A $250 flat salary allocation will be paid annually in the last paycheck in November. Make sure you use your PD hours during the school year. Health Benefits: Paras who work 40 hours per pay period and Special Ed core subs receive benefits based on Article 13 of the USP contract. Paras also receive dental benfits. Part-time paras have the option to accept partial benefits. Paraprofessional Meeting: Every fourth Wednesday of every month at Rosa Parks ES from 4-6 PM.


Useful Information for Substitutes

KNOW YOUR CONTRACT

Day-to-Day Substitute Teacher Assignment: These papers,

Knowing our collective bargaining agreement with SFUSD is one of the most important elements to navigating your way through the district. (You can access the contract at www.uesf.org.) We suggest that you first focus on the following provisions:

known as “green sheets” must be in by the 20th of each month. Maintain a copy for yourself. They should contain the following: • Job assignment number • School site name • Work hours • Classroom assignment Information can be reviewed and downloaded using the following site: sfusd.eschoolsolutions.com Once you are in the site, log in using your SFUSD ID and pin number.

Substitute Status: Substitutes are

“at-will” employees under the California Education Code and as such serve “at the pleasure” of the School Board. However, substitutes have rights stated in the UESF/ SFUSD contract. Those rights take precedence over School Board policies.

The UESF Vice-President for Substitutes is Earl Lene De Santiago. She can be reached in the following ways: • Call 415-956-8373 x118 • Email edesantiago@uesf.org

Important Contract Articles for Substitutes

Article 3.12

Substitute Classifications

Article 6

Professional Rights

Article 11.7.8

Substitute Pay Rates

Article 14.2

Safe Working Conditions

Article 16

Evaluation (16.32.5 and 16.32.6 pertain to “Do-Not-Sends”)

Article 17

Personnel Files

Article 20

Due Process for Complaints

Article 21

Student Discipline

Article 23

Union Building Committee

Article 26

Day-to-day Substitute Teachers

Article 27

Promotional Opportunities for Substitute Teachers

Article 28

Disciplinary Action (28.2 – Day-to-Day Substitute teachers)

VP for Substitute Office Hours: Monday 8:00 - 3:30 p.m. Wednesday 11:00 - 6:30 p.m. Friday 8:00 - 3:30 p.m. If you have immediate questions, you should: The UBR should be the first person you should approach if you have questions because they are at your site and have in depth knowledge unique to your site. If your question is not answered, please feel free to contact the UESF office.

Appendix B.11 Substitute Teachers and Hourly Rate B.11a B.11b Appendix F

Proposition G Additional Compensation


Getting Organized Start the School Year Off Right! (Note: All references are from the certificated contract)

1.

Welcome new members – first day

2.

Set your school year schedule with the principal (Article 7.2.7), including Elementary Prep (Article 7.2.6.1.3) – first week

3.

Monitor class sizes (Article 9.4) – first week

4.

Establish your UBC portion of staff meetings (Article 23.3.1) - First week

5.

Hold your UBC election & set your UBC meeting days (UBC Manual) – first two weeks

6.

Within the first four weeks of school, develop Student Discipline Policy and Procedures (Article 21.2.3)

7.

Establish the Emergency Coverage Plan for your site (Article 6.8) – first two weeks

8.

Choose someone to attend Assembly and Division meetings – first month

9.

Establish school site student discipline policy & behavior strategies (Article 21.2.3)

10. Have your members fill out their pre-designation of personal physician and sick leave bank forms. – first month 11.

Get to know your Area Rep – ongoing

12.

Ask your administrator for the child abuse laws & reporting procedures (Article 6.9)

13.

Help develop the safety and disaster plan at your site (Article 14.1.1)

14.

Understand how to properly use Williams Complaints (www.uesf.org/williams_complaints.html)

Union Building Committee (UBC) UBC Frequently Asked Questions

What is the role of the UBC? Read Article 23 of the SFUSD/UESF Contract for more details.

The UBC serves as the site representative body of UESF to receive pertinent and non-confidential information, and exercise the authority to meet and attempt to reach consensus, as required by the Contract, with site administration on all matters of school site policies, operations, and all other matters of mutual concern including: staffing/assignments, programming, facilities management and planning, staff development, and budgeting, timelines and deadlines set by the District. The UBC elects staff representatives to the School Site Council, participates as the voice of educators in other site decision-making bodies, and represents educators in maintaining clear lines of communication with site administration.

How should time be allowed for UBC work at faculty meetings?

above) by site administration within the limits provided in the Contract (Section 7.2.4.1) of a maximum of UBCs are accorded time at faculty two per month held within the work meetings (per Section 23.3.1), to make announcements and conduct week/hours designated in Article 7. UBC meetings can be called for UBC business. Though a specific elected UBC members, or expanded amount of time is not specifically to include every educator within the stated, it normally averages about bargaining unit at the site. All UBC 10 minutes (sometimes more and sometimes none at all depending on meeting agendas and processes are established by the UBC, led by the the meeting agenda, UBC request Building Representative, within the for time, and current issues). context of the UESF Constitution There may be times when the UBC and the Contract. needs this time to be confidential When does UBC meet and how often? only to UESF members.

What is the difference between a UBC meeting and Faculty meetings?

Faculty meetings are scheduled and the agenda set (except the UBC portion of the meeting cited

(includes UBC meetings and UBC/Site Administration meetings) Read Article 23.3.5

The UBC may schedule meetings before or after the instructional day or at such times that are not


UBC Frequently Asked Questions cont. How should time be allowed for UBC work at faculty meetings?

UBCs are accorded time at faculty meetings (per Section 23.3.1), to make announcements and conduct UBC business. Though a specific amount of time is not specifically stated, it normally averages about 10 minutes (sometimes more and sometimes none at all depending on the meeting agenda, UBC request for time, and current issues). There may be times when the UBC needs this time to be confidential only to UESF members.

What is the difference between a UBC meeting and Faculty meetings?

Faculty meetings are scheduled and the agenda set (except the UBC portion of the meeting cited above) by site administration within the limits provided in the Contract (Section 7.2.4.1) of a maximum of two per month held within the work week/hours designated in Article 7. UBC meetings can be called for elected UBC members, or expanded to include every educator within the bargaining unit at the site. All UBC meeting agendas and processes are established by the UBC, led by the Building Representative, within the context of the UESF Constitution and the Contract.

When does UBC meet and how often? (includes UBC meetings and UBC/Site Administration meetings) Read Article 23.3.5 The UBC may schedule meetings before or after the instructional day

or at such times that are not in conflict with normal school functions.” UBC/Site Administration meetings are usually held once or twice a month at regularly set times.

What is the role of leadership teams re: UBC? The site

administration has a right to establish leadership teams to be involved in more in-depth curriculum development, information sharing, and communications among and between grade level educators and departments. However, the leadership teams may not in any way substitute for the role of the UBC as stated in the Contract. If recommendations of the leadership team have to do with any of the areas summarized in 23.3.7, those recommendations should be submitted to the UBC/site administration agenda for consideration. Any unilateral implementation of leadership team decisions, even if a UBC member may be part of a leadership team, made in those UBC domain areas constitutes direct dealing and is a violation of the contract and labor codes. The District and Union are continuing to discuss the role of leadership teams at school sites.

UBC Frequently Asked Questions cont. Who comes to the UBC meeting with the principal, and who decides this? Read Section 23.3.1

The UBC decides which UBC members come to site administrator meetings, however the number cannot exceed seven.

Who decides what can be discussed? How is the agenda set? What can and cannot be discussed? The agenda is developed jointly by site administration and the

UBC, usually at least a few days ahead of time to allow for preparation. The administration or UBC may want to bring various concerns, changes or suggestions to the agenda regarding the many content areas addressed in the first question. Neither the UBC nor site administration may discuss or seek changes in the provisions of the Contract that has been negotiated by UESF and the District, which would be illegal and considered “direct dealing.” However, there are site-specific agreements that are officially sanctioned by the UESF and SFUSD.

Who has the power to make decisions?

This is a complex question. The Contract directs the site administration/ UBC to attempt to reach consensus on issues raised at UBC meetings. All issues falling within the parameters outlined in Question 1 should therefore be brought to these meetings for attempted consensus, and unilateral implementation is prohibited without doing so. However, if after clear attempts are made to reach consensus on issues, and these attempts fail, site administrators have the right to proceed with implementation of matters falling within management rights domain (such as certain curriculum matters that do not directly impact working conditions or hours of work). However, any changes that affect negotiated terms and conditions of work expressly covered by the contract must be negotiated with UESF prior to implementation. Since this is a complex issue, you should consult with your representatives UESF or Labor Relations.

How should UBC notes/minutes be shared with school site?

This decision is left up to each UBC, however UESF recommends that key decisions and projects discussed in the UBC meetings, and UBC-site administration meetings be taken and distributed to UESF members by the UBC. It is recommended that the UBC share joint UBC/Administration minutes with Administration prior to distribution.

Orientation 7.12.18  
Orientation 7.12.18  
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