2012 ESP Handbook - Alabama Education Association
2012 ESP Handbook - Alabama Education Association
2012 ESP Handbook - Alabama Education Association
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ALABAMA EDUCATION ASSOCIATION<br />
EVERY CHILD.<br />
EVERY OPPORTUNITY.<br />
<strong>ESP</strong> HANDBOOK
Important Information<br />
This Book Belongs To:<br />
Name _________________________________________________________________________________________<br />
Street _________________________________________________________________________________________<br />
City _____________________________________________ State ___________ Zip ______________________<br />
School Building/Work Site _____________________________________________________________________<br />
Address __________________________________________________________________________________<br />
Home Telephone ___________________ Work Telephone _____________________ Fax ________________<br />
E-Mail Address __________________________________________________________________________________<br />
UniServ Director________________________________ Phone/Fax _______________________________<br />
<strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong> Headquarters in Montgomery<br />
To call AEA – 1.800.392.5839 • 334.834.9790<br />
To Fax AEA – 334.262.8377 • 334.265.8132 [Research] • 334.263.5913 [Field Services]<br />
334.834.7034 [Legal Dept.] • 334.262.1226 [Business Office]<br />
To visit AEA’s Web site – www.myAEA.org [to connect with any AEA staff member]<br />
To leave a message with my senator in Montgomery – 334.242.7800<br />
To leave a message with my representative in Montgomery – 334.242.7600<br />
To call NEA in Washington, D.C. – 202.833.4000 To Fax NEA in Washington, D.C. – 202.822. 7767<br />
Reference Phone List – You are Part of a Great Team!<br />
In-Class Emergency: _________________________________<br />
School: ____________________________________________<br />
Personnel Office: _________________________________<br />
Payroll Office: ____________________________________<br />
Student Discipline Problem: __________________________<br />
Security Problem: _________________________________<br />
Injury or Medical Problem: __________________________<br />
Insurance Company Agent: __________________________<br />
To Report Vandalism: _____________________________<br />
Physician: ________________________________________<br />
Dentist: ____________________________________________<br />
AEA provides a team that can give you valuable support<br />
and you can get help from:<br />
Local <strong>Association</strong> President: __________________________<br />
Vice President: ____________________________________<br />
Secretary: ________________________________________<br />
Treasurer: ________________________________________<br />
<strong>Association</strong> Representative: __________________________<br />
Professional Development Committee: _______________<br />
___________________________________________________<br />
___________________________________________________<br />
Other Local <strong>Association</strong> Representatives: _______________<br />
___________________________________________________<br />
___________________________________________________
Contents<br />
<strong>ESP</strong> – It’s a Matter of Pride 2<br />
<strong>ESP</strong> State Presidents 2<br />
History of AEA-<strong>ESP</strong> 3<br />
<strong>ESP</strong> Victories 4<br />
This is the Law 5-7<br />
State and Federal Licensing,<br />
Certification, and Training Mandates 8-9<br />
Professional Development for<br />
<strong>Education</strong> Support Professionals 10<br />
Dealing Positively with Students,<br />
Co-Workers, and Parents 11<br />
Job Evaluations Do’s and Don’ts 12-13<br />
Benefits of Membership 14<br />
There is a Big Difference 14<br />
Ten Reasons to Join Your <strong>Association</strong> 15<br />
ACCESS Program 16<br />
Frequently Used Addresses, Inside Back Cover<br />
Telephone & Fax Numbers,<br />
& Web Addresses<br />
Have a Question?<br />
Need Help?<br />
1
<strong>ESP</strong> – It’s a Matter of Pride<br />
We are proud to be <strong>Education</strong> Support<br />
Professionals. As support professionals we have the<br />
opportunity to assist in shaping the future of our<br />
students. Public education is the greatest social<br />
success story of this nation. Access to good public<br />
education has allowed people to live the American<br />
dream. <strong>ESP</strong>s make a difference in the lives of<br />
students everyday. We prepare their food, we<br />
transport them to and from school, we keep their<br />
classrooms clean, we assist with their instructional<br />
needs, and we provide them with a safe learning<br />
environment. Because we care, we do all this and<br />
more!<br />
Much of the success of public education has been<br />
the coming together of all of our citizens, lending<br />
the light of hope to those who will find it in no<br />
other institution in America. <strong>Education</strong> support<br />
professionals know that their jobs are a matter of<br />
pride. Because we care, we put forth that extra effort<br />
each day!<br />
Everything America is or ever hopes to be depends<br />
upon what happens in public schools. As an<br />
education support professional, it is our challenge<br />
and our opportunity to “shape the future for our<br />
children.” Because we care . . . It’s a matter of<br />
pride – <strong>ESP</strong>!<br />
About the <strong>Handbook</strong><br />
This handbook has been developed specifically<br />
for all educational support professionals by the<br />
Division of Field Services and the Public Relations<br />
Department of the <strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong>.<br />
AEA and NEA, through their many programs and<br />
services, are dedicated to making the education<br />
profession the very best it can be for you and the<br />
students of <strong>Alabama</strong>.<br />
Service to You<br />
Your membership dues come back to you in many<br />
ways but most directly in well-trained professional<br />
staff who are there when you need them. Thirty-nine<br />
full-time UniServ Directors are located in <strong>Alabama</strong><br />
and assigned to a particular region. Additional<br />
staff members are located at the AEA headquarters<br />
in Montgomery and at the NEA headquarters in<br />
Washington, D.C.<br />
Your first line of contact when you have a<br />
job-related problem is the association representative<br />
(AR) at your work site. If your problem cannot<br />
be handled within your school, please contact the<br />
UniServ Director who serves your school district. If<br />
you need assistance locating your UniServ Director,<br />
call the AEA Headquarters in Montgomery at 1-800-<br />
392-5839.<br />
2<br />
<strong>ESP</strong> State Presidents<br />
1975–1983 Peggy McDanal • Birmingham<br />
1983–1985 Elijah Walton • Montgomery Co.<br />
1985–1986 Rebecca Howell Lee • Walker Co.<br />
1986–1987 Doris Alexander • Mobile Co.<br />
1987–1988 Rebecca Howell Lee • Walker Co.<br />
1988–1989 Linda Christmas Garrett • Dothan<br />
1989–1990 Barbara Riggins • Talladega Co.<br />
1990–1991 Walter Peavy • Madison Co.<br />
1991–1992 C. C. “Spud” Shelley • Henry Co.<br />
1992–1993 Doris Alexander Dortch • Mobile Co.<br />
1993–1995 Noel Deese • Houston Co.<br />
1995–1997 Debra Hollis • Birmingham<br />
1997–1999 Virginia Bailer • Jackson Co.<br />
1999–2001 Sarah Horton • Mobile Co.<br />
2001–2003 Martha Livingston • Talladega Co.<br />
2003–2005 Ervin Wilkerson • Jefferson Co.<br />
2005-2006 Lisa Lambert • Etowah County<br />
2006 Anthony McDaniel • Morgan Co.<br />
(May 20, 2006 – August 30, 2006)<br />
2006-2007 Debra Hollis • Birmingham City<br />
(August 30, 2006 – May 31, 2007)<br />
2007-2008 Ervin Wilkerson • Jefferson Co.<br />
(June 1, 2007 - July1, 2008)<br />
2008-2011 Bernard Sanderson • Blount Co.<br />
2011-2013 Sherry Tucker • Birmingham City
Creation of <strong>ESP</strong><br />
History of the AEA-<strong>ESP</strong> 1975 - <strong>2012</strong><br />
• AEA Board commitment of $30,000 to hire one<br />
staff person to determine interest among<br />
support personnel, 1975-1976.<br />
• 1,700 AEA-<strong>ESP</strong> members signed up the first year.<br />
• All services and benefits of AEA were made<br />
available to <strong>ESP</strong> members.<br />
• <strong>ESP</strong> became a self-supporting division of AEA the<br />
first year by AEA Board action. (Article XII in<br />
AEA Constitution).<br />
• <strong>ESP</strong> State Constitution was developed and<br />
adopted.<br />
• A statewide organization was formed with a state<br />
executive board of <strong>ESP</strong> leaders elected at the<br />
annual <strong>ESP</strong> Delegate Assembly.<br />
• The AEA president, AEA executive secretary, AEA<br />
associate executive secretary, and the director of<br />
field services assigned to <strong>ESP</strong> were made<br />
members of the <strong>ESP</strong> State Executive Board.<br />
• <strong>ESP</strong> locals were created wherever enough<br />
members were signed up.<br />
• A standardized local constitution was approved<br />
and sent out by the state executive board for<br />
locals to use.<br />
• As a result of the first year’s recruitment success,<br />
three field staff were hired to assist the <strong>ESP</strong><br />
division director in recruiting and organizing <strong>ESP</strong>s<br />
across the state.<br />
• In 1978, a total of eight field staff, in addition to<br />
the director of field services assigned to <strong>ESP</strong>, were<br />
hired to continue increasing membership in <strong>ESP</strong><br />
and services to <strong>ESP</strong> members.<br />
• In 1981, an additional four field staff were hired<br />
to continue the growth of <strong>ESP</strong> membership.<br />
• AEA Constitution was amended in 1981, making<br />
the state <strong>ESP</strong> president a full member of the AEA<br />
Board of Directors. Peggy McDanal was the first<br />
state <strong>ESP</strong> president to sit on the AEA Board of<br />
Directors.<br />
3<br />
• In 1981, the AEA Constitution was amended to<br />
place two <strong>ESP</strong> members on each of six AEA<br />
commissions for a one-year term. In 1985, by<br />
constitutional amendment, <strong>ESP</strong> commission<br />
members began serving a two-year term.<br />
• On May 2, 1981, the <strong>ESP</strong> State Delegate Assembly<br />
voted overwhelmingly to unify with NEA, making<br />
<strong>ESP</strong> members active-<strong>ESP</strong> members of NEA with<br />
full rights and benefits. <strong>Alabama</strong> was the first state<br />
to unify after the NEA Representative Assembly’s<br />
action creating <strong>ESP</strong>-active membership.<br />
• In 1981, Peggy McDanal, <strong>ESP</strong> state president,<br />
became the first support person to serve on the<br />
NEA Board of Directors.<br />
• <strong>ESP</strong> became a vital link in AEA’s A-VOTE political<br />
action program, and its members have been<br />
instrumental in many of the successes achieved<br />
in elections from the governor’s office to the<br />
legislative races.<br />
• <strong>ESP</strong> has become the voice for education support<br />
professionals in <strong>Alabama</strong>.<br />
• In 1985-86, AEA restructured staff so that 37 field<br />
staff began to service active and <strong>ESP</strong> members.<br />
• In 1986, <strong>ESP</strong> members were elected to the<br />
Teachers Retirement System Board to fill two<br />
positions designated for <strong>ESP</strong> by the <strong>Alabama</strong><br />
Legislature.<br />
• <strong>ESP</strong> State Executive Board established the<br />
following awards: <strong>ESP</strong> Doris Strode Champion<br />
Award, <strong>ESP</strong> Pioneer Award, and the <strong>ESP</strong> Shining<br />
Star Award.<br />
• In 1993, Doris Dortch, former <strong>ESP</strong> state<br />
president, received the second national NEA-<strong>ESP</strong><br />
Member of the Year Award.<br />
• <strong>ESP</strong> membership is now over 25,000.<br />
• In 2003, <strong>ESP</strong>O changed its name to <strong>ESP</strong><br />
(<strong>Education</strong> Support Professionals).
AEA Legislative Victories for <strong>ESP</strong>s<br />
<strong>2012</strong> • Saved thousands of <strong>ESP</strong><br />
jobs by successfully passing an<br />
<strong>Education</strong> Trust Fund (ETF)<br />
budget. This was done with<br />
no out-of-pocket increases for<br />
TRS or PEEHIP for <strong>Alabama</strong>’s<br />
education employees.<br />
• Fought back efforts to unearmark<br />
tax dollars that are<br />
currently dedicated to <strong>Alabama</strong><br />
schools.<br />
• Defeated HB650, legislation<br />
that would have allowed charter<br />
school to be formed in <strong>Alabama</strong><br />
and prevented the loss of<br />
worker’s rights, insurance, and<br />
retirement.<br />
• Passed legislation to ease<br />
ethics filling restrictions for<br />
educators. Now increasing<br />
the threshold from $50,000 to<br />
$75,000 annually.<br />
• Defeated legislation to remove<br />
seniority as a consideration in<br />
school systems reduction in<br />
force (RIF) policies.<br />
2011 • Improved the Student’s First<br />
“tenure” bill by: retaining the<br />
word “tenure” in the law; making<br />
sure actions by employers for<br />
personal or political reasons<br />
were prohibited; ensured neutral<br />
hearing officers review employer<br />
decisions; continued pay/benefits<br />
in most cases until 75 days<br />
between employer action and<br />
officer review.<br />
• Stopped legislation such as a<br />
constitutional amendment to<br />
unearmark income tax for the<br />
ETF.<br />
• Stopped legislation to abolish<br />
elected RSA board and replace<br />
with appointed board.<br />
• Stopped a bill to use ETF funds<br />
to buy liability insurance.<br />
2010 • Saved thousands of teacher and<br />
<strong>ESP</strong> jobs by making it the top<br />
priority in the ETF budge.<br />
• Helped save the PACT program<br />
so it could fulfill its contracts.<br />
• Helped pass legislation to<br />
prevent sexual misconduct with<br />
a child under 19 if that child is<br />
a student and the offender is a<br />
school employee.<br />
• Helped pass regulatory<br />
bill freeing millions to help<br />
ensure that funding used to<br />
retain education jobs and not<br />
jeopardize TRS viability.<br />
2009 • Guaranteed more state funding<br />
for other current expenses that<br />
helped save thousands of <strong>ESP</strong>s<br />
from losing their jobs.<br />
• Passed a new school nurse<br />
law that allows the hiring of<br />
RNs as well as LPNs under the<br />
supervision of a RN.<br />
2008 • Continued to protect PEEHIP<br />
and retirement funding.<br />
• Continued to protect the<br />
<strong>Education</strong> Trust Fund from<br />
diversion.<br />
2007 • Seven percent pay raise, school<br />
nurse salary schedule.<br />
2006 • Five percent pay raise.<br />
2005 • Six percent pay raise.<br />
2004 • <strong>ESP</strong> given equal status to<br />
teachers in guaranteeing due<br />
process protections.<br />
• Fair Dismissal Law drastically<br />
revised, awarding greater and<br />
fairer protections for job status<br />
and security.<br />
• <strong>ESP</strong> health insurance provision<br />
protected despite onslaught<br />
by big business groups and the<br />
governor to decrease benefits<br />
and increase costs.<br />
2003 • <strong>ESP</strong> employees called back<br />
to work after Legislature and<br />
governor guarantee level funding<br />
for 2003-2004.<br />
2002 • All schools must close in honor<br />
of Memorial Day.<br />
• DROP Bill - allows those with 25<br />
years of service in the retirement<br />
system and at least 55 years of<br />
age to continue working while<br />
the money that would be earned<br />
from retirement is deposited into<br />
an account where it will grow<br />
interest. After a minimum of<br />
three (3) years the employee can<br />
retire and collect a lump sum of<br />
money.<br />
2001 • <strong>ESP</strong> employees receive three<br />
percent pay raise.<br />
• Employee savings plan enacted,<br />
similar to a 401K.<br />
• Employees can accrue an<br />
unlimited amount of sick leave.<br />
4<br />
2000 • <strong>ESP</strong> employees receive four<br />
percent pay raise.<br />
1999 • Prohibited the use of state tax<br />
dollars for the privatization of<br />
school services such as driving<br />
buses, lunchroom work, and<br />
custodial services.<br />
1998 • <strong>ESP</strong>s receive eight and one-half<br />
percent pay raise.<br />
• School systems must give<br />
employees access to their<br />
personnel files.<br />
• School systems must post every<br />
job opening at each work site.<br />
1997 • Each school system must have a<br />
reduction-in-force policy.<br />
1996 • <strong>ESP</strong>s receive four percent pay<br />
raise.<br />
• <strong>ESP</strong>s given the right to<br />
purchase prior service toward<br />
retirement in the TRS. Previously<br />
only teachers had this right.<br />
• Provides up to 90 days of paid<br />
leave for on-the-job injuries<br />
without deduction from personal<br />
sick leave account.<br />
1995 • <strong>ESP</strong>s are given input into the<br />
adoption of school board policies<br />
that affect them.<br />
• Penalty removed on retirement<br />
benefits when the retirement was<br />
due to disability.<br />
• Sick leave banks established<br />
if requested by ten percent of<br />
employees.<br />
1975 –2008 major <strong>ESP</strong> victories:<br />
• Salary increases.<br />
• Retirement eligibility after 25<br />
rather than 30 years of service.<br />
• Personal leave awarded to<br />
support personnel.<br />
• Passage of the Fair Dismissal<br />
Act.<br />
• Fair Dismissal Law amended to<br />
provide arbitration.<br />
• Participation in the health<br />
insurance program (PEEHIP).<br />
• PEEHIP regulations amended<br />
to provide lower rates for<br />
employees based on income.<br />
• Participation in the retirement<br />
system.<br />
AEA works continuously to ensure<br />
that out-of-pocket PEEHIP (health<br />
insurance) costs do not increase.
Students First Act:<br />
• This law replaced the Fair Dismissal Act effective July<br />
1, 2011.<br />
• All non-probationary <strong>ESP</strong>s under the Fair Dismissal<br />
Act are non-probationary under the Students First<br />
Act.<br />
• <strong>ESP</strong>s must work three complete, consecutive years<br />
in the same school system to gain non-probationary<br />
status.<br />
• A complete year means an <strong>ESP</strong> is hired before<br />
October 1.<br />
• Part-time employment (less than 20 hours per week)<br />
does NOT count toward gaining non-probationary<br />
status.<br />
• Any employee who resigns, waives his/her rights<br />
under the Students First Act.<br />
• The Students First Act includes a detailed appeal<br />
process if a non-probationary employee wishes to<br />
challenge certain adverse job actions.<br />
Reasons for Cancellation of Contract<br />
The law allows for only seven legal reasons for a<br />
board to terminate a tenured or non-probationary<br />
employee . . .<br />
• Incompetence<br />
• Immorality<br />
• Insubordination<br />
The WILLFUL refusal to obey REASONABLE<br />
rules or requests from a supervisor. Always ask<br />
for requests that you think are unreasonable to<br />
be made in writing.<br />
• Neglect of duty<br />
• Failure to perform duties in a satisfactory<br />
manner<br />
• Justifiable decrease in positions<br />
• Any other good and just cause<br />
“Remember, don’t be guilty of insubordination . .<br />
WORK then GRIEVE.”<br />
This is the Law:<br />
5<br />
Personal Leave<br />
• The state grants each employee two paid days of<br />
personal leave per year, up to five are allowed at the<br />
discretion of the local board. Any unused personal<br />
leave days can be converted into sick leave at the end<br />
of the year and accumulated.<br />
• Every employee can convert up to the maximum<br />
number of personal leave days allowed by the local<br />
system, even if they don’t “earn” all those personal<br />
leave days. For example, if your system allows up to<br />
three personal leave days, any employee can convert<br />
up to three days.<br />
• Check your paycheck stub to be sure you are getting<br />
the benefit, if not, ask for it.<br />
Sick Leave<br />
• Sick leave is provided for use in cases of personal<br />
illness or injury, illness of a family member, or death<br />
in the family.<br />
• Sick leave is earned at the rate of one day for each<br />
month worked.<br />
• Sick leave may be accumulated indefinitely<br />
throughout one’s career in <strong>Alabama</strong> public schools.<br />
It is transferable between systems in <strong>Alabama</strong>.<br />
• Accumulated sick leave days can be counted upon<br />
retirement as additional service credit time.<br />
(continued on next page)<br />
Your Responsibilities<br />
To Report Abuse:<br />
• Code of <strong>Alabama</strong> 26-14-3 requires all teachers<br />
(school employees) and doctors to report any<br />
suspicions of child abuse.<br />
• Failure to report can be prosecuted.<br />
To Report Violence:<br />
• Code of <strong>Alabama</strong> 16-1-24 requires you to<br />
report all acts of violence or threats of<br />
violence.
• Sick leave is granted “upon request” – when you ask<br />
to use it, you can. It is presumed that you are using it<br />
for the reasons outlined in the law.<br />
• Failure to properly “request leave” for an absence<br />
can result in charges of neglect of duty.<br />
• Unused personal leave days can be converted into<br />
sick leave days at the end of the year.<br />
Family Medical Leave<br />
• Federal law (Family Medical Leave Act) requires this<br />
benefit of all businesses that employ over 50<br />
employees.<br />
• Can be used for personal illness or injury, or<br />
attendance upon an ill family member or a new<br />
child.<br />
• To be eligible, employees must have worked a<br />
minimum of 1,250 hours during the previous year.<br />
• Employees can request up to 12 weeks of unpaid<br />
Family Medical Leave. Under some circumstances,<br />
boards may grant extensions.<br />
• During the leave, the board will continue to pay the<br />
state allocation of the employee’s health care<br />
premium (PEEHIP). This is only an advantage to<br />
those covered by PEEHIP.<br />
• If Family Medical Leave (FML) runs out before the<br />
employee is ready to return to work, the employee<br />
can request “unpaid leave” – no benefits are paid by<br />
the board once FML has expired.<br />
On-The-Job Injury<br />
• Report any injury within 24 hours to your immediate<br />
supervisor. This report may be verbal. However,<br />
we suggest giving a written report and retaining<br />
a copy of the report. (See sample.) In case you<br />
are physically unable to make this report, another<br />
person may make it for you.<br />
• Your school system may have established other<br />
notification procedures or forms by written policy.<br />
Check with your UniServ Director to determine<br />
if there are other procedures or forms to be<br />
completed.<br />
• Your school system may require medical certification<br />
from your physician if you are unable to return to<br />
work as a result of the injury. A second opinion from<br />
a physician may be required at the expense of the<br />
school system.<br />
This is the Law:<br />
6<br />
• Upon determination that you may not return to<br />
work as a result of the on-the-job injury, your salary<br />
and benefits shall be continued for a period of up to<br />
90 work days. Your school system may have adopted<br />
policies that extend this period. Check with your<br />
UniServ Director concerning your school system’s<br />
policies. If you do not report your injury with 24<br />
hours you will not be eligible for this on-the-job<br />
injury leave.<br />
• Additional expenses incurred by you because of the<br />
on-the-job injury may be filed for reimbursement<br />
with the State Board of Adjustment. These would<br />
include, but not be limited to, medical co-pays,<br />
prescriptions, and lost wages over 90 days. THIS<br />
CLAIM MUST BE FILED WITHIN ONE (1) YEAR<br />
OF THE INCIDENT. Your UniServ Director can<br />
provide you with assistance in filing your claim.<br />
Sick Leave Bank<br />
• Committee (elected from among participating<br />
employees) sets guidelines for operation.<br />
• Provides for “catastrophic leave” benefits –<br />
extended leave covered by days donated by other<br />
participating employees from any school system in<br />
<strong>Alabama</strong>.<br />
• Catastrophic leave may be used for pregnancy.<br />
• Only members of a sick leave bank can donate days<br />
or receive donated days in the event of a catastrophic<br />
illness.<br />
(continued on next page)<br />
Sample Initial Reporting Form:<br />
Employee Name __________________________<br />
Date _________________________<br />
School/Department _____________ _____________<br />
Site of Injury __________ _____________<br />
Description of Injury __________________________<br />
Employee Signature _________ _________________<br />
Supervisor’s Signature ____ _______________
Job Vacancy Posting<br />
• All jobs must be posted for at least 14 days (or at<br />
least seven (7) days during the school year).<br />
• All administrative positions or newly created<br />
positions must be posted for at least 14 days.<br />
• It is the employee’s responsibility to check the<br />
postings to see if jobs are available.<br />
Sunshine Law<br />
• All public bodies – including local school boards –<br />
must meet in public instead of behind closed doors.<br />
• Executive sessions can be held to discuss the “good<br />
name and character” of an individual.<br />
<strong>Alabama</strong> Meet-and-Confer Law<br />
• Provided in section 16-1-30, Code of <strong>Alabama</strong>.<br />
• Local policies affecting the rights of employees may<br />
not be adopted by a school board until the local<br />
association has reviewed it and submitted written<br />
input, if desired.<br />
• Applies to changes to policy, not just new policies.<br />
• <strong>Association</strong> should file an annual written statement<br />
with the superintendent telling him/her who to<br />
contact about policy issues.<br />
Local Budget Hearings<br />
• All boards must hold at least two open hearings on<br />
their proposed budget prior to submission to the<br />
State Department of <strong>Education</strong>.<br />
• Hearings must be publicized through local media<br />
outlets.<br />
• Questions on budget issues are allowed.<br />
This is the Law:<br />
7<br />
Personnel Files<br />
• Employee must be notified and given a report if<br />
anything negative is placed in his/her files.<br />
• “Personnel file” includes all records, paper and<br />
electronic, and communications pertaining to an<br />
employee in any storage area at school or central<br />
office.<br />
• Employee can attach a written statement of<br />
explanation or rebuttal to any document found in a<br />
personnel file; no time limits apply to this right.<br />
Fair Labor Standards Act (FLSA)<br />
Most education support employees are covered under<br />
the Fair Labor Standards Act (FLSA).<br />
• FLSA requires that all employees receive at least<br />
minimum wage.<br />
• All time worked over 40 hours per week must be<br />
compensated with pay or time at one and one-half<br />
regular wages.<br />
Background Checks<br />
• Beginning with the 2002-2003 school year, all<br />
current school employees who have unsupervised<br />
access to children are required to undergo<br />
fingerprinting for criminal background searches.<br />
• The results of the background checks are not<br />
released to local school boards. The state<br />
superintendent will review the reports and<br />
determine suitability.<br />
• Criminal convictions will be reviewed to determine<br />
suitability to be around children.<br />
• The state of <strong>Alabama</strong> will pay fees associated with<br />
the background checks for all current employees.<br />
Prospective employees must pay for their<br />
background reviews.
An Analysis of State and Federal Licensing,<br />
Certification, and Training Mandates<br />
What is the difference between a license and a<br />
certification?<br />
Licensure is the most restrictive form of professional<br />
and occupational regulation and is often referred to<br />
as right-to-practice. Under statutes requiring licensure,<br />
it is illegal for a person to practice the particular<br />
profession without first meeting state or federal<br />
standards.<br />
Under certification, the state grants title protection<br />
(right-to-title) to persons meeting predetermined<br />
standards. Those without certification may perform<br />
the duties of the occupation but may not use the title.<br />
There is another form of regulation, referred to as<br />
registration, which is the least restrictive, usually taking<br />
the form of requiring individuals to file their names,<br />
addresses, and qualifications with a government<br />
agency before practicing the occupation. They may be<br />
required to post a bond or pay a fee.<br />
Training is the specific course work the <strong>ESP</strong><br />
employee must take in order to obtain the license,<br />
certification or in some cases, registration.<br />
<strong>Alabama</strong><br />
The state of <strong>Alabama</strong> has statutes that regulate many<br />
of the health services jobs. It is interesting to note that<br />
the boards that govern some of these health service<br />
fields have representation on them from the assistants<br />
as well as the therapists themselves.<br />
Building And Grounds Maintenance/Repairs<br />
Contractors must have asbestos certification and<br />
prepare a management plan (22-39-1-5). It is unclear<br />
whether any of the management of asbestos within the<br />
schools may be assigned to maintenance employees of<br />
the school district.<br />
Security Services<br />
Campus security are considered police officers but<br />
have some limitations on their authority (16-22-1, 2).<br />
Statute for police officers (which applies to campus<br />
police) requires continuing education (36-21-46, 51).<br />
Food Services<br />
There are no certification requirements. However, the<br />
State Department of <strong>Education</strong> provides training for<br />
new CNP managers and directors.<br />
8<br />
Health and Student Services<br />
• LPN – Requires a high school diploma or its<br />
equivalent with license being obtained through<br />
examination, endorsement (holding license from<br />
another state) or a temporary permit (34-21-22);<br />
renewal every two years with payment of a fee<br />
(34-21-23). As of October 1, 1991, continuing<br />
education became a prerequisite for license renewal.<br />
• Occupational Therapy Assistant – Must hold a<br />
license, obtained by showing evidence of successful<br />
completion of a program accredited by the<br />
American Occupational Therapy <strong>Association</strong>, Inc.,<br />
and a minimum of eight weeks supervised fieldwork<br />
(34-39-3-10).<br />
• Occupational Therapy Aide – Requires no license<br />
but works under either the occupational therapist or<br />
the occupational therapy assistant (34-39-3).<br />
• Physical Therapy Assistant (or Physician Therapy<br />
Technician) – Assists in practice under the<br />
supervision of the physical therapist and holds a<br />
license, which must be renewed every two years (34-<br />
24-19,192; 34-24-210-215). As of October 1, 1991,<br />
continuing education became a prerequisite for<br />
license renewal (34-24-216).<br />
• Speech Pathology Aide and Audiology Aide – It<br />
appears there is no requirement for license; however,<br />
aide must meet minimum qualifications established<br />
by the State Board (34-28A-1).<br />
• <strong>ESP</strong> Administering Medication to Students – Any<br />
<strong>ESP</strong> asked to administer medication to students must<br />
receive 12 hours of training from the school nurse<br />
and be provided the student’s “care plan.”<br />
Paraprofessional (Instructional/Non-Instructional)<br />
There are no mandates other than those imposed by<br />
ESEA. (See next page “Instructional Paraprofessionals<br />
under Federal Statutes.”)<br />
Secretarial, Clerical Administrative Services<br />
No mandates required of this position.<br />
(continued on next page)
Trades, Crafts, Machine Operators<br />
• Electricians – Must hold a state license (34-36-2, -3,<br />
-7-9).<br />
• Plumbers – Although typically plumbers should be<br />
licensed, there is exclusion for maintenance workers<br />
who do plumbing-related work in the normal course<br />
of their duties (34-37-6; 34-37-15). Maintenance<br />
workers and plumbers (unless such plumbers wish<br />
to do plumbing work outside their employment in<br />
public schools) would not need to hold a license.<br />
Transportation, Delivery, Vehicle Mechanics<br />
• School Bus Drivers – Must hold a special school bus<br />
driver’s license, which must be renewed each year. In<br />
order to have the license renewed, driver must take<br />
four hours of continuing training developed by the<br />
Department of <strong>Education</strong> (16-274).<br />
• Vehicle Mechanics – Must take training developed by<br />
the Department of <strong>Education</strong> (16-27-5).<br />
Federal Statutes<br />
Federal statutes typically do not mandate credentialing<br />
requirements – they mandate money. Frequently, a<br />
state that wants federal monies must meet or exceed<br />
the standards imposed by federal statutes.<br />
The mandates for personnel within federal regulations<br />
are mainly the training requirements found in the<br />
Toxic Substances Control Acts for the abatement of<br />
asbestos, lead, and radon. Standards for public school<br />
bus drivers are clearly outlined.<br />
• Instructional Paraprofessional – A local school<br />
district that receives federal funds to employ<br />
instructional paraprofessionals must ensure that<br />
the paraprofessionals have the necessary skills and<br />
knowledge to assist participating children in meeting<br />
the section’s educational goals, have a high school<br />
diploma or its equivalent (exception for those who<br />
have a proficiency in language other than English<br />
that is needed to enhance the participation of<br />
children in programs under this part), and are<br />
under the direct supervision of a teacher.<br />
9<br />
Under No Child Left Behind, all new<br />
instructional paraprofessionals working in<br />
a program supported by Title I, including<br />
schoolwide programs, must have two years,<br />
at least 48 semester hours, of postsecondary<br />
education, or be a high school graduate who<br />
can demonstrate on a “formal state or local<br />
academic assessment” the skills necessary to assist<br />
in classroom instruction of reading, writing, and<br />
math. The formal state assessment is WorkKeys<br />
which may be a “paper and pencil” test or a test<br />
taken on a computer. A score of three must<br />
be made on each section of the WorkKeys to<br />
meet the requirements under NCLB. Existing<br />
instructional paraprofessionals must have met this<br />
requirement by the end of the 2005-06 school<br />
year.<br />
• Physical Therapy Assistant – Must be registered by<br />
providing evidence of having graduated from a<br />
physical therapist’s assistant program approved by<br />
the board (33-35-101, 102, 105, 107).<br />
• Audiology or Speech Pathology Aide – Must meet<br />
minimum qualifications established by the board and<br />
work under the direct supervision of the respective<br />
licensed professional (33-33-103).<br />
• Electrician and Plumber – Must be licensed but it<br />
appears that individuals doing minor electrical work<br />
may be exempt (15-1-119).<br />
• School Bus Driver – Must have a commercial driver’s<br />
license with a school bus “s” endorsement which<br />
requires both a written and driving test. Driver must<br />
have annual training of not less than six hours (16-<br />
27-4).<br />
• Interpreter/Transliterator – Must hold a license<br />
or a permit. This can be obtained by passing a<br />
code of ethics test and taking a performance test as<br />
outlined by the <strong>Alabama</strong> Board of Interpreters and<br />
Transliterators. They must also have 20 hours of<br />
continuing education. The license/permit must be<br />
renewed annually.<br />
Aides that perform only clerical, personal care,<br />
or playground duties are not considered to be<br />
instructional paraprofessionals and do not have to<br />
meet the NCLB standards.
Professional Development<br />
for <strong>Education</strong> Support Professionals<br />
Also see: www.nea.org/home/1604.htm<br />
Resolution D-14. Professional Development for <strong>Education</strong>al<br />
Support Personnel<br />
The National <strong>Education</strong> <strong>Association</strong> believes<br />
that professional development should be required<br />
throughout the career of education support personnel.<br />
Professional development programs should provide<br />
equal opportunities for these employees to gain and<br />
improve their position and job performance. Professional<br />
development programs should assure that appropriate<br />
education employees have a decisive voice at every stage of<br />
planning, implementation, and evaluation.<br />
Overview<br />
The important influence of <strong>ESP</strong> in the education<br />
of students is becoming increasingly recognized and<br />
appreciated. Teachers alone cannot meet the needs of<br />
students. The “support” positions are more than adjuncts<br />
to teachers but provide the foundation necessary to carry<br />
out the teachers’ educational goals. The interrelationship<br />
between all staff is perhaps more widely recognized now<br />
than ever before, given increasing needs and expectations<br />
with decreasing monetary support for our public schools.<br />
For many children, the first school person they see<br />
everyday is their bus driver. Secretaries can make students<br />
feel important and wanted. Paraprofessionals, who are<br />
often one-on-one with the neediest of our schoolchildren,<br />
may “know” those children better than anyone in the<br />
school. Custodians are essential not only to maintaining<br />
a clean environment, but to convey a sense of caring<br />
for students as they carry out their duties. Food service<br />
personnel often provide students with their primary<br />
source of nourishment. It is an undeniable conclusion that<br />
support staff are essential to the promotion of a healthy,<br />
safe, and productive learning environment.<br />
Considerations for staff development programs for<br />
support personnel are centered on the involvement<br />
of the participants to create their own destinies for<br />
lifelong learning. Equally important is making clear<br />
to participating employees the link between their staff<br />
development program and the overall goals of the district.<br />
Staff development programs are also an opportunity for<br />
districts to express recognition and appreciation to the<br />
often unsung heroes who are the <strong>ESP</strong>.<br />
Staff development for support personnel is, in some<br />
classifications or job groups, very much in its infancy. In<br />
order to nurture programs of meaning in the work lives of<br />
support personnel and in the lifeblood of our schools, the<br />
needs of adult learners must be kept in the forefront as<br />
models are examined and developed.<br />
The <strong>Alabama</strong> Legislature requires, as part of the<br />
<strong>Education</strong> Trust Fund Budget passed annually, that<br />
education support professionals be provided two days of<br />
10<br />
professional development each year at their regular daily<br />
rate of pay. The professional development is to provide<br />
occupation-specific skill training, safety training, training<br />
on school discipline, and other relevant aspects of support<br />
personnel interaction with students. Qualified occupationspecific<br />
trainers from the State Department of <strong>Education</strong><br />
and/or private vendors solely for training purposes are<br />
to be used. Local affiliates of AEA should be consulted or<br />
help develop the training based on member needs.<br />
The Job Categories<br />
The National <strong>Education</strong> <strong>Association</strong> has recognized<br />
nine major job categories within its support staff ranks.<br />
The nine job groups are:<br />
• Paraeducators<br />
• Clerical Services Professionals<br />
• Custodial and Maintenance Professionals<br />
• Food Services Professionals<br />
• Transportation Services Professionals<br />
• Health and Student Services Professionals<br />
• Skilled Trades and Crafts Professionals<br />
• Technical Services Professionals<br />
• Security Services Professionals<br />
While appreciating that staff development is needed<br />
to meet the unique skills and background for each<br />
job, it is important to recognize that the quest for staff<br />
development is not always job-specific. There are certain<br />
skills that must be gained by all <strong>ESP</strong>.<br />
• Effective discipline<br />
• Interpersonal communications skills<br />
• Diversity awareness<br />
• Stress management<br />
• Crisis intervention<br />
• School safety (for example, gang awareness)<br />
• Self defense<br />
• Customer/community relations<br />
• Health and safety issues (for example, blood borne<br />
pathogens)<br />
• Time management<br />
• Dealing with difficult people<br />
• Legal and ethical issues (including, for example,<br />
sexual harassment)<br />
• Leadership skills<br />
• CPR/first responder courses<br />
• Reporting suspected child abuse
Dealing Positively with Students,<br />
Co-Workers, and Parents<br />
Most people respond better to positive statements and directions. Communication in a more positive<br />
way is more likely to result in cooperation than an argument or confrontation. Negative language<br />
sometimes causes conflict when it is not necessary. Think before you speak. Try replacing negative<br />
statements with positive ones.<br />
Instead Of . . .<br />
Don’t run.<br />
Shut up.<br />
Don’t interrupt.<br />
Mind your own business.<br />
That’s not my responsibility.<br />
Don’t hit.<br />
Get to your seat.<br />
Can’t you do anything right?<br />
I’m busy right now.<br />
Sit down.<br />
Don’t touch that.<br />
Don’t play in the bathroom.<br />
Don’t do it again.<br />
Don’t push.<br />
You should pick up that piece of paper.<br />
My shift is over.<br />
I don’t know.<br />
It’s not my fault the principal didn’t handle it.<br />
I don’t care what you say, your child hit me<br />
with a pencil.<br />
Your child is always causing trouble.<br />
Try . . .<br />
Let’s walk.<br />
Is everyone being quiet? or I’d appreciate it if everyone would<br />
quiet down.<br />
Raise your hand before speaking.<br />
I’m sorry, but this is a private matter between me and _________.<br />
I know who can help you with that.<br />
Someone could get hurt.<br />
I like the way Johnny is sitting.<br />
I can depend on you to do your best.<br />
When I finish, I will be glad to help.<br />
After you are seated, we will continue.<br />
I wouldn’t put my hands on that.<br />
Remember our rules concerning the bathroom.<br />
Remember our good behavior.<br />
Be considerate.<br />
Let’s work together to keep our school clean.<br />
If I didn’t have an appointment, I’d be happy to help you out.<br />
I’ll see what I can find out.<br />
I have followed proper procedure in handling this situation. If<br />
you have further concerns, please speak to the principal.<br />
If you speak with the following witnesses, they will be glad to<br />
explain what happened.<br />
Have you had a chance to sit down with your child to discuss<br />
each day what he/she may be able to do to help me solve the<br />
problem?<br />
11
Job Evaluations Do’s & Don’ts<br />
Your Evaluation: A Conference or A Consequence?<br />
At some time or another, all employees are<br />
formally evaluated by their supervisors. Most often<br />
these evaluations are not grounded in an accurate<br />
reflection of the job function. It is therefore most<br />
important to begin an evaluation process with a<br />
meaningful job description that accurately<br />
describes the current job function and the<br />
responsibilities of the position.<br />
Evaluations build a written record for the<br />
performance of duties outlined in the job<br />
description. They should also be a reaffirmation<br />
of the skills and strengths the employee brings<br />
to the job, and may include a positive plan for<br />
personal improvement.<br />
Your Evaluation: Objectives<br />
• To ensure communication between supervisor<br />
and employee about job expectations and<br />
performance.<br />
• To maintain and/or improve individual<br />
employee performance by developing a plan of<br />
action to follow during a given period of time.<br />
• To provide written documentation of<br />
performance for use in transfers, promotions,<br />
and classification requests.<br />
• To clarify job expectations and provide a system<br />
by which each employee can communicate<br />
interests, goals, concerns, and feelings.<br />
The Evaluation Instrument Should Provide . . .<br />
• A list of job expectations and duties.<br />
• A narrative description relating to performance,<br />
and specific recommendations for<br />
improvement, if necessary.<br />
• The identity, variety, and complexity of the tasks<br />
required by the position.<br />
• The identity, measurement, and maintenance,<br />
where appropriate, for the safe operation of all<br />
machines used.<br />
12<br />
• Job descriptions clarify who is responsible for<br />
certain tasks and help the employee understand<br />
the specific responsibilities of the position.<br />
Job descriptions are also helpful to applicants,<br />
supervisors, and personnel staff at every stage<br />
in the employment relationship. Accurate job<br />
descriptions are a prerequisite for accurate and<br />
meaningful evaluations, wage and salary surveys,<br />
and an equitable wage and salary structure.<br />
The Evaluation Process Should . . .<br />
• Be part of the school board policy with<br />
association input.<br />
• Be separate from any employer discipline<br />
conference.<br />
• Contain a process that develops objective<br />
standards and identifies goals.<br />
• Provide for a yearly evaluation with a beginning<br />
and ending date.<br />
• Provide that employees receive their observation<br />
report at least three days prior to a conference.<br />
• Provide the right of employees to respond to<br />
observations and evaluations in writing, and to<br />
have the response included in the record.<br />
• Provide for a written evaluation instrument.<br />
• Provide for a minimum and maximum number<br />
of formal observations.<br />
➤ Contain an advance notice to employees<br />
of the length, number, and date of<br />
observations.<br />
➤ Provide for a written synopsis of any<br />
observation that may be used in an<br />
evaluation. Such synopsis shall be<br />
presented to the employee within five days<br />
of the observation.<br />
(continued on next page)
➤ Provide for an employee improvement<br />
plan following any observation that is<br />
unsatisfactory or that needs improvement.<br />
• Outline the components of a written employee<br />
improvement plan, including:<br />
➤ areas where improvement is needed;<br />
➤ specific suggestions for improvement;<br />
➤ additional resources to be used to assist<br />
with improvement;<br />
➤ evaluator’s role in assisting employee;<br />
➤ techniques for measuring improvement;<br />
➤ scheduled time for monitoring or a<br />
follow-up observation.<br />
• Provide that employees receive their observation<br />
report at least three days prior to a conference.<br />
• Provide the right of employees to respond to<br />
observations and evaluations in writing, and to<br />
have the response included in the record.<br />
Your Evaluation Conference<br />
• Understand what you want to accomplish.<br />
• Start with some positive comments about<br />
yourself.<br />
• Make notes, in writing.<br />
• Remain rational and confident. Refuse to rush.<br />
Request more time if necessary.<br />
• Clarify with your supervisor just what will<br />
be included in the record. Get it in writing!<br />
Introduce your own materials, such as letters of<br />
commendation, past memos, work orders, etc.<br />
Save all praise!<br />
Job Evaluation Do’s . . .<br />
• Review your job description and any updates.<br />
• Review copies of any previous evaluation reports.<br />
13<br />
• Review policy manuals/department handbooks,<br />
and any other written instructions.<br />
• Keep your own file.<br />
• If you believe disciplinary action may be<br />
involved in your evaluation, consult with your<br />
association representative or UniServ Director.<br />
Job Evaluation Don’ts . . .<br />
• Don’t evaluate yourself.<br />
• Don’t agree to, or identify, deficiencies!<br />
• Don’t accept inaccurate information, erroneous<br />
comments, or hearsay.<br />
• Request detailed information in order to “set<br />
the record straight.”<br />
• Don’t get involved in confrontation.<br />
• Don’t assume that all positive comments will<br />
appear on the record! Request that they be<br />
included.<br />
• Don’t hesitate to postpone the conference if you<br />
are not ready. Request another time.<br />
• Don’t agree to ambiguous and/or open-ended<br />
goals or criteria that could result in<br />
post-evaluation difficulties. Insist that goals be<br />
measurable, reasonable, and positive.<br />
Signing the Record . . .<br />
It should be understood that the employee’s<br />
signature merely indicates that the employee is<br />
aware of the document and/or the evaluation<br />
conference. It should not indicate agreement.<br />
If the employee believes that the signature may<br />
denote agreement, then add a statement before<br />
signing, such as “receipt acknowledged.”
Staff Services<br />
The <strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong> staff members<br />
deliver association benefits and services to <strong>ESP</strong><br />
members and locals. UniServ Directors work in your<br />
district to respond to members’ needs.<br />
UniServ Directors provide numerous services<br />
including:<br />
• Providing help with your employment questions<br />
and concerns;<br />
• Processing grievances;<br />
• Attending and monitoring local board of<br />
education meetings;<br />
• Conducting leadership training programs;<br />
• Aiding with local association meetings;<br />
• Aiding local associations and individual members.<br />
Member Discount Programs<br />
• NEA Attorney Referral Program<br />
• AEA VisionChoice ® Advantage vision program<br />
• Personal Passenger Vehicle Protection Plan – Free<br />
• ACCESS Card<br />
Insurance Programs<br />
• NEA DUES-TAB ® Insurance – Free<br />
• AEA’s Endorsed Group Voluntary Term Life<br />
Insurance<br />
• AEA’s Endorsed Group Voluntary Disability<br />
Insurance<br />
• AEA’s Endorsed Voluntary Accidental Death &<br />
Dismemberment Insurance<br />
• AEA’s Endorsed Automobile & Homeowner’s<br />
Insurance<br />
• Critical illness & Cancer Insurance<br />
Savings and Investment Programs<br />
• TIAA-CREF 403(b) Retirement Plan<br />
• TIAA-CREF 457(b) Retirement Plan<br />
Benefits of Membership<br />
14<br />
Information<br />
The <strong>Alabama</strong> School Journal is sent to your home at<br />
least 31 times per year.<br />
www.myAEA.org is AEA’s Web site. It provides you<br />
with up-to-date information, news, and contacts.<br />
For additional information about these and other<br />
member benefits, check in other member<br />
publications, in the <strong>Alabama</strong> School Journal, and at<br />
www.myAEA.org.<br />
Do’s and Don’ts<br />
• Do not resign. Under no circumstances<br />
should you resign without first conferring with<br />
your UniServ Director or an AEA staff<br />
attorney.<br />
• Contact your UniServ Director or call AEA at<br />
1-800-392-5839.<br />
• Have an observer/representative at any<br />
conference called for disciplinary reasons.<br />
Do not discuss the issue or attempt to defend<br />
yourself alone.<br />
• Do not make spontaneous replies to any<br />
charges.<br />
• Do not leave your job unless given a written<br />
directive to do so by your supervisor.<br />
• Do not rely on persons who know less about<br />
the law than you do, but think they know<br />
more.<br />
• Do not enter into any agreements or sign any<br />
letters or statements until you have sought<br />
and secured proper legal advice.<br />
• Do not represent yourself.<br />
• Do not make any notations (marks) on<br />
correspondence received from your<br />
supervisor.<br />
• Keep notes of any event or situation that<br />
you may believe can have an impact on your<br />
employment status.<br />
• Avoid public statements. They may not be in<br />
your best interest.<br />
• Do not admit to any accusation or charge<br />
about your job performance.<br />
• Make a list of individuals who might have<br />
information that can help you.
Ten Reasons to Join and Be Active in Your <strong>Association</strong><br />
As you begin your career, one of the actions you should take early is to join the<br />
<strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong>. Here are some of the reasons you should join and be active:<br />
Legal Assistance. The association’s legal advice goes<br />
far beyond liability insurance and attorneys. Any time<br />
you have a question about your employment rights or<br />
benefits, a local UniServ staff member is immediately<br />
available to answer those questions. UniServ staff will<br />
also go to bat for you with your administration when<br />
you have questions and concerns. And if you need<br />
legal assistance, AEA’s attorneys are the best in the<br />
state in employment-related law and school law. And it<br />
is all free to AEA members.<br />
Liability Insurance. If you are sued, AEA’s liability<br />
insurance will provide you with an attorney and $1<br />
million in coverage for any judgment against you<br />
relating to your job.<br />
Networking. Through the association and especially<br />
the AEA and NEA online, you will be connected to<br />
other education support professionals from across the<br />
state and nation who are dealing with the same joys<br />
and frustrations you deal with. In addition, you will<br />
have the opportunity to network with other education<br />
employees in your local. AEA’s Web site is www.<br />
myAEA.org.<br />
Lobbying. The association is recognized as the<br />
single most effective voice in <strong>Alabama</strong>. Members are<br />
encouraged to be involved in this process at the local,<br />
district, state, and national levels.<br />
Information. AEA is education support professionals’<br />
best source of timely information. The association<br />
There is a Big<br />
Difference<br />
Between<br />
Members and<br />
Non-Members<br />
If you have not joined, do so!<br />
You can join today!<br />
Contact your<br />
<strong>Association</strong> Representative,<br />
UniServ Director,<br />
or call 800.392.5839<br />
for details.<br />
15<br />
keeps on top of all current laws, regulations, and<br />
policies about education. Information is as close as a<br />
toll-free telephone call for any member. Information<br />
is also available in the AEA newspaper, the <strong>Alabama</strong><br />
School Journal, and on the AEA Web site at<br />
www.myAEA.org.<br />
Professional Development. The association<br />
provides its members with training sessions on all<br />
aspects of education, in human and civil rights, in<br />
political action, in communications, in discipline,<br />
and in almost any other area of concern to members.<br />
<strong>Association</strong> workshops are consistently high quality<br />
and at little or no cost to members.<br />
Public Relations. The association tells the public<br />
education support professionals’ views and builds<br />
<strong>ESP</strong>s’ image in the public through advertising and<br />
public relations activities.<br />
Publications. All association members receive<br />
regular national, state, and local publications with the<br />
latest information about education developments.<br />
Representation. Whether it is the State Board of<br />
<strong>Education</strong>, a legislative committee, or an education<br />
coalition, whenever decisions about <strong>ESP</strong>s and students<br />
are being made, AEA is there representing <strong>ESP</strong>s’ views.<br />
Discounts. Many members save more than their<br />
annual dues through association discounts on<br />
everything from computers to hotel rooms to<br />
insurance.<br />
Members Non-Members<br />
$1,000,000 association liability<br />
insurance protection<br />
None<br />
Staff help for on-the-job problems None<br />
No-cost legal assistance for job problems None<br />
Group insurance programs: auto,<br />
life, home, disability<br />
None<br />
Attorney referral program None<br />
Local, state, and national newsletters None<br />
Aggressive representation in the <strong>Alabama</strong><br />
Legislature, at the State Board of <strong>Education</strong>,<br />
and at local boards of education<br />
None<br />
Free training in job rights and other<br />
job-related topics<br />
None<br />
Special group discounts on a wide variety<br />
of products and services<br />
None
ACCESS<br />
Program<br />
ACCESS is a group discount program created<br />
specially for AEA members only. Printed right<br />
on your membership card, the ACCESS logo is<br />
honored at over 250,000 locations, saving you<br />
money on purchases you make every day.<br />
How does it work?<br />
1. Find offers from participating merchants in your<br />
area.<br />
Log in to the ACCESS card portion of the<br />
AEA Web site, www.myAEA.org, using your ID<br />
number on your membership card. Then, browse<br />
the online savings directory of participating<br />
merchants by entering the city or ZIP code where<br />
you are – or plan to be. You’ll instantly get a list of<br />
discounts and special offers in that area.<br />
2. Redeem your offer. Click on a merchant from your<br />
list and follow its redemption instructions. Note:<br />
Some merchants may ask for a coupon when redeeming<br />
your discount. These merchants are clearly identified<br />
in your search results by the words “coupon required.”<br />
To get your coupon, click the merchant’s name in your<br />
search listing, then click the “print coupon” icon on the<br />
following page. If you have any discount related questions<br />
or problems activating the ACCESS card, please call<br />
866.889.8590.<br />
16<br />
3. Enjoy the savings. With your membership card, you<br />
can receive discounts on:<br />
• Fast food • Movie tickets<br />
• Hotel rooms • Vacation packages<br />
• Casual dining • Video rentals<br />
• Family entertainment • Dry cleaning<br />
• Auto service & repair • Beauty products<br />
• Luxury cruises • Outdoor recreation<br />
• Ski passes • Health products
Assistance from UniServ Director<br />
The state is divided into 30<br />
UniServ districts, some of which have<br />
more than one director, so that the<br />
association can bring services to you.<br />
If you are unsure who your UniServ<br />
Director is, call 1.800.392.5839 and ask<br />
for Field Services, or check online at<br />
www.myAEA.org.<br />
Headquarters Staff<br />
In addition to direct service<br />
from your UniServ Director, AEA<br />
headquarters staff may provide<br />
additional assistance in the following<br />
areas:<br />
• Administrator Division<br />
Leigh Phillips<br />
• AEA Affiliation Matters and Elections<br />
Steve Perrigin<br />
• AEA Leadership Conference<br />
Darryl Sinkfield<br />
• <strong>Association</strong> of Classroom Teachers<br />
Tyna Davis<br />
• Business Concerns<br />
Steve Perrigin<br />
<strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong><br />
422 Dexter Avenue<br />
Montgomery, AL 36104<br />
P. O. Box 4177<br />
Montgomery, AL 36103-4177<br />
Toll Free Number: 800.392.5839<br />
Direct Number: 334.834.9790<br />
Fax Numbers:<br />
334.262.8377 [Administration}<br />
334.265.8132 [Research]<br />
334.263.5913 [Field Services]<br />
334.834.7034 [Legal Dept.]<br />
334.262.1226 [Business Office]<br />
Web Site: www.myAEA.org<br />
National <strong>Education</strong> <strong>Association</strong><br />
1201 16th Street, N.W.<br />
Washington, D.C. 20036<br />
Direct Number: 202.833.4000<br />
Fax Number: 202.822.7767<br />
Web Site: www.nea.org<br />
NEA Member Benefits<br />
900 Clopper Road, Suite 300<br />
Gaithersburg, MD 20878-1356<br />
Toll Free Number: 800.637.4636<br />
Monday-Friday: 8 a.m. - 8 p.m.<br />
Saturday: 9 a.m. - 1 p.m. ET<br />
Web site: www.neamb.com<br />
Have a Question? Need Help?<br />
Division & Departments<br />
• <strong>Education</strong> Policy and<br />
Professional Practice<br />
Tyna Davis<br />
• <strong>Education</strong> Support Professionals<br />
Curtis Travis<br />
• Emerging Leaders School<br />
Darryl Sinkfield<br />
• Field Services<br />
Darryl Sinkfield<br />
• Future Teachers of <strong>Alabama</strong><br />
(High School Student Organization)<br />
Pamela Fossett<br />
• Governmental Relations and Lobbying<br />
Office of the Executive<br />
Secretary<br />
• Legal Concerns<br />
Office of Associate<br />
Executive Secretary<br />
• Member Benefits/ PEEHIP/Retirement<br />
Leigh Lackey<br />
• NEA-RA<br />
Terri Taylor<br />
• Postsecondary Division<br />
Amy Marlowe<br />
NEA Southeastern Regional Office<br />
1745 Phoenix Blvd., Suite 330<br />
Atlanta, GA 30349<br />
Direct Number: 770.996.9047<br />
Fax Number: 770.996.2212<br />
<strong>Alabama</strong> State Department of<br />
<strong>Education</strong><br />
Gordon Persons Building<br />
50 North Ripley Street<br />
P. O. Box 302101<br />
Montgomery, AL 36130-2101<br />
Direct Number: 334.242.9700<br />
Fax Number: 334.242.9708<br />
Web site: www.alsde.edu<br />
<strong>Alabama</strong> <strong>Education</strong> Retirees Assn.<br />
828 Washington Avenue<br />
Montgomery, AL 36104<br />
Toll Free Number: 800.537.6867<br />
Direct Number: 334.262.4177<br />
Fax Number: 334.262.6002<br />
Web site: www.aerainc.org<br />
<strong>Alabama</strong> Teachers’ Retirement System<br />
201 South Union Street<br />
Montgomery, AL 36104<br />
Toll Free Number: 877.517.0020<br />
Direct Number: 334.517.7000<br />
Fax Number: 334.517.7001<br />
Web Site: www.rsa-al.gov<br />
• Professional Development<br />
Conferences and Workshops<br />
Tyna Davis<br />
• Professional Rights<br />
and Responsibilities<br />
Office of Associate<br />
Executive Secretary<br />
• Public Relations Communications and<br />
the AEA Web site, www.myAEA.org<br />
David Stout<br />
• Research<br />
Amy Marlowe<br />
• <strong>Education</strong> Funding and Revenue<br />
Susan Kennedy<br />
• Student <strong>Alabama</strong> <strong>Education</strong><br />
<strong>Association</strong> - SAEA<br />
Pamela Fossett<br />
Office of AEA President<br />
For questions and information<br />
relating to the AEA president and<br />
board of directors, call toll free:<br />
800.392.5839.<br />
Office of AEA Executive<br />
Secretary<br />
If you have a problem that is still<br />
unresolved after you have contacted<br />
the staff/departments/offices listed<br />
above, call toll free: 800.392.5839.<br />
Frequently Used Addresses, Telephone & Fax Numbers & Web Addresses<br />
Governor of <strong>Alabama</strong><br />
<strong>Alabama</strong> State Capitol<br />
600 Dexter Avenue, Room N-104<br />
Montgomery, AL 36130<br />
Toll Free Number: 800.591.4217<br />
Direct Number: 334.242.7100<br />
Fax Number: 334.353.0004<br />
Web Site: www.governor.state.al.us<br />
<strong>Alabama</strong> Senate<br />
State House/Senate Chamber<br />
11 South Union Street<br />
Montgomery, AL 36130<br />
Toll Free Number: 800.499.3051<br />
Direct Number: 334.242.7800<br />
Fax Number: 334.242.8818<br />
Web site: www.legislature.state.al.us<br />
<strong>Alabama</strong> House<br />
State House/House Chamber<br />
11 South Union Street<br />
Montgomery, AL 36130<br />
Toll Free Number: 800.499.3052<br />
Direct Number: 334.242.7600<br />
Fax Number: 334.242.4759<br />
Web site: www.legislature.state.al.us
ALABAMA EDUCATION ASSOCIATION<br />
<strong>Alabama</strong> <strong>Education</strong> <strong>Association</strong><br />
422 Dexter Avenue (36104) • P. O. Box 4177<br />
Montgomery, AL 36103-4177<br />
334.834.9790 • 800.392.5839<br />
www.myAEA.org EH7400.0712