ATA Weekly

Think Before You Post: Protect Yourself on Social Media and Beyond

As educators and public employees, our digital communications — including emails, texts, and social media posts — can sometimes fall under public record laws if they involve district business. Even private accounts aren’t always “off-limits” when it comes to scrutiny, so it’s important to post thoughtfully and protect yourself.

Here are some key reminders:

• Keep it professional. Avoid posting about colleagues, administrators, students, or parents.

• Separate work and personal life. Don’t friend, follow, text, or email students or parents on personal accounts.

• Use privacy settings wisely. Set personal accounts to private, and know who your “friends” and followers are.

• Be mindful of images and tone. Even lawful or lighthearted posts (like those with alcohol or parties) could be misinterpreted.

• When in doubt, pick up the phone. A quick call or in-person chat is often safer than a written message.

• Treat every message as public. If you wouldn’t want it read aloud at a board meeting (or by a judge), don’t send it.

If you’re ever directed to turn over communications, contact ATA immediately before responding or providing information.

Protect your professionalism — and your peace of mind — by using caution, good judgment, and clear boundaries online.

Liz Pinkava

Executive Director (ATA,GEA,SPTA)

Here are some ways you can make the IEP process more meaningful & productive.

1) General Ed teachers- Stay for the entire meeting if possible. Many services, goals, and accommodations that arediscussed take place in your classroom and you need to give valuable feedback. This also falls under the general education teachers’ responsibility to assist in the development of the entire IEP. See CA EC 56341.

2) Ask for training (supports & services) if you feel you need it to help you fully implement a child’s IEP. CA EC Sec. 56345(a)(4)

3) If you feel an IEP isn’t working, you may call for a review IEP. Be prepared to document the accommodations and any other research-based practices you have been using with that student. If an IEP isn’t working, ask the special education teacher on your campus for additional ideas or other accommodations you can try. CA EC Sec. 56343

4) You must be knowledgeable of the IEP contents and your responsibilities to assist the student in meeting their goals. If you don’t have access to this, ask your Special Ed teacher for a copy and keep it in a secure location. CA EC Sec. 56347

5) You have the right to speak up to assist a parent or guardian of a special education student to obtain services and accommodations for that student. This means that no district employee may directly or indirectly use their influence to intimidate, threaten, coerce a teacher in order to prevent you from helping that person. CA EC Sec. 56046(a)

WHAT IF I DON’T AGREE?

Even if you don’t agree with everything in the IEP, you still need to sign that you were in attendance. If you feel strongly about noting this in the IEP, ask to have your concerns documented in the notes. You could also ask for a trial run of certain accommodations to see if they work and then re-convene the meeting in two to three months to review howprogress is being made. Remember, the purpose of the IEP is to help the student.

WHAT IF I CAN’T MAKE THE MEETING?

The parent and district can agree in writing to dismiss the attendance of an IEP member, in whole or in part, however, the member still needs to submit IEP feedback in writing prior to the meeting. (Cal. EC Sec. 56341 (f) & (g).

USEFUL RESOURCES:

BEHAVIORAL SUPPORTS: www.pbisworld.com, www.pbis.org

ACCOMMODATIONS: www.pent.ca.gov, www.udlcenter.org

ADVOCACY: www.disabilityrightsca.org

Instruction & Professional Development

California Teachers Association

We've received some questions from unit members about pregnancy leave, so we wanted to share some helpful information with you.

Pregnancy leave (or maternity leave) is an unpaid leave of absence, unless earned sick leave is utilized. It is provided when an employee is required to be absent from duties due to pregnancy, miscarriage, childbirth, and recovery.

When does it start and end?

The starting and ending dates of a pregnancy leave are determined by the unit member's physician and the unit member.

What is the procedure?

1) Obtain a note from your physician that states both that a leave is necessary and the date that the leave is to begin.

2) Obtain a leave request form from the AUSD website. Check under Human Resources - Certificated Employees.

3) Complete the form and attach the note from your doctor. (Be sure to make a copy for yourself.)

4) Go on leave.

5) Six weeks after delivery (eight weeks if delivery was Caesarian), Human Resources will need another note from your physician stating either that you can return to work or that you are not yet able to return to work.

How is the leave paid?

Pregnancy leave pay is subtracted from all earned sick days you have accumulated. You will receive full pay if you have sick leave and your physician requires you to be absent.

What happens if you use all of your current and accumulated sick days and are still required to be absent?

You are then paid 50% of your regular salary for up to 100 more working days.

How is this 50% of the regular salary computed?

To be clear, this is not 50% of your monthly salary. It is calculated in the following manner:

1) Your per diem rate is determined by dividing your yearly salary by 187 days. (This is the number of days we must work each year).

2) Determine the total working days for each impacted pay period. (Note this varies each working month)

3) Fifty percent of your per diem rate is subtracted from each working day for that pay period.

4) That figure (total number of working days minus 50% of per diem rate per day) is then subtracted from your regular monthly salary.

Can your income protection plan be used while on pregnancy leave?

Yes! The Standard income protection plan can be triggered when you are on pregnancy leave. To access answers to common questions about maternity-related disability claims, please download the form below or visit https://www.ctamemberbenefits.org/Disability.

Other frequently asked questions:

Do I need to prepare lesson plans for the duration of my leave?

No, however, it is often more manageable when you return to work if you have provided a road map to your substitute.

Can the District refuse to grant your pregnancy leave?

No, if your physician says you must be absent, you must be provided the leave.

After your doctor says you are able to work, but you want to stay home, what can you do?

Submit a leave request form to Human Resources. If granted, this leave will be unpaid. Additionally, the unit member will pay fringe benefits costs during this leave.

Give your athletes a sporting chance with a Thomas R. Brown Athletics Grant. Apply to receive $1,000 for your middle/high school’s team.

The California Casualty Thomas R. Brown Athletics Grant was established to provide support to public school sports programs impacted by reduced budgets. As an employee of the school and a member of a participating education association, you can apply for a grant award for your school’s sports program

In honor of California educators, Provident Credit Union is hosting the California Teachers Association Giveaway. Rooted in education, we at Provident believe that educators are true heroes, shaping the minds and futures of our children every day. To honor their incredible dedication and hard work, we are thrilled to award $2,500 to a California educator.

Submit your entries between August 1 and October 31, 2025, for your chance to win. The winners will be announced on or about November 14, 2025.

Entry: Each entrant is limited to one daily entry, up to 91 total entries, during the giveaway period per official rules.

California Teachers Association Giveaway Official Rules

CTA’s New Educator Weekend (NEW) is a conference for new CTA members. This NEW conference is for educators in their first three years in the profession. The conference has everything that educators need to be successful in their first years of teaching, including sessions about classroom management, creating engaging classrooms, lesson plans and ideas, connecting with your union, student loan forgiveness information, member benefits, project grants and more.

Your experience at the New Educator Weekend is equal parts educational and transformational. You’ll learn new skills and find solutions to real-life challenges. You’ll leave the conference feeling inspired, motivated and with a knowledge of what you need to do to be even more successful on Monday morning in your classroom.

If this opportunity interests you, please call the ATA at (626) 289-1933 for more information.

October 13

- Grievance (4:00 pm, ATA Office)

October 14

- ATA Board of Directors (4:00 pm, ATA Office)

October 21

- ATA Rep Council (4:00 pm, ATA Office)

October 28

- Board of Education (6 pm, Marengo West)

November 17

- Grievance (4:00 pm, ATA Office)

November 18

- Joint BOD/Rep Council (4:00 pm, ATA Office)

- Board of Education (6 pm, Marengo West)

The Alhambra Teachers Association (ATA) exists to protect and promote the well-being of its members; to improve the conditions of teaching and learning; to advance the cause of free, universal, and quality public education; to ensure that the human dignity and civil rights of all children and youth are protected; and to secure a more just equitable and democratic society.

Email: ataoffice3030@gmail.com
Website: www.alhambrateachers.org
Location: 3030 West Main Street, Alhambra, CA, USA
Phone: (626)289-1933
Facebook: https://www.facebook.com/AlhambraTeachersAssociation/