Deadline of ATR class action suit against the NYC DOE extended to end of month

The deadline for joining the class action suit of ATRs against the New York City Department of Education has been extended to Friday, February 28, 2018.

See the post from last week for details on the excessed teachers' lawsuit.

Class action vs NYC DOE extended

The deadline for joining the class action suit of ATRs against the DOE has been extended to Friday, Feburary 9, 2018.

See the post from last week for details on the excessed teachers' lawsuit.

ATRs are suing the DOE!

EDIT: The class action joining deadline is moved forward.
It's finally happening: New York City ATRs are suing the city Department of Education.

Members of the Absent Teacher Reserve, or ATRs, are getting fed up: fed up with the field supervisors doing bogus observations in classrooms teachers just encountered, principals run amuk, writing up veteran teachers for petty things so that the DOE can quickly lower salary costs and relieve a teacher of full pension, fed up with the blatant age discrimination, and OF COURSE, fed up with the union (the UFT) for saying the DOE's line that teachers could get real assignments, if only they polished their resumes and had modern skills.

The law firm of Glass and Krakower (www.ghnylaw.com) is taking up a class action lawsuit on the case. They are an established practice with successes in challenging cases of teacher abuse. As part of the case, the legal team is looking into ways that teachers that teachers have been abused in their particular cases.

Here is the link. There is a deadline of February 9.

www.ghnylaw.com/atrsuit

And a form, associated with the suit to fill out: http://teacherslawyer.blogspot.com/2017/12/asking-courts-if-fair-student-funding.html?m=1

ATRs, in a conundrum of being stuck in the DOE hustle

An ATR weighs in on our potentially disastrous future.


The concern at this point is that unfortunately, ATRs are EERILY still in the same... position, conflicting scenarios, stigmas, intrusions, undermining schisms, and disadvantaged investigations. 

Clearly, by ATRs not unifying, demanding their UNION rights are lead consistently down a rabbit hole - ALL FOR A PAYCHECK, which has not put everyone into an end of the year conundrum.   

That being, RIGHT BACK WHERE ATRs STARTED - same place, same position. 

However, this fall, in 2017-2018, all the rugs will be pulled from under everyone's feet, and these fighting gloves will not have padding for knuckle protection. They will HIT RAW and HARD!!!  

WE'VE been reading, watching and listening to "gossip" from various sources whether colleagues or from those who have access to UFT meetings, and suddenly, while reading over the ATR BLOGS lately - NOTHING HAS CHANGED - just more "positioning and posturing" for reliable rhetoric.  Sadly, some reputable ATR blogs have even folded because of reasons that are understood and reflective of the current climate for being outspoken or dismayed by not seeing progress, as expected.

When an opportunity to strike with a lawyer was offered, a VAST MAJORITY went into hiding, and the few who were willing realized that the numbers were not their for a CLASS ACTION. 

So now, here ATRs are AGAIN - finishing 2016-17, with NOTHING NEW and no battle won. 

While our complaining to AMY and MIKE only proved futile or mixed in reaction, the funny part, the DOE somehow listened by extending ATRs' rotations, as the ATR supervisors became savvier on how to write ATRs up with even more "precision", whereby, many have now come to realize, their only option is FORCED RETIREMENT before their justified 2018 raise and retro.  HHHMMMM..... 

Wouldn't this seem counter productive - THE DOE LISTENING, and then "pushed" their agenda by sending out "hatchets" by ATR supervisors.

So here ATRs are sitting and waiting, sitting and waiting, sitting and waiting, as the 2017-18 contract is being negotiated, and WILDLY ENOUGH during this waiting, ATRs were offered a 'SEVERANCE PACKAGE" that ATRs WERE HOPING WOULD BE OFFERED, but only finding, it was worse than the one offered in 2014.  Contemplating this, ATRs WILL SIT and now twiddle thumbs, because this was meant to throw a bone to those complaining for a way out, but only got a LAMB DUCK for their final ouster.

As many laughed and many just screamed at their reps... AND GUESS WHAT??  

ATRs found out that NO ONE WILL LISTEN TO COMPLAINTS because UNITY doesn't see you as worth their effort - hence, aka "2nd Class citizens" - and it's effectively the NEW NORMAL for ATRs to be circulated as a "SECRET COMMODITY," never mind the ones that will be joining the flock this SEPTEMBER 2017, following their getting excessed last week.  

Those teachers who received their EXCESS LETTERS are in bewilderment because they know of their fate. and they realize that the OPEN MARKET IS A SHAM for any teacher over 12 years (OHHHH BTW this is not AGE DISCRIMINATION because "excessing" is part of downsizing).

IMPORTANT NOTE:

https://www.nysut.org/news/nysut-united/issues/2017/june-2017/severe-teacher-shortage-looms-for-new-york-state

With this now known, and put into the news over and over again, as teachers wait for "retirement" after 2018 (double increase raise), ALL SCHOOLS' BUDGETS will no longer be able to handle SENIOR TEACHERS over 15 years (102K) because their school budgets are being reduced again, and many schools are turning to TITLE 1 to fill in for these severe cuts which means ALL SCHOOLS will face new challenges with "under performing" students who are "dragging" many schools into RENEWAL REFORM, and as you've read in the news recently, this, too, has become a SHAM under the DEBLASIO/FARINA regime.

On top of ALL THIS, COMMON CORE is receiving backlash and may be reformed again. It's getting a new name in NY this year. So what does this mean to our learning curve... GUESS WHAT... 

NO ONE HAS AN ANSWER... WHYYYY??? 

This is because we are in another election year. and both, DEBLASIO/FARINA have to RESELL THEIR OLD RENEWAL PACKAGE as "NEW AND IMPROVED"!!!   Funny, WHO will buy it....???        Notice, CUOMO isn't....

Moreover, if you look at the next contract negotiations this year and going into next year, ASK THIS: will it be ANOTHER (9) YEARS??  HHHMMM...  If so, then ALL TEACHERS (other than newbies) at this point in time will be in jeopardy because SCHOOLS' BUDGETS will not match these drastic increases or reforms. MIND YOU: Small schools are going to "hire and fire" newbies, like slaughtered cattle as "aging teachers" will not have many choices because the LARGER SCHOOLS who could handle bigger budgets, will only wait until their SENIOR TEACHERS RETIRE (freeing up money for the "2 for 1" teacher trade off). It's not rocket science for any APO or PRINCIPAL. 

BTW - knowing the ATR scale (free 1st year / 2nd year 50% / 3rd yr trade off onto school budget), this still hasn't proven an incentive for HIRING SCHOOLS - ATRs who are in the pool either have to step up their "interviewing skills" or the "rotations" will just become more demoralizing and/or cataclysmic. 

Meanwhile, some NYC teachers will flock to charters only to maintain a paycheck, then only realizing that they can be potentially "fired" because they are not "ROBOTS", or they REALLY EXPERIENCE that there is NO UNION PROTECTION (even though you had it but didn't see it in action). Hence, another dilemma for any one teh who teaches in a public/private sector and find themselves caught between a failing career or assed out!!!

Now, the new trend for ALL TEACHERS is reinvent their "certifications" and becoming more valuable with added Content Specialties to make you more "marketable" because NEWBIES are capitalizing off of this trend - i.e. ELA with Sp-ED Cert / Math with Sp-ED cert / Math with Science cert. (Multiple certifications are NOW the new "golden tickets").  

See this little 'secret' is being withheld when interviewing in this current climate, that more principals are looking for "ADDED VALUE" in certifications where they get more value from a teacher with SEVERAL certifications rather than just ONE single Content Specialty.

With many ATRs not staying in one position, one vicious cycle and one conundrum after another are being picked up by some schools which begs these questions:

1) Should ATRs go outside their districts to be recognized for their talents?

2) If ATRs are not being picked up with the new incentives, why isn't the UNION 

   coordinating with the CSA on the benefits of these "new incentives"?

3) Can ATRs truly survive further degradation, and not have anyone "empathize or 

    sympathize" as colleagues?

4) As Union factions are "listening" and "pushing for reform", their efforts are 

    materializing, but when will their "solutions" start taking effect, as ATRs are 

    waiting in hidden fear and isolation?? 

Just know, advocates / lawyers / public scrutiny are constantly willing to fight for ATRs cause and plight BUT in 2016 / 2017 the DRIVING MOMENTUM HAS RADICALLY CHANGED TO THE POINT OF "SILENCING OF THE LAMBS"... Could it be that ATRs screams are seemingly ONLY heard when they are "SILENT" .... BTW, isn't this another "conundrum", too???

ATR's letter, on legal issues we face

A letter by an ATR to attorney Maria Chickedantz:

Dear Ms. Chickedantz,

   I thought I would present my views on the ATR issue to you by e-mail, for discussion at the April 20th scheduled meeting.

   I recently retired after 25+ years as a secondary high school Social Studies teacher. From March 2011 until my retirement, I was an ATR, rotating among Queens High Schools.

   I contend that the DOE treatment of ATRs has been arbitrary and capricious, violating the UFT contract and resulting in discrimination in the work place.

   Reasons:

1) There is no written policy by the DOE stating expectations and responsibilities for ATRs. The schools do not expect us to teach lessons or have lesson plans, yet many of the DOE roving supervisors do. As ATRs, we are substitutes, and are expected to carry out lesson materials that are left by the absentee teacher. It is accepted that it is the school's responsibility to provide lesson materials if none is left by the absentee teacher. Yet, there are roving supervisors who expect to see ATRs with generic lesson plans, teaching classes, even outside their lesson areas, which is unrealistic, setting up the teacher for failure. 

2) Again, without any written policy, the DOE allows the roving supervisors to observe an ATR in a teaching capacity, with a class and students the ATR is not familiar with. Again, this is arbitrary and capricious, setting the teacher up for failure. These observations have nothing to do with our job duties as ATRs, covering classes for absentee teachers. It also violates the UFT contract, Article 7A, which stipulates that teachers must have programs with specific subjects and classes. Since ATRs do not,they can not be fairly evaluated as teachers.

3) The evaluation system by roving supervisors is arbitrary and capricious because not every ATR is assigned one. In the three years roving supervisors  were in place, I had one only one year.

4) Principals and DOE abuse ATRs by using them to cover teaching  assignments with out hiring permanently. Principals are not charged for ATRs that are used provisionally and thus save money by dismissing them at end of semester.

5) Even though there are generally over 1000 ATRs in any given school year, the DOE discriminates by hiring between 4 and 5 thousand new teachers annually

Solution:

DOE must place ATRs in available positions on a permanent basis by seniority, before hiring new teachers. In this way, they can be fairly evaluated like other teachers.This also solves the problem of an ATR pool for the future.

Thank you for your consideration in possible litigation on behalf of ATRs. The UFT does not choose to advocate for us.

Sincerely,

James Calantjis

Teachers appeal to the union, in defense of an ATR

EdNotes reported that teachers at a MORE caucus leaning school were upset with how an ATR was being treated by the field supervisor who was visiting the ATR at the school.The teachers gave the ATR teacher their backs by signing letters of support for the excessed teacher! The union needs to wake up and show the same level of commitment that Mike, EdNotes and the teachers at this school did for this ATR.

ATRs experiencing the DOE railroading and inadequate UFT defense need to get involved in the class action lawsuit.

Teachersat Elementary School Support ATR With Letters of Support

There's an ATR in my school that is going through hell 

with his field supervisor.  My CL had the UFT Dist Rep come to our school to meet with the ATR when his field supv scheduled a meeting with the ATR and was planing to bring another field supv with her.  I suspect she was bringing back up bc the last time she was at our school the ATR asked me to be present (CL was unavailable at the time).  She refused to have a discussion with him in my presence (as his union representation). My heart goes out to this guy bc it seems clear to me he is being set up for a U rating.  He comes to our school and is given whatever coverage is available and he truly does his best to assist our kids as best he can under these circumstances.  We can look out for him as long as he is at PS -- but we can't do anything about his field supv ratings and once he's gone I'm assuming he won't find the same support elsewhere.  Is there anyone he can contact to help him navigate the bullshit?... This is the first ATR we've had that has told me their story.  I'm always welcoming to them and let them know we have an honest CL they can reach out to but since they don't know me they rarely open up like this guy did.  He overheard a conversation I was having about the state of our union and gambled I could be trusted.  This guy said PS --- is the first school he's been in where he feels some union strength-.... Thanks for everything you guys do----teachers would have no avenues to follow if it weren't for people like you. .... email to MORE activists from former chapter leader

This was sent to Mike Schirtzer and myself from a trusted supporter and source. (I'm not using her name or school to protect the ATR who could be traced - she would be fine with using her name.)

She noticed a very competent ATR being harassed in her school and jumped in to support him along with her colleagues. That school has 40 people signed up to be MORE members. (They could have even run their own slate in the UFT elections out of their school alone.)

Having his story reinforced by a trusted teacher and former chapter leader is immense. Our advice to her was to gather support within the school for the ATR by writing letters about his work in the school for him to use in a defense and she did exactly that.

She put me in touch with the ATR and we spoke for hours and I got the full story of the actions of his field supervisor and her cohorts. His story is very credible. And there might even be religious persecution issues on the table.

During our conversation he mentioned others in some schools, including principals, who praised his efforts. I suggested he start gathering names and numbers and possible statements. If they bring him upon 3020a charges, there will be a list of witnesses for him.

We hear so many complaints from ATRs about the treatment they get from colleagues in schools they are sent to. One ATR I spoke too calls the field supervisors "failed supervisors." The apparently awful James Quail, a former principal and district superintendent from my district whom I've known since 1970, is the grim reaper of field supervisors, pops up in the picture. 

We hear a lot about the gotcha mentality of ATR field supervisors - the DOE wasteful jobs program for retired principals.

See- 

• Chaz's School Daze: A Letter To A Field Supervisor From A Disrespected ATR.

We also hear lies and slanders from people with their own political agenda that MORE is not supportive of ATRs when in fact the members of MORE who have influence in their schools bend over backwards to be supportive, as this story confirms.

The ATR told me that this school had the most serious sense of union of any school he has been in since he became an ATR. And there is no little irony that the school leans toward MORE instead of Unity for support.

The MORE contact, upon seeing an ATR who had impressed people in the school come under attack by a new field supervisor (the old one found no fault), took action by writing letters of support for the ATR and sending them out to come point people at the union and possibly the DOE with more people to come if the harassment continues. They also gave the ATR copies. And she went in when he met with the Field Supervisor at one point and at another with a district rep. 

When will the UFT say something about the enormous waste in paying field supervisors to observe people functioning as substitute teachers? Do they observe regular subs? Did anyone in the history of this school system spend time and money to observe subs?

This is the letter that has been sent to Amy Arundell at the UFT who has contacted me -- and repeatedly - that she will get involved. I give Amy the benefit of the doubt and will track the outcome.

Dear Amy Arundell,

Mr. X is an ATR who was sent to our school for one of his temporary assignments. He arrived at school each morning and performed his duties as a substitute teacher in various classes depending upon which of our teachers was absent that day. He made the best of a very difficult situation. Although he did not know our students and did not know what grade or type of class (self-contained, ICT, bilingual, general ed) he would be assigned to cover, he engaged the students and we were happy to have him as part of our school community. He was punctual, respectful and eager to assist our school community on each day he arrived in our school.

As you are aware, ATRs are given sub assignments no different from day-to-day subs, yet they are observed and are expected to teach as if they have the same familiarity with the class as a permanent staff member would be expected to have. This unfair process allows for abuse on the part of field supervisors who too often act as if they are observing a teacher who has spent months with the children they are teaching rather than someone who has met a class for the first time and may have zero experience with that particular grade or may be teaching a class out of their license area.

We are writing to you, the UFT rep who is assigned to assist ATRs, to express our concern that Mr. X is being set up for failure by his field supervisor who, in our opinion, has been less than professional and fair with him. This concern was brought to the attention of UFT District --- Rep,  who promptly came to our school and met with Mr. X and his field supervisor Ms. Y as well as an additional field supervisor, who was invited by Ms. Y. The fact that Ms. Y felt it necessary to invite a co-worker to attend reeks of intimidation. It is the reason we asked [the dist rep] to come to the school when this meeting was scheduled. It was clear to us that Mr. X was about to be unfairly tag-teamed by two field supervisors as an act of intimidation. There is no other reason for two field supervisors, paid by the tax payers, to do the job of one field supervisor.

Mr. X has finished his rotation at PS X. But we have told him to think of PS X as his home school and to keep in touch with us regarding his treatment elsewhere. We are asking that you initiate and maintain contact with Mr. X and ensure that he is not scapegoated out of a job in order for a field supervisor to make her bones with the DOE. Based on how Mr. X conducted himself at PS X, it is clear to us that the man deserves to keep his paycheck and benefits. We believe in having a strong union that looks out for our most vulnerable members and it is our hope that you will demonstrate that such strength still exists. We thank you for your time and attention to this matter.

Sincerely, 

CL, PS X Chapter Leader

------, Former PS ----- Chapter Leader

---------------------------

Dear -------

We the undersigned support our union brothers and sisters who are ATRs. Our current and former chapter leader keep us informed on union matters and we realize that ATRs have lost their permanent positions through no fault of their own We realize that our school could be phased out in the near future and we too could find ourselves in an ATR pool where we will be vulnerable to lose our jobs, pensions and health benefits. We feel strongly that ATRs be protected and we ask that Mr. ....... be treated in a manner we would expect to be treated under such circumstances. It is our hope that Mr. ........ is not left hanging out on a limb without support now that he has left our school. We hope that our union stands by him and protects him from any injustices that he may face in his future as he travels from school to school as an ATR. It is what we would want our union to do for us if we had to walk in his shoes. 

Thank you for your attention to this matter.

PS ..... Staff Members (signed below)

A reminder: ATRs that are seeing themselves heading in the direction of a U rating for the year are urged to contact DOEatreducators@gmail.com, about joining a class action suit.