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What
does FUSE stand for?
FUSE stands for the New Rochelle Federation of United School
Employees. It is the "bargaining unit" that represents
all staff members (excluding supervisory/administrative or
confidential positions) hired by the City School District.
Our union represents over 1300 staff members and is unique
among school employees' unions in that FUSE represents both
Pedagogic staff (teachers, counselors, teaching assistants,
etc.) and School Related Professionalsl (secretaries, custodians,
teacher aides, etc).
Your union is here to serve you. The FUSE is dedicated to
maintaining a fair and professional relationship with the
New Rochelle School District and works to ensure the most
productive instructional conditions for teachers and the best
possible learning opportunities for our students.
One of our primary responsibilities is to negotiate and protect
our "collective bargaining agreement," better known
simply as "the contract." Our contract spells out
the terms and conditions of employment in the district and
is something every member should read and become familiar
with. Additionally, the union works to safeguard members'
rights to due process when disciplinary actions are taken
by the district.
Please do not hesitate to contact one of your building reps
or our office if you have a question or concern about any
job related issue.
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How
are my dues paid?
FUSE Dues are based on your salary and are automatically deducted
each pay period from your paycheck.
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What
are "Building Reps"?
In every building, there are members who have been elected
by their colleagues to serve as "FUSE Building Representatives."
These members are the "face of the union" in each
building and act as the liaison between the members in their
building and the union's leadership. New staff should seek
out their Building Reps with any question or concerns they
may have. The Building Reps are more than willing to help
answer your questions or provide guidance
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What
is NYSUT?
Our local is part of the 450,000 member New York State United
Teachers (NYSUT). By joining FUSE, you automatically become
a member of NYSUT. We are also affiliated nationally with
the American Federation of Teachers, (AFT) and are proud to
be part of the AFL-CIO.
Affiliation
with NYSUT brings many advantages to the FUSE including access
to legal counsel, labor relations specialists, workshops and
training opportunities. As an individual member, you will
benefit by receiving its publication, The New York Teacher,
as well as opportunities for money saving benefits such as
insurance and mortgages. For more information about NYSUT,
log on to their award winning website at www.nysut.org.
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What
does "Vote/Cope" do?
VOTE/COPE is the non-partisan political action committee formed
by NYSUT to work in Washington and Albany on behalf of its
members' interests. It is funded entirely by voluntary donations,
no dues money is spent on any political activities.
VOTE/COPE endorses candidates regardless of party affiliation,
considering only their stance on issues directly related to
education, labor and health care. Finally, VOTE/COPE rebates
a portion of the money it collects from a local union back
to that local to use in school budget or school board elections
or other appropriate functions.
All members are encouraged to contribute to VOTE/COPE through
payroll deduction.
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Who
is my supervisor?
For all staff, their building principal is their immediate
supervisor. Generally he/she sets the procedures or rules
for your school, in accord with district guidelines or policies.
Secondary school teachers, special education teachers and
pupil personnel staff also report to their respective department
chairs.
It is important to remember, however, that you are an employee
of the New Rochelle City School District, not just of your
particular school or department. Thus the basic "terms"
of employment are set out in the contract between the school
district and the FUSE. A principal or department chair cannot
ask you to do something that violates this agreement If you
have any questions, see one of your Building Reps or contact
the FUSE office. All such inquiries are strictly confidential.
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How
am I evaluated?
Non-tenured staff receive a total of 5 evaluations each school
year.
Three of these evaluations are classroom observations, and
are based on your supervisor's first hand observation of your
teaching performance. Each observation should be preceded
by a short conference wherein you and your supervisor discuss
the aims and objectives of the lesson he/she will observe.
Following the observation, your supervisor should schedule
a conference to discuss his/her impressions of the lesson
and offer any suggestions. Finally, your supervisor will put
his/her observation and suggestions in writing, indicating
the strengths and any weaknesses of the lesson he/she observed.
These observations should be completed by April 1st, 2002.
On or about February 1st, your supervisor will complete your
"out of class" observation. This evaluation evaluates
your performance in areas "not directly related to teaching
performance. This evaluation discusses your contributions
to the life of the school outside of teaching - collaboration
with colleagues, efforts at professional development, participation
in co-curricular activities, and attendance at "extras"
like concerts or dances.
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What
if I receive an "unsatisfactory evaluation"?
Happily, most of you will not face this problem. However,
if you receive an evaluation which you believe is inaccurate,
exceedingly harsh or unfair, it is in your best interest to
make a response to your observation. It is strongly urged
that you contact a Building Rep or the FUSE office if you
receive an unsatisfactory evaluation.
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What
is tenure?
Tenure is a guarantee of "due process" which is
awarded to teachers after they have completed their probationary
term. Prior to receiving tenure, teachers and teaching assistants
"on probation" may be dismissed at any time. At
or before the expiration of the probationary period, the district
must deny or grant tenure. The board of education grants tenure
following an observation and review process - but only after
receiving the superintendent's recommendation.
Once granted tenure, a teacher or teaching assistant is guaranteed
due process, protecting them from arbitrary or capricious
dismissal. It prevents, for example, a competent teacher from
being fired to make way for someone who is less qualified
academically but better connected politically.
Generally, the length of the probationary term is three years.
Tenure is not transferable from one school district to another,
however, those teachers who have come to the New Rochelle
schools after receiving tenure in another school district
within the state serve a two-year probationary period.
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What's
the difference between "probationary" and "interim"
appointments?
A teacher serving a probationary appointment is eligible for
tenure after completing his/her probationary term. An interim
teacher is serving for a defined period of time (usually a
year or semester) in the absence of a regularly appointed
teacher.
Nonetheless, interim teachers are often offered probationary
positions at the end of their interim service, so it is important
that they are observed and evaluated in the same way probationary
teachers are. If an interim teacher is appointed to a probationary
position in the same tenure area, the time he or she has already
served will "count" as probationary service toward
tenure and is used in determining seniority.
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What is seniority?
Seniority rights are based on length of actual paid service
in a specific tenure area, and apply to both tenured and probationary
teachers. If a school district abolishes teaching positions,
seniority is the sole criterion in determining which teachers
are laid off, and subsequently recalled should a vacancy in
the teacher's tenure area occur within seven years.
All staff members accrue seniority. Staff who work part time
accrue "pro-rated" seniority.
While seniority plays no formal role in such determinations
as classroom assignments or teaching schedules it is an important
protection to our members in the event of lay offs or transfers.
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What is the Staff Resource Center?
The Staff Resource Center, located in New Rochelle High School,
offers courses and programs to promote professional development.
A large variety of courses are offered each semester in a
broad range of topics relevant to members' interests and needs.
Many of the courses may be taken for graduate credit, and
successful completion of SRC courses help staff members earn
the credits necessary for salary advancement.
SRC brochures listing upcoming courses are available in each
building. For more information, contact the SRC at 576.4593.
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How
do I find out about health insurance options?
The school district pays 90% of the premium for health insurance
for its employees. All health insurance benefits are coordinated
by the school district and there are several options available
for members to choose from. To get information about health
insurance benefits, contact Adrianne Benevento at 576-4254.
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What
is the FUSE Welfare Fund?
The FUSE Welfare Fund has been established through collective
bargaining with the school district and provides a number
of benefits to our members. Though established by the union,
its funds are kept strictly separate from union funds.
Currently, the Fund provides dental, vision and hearing benefits,
as well as life insurance, long term disability insurance
and accidental death and dismemberment benefits. Detailed
information about Welfare Fund Benefits can be found in the
Group Insurance Benefits booklet you received at orientation.
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What
if I need to see a dentist or get a pair of glasses?
Accessing these benefits is easy. Obtain a dental or vision
form from the school's main office (or from the FUSE office)
and fill out the top portion of the form with the necessary
information. Take the form with you when you go to your service
provider, and have him/her fill out the other information
needed. Finally, have him/her submit the completed form to
the address at the top. You may pay the service provider directly
and be reimbursed by the Welfare Fund, or your service provider
can opt to accept direct payment from the Welfare Fund.
The Welfare Fund pays a specific amount for services provided.
You are responsible to pay for any charges above the pre-set
benefit. A copy of the Welfare Fund fee schedule is in the
packet you received at orientation.
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Is
there a list of dentists or opticians I must use?
No! You are free to see any dentist or optician you like.
The Welfare Fund does not maintain a list of recommended dentists
or opticians, however if you are new to the area and looking
for a service provider, it is suggested that you ask some
of your colleagues for their suggestions.
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How
do I get dental coverage for my spouse or family?
It is possible to cover your spouse and/or dependent children
for dental benefits at a nominal cost. To enroll a spouse
or child you must complete an Enrollment Form during the Open
Enrollment Period and submit it to the FUSE office. The Open
Enrollment period ends on September 14, 2001.
The cost for spouse/dependent coverage is listed on the Enrollment
Form. This money is deducted from your paycheck beginning
in October.
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What's
a waiting period?
Benefits for certain dental procedures (orthodontic work,
bridges, crowns, etc.) are not paid during the first 12 months
an individual or his/her spouse and or/dependent children
are insured. For specific information about the waiting period,
consult the Group Insurance Benefits booklet.
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How
do I designate a beneficiary for the life insurance benefit?
The Welfare Fund life insurance benefit is $50,000. You must
designate a beneficiary for this benefit. You may change your
beneficiary at any time. Beneficiary Designation Cards are
available at the FUSE office.
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