Democratic Socialists of America (DSA) Aim to Control UFT

 There is a monster lurking in the shadows of the UFT. It's the Democratic Socialists of America. 

The Crack Team came across a Politico article from 2019 outlining how DSA wishes to gain control of NYC labor unions. Much more interesting from the article is DSA's manifesto how to go about taking control of NYC labor unions. 

DSA has already established a beachhead in having nominal control over the Retired Teacher's chapter of the UFT. The biggest voices and organizers are those from DSA as well as officers. 

Basically, the Retired Teachers chapter was low hanging fruit for DSA to influence. In comparison to the rest of the UFT it is a smaller chapter with members who are basically homogenous in that they are, well, retired. Yes, they ousted the Tom Murphy, Mulgrew's sycophant, and put a fear into Unity. We here at SBSB are pleased this has happened. But how many voting retirees knew of the long clutches of DSA into and within their chapter?

Look at what has become of those congressional candidates and cities that have have ties to DSA. Cori Bush was primaried and lost. Man child Jamaal Bowman was primaried and lost. AOC, who I do respect, has grown into her role and was no endorsed by DSA. And this just in today. The DSA experiment failed in Portland OR. 

But let's have a look at how DSA plans to control the UFT (Page 3 of the manifesto).

UFT / Teachers abr. Economic Leverage: The NYC DOE is one of the largest employers in the metro area. Education workers’ strikes have enormous ability to shut down regional/statewide economies, with great political impact.

 Social/Political Leverage: Schools are community hubs in every neighborhood in the city. Education workers have the potential to build solidarity with students, their families, and broader working class communities.

Of course. Let's indoctrinate 4th graders. 

Barriers to Entry: Teaching requires a master’s degree, as well as ongoing continuing education. There may be other financial challenges with alternative certification programs. Other job categories within the DOE have less onerous requirements. 

DSA Member Density: There are many DSA teachers, and there is a large support network for new teachers and teacher activists. There are also DSA paraprofessionals, school secretaries, and other DOE job categories. 

Working Conditions: Vary widely by school. It takes a long time to build strong relationships with coworkers and students. The work is extremely social and emotionally draining but can be fulfilling and an outlet for creativity. Teachers can get tenure (which offers meaningful job security) after 4 years.

 Political Status: UFT is the largest local of one of the largest unions in the country. It has the potential to be extremely influential in electoral politics. It is extremely internally undemocratic (So is MORE...my words), but there is a reform caucus, MORE, which has many active DSA members.

Demographics: UFT membership is disproportionately White (more so than the city’s demographics, and the student population) and skews majority women. This varies by job category, and by type of school. 

Disproportionally white? Like MORE? 

DSA proposal....

UFT / Teachers Union to Focus On UFT Position (optional): Classroom teachers, paraprofessionals, secretaries, nurses, social workers/counselors, OT/PTs, etc. Which criteria does this proposal meet? Economic Leverage Social / Political Leverage Barriers to Entry DSA Member Density Working Conditions Union's Internal / External Political Status Demographics 

Please cite and elaborate upon each criteria you selected for the proposed industry in the area below.

Economic Leverage: The UFT represents 75,000 classroom teachers, 19,000 paraprofessionals, and several thousand other critical categories of school support staff (including nurses, social workers, counselors, psychologists, and others). These numbers make the DOE one of the largest employers in the metro area, touching thousands, possibly millions of residents. Negotiations for citywide municipal contracts (covering all public sector workers) are generally led by the UFT and DC37 together, making our contract negotiations have an even wider reach. Beyond the raw numbers, as we have seen in Chicago, West Virginia, Oklahoma, Arizona, and elsewhere, when education workers flex our industrial power the effects are felt way beyond just the education system. School shutdowns have nearly unparalleled potential to impact the entire regional economy, and every workplace where parents rely on the school system to care for their children.

Social/Political Leverage: With public schools located in every borough, neighborhood, and district, education workers’ social and political leverage is also potentially enormous. Teachers and other education workers see everything students and their families go through, and we can highlight issues of homelessness, economic insecurity, racism, and inadequate healthcare and educational resources. Teachers and other education workers have access to communities beyond our worksites that can build solidarity across the working class. Despite years of attacks on public education, the recent wave of education worker strikes have benefited from overwhelming displays of community solidarity. When education workers organize and fight for the common good, the public is generally with us.

 Barriers to Entry: There are very real challenges to be considered with regards to the process of becoming a teacher. It is expensive and time consuming to become a teacher. Teachers can be hired with a Bachelor’s Degree, but need to get their Master’s degree within a few years of being hired. There are alternate certification programs like Teaching Fellows, which many DSA members have and are taking advantage of. Graduate programs and certification tests cost money, but Gofundme’s for mentee teachers have been used, and could be something that we fundraise for if a large group wanted to organize around it. Unfortunately, transferring certification from out of state can cost hundreds of dollars, so while the the career can be one that travels with you, it does not do so seamlessly. Getting a Master’s while working is the path that most teachers take, and is an emotional, physical, financial strain for the first several years, since the first years of teaching are also a challenge. Teachers can gain tenure after 4-years working in the DOE. There are many different school experiences, some can be extremely difficult, but we hope that a community of supportive educators within DSA can start to help people get jobs at schools that are tolerable places to work, and help each other take on abusive administrators when we encounter them.

It should also be noted that there other routes to employment in the DOE besides classroom teaching. Paraprofessionals, occupational/physical therapists, school counselors and nurses, and school secretary jobs are other options, with different on-ramps. It is not unusual for people to begin in one of those job categories and eventually shift to classroom teaching.

DSA Member Density - Anecdotally speaking, education seems to be one of the sectors with the largest concentration of NYC DSA active union membership. The teachers’ working group meets regularly and has regular happy hours, and has already had some success encouraging and supporting DSA members in making the career switch into education. Even beyond active labor branch members, it seems possible that there could be over a hundred DSA teachers (numbers that would make our teacher membership larger than the most significant UFT reform caucus). There is a significant support network for new DSA teachers, with a large number of experienced rank and file activists and leaders in the organization.

 Working Conditions: Working conditions can vary significantly from school to school, and depend on factors of student and staff composition, strength of the local UFT chapter, and many others. Across the board it takes a long time to become a good teacher and build strong relationships at schoolboth of which are critical to be effective as an organizer. The work is tiring, emotionally draining, but for many, extremely fulfilling. It is not uncommon in your first several years to work for several hours after school with lesson planning or other responsibilities. That said, teaching can offer a great deal of autonomy and creativity in lesson planning, and allows for deep relationship building with people from a wide range of communities in the city. Generally, teaching requires you to be on your feet for several hours at a time, and often moving about constantly to check on students. Some principals can be abusive and controlling supervisors, others are relatively benign. Some buildings have issues with heat, functional facilities, mold, and other issues of disrepair. 

Union's Internal / External Political Status: The UFT is the largest local of one of the largest unions in the country, and is also one of the largest locals in NYC. Simply put, it is tremendously influential politically, but fails to exercise the full potential of its power. Its strategy rests on electing fairly centrist/conservative Democrats, and holding them to commitments on maintaining basic standards in treatment of educators. It is very internally undemocratic and top-down. There is a reform caucus, the Movement of Rank and File Educators (MORE) that shows promise and has many DSA members that participate actively. With more DSA teachers, we could bolster and significantly support the internal movement for democracy and militant organizing within the union, but it will likely take years to reform the UFT, for new teachers to gain the experience and credibility that it will take to play a meaningful role in that work, and for the landscape to shift in such a way as to be amenable to the kind of militancy and worker democracy to which we aspire.

DemographicsEducation: is a complicated sector, demographically. The student population in the DOE is majority Black and Latinx. Recent surveys have shown that 1 in 10 students experience some form of homelessness throughout the school year. In terms of the staff, overall the composition is disproportionately women and disproportionately White, out of step with the student body. However this differs in sub-sectors and different job categories. Elementary, Pre-K and Middle School skew more heavily female, High School a little more male. Paraprofessionals and other support staff are more non-White than classroom teachers. Significant systemic issues have presented challenges for the retention of teachers of color, and this will likely be an ongoing focus of some education worker organizing. That said, the leadership of the UFT is more racially diverse than might be expected based on general trends within the membership. DSA members interested in working in education should think hard about how they will relate to and work with student populations that are predominantly non-White, and should also consider how they will work with teachers of color to address the issues facing teacher retention and recruitmentthose are critical areas of solidarity and need for the broader education system. It should be acknowledged that for many New Yorkers of color, schools are the first place where they encounter law enforcement and state violence through disciplinary action. This presents a major opportunity for racial justice solidarity organizing, but also should emphasize the incredible responsibility of being a teacher in a predominantly Black and Brown school district.

I am not editorializing, other than to say it's fantastical.  I will let this manifesto speak for itself. 

Oh one more thing. DSA must not be allowed to come even close to taking over the UFT.

Alex Jallot, Pace U. HS CL, UFT Exec Bd Member, & MORE Caucus Member Desecrates the Memory of Hamas Victim Shani Louk

 Since I wrote this piece wondering whether or not Jewish UFT members should trust the Movement of
Rank and File Educators (MORE Caucus), a plethora of emails has come into the SBSB newsroom. All emails were quite supportive as well as sharing many instances in which MORE has shown itself not to be particularly enamored with Jews. 

The Crack Team has sifted through many an email. Some are from just plain cranks, other emails were with accusations that could not be verified. Many were easily verified, like the following:

This past March 30 on X, DSA member @blackredguard1 reposted a video of Shani Louk dancing moments before she was kidnapped by Hamas on October 7, 2023. We here at SBSB have deep feelings about DSA which we feel this is not the time visit.  Seriously, is anyone surprised? 

What is surprising MORE member, (OK, not really THAT surprising), a UFT Chapter Leader at Pace University High School, UFT high school executive board member. as well as a DSA member, Alex Jallot posted a reply to the reposted video. Obviously, Alex doesn't know what is posted online, stays online (Click here). 

And for when Alex deletes his X account, let's remind him of Social Media Rule #1!

All Alex had to say was...

"I'm amazed at how little rhythm these people (JEWS?) have."

Class act that Alex is. As one Crack Team member shared with me...

It's beyond the pale. How someone that professes progressive/left politics and sits on the UFT Exec board could so casually post such a callous and hurtful joke should be cause for deep concern for everyone irregardless of politics.

I am appalled. Especially reading this on one of the holiest of days. I am sure that Alex doesn't mind having these two days off thanks to the Jews. 

Hey Alex, have you shared these views with Jewish members of his chapter? If not, why? Does Pace University know your views of Jews? Have you shared your views with any Jewish members of the executive board you sit on? Can Jewish UFT members have any faith in you?

Some things need to happen. The Movement of Rank and File Educators (MORE Caucus) must immediately disassociate itself from Alex Jallot and send out a statement decrying Alex Jallot's statement. In fact, the Movement of Rank and File Educators (MORE Caucus) must immediately remove from the caucus. I, and several others, were shunned and mustered out of the Movement of Rank and File Educators (MORE Caucus) in 2018 for much, much, much much, much less.

I have no idea if the UFT can remove executive board members for cause, but if this can be done a full investigation and removal of Alex Jallot must be done posthaste. 

If the above is improbable, we here at SBSB call for Alex Jallot to immediately resign his seat on the high school executive board as well as resign as chapter leader at Pace University High School. 

This can not be tolerated. The Movement of Rank and File Educators (MORE Caucus) would be the first to come out against, as well as denounce, Mike Mulgrew for passing gas incorrectly. It's time for the Movement of Rank and File Educators (MORE Caucus) to put its money from where its mouth is. 

Should Jewish UFT Members Trust the MORE Caucus?

With the UFT elections right around the corner, MORE is as usual playing hard to get and believing that they own all the cards. Is it not time that those who wish to dance with MORE just finally, "thank you, but no"?

Is it not time to see what MORE is? MORE is nothing more that a place where anti-Israel, pro-Hamas views are not only encouraged, but have a safe place to be heard. 

What has disturbed me the most, and I am sure the many other thousands of Jewish UFT members is this photograph that appeared on the MORE Facebook page. 

So months after over a thousand Jews were murdered, over a hundred Jews were kidnapped, this is MORE's priority? MORE's priority at a Delegate Assembly was for Israel to lay down its arms? Nothing about Hamas releasing the hostages? MORE isn't concerned about the hundreds of Jewish women that have been held and raped by Hamas? 

Now before I continue, I loathe Netenyanhu and his government. I prayed that Israel would retaliate differently against Gaza. But the Jews are hurting. Israel is hurting. Bibi was enabled by Trump, Bibi caused this. But this doesn't mean that an organization like MORE must blame Israel and the Jews. 

Why isn't MORE as vocal about Russia's invasion of Ukraine. Where is MORE when college students are walking to classes and they are spat upon and called "Kikes"? They are nowhere?

What happens if MORE is somehow in power or part of the power if Unity loses? Can Jewish members of the rank and file trust the union? Can Jewish members of the UFT feel safe? Will Jewish members of the UFT have to worry about pogroms?

So many Jewish members of the UFT have a relative that was slaughtered in the Holocaust. 

I would not be surprised today if members of MORE celebrated as Iran launched 180 missiles at Israel today.

A Challenge for the UFT and NYSUT

After my July 23 blog post, a legal eagle fanboi reached out to a member of The Crack Team with a solution to the plight of those waiting years to have a hearing for their U ratings. As Mr. Brooke said the word "plastics" to Benjamin in The Graduate, this legal eagle fanboi came up with words—five words in fact—that can change history. 

Article 78, Motion to Compel

Wait, isn't Article 78 only for when you exhaust all remedies through a collective bargaining agreement? Well, no. The Crack Team did some research, and this is what was found. 

Let's look at what Article 78 is first. I have highlighted what is relevant for a motion to compel. 

1. Appeal a final administrative ruling (by a state agency or government officer) based on insufficient evidence (called Certiorari to Review);
2. Appeal a final administrative ruling (by a state agency or government officer) based on incorrect law or unreasonable nature (called Review of Mandamus);
3. Stop a state agency or government officer from acting (called a Writ of Prohibition); or
4. Force a state agency or government officer to act (called a Writ of Mandamus).

Let's start with #4, "Writ of Mandamus."

A writ of mandamus is a legal process in New York that can force a government agency or official to perform a duty required by law. For example, a writ of mandamus can be used to compel a local or state agency to perform a duty.

and...

To prevail with a writ of mandamus, counsel must establish that judicial intervention is necessary because no other adequate remedy is available. This means that the client must have first attempted to resolve the case at the agency level.

Now for all those waiting for an appeal hearing, an APPR hearing, or any other hearing in which there is no action, doesn't this not seem like a course of action the UFT should be involved in? Two teachers I wrote about on July 23 seem to have some cause, or at the very least, will have cause. 

But how many teachers are out there holding out hope against hope that their hearings will be held sometime this decade? 

Now let's have a look at #3, "Writ of Phohibition."

A writ of prohibition is a judicial order that can be used to force a government agency or official to stop doing something they shouldn't. In New York, it's also known as an Article 78 proceeding. Writs of prohibition can be used for a variety of purposes, including... Stopping an agency, court, or judge from acting outside the scope of their authority

So when a teacher is rated using the S/U instead of Advance or anything else that is not collectively bargained, would not a Writ of Prohibition seem to be in order? 

But I know what the UFT will say. Well, one of two things. One, "We aren't compelled to represent you any further," and two, "We can't do it." What if we lose?" Let's examine those two statements. 

In the past, individual teachers have been represented by the law offices of Robert Reilly. But this can be the Rosa Parks moment I have written about in the past. The UFT and NYSUT have so much cash at hand. What is there to lose?

Which brings us to...

What we always hear from the UFT is, "We might lose" or "We don't think we're going to win." I have always had a problem with those statements. Does anyone think Team USA was thinking, "What if we lose?" in 1980 against the Soviet Union? Were the Mets thinking that in 1969? The Jets in 1969? Villanova over Georgetown in 1985? None of these teams were thinking, "What if we lose?" or "We can't win." They were thinking, "We will win," "No one can stop us, and "when we win.

It's time the UFT takes a crowbar to the wallet where it is holding the millions of dollars in union dues from the rank and file two times a month and starts investing in the US, the teachers, the staff, and the communities of New York City. It is time to grab the proverbial bull by his goodies and to be proactive. 

What has being reactive gotten us? 

The Crack Team will be sitting by the phones awaiting any questions from the UFT or NYSUT.

The UFT is Hard at Work for You

A scorpion wants to cross a river but cannot swim, so it asks a frog to carry it across. The frog hesitates,
afraid that the scorpion might sting it, but the scorpion promises not to, pointing out that it would drown if it killed the frog in the middle of the river. The frog considers this argument sensible and agrees to transport the scorpion. Midway across the river, the scorpion stings the frog anyway, dooming them both. The dying frog asks the scorpion why it stung despite knowing the consequence, to which the scorpion replies, "I am sorry, but I couldn't resist the urge. It's my character."

I have had a revelation. No longer will I blame the DOE, principals, and administrators for anything that befalls teachers. They do what they do because it is their way. They are the scorpions. 

Who is at fault? It's the UFT, the Unity Caucus. The UFT are the enablers. The UFT are the culprits. Uncle Mike Mulgrew is the frog. Uncle Mike Mulgrew is the one we should turn our blame to when we are crapped on, when we are rated, when we are harassed, or when we are not treated as professionals. Or worse, when we are not treated like human beings. The silence from 52 Broadway is loud. 

I was U-rated for the 2022–23 school year. I filed an appeal immediately. June 29 of last year. I have not had my hearing yet. I have been told from the UFT in no uncertain words, "It might take another year or two." 

When I asked why, I was told, "COVID backed everything up." Wait, COVID has been done for a few years now. For two straight years, everyone and their mother got effective or satisfactory ratings. How many U-rated appeals must there be? I was met with silence from the UFT.

Even if true, isn't there, or at least there should be, some type of right to a speedy hearing? Do criminals have more rights than teachers? 

Another teacher, a teacher that is currently in a 3020a and got a U rating the same year as I did, had her U rating appeal hearing in the middle of a 3020a hearing. Yes, you read that right (more on how the hearing went at another date). 

So here we have a teacher fighting charges. This teacher in the 2021–22 school year received a developing rating, but their MOTP was ineffective. Betcha didn't know they could use that MOTP to bring you up on charges. Oh, by the way, But they nailed this teacher for two years in a row of allegedly bad teaching. 

But I have digressed. So what would happen if the teacher won their U rating appeal? Does the 3020a hearing end? Or say if there is no decision for the U rating and the arbitrator terminates the teacher and the appeal comes back in favor of the teacher? Does the teacher get their job back? Along with the back pay?

Another teacher went out on sick leave not to return this year. The teacher's leave began in the last week of February 2024. The teacher's health was in perilous condition. The teacher had been observed twice and was rated as developing the year before (2022–23).

The teacher received an email with her rating sheet at the end of June. She was U-rated. Like me, she was removed arbitrarily and capriciously from Advance and given a rating that was not deserved. Her appeal will probably be heard around 2030, before mine ever sees the light of day. 

Why does all this happen? Because the UFT-Unity allows it to happen. 

When we appeal, that should stop the clock. No further actions should be taken on 3020a's. We should be able to work per session. We should have all we should have while anything is on appeal. This is a civil rights matter. We are being denied our due process. 

The source of your hurt must no longer be directed at your administrators. Your hurt should be directed at those out of touch with reality working in the fantasy world they created at their gilded castle at 52 Broadway. 

Lying Liars of the NYC DOE

 The APPR travails continue. 

When last I blogged I shared how my principal, XXXXXXXX XXXXX of PS XXX did an end run around me. I was refused to be observed and rated through Advance. But, however, thanks thus for to the
Bronx UFT this case shan't wither away. We will have a step 1 hearing come September and I am sure this will go further. That is in addition to the appeal for the bogus U rating I received. 

But I believe in getting all the information possible. And apparently others do as well. In my blog post of June 29 I posted just a memo with the agreement to Advance, who will be under it, etc... But it is just a memo. Or whatever. How much juice would it have?

Blogger NYCDOENUTS contacted me last week and suggested I look to the contract. OK. I looked. In Section 8J Part D Covered employees, Section 2 it states...

Same words, but in the contract. But codified. In the contract. But yet another method that our administrators pay no heed to the contract, to a legal agreement. Just because they feel they are above the law. McDonald's managers are more honorable. 

Thank you DOENUTS! You're a mensch.

So during one of my conversations with Principal XXXXXXXX XXXXX of PS XXX I was told; 

"I am not sure if you are on Advance. I will have to check."

I made this inquiry in February regarding my IPC. Wouldn't a principal be aware of this without having to check? A manager at McDonald's would know who is qualified to perform each task (I in no way am belittling working at McDonald's. I worked at McD's myself in 1980). 

But someone, way, way up in the NYCDOE got in touch with The Crack Team concerning how one gets on or off of Advance.

"Your principal has the ability to make teachers eligible or ineligible based on the eligibility requirements listed here (section 1.1.1)" (Remember, the above mentioned memo)

So why would Principal XXXXXXXX XXXXX of PS XXX be uncertain whether or not I was in Advance? According to information received by The Crack Team it is the principal that determines whether or not one is on Advance. 

Is it possible I was on Advance and when I started asking for an IPC Principal XXXXXXXX XXXXX of PS XXX summarily removed me? I mean it was February, who asks to be observed, especially APPR observation? I am sure it was common knowledge. Advance was advantageous to me and other teachers, in particular ATRs that got a bogus letter to their files. 

Even if the new contract is ratified, the unchecked, unfettered abuse by administrators will continue unabated. 

Open Letter to my 2022-23 Principal

I just got rated U for the year. Here's the backstory.

I had an accommodation for this year. Working with small groups. OK. I filed the proper paperwork with SOLAS and HR kicked it to the principal to be approved or disapproved. It was approved.

When I entered the school in September, they had me "help out" the Kindergarten teacher. I was there for a few weeks, did coverages, etc...y end of September, beginning of October I was sent to an ICT class that was a teacher short. Again, an extra body. I did small group instruction. Worked with the neediest students. Did nap time two periods a day with pre-K and pre-3. My prep was different than teacher I was with. That's what I was thought of.

At beginning of the year I asked for a laptop. I was told no because I was an ATR. I eventually got a DOE laptop that I needed for my per session. I made a mistake. 

One day, it was a Wednesday in which I be with the outside chess instructor, I had laptop with me and was I was on it. A report to OSI that I was looking at porn. One student claimed he saw the porn from the glare reflecting off my glasses. There was no porn. Heck, OSI thought so too. OSI didn't find the students credible. It was bounced back to the principal. Anyhoo, I got letter to file for doing what everyone else had been doing during instruction time. But then and there I was told I can not use that laptop in the school. That it is not a school laptop. FWIW, this class, a 5th grade class is incredibly disruptive. The have driven their co-teacher to quit mid year, they are extremely disruptive, and get away with everything

When we come back from break in January I was assigned to the other ICT class. Originally I was to work with a very, very, very, challenging student. But after a few days they pawned the student off to a para. 

After I got letter to the file on February 9, I was concerned with risking a U for the year. I had yet to be observed yet. I thought, hey, let's get observed but this through Advance. That why the letter doesn't come into play. Well, here is a taste of things to come.

I had observation thinking, in fact, both me and AP thinking it was under advance. I met with her about 10 days later and she gave me a U, even though the observation was 15 minutes. She told me that if using Advance it would be a Developing. Fine, MOSL would have brought me to an Effective. When I kvetched, we met with principal and her way to fix this was to give me a formal observation with pre observation meeting. When I asked for paperwork, etc... of first observation she refused to give it to me. I know that the 2nd observation was pre-determined. 

 The following is of an email I sent to my principal, District 7 Superintendant Padilla, and other luminaries on June 19. Please feel free to comment. Or better email me if you have any ideas or question.

In case anyone is curious, the Union is taking action. 

1. I was rated effective for the 2021-2022 school year. Therefore I was already in Advance and I am sure I was in advance at the beginning of the 2022-23 school year. Seemingly, at some time during this school year I ceased to be in Advance for PS XXX. Who was responsible for removing me, and if need be, who would be responsible for adding me to Advance? At what point was I removed from Advance? What was the rationale for being removed from Advance? 

2. According to this document put out by the NYC DOE https://www.uft.org/sites/default/files/attachments/advance-frequently-asked-questions_October2021.pdf and on page 4 it states:

K-12 classroom teachers1 who teach 40% or more of a full-time position are eligible to be evaluated using the Advance system. A full-time teaching position usually corresponds to five teaching periods per day

3. In our meeting of Friday, June 16, 2023 you stated to me when I first approached you concerning having an Initial Planning Conference, “I wasn’t sure if you were in Advance.”

Yet, on April 16, 2023 I received this email from Ms. XXXXXXX(emphasis mine) 

“Yes, let's meet on April at 2:45 pm for our IPC.” 

As well as this email of April 18, 2023 from Ms XXXXXXX which contained (emphasis mine): 

                 “Hello Mr. Zucker,

                           Thank you for meeting with me to conduct your IPC.”

          Ms XXXXXXX at the time was under the impression that I was in Advance. Not only was I under the impression, but I had no reason to think otherwise since Ms. XXXXXXX ’s email. However, our conversation where you told me you weren’t sure I was in Advance, was weeks before this email. At no time between our conversation and the email and IPC with Ms XXXXXXX was I, nor Ms XXXXXXX  informed I was not in Advance. At the very least should I have been notified? Should Ms XXXXXXX have been notified? Was I in Advance at the time and removed soon after?  Can you answer these questions I have? 

4. At no time did I mention to you when I requested an observation, did I ask for a pre-observation conference, which would be under S/U. I asked for an Initial Planning Conference which would be under Advance.  

5. At our meeting on Friday, June 16, 2023 I mentioned, “I asked you several times to put me on the email blast, I’ve never been put on the email blast.” Even though paras and another in the ATR in the school have been.

           

6. At our meeting on Friday, June 16, 2023 I mentioned that I asked Ms XXXXXXX  for a laptop and she replied something to the effect of,  “you do not get one because you are an ATR.” This doesn’t make sense because there is  another ATR in the building that received a device and uses it.

7. Earlier this year you mentioned to me if you had known sooner that I would have been at XXXXXXX the full year you would have used me differently. I took that statement in a positive manner. It’s concerning to me that she wouldn’t know that since for the last three years it has been widely known that ATRs are to be with their school for the full fiscal school year. 

8. At our meeting on Friday, June 16, 2023 you told me, “ You are not in Advance, you said you want one for support, I said ‘OK,’ I’ll support a teacher however they want to be supported.” I never said that this is why I wanted an IPC. 

9. At our meeting on Friday, June 16, 2023 you said something like, “You said no one has been planning with me.” For the first four months of the school year I had a different prep than Ms Curry. When I was switched over to 214, I wasn’t part of the planning until April.. I was assigned to Ms XXXXXXX’ class to assist her. As per Ms XXXXXXX’s email of April 27, 2023; 

Hello....

Starting this week Mr. Zucker will be staying with Ms. XXXXXX and Ms. XXXXXX during CP on Wednesdays.

The first day I met for common planning was May 3, 2023.

10. At our meeting on Friday, June 16, 2023 you reiterated, “No one told us you would be with us for the whole year. Every couple of weeks I get an email saying you’re coming back.” I replied, “It is common knowledge.” You then replied, “It’s common knowledge you're not in Advance”. Should I not have been informed of this? I think I should have been informed prior to the observation since clearly, it’s not common knowledge to me..

 

11. At our meeting on Friday, June 16, 2023 you said something like, “Based on what you said to me and based on how I worked with an ATR and I never worked with you before and I work with different ATRs differently. You said you work in small groups.” 

This is misleading. I asked for an accommodation to work with small groups. You granted it to me.  I originally put in for it through SOLAS and it was then sent to you to either be approved or disapproved. You approved it. 

I have the right to be treated no better and no less than my colleagues. I have the right to attain and be treated the same as them. Even though I met all the qualifications to be observed and evaluated under Advance, it was denied to me. 

 

12. I would like to know why I am unable to see Ms XXXXXXX’s observation of June 1, 2023. This seems arbitrary and capricious. 

13. At our meeting on Friday, June 16, 2023 when I asked why I didn’t get a laptop you exclaimed, “You don’t need a laptop! And first of all, I thought I was protecting you  because there was some confusion about how the laptop was being used. So, to help you so there would be no confusion, why use the laptop?”

Much, much, more to come.