STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 1 of 10
INTER-OFFICE CORRESPONDENCE
LOS ANGELES UNIFIED SCHOOL DISTRICT
OFFICE OF STAFF RELATIONS
TO: Principals and Administrators DATE: June 2022
FROM: Gifty J. Beets
Assistant Chief Human Resources Officer
SUBJECT: JUNE 2022 – STAFF RELATIONS UPDATE AND REMINDERS
For additional resources and information, please visit our website at: http://achieve.lausd.net/staffrelations
IMPORTANT DATES:
06/10/22
Last day of instruction for the 2021 – 2022 school year
06/14/22 – 07/22/22
Beyond The Bell Summer Program TK-6
th
Grade
06/22/22 – 07/22/22
California State Pre-School Program (CSPP)
06/22/22 – 07/22/22
Summer School TK - 8
th
Grade Program
06/22/22 – 07/22/22
Summer Term – 9
th
to 12
th
Grade
06/22/22 – 07/22/22
Summer Enrichment 2022
06/22/22 – 07/22/22
Migrant Education Program
06/22/22 – 07/22/22
International Newcomer Summer Program
06/27/22 – 07/22/22
Special Education Programs- Extended School Year (ESY) PK-12
th
Grade
1. EASE
The EASE Program is a new specialized Employee Assistance Program (EAP) focused on employees in
the educational sector. Employees will have free access to a 24/7 EASE Hotline (1-800-882-1341),
immediate access to speak to a counselor, as well as tele-health and face-to face counseling services.
The District is not notified when EASE services are requested or used by an employee.
LA Unified Employee EASE Benefits include:
• Counseling services available with professional counselors for issues such as stress, grief and
loss, anxiety, emotional issues, relationship problems (family/couple/marital), job stress, work
relationships, substance use, COVID-19 pandemic related, and more
• Up to 5 sessions per employee
• Individual counseling
• Conjoint counseling (marital/couples/family)
• Unlimited telephonic counseling access through the EASE 24/7 hotline
• Work/life telephonic support for work and life issues with resources to information such as child
care, financial, legal, identity theft, and more.
For more information about services please visit https://www.lacoe.edu/Home/EASE.
Please see Attachment #2 which can be used as assistance and guidance for employees that need the
support.
GENERAL INFORMATION:
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 2 of 10
2. LETTERS OF RECOMMENDATION
If you receive a request for reference information, you may choose to complete it, but you are not required
to do so. You may simply provide dates of employment, position, and salary information (i.e., a neutral
letter of reference), or a letter of reference provided that 1) you make clear that you are doing so as an
individual and not on behalf of the District or 2) you obtain the express permission of the head of your
division to use District and School Letterhead for an official recommendation.
Refer to BUL-6495.1, Responding to Requests for Letters of Recommendation.
Reminders:
• Avoid “off-the-record” telephone conversations with prospective employers regarding a person’s
performance. There is no such thing as “off-the-record.”
• Provide accurate factual information, based upon personal knowledge/observation of the person
through direct contact with the person or obtained from the employee’s personnel record. Providing
inaccurate information may expose you to risk of liability and/or jeopardize your credential(s).
• Do not make any misrepresentations of fact in describing the performance, qualifications and/or
character of the applicant. You should not provide “half-truths.” For example, if you only provide
positive aspects and completely ignore the negative aspects, you may give an inaccurate impression.
This may subject you to potential discipline by the District, and/or individual liability for harm arising
from the statement(s).
• If you make subjective statements or give opinions because they are requested, clearly identify them
as opinions and not as fact. If you give an opinion, explain the incident or circumstances upon which
you base the opinion.
3. EMPLOYEE REPRESENTATION AT MEETINGS
Employees are entitled to request a representative of choice to attend with them any meeting that could
lead to discipline. They are entitled only to one representative at said meeting. Their choice of
representative is most commonly a Union Representative (or Job Steward), but their choice may also be an
Attorney, or even a personal friend or relative. Employees may also waive representation at any meeting,
however, classified employees must sign a waiver before proceeding with the meeting.
4. CONTACTS FROM OUTSIDE ATTORNEYS
Whenever you receive a phone call or any written correspondence from any outside attorney representing
a District employee at your site, DO NOT RESPOND. Please call the office of General Counsel for assistance
with the matter at (213) 241-7600.
5. CONTACTS FROM UNION REPRESENTATIVES
Whenever you receive a phone call or written correspondence directly from a Union Representative about
a complaint at your site, DO NOT RESPOND. Please email details to your Staff Relations Field Director for
certificated employees or your designated Staff Relations Sr. Human Resources Representative for classified
employees for representation, guidance, and assistance with the matter.
6. VACATION NOTIFICATION/APPROVALS FOR 2022-2023 SCHOOL YEAR
Please ensure that you have issued an annual vacation calendar for the next school year to all of your
vacation-earning employees (all classified employees and A-basis certificated employees; TAs are not
classified employees). In turn, each employee shall provide to his/her appropriate administrator or
designee a proposed written vacation usage schedule for the following school year, which schedules
vacation for the school year in amount necessary to assure the employee will not exceed the vacation
cap amount.
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 3 of 10
Employees should be required to take vacation during shutdown (Spring and Winter) during the
employee’s assignment to avoid leave without pay. This shortens the amount of vacation time taken
during the school year and is less disruptive to the education process given to students. Typically,
vacation approvals are handled by first come/first serve unless received simultaneously, then by
seniority. Please remember to consider providing black-out periods during peak working times (start of
year, end of year, School Norming, etc.). Remember, if there are no black-out periods, employees who
make vacation requests should not be unreasonably denied. Please contact Yolanda Lopez or David
Hurtado in Special Education for information regarding Health Care Assistant vacation time to ensure
coverage.
Employee vacation balance information can be found by using the ZTMRVACBAL report in BTS. The job
aid for this report can be found here: https://achieve.lausd.net/Page/14219. Select the “Vacation
Balance Report”
NEW: Effective July 1, 2022, all vacation earning employees will cease to accrue vacation once they reach
their vacation cap. Employees must manage and plan the use of their vacation hours to prevent them
from ceasing to accrue vacation hours after July 1, 2022.
7. VACCINE DISMISSALS
All employees working onsite must be vaccinated. Please ensure that any employees returning from a
leave of absence are fully vaccinated before physically returning to work. Employees that elect not to get
vaccinated after returning from a leave or a reasonable accommodation will be dismissed from District
service at an upcoming Board meeting. For questions about an employee’s disciplinary process related to
the vaccine process, please contact vaccinecompliance@lausd.net.
8. COVID TESTING REQUIREMENTS
Employees who report to District sites to perform their work duties are required to participate in the District’s
COVID-19 Testing Program. Mobile testing units have been dispatched to school sites to test students/staff.
Information on the program is frequently updated. Please refer to https://achieve.lausd.net/covidtesting for up-
to-date status on testing appointments and requirements. For questions regarding employee compliance with
these procedures please contact your Staff Relations Field Director or Senior Human Resources Representative.
1. DISPLACEMENT OF TEACHERS
An over-teachered condition exists when there are more qualified teachers than positions at a school or
within a program or subject field at a school, or when a program or subject field is reduced, eliminated,
or moved from a school.
Due to the estimated student count for the Virtual Academy in the 2022-2023 school year, vaccinated
employees are now being displaced from the Virtual Academy and have return rights to their 2021-2022
home school through the end of this school year, subject to seniority guidelines. Unvaccinated
employees have until the end of the school year to become fully vaccinated to exercise return rights to
their 2021-2022 school site. A re-do of the matrix is not necessary in either of these scenarios.
Consult with your Staff Relations Field Director prior to displacing any employee.
CERTIFICATED INFORMATION:
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 4 of 10
2. RETURN RIGHTS
Deans, Coordinators and Coaches at a school longer than one year and one day who were not re-elected
or confirmed for the coming year have return rights to the school. Deans, Coordinators, and Coaches
who are not re-elected are able to displace using seniority on the matrix if they were previously assigned
at the school as teachers. If they came from another school, they have return rights to that school.
Consult with your Staff Relations Field Director.
3. CHANGE OF TEACHING ASSIGNMENT AFTER THE INITIAL TENTATIVE ASSIGNMENT
Teachers shall be notified as soon as possible of a change in a tentative assignment. If a teacher is notified
within 5 calendar days prior to the beginning of the school year (August 15, 2022 for single track) that there
will be a change of assignment, upon request, the teacher shall receive the equivalent of two days of
preparation time. The change of assignment must affect the majority of courses taught in a secondary
assignment and must require a preparation for a course not in the previous assignment. If the change of
assignment does not affect the majority of courses taught but requires a new preparation, the teacher may
request the equivalent of up to one day of preparation time (ARTICLE IX-A, SECTION 2.0, Section a).
4. ASSIGNMENT MONITORING 2022-2023
It is the school site administrator’s legal obligation to ensure teachers are appropriately assigned to classes
for which they hold a legal authorization. If you have anyone working under an Ed. Code option (Middle
School Authorization/local assignment option, Board Permit/local assignment option, One Period Coach
Authorization, Teacher Consent Form for True Electives, Alternative Setting Teacher Consent Form etc.),
who will continue to work under it next year, please submit your forms by June 15
th
in order to avoid a
misassignment at the beginning of the 2022-2023 academic year. If you have questions about a particular
teacher, please feel free to contact your Credentials and Contract Specialist. Current forms can be
accessed at: https://achieve.lausd.net/Page/1542
5. PREPARATION FOR 2022-2023 SCHOOL YEAR OPENING
Principals should consider making a list of concerns that have emerged over the past year and plan how
they will be addressed during the opening staff meeting. Topics may include:
• Staff attendance for past year
• Absences preceding and following holidays
• Procedures for reporting absences
• School based procedures for addressing student discipline
• Teacher hours
• Substitute Lesson Plans/Folders
• Instructional expectations
• Other identified areas for improvement
6. ROSTERING TEACHERS FOR EVALUATION IN 2022-2023
In preparation for the upcoming school year, determine the evaluation status of current teachers by
considering the teachers’ employee status, previous final evaluation ratings, and other recommendations
included in MyTeam. Begin the process in July 2022 by listing all teachers by status and adding new hires
with their status as they join your staff. To confirm the current employee status of a teacher, please contact
your Personnel Specialist. All non-permanent teachers are to be evaluated annually. Per the LAUSD/UTLA
Agreement Article X, 3.0 (a-c), evaluations shall be made at least once each academic year for probationary
or qualifying teachers, and at least once every other year for permanent teachers.
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 5 of 10
Please be aware that if a teacher evaluation was mutually extended in the past and the current
administrator no longer agrees with that extension, the teacher needs to be informed that he/she will be
evaluated before the end of the school year prior to the evaluation year which would be before June 10,
2022.
7. DOCUMENTS TO UPLOAD TO THE PERFORMANCE EVALUATION SYSTEM
The final dates to upload any documents into the MyPGS system are listed below:
June 10, 2022 The EDST and EDSNCT performance evaluation system
June 10, 2022 C Basis Stull Evaluations: Instructional, Services, or Management
June 20, 2022 The EDSSL performance evaluation system for Assistant Principals
June 20, 2022 B Basis Stull Evaluations: Services or Management
June 30, 2022 The EDST performance evaluation system for EEC Teachers
June 30, 2022 The EDSSL performance evaluation system for Principals
June 30, 2022 A or E Basis Stull Evaluations: Services or Management
1. ESY STAFF ATTENDANCE EXPECTATIONS
Employees who accept an assignment are expected to work the assignment for the entire period. If they
don’t start on the first day (other than for verifiable illness, bereavement or personal necessity absence),
you may release them from the assignment (subject to Article XII Section 5.0). If they fail to complete an
assignment other than for verifiable illness, it may preclude the employees for the next summer session or
intersession program. Request for vacation or change of assignment will not be approved. Exceptions may
be made at the sole discretion of the District. Contact your Staff Relations HR Representative for assistance.
2. ESY SUMMER ASSIGNMENT ELIGIBILITY
A Unit B employee who has received a Notice of Unsatisfactory Service (NOUS) shall not be assigned to a
summer session or intersession for a two-year period without the consent of the principal. The two-year
period shall begin on the latter of either the date the NOUS was issued or the date that any grievance or
appeal filed regarding the NOUS or NOUA is resolved. See the Unit B Collective Bargaining Agreement –
Instructional Aides (Special Ed Assistants, Campus Aides, Instructional Aides, etc.) Article XI Section 7.5 and
7.6.
3. MyPLN TRAINING RESOURCE AVAILABLE ONLINE
District employees have access to many training courses online courtesy of The Organizational Excellence
Branch. Employees may access the training at MyPLN (https://achieve.lausd.net/mypln#spn-content).
This online service is available to all Classified employees and can assist you in providing assistance and
guidance, support, and skill enhancement for your employees.
4. CLOSING OF CLASSIFIED POSITIONS (OFFICE STAFF, INSTRUCTIONAL AIDES, CAMPUS AIDES, et al.
If during budget development, you closed any of your Classified positions (such as Special Education
Assistant/Trainee, Campus Aide, or a clerical position) or reduced their assigned hours, official notices to
affected employees will come directly from the Personnel Commission (PC). You may advise affected
employees ahead of time and informally, that their position is being cut, but you must not propose to them
an effective date (such as the end of this school year or end of their basis) as the official notification is made
by the PC. Site Administrators will receive copies of letters sent to their affected employees when the
notices are sent out.
CLASSIFIED INFORMATION:
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 6 of 10
6. CLOSING OF TEACHER ASSISTANT POSITIONS AT END OF YEAR
The Unit F Collective Bargaining Agreement must be followed when closing any Teacher Assistant (TA)
position. Teacher Assistant layoffs must be handled at each school/worksite by their site Administrator in
compliance with the Unit F Collective Bargaining agreement. Please contact your Sr. Human Resources
Representative for assistance. (See Attachment #2, Reduction in Force for Teacher Assistants)
7. FUNDING FOR DEGREE TRACK vs. NON-DEGREE TRACK TEACHER ASSISTANT POSITIONS
A salary difference exists between Degree Track and Non-Degree Track Teacher Assistant positions. If you
need to close any TA position due to Reduction in Force initiatives (RIF), Site Administrators must follow
the RIF procedures which are outlined in Attachment #2. Teacher Assistant seniority is a combination of
total number of overall units completed PLUS years of service. Generally speaking, Non-Degree Track
Teacher Assistants accrue sufficient years of service to retain their position so long as they have maintained
continuous enrollment toward completing their required college courses. Site Administrators may not
select Teacher Assistants Degree Track over Non-Degree Track based on non-availability of funding or by
selecting a different funding source. Doing so would constitute a violation of the Teacher Assistant’s Unit
F Collective Bargaining Agreement. Therefore, it is imperative that you remain consistent when budgeting
pre-approved funding for Non-Degree Track Teacher Assistants (Article X).
8. TEACHER ASSISTANT – REDUCTION IN HOURS
The Unit F Collective Bargaining Agreement must be followed if you need to reduce the hours for any of
your TA positions. The process is outlined in Attachment #2. (Article IX, Section 7.0)
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 7 of 10
OFFICE OF STAFF RELATIONS DIRECTORY
FIELD DIRECTOR and SENIOR HR
REPRESENTATIVE ASSIGNMENTS
Tel: (213) 241-6056 Fax: (213) 241-8405
BEAUDRY
Title
Name
Extension
Email
Assistant Chief Human
Resources Officer
BEETS, GIFTY
213-241-6056
213-241-5313
gifty.beets@lausd.net
Administrator-AALA
MARTINEZ, ISAIAS
213-241-8233
Staff Relations Manager
GOSSETT, LORRI
323-489-8469
Field Director
HAYNES, ERIN
818-746-3662
Administrative Secretary
SANCHEZ, LETICIA
213-241-8109
leticia.sanchez@lausd.net
Senior Office Technician
ZUNIGA, ADRIANA
213-241-8239
LOCAL DISTRICT NORTHWEST
Field Director
DELISLE, CARRIE
818-654-3619
Field Director
MARTINEZ, ADAN (.5 FTE)
818-654-3641
adan.martinez@lausd.net
Senior HR Rep
DAVTYAN, ZHANNA
818-943-8973
LOCAL DISTRICT NORTHEAST
Field Director
BUTLER, MARIA
818-252-5435
Field Director
MARTINEZ, ADAN (.5 FTE)
818-252-5436
adan.martinez@lausd.net
Senior HR Rep
NUNNALLY, KRISHNA
213-241-8242
LOCAL DISTRICT CENTRAL
Field Director
ALFAYATE, JUAN
213-766-7345
Field Director
GONZALEZ, CARLOS (.5 FTE)
213-766-7347
Senior HR Rep
VACANT
213-241-6864
LOCAL DISTRICT EAST
Field Director
CUEVAS, SUSANA
323-224-3353
Field Director
GONZALEZ, CARLOS (.5 FTE)
323-224-3119
Senior HR Rep
VACANT
See below
LOCAL DISTRICT SOUTH
Field Director
LENON, DAMIAN
310-354-3472
Field Director
STEVENS, JEANETTE
310-354-3419
Senior HR Rep
MONTGOMERY, EBONY
213-241-8248
LOCAL DISTRICT WEST
Field Director
MOSCOSO, VERONICA
310-914-2153
Field Director
VACANT
-
Senior HR Rep
VACANT
818-943-8973
DIVISION OF ADULT & CAREER EDUCATION
Field Director
DR. FOOTE, JACK
818-927-1353
*Boyle Heights, Lincoln Heights/El Sereno, East LA – contact Krishna Nunnally
*Bell/Cudahy/Maywood, Hunt Park/Vernon/Walnut Park, South Gate – Contact Ebony Montgomery
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 8 of 10
ATTACHMENT #1
REDUCTION IN FORCE for TEACHER ASSISTANTS (Unit F, Article X)
Reduction in force for Teacher Assistants (TAs) is school-based and based primarily on college units
achieved rather than seniority. (This is different than for classified paraprofessional positions for which
layoff is processed by the Classified Employment Services Branch and based on District seniority.)
Definition Reduction in force is when a TA position is eliminated entirely, as opposed to merely a
reduction in hours for one or more positions
Seniority List HR085 TA Seniority is a report of TA Seniority available through BTS
(print out, add each employee’s total number of completed college units next to his/her
name, and post)
Reasons for Reduction in force
▪ Loss of budgetary support
▪ Changes in educational program
▪ Changes in services offered to student
▪ Changes in student population
▪ Returns from leave of absence
Order of layoff
• Possible termination of employees with less than one year seniority (administrative discretion)
• All employees with up to 5 years seniority are ranked by number of qualified college units
achieved; employees with lowest number of units are laid off first
• If necessary, follow same procedure for employees with 5-10 years seniority, and then for those
with more than 10 years seniority
Exemptions
TAs with special instructional skills or qualifications (such as computer, music, library, bilingual)
may be exempted (See Article X, Section 2.3)
Written Notice
School must provide a written notice to employee at least ten (10) working days prior to effective
date of layoff. Contact your Sr. HR Representative for assistance.
Recall Rights
➢ TAs with less than one year of service are considered terminated rather than laid off, and have
no recall rights
➢ TAs with greater than one year seniority are reemployed to any open TA position at the school
they were released from, in reverse order of the layoff within 12 months of the layoff **
Grievances
Only a violation of the procedure may be grieved, not the decision to lay off
* Prior service as a TA, IA, or Education Aide elsewhere can be given credit if it occurred immediately
prior to date of hire in current classification of Teacher Assistant.
** School must develop and maintain recall list
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 9 of 10
ATTACHMENT #1
REDUCTION IN HOURS FOR TEACHER ASSISTANTS
(Unit F, Article IX, Section 7.0)
1. FACTORS FOR CONSIDERATION
• Program needs
• Budget constraints
• District policy encouraging degree track personnel retention/advancement
• Seniority of employees
• Special skills, qualifications
2. WRITTEN NOTICE
• Five days prior to meeting with TAs, make available to TAs (post or distribute) the school’s
Units/seniority list. Report HR085 TA Seniority in BTS can assist with determining a TA’s seniority.
• Copy of seniority list and budget information to Job Steward (if known) and if requested.
3. TA MEETING
• Give all TAs a five (5) day written notice of a scheduled meeting to discuss the tentative plan. Two
copies of the TA meeting notice to Job Steward, if known
• Hold meeting on TA work time (TAs not on duty may voluntarily attend)
• Local 99 representative may attend by giving Principal 24 hours notice
• Principal (or designee) outlines tentative plans
• Input from TAs; TAs may ask questions, raise objections, offer suggestions and make recommendations
4. ANNOUNCE FINAL DECISION
5. GRIEVANCE – TA MAY GRIEVE PROCEDURES, NOT THE DECISION
6. LIMITED PREFERENCE FOR ADDITIONAL HOURS
• For one year from reduction
• If qualified and available, and if remaining at site
• If not in conflict with present assignment
7. NOTICE TO HEALTH INSURANCE SECTION
• Send written notice (memo) when reduction of hours affects medical benefits eligibility (i.e.,
assignment goes from 80 or more hours to less than 80 hours per pay period).
STAFF RELATIONS MONTHLY UPDATE AND REMINDERS – JUNE 2022 Page 10 of 10
ATTACHMENT #2
