15-B Insider -- March 2002

We have received quite a few inquiries in this office regarding the federal legislation that became law in January of this year. The rules and regulations for this new law have not been written by the U.S. Department of Education. However, the Act does establish new criteria for Title I paraprofessionals. Within four years (and immediately for newly hired parapros) all paraprofessionals in Title I programs must either have an associate's degree, two years of college, OR meet a rigorous state or local standard of quality that assesses their knowledge of, and ability to assist in, reading, writing, and math instruction. For the "non-newly" hired paraprofessional this presents some anxiety. Many parapros in our area have families, and it would be an almost impossible task to complete two years of college in the next four years. Let's get proactive and see if we can participate in creating a rigorous local standard of quality that allows us to qualify or get local training at district expense to qualify. Why not identify what is needed and provide training to meet the standard? If it is a State standard, then, perhaps, we can advocate that our respective districts provide the training to help us qualify. We have been advised that these criteria will also affect other classroom parapros. Teachers who improve their educational background receive higher wages, and this law, by requiring a higher level of knowledge and ability, could certainly serve as a springboard to higher wages for parapros. To receive updates on this new law, email Dharrell@nea.org and have your name added to her contact list.

In a unanimous decision the U.S. Supreme Court has ruled that a "peer grading" system is not a violation of federal privacy laws (FERPA). This decision overturns a decision of the Tenth Circuit Court of Appeals approximately two years ago. The Supreme Court noted that the interpretation of FERPA made by the Tenth Circuit Court of Appeals has Congress dictating teaching techniques to be used in public schools. Absent clear evidence that Congress intended such a radical change, the Court declined to interpret FERPA as broadly as the Tenth Circuit Court.

Still bargaining for 2001-02: Wexford-Missaukee ISD ESP

Bargaining 2002-03: Cadillac ESP, Evart EA, Evart ESP, Evart Transportation, McBain EA, McBain ESP

March 27: Roger in Lansing - Training

March 29: MEA Closed – Good Friday

April 7: Daylight Savings – Set your clocks ahead one hour!

April 18: OPIE Banquet – Make your reservation NOW!

 

This year we will be honoring fourteen individuals as Outstanding Persons in Education and eight individuals as Friends of Education at our 26^th annual OPIE Banquet to be held April 18^th. Congratulations to each honoree for your exemplary efforts toward the cause of educational excellence, and a hearty thank you for your dedication, enthusiasm, and willingness to go the "extra mile" for our children. Our schools’ success depends on people like you. You help students understand the world they see, and what they have the potential to be.

Outstanding Persons in Education - Dave Foley, Cadillac EA; Michael Brinks, Cadillac ESP; Sheila Clinton, Cadillac TASC; Steven Stange, Evart EA; Kathy Rice, Evart ESP; Bill Ross, Manton EA; Jean Fink, Manton ESP; Michael Marr, Marion EA; Arlene Eisenga, McBain EA; Barbara Collins, McBain ESP; Dan Lyon, Mesick EA; Bob Harris, Mesick ESP; Mike Bulger, Pine River EA; and Ava Lucas, Pine River ESP.

Friends of Education – Dennis Hamilton, Cadillac; Rhonda Huff, Evart; John Budde, Manton; Greg & Sandy Merrifield, Marion; Jan Geers, McBain; Deb Robinson, Mesick; and Kim Kissinger, Pine River.

If you haven’t already made your reservation, why not do it now and join us for a wonderful evening of celebrating education. Reservations are coming in fast. Remember, space is limited.

♣ We are in rating Area A, which includes 71 counties and 50.1% of MESSA's total population.

♣ Over 90,000 school employees (up 2.7% from last year) and their families have MESSA insurance.

♣ The average age of a typical MESSA member is 45; last year it was 44; three years ago it was 47.

♣ Claims for services taking place in an outpatient setting make up 54% of MESSA’s total.

♣ Prescription drug costs were the largest contributor to the overall cost increase, followed by physician services. A study conducted by the University of Michigan concluded that the driving force behind the increase in prescription drug cost is the trend toward newer and more expensive drugs.

♣ The number of prescriptions per family per year this year is 29.3; up from 28.8 last year.

♣ The average length of inpatient stay in our hospitals was 3.82 days, and the most common reason was pregnancy and childbirth.

♣ The most common outpatient services were diagnostic, and lab services with musculoskeletal diagnostic services the leading type.

♣ Claritin (an antihistamine) is the most widely used (by scripts) prescription drug.

♣ Prilosec (an anti-ulcer) ranks number one as the prescription drug receiving the most payments.

♣Twenty-four of the top twenty-five prescription drugs, ranked by dollars paid, were direct-to-consumer advertised drugs (up 46.1% from the previous year). "Quit watching those commercials!"

Why don't I have paid sick days when others in this district do? Why don't I have any insurance coverage for myself, or for my family when others do? "Excuse me, you knew that when you were hired. After all, you are only part-time!" I believe this statement is a huge put-down, and we ought to challenge those who try to use it. I am not here to propose that we call everyone full-time, but I do feel we should not let our employers get away with treating part-time employees as insignificant. A few examples of this are as follows: We actually have a district in 15-B that allows some of its part-time employees to make up their work if they want to be paid for a sick day, vacation, or a paid holiday. (In other words, they don't get paid for the time unless they make it up.) We also have a district in 15-B that allows part-time employees to do other work for the district as long as the employee agrees to not sign up for overtime work; and, of course, with the understanding that the hours worked in this capacity do not count for insurance purposes. Do we accept injustice, or do we speak out and convince our employers that employees working part-time are real human beings that would appreciate fair treatment and an opportunity to earn employer-paid insurance as well as some paid time when they are off work?

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