Los Angeles school chief puts children’s needs over those of 600 sadists, pedophiles and assorted creeps. The teachers union is outraged.
In any other field, getting rid of misbehaving or poorly performing employees is a natural and ongoing occurrence. Business leaders who don’t set standards and hold workers accountable will see their clientele shrink. But in the world of teacher union-dominated public education, putting customers first – in this case, children and their parents – is a headline-making event.
Superintendent John Deasy, who has incurred the wrath of the United Teachers of Los Angeles of late, did nothing to endear himself to the union by cracking down on miscreant teachers earlier this month. In fact, with Deasy leading the charge, the Los Angeles school board fired 100, got 200 to resign, and designated 300 more to be “housed” or removed from the classroom pending further investigation. According to Barbara Jones, writing in the LA Daily News,
The personnel files stretched the length of the 15-foot conference table in Superintendent John Deasy’s office, a chronicle of the corporal punishment, verbal and physical abuse and sexual misconduct reported in the classrooms of the Los Angeles Unified School District.
Cuts and bruises. Curses and racial slurs. Caresses and pornography.
In the past, the misdeeds detailed in the teachers’ files would likely have earned the offender a disciplinary memo, maybe a week’s suspension, perhaps a transfer to another school.
Today, they’re grounds for firing.
UTLA, shocked that the historically passive school district actually made a move that benefitted children, was predictably furious. Its leaders characterized Deasy’s actions as a “witch hunt,” claiming that he is “using misconduct allegations to get rid of troublesome teachers and those on the upper rungs of the experience and pay scale.”
Here are some specifics about a few of the “teachers” who are now out of the classroom:
- A Westside elementary teacher in his early 60s ‘trained’ his students to give him a full-body massage for 20 minutes every day while he ‘rested.’
- A teacher at a San Fernando Valley elementary school who disciplined youngsters by locking them in a bathroom or barricading them in a corner using tables and chairs.
- An Eastside elementary teacher used clothespins to pinch the ears of youngsters who weren’t paying attention to the lesson. The same teacher also discouraged thumb-sucking by putting nasty-tasting disinfectant on kids’ fingers and forced students to scrub their desks using cleanser and their bare hands.
- A rash of sex-related complaints were made in the weeks after the Miramonte scandal broke, including allegations of tickling and fondling, and inappropriate and vulgar comments made in class. One high school student said a female teacher inexplicably took her along when she went shopping for sex toys in Hollywood. … Nearly a dozen male teachers were fired for pornography found on their district-issued laptops.
A horrified and angst-filled UTLA lawyer, Richard Schwab, sputtered, “… many veteran teachers opt to resign rather than pursue an administrative hearing because they fear losing their lifetime health benefits if the ruling goes against them.”
Schwab may be right. But this raises a bigger question. If a teacher is guilty of committing crimes against children, why does he or she deserve a penny in “lifetime health benefits?” Or a generous pension for that matter? But that is a discussion for another day.
In any event, despite the seemingly good news, this story is far from settled. For those teachers who haven’t taken their health and pension benefits and run, there are still appeals and hearings and then more appeals and hearings. Again, Barbara Jones:
Under current law, teachers who are fired by the school board have 30 days to appeal their dismissal to the state’s Office of Administrative Hearings. It assigns each case to a panel composed of an administrative law judge and two educators – one chosen by the teacher, the other by the district – which reviews evidence and hears witness testimony before deciding whether or not the teacher should be fired. That process may take years, however, and cost the district hundreds of thousands of dollars in staff time and legal fees.
In fact, thanks to our teacher union friends, here is what is laughably called “due process” for teachers in California:
How ineffective teachers are dismissed in California
1. School district must document specific examples of ineffective performance, based on standards set by the district and the local teachers union.
2. If a teacher has been cited for unsatisfactory performance worthy of dismissal, a school district must give the teacher written notice and provide her 90 calendar days to correct.
3. After 90 days, school district files written dismissal charges. If the school board votes to approve dismissal, it adopts official charges and a resolution of intent to dismiss teacher. Notice cannot be given between May 15 and September 15.
4. Once teacher receives notice that she will be dismissed in 30 days, she can request a hearing to be held within 30 days.
5. School board must reconvene to decide whether to proceed. If it proceeds, it must serve the employee with an accusation as set forth in the state’s Administrative Procedure Act (APA).
6. If teacher makes a second demand for a hearing, it is scheduled with the state Office of Administrative Hearings and held within 60 days. The hearing is similar to a civil trial with each side having rights to discovery.
7. The hearing is held before a three-person Commission on Professional Competence consisting of an administrative judge and persons appointed by the school board and the teacher or her union representative.
8. After the hearing, the commission issues a written decision by majority vote either voting for dismissal or reinstatement.
9. If either the teacher or the school district appeals the decision, it will be heard by the state superior court.
10. Further appeals are heard by the state Court of Appeal.
Sources: California Legislative Analyst’s Office; California Office of Administrative Hearings.
As pointed out by Jones, the stickiest part of the above process is #7 because the unions control the action. The judge is invariably “union-friendly.” The offender gets to pick a teacher to be on the three-person panel. (Ya think he or she might choose a sympathetic one?) The third member of the panel is a teacher supplied by the district, more often than not – you guessed it – another union member. The odds are so stacked that as Matthias Gafni reports,
California has more than 1,000 school districts and 300,000 teachers, yet only 667 dismissal cases were filed with the Office of Administrative Hearings between January 2003 and March 2012, according to the Los Angeles Unified School District’s chief labor and employment counsel, Alex Molina. Only 130 of those actually got to the hearing stage, and 82 resulted in dismissals — fewer than 10 a year.
Last year, State Senator Alex Padilla tried to put a dent in the system by introducing SB 1530, a bill that would eliminate the two teachers from the panel, make the judge’s ruling advisory and leave the final decision up to the local school district. But the California Teachers Association managed to “convince” their “friends” on the Assembly education committee to kill the proposed legislation. Currently, there is a much milder bill, AB 375, making its way around the legislature. It would shorten the interminable dismissal process, but leave the three-person Commission on Professional Competence intact. CTA backs this bill, which is all you need to know about its effectiveness.
How LAUSD’s bold move eventually plays out is anybody’s guess. But whatever the outcome, John Deasy deserves a heap of praise. By trying to rid a noble profession of hundreds of “lemons,” he has done a great service to children and their families, which means of course he will be even more targeted by UTLA. And how that will play out is also anybody’s guess.
Larry Sand, a former classroom teacher, is the president of the non-profit California Teachers Empowerment Network – a non-partisan, non-political group dedicated to providing teachers with reliable and balanced information about professional affiliations and positions on educational issues.