Oct-Nov 2019 Advisor

COMMUNICATING

OCTOBER - NOVEMBER 2019 CEA ADVISOR 9

Dorantes said, “This is not just a fresh coat of paint. This conversation is not a one-and-done. It’s important for us to partner before the house is on fire. Moving forward requires that we recognize we all have to grow in our practice. Schools are often the hub of local communities. We can’t do this work without you.” While there was not enough time to answer every question CEA members had during the Q&A, teachers were able to submit written comments and questions that the commissioner will address in the coming weeks. Look for her responses in a future issue of the CEA Advisor . with the department in the hopes of focusing on the issues that bind us rather than those that divide us.” Adrienne DeLucca, CEA Legal Counsel “We viewVannessa Dorantes’ appointment as a new day and a second chance to try and open a dialogue

request to meet with the new commissioner face to face, DeLucca says, “Much to our surprise and delight, she immediately responded, and a meeting was scheduled with her and her entire cabinet—leaders of all the various departments, from the Careline to the Records Division, training, the legal department and beyond”—all of whom CEA attorneys regularly interface with. “I can tell you that when we left after that initial meeting, we were euphoric.” She adds, “We felt heard and hopeful for the first time. We have since had a follow-up meeting with all these leaders at the direction of the commissioner. Obviously, we can’t change or fix everything overnight, and many of the issues we face are out of DCF’s control. But while we have a lot of work to do, through this initiative we have created an open channel of communication. I am happy to say that we have already resolved a few pressing procedural problems through the cooperation and efforts of the commissioner and her staff. “We view Vannessa Dorantes’ appointment as a new day and a second chance to try and open a dialogue with the department in the hopes of focusing on the issues that bind us rather than those that divide us. Undoubtedly, we are one of DCF’s largest stakeholders who share the common goal of protecting Connecticut’s children.

Avon Education Association President Jon Moss says, “It was empowering to be asked, ‘What keeps you up at night?’”

consistency so you will know what to expect and what not to expect.” Retaliatory actions. Knowing that making a false report against an educator can effectively remove him or her from a classroom for weeks, months, or longer, some students have weaponized DCF against their teachers as payback for an unsatisfactory grade or disciplinary action. “I like that the new commissioner is starting a dialogue with teachers. This is the first time this has happened.” Nancy Smerekanicz, Vice Roseanne Lombardi, a Southington second-grade teacher and a building rep for the past nine years, said, “DCF cases are a growing concern, and unfortunately, teachers are often easy targets.” “Current practices and policies have caused undue stress and trauma both for students and educators,” said Leake. “They have severely interrupted instructional practice in our schools and sometimes led to the wrongful tarnishing of the careers of outstanding teachers.” President, Woodbridge Education Association

This is not the DCF that Vannessa Dorantes wants to lead, and she listened closely as teachers asked difficult questions and articulated their experiences, hopes, and fears with regard to the DCF process. A new day “The new commissioner was honest and engaging, and CEA is working to build on the relationship being created with her agency,” says CEA Executive Director Donald Williams. “We had a strong turnout of members who did a remarkable job of asking insightful questions, and it was an excellent example of a state agency being accessible to our members and engaging with them in a direct and positive way.” The meeting was arranged by CEA, and all local education association presidents and building representatives were invited to attend. It was not the first time a meeting of this nature was requested—but it was the only time a commissioner accepted the invitation. “We had tried for years to have meetings with former commissioners to talk about procedural roadblocks and inconsistencies our teachers face,” DeLucca explains. “Unfortunately, our requests were always denied, leaving us feeling frustrated and dismissed.” This meeting, she says, marks a turning point. When CEA’s Member Legal Services team reached out with a

Toward that goal, we are hopeful that, as opposed to going it alone, we now may be able to partner with DCF on statutory amendments that would continue to improve the process and make it fair.” Regarding her conversation

with CEA members,

Bloomfield Education Association Vice President Mary Kay Rendock addresses Commissioner Dorantes.

KNOW YOUR RIGHTS

What to Do in a DCF Investigation

10 Dos And Don’ts for Teachers Facing Charges or Complaints of Any Kind 1. DO NOT talk to anyone until you have talked to your CEA UniServ Rep. (The same is true if you are called in to answer questions about a colleague’s behavior.) 2. DO NOT discuss the allegations with a DCF investigator before consulting with CEA Member Legal Services. 3. DO NOT make spontaneous responses to charges brought against you. In crisis, it can be difficult to think clearly. 4. DO NOT appear at an accusatory hearing unless you are accompanied by an Association representative.

Over the course of their careers, one in eight Connecticut teachers will be at the center of a DCF investigation. When these investigations happen, says CEA attorney Melanie Kolek, “they are like lightning strikes.” CEA has received as many as nine separate DCF cases in a single day, Kolek says. “If you become the subject of a DCF allegation, do not talk to your colleagues or friends about what has happened, even though you may be shocked, frightened for your job, and looking for moral support. Your first contact should be your UniServ Rep, and your first line of legal defense is CEA Member Legal Services.”

5. DO NOT attempt to defend yourself alone. 6. DO NOT accept an “opportunity to resign.” 7. DO NOT submit a written statement to your administrator.

8. DO NOT refuse to carry out an administrator’s orders, even though doing so would violate your contract. Your UniServ Rep will advise you concerning exceptions to this rule. 9. DO immediately write down everything that has happened—a narrative including time, date, location, names of involved persons, witnesses, and actual words spoken. Do not submit this written report to anyone until your UniServ Rep has reviewed it. 10. DO keep copies of all correspondence related to the situation.

One of the many benefits of union membership is that CEA members may receive free legal representation in various employment-related disputes and complaints.