Issue link: http://educator.cta.org/i/1530930
S P R E A D T H E W O R D : LET'S PASS AB 65: I T ' S I M P E R A T I V E T O build support for the CTA-sponsored Pregnancy Leave for Educators Act, AB 65, so legislators, educators and communities across the state understand the stakes and are ready to act. Get involved: — Write to your legislators — especially important for new legislators. Let them know pregnancy leave is a priority for you. Find legislators' contact information at findyourrep.legislature.ca.gov/. — Meet with legislators, either at their district offices or in Sacramento. You can also meet with legislators' staff or leave a letter at the office. CTA plans to hold several Lobby Days that you can join; stay tuned. — Tell your story! How has the lack of pregnancy leave affected you personally and professionally? Legislators and the public need to hear from you. Go to cta.org/ppl. — Ask your local to sign on in support of AB 65. Do the same with your school board. Talk to colleagues, friends and community members. days at retirement, meaning that they need to work longer or earn less in retirement. On average, women receive almost $100,000 less in retirement than their male colleagues. Susan Abt, a member of Redlands Teachers Assn. who has taught since 1990, expected to retire at age 60 and went to CalSTRS to plan for it at 55. She was shocked to find out she was penalized for taking time off to have three children. "My husband [also an educator] has more years of service than me, even though he has taught fewer years," she said. "I have to work two more years than I'd planned to." • The vast majority of teachers are not entitled to paid family medical leave (per the Family and Medical Leave Act) and must exhaust their sick leave to be able to access differential pay (their salary minus the cost of their substitute teacher). is leaves them with the decision to either schedule pregnancies around the school calendar or try to get by with substantially less pay. San Mateo Elementary Teachers Assn. member Tara Dixon was among the many educators who was not aware that teachers have no pregnancy leave. "I heard, 'Can't you just plan it over the summer or over a school break?'" said Dixon, a single mother who underwent multiple IVF attempts and could not "time" her pregnancy. • e current practice forces pregnant educators to deplete their sick leave and then go on unpaid leave and possibly return to work before they are physically and emotionally ready. With no sick leave available new mothers must take unpaid days off when newborns get sick or have medical appointments — or for illnesses or emer- gencies for themselves and their families. Pregnancy leave for all educators Mara Harvey, Natomas Teachers Assn. president, brought up how many people have suggested that pregnancy leave be bargained. She said NTA did bargain for it at one point. But she is adamant that pregnancy leave is a basic right that we should be able to build on in negotiations, and not have to bargain for a basic standard. "Having to argue for something that is a basic right is a terrible and painful experience. When your district puts up pregnancy leave with what our students need in our classrooms and makes you choose it is really upsetting. Pregnancy leave is a fundamental right," she said. Jones agreed and said we should all be prepared to fight for AB 65. "It doesn't have to be this way. States across the nation from Tennessee to Oklahoma provide pregnancy leave for educators. It's time for California to do the same." "Pregnancy leave is a fundamental right." —Natomas Teachers Association President Mara Harvey 29 J A N U A R Y 2 0 2 5