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C O N T N T S

October 1998 Headlines Ponderings of the President Negotiators Await Clarifications Lotsa Sick Leave Stored Up? Dues Refund for Part-Timer Travel Expenses Retirement Benefits Election Day Nears Where your union dues go New Tax Opportunities for Teachers Tax Help for AFT Members Union/District Workload Committee Scenario Planning: One Union Member's View Benefits of Membership Real-Time Weather From CoM CoM in the News Campus Events e-mail CoM Faculty College Forms on-line Back to Home Page

Recently UPM's chief negotiator Paul Christensen and I had the pleasure of meeting the College of Marin's equivalent of the San Diego Padres' the employees of the college's Children's Center                     Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

Ponderings of the President by Ira Lansing Sometimes the muse does not tap your shoulder, but the deadline is still there. So I talked with one of my newsletter editors, seeking an issue and some motivation. As is the job of an editor, he suggested writing about one of the topical subjects these days: politics or the San Diego Padres. Recognizing good advice when I hear it, the following observations resulted. I doubt anybody picked the San Diego Padres to make it into the World Series, but there they were. Did anyone even notice that they had an eventful season? We were too busy watching home run records being broken and seeing the New York Yankees win more games in a season than any other team in about 30 years (note that the Yankees were the Padres' opponent in the World Series). When the regular baseball season did end, who was in first place but the Padres. How did that happen? Can you even name one stellar player on their team? Reality would probably hit the Padres in the National League Playoff Series, since the Atlanta Braves were the playoff opponents for San Diego, and Atlanta is "America's Team," a power house among ball clubs. End of Padres' dreams. Did not happen. San Diego nearly swept Atlanta, winning the first three games in a best of seven match-up, eventually beating them in Atlanta. So there they were, going to the World Series. Recently UPM's chief negotiator Paul Christensen and I had the pleasure of meeting the College of Marin's equivalent of the San Diego Padres' the employees of the college's Children's Center. Who are these dozen or so people and where did they come from? Throughout the seasons no one pays attention to them; they just do their job, educating and stimulating the children of some of our students. Many of them work over 30 hours a week for the lordly sum of $8.00 an hour. Most of them do not have benefits, and none of them has tenure nor job security. But there they are, doing an outstanding job (so much so that the San Francisco Chronicle did a front page feature story on them as part of their education series). And now they are coming up to bat against the Yankees, the big guys, the possible favorites. You see, about a year and a half ago the employees of the Children's Center asked UPM to represent them and bargain collectively on their behalf; they had not had a raise in 6 years. After a year of litigation UPM won the right to represent these employees, and now the bargaining process for them begins. Like the Padres, no one knows their names; they did not break any records. They just do their job and they do it very well. Like the Padres, they won the first round and now it's time for the Big Show. The World Series champ is a fait accompli at this point, having been decided in 7 games or less. The outcome for the workers at the College of Marin Children's Center will not be resolved quite as quickly. However, unlike the San Diego Padres, the Children's Center employees have the United Professors of Marin in their lineup, and UPM swings a heavy bat. Don't expect to see these negotiations on television, but do stay tuned and follow the developments. After all, the outcome of this series could very well have an impact on next season when we all are back in the game.

While it is essential to support a fair and available procedure for students to grieve wrongdoing by faculty, it is also important to afford the accused basic rights.                                               Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

Negotiators Await Clarifications Although talks between the UPM Negotiating Team and representatives of the District have been held on a routine schedule, we are no closer to signing a new Contract than we were last month. Nothing concerning the principal issues of negotiations has been offered by the District since they raised the Board's objection to the way student grievance and faculty "discipline" are handled in the Contract. With the potential for impasse in negotiations looming large on the horizon, representatives of both sides have agreed to exchange written clarifications of positions on the sticking points. To be sure, the face-to-face talks during the past month have helped to focus the issues. The first of these issues has to do with the manner in which Article 24 of the Contract addresses matters of harassment and discrimination. As you know, Article 24 is that part of the Contract that identifies faculty transgressions and the penalties of those transgressions. The District believes that in cases of discrimination and harassment, Article 24 does not give administrators enough leeway to determine the most appropriate course of action. At present, an infraction is typically met with stepped responses, often beginning with a warning followed by more severe punishments for subsequent repetition of that infraction. The District now believes that some violations may call for more immediately severe responses. The District seems to be concerned that the law may demand that an employer respond to instances of discrimination or harassment with "sufficient" action. Is one instance of sexual harassment, for example, enough for swift counter- acssue is one of the stumbling blocks faced by both sides in an attempt to resolve other key matters in Contract negotiations. So that we may be able to move beyond this particular matter, the United Professors of Marin will be formulating language on an idea called "progressive discipline." The idea of providing the District with greater latitude or flexibility in responding to certain Article 24 violations is captured in the term "progressive discipline." UPM negotiating team members will soon send the District specific language on the idea for their consideration. Issues with Article 26 The second barrier to successful resolution comes in the form of the District's desire to extract from Article 26 of the Contract any language regarding student grievances. The Board of Trustees, it appears, wants to make student grievance a matter of District policy and procedure rather than negotiated language. Now the District contends that we cannot negotiate constraints on students without their participation in the process. The UPM points out, however, that students are not excluded from the process. A student sits on the Board of Trustees, for example, and the only way students would be excluded is for the administration to neglect the duty to include them. As we reported last month, the District's ideas for removing student grievance from the Contract seemed fraught with deficiencies and seemed characterized by overtones of despotism. Nevertheless, the UPM Executive Council has agreed to review a written description of their idea. Thus, in relatively short order, we should be receiving from the District's attorney a fax in which student grievance procedure, as an administrative policy as opposed to an article of the Contract, is fully described. Only when we see the District's ideas in writing can we know exactly what they have in mind. One key point to remember as we wait for the fax is that as a part of the Contract, the student grievance procedure allows protections for students and wrongly-accused faculty. Under the Contract, a member of the faculty can grieve the punishment meted out by administrators through the normal grievance procedure. Would any such basic protection be available through District policy? While it is essential to support a fair and available procedure for students to grieve wrongdoing by faculty, it is also important to afford the accused basic rights. Whether the UPM's language on „progressive discipline‰ or the District's written description of a student grievance policy will affect the progress of negotiations remains to be seen. Clearly, all matters related to normal Contract negotiations are stalled until that determination is made.

Lotsa Sick Leave Stored Up? Why Not Donate Some? If you have some unused sick leave, you might consider helping out a colleague this month. A little-known provision in the Contract allows faculty to donate unused sick-leave hours to other faculty who, because of extended illness, have exhausted their allotment. Now is a good time to exercise that provision. Our new journalism instructor could benefit from your donation. All you have to do is to contact the Personnel Office soon to offer a pre-holiday gift.

Dues Refund for Part-Timer A part-timer in the Math Department, who has worked at COM for a year and a half, has asked for a refund of his UPM dues, since he pays union dues at another district where he works full-time. At its weekly meeting on October 19th, the UPM Executive Council voted to reimburse his dues, if he provides the necessary numbers, namely the total amount collected by UPM during his tenure at COM. The overriding issue was that the instructor's other district is his primary employer, and that district's union is his primary union. The Executive Council decided it is unfair to the employee to charge him twice

Travel Expenses Going somewhere to attend a seminar? Planning to ask the District to reimburse your e'spenses? Better apply to Professional Affairs Committee before you go. Prior approval is required in order to be reimbursed for travel, according to Carl Co's of the Professional Affairs Committee. Applications are available from Personnel. After you return, you have 60 days to submit a claim for reimbursement to the Business Office at IVC in order to be reimbursed up to the amount authorized by P.A.C. Bon voyage.

"It's high time to end the perverse incentives that encourages teachers to adopt a "use-it-or-lose-it" strategy toward their accumulated sick leave," Gov. Wilson said. "When they know they're not, after retirement, going to receive any of this benefit that they've earned over the years, they're sorely tempted to use it up before they go. And when they yield to that temptation, our kids suffer from their absence, and taxpayers have to pay the high cost of substitutes."           Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

Legislation Improving Retirement Benefits for Teachers is Signed Legislation Improving Retirement Benefits for Teachers is Signed Governor Wilson has signed legislation that increases the retirement benefits available to California's public school teachers. AB 1102 by Assemblyman Wally Knox (D-Los Angeles) provides that teachers and miscellaneous school employees who are members of the California Public Employee Retirement System (CalPERS) receive, upon retirement, service credit for unused sick leave. Under current law, only those members who became employees on or before July 1, 1980, are eligible to receive service credit for unused sick leave. This bill extends that benefit, making it applicable to all members who retire on or after January 1, 1999. "It's high time to end the perverse incentives that encourages teachers to adopt a "use-it-or-lose-it" strategy toward their accumulated sick leave," Gov. Wilson said. "When they know they're not, after retirement, going to receive any of this benefit that they've earned over the years, they're sorely tempted to use it up before they go. And when they yield to that temptation, our kids suffer from their absence, and taxpayers have to pay the high cost of substitutes." AB 1150 by Assemblyman Rob Prenter (R-Hanford) increases the maximum retirement allowance for State Teachers' Retirement System (STRS) members from 2% at age 60 to 2.4% at age 63. Under current law, normal retirement age for STRS members is age 60. Members who retire at normal retirement age receive an annual retirement allowance of 2% of their final compensation for each year of service. For example, a teacher with 30 years service who retires at age 60 earning a final salary of $50,000 per year will, under current law, receive an annual retirement allowance of $30,000 ($50,000 x 2% x 30 years). This bill increases the retirement allowance in specified steps up to a maximum of 2.4% for those who retire after age 63, thereby encouraging experienced, well-trained teachers to stay in the classroom longer. "With the success of class size reduction and an ever-growing number of school age children, California is experiencing a shortage of qualified teachers," Wilson said. "We're making great strides in recruiting and training the teachers of the future, but we still need the teachers of the present." AB 2804, by the Assembly Committee on Public Employees, Retirement and Social Security, restructures the Teachers' Retirement Fund (TRF) in order to finance the increase in the annual retirement allowance and the extension of service credit for unused sick leave. SB 1528 by Senator Adam Schiff (D-Pasadena) requires the STRS board to conduct a study on providing health insurance, including vision and dental care, for members, beneficiaries, children, and dependent parents. Currently, there is no statewide health care program for active or retired STRS members. Health care coverage varies greatly and is provided by school district and employers on a district-by-district basis. The bill also appropriates $200,000 from the Teachers' Retirement Fund to the STRS board to fund the study.

Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

Election Day Nears Election day is Tuesday, November 3rd. What is this election all about? To quote Tom Tyner, President of the Community College Council of CFT, "The November election is a wonderful opportunity for all of us who work within and support public education to turn the political agenda in California away from union busting, racial divisiveness, privatization, educational underfunding, and the dissolution of tenure and collective bargaining to an agenda that supports public education, the rights of unions and working Californians, ethnic and racial harmony, economic opportunity for all Californians, and tax laws that ensure that the wealthiest state in the country provides the best possible educational opportunities for its children." UPM endorsements are as follows: Governor: Gray Davis Lt. Governor: Cruz Bustamante Secretary of State: Michela Alioto Controller: Kathleen Connell Treasurer: Phil Angelides Attorney General: Bill Lockyer Supt. of Public Instruction: Delaine Eastin U.S. Senator: Barbara Boxer Proposition 8: No Proposition 8, Governor Wilson's latest education initiative, is being advertised as promoting class size reduction and getting tough on crime. Actually it does neither, but both issues are being used to hide the real intent of the proposition: to subject teachers to arbitrary removal by principals, to create an expensive and arbitrary bureaucracy, and to undermine statewide academic standards. Prop. 8 would nullify collective bargaining agreements that guarantee due process. It would give principals the power to remove a teacher without cause and without the right of appeal. Prop. 8 would establish new school councils, made up of two-thirds parents and one-third teachers, and specifically excluding classified workers, that would control school budgets. These councils would have the power to eliminate certain positions and possibly contract others out in private industry. In addition, the councils would have the power to establish curricula based on their own standards. Do you want school districts to be compelled to teach Scientology? Ebonics? Christian fundamentalism? How would this help support statewide standards? How will it prepare students for college, for jobs, or to function as responsible citizens? Prop. 8 would create a new bureaucracy, headed by a Chief Inspector, a position requiring no education experience, appointed by the governor for a 10-year period with no legislative confirmation. The proposition sets no limits on the salaries of the Chief Inspector&Mac226;s or his/her staff. The vast sums needed to operate the Chief Inspector&Mac226;s office and to train and operate the site councils would come out of existing education budgets. Vote NO on Prop. 8.

Where your union dues go: UPM Legal Fees Mount Up Since July, 1996, attorney's fees have cost the UPM treasury the tidy sum of slightly more than $45,000. A breakdown of expenses by issue: Management retreat rights $ 8,802* Coad arbitration 3,225 Monroe grievance 1,556 Children's Center 11,067 Jordan grievance & suits 13,016 ADA 229* Contract negotiations 2,879 Current grievance 4,305 Total $45,079 *Plus stipends paid to faculty who attended hearings on behalf of grievant.

Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

New Tax Opportunities for Teachers When the Taxpayer Relief Act of 1997 was phased in this year, many of the new provisions opened up new opportunities for tax savings by professional educators who understand the concept of tax planning. But the new laws are complex and educators will need to brush up on the „ins and outs‰ of the new regulations in order to maximize their tax benefits. What are some of the tax changes that are especially important to educators? First, the new legislation provides tax breaks for educators seeking to advance their education. The new Lifetime Learning tuition tax credit plan gives a 20 cent credit for each dollar spent on tuition up to a maximum credit of $1000. The education must occur at a qualified institution and the course work must upgrade their teaching expertise in some way. Other changes that will affect educators for 1998 involve changes in contribution limits to salary reduction plans (TSAs), greater eligibility for deductible IRAs and spousal IRAs, and the new Roth IRAs. Educators should determine whether they will be better off in retirement by making contributions to a TSA, a Roth IRA, or a deductible IRA now. In addition, Congress has recently passed legislation that reduced the length of time an asset must be held to qualify for the 20% maximum long term capital gains taxes from 18 to 12 months, retroactive to January 1, 1998. This legislation also permits taxpayers to reverse a Roth IRA rollover made in 1998 if they have second thoughts. In summary, the new laws are complex, but they hold much promise for educators willing to put some energy into tax planning. And tax planning at the beginning of the tax year will save an educator far more tax dollars than clever tax preparation after the year is over.

Tax Help for AFT Members AFT PLUS and Educational Tax Publication Services (ETPS) have teamed up to help union members understand the new tax laws for 1998 and use them to their advantage with the ETPS publication, Educators' Tax Guide - 1999 Edition. The Guide retails in bookstores nationwide for $15.00. As an AFT PLUS member benefit, the price of the guide is $2.95 per copy, when purchased in quantities of 50 or more direct from the publisher. (Smaller quantities may be ordered at slightly higher prices: 10 to 24 copies, $4.00 per copy; 25 to 49 copies, $3.50 each.) So talk to your friends and put your heads (and money) together and take advantage of this offer. Questions: Call ETPS at (530) 893-2940 or Fax at (530) 893-4427 or e-mail at etps@aol.com. Copies of the tax guide can be ordered from ETPS, P.O. Box 1494, Chico, CA 95927. Order forms are available from your UPM Newsletter editors.

Don and Jamie are available to answer any questions about UDWC. Don can be reached at X7523 and Jamie at X7396.           Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

Union/District Workload Committee From time to time, the UPM publishes information regarding the operation and activities of various Contract-based committees or of individuals working in the union for you. This information will help keep you abreast of the union's routine actions and identify avenues toward productive working conditions. This month, we highlight the Union-District Workload Committee (UDWC). The objective of the Union-District Workload Committee is to assure equal pay for equal work. UDWC attempts to insure that the workload is equally distributed throughout the District among all faculty, so that one person doesn't make more per teaching hour than another person at the same step on the salary schedule. UDWC consists of two UPM members, Don Foss and Jamie Deneris, and two District managers, Sandy Boyd and Maggie Rumford. The committee meets every Wednesday afternoon, even during winter break and summer vacation. UDWC is currently reviewing all course offerings in the District in order to establish lab/lecture parity, that is, to be sure that pay for the instructor is appropriate to the course. This 2-year study is scheduled to be completed by the end of 1999. All courses are rated and put into one of four categories: 1. Lecture, paid at 100% (Lecture, discussion, presentations, etc. in a classroom); 2. Laboratory, paid at 75% (Presentation of course content in a lab setting); 3. Practicum, paid at 70% (Presentation of course content in a clinical setting where students require a high amount of practice with instructor supervision); 4. Activity, paid at 66.67% (Presentation of course content in an activity setting where enhancement of psychomotor skills is primary objective). Course outlines are used to determine which category a course falls into. Some „lecture‰ courses are really lab courses, according to Foss. Based on the findings of the committee's course offerings study, there will be adjustments in pay for certain courses to conform to the amount of lecture that takes place. Some courses will be elevated as a result of the study, some lowered. There will be no actual reductions in pay; instead there will be adjustments in the number of hours worked. Instructors may meet with UDWC to argue for higher ratings for their classes. They are also free to revise course outlines to keep the „lecture‰ status for their course. UDWC also approves overloads and individual research and development (IR&D) projects and reviews candidates applying for IR&D for reduced loads and for overloads. UDWC evaluates and awards all IR&D funds (10 units and $15,000 per year) to faculty who are involved in IR&D activities. UDWC doesn't scrutinize new courses until they have been approved by the Curriculum Committee. Once that has happened, UDWC ascertains that the number of lecture hours specified in the course outlines are equal to the teaching unit load assigned to those courses. Don and Jamie are available to answer any questions about UDWC. Don can be reached at X7523 and Jamie at X7396.

Dr. Middleton's presentation was an example of the use of Scenario Planning, a business planning-tool which uses speculative story building to help anticipate future trends and develop strategies to respond to these trends.                                   Ponderings Negotiators Sick Leave Dues Refund Travel Expenses Retirement Election Day Where dues go Tax Opportunities Tax Help Union/District Workload Committee Scenario Planning

The two union members of UDWC are appointed by UPM's Executive Council each semester. The Executive Council tries to rotate membership on UDWC, and indeed on all union committees, limiting each person's membership on any committee to two consecutive years. Each UDWC member receives two units for his/her efforts. Scenario Planning One Union Member's View by Arthur Lutz Machine and Metals Technology In his opening day address to the College of Marin community this fall, President Middleton presented four alternative scenarios which he felt could have a determining impact on our future. Each of the story lines that he developed involved issues that are external to our college, yet these factors, Dr. Middleton suggested, could shape the character of our college for the foreseeable future. They include: the Japanese financial crisis, massive Mexican immigration, the Euro currency, Y2K, a 6.8 earthquake, and a possible cure for prostate cancer. Dr. Middleton's presentation was an example of the use of Scenario Planning, a business planning-tool which uses speculative story building to help anticipate future trends and develop strategies to respond to these trends. The technique was first used in the 1970's by the oil industry to assess the effects of world events on corporate earnings. Dr. Middleton has contracted with Global Business Network of Emeryville, to help develop scenarios and strategies for us, and to lead Scenario Planning workshops on our campus. While it's important that all of us be concerned about future trends, some of us question whether Scenario Planning is the appropriate method to confront these concerns. Scenario Planning was developed for use in multi-national energy companies where geopolitical and ecological events play a major role in the viability of the organization. Accordingly, Scenario Planners concern themselves principally with events that are external to the organization; events like wars or earthquakes or worldwide economic downturns. In smaller organizations like the College of Marin, however, local issues and internal policies and practices play a far more significant role in success or failure, and it probably would be more fruitful to first examine the impacts of these less dramatic events before looking abroad. For example, when we try to account for disappointing enrollment this fall, we should remember that we ran out of class schedules a week before registration and that our Public Information Office published misleading information concerning the on-line registration process. These internal gaffs probably had a greater effect on our enrollment figures than remote issues like Asian economics or European currency devaluation. Similarly, our decline in FTES this fall may be more attributable to the student boycott of certain classes than to changes in Mexican immigration or the like. And when trying to account for the deterioration of our campus infrastructure, we should remember that hundreds of staff hours were diverted to upgrade the facilities at Digital Village, at the expense of campus-wide routine maintenance. The point is that searching for the cause of our difficulties in external events ignores some obvious in-house contributing factors. The mistakes, blunders and lapses of past and present College of Marin administrations might well account for our fiscal shortfall and our loss of market share and our infrastructure problems, without invoking Y2K or the machinations of the Asian stock markets. Scenario Planning techniques have great appeal for many administrators. The reasons for this are understandable. Scenario Planning shifts the burden of responsibility away from management policies and practices to events that are external to the organization, unpredictable events, providential events, events over which management can claim they have little or no control. These events then become the scapegoat for organizational deficiencies, absolving management of accountability and culpability. Former President Harry Truman had a sign on his desk which read, The Buck Stops Here. Unfortunately, not many modern administrators accept this view. With the aid of consultants like GBN, they use Scenario Planning to pass the buck, to the economy, to the ecology, to the geography, to the technology, to the Divinity. Is Scenario Planning appropriate for organizations like the College of Marin? I question it. Maybe it helps predict the future for Royal Dutch/Shell or Bechtel Corporation, but at the College of Marin, it's the internal day-to-day decisions, like how many class schedules to print, or what to do about student boycotts, that will be the best determinants of our future success or failure. And neither Scenario Planning nor Global Business Network can help us with these issues.

Benefits of Membership As a member of the UPM, you are a member of the American Federation of Teachers and are eligible for a host of members' benefits. Each month, we publish information about one of those benefits, so keep your eyes peeled during the semester. To take advantage of the discounts and group-rate benefits of the AFT, all you need to do is to become a member of the United Professors of Marin. As a member of the faculty, you are not necessarily a member of the union. It takes an application, the one below, for e'sample. Part-time faculty are equally invited to apply. AFT Plus Mortgage and Real Estate Buying or selling, you'll be sold on the AFT PLUS mortgage and real estate benefits. When you close your loan with Union Member Mortgage and Real Estate and use a program real estate agent to buy your home, you'll save $350 on your closing costs. If you also sell your current home through the program, you'll save one-half of one percent on the real estate commission that's an average savings of $500 on a $100,000 home. Because you re a union member, your parents and children can take advantage of the same outstanding advantages this program offers you, including helpful advice from e'sperienced mortgage counselors, competitive rates, low 5% down payments, and an easy phone-in application process. So to keep the costs of buying and selling a house down, for you and for members of your family, call this number: 1-800-981-3798 Monday - Friday 8:30 am - 9pm; Saturday 9am - 1pm (ET) Remember, to be eligible for this benefit and for the other benefits offered through the AFT, you must be a member of the United Professors of Marin. Take a moment and fill out the application below. Send it in to Edie, UPM E'secutive Secretary, via intercampus mail. If you are a member of the union and now have a subscription to America Online, you can find all the AFT information in the e'sclusive "members only" area through AOL's keyword "AFT." And if you don't have that subscription to AOL, your membership in the United Professors of Marin can help you get it, with a free 50-hour trial period on AOL and discounts in computer hardware. AFT has set up special purchase programs with IBM and Apple so that members have access to special pricing on computers. So, with your membership in UPM, you can get good rates on everything you need to connect easily to the World Wide Web If you are not yet a member of the UPM, simply fill out the form that appears below and send it in to the UPM office via intercampus mail. See you online! Get the latest union news, Internet access and e-mail service from America Online. For a 50-hour free trial period and access to AFT's members-only area, call 1-800-936-7100 Here is the complete procedure for ordering discounted tickets and the like: To order by mail or by faxs, you must first secure an order form. You can get an order form from the UPM Office on the Kentfield campus, you can request a form by calling (818) 386-1046, or you can print out the form from the organizations Web page, found at this address: www.recreationconnection.com Once you have the form, you can mail it to: Recreation Connection P.O. Bo's 260854 Encino, CA 91426 Or you can fa's the form to: (818) 386-9702 The Recreation Connection offices are in southern California where they have established walk-up order counters, but so far, no such facility exsists in our area. For information, call (818) 386-1046. Gift Certificates Sees Candies $8.30/lb Movie Tickets Pacific $4.75 United Artists $4.75 Entertainment 98 Marin/Norh Bay $25.00 Monterey Bay The Aquarium $12.25 Pier 39 Value Pass for discounts at Underwater World, Blue & Gold Fleet, Pier 39 Garage San Diego Zoo Deluxe pkg. $16.75

Forms

Forms AFFIDAVIT FOR ENROLLMENT OF DOMESTIC PARTNERS FORM APPLICATION FOR SABBATICAL LEAVE FORM GUIDELINES FOR SABBATICAL APPLICATIONS "SLIDING SCALE" OF VALUES FOR EVALUATING SABBATICAL LEAVE PROPOSALS REQUEST FOR UNPAID LEAVE VOLUNTARY TRANSFER AGREEMENT INVOLUNTARY TRANSFER AGREEMENT Form ASSIGNED HOURS AND SUBSTITUTE ARRANGEMENTS FORM ASSIGNMENTS DISTRICT DIRECTED ASSIGNMENTS INSTRUCTIONAL PERFORMANCE OBSERVATION FORM HEALTH CENTER NURSE PERFORMANCE OBSERVATION FORM