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FEBRUARY 2022

TEXAS ASSOCIATION OF SCHOOL PERSONNEL ADMINISTRATORS

TASPAHR Connection Your HR Quarterly Newsletter

Educator How to handle resignations during the middle of the Contract contract school year Abandonment & Resignations Also in this issue: • Implicit Bias in Hiring • Mental Health Issues

Table of Contents TASPA Staff, Executive Board & Committees

President’s Message

TASPA President Max Flores

Calendar of Events

2022 TASPA Events

Welcome New TASPA Members

New TASPA Members

Member Spotlight

Featuring Bernadette Gerace, Prosper ISD

Educator Contract Abandonment & Resignations

Leandra Costilla Ortiz, Walsh Gallegos Treviño Kyle & Robinson

Implicit Bias In Hiring

Emma J. Darling, Eichelbaum Wardell Hansen Powell & Muñoz

Beat the Holiday Blues

TRS Article on Mental Health Issues

Diamond Sponsor Spotlight

Featuring Gulf Coast Educators Federal Credit Union

Winter Conference Recap Featuring TASPA 2021 Award Winners and Scholarship Recipients

4 | HR Connection

Staff & Executive Board TASPA STAFF Dr. Lolly Guerra, Executive Director Chandelle Crane, Marketing & Communications Manager

TASPA EXECUTIVE BOARD Max Flores, President, La Vernia ISD Al Rodriguez, President-Elect, Elgin ISD Kimberly Rich, First Vice President, Dickinson ISD Bernadette Gerace, Second Vice President, Prosper ISD Chris Halifax, Secretary, Abilene ISD Martha Carrasco, Immediate Past President, Canutillo ISD

TASPA DISTRICT REPRESENTATIVES Brandon Chandler, District I, Gregory-Portland ISD Dr. Tyrone Sylvester, District II, Goose Creek CISD Dr. Tamey Williams-Hill, District III, Del Valle ISD Johjania Najera, District IV, Keller ISD Rick Rodriguezx, District V, Lubbock ISD Craig Lahrman, District VI, Ysleta ISD

TASPA Committees TASPA LEGISLATIVE COMMITTEE Sharon Fuery, District I, Southside ISD Brian Kroeger, District II, Splendora ISD Bob Mabry, District III, Liberty Hill ISD Jason Lievehr, District IV, Denton ISD Brett Beesley, District V, Dumas ISD Bobbi Russell-Garcia, District VI, Ysleta ISD

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TASPA Committees TASPA NOMINATIONS COMMITTEE Kayla Vaughn, District I, Gregory-Portland Barbara Ponder, District II, Barbers Hill ISD Kris Reyes, District III, Pflugerville CISD Dr. Loraine Marazzano, District IV, Grand Prairie ISD Paul Kimbrough, District V, Canyon ISD Elvia Moreno, District VI, Canutillo ISD

TASPA SCHOLARSHIP COMMITTEE Charity Salinas, District I, Southside ISD Kelly Gabrisch, District II, Humble ISD Sue Pfleging, District III, Waco ISD Monica James, District IV, Waxahachie ISD Paige TeBeest, District V, Amarillo ISD Celina Stiles, District VI, Socorro ISD

TASPA CONFERENCE COMMITTEE **Includes President, President-Elect & District Representatives Kayla Vaughn, District I, Gregory-Portland ISD Dr. Nkrumah Dixon, District II, College Station ISD Krista Marx, District III, Elgin ISD Kendra Hancock, District IV, Dallas ISD Staci Ashley, District V, Ector County ISD Rosa Ramos, District VI, El Paso ISD

TASPA SBEC COMMITTEE Melissa Aguero-Ramirez, District I, Pharr-San Juan-Alamo ISD Cyndy Pullen, District II, Columbia-Brazoria ISD TBD, District III Pamela Linton, District IV, Frisco ISD Rhonda Dillard, District V, Frenship ISD Jiovana Gutierrez, District VI, Ysleta ISD

6 | HR Connection

President’s Message has accomplished though their hard work. We have a great organization with a lot of committed members. I would like to thank current members for your friendship and for being part of TASPA. Anyone new to TASPA, I welcome you to the family and hope you will continue to be an active member. Please continue to stay involved in TASPA and your local Human Resources groups. If we do this, I believe we can face any challenge that may come our way.

t is truly a great honor to serve as the 2022 TASPA President and I wholeheartedly appreciate the honor. TASPA has continued to grow, expand, and move forward despite the current tough times. I know that this is possible because of the commitment and vision of the past TASPA Presidents. I promise to dedicate my time to continue in the vision of our past Presidents.

In closing, Human Recourses handles many tasks and situations in our daily routines. We do this because it is our mission to setup every student in Texas Public Schools to become productive citizens. Let’s continue to share ideas, help each other, develop friendships and most importantly make each other laugh. I love my TAPSA family, and I hope that every TASPA member feels they are family. Thank you and I look forward to serving as the 2022 TASPA President.

I have served on the Executive Board for several years. It is truly a labor of love and I enjoy dedicating the time and energy Max Flores that goes into running of our conferences, events, and organization. Our current TASPA Max is the 2022 TASPA President. He is the Executive Director of staff is strong! I can spend hours and hours Human Resources and Administrative Services in La Vernia I.S.D. talking about the great things this group

7 | February 2022

Calendar of Events For more information and updates, please visit our webiste at taspa.org or call 512-494-9353.

DATE

EVENT

LOCATION

March 2, 2022

Webinar: What Will the Neighbors Think?

Virtual

March 9, 2022

Certification Fundamentals

Region 8 ESC

March 24-25, 2022

West Texas Mini-Conference

Lubbock Civic Center

April 27, 2022

Certification Fundamentals

Wylie ISD

May 4, 2022

Webinar: Employee Mental Health Issues

Virtual

June 15-16, 2022

HCLE Course

Region 10 ESC

July 13-15, 2022

2022 TASPA Summer Conference

Kalahari Hotel, Round Rock, TX

July 20, 2022

Webinar: Service Dogs in the Workplace

Virtual

October 3-4, 2022

2022 TASPA Fall Support Staff Conference

Kalahari Hotel, Round Rock, TX

December 14-16, 2022

2022 TASPA Winter Conference

Kalahari Hotel, Round Rock, TX

Thank you to our 2022 Conference Diamond Sponsors:

8 | HR Connection

Welcome New TASPA Members New TASPA Members (November 15 - February 22) Elizabeth Garza Ballinger ISD

Kevin Parker Executive Director of HR and Communications Lovejoy ISD

Cecilia Alas Data Analyst Humble ISD

Nicolle Gee-Guzman HR & Compensation Consultant Gee-Guzman

Linda Parker Deputy Superintendent Eagle Mountain-Saginaw ISD

Keri Anderson HR Manager Nova Academy

Rebecca Hamptom Senior Education Specialist Region 4 ESC

Dawn Rice Recruiter Lamar CISD

Crystal Bolding Employee Services Specialist Clear Creek ISD

Bonnie Herron Coordinator of Risk Mgmt & Employee Services Schertz-Cibolo-Universal City ISD

Andrea Shavers HR Generalist Prosper ISD

Melanie Bowman Principal Liberty Hill ISD

Blake Hurst Coordinator of HR Canyon ISD

Leslie Smith Executive Director of HR China Spring ISD

Paige Cantrell Principal Northwest ISD

Devonne Hutson Director of Talent Life School of Dallas

Bonnie Wall Human Resources Specialist Sherman ISD

Kristina Carter Killeen ISD

Maria Lutz Benefits Administrator Lewisville ISD

Marnie Wallen Certification Specialist Coppell ISD

Angie Donovan Killeen ISD

Cara Malone Executive Director of HR Pecos-Barstow-Toyah ISD

Monique l. Williams Austin ISD

Georgia Dotson-Moss Mngr of District Partnerships Dotson-Moss

Jennifer Marthiljohni Employee Engagement Coordinator Prosper ISD

Centorial Willis Compensation Specialist Garland ISD

Jasmine Flores Administrative Assistant/HR Meadow ISD

Lori Nixon HR Support ESC Region 12

Landon Zamykal Director of Elem. Professional & Classified Talent Victoria ISD

Isabel Garcia Personnel Specialist Dayton ISD

Rebecca Owen Director of Staffing and Talent Acquisition Round Rock ISD

Christy Akin Payroll/Purchasing Rankin ISD

10 | HR Connection

Member Spotlight BERNADETTE GERACE PROSPER ISD

Bernadette Gerace currently serves as the Executive Director of Human Resources in Prosper ISD. She received a Bachelor of Arts degree in Psychology from Texas A&M University, a Master’s degree in Educational Leadership from Concordia University, and is currently working on her Doctorate of Education at Dallas Baptist University. Bernadette is in her 23rd year in education. Bernadette was asked by her superintendent in the summer of 2012 to move from her high school teaching position to lead the Prosper ISD Human Resources department. What she didn’t know was that for that first year, she would need to keep teaching her AP Psychology course for four class periods and head to the administration office midday to work her new HR role. During that school year, Prosper ISD had only Bernadette and her coordinator, and they served eight campuses and 700 staff members. From 2012 to 2018, Prosper ISD grew to 16,000 students on 13 campuses and 1,900 staff members. In 2018, Bernadette moved from HR Director to serve as the Director of Recruitment and Retention for the district, shifting her focus to employee engagement and retention. Bernadette now serves as the Executive Director of HR in Prosper ISD, with over 21,000 students on 20 campuses and 2,800 staff members.

Bernadette Gerace is recognized at TASA Mid Winter for receving the AASPA Personnel Administrator of the Year Award

Under Bernadette’s leadership, Prosper ISD Human Resources moved from a fully paper-dependent system to a paperless one, including an online application and hiring process, onboarding and forms system, evaluation system, and now a new professional learning program that works hand-inhand with the evaluation system. She and her coordinator developed processes to ensure that Prosper ISD remains compliant with all educational laws and regulations, trained administrators on proper procedures and documentation, and created a transfer process.

The entire hiring process became a robust system that allows principals to hire with confidence. Candidates go through a thorough process that includes an application, digital interview, and educator assessment, along with the typical reference and in-person interview requirements. She empowered her campus and district administrators to hire highly qualified educators for their campuses and departments. This effectiveness continues on to evaluations and professional learning, as they are tied together for a more impactful way to guide teachers and staff members in their professional growth. Bernadette created a truly special program to support and mentor first year teachers and new-to-the-district teachers, and the district attrition rate has fallen each year, down to seven percent in 2019-2020. She also took over the leadership development program in Prosper ISD, and she has helped other districts to develop both, following her models.

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Bernadette has not kept her work within the district. She has served as an officer in the regional NCTASPA group and as president for two years and maintains active participation with NCTASPA today. She also presents regularly at NCTASPA, TASPA, and AASPA. She currently serves as the TASPA 2nd Vice President. She is a member of the AASPA Diversity, Equity, and Inclusion planning committee and previously served on the Membership committee. Finally, under Bernadette’s leadership, Prosper ISD has been named one of the top places to work by the Dallas Morning News for eight years straight. As an immigrant to the United States and former ESL student, Bernadette believes it is her responsibility to be a vocal supporter and champion for public education, and she continues to strive for excellence and seeks to mentor others to establish and maintain sound human resources practices. I came to HR after 27 years on a campus (first as a teacher, then as a part of campus leadership) and have long said that there are no easy jobs in education. My 5 years in HR have certainly reaffirmed this, but they’ve also reaffirmed the second part of that belief: there are no jobs more rewarding than those in education.” “Quite honestly, I do not know where I would be in my understanding and service in Human Resources/ Capital if it were not for TASPA. The educational opportunities available through our conferences and newsletters are numerous and the benefits are beyond measure.”

12 | HR Connection

Educator Contract Abandonment and Resignations

Leandra Costilla Ortiz, Attorney, Shareholder

or the past two years COVID has remained at the forefront of issues for school districts. This school year, school districts have been faced with another issue, the retention of contract employees. As more and more contract employees and educators submit their resignations during the middle of the contract school year, this has led districts to consider pursuing sanctions against employees for contract abandonment. WHAT IS CONTRACT ABANDONMENT? Contract abandonment is when an educator resigns in the middle of the contract school year and has not been released by the district and the educator fails to report to work. This action by an educator is improper and can result in disciplinary action by the school board. RECEIVING THE RESIGNATION Timing is key. The first step to take

upon receipt of a resignation from a contract employee is to identify whether the resignation is effective during the school year or effective at the end of the school year. Probationary, term or continuing contract employees can resign and leave district employment at the end of the school year without penalty by filing a written resignation with the board or a board’s designee not later than the 45th day before the first day of instruction of the following school year. For any other time, an educator may resign with the consent of the board or the board’s designee. It is important to ask additional questions to make sure the resignation is complete. Who received the resignation? Remember, resignations must be in writing and filed with the board or board’s designee. It is a good idea for a board to review internally who in the district they need to designate and take such action

designating specific individuals who are more likely to receive the resignations e.g. principals or human resources administrators. How was the resignation received? A written resignation mailed by prepaid certified or registered mail to a board president or a board’s designee at the district’s address is considered filed at the time of mailing. It is important to note that educators today may e-mail or text their resignations to their immediate supervisor who may then forward the e-mail or text thread to the superintendent or human resources administrators. This may be considered unacceptable since an immediate supervisor may not be a board designee. Any lapse in time could allow an opportunity for the educator to revoke their resignation before it is accepted. It is of utmost importance that a resignation be provided to the board designee as soon as possible to allow that

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individual to indicate receipt of the resignation. Was the resignation accepted? Remember, an unequivocal resignation filed not later than the 45th day before the first day of instruction of the following school year is effective upon filing with a district and the district cannot reject such a resignation. If an educator decides to submit a request for revocation of their resignation, you have to determine whether the initial resignation was effective during the school year or at the end of the school year and whether it was properly submitted. Although a notice to the educator indicating receipt and acceptance is not a legal requirement, it is good practice to send a response indicating receipt and acceptance, if applicable. SANCTIONS FOR CONTRACT ABANDONMENT If an educator submits a written resignation to the board or the board’s designee during the middle of the school year, a district can retain the educator and

inform them of their non-release from their current employment contract and require that they continue reporting to work. If the educator fails to do so the board may render a finding that good cause did not exist for the educator to abandon their contract. If no good cause is found, then the board may submit a written complaint with SBEC within 30 calendar days after the effective date of the educator’s separation from employment. This is generally, the first day that, without district permission, the educator fails to appear for work under the contract. A complaint for contract abandonment should include the 1) resignation letter, 2) any records indicating date of separation of employment, 3) the educator’s contract; and 4) the board meeting agenda and minutes indicating the board’s finding of no good cause. Resignations can be tricky. Receiving a resignation from an educator is not always a reason for sanctions or cause for concern, but it’s best to make sure that the resignation is proper and properly responded to in order to avoid any future issues.

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16 | HR Connection

Implicit Bias in Hiring

past experiences and influences. While everyone may hold implicit et’s face it; school districts biases to some degree, allowing are always hiring. Every them to influence hiring decisions district sets a high bar when could violate numerous laws, it comes to selecting the best including Title VII of the Civil possible staff. Studies have shown Rights Act of 1964 (Title VII),1 that every person carries implicit the Americans with Disabilities biases, and they can play a big Act of 1990 (ADA)2 and ADA role in the candidates selected. Amendments Act of 2008, the Age What is implicit bias, and how can Discrimination in Employment Act someone ensure they are as bias(ADEA),3 Section 1981,4 Section free as possible when making hiring 504 of the Rehabilitation Act of decisions? 1973 (Section 504),5 and Genetic Biases are prejudices people hold in Information Nondiscrimination Act favor of or against people in a way of 2008 (GINA).6 that’s considered unfair. Implicit UNLAWFUL BIAS IN POLICY bias is defined as unconscious biases, perceptions, stereotypes, and Unlawful Bias in PolicyIt is an beliefs we have developed from our unlawful employment practice for a district to fail or refuse to Emma J. Darling, Associate

42 U.S. Code § 2000e et seq. 42 U.S.C. § 12101 et seq. 3 29 U.S.C. § 621 et seq. 4 42 U.S.C. § 1981. 5 29 U.S.C. § 794. 6 42 U.S.C. 2000ff et seq. 1 2

hire . . . an individual because of such individual’s: (1) race, color, or national origin; (2) religion; (3) sex; (4) age; (5) disability; or (6) genetic information. Board Policy DAA(LEGAL). There is some important information to know about this policy and the law. First, sexual orientation and transgender status is now protected under sex discrimination. Second, age discrimination is generally only applicable to persons over the age of 40. Third, under religion, it is unlawful to inquire about the religious affiliation of anyone applying for employment at a public school. In practice, an example of this could asking

17 | February 2022

someone about their plans for winter break when you are actually asking whether they will be celebrating Christmas, Hannukah, Kwanza, etc. Seemingly innocent questions may violate the law, so if you are concerned about any of your interview questions, contact your school attorney.

Opportunity Commission (EEOC). In this event, the candidate will include in the charge of discrimination basis for the claim that the person was not hired based on one or more protected classes. Here’s what a district should do to assist their legal counsel in defending such a charge.

OTHER PROHIBITED FORMS OF DISCRIMINATION The burden on the district is to articulate a UNDER POLICY legitimate, nondiscriminatory reason for not hiring the candidate. The best way to prove this to an In addition to the six protected classes referenced agency is through providing documentation. Take above, there are two other forms of discrimination good notes when interviewing candidates, be able that are prohibited under policy DAA(LEGAL). to clearly articulate the reasons the district chose The first is military service: the district cannot deny the candidate who was eventually hired (or why employment because a candidate is a member of a the position remains open). Maintain the records of uniformed service. This means, for example, you all the interviewees, including their applications, cannot deny a candidate employment because they resumes and their responses to interview questions, are in a military reserve and may be called upon for active duty. The second is bankruptcy discrimination: if available. This may help justify how one candidate a district may not deny employment to a person who is more experience or more qualified for the position. Another good practice, when practicable, is to have has filed bankruptcy. more than one interviewer. DISPARATE TREATMENT AND DISPARATE CONCLUSION IMPACT The best way to combat implicit biases is to be Title VII proscribes hiring practices in which there aware of them and not let them be the basis for your is disparate treatment of candidates or a disparate employment decisions. If you would like to find out impact. Disparate treatment is when members of a your personal biases, Harvard University has a test protected group are denied the same employment you can use at: https://implicit.harvard.edu/implicit/ opportunities as other applicants outside their group. takeatest.html. If your biases affect the district’s An example might be a district who only intends hiring decisions, you could violate the law. If you on hiring female kindergarten teachers. This is a have any questions on hiring or implicit bias, contact disparate treatment of male candidates. your school attorney. Disparate impact occurs when an employer uses a hiring practice that causes a disparate, or disproportional, impact on a protected group and the employer cannot show that this practice is jobrelated and consistent with business necessity. These tend to be benign on their face, but harmful in effect. An example could be in a job requirement for a new soccer coach that candidates must have played soccer. This would have a disparate impact on an individual with a disability who may have never physically played soccer. The candidate could still be an effective coach but could not be hired or could even not apply because the candidate did not fit the job’s written description. WHAT TO KNOW IF A CANDIDATE FILES DISCRIMINATION CHARGES If you do not select a candidate, and the person believes your action was discriminatory, the person may file a charge with the Texas Workforce Commission (TWC) or the Equal Employment

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22 | HR Connection

Beat the Holiday Blues Mental Health Care is Needed Health Care

Originially published in The Pulse, December 2021

ental health includes our emotional, psychological and social well-being, according to the Centers for Disease Control and Prevention (CDC). It affects how we think, feel and act. It also helps determine how we handle stress, relate to others and make healthy choices. Medication, counseling or both can help you manage any issues you may be facing.

MENTAL HEALTH IMPACT

People, including children and adolescents, with untreated mental health disorders are at high risk for many unhealthy and unsafe behaviors, including alcohol or drug abuse, violent or self-destructive actions, and suicide. Mental health disorders also have a serious impact on physical health and are associated with the prevalence, progression and outcome of some of today’s most pressing chronic diseases, including diabetes, heart disease and cancer. Fortunately, several mental health disorders can be treated effectively. Early diagnosis and treatment can decrease the disease burden of mental health disorders as well as associated chronic diseases. Assessing and addressing mental health remains important to help ensure a longer, healthier life

MENTAL HEALTH ISSUES It’s important to know that you’re not alone if you’re suffering from any one of several mental health issues. In fact, they’re likely more common than you think. The CDC reports: • more than 50% of people in the U.S. will be diagnosed with a mental illness or disorder at some point in their lifetime • 1 in 5 Americans will experience a mental illness or issue in any given year • 1 in 5 children, either currently or at some point during their life, have had a seriously debilitating mental illness • 1 in 25 Americans live with a serious mental illness, such a schizophrenia, bipolar disorder, or major depression The five most common mental health disorders include depression, anxiety, eating disorders, substance misuse and attention deficit disorder. Others include: • •

bipolar, schizophrenia and psychotic disorders neurocognitive disorders and dementia

• • • • •

obsessive compulsive and related disorders personality disorders difficulty sleeping or nightmares physical reactions, such as headaches, body pains, stomach problems and skin rashes worsening chronic health problems

TRS-ACTIVECARE AND TRS-CARE STANDARD RESOURCES Every TRS-ActiveCare and TRS-Care Standard plan provides confidential mental health coverage. These services are available from licensed therapists, psychologists, psychiatrists, or certified drug and alcohol abuse counselors for adults 18 and older through your TRS Virtual Health via Teladoc®. You can also access other mental health providers directly through Blue Cross and Blue Shield of Texas (BCBSTX).

23 | February 2022

TRS-ACTIVECARE

TRS-CARE STANDARD

To make an appointment with a mental health provider:

•

Make a virtual appointment withTRS-Care Standard Teladoc. You can also download the app: Teladoc app from the Apple Store or Teladoc mobile app from Google Play Store or call 1-855-Teladoc (1-855-835-2362) for help from a customer service representative. Log in to Blue Access for MembersSM to find an innetwork therapist, psychiatrist, or other mental health specialist. Call a Personal Health Guide at 1-866-355-5999 or chat through the BCBSTX App to get help finding a doctor or making an appointment.

•

More Helpful Resources

Below you’ll find links to more information about mental health, including specific conditions. Learn about risk factors, what to look for and how to get help if you need it.

•

TRS-Care Standard Mental Health Coverage - Important details about your plan’s copays, coinsurance and more

•

TRS-Care Standard Mental Health Coverage - Important details about your plan’s copays, coinsurance and more

•

TRS-Care Standard Sign of Depression - How to know if it’s temporary sadness or if you should seek help

•

TRS-Care Standard Sign of Depression - How to know if it’s temporary sadness or if you should seek help

•

TRS-Care Standard All About Anxiety - The most common mental health issue often goes untreated

•

TRS-Care Standard All About Anxiety - The most common mental health issue often goes untreated

•

TRS-Care Standard Looking Out for Loved Ones - How to spot the signs of mental illness in others

•

TRS-Care Standard Looking Out for Loved Ones - How to spot the signs of mental illness in others

•

TRS-Care Standard Self-Care - Tips for taking care of yourself

•

TRS-Care Standard Self-Care - Tips for taking care of yourself

Let’s face it, sometimes it’s hard to put yourself first and add to that, the stress of knowing that there’s still some stigma about mental health care. In fact, the average delay between when mental health issues start and when people finally get help is 11 years. Don’t wait! The time is now to start thinking about your mental health. You have the resources at your fingertips, so take advantage of them and start focusing your time and energy where it belongs: on meeting your health and wellness goals.

TRS-CARE MEDICARE ADVANTAGE Need emotional support? Call UnitedHealthcare’s Behavioral Health Services at 1-800-453-8440, TTY 711, 24 hours a day, seven, days a week. You will be connected to a trained specialist who will listen and help you identify the nature of your problem and find the right resources to address it. Feeling stressed or sad and want to explore tips on your own, get professional advice virtually or chat with others? Try the Sanvello™ mobile app for on-demand support with things such as: • anxiety • depression • stress Track your daily mood, access coping tools, build life skills and connect with peer communities. You have free 24/7 premium access when you register using your insurance information. Download the app: Sanvello appl from the Apple App Store® or Sanvello appl from Google Play™ to get started today. Have an ongoing mental or behavioral health concern and looking for long-term support from a behavioral health professional? Connect with a licensed therapist, counselor, psychologist, or psychiatrist for long-term, ongoing support. With Virtual Behavioral Health Visits, you’re able to live video chat with a behavioral health specialist from your computer, tablet or smartphone — any time, day or night. Services include initial evaluation, medication management and ongoing counseling. All you need is a strong internet connection. You will first need to set up an account at www.uhcvirtualvisits.com and then schedule an appointment. •

Looking for additional behavioral health resources? Visit United Healthcare’s Let’s Move page for helpful tips and information to help you beat the blues during the holidays and beyond.

Not sure where to begin or have questions about how to find a provider? Contact UnitedHealthcare at 1-866-347-9507, TTY 711, 7 a.m.–6 p.m. CT, Monday–Friday.

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HOW WE HELP SCHOOL DISTRICTS AND THEIR EMPLOYEES IN THE CLASSROOM & AT HOME Free HSA Administration Several years ago a local school district approached GCEFCU with the need for an HSA provider for their employees. At the time, the credit union did not offer Health Savings Accounts, but we were determined to find a solution. As a result, the credit union began offering HSAs for free, and eventually started administering HSA programs for school districts as well. Gulf Coast Educators FCU now offers Health Savings Accounts, free of charge, to all school districts in the state of Texas. If you have employees with High Deductible Health Plans (HDHPs), we can administer an HSA program for your district and employees completely free. There is no set up fee or per-user charge to the district or the employees. To learn more about our HSA administration program, visit www.texaseducatorshsa.com.

Educator Loans & Credit Cards As a credit union that serves educators and school employees, we understand how hard they work with little in return. To help, we created a variety of low-rate loans just for school employees. Home Loans for School Employees - This mortgage program allows school employees in the state of Texas to finance a new home up to 103%, with no down payment or PMI required. Texas Educators Rewards Credit Card - This low-rate credit card is available to all school employees who qualify, with no annual fee. Not only is the rate lower than any other credit card we offer, but it earns points for every $1 spent. And since it is for educators, extra points are earned at teacher supply stores. Points can be redeemed for cash, travel, gift cards, and more. First Year Teacher Loan - This is a loan to help brand new, first year teachers bridge the gap between accepting a job with a district and getting their first paycheck. Classroom Supplies Loan - Keeping the classroom supply cabinet fully stocked can be expensive, especially with today’s extensive budget cutbacks. Because of this, teachers tend to spend their own money to purchase these supplies and teaching materials for their classroom. This loan picks up where the school district leaves off. Professional Development Loan - We understand that pursuing an advanced degree or professional certificate is an expensive endeavor for school employees striving to further their educational career, so we want to help. We want to assist in your efforts to reach your educational goals and offer this loan product to help pay for tuition, books and other expenses associated with continued education.

To apply for a Teacher Mortgage Loan at least one applicant must be a current teacher or school employee for at least 2 consecutive years in a Texas school district. All applicants must have a credit score of 680 or higher and a 43% debt-to-income limit. Maximum loan amount is $250,000 for single applicants and $400,000 for joint applicants. Applicants may finance up to 103% LTV. Additional 3% is to be utilized for closing costs only – No cash back and no “coverage” for a lower appraised home permitted. This program is intended for primary residences within the state of Texas only, not vacation homes or investment properties. Other conditions may apply. *APR=Annual Percentage Rate. Texas Educators Rewards Credit Card is only available to school employees within the state of Texas. 0% APR* on all new purchases and balance transfers to a new GCEFCU credit card for six months, beginning from the date of opening your card. After six months, your rate will convert to a standard APR* of 6.99% – 18.00% APR* based on your credit score. Credit qualifications apply. NMLS#403220. 2/22

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Winter Conference Recap

he TASPA 2022 Winter Conference was held on December 8-10 at the Kalahari Hotel & Convention Center in Round Rock, TX. We had a successful turnout with 290 attendees. The spacious event center allowed for a record 33 exhibitors! We are especially grateful to our Diamond Sponsors: ESS, Frontline, iteachTEXAS, Kelly Education, and Texas Teachers. With their support we are able to provide YOU, our TASPA members, with continued services and professional development. During the three day conference, TASPA was able to host three general sessions and 40 breakout sessions. We had 64 speakers that included law firms: Eichelbaum Wardell Hansen Powell & Muñoz, P.C.; J. Cruz & Associates, LLC; and Walsh Gallegos Treviño Kyle & Robinson, P.C. We also had presentations from HR practitioners, TEA, TASB HR Services, TRS, TxCEE, TSPRA, TX DPS and many others. Thank you to speakers, TASPA board members, TASPA staff and TASPA members to help make this conference a huge success! During the second General Session, we acknowledged our 2021 TASPA award winners and scholarship recipients. DR. MARY HOPKINS PERSONNEL ADMINISTRATOR OF THE YEAR Congratulations to Bobbi Russell-Garcia. Bobbi Russell-Garcia is currently the chief human capital officer in the Ysleta School District in El Paso, Texas and has held that role for 7 years. She is in her 19th year of service in public education. Prior to being the chief human capital officer, Ms. Russell-Garcia served in various roles including Director of Employee Relations, Coordinator of Employee Relations and as a school counselor and special education teacher. Ms. Russell-Garcia has been a TASPA member since 2010. Bobbie holds a Bachelor of Science degree in Social Psychology from Park College in El Paso and a Master of Arts Degree in Counseling from Webster University. She is described by her co-workers as a strategic planner, negotiator, problem solver, and conflict manager. They go on to say that her wealth of knowledge and professional demeanor have allowed her to be a beacon during the pandemic as everyone was learning to navigate the world of education and HR in a politically charged and polarized world. She ensures that her staff members are actively involved in TASPA and advocates for them to participate in regional meetings, conferences, and workshops. DISTINGUISHED SERVICE AWARD Congratulations to Johjania Nájera. Johjania Nájera is currently in her 29th year of public education service in both large and small school districts in Texas. Currently, she is in her 11th year as Executive Director of Human Resources in Keller ISD. Prior to her work in Human Resources, Johjania held leadership roles as an Assistant Principal at the elementary and high school levels and Principal at the primary and intermediate levels. She also has four years of classroom teaching experience as a bilingual elementary teacher. Johjania holds a Bachelor of Arts in Public Justice from St. Mary’s University and a Master of Education in Educational Leadership from Stephen F. Austin State University. In her present role, she assists her district in meeting the employment needs of over 5,000 employees including lending support and coaching principals through employee issues. Johjania serves TASPA as the District IV Representative and has been a Past President. She has also served as Past President of the NCTASPA, where she led the organization by providing opportunities for professional growth through monthly meetings focusing on pressing current educational issues. One of her proudest accomplishments while leading NCTASPA was

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the initiation of donating to the TASPA Scholarship Fund. NCTASPA continues to support the TASPA Scholarship Fund. She is also an active member with roles in several committees of the American Association of School Personnel Administrators (AASPA). Johjania states that she receives her strongest support from her husband of 30 years, Paul Nájera who has also served students in several public-school districts in Texas as a Band Director for over 28 years. Her oldest son, Adiel, is currently a DMA candidate at the University of Kentucky and Johniel is in his second year at Baylor University majoring in Music Education. HONORARY MEMBERSHIP AWARD It is our pleasure to recognize Joe Palmer as a TASPA Honorary Member. Joe recently retired from Temple ISD as the Assistant Superintendent of Human Resources. However, he continues to assist the district as they still need him! During his tenure in Temple ISD, he developed many employee-assistance and wellness programs. He was also instrumental in the development of several employee relations models for recruiting and retaining employees and quality staff members. In addition to his work in HR, Joe has served as teacher, coach, and campus administrator. He has been active in TASPA serving as a District 3 (CTASPA) officer including president. He was instrumental in developing a scholarship program in CTASPA to encourage HR administrators to obtain their HCLE certification. He has also presented multiple sessions at TASPA conferences. ANN BERG SCHOLARSHIP AWARD Elaine Goulden is a senior education major at Southwestern University. She has been on the Dean’s list throughout her college career. Elaine is working towards becoming a secondary history teacher because she feels that history is a key field in which we can learn about how diverse persons and communities intersect.

BARRY NETTLES SCHOLARSHIP AWARD Antonia Renfroe is an elementary special education major at Southwestern University. She has been on the Dean’s List the past two years and is involved in several organizations on campus. She states that she has chosen to become a teacher to cultivate the same setting that was given to her as a student and helped her thrive. PETE CHERNICK SCHOLARSHIP AWARD

Garrett Smith is an 7-12 History major at Mary Hardin-Baylor University. He has been involved in student government and served as a university ambassador for 2 years. He is currently serving as class president for the UMHB class of 2022. He states that he hopes to instill not only knowledge but hope in the hearts of his future students.

We hope you will join us for again this year for our TASPA Conferences!

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Articles inside

Member Spotlight

Diamond Sponsor Spotlight

Educator Contract Abandonment & Resignations

TASPA Staff, Executive Board & Committees

Winter Conference Recap

Beat the Holiday Blues

Implicit Bias In Hiring

President’s Message