Glossary. AB 8. 38 (Pacheco). This Assembly Bill established an alternative route in 1. Multiple Subject, Single Subject, or Education Specialist Instruction Credential.
This route became obsolete in October 2. AB 8. 77. Holders of credentials issued under this statute may convert to the AB 8. Hiring Procedures PLEASE SPECIFY THE POSITION YOU ARE INTERESTED IN APPLYING FOR The North Babylon Union Free School District hereby advises students, parents. Overview of the CFP® Exam. The CFP® Certification Examination is designed to assess your ability to integrate and apply a broad base of financial planning knowledge. Ron Arvine, President of Arvine Pipe & Supply Co., Inc. 26.4 FFD program applicability to categories of. The Work Number® is an automated service that protects your personal information during the verification process. Columbia employees have access 24 hours a day, 7. AB 8. 58 (Davis)This Assembly Bill established an alternative route in 1. National Board Certified to obtain a Multiple Subject, Single Subject or Education Specialist Instruction Teaching Credential. AB 8. 77 (Scott)This Assembly Bill restructured credential options in 2. Multiple Subject, Single Subject, or Education Specialist Instruction Teaching Credential or an Administrative Services Credentials based on out- of- state programs and experience. AB 1. 05. 9 (Ducheny)AB 1. Statutes 1. 99. 9, Chapter 7. English learner requirement into two parts: a foundational level completed to earn the preliminary multiple or single subject credential and an advanced level to be completed for the professional clear credential. One of the provisions of AB 1. English learner program standard for both Ryan and SB 2. Candidates admitted to multiple and single subject programs on or after July 1, 2. English learner content to earn their credential. In addition, AB 1. Education Code Section 4. Commission from issuing an initial professional clear Ryan Multiple or Single Subject Teaching Credential after July 1, 2. CLAD/BCLAD Emphasis/Certificate, an AB 1. English learner authorization, SB 3. SB 1. 96. 9 Certificate of Completion, or the equivalent. Holders of SB 2. 04. Multiple and Single Subject Teaching Credentials are required to complete the advanced English learner requirement if the professional clear credential is earned after July 1, 2. AB 1. 62. 0 (Scott)This Assembly Bill established an alternate route in 1. Multiple Subject, Single Subject, or Education Specialist Instruction Credential based on out- of- state programs and experience. This route became obsolete with the passage of AB 8. October 2. 00. 0. Holders of credentials issued under this statute may convert to the AB 8. Accredited Institution. For credentialing purposes, a college or university must be accredited by a regional accrediting agency. Advanced Computer Education. Builds upon the knowledge, skills, and abilities acquired during preliminary preparation for the delivery of comprehensive, specialized use of appropriate computer- based technology to facilitate the teaching and learning processes. Demonstration of fluent, critical use of technology, able to provide a relevant education and to prepare his/her students in an information- based, interactive society; demonstrates appropriate and efficient use of software applications and related media to access and evaluate information, analyze and solve problems, and communicate ideas to maximize the instructional process; support of teaching and learning regardless of individual learning style, socioeconomic background, culture, ethnicity, or geographic location; and ability to integrate these technology- related tools into the educational experience of students, including those with special needs. Required of individuals seeking the professional clear teaching credential via the fifth year or BTSA options. Advanced Study Courses. These are courses required to earn the Professional Clear Multiple or Single Subject Teaching Credential for candidates who have completed an SB 2. If completing a fifth year of study, this is course work approved by the Commission and completed at a college or university. If completing Induction, the advanced study course work will be included in that program Advanced study course work is in the areas of health education, special populations, computer technology, and teaching English learners. Advanced Teaching English Learners. Builds on the knowledge, skills and abilities acquired during the professional teacher preparation program for the delivery of comprehensive, specialized instruction for English learners. Knowledge of school organizational structures and resources designed to meet the needs of English learners, and demonstrates the ability to implement the adopted instructional program for English Language Development and the development of academic language, comprehension, and knowledge in the core academic curriculum that promotes students' access and achievement in relation to state- adopted academic content standards and performance levels for students; familiar with local and state- adopted assessments for English language proficiency, and how these instruments are used to measure student accomplishment and to place students; and knowledge of students' backgrounds, experiences, and family structures in planning instruction and supporting individual student learning. Appeals. There are two types of appeals- -Commission appeals and staff appeals. Commission Appeals: A statutory process for hearing appeals by credential candidates before the Commission's Appeals and Waivers Committee for review of experience in lieu of student teaching. Staff Appeals: A process which allows Commission staff to grant a one- year extension or reissue a credential or permit when an applicant verifies good cause for not completing renewal requirements. Assessor Agency. A school district, county office of education, Special Education Local Planning Area (SELPA), or a combination of any of the three, that is approved by the Commission to assess individuals for credentials such as the Resource Specialist Certificate. Authorizations. Each credential, certificate, permit, or waiver authorizes an individual to serve in a subject or subject area(s) in a setting at a grade level listed on the document. The authorization statement, printed on the document since 1. Basic Teaching Credential. As defined in Education Code Section 4. Designated Subjects Credential if the individual holds a baccalaureate degree and has passed CBEST. Beginning Teacher Support and Assessment (BTSA) BTSA (pronounced . It is a state- funded program designed to support the professional development of beginning teachers. Bilingual, Crosscultural, Language and Academic Development (BCLAD) An authorization to provide specialized instruction to individuals for whom English is a second language. Specifically it authorizes instruction for 1) English Language Development (ELD) in preschool, K- 1. Children's Center Permits, Child Development Permits, and Designated Subjects Teaching Credentials), 2) Specially Designed Academic Instruction Delivered in English (SDAIE) in the subjects and grade levels authorized by the prerequisite credential or permit, and 3) instruction for primary language development and content instruction delivered in the primary language in the subjects and grade levels authorized by the prerequisite credential or permit. The BCLAD authorization can be listed on a Single Subject or Multiple Subject Teaching Credential as an emphasis if a college or university program was completed or, if the applicant met BCLAD requirements separate from the teacher preparation program, a BCLAD Certificate may be obtained. Blended Program of Teacher Preparation. A planned set of subject- matter courses that meet the CCTC Standards of Program Quality for Subject- Matter Preparation together with a planned set of pedagogical courses and supervised teaching experiences that meet the CCTC Standards of Program Quality for Professional Preparation. The two sets of courses and experiences are concurrent and connected with each other to meet the CCTC Standards for Blended Programs. A prospective teacher who completes an accredited blended program has met the subject- matter requirement and the professional preparation requirements for a preliminary teaching credential. BTSA - See Beginning Teacher Support and Assessment. California Basic Educational Skills Test (CBEST) A standardized written test of basic skills in reading, writing, and mathematics that credential candidates must take and pass and may also be required in some cases for employment purposes. It was adopted by California in 1. February 1, 1. 98. California Standards for the Teaching Profession (CSTP) It consists of a set of six standards that are intended to guide teachers as they define and develop their practice. The standards are organized around six interrelated categories of teaching practiced, including: engaging and supporting all students in learning, creating and maintaining effective environments for student learning, understanding, and organizing subject matter for student learning, planning instruction and assessing student learning, and developing as a professional educator. California Subject Examinations for Teachers (CSET) Beginning January 2. Commission implemented a new teacher credentialing examination program to replace the current SSAT and Praxis II (including MSAT) tests. These examinations will be offered in all subject matter areas and will be phased in over the next three- year period. Certification E- News. To better serve its stakeholders, the Certification, Assignment and Waivers Division (CAWD) has developed a separate email system to alert the field of issues exclusive to credentialing. Certificates of Eligibility allow the holder to seek employment in their area of certification. Charter School. A public school covering grades K- 1. Child Development Permit. Any level of Child Development Permit initially issued after February 1, 1. These should not be confused with the Child Development Permits that were issued under different regulations that were in effect from October 1. December 3. 1, 1. CIA - see Credential Information Alerts. Clear Credential. A teaching credential with no further academic requirements to be completed that was issued prior to September 1, 1. Professional growth and successful service are not required for renewal, only submission of an application and current processing fees. Coded Correspondence. Before you send your message, we wanted to make sure you are aware of the following. Please do not send any confidential information in response to this link. Sending an e- mail to the Firm or any of its attorneys does not give rise to an attorney- client relationship, and will not be deemed to disqualify the Firm from undertaking any engagement for a current or future client. Before any attorney- client engagement may be formed, the Firm will need to check for possible conflicts of interest, you will need to consider whether you wish to retain the Firm as counsel, and we will need to consider whether we wish to accept the potential engagement. In the meantime, the Firm reserves the right to represent parties with interests adverse to you. DOL Wage and Hour Regulations. Title 2. 9: Labor. Browse Part 8. 01 . Source. 7. 3 FR 6. Nov. 1. 7, 2. 00. The Family and Medical Leave Act of 1. FMLA or Act) allows “eligible” employees of a covered employer to take job- protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 1. In addition, “eligible” employees of a covered employer may take job- protected, unpaid leave, or substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 2. In certain cases, FMLA leave may be taken on an intermittent basis rather than all at once, or the employee may work a part- time schedule. If an employee was paying all or part of the premium payments prior to leave, the employee would continue to pay his or her share during the leave period. The employer may recover its share only if the employee does not return to work for a reason other than the serious health condition of the employee or the employee's covered family member, the serious injury or illness of a covered servicemember, or another reason beyond the employee's control. The taking of FMLA leave cannot result in the loss of any benefit that accrued prior to the start of the leave. In addition, the employer may require an employee to submit certification to substantiate that the leave is due to the serious health condition of the employee or the employee's covered family member, due to the serious injury or illness of a covered servicemember, or because of a qualifying exigency. Failure to comply with these requirements may result in a delay in the start of FMLA leave. Pursuant to a uniformly applied policy, the employer may also require that an employee present a certification of fitness to return to work when the absence was caused by the employee's serious health condition (see. The employer may delay restoring the employee to employment without such certificate relating to the health condition which caused the employee's absence. FMLA is intended to allow employees to balance their work and family life by taking reasonable unpaid leave for medical reasons, for the birth or adoption of a child, for the care of a child, spouse, or parent who has a serious health condition, for the care of a covered servicemember with a serious injury or illness, or because of a qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is on active duty or call to active duty status in support of a contingency operation. The Act is intended to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity. It was intended that the Act accomplish these purposes in a manner that accommodates the legitimate interests of employers, and in a manner consistent with the Equal Protection Clause of the Fourteenth Amendment in minimizing the potential for employment discrimination on the basis of sex, while promoting equal employment opportunity for men and women. Increasingly, America's children and elderly are dependent upon family members who must spend long hours at work. When a family emergency arises, requiring workers to attend to seriously- ill children or parents, or to newly- born or adopted infants, or even to their own serious illness, workers need reassurance that they will not be asked to choose between continuing their employment, and meeting their personal and family obligations or tending to vital needs at home. A direct correlation exists between stability in the family and productivity in the workplace. FMLA will encourage the development of high- performance organizations. When workers can count on durable links to their workplace they are able to make their own full commitments to their jobs. The record of hearings on family and medical leave indicate the powerful productive advantages of stable workplace relationships, and the comparatively small costs of guaranteeing that those relationships will not be dissolved while workers attend to pressing family health obligations or their own serious illness. An employer covered by FMLA is any person engaged in commerce or in any industry or activity affecting commerce, who employs 5. Employers covered by FMLA also include any person acting, directly or indirectly, in the interest of a covered employer to any of the employees of the employer, any successor in interest of a covered employer, and any public agency. Public agencies are covered employers without regard to the number of employees employed. Public as well as private elementary and secondary schools are also covered employers without regard to the number of employees employed. For purposes of the FMLA, employers who meet the 5. Applying this principle, a corporation is a single employer rather than its separate establishments or divisions. Where this test is met, the employees of all entities making up the integrated employer will be counted in determining employer coverage and employee eligibility. A determination of whether or not separate entities are an integrated employer is not determined by the application of any single criterion, but rather the entire relationship is to be reviewed in its totality. Factors considered in determining whether two or more entities are an integrated employer include: (i) Common management; (ii) Interrelation between operations; (iii) Centralized control of labor relations; and (iv) Degree of common ownership/financial control. The definition of “employer” in section 3(d) of the Fair Labor Standards Act (FLSA), 2. U. S. C. 2. 03(d), similarly includes any person acting directly or indirectly in the interest of an employer in relation to an employee. As under the FLSA, individuals such as corporate officers “acting in the interest of an employer” are individually liable for any violations of the requirements of FMLA. The definition of “employ” for purposes of FMLA is taken from the Fair Labor Standards Act, . The courts have made it clear that the employment relationship under the FLSA is broader than the traditional common law concept of master and servant. The difference between the employment relationship under the FLSA and that under the common law arises from the fact that the term “employ” as defined in the Act includes “to suffer or permit to work.” The courts have indicated that, while “to permit” requires a more positive action than “to suffer,” both terms imply much less positive action than required by the common law. Mere knowledge by an employer of work done for the employer by another is sufficient to create the employment relationship under the Act. The courts have said that there is no definition that solves all problems as to the limitations of the employer- employee relationship under the Act; and that determination of the relation cannot be based on “isolated factors” or upon a single characteristic or “technical concepts,” but depends “upon the circumstances of the whole activity” including the underlying “economic reality.” In general an employee, as distinguished from an independent contractor who is engaged in a business of his/her own, is one who “follows the usual path of an employee” and is dependent on the business which he/she serves. However, the FMLA applies only to employees who are employed within any State of the United States, the District of Columbia or any Territory or possession of the United States. Employees who are employed outside these areas are not counted for purposes of determining employer coverage or employee eligibility. If there is no employer/employee relationship (as when an employee is laid off, whether temporarily or permanently) such individual is not counted. Part- time employees, like full- time employees, are considered to be employed each working day of the calendar week, as long as they are maintained on the payroll. For example, if an employer who met the 5. September 1, 2. 00. Where two or more businesses exercise some control over the work or working conditions of the employee, the businesses may be joint employers under FMLA. Joint employers may be separate and distinct entities with separate owners, managers, and facilities. Where the employee performs work which simultaneously benefits two or more employers, or works for two or more employers at different times during the workweek, a joint employment relationship generally will be considered to exist in situations such as: (1) Where there is an arrangement between employers to share an employee's services or to interchange employees; (2) Where one employer acts directly or indirectly in the interest of the other employer in relation to the employee; or, (3) Where the employers are not completely disassociated with respect to the employee's employment and may be deemed to share control of the employee, directly or indirectly, because one employer controls, is controlled by, or is under common control with the other employer. For example, joint employment will ordinarily be found to exist when a temporary placement agency supplies employees to a second employer. The determination of whether a PEO is a joint employer also turns on the economic realities of the situation and must be based upon all the facts and circumstances. A PEO does not enter into a joint employment relationship with the employees of its client companies when it merely performs such administrative functions. On the other hand, if in a particular fact situation, a PEO has the right to hire, fire, assign, or direct and control the client's employees, or benefits from the work that the employees perform, such rights may lead to a determination that the PEO would be a joint employer with the client employer, depending upon all the facts and circumstances.
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