Our voice is our power. Because many battles are won or lost before they are fought, now is the time to discuss the vital issues we’re facing in our schools with legislators. Let them know what the issues are and what needs to be accomplished to improve public education in West Virginia.
Educators have the knowledge, and we must make sure our voices are heard by the legislature before they rush into making decisions impacting you and your students. What we can accomplish locally with your senators and delegates will impact what happens statewide. If they won’t listen and act, we must elect others who will! Among the many topics, discuss the following with your legislators and colleagues to bring these issues to the forefront of conversation and make them a priority for lawmakers.
Academic Freedom
West Virginia educators teach the West Virginia College and Career Readiness Standards developed by West Virginia educators for West Virginia students in each academic area.
Our educators teach students to become critical thinkers. A student must be presented with all sides of an issue to be a critical thinker. These issues, again, are set forth in the West Virginia College and Career Readiness Standards.
Our educators are professional experts in their classrooms and know their students best. They should have more decision-making into the policies of their worksite.
Politics and political buzz words have no place in West Virginia classrooms.
Public Schools Funding and Support
Our public schools provide an opportunity for all students to succeed and prepare for adulthood. Our school employees are committed to their students and go above and beyond to ensure that our children achieve their full potential.
Without highly qualified committed employees in our school system, student achievement could be compromised. We must work to ensure the retention of our current employees and work to make sure careers in public education are desirable so we can adequately fill vacancies in our systems. We must make teaching a respected and valued profession if we are to provide highly trained employees in our schools.
The problems of society greatly impact our students and those issues impact student achievement. We must provide our students with adequate resources to assist with mental health and trauma.
Research has shown us what is needed to improve student achievement. Smaller class size, greater student support, wrap-around programs and parent resources have proven important in increasing achievement.
We will continue to oppose proposals that take money away from our public schools. Programs that entice parents to remove their children from public schools also take much needed resources away from our schools and the students that remain. We must ensure that funding for public schools does not decline. Our school systems are already financially strapped to provide all that our students need. We need to increase funding to make sure all students thrive.
Salary Increases are critical for Public Education in WV
With skyrocketing vacancies in our schools, significant salary increases are imperative to ensuring a high-quality education to our students. Token raises that don’t keep up with inflation, or that are recycled just to pay for PEIA premiums, will not fix our long-term crisis of vacancies.
Adequate compensation not only recognizes the dedication of educators but also attracts and retains the high-quality employees our state desperately needs and is losing to neighboring states who all pay substantially more than WV.
At a time when education employees are reporting an all-time low in job satisfaction, improved salaries can enhance morale, reduce turnover, and ultimately benefit students by ensuring a stable and motivated education environment. These problems will only continue to increase the longer salaries are not made the highest priority by the legislature.
PEIA
The compensation package is a huge factor in employment decisions. Without stable/affordable health care, an individual’s compensation level falls as they bear the burden of increased out-of-pocket expenses. Such expenses factor into the recruitment and retention of employees.
Attempting to offset PEIA premium increases with salary increases is simply a shell game. We need to reduce the hard line on the 80/20 premium split and change it to…the state shall pay no less than 80% and employees no more than 20%. This will allow the state to add money to the plan without employees being required to contribute each time.
Retirees
Retirees are living longer but never see a cost of living increase. West Virginia must continue to follow the needed funding requirements in order to fully fund the Teachers Retirement System (TRS). By doing so, participants can see guaranteed optimum benefits, including a cost-of-living adjustment (COLA) in the future.
Increase the monthly minimum pension for retirees with more than 20 years of service.
Provide adequate funding for projected PEIA increases for retirees. Control PEIA prescription drug and health care costs.
Income Tax
West Virginia voters spoke loudly when they soundly defeated Amendment 2. Their message was that public services, including funding public schools, are more important than tax cuts. Roads, police, senior services, schools, first responders and more could once again be put at risk if the state’s revenue is not adequate to support them.
Expensive tax cuts enacted by the legislature will hurt the state over time, costing nearly $818 million per year with triggers that seek to eventually eliminate the personal income tax entirely, at an annual cost of over $2 billion, or about 40 percent of the state’s general revenue budget. The personal income tax is the state’s single largest source of general revenue. This revenue must be replaced, or programs and services will be severely cut.
The volatility of energy prices makes revenue from the energy sector highly unpredictable. Nearly half of the state’s surplus is from severance tax collections, which are the result of high energy prices due to factors outside of West Virginia’s control and are expected to decline in the coming years as energy prices continue to decline, leading to lower severance tax revenues.
Income tax cuts typically benefit wealthy individuals. An income tax reduction would continue to shift the tax burden from the highest earners to working West Virginians.
Other states have gone down the path of reducing income tax, and it has proven disastrous for their state’s economy, resulting in cuts to public services, lost jobs, and decreased funding for public schools.
Safe Schools
The Safe Schools Act was passed over 20 years ago to ensure a safe learning environment for our students and a safe work environment for our educators. Increasingly, students are affected by trauma, poverty, unstable situations at home and are acting out more and more in schools. We must find better ways to handle these situations. In order to keep our students and staff safe, we must:
Continue to strengthen the language on suspensions and expulsions and increase the list of offenses for mandatory expulsions or suspensions. Expand new mandatory removal language to include Pre-K through 5th grade.
Create a discipline review committee at each school to annually review the school’s discipline plan and give them the power to make changes when that plan is not working.
Require a “consequence” section for each behavior plan that would outline progressive discipline for students who have IEPs.
Increase access to more alternative education settings beginning with Pre-K.
[post_title] => 2024 Legislative Talking Points
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[post_content] => When it comes to public education, WVEA educators are the experts, and they need to be heard. WVEA members are working together to provide a quality public education to every student regardless of the ZIP code.
Our collective voice affords us the strength to do more together than we can by ourselves. Together we can be heard on the important decisions that affect education employees, our schools and our students.
There are several ways to keep informed and make your voice heard.
WVEA TODAY and other Association publications. The WVEA TODAY is published regularly throughout the year and is also posted online. During the Legislative Session WVEA posts a daily Lobbyline to keep you informed of the day’s events and a weekly WVEA Legislative Update that recaps the week’s activities.
E-mail blasts. WVEA sends out email blasts, the WVEACommUnity, to members to make them aware of particular issues and to request some type of action from our members. Members - please keep us apprised of any changes to your home email address (not K12 or EDU). Update your membership information by completing this simple online form.
Text/SMS alerts. Particularly during the Legislative Session, WVEA uses texts to keep you informed of breaking news and important activities or to request you to contact legislators on important issues. We promise not to bombard you with texts. If you are a member please make sure your cell phone number is included in our database. You can update that information by completing the member update form.
Social media - @IamWVEA. WVEA is active on social media and uses the medium to post breaking or important news. “Like” WVEA on Facebook and Follow WVEA on Instagram, X and YouTube. Then share WVEA’s posts, using our #ForOurStudents and #IamWVEA hashtags and social media shareables, on your social media network to help spread the word.
WVDE Policy Updates - make your voice heard. Keep abreast of the latest from the WVDE by checking the State Board Policies and make sure you comment on the proposed education policy changes you'll find posted there. We provide links to make your voice heard on the revisions.
Legislative contacts. WVEA provides phone numbers and email links for you to contact your legislators on issues of importance. Your legislators need to hear from you on the issues that impact our public schools.
NEA’s Legislative Action Center. Check out the NEA Legislative Action Center for analysis of federal legislation that affects educators and students. You can also access NEA’s Congressional Report Card and the Ten Golden Rules of Lobbying, a list of great pointers on communicating with legislators. You’ll also find tips on drafting effective letters to the editor.
[post_title] => Stay Informed and Involved
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[post_content] => Below are the Salary Schedules for teachers and support professionals (ESP) for the 2023-2024 school year. The schedules listed below are the state minimum scales with basic plus state supplement. They do not include any local salary supplements that your county may have in place.
Go to the following link on the WVDE site for a list of county specific salary schedules: Professional and ESP salaries
[post_title] => Current Salary Schedules
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[post_content] => Keep abreast of events that affect your classroom or work site. WVEA provides many training opportunities, workshops and conferences to assist you with the latest in continuing education. From faculty senates to National Board Certification®, the WVEA has something for everyone.
The following is a sample of presentations available in various media forms by the WVEA staff. We have listed those that are frequently requested. If you would like to schedule one of these presentations; of if you have a specific topic in which you are interested, please contact your Organizational Development Specialist.
For a complete listing of topics, please view the WVEA's Professional Development Catalog.
Elementary and Secondary Education Act (ESEA)
Classroom Management
Technology and You
Sexting and Texting
New Teacher Basics - Your Rights and Responsibilities
State Board / Education Policy Update – Invitation for Public Comment
Educators' ability to provide the students with the best education possible is impacted by the policies passed by the West Virginia Board of Education. WVEA members are strongly urged to check back to this page, where we list all the policies currently being discussed and that are in need of public comment (from education professionals). Adopted policies will also be listed here.
WVEA urges you to read the synopsis of proposed policy revisions respond to the WVDE with your comments.
[post_title] => State Board Policies
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[post_content] => WVEA has long advocated for teachers' planning periods to be protected and strengthened. While teacher salary issues normally make the five o’clock news, planning time is often just as precious to teachers. Yet, in many places, planning time has become micromanaged or attempts have been made to reduce it entirely.
WVEA members who feel their planning periods are not being honored or are being taken for reasons other than planning should contact their local Organizational Development Specialist (ODS).
Educators use planning time to research and prepare lessons, to meet with students and to collaborate with colleagues in what is known as professional learning communities. They collaborate with grade-level teams, special education teachers, and administrators to discuss the students’ progress.
WVEA's Legislative Agenda includes this priority: "Planning periods for all full-time classroom teachers should consist of no less than 60 continuous minutes of uninterrupted and duty-free time to be used at the discretion of the individual teacher."
The initial planning period statute was created in 1982. The current statute reads: “Every teacher…shall be provided at least one planning period within each school day to be used to complete necessary preparations for the instruction of pupils... No teacher may be assigned any responsibilities during this period.” The statute also stipulates that planning periods are to be no less than 40 minutes. The state board recently redefined the "school day" as the full employment day for the employee.
The intent of this statute is clear. The intended use of the planning period is not so a teacher can cover someone’s class when a sub is not called out or be required to help answer phones in the office. The intent is not to have half of it taken each day for a last minute administrative meeting. Planning periods are not for county training. Specific days are built into the calendar for those purposes.
[post_title] => Planning Periods
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[post_content] => Our mission is to advocate for education employees and to unite our profession to achieve the state’s promise of a high quality public education system for all students.
Our Core Values
These principles guide our work and define our mission:
Equal Opportunity
We believe public education is the gateway to opportunity. All students have the human and civil right to a quality public education that develops their potential, independence and character.
Advocacy
We believe employee rights play an integral role in maintaining a quality public education system. Therefore, we advocate for the interests and working conditions of our members.
Professionalism
We believe the expertise and judgment of education professionals are critical to student success. We maintain the highest professional standards and we expect the status, compensation and respect due all professionals.
Unity
We believe individuals are strengthened when they work together for the common good. As education professionals, we improve both our professional status and the quality of public education when we unite and advocate collectively.
WVEA_Mission_Statement (PDF)
[post_title] => Mission Statement
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[post_content] => How do I join?You can join now online here. Or you can obtain a membership form from your local association president or building representative. You may also call the WVEA at 1-866-568-WVEA (9832) or email us and request a form be mailed to you.How do I pay my dues – what methods of payment are available?
A variety of methods are available for payment of dues. They include: bank draft, credit card, or check.
What do I get with my membership?
All the things you value as a professional educator, including participation in WVEA conferences, field staff and legal assistance, personal consultation on issues such as employment, PEIA, retirement, certification, etc., plus you'll receive a $1 million per occurrence liability policy, NEA Member Benefits, Dues Tab Insurance, and mailings and communications from both the NEA and WVEA to keep you updated on issues that impact you personally and professionally.
When do my benefits begin?
You are entitled to participate and receive services when the WVEA headquarters office receives your membership form.
How do I know if I am already a member?
Contact the WVEA Help Center at 866-568-9832 or email us and ask for verification of your membership.
Do I have to sign up every year?
If you are a continuing member and remain employed in the same county, the answer is ‘no.’ However, if you move from county to county or are RIFed and recalled, you will need to re-enroll. For assistance, call a membership specialist at 1-800-642-8261 extension 124.
What is NEA's Complimentary Life Insurance (formerly ‘Dues Tab’)?
NEA's Complimentary Life Insurance is a member only life insurance policy that provides coverage of up to $50,000. You are automatically enrolled in the program at no additional cost upon becoming a member and the amount of the policy continues to grow for each year that you hold continuous membership in the Association.
Can I just join WVEA and not belong to my local or the NEA?
No. Unified membership requires members to join their local, state and national affiliates.
Does my dues money go to political candidates?
In accordance with the WVEA Bylaws, a WVEA contribution of nine dollars ($9.00) goes to WVEA PAC (Political Action Council) and one dollar ($1.00) for the Ballot Initiative Fund (BIF) is assessed as part of the WVEA dues. Any person wishing not to participate in WVEA-PAC should contact the WVEA office at 1-800-642-8261 extension 124 prior to November 1. Where objections are made, the member may choose to:
(a) divert the ten dollars to the West Virginia Foundation for Improvement of Education (WVFIE), or
(b) receive a rebate of ten dollars.
Where objections are made, the ten dollars will not be used for political purposes.
Additional Questions?
If you have additional questions that are not answered here, contact your local association president, your association representatives or call the WVEA Headquarters at 1-800-642-8261 extension 124.
[post_title] => Membership Q & A
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[post_content] => We’re on Your Side
WVEA members are never alone in the classroom or school work site. WVEA is your advocate and your partner, with representatives to support you, answering your questions and offering advice. You have peace of mind as you do your job knowing your colleagues and professional, knowledgeable WVEA staff will assist with your issues and concerns. WVEA is your safety net, protecting your professional rights and providing the best liability coverage and legal protection in the profession.
I. GENERAL PROVISIONS
Goal: The WVEA and NEA are committed to providing comprehensive legal services to affiliated local associations and/or individual members in all matters related to association activities and employment through the NEA Unified Legal Services Program, the Educational Employees Liability Program, the UniServ program and the WVEA General Counsel.
Effective Date: This policy shall govern the disposition of all applications for legal assistance filed after August 31, 2013.
Non-discrimination: No applicant for legal assistance shall be discriminated against on the basis of race, color, religion, national origin, creed, gender, sexual orientation, age, handicap, marital status, or economic status.
General Exclusions: The WVEA shall not assist any member or affiliate in any legal action advocating a position or seeking an outcome which is contrary to WVEA/NEA policy or interests. Failure to observe the procedures established by this plan shall be grounds for refusal of assistance.
II. DEFINITIONS
Appeal: Any procedure by which a court is asked to review the decision of a lower court, an administrative agency or a county.
Application For Legal Services The form supplied by WVEA which shall be completed by the member, or local association, or WVEA staff person, and promptly returned to WVEA so that legal funding for representation may be considered.
Child Protective Services: “Child Protective Services” (CPS) shall mean an agency that investigates allegations of child abuse or neglect in an employment-related matter.
Corporate Matters Any matter relating to:
Establishing, changing or defining any affiliated county education association documents, or
Legal claims or charges against county education associations.
Days: “Days” shall mean calendar days.
DLMS: “DuShane Legal Management System” (DLMS) shall mean the software utilized to administer the ULSP.
Eligible Legal Services: “Eligible Legal Services” shall mean legal services provided in an employment- related matter in which all of the following elements are present.
Named Client: a specific “Unified Member” (as defined), specific group of members, or specific organization
Dispute: an imminent or inevitable dispute over an employment-related matter that has or will impact the Named Client
Actual/Threatened Harm: the Named Client has been given formal notice of action against him or her or it, and/or is threatened with such harm
Authorization: A document (hereafter referred to as a Legal Services Application) stating that the ULSP Coordinator has approved the employment-related matter for funding and has assigned it to an attorney for resolution
Attorney/Client Relationship: An attorney/client relationship has been established between the Named Client and assigned attorney and that relationship has been documented in a manner that establishes the nature, terms, extent, duration and/or limits of services to be provided by the assigned attorney through the ULSP program. State affiliates should consider best practices and state legal ethical requirements when determining the best manner in which to establish and document the attorney/client relationship.
Employment Related Matter
Except as otherwise provided in Number 2 of this subsection, “employment-related matter" shall mean any matter involving:
A dispute between the school district, college or university system or other institution involved in the teaching-learning process and
one or more of its employees who are Unified Members of the WVEA/NEA,
one or more of its employees who are not Unified Members of the WVEA/NEA, if a local affiliate of the state affiliate and the NEA is obligated to provide legal assistance pursuant to a duty of fair representation, or iii. one or more local affiliates of the state affiliate and the NEA or the state affiliate, if the NEA affiliate local is obligated to provide legal assistance pursuant to a duty of fair representation;'
A dispute between an employer and
one or more unified members of a state affiliate in the state affiliates membership category that is equivalent to the NEA’s active membership category as provided for by Bylaw 2-1.b(iv) relating to "Gateway" members,
one or more of its employees who are not Unified Members if the NEA affiliate local is obligated to provide legal assistance pursuant to a duty of fair representation, or,
one or more NEA-affiliated locals; or,
a dispute between an employer and one or more of its employees or an employee organization if the state affiliate and the NEA agree that the matter is precedential for Unified Members;
an effort by a local affiliate of the state affiliate and the NEA or the state affiliate to organize, secure or retained recognition as representative for a group that includes (or has the potential to include) Unified Members;
a legal proceeding instituted by one or more local affiliates of the state affiliate and the NEA or the state affiliate on behalf of one or more Unified Members relating to events occurring or actions taken in connection with the employment of said member(s);
the obligation of one or more affiliates of the state affiliate and the NEA or the state affiliate to provide legal assistance pursuant to a duty of fair representation;
the defense of employment-related criminal charges brought against one or more Unified Members; or,
a dispute between the state and/or an agency of the state and one or more individuals or entities if the state affiliate and the NEA agree that the matter is precedential for Unified Members.
“Employment-related matter” shall not mean a matter:
in which the applicant for legal assistance is being challenged by one or more rank-and-file employees or an employee organization as a result of an action taken by the applicant as a management representative or involves assistance to the management representative concerning action taken against a non-management member; or
which is covered by worker’s compensation; or
which raises a claim of libel, slander or other defamatory conduct unless the conduct complained of has a damaging effect on the WVEA, its affiliates, the United Education Profession as a whole or upon any officer or agent of the WVEA or its affiliates.
Ineligible Legal Services shall mean the type of legal services illustrated by the list in Appendix A to the ULSP Guidelines effective September 1, 2013 (Illustrative List of Employment-Related Matters), which can be periodically updated as necessary by the NEA with the approval of the NEA Executive Committee.
Expenditure
Except as otherwise provided in Number 2 of this subsection, "expenditure" shall mean a financial obligation for eligible legal services incurred in an eligible employment-related matter.
Expenditure shall not include expenditures for this types of administrative activities listed in Appendix B (Illustrative List of Ineligible Expenditures). The Illustrative List of Ineligible Expenditures shall be periodically update as necessary by the NEA with the approval of the NEA Executive Committee.
Fiscal Year "Fiscal year" shall mean September 1 through August 31.
Legal Services Application "Legal Services Application shall mean an NEA-developed online application or an affiliate-developed document that clearly describes:
The Named Client;
Verification of membership (where applicable);
Date of the occurrence (as defined);
The employment-related dispute with sufficient description to determine ULSP eligibility;
The extent, duration, and/or limits on the services being authorized; and
The legal firm or service provider authorized to represent the Named Client.
Legal Service Provider "Legal Service Provider" is defined as:
A licensed attorney, paralegal, or law clerk who is preparing for, or in the course of, a grievance arbitration, an impasse resolution procedure, or an administrative or court proceeding in connection with an employment-related matter;
A licensed attorney who is providing training to state or local affiliate staff or Unified Members to provide services in connection with an employment-related matter;
an arbitrator, hearing officer, or other third-party neutral in a grievance arbitration or administrative proceeding in connection with an employment-related matter involving dismissal, non-renewal, or layoffs; and
a mediator or other third-party neutral when alternative dispute resolution is used in connection with an employment-related matter, or a dispute between or among Unified Members where alternative dispute resolution is used to resolve the issue.
Legal Services Coordinator The WVEA, a Legal Services Coordinator, shall have responsibility for the daily administration of the WVEA Legal Services Plan. The WVEA General Counsel shall be the Legal Services Plan Coordinator.
Occurrence "Occurrence" shall mean an action or series of related actions that may reasonably lead to, form the basis of, or result in an employment-related dispute.
Participating Attorney "Participating attorney" shall mean an attorney who has agreed to participate in the state affiliate legal services program and whose name appears on the list of participating attorneys submitted to the NEA by the state affiliate. The state affiliate may modify its list of participating attorneys at any time.
Unified Member "Unified Member shall mean an individual who is a member of the national association (NEA), state affiliate, and local affiliate (where available). For a state affiliate to be eligible for reimbursement of legal services, the following membership requirements apply.
Individuals receiving legal services must maintain membership in one of the following NEA membership categories as defined by the NEA Bylaws: Active, Retired, Reserve.
Unless provided otherwise by NEA Bylaws, a person who is eligible for more than one (1) membership category must join the NEA in the membership category that provides the greatest degree of participation in NEA governance Bylaw 2-1h.
Active, Retired, and Reserve memberships are defined in the NEA Bylaws as follows:
NEA active membership shall be open to any person who is working in a qualifying employment (as defined in Bylaws); which is on a limited leave of absence (less than 6 months) from qualifying employment, or who is serving as an executive officer of NEA or a state or local affiliate. Active membership is also open to a person who (i) has been laid off from a qualifying employment due to reduction in force as long as such person is eligible to be recalled, or for 3 years, whichever is longer or (ii) has been discharged for as long as a legal challenge to such discharge is pending. Bylaw 2-1.b and 8.11.c.
NEA Retired membership shall be open to any person who is at least 45 years of age or who is eligible to receive a pension from an educational employment retirement system (including Social Security) and who was employed for at least 5 years in a position qualifying him or her for Active membership but who is no longer employed or who retires and returns to either day-to-day or regular full- or part-time educational employment as part of an early retirement agreement with the local school district. Bylaw 2-1.d and 8-11.c
NEA Reserves membership shall be open to any person who is on a leave of absence of 6 months or more for qualifying employment or was an active member but whose employment status no longer qualifies him or her for active membership. Bylaw 2-1f.
Members receiving legal services must meet the criteria set forth below.
State affiliates will determine the membership requirements at the state affiliate level subject to the following.
If active membership is available in the state affiliate, any person who is an NEA Active member must be an Active member in the state affiliate in order for the state affiliate to receive reimbursement for legal services. If a state affiliate does not have an available Active membership category, the state affiliate, by action of its board of directors (or equivalent governing body) can enter into an agreement with the NEA pursuant to which the state affiliate agrees to function as NEA’s agent for the delivery of the ULSP services to such individuals and whereby the state affiliate identifies the state membership category it deems appropriate or determines that there will be no appropriate category. See Bylaw 2-1.b.
If a state affiliate identifies an appropriate membership category, then the person receiving legal services must be an NEA active member and a member in that category for the state to receive reimbursement for legal services.
If a state affiliate determines that there will be no appropriate membership category, then the person must become an NEA Reserve member in order for the state to receive reimbursement for legal services.
If the state affiliate does not enter into an agreement with the NEA accomplishing (i) or (ii) above, then the state affiliate will not be eligible for reimbursement under the ULSP program.
If retired membership with participation in governance is available in the state affiliate, any person who is an NEA Retired member must be a Retired member in the state affiliate in order for the state affiliate to receive reimbursement for legal services.
individual must be a Retired member on the date he/she requests legal services.
individual must be an Active member on the date of the occurrence giving rise to the need of legal services.
individual must maintain continuous Retired Membership while receiving legal services.
If Reserve membership is available in the State Affiliate, any person who is an NEA Reserve member must be a Reserve member in the state affiliate in order for the state affiliate to receive reimbursement for legal services.
III. ELIGIBILITY
Organizational and staff services may only be provided to members of WVEA. Certain programs of service to members of state affiliates of the National Education Association arise out of joint WVEA/NEA contractual agreements. The status of being a Unified Member is a condition which must be met by employees eligible for membership in order to avail themselves of such WVEA services.
Persons who receive services through WVEA staff or retained legal counsel under the terms of the WVEA Legal Services Program, and in matters relating to their employment with an employer school board or other eligible employment, shall be "Unified Members" at the times and under the circumstances described and required herein.
IV. COVERAGE
Defense
The WVEA shall provide a legal defense under the terms of this plan, in any eligible “Employment Related Matter,” provided that the matter cannot be resolved administratively with the assistance of an Organizational Development Specialist. Such matter shall need not be limited to:
a member’s statutory contract suspension, termination, non-renewal, continuing contract rights and any rights protected by a collective bargaining agreement;
the deprivation of a member’s rights, privileges or benefits specifically provided by West Virginia laws, the individual member
teaching assignments;
demotion and/or teaching or building assignments for disciplinary reasons;
salary disputes;
leaves of absence and/or reinstatement rights;
discipline of pupils if not covered by professional liability insurance;
certification matters if such actions jeopardize the member’s current contract rights;
personnel file matters if such could have an adverse effect on the member’s retention, promotion, professional reputation, or ability to seek other teaching employment;
criminal matters, not emanating from the member’s implied or express duties for which the member has previously admitted guilt, if such matters jeopardize current contract rights;
A matter, not emanating from the member’s implied or express duties of which the member has previously admitted guilt, involving an inquiry, investigation, or formal charges or petition filed against a member by the State Board of Educator Certification or by the Child Protective Services or related governmental entity for an employment-related activity.
Employment-related criminal charges: The education employee liability (EEL) policy which is a benefit of WVEA-NEA membership provides that any member who is charged with a crime as a result of employment-related activity shall be reimbursed by the insurance company for attorney fees incurred in the defense of those charges, provided that the member is exonerated (found not guilty or charges dismissed). When the criminal charges result from administering corporal punishment, the insurance company will reimburse attorney fees regardless of the outcome. In both instances, reimbursement is limited to $30,000.
The WVEA will pay up to the first $15,000 in attorney fees incurred by a member in the defense of employment-related criminal charges from the outset of those charges. Subsequent fees will be paid on a percentage basis as follows:
The next $1,000 or fraction thereafter $15,000 WVEA 90 percent—Member 10 percent
The next $1,000 or fraction thereafter $16,000 WVEA 80 percent—Member 20 percent
The next $1,000 or fraction thereafter $17,000 WVEA 70 percent—Member 30 percent
The next $1,000 or fraction thereafter $18,000 WVEA 60 percent—Member 40 percent
The next $1,000 or fraction thereafter $19,000 WVEA 50 percent—Member 50 percent
After $20,000 the member is responsible for all attorney fees charged in defense of the matter. The WVEA will not be responsible for payment of more than $18,500 in any criminal case.
The WVEA will provide payment of such attorney fees as set out herein regardless of the outcome of the charges as long as the member complies with all the remaining provisions of this plan related to procuring legal service.
The attorney fees provided by the WVEA are not in addition to the fees reimbursed by the EEL insurance carrier, but are intended to reduce the upfront expenses of the member while the criminal action is pending. In the event that the EEL insurance carrier reimburses attorney fees incurred in the defense of employment-related criminal charges, the member must agree to assign such amount of the reimbursement to the WVEA that covers the amount of fees actually paid by the WVEA in the defense of the member. Any attorney fees reimbursed in excess of the fees actually paid by the WVEA shall be paid to the member to reimburse the member for any fees he or she may have had to pay in their own defense.
Enforcement of state law The WVEA shall assist affiliated county associations and individual members, subject to the terms of this plan, in suits to enforce state law where such law has an impact on association interests, the educational system, or the safety of an individual teacher. Such assistance may include, but shall not be limited to:
actions to enforce the Open Meeting Law;
actions to enforce the Freedom of Information Act;
charges filed under the Teacher Assault Law.
Corporate Matters
The WVEA shall assist affiliated county education associations in any matter relating to organizational structure. Such matters shall include:
consultation regarding organizational documents;
advice regarding the organizational relationship with WVEA;
consultation and representation regarding political activities.
The WVEA shall not assist in disputes between:
affiliated county education associations, employees, officers, agents or members of affiliated associations;
affiliated county education associations and/or the WVEA and/or the NEA;
affiliated county education associations and/or the WVEA and/or NEA employees, officers or agents.
Liability Insurance
The WVEA shall provide each of its members with comprehensive professional liability insurance in the amount of $1 million.
Such insurance policy shall cover damages which a member becomes legally obligated to pay as a result of claims arising in the course of the member’s employment; when necessary shall provide for the defense of any member in any civil suit arising out of an event in the course of the member’s employment, and any charges of criminal negligence or criminal charges which result from the use of corporal punishment.
No expenses covered by the liability policy shall be paid from the WVEA general fund.
A description of the liability policy shall be made available to all WVEA members. The policy shall be that negotiated by NEA.
Costs and Fines
The WVEA shall pay all necessary and reasonable expenses arising out of any legal action covered by the terms of this plan, provided that all appropriate procedures have been followed. Such expenses shall include, but not be limited to, court costs, filing fees, and attorney’s fees. The following expenses shall be excluded and are not reimbursable by the WVEA: fax, copying and long distance expenses, fees for monitoring the status of a case that is fully submitted to a court, and fees for assisting in disability, workers compensation and insurance applications telephone charges. All fines shall be paid by the individual member or affiliate unless otherwise provided for under this Plan.
Reimbursement of court costs and legal fees:
Prior to receiving financial assistance under this plan, the applicant must agree to repay WVEA for its legal expenses in relation to the matter in question under the following circumstances: Repayment to WVEA will be upon award, settlement or insurance payment to the applicant where such payment is in excess of the applicant’s actual financial loss. WVEA must, in any event, be reimbursed with amounts recovered which have been specifically designated as attorney’s fees or court costs.
WVEA will be responsible for collection of such recoveries and forwarding to the NEA its fair share of the legal costs of the case, according to procedures provided by the NEA.
V. PROCEDURES
Legal Services Request, Response and Appointment of Plan Attorney
A timely request for legal services assistance shall come from the member, or an employee in the WVEA Help Center on behalf of the member, or the local affiliate, or from another WVEA employee designated to assist the member. The request shall be in writing or via e-mail, and submitted to the Legal Services Coordinator.
The member requesting legal services must deliver an executed LSP Application for Individual Employment Rights Assistance to the LSP Administrator or designee upon making the request for legal services, or at a later date as required by the LSP Administrator or designee. WVEA must have an executed Application on file to continue funding for legal services. The application shall be administered and revised as needed by the LSP Administrator or the Executive Director.
Funding for Legal Services
Legal Services funding shall be authorized in writing only and shall not be authorized by anyone other than the Legal Services Coordinator or the Executive Director.
Despite any of the definitions or parameters stated in these guidelines, funding for Legal Services is discretionary on the part of the Legal Services Coordinator. These guidelines define criteria and the range of disputes that may be considered in a funding decision, but do not constitute an agreement to fund any case. The LSP Administrator shall have the authority to approve funding for legal services after careful regard for the following factors:
the merits of the dispute concerning which legal services have been requested;
the importance of the issues involved in the dispute to the welfare of WVEA/NEA or its locals;
the importance of the dispute to the teaching profession, public education employment, or public education;
the time limits applicable to the dispute; and
the WVEA budget, and the resources necessary to fund the legal services.
The Legal Services Coordinator shall not be required, as a prerequisite for the exercise of the judgment and the discretion called for in the foregoing paragraph, to be completely satisfied concerning which legal services have been requested. It is contemplated that this decision will rely largely upon information furnished by the applicant, and appropriate WVEA staff, and is subject to refinement upon further development of the facts.
The Legal Services Coordinator shall also have the authority to make a determination of the limits of the commitment to pay for legal services. For example, in an appropriate case, the Legal Services Coordinator may authorize only the employment of a lawyer to conduct a preliminary investigation and prepare a report; to represent a litigant only at a specified hearing or administrative proceeding; or to perform other such specifically limited services. In most cases, the Legal Services Coordinator, or designee, shall be required to state explicitly to the lawyer and the applicant, in writing, that nature and extent of the commitment and, after reasonable notice, the termination of that commitment. “Reasonable notice” means notice adequate to allow the affected lawyer and applicant an opportunity either to renegotiate their financial arrangements, or for the lawyer to withdraw as counsel.
The WVEA may withdraw or curtail funding in any proceeding and seek withdrawal from a case, or deny initial funding when:
The member/affiliate does not fully cooperate with WVEA or freely assist when requested by any "participating attorney" hired by the Plan. Lack of "full cooperation" includes, but is not limited to, demanding that counsel unreasonably retract or break an agreement with the opposing party, or becoming threatening or hostile with counsel.
WVEA determines that the facts of the matter in question, as alleged by the member/affiliate, are not true.
The member/affiliate rejects a settlement proposal or other recommended disposition of the matter as advised by WVEA or the participating attorney(ies).
The member/affiliate retains an attorney without the knowledge and consent of WVEA.
Except in the case of a contested suspension or discharge as mentioned in the LSP at page 1, the member/affiliate fails to maintain membership in the WVEA/NEA and local association while WVEA-supported legal action is pending.
Pursuit of the case serves no sound purpose which the Association can justify, is not cost effective or involves support of a position contrary to the policies of the WVEA or NEA.
Lack of adequate financial resources in the LSP to meet the fiscal obligations of the fund.
The Legal Services Coordinator shall have the authority to condition the expenditure of funds for legal services upon the agreement of the applicant to accept the LSP Administrator’s recommendation of a lawyer or lawyers to handle the case. The recommendation shall be based on the LSP Administrator’s opinion of the competence of the lawyer to perform the authorized legal service.
Decision of Support or Nonsupport -- An applicant shall receive a written decision regarding a request within fifteen (15) days after submission of a properly completed application. Decisions of support or nonsupport of legal services will be made by the ULSP Administrator. The decision of the LSP Administrator is appealable to the Executive Director.
Participating Attorneys -- Participating attorneys shall agree, in writing, to consult with the WVEA staff counsel prior to initiating any action on behalf of the member/client. Participating attorneys shall submit all bills to the WVEA General Counsel. Attorney’s fees in excess of the rate agreed upon by the WVEA and the participating attorney shall not be paid. Participating attorneys shall promptly send copies of all legal documents and judicial decisions in cases financed under this plan to the WVEA General Counsel.
In cases that are contemplated to be pursued, or are pursued in the court system of West Virginia, or in the federal court system, WVEA may require a member or local association to sign a representation agreement that allows WVEA to be reimbursed for its expenses and attorney’s fees in some instances.
If a matter covered by the terms of this Plan cannot be resolved informally, the applicant shall have a right to a written evaluation of the legal merit of the case by the WVEA General Counsel.
Assignment of Plan Attorney
If an individual or affiliate is dissatisfied with the plan attorney assigned by the WVEA, the individual or affiliate may petition in writing to the WVEA General Counsel for the assignment of a different plan attorney. The petition shall state the reasons for the reassignment,
If, based upon the reasons and grounds stated in the petition and the statements of the petition, WVEA General Counsel determines that representation by the plan attorney assigned under the plan would be unethical, improper or inadequate under the circumstances of the matter involved, he/she shall direct the assignment of a new plan attorney to the individual or affiliate.
If, however, he/she finds that the representation by the plan attorney would not be unethical, improper or inadequate under the circumstances involved, the member or affiliate shall be notified in writing. Upon receipt of such note the member or affiliate may elect to decline representation by the plan attorney. If the individual or affiliate declines representation by the previously appointed plan attorney, the individual or affiliate is free to pursue the anticipated litigation with counsel of the individual’s or affiliate’s choice at his/her or its own expense without any right of financial support or reimbursement from the WVEA/NEA Legal Services Plan.
The Legal Division staff shall be responsible for:
reviewing and evaluating all claims for assistance under this plan and recommending appropriate action to the Executive Director, the Director of Field Services, and the Executive Committee;
reviewing and recommending payment of all bills for services rendered submitted by participating attorneys;
supervising the employment of participating attorneys;
consulting with participating attorneys regarding WVEA-financed matters and reporting to the Executive Director, the Assistant Executive Director, the Director of Field Services, and the Executive Committee.
The Field Services Division staff shall be responsible for:
initial contact with any member or group of members seeking assistance under this plan, which shall include an explanation of the Plan coverage;
when appropriate, attempting to resolve the matter complained of informally;
initial evaluation of any complaint, recommending appropriate action
acting as liaison between the General Counsel, participating attorney and/or insurer, and the member or members.
The Legal Services Division staff shall be responsible for reporting claims for reimbursement under the ULSP-DuShane Fund Program to NEA and shall act as liaison with the Educators Employment Liability carrier.
THE WVEA WILL NOT BE RESPONSIBLE FOR PAYMENT OF ANY ATTORNEY FEES INCURRED WITHOUT PRIOR WVEA APPROVAL.
Appeal Procedure
Initial Steps If an affiliate or member believes that the WVEA employee, through its agent, has not complied with the policy provisions of this plan, or that the decision made by a WVEA employee or agent was arbitrary, or capricious, the affiliate or member may appeal the decision as follows:
The appeal shall be communicated in writing to the WVEA Executive Director within fifteen (15) days of receipt of the decision that is the basis thereof.
The Executive Director will promptly consider the appeal and render a written decision within twenty (20) days of receiving the written appeal.
In the event the affiliate or member finds the decision of the Executive Director to be unacceptable, the member may notify the Executive Committee of its intent to appeal said decision within ten (10) days of receipt thereof.
The notice of appeal shall be made on the prescribed form which shall be forwarded to the member with the decision of the Executive Director if the Executive Director does not grant the appeal. A copy of this appeal procedure shall be sent to the appellant with the “intent to appeal” form.
The affiliate or member shall select between the written or hearing appeal by marking the appropriate space on the “intent to appeal” form.
The affiliate or member may file a written appeal with the Executive Committee specifically stating: 1) their cause for appeal, 2) facts and authorities supporting their position, 3) any additional documents they wish the Committee to consider, and 4) a statement of the relief sought.
In lieu of a written appeal, the affiliate or member may request a hearing before the Executive Committee, to appeal personally and present evidence in support of the appeal.
Written Appeal
If the affiliate or member elects to file a written appeal, it shall be filed with the president of the Executive Committee within twenty (20) days of mailing the notice of appeal. The president will provide copies to the full Committee and the Executive Director. The Executive Director or his/her disignee shall have ten (10) days from receipt of the written appeal to file a response, a copy of which shall be mailed to the appellant as well as all members of the Committee. The appellant shall have five (5) days from receipt of the Executive Director's response to respond thereto.
Within thirty (30) days of receipt of all documents in the written appeal, the Executive Committee shall meet and decide the appeal by majority vote of those members present at the meeting. The decision of the Committee shall be reduced to writing and promptly communicated to the appellant.
Hearing Appeal
If the affiliate or member elects to have a hearing instead of a written appeal, the Executive Committee shall schedule a hearing at its next regularly scheduled meeting or at a special meeting, but in no case more than ninety (90) days from receipt of the notice of appeal.
All hearings shall conform to the WVEA/Executive Committee Hearing Guidelines.
The Executive Committee shall render a written decision by majority vote of those members present at the hearing. The decision of the Committee shall be reduced to writing and communicated to the member within thirty (30) days of the conclusion of the hearing.
NEA Procedural Appeal
The affiliate or member may appeal an adverse decision by the WVEA Executive Committee to the NEA on the sole ground that the WVEA has failed to process the request in accordance with the WVEA Legal Services Plan.
The Executive Director of his/her designee shall promptly send copies of all rejected applications for legal assistance to the NEA and, if requested by the NEA, supporting materials.
An appeal to the NEA must be received by the NEA within ninety (90) days of the date on which the decision of the WVEA to reject the applicant's application for legal assistance has become final.
General Provisions
While the above appeal to the WVEA or the NEA is pending, the affiliate or member who has been denied legal assistance shall be responsible, with regard to legal serviced denied, for meeting all deadlines for filing actions and prosecuting all appeals, notices and/or other documents. The WVEA will not be responsible with regard to the legal services denied if said deadlines are not met or if the action is dismissed while this appeal process is pending. The affiliate or member shall be reimbursed for all reasonable and necessary legal expenses incurred to meet said deadlines and/or avoid dismissal of said action only if the decision to deny legal assistance is reversed.
"Days" shall mean calendar days. However, if the last day for completing an act herein should fall on a Saturday, Sunday or legal holiday, the party shall have until the next regular work day to complete the act.
All notices or appeals to be sent to the WVEA/Executive Committee, the WVEA President, the WVEA/Executive Committee and/or the Executive Director should be addressed to the attention of that person or committee and mailed to:
WEST VIRGINIA EDUCATION ASSOCIATION
1558 Quarrier Street • Charleston, WV 25311
Who are the true education experts? Our educators. Our state lawmakers need to hear directly from educators. They need to hear teachers' voices on what our students need to succeed. Funding for public education is a major concern. Deep cuts to education funding and the loss of educator jobs will only hurt our students who need mental health services, more attention made possible by smaller classes, and other supports.
Regardless of the time of year, but especially while the Legislature is in session, make sure to share your students’ needs with all your elected legislators. Hold our legislators accountable for their support, or lack of support, for our public schools and the work we do educating West Virginia's students.
It’s personal
Become a public school advocate by developing positive relationships with your legislators. Find your lawmakers in the list below. Contact them when they come home and while they’re in Charleston to share your story. Talking to your legislators isn’t hard – and it can be fun. You don’t have to be an expert on school finance, or anything else. Remember, you are the expert on how legislation will affect your students and your school.
Fair pay and fair benefits ensure the best and brightest can join and stay in our profession. WVEA tackles issues involving dignified pay and health care so our incredible educators can stay focused on their students. Educators deserve access to quality, affordable, and comprehensive health care coverage.
WVEA works to make sure the Public Employees Insurance Agency - PEIA - works for educators. Promises were made to find a long-term funding solution for PEIA. Promises must be kept.
The compensation package is a huge factor in employment decisions. Without stable/ affordable health care, an individual’s compensation level falls as they bear the burden of increased out-of-pocket expenses. Such expenses factor into the recruitment and retention of employees.
The Task Force pushed for funding PEIA through the general fund, which allows for various funding sources. The state obligation to fund PEIA is a smart solution that will not be financed on the backs of employees. Cutting state revenues will make it more difficult to fund PEIA. A long-term funding solution must be found for PEIA.
If you have questions or concerns about PEIA, contact WVEA's Help Center 1.866.568.WVEA (866.568.9832).
Here are more resources:
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[post_content] => The current WVEA Legislative Agenda was adopted by the delegates to the WVEA Delegate Assembly. Legislative priorities are listed in bold type. Current legislative talking points can be found here. Daily (Lobbyline) and weekly updates are available during the legislative session. Section 1: Salary
Increase salaries to rank West Virginia school employees at a competitive level with contiguous states in their particular employment category. These salary increases should be funded on a multiple-year basis and keep up with the average yearly rate of inflation.
Focus on salary as a way to recruit and retain certified, high-quality teachers and education support professionals.
Advocate for decreasing the local share allocation and dedicating those funds to salaries.
Support creating comprehensive student loan repayment program for education employees that will provide tax-free and full student loan repayment after 5 years of full-time service in a WV public school system. This will not be restricted by location, grade level or content area.
Section 2: PEIA
Control PEIA prescription drug and health care costs.
Support cost-saving and common sense PEIA health care measures for active and retired participants.
Determine PEIA premiums by a fixed percentage of the active employee’s education-related income and a fixed percentage of the retiree’s education-related retirement pension.
Allow a surviving spouse of a deceased retiree to use the remainder of the PEIA premiums purchased by a retiree with accumulated sick leave.
Require insurance coverage for surviving spouse/family of deceased current employees to be extended for a period of ninety days without cost to the family.
Increase revenue for PEIA through raising the gas severance tax, the corporate net income tax, and other progressive taxation measures.
Section 3: Retirement Benefits
Increase the state income tax exemption for retired school employees to at least the first $20,000 in teacher retirement benefits.
Provide adequate funding of the retirement system to guarantee optimum benefits for current and future retirees. These benefits should include a COLA (Cost of Living Adjustment) which would allow retirees to maintain a standard of living at least commensurate with the retiree’s pre-retirement living standard.
Support the Teacher’s Retirement System funding mechanism currently in place, which will pay for all liabilities by 2034, and oppose attempts to refinance that funding mechanism to lower the payment by extending the repayment date.
Increase the monthly minimum pension for retirees with more than twenty years of service to an amount above the federal poverty level.
Increase the retiree homestead exemption from $20,000 to $40,000.
Amend WV Code §18A-7A-23 for death benefits to be available after ten years of service with no age requirement, instead of twenty-five years of service at age fifty as in the present statute.
Grant school employees the ability purchase up to five years of out-of-state educational retirement service to count towards eligibility requirements of the Teacher Defined Benefit System.
Allow female employees who were required to take maternity leave and therefore lost time toward retirement to be granted retirement credit for this time.
Allow all employees to use accrued sick days towards years of service for retirement.
Allow all employees to use accrued sick days for the purchase of PEIA upon retirement at the rate of 2 days for 1 month’s coverage on a single plan and 3 days for 1 month’s coverage on a family plan.
Ensure the retirement code explicitly state within the retirement packet and annual retirement brochure all deadlines for submission of paperwork, and include within the retirement packet a statement of the potential loss of benefits which may occur if deadlines are not met.
Exempt Social Security received by all retired public school employees from the WV State Income Tax.
Section 4: Professional Hiring Practices
Empower the West Virginia Education Professional Standards Board to establish criteria for teacher preparation programs and the issuance, renewal, and revocation of certificates and licenses to teach.
Give priority to substitute teachers who hold teaching certification whenever possible during hiring, and advocate against hiring substitutes who do not hold a four-year degree nor have significant pedagogical training.
Ensure every classroom has a fully certified, high-quality teacher.
Provide a copy of the hiring rubric to an interviewee upon request for comparison of points awarded to each interviewee in order to ensure fairness in the hiring process.
Ensure fair and adequate compensation of all employees for performing extra-curricular assignments or additional duties beyond their normal job description, e.g. consistent statewide pay for supplemental bus runs, as well as pay for wait time on supplemental runs during the regular school day.
Allow West Virginia teachers who are not United States citizens to renew their certification on the same schedule as resident educators.
Grant all professional student support personnel (school counselors, nurses and speech pathologists/ audiologists and psychologists) currently meeting established criteria for Advanced Degrees Salary Classification the benefits established for that classification.
Section 5: Employee Rights
Grant collective bargaining for all education employees, including all higher education employees.
Allow public and higher education employees the right to freely express reasoned professional opinions and conduct and publish credible research without fear of dismissal or other forms of reprisal.
Ensure planning periods for all full-time classroom teachers of no less than sixty continuous minutes of uninterrupted and duty-free time [during the instructional day] to be used at the discretion of the individual teacher.
Amend WV Code §18A-4-7a, pertaining to seniority and transfer in elementary schools, to allow a displaced teacher to bump the least senior teacher in his or her area of certification in the school where he or she is employed.
Allow long-term substitutes to accrue/access sick leave and holiday pay from their first day in that position and remove the requirement of consecutive days that a substitute teacher must work to move to a higher pay status.
Require that all long-term substitute teaching positions reasonably expected to last for ninety days or more be posted and filled pursuant to the first set of criteria in WV Code §18A-4-7a.
Exempt school employees from criminal prosecution or child abuse laws for any incident arising from instruction, restraint, or discipline of a student unless it is proven that the teacher acted with malice or intent to injure the student.
State that teachers or education support professionals who have filed a grievance have a choice whether their grievance is decided by an Administrative Law Judge (ALJ) or through binding arbitration.
Require that county boards of education compensate all teachers and education support professionals who perform any work assignments outside the normal school day or contract period be at their regular daily rate and maintain all statutory and policy protections that they enjoy as a regular full-time employee. If a job requires a certified teacher, it should be at the full rate of pay to complete the task.
State that a paid or compensated position in a county, such as committee work, evaluation training, staff development, textbook selection, and other items outside of the regular employment contract, shall be posted at the county level. No individual may serve on more than two of those committees at a time, unless there are no additional applicants.
Require written consent from all parties for a recording device to be used in a classroom and educational related setting, except for teacher self-assessment purposes.
Provide paid maternity and paternity leave of at least three months to all new parents, including adoptive parents, without the loss of banked sick days.
Provide paid leave for extended medical care for self, immediate family or elder care without loss of banked sick days.
Require that any video or audio recording be reviewed by school administration to determine who should be permitted to have access thereto in compliance with the Family Educational Rights and Privacy Act of 1974 (FERPA).
Section 6: Education Support Professionals
Establish equitable classifications for education support professionals by including provisions that recognize years of experience.
Support the adoption and implementation of a statewide uniform system of evaluation for all education support professionals while changing classification titles to more accurately reflect the work that they are performing, e.g. Aide to Instructional Assistant, Secretary to Administrative Assistant, indicative to national trends.
Require education support professionals to work no more than eight hours in a single workday without the agreement of the affected employee and should not require tasks outside their statutory job classification requirements.
Reflect the professional standing for Sign Language Interpreters. This would include professional pay status for these employees who are certified Educational Interpreters.
State that all aides assigned to general classrooms in grades K-6 should receive compensation for overage of class size per existing policy for K-6 teachers.
Require Medicaid reimbursement to be applied to the program that generates the service and compensate the individuals who complete the paperwork at a rate ratio in sync with their daily rate of pay.
Require that a transportation assistant (aide) be placed on all buses transporting students who are identified with a behavior disorder or have been in a juvenile or criminal proceeding involving an act that would be a crime of violence if committed by an adult.
Protect educational support professional positions during the reduction in force or transfer process whose special education positions are crucial to the overall well-being of our neediest students.
Advocate against using educational support professionals in the place of certified teachers in instructional programs.
Require all substitute aides be CPR and First Aid certified before taking any substitute position on a bus at the county expense.
Allow long-term substitute educational support professionals to accrue/access sick leave and holiday pay from their first day in that position and remove the requirement of consecutive days that a substitute educational support professional must work to move to a higher pay status.
Require an additional trained aide or nurse to accompany a school bus driver when any critical care student requiring medication, other than an Epi-Pen or breathing inhaler, must be administered on a bus.
Entitle any critical need retired substitute service professional to an unlimited number of days each fiscal year without affecting the monthly retirement benefits of the retiree.
Require a supplemental stipend for any special needs bus aide that is required to administer medication to children on a bus.
Section 7: Health, Safety, and Success of Public School Students
Fight for school facilities that are free from violence, bullying, harassment, environmental, health, and indoor air quality problems.
Institute programs that will discourage students from using tobacco products.
Limit occupancy of school vehicles to the number of passengers who may be safely seated.
Create separate alternative schools (at all education levels) to conduct classes during the regular school day for students who exhibit violent or severely disruptive behavior and are unable to succeed in the regular school setting.
Provide nutritious breakfast and lunch items, which exclude irradiated food ingredients, trans fat, and food additives linked to health or developmental risk.
Require therapeutic learning centers, classrooms, and programs to be put in place to address students with severe emotional or behavioral needs.
Limit class sizes in grades Pre-K through five to no more than eighteen students and limit class sizes in grades six through twelve to no more than twenty-five students and require the school-aid formula to provide for the necessary funding. Performance-based ensemble classes should be excluded from class size limits at the discretion of the instructor.
Support a statewide full-time professional counselor/student ratio of 1:250 and a nurse/student ratio of 1:500, with no less than one of each per school.
Institute a Student-Parent Accountability Act which states:
a. If a student knowingly and falsely accuses a school employee of misconduct that results in the employee being subject to
discipline, the student shall be guilty of false swearing. Any parent who encourages his or her child to make false
accusations against a teacher, and there is evidence of such, that parent shall also be guilty of false swearing.
b. If a student or parent intentionally harasses a school employee, the school employee should be able to obtain an
enforceable restraining order and criminal penalties against the student and/or parent.
c. Truancy laws should be strengthened so they can be enforced, and students and parents are held accountable for
unexcused absences.
Allow additional use of developmentally appropriate alternative assessment for special education and English Language Learner students.
Grant elementary students access to a certified specialist in each discipline, library media, art, music, and physical education, for an equal amount of time with a minimum of sixty minutes weekly no less than twice a week. This must not add to the responsibilities of the regular classroom teachers.
Require all students to complete WV Department of Education mandated testing, but their scores should not be calculated into the overall school score for two academic years if they are returning to the school from a homeschool or non-public school environment.
Support student accountability for learning, behavior, attendance and test scores.
Institute programs that will combat drug abuse and the opioid epidemic.
Limit the percentage of students with an IEP in an inclusion classroom to no more than thirty percent. Performance-based ensemble classes should be excluded from class size limits.
Support a statewide social worker/student ratio of at least 1:250 and encourage social workers to hold an MSW.
Increase the funding for and availability of a variety of electives in secondary for both embedded and regular credit options to appeal to student interests.
Section 8: Higher Education
Protect public and higher education employees against the subcontracting of services with the intent to replace their positions.
Mandate that all higher education institutions provide tenure and benefits to all employees in lecture positions, including adjunct professors, based on a definition of full-time and half-time employment.
Require institutions of higher learning to compensate classified employees who fill in for an employee with a higher pay grade to receive the higher pay from the first day of the assignment.
Require “reduction in force” for higher education classified staff be redefined to include reduction in the number of days or hours an employee works.
Require higher education employees to be protected by fair and adequate compensation for regular and/or time in excess of their regular work day while protecting employees from efforts to erode tenure.
Section 9: Pro-Public Education Public Policy
Support a school aid formula that ensures a high-quality educational opportunity for every West Virginia student. The school aid formula should accurately reflect the ratio of students to regular classroom teachers by establishing minimum net enrollment used for sparse student enrollment counties and by providing supplemental allowance for extraordinarily increased enrollments.
Institute a fair, equitable, and progressive tax system in the state in order to provide adequate funding for education.
Require county boards of education to encumber funds that pay employee salaries and benefits for twelve full months instead of ten months.
Seek to establish a Public Education Trust Fund that is funded through an assessment of natural resources extraction industries and earmarked for public education.
Support an independently run government fiscal office to provide accurate, nonpartisan fiscal notes regarding issues before the legislature.
Actively promote the revision and updating of the school aid formula to include low-incidence disabilities.
Support a constitutional amendment that would allow higher education employees and employees of the West Virginia School for the Deaf and Blind the right to serve in public office.
Allow counties to allocate funds in addition to excess levy funds for local bonuses or benefits.
Support changes to the school calendar, relating to year round school, etc., that are both educationally sound and provide flexibility for employees.
Allow county board of education employees to vote on proposed calendars and calendar changes, which change the instructional and employment terms.
Reinstitute full Faculty Senate days for every month of the school year with half of the Faculty Senate day set aside for curricular planning.
Grant Department of Education employees continuing contract rights and due process in termination instead of the current “at will” employment status.
Grant classroom teachers the ability to determine the content of their lesson plans.
Support any teacher, principal, supervisor, education support professional, or other person employed by a board of education who is subpoenaed to appear as a witness in any court of law (or judicial proceeding) so they may make such appearance without any loss of pay (compensated leave time, and/or fear of dismissal or other forms of reprisal). This change in policy would also require local boards of education to pay the difference between the witness fee, exclusive of travel allowances, payable for such appearance by the court and the amount of salary due to the person for the time such employee is absent from his or her employment by reason of answering such subpoena.
Provide for a half percent or higher severance tax on gas from Marcellus and Utica Shale and other additional new shale gases and to work in conjunction with other organizations to secure passage of such legislation to support retired public school employees’ benefits.
Support the funding and work of agencies, which reduce historic inequities, including discrimination based on gender, race, national origin, sexual orientation, or disability, and those agencies that promote coordination of services to children, i.e. the Human Rights Commission and the Women’s Commission.
Maintain or increase the qualifications for the state superintendent of schools.
Recognize professional educators as content-area and pedagogical experts in the establishment of educational standards and curriculum and oppose any legislation that tries to usurp this authority.
Recognize the constitutional authority of the West Virginia Board of Education and oppose any legislation that would try to usurp this authority and grant it to the legislative branch.
Supports the use of revenue generated by the legalization of cannabis for use in funding education and/or PEIA as well as addiction centers in WV.
To support the funding and adoption of Innovation Zone schools as defined in current statute.
WVEA supports the repeal of “right-to-work” legislation.
Oppose all of the following:
a. Merit pay
b. Voucher programs
c. Education savings accounts
d. Public or private charter schools
e. Any cuts to the school aid formula
f. So-called “right-to-work” legislationg. Competency testing for teachers for maintaining licensure
h. The elimination of payroll deduction for union/association duesi. The legalization of initiative, referendum, and recall in West Virginia
j. Any home school expansion that reduces standards and accountability
k. Any other means of using public resources to promote private or home schools
l. Unlimited learning pods or micro schools with no oversight
m. Any legislation that would negatively impact students and staff members in the LGBTQIA+ community
n. Legislation restricting the teaching of history in regard to race, racism, diversity, and equality
o. Any disciplinary action against educators for teaching of historical truths or critical thinking skills based on developmentally appropriate content standards
The West Virginia Foundation for the Improvement of Education (WVFIE) is a tax-exempt foundation established by WVEA members to assist educators working with at-risk children. To date, WVFIE has provided hundreds of grants totaling more than $350,000 to WVEA members throughout the state. As a result, tens of thousands of at-risk students in West Virginia have benefited. Examples of past grants include:
Flood relief, including funding, school supplies, backpacks and toiletries
Parent partnership and communications projects
Entrepreneurship events
Empowering Elementary Kids and similar science programs
Reading and literacy projects such as Literacy Kits, Bag-a-Book and Read Across America
Readiness programs such as TARGET (Teaching At Risk Students Good and Effective Techniques) and Get Ready, Get Set, Go to Kindergarten
Projects that promote phonics, geometry, music and vocational skills and program awareness
Established in 1993 by WVEA members, the WVFIE funds are dedicated to helping teachers, and others whose work is essential to the learning community, attain the resources to make a difference in students' lives. WVFIE, also sometimes referred to as the WVEA Foundation, is an independent tax-exempt foundation dedicated to securing financial resources and using them effectively in responding to the education needs of at-risk children.
While some WVFIE funding comes from voluntary contributions from individuals and corporations, the largest percentage comes from WVEA members. Each year, a portion of WVEA dues is earmarked for WVFIE, which is governed by an eleven-member Board of Directors.
“WVEA helps members get the resources and opportunities they need to grow as professionals, activists, and organization leaders. WVFIE, or the WVEA Foundation as some call it, is a tremendous asset for our members,” said WVFIE President Dale Lee. “When grants become available, I hope more individuals apply and take advantage of the opportunities the grant affords. The paperwork is easy to complete and the grant process itself is very simple.”
This page will be updated when WVFIE grants become available. Please check back.
The NEA also offers a variety of grants available to WVEA members to support teaching, support students, enhance leadership skills, and advocate for public schools.
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[post_content] => The WVEA will use this Certification page to alert you of any certification changes which are being made and which will be incorporated into the West Virginia Board of Education's (WVBE) Policy 5202 - Minimum Requirements for the Licensure of Professional/Paraprofessional Personnel and Advanced Salary Classifications.
The primary purpose of licensure is to assure the public that educators, paraprofessionals and others meet established levels of competence to deliver an appropriate and effective education to the state's public school students.
The awarding of a license is the product of various components, e.g., completion of an approved program, completion of professional development and a passing score on a standardized test. The various components of licensure change for a variety of reasons, e.g., in response to an identified need or change in a standardized test. It is the sole responsibility of the professional and paraprofessional to make sure their license is current and valid.
At right, find links to news and updates about National Board Certification, changes that will allow teachers to add additional endorsements through Praxis proficiency and a link to the WVDE Certification webpage.
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Educators need and want professional development and evaluation systems that provide meaningful feedback, help them improve their practice, allow them to grow professionally, and enhance student learning. The West Virginia Education Association has long advocated for valid and reliable assessments of educator performance, but in too many counties, the evaluation process is cursory, perfunctory, superficial, and inconsistent. And in some places, so-called reformers are calling for even more simplistic and wrong-headed approaches—such as using only student test scores to evaluate teacher effectiveness. Good evaluation systems must reflect the complexity of teaching and learning and focus on teaching practices that best support student learning. And they must address factors both in and out of school that have an impact on student learning.
For questions and advice on issues related to evaluations, contact the WVEA Help Center at 1.866.568.9832 or click here.
General Framework: The evaluation in West Virginia employs the five professional teaching standards to provide explicit and extensive details of the work of teaching in the 21st century. These five standards define what teachers must know and be able to do. The evaluation also includes performance standards through goal setting that evaluate outcomes and other essential aspects of professional teaching.
Standard 1: Curriculum and Planning Standard 2: The Learner and the Learning Environment Standard 3: Teaching Standard 4: Professional Responsibilities for Self-Renewal Standard 5: Professional Responsibilities for School and Community Standard 6: Student Learning Standard 7: Professional Conduct
Timeline: The deadline to convene the year-end conference and complete the summative performance rating is before the last day of school for teachers but not later than June 15.
Check the resources at right for more or contact the WVEA Help Center at 1.866.568.9832.
Thanks to years of strong advocacy, West Virginia educators have certain employment rights guaranteed by law. These rights are constantly under attack and it is only through our strong, collective power that we preserve and enhance our professional and employment rights.
Educators who feel their rights have been violated can file a grievance, which can be dealt with informally at the county level or formally at the state level. The West Virginia Public Employees Grievance Board is charged with resolving employment disputes between the employers and employees of the state’s executive branch, public institutions of higher education, county boards of education, and county health departments. The Grievance Board consists of the following:
One person representing the largest labor organization in the state.
One person representing an education employee organization.
One employer representative from the executive branch.
One employer representative from secondary or higher education.
One citizen member who is not engaged in public or education employment.
The grievance procedure and definitions are outlined below.
Grievance Procedure
Level One
A grievance must be filed within fifteen days of the occurrence of the event that the grievance is based.
The grievance must be filed with the chief administrator stating the nature of the grievance and relief requested.
An additional copy of the grievance must be filed with the Grievance Board for data collection.
The employee may choose to hold a conference or a hearing before the chief administrator. A conference is less formal and does not involve testimony of witnesses, etc.
The hearing or conference must be held within ten days of receipt of the grievance.
A written decision must be issued within fifteen days of the conference or hearing.
Appeal from Level One
If the grievant is not satisfied with the level one decision, it may be appealed to level two. If both the grievant and the chief administrator agree, level two may be skipped and the grievance may go directly to level three.
Employees who are suspended without pay, dismissed, or demoted may file their complaint originally at level III.
Level Two - Alternative Dispute Resolution (ADR)
Level two provides an opportunity for the parties to reach an agreement to settle the grievance with the aid of a mediator.
An appeal must be filed with the grievance board within ten days of receiving an adverse decision.
Mediation can be conducted by a trained employee of the Grievance Board or by a private mediator if both parties agree and split the cost.
The Grievance Board must schedule the mediation within twenty days of receiving the request.
Any agreement reached must be reduced to writing within fifteen days and the parties are bound by it.
If both parties agree, they can use a new process called Mediation/Arbitration (Med-Arb). If the parties cannot reach an agreement, the Mediator becomes an Arbitrator and issues a final order. Both parties must agree in advance to be bound by the decision and to waive any right to appeal. If this process is successful, it could lead to binding arbitration.
Appeal from Level Two
If the parties cannot reach agreement, the mediator must provide the parties with a written evaluation of the issues involved as well as a scheduling and discovery order for level three.
Within ten days of receipt of the report of unsuccessful resolution, the grievant may file a written appeal with the employer and the Grievance Board requesting a hearing before an Administrative Law Judge (ALJ).
Level Three
Upon receipt of the written appeal, the ALJ must contact the parties regarding the date of the hearing, as well as other procedural deadlines.
Within thirty days following the hearing, the ALJ must issue a written decision to all parties.
Appeal to Circuit Court
Either party may appeal the decision of the ALJ to the Circuit Court. All appeals are heard in Kanawha County.
The appeal must be filed within thirty days of receipt of the ALJ's decision.
Definitions / General Rules"Chief Administrator"
For regular education employees, this will almost always be the county superintendent of schools.
For higher education employees, this will generally be the president of the institution.
"Days"
Means working days and does not include weekends, holidays, or any days the work place is closed by the chief administrator.
“Untimeliness”
Any claim by the employer that the grievance was not filed on time must be asserted at or before level two.
“Default”
Any claim a grievant makes of untimeliness in the process must be made to the chief administrator within ten days of the default.
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[post_content] => The WVEA/NEA Attorney Referral Program is a result of the group's purchasing power of the over 3.2 million NEA members throughout the country. It provides you with free consultation (up to 30 minutes twice a year) with one of the Referral Program attorneys, and for considerably reduced rates for legal services you might need.
Who is eligible?
All active, life, education support or retired NEA members and, at the request of the member, his or her spouse and dependent children.
What are the services?
Each eligible member is entitled to two free consultation sessions of up to 30 minutes each on a legal topic (except income tax preparation) during each program year.
If a consultation leads to follow-up legal services of at least one billable hour, or equivalent services at a flat fee, it will not be counted as one of the consultations to which you are entitled that year.
If you decide to use the services of a Referral Plan attorney, the attorney's regular fees will be discounted 30 percent if the problem falls into one of the following "core areas" and the attorney has indicated he/she is qualified in the area:
Real Estate – purchase or sale of property for residential purposes, disputes with landlords, property line disputes, problems with zoning laws or land use regulations.
Wills and Estates–preparation of wills, assistance with estate planning, representation of a member who is named executor or administrator of an estate, guardianship proceedings.
Domestic Relations – representation in proceedings for annulment, divorce, separation, alimony, custody, child support, guardianship, adoption, paternity and name change.
Consumer Protection – disputes with creditors or finance agencies, proceedings for garnishments and attachments, disputes with retailers concerning defective merchandise.
Traffic Violations – defense of charges of operating under the influence, reckless driving, or other offenses involving potential loss of license, financial liability in excess of $50, or jail sentence.
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Questions and Answers
About Professional Liability Insurance for the 2024-2025 Program Year
What is the NEA educators employment liability (EEL) program?
The NEA EEL Program is a professional liability insurance program that is provided by NEA as a benefit of membership and is underwritten by an A+ rated insurance company.
What does the EEL program cover, subject to the insurance policy?A. Educators Liability Benefits
Educators liability benefits in defense of civil proceedings brought against you in the course of your work as an educator:
Payment of court-ordered civil liability up to $1,000,000*, such as damages assessed against you. Subject to $3,000,000 per occurrence aggregate for all claims.
Payment of legal costs up to $3,000,000* per member per occurrence or, regardless of the number of members involved in the occurrence, up to $9,000,000* per occurrence aggregate for all claims in defense of civil proceedings. These limits do not apply to or include any civil rights issues or civil rights claims.
In civil proceedings on civil rights issues or claims**, payment is limited up to $300,000 for legal costs, civil liability, settlements or judgments, and other supplementary payments.
Payment is limited up to $5,000 for legal costs in defense against a mold-related claim.
B. Attorney fees for the defense of criminal proceedings**
Reimbursement for attorney fees and other legal costs up to $35,000 is available if you are charged with violating a criminal statute in the course of your employment as an educator and you are exonerated from the charges.
C. Bail Bond
Reimbursement up to $1,000 of bail bond premiums if you must post a bond as the result of an occurrence arising out of your employment as an educator. (The insurance company is not obligated to furnish the bond.)
D. Assault-related personal property benefit
Payment up to $500 for damage to your personal property when caused by an assault upon you in the course of your employment. (Vehicles and school property are excluded.)
E. Medical and related arts
Coverage for up to $1,000,000 per occurrence for indemnification of civil suits for damages arising out of the rendering, teaching, and supervising activities of nurses, occupational therapists, physical therapists, dental hygienists and athletic trainers. Each occurrence is subject to a $3,000,000 aggregate.
Why do I need liability coverage?
In your work as an educator you are frequently exposed to situations that may give rise to legal actions which can involve your personal liability. If a student or a student's parents file suit against you, the EEL policy will provide you with insurance protection for the vast majority of cases. The program also reimburses you for damage to your personal property in assault-related incidents.
What is an “occurrence” policy?
The EEL policy covers claims arising out of your covered acts which occur during the contract period, no matter when the claim is later made. Claims arising out of your covered acts, which occurred prior to September 1, 2024, would be covered by that prior year's "occurrence" policy.
How do I obtain coverage?
If you are an NEA active, educational support, life, student, substitute or retired member who is employed by an educational unit, you are automatically covered by the EEL policy.
Who pays the cost of the EEL program?
Basic monetary costs as insurance premiums are paid by the NEA*.
Are some activities excluded from coverage?
Yes. Certain activities, which NEA members perform, are excluded. The following are some examples of the major activities that are excluded from coverage under the EEL Program. For further details, please consult your Certificate of Insurance brochure.
Excluded activities:
Operating vehicles. (Note: Driver training instructors are covered while riding as passengers, and vocational education instructors are covered for their activities during school shop classes. In addition, coverage is provided for the loading and unloading of school buses.)
Selling or distributing products, including food and beverages. (Note: Home economics teachers are covered for their classroom and laboratory teaching activities and for the sale of products prepared in the classroom. Cafeteria workers are covered for their food preparation and distribution activities.)
Law enforcement activities, except for those of a security guard.
Using or supervising the use of firearms, except where this activity involves the use of physical restraint in defending yourself or school property. For further details, please consult WVEA Help Center.
Is the EEL program limited to incidents that occur in buildings or on school grounds?
No. The program provides coverage for educational employment activities on and off school grounds including, for example, school-sponsored athletic events, laboratory experiments, shop training, field trips in the U.S. and abroad, and after school clubs. Educational employment activities are those duties that you perform pursuant to the express or implied terms of your employment for an educational unit.
Does the EEL program cover criminal cases?**
Yes. Attorney fees and court costs up to the maximum of $35,000 will be reimbursed when the costs are incurred in the defense of a criminal proceeding arising out of your educational employment activities. In most cases, you will be reimbursed only if the proceeding is dismissed or you are exonerated. If, however, the proceeding arises out of an incident involving the administration of corporal punishment, the policy may provide reimbursement, regardless of the outcome.
Does the EEL program cover Aspiring Educators?
Yes. The EEL program will provide Aspiring Educators with insurance protection for covered lawsuits arising from an occurrence while you are/were a college student performing education employment activities.
Does the EEL Program cover civil rights cases?
Yes. Defense, settlements** or judgments** and court costs up to a maximum of $300,000 will be provided when incurred in the defense of an action arising out of your educational employment activities and alleging a violation of another person's civil rights.
Does the EEL policy cover cases arising out of the discharge or layoff of a member or involving other “jobs rights” issues?
No. Another NEA-sponsored program, the Kate Frank-DuShane Unified Legal Services Program, provides coverage for these types of cases. For more information, the WVEA Help Center.
Is the EEL policy "excess" to other insurance coverage which might be available to me?
Yes. "Excess" is a general insurance term that means insurance benefits become available to you only when other sources of insurance are exhausted. For example, if your school district provides professional liability coverage for you in some of the same areas as does the EEL policy, the EEL policy would not provide benefits until the school district's coverage is exhausted.
How do I make a claim for benefits?
If you are involved in any situation that you believe is covered by the EEL program, notify your Organizational Development Specialist (ODS) who will confirm your eligibility and forward your claim.
West Virginia Education Association claim procedure
The following occurrences should be reported immediately to Ben Barkey, Member Advocacy Specialist, West Virginia Education Association, 1558 Quarrier St., Charleston, WV 25311:
Any incident involving the death or injury requiring medical attention to a student arising out of a school activity;
The receipt by the Insured of a notice of claim, lien letter from an attorney, or service of summons or lawsuit; or
Any situation the Insured believes to be covered by the policy.
Do not contact an attorney to represent you before contacting Ben Barkey at the West Virginia Education Association at 304.346.5315 ext. 200 or bbarkey@wvea.org. When making contact the Insured should be prepared to present a brief description of the occurrence and a copy of any legal documents.
*May have state variations, check with your state association.
** State insurance laws do not permit this coverage in New York.
The information in this brochure is a general description of coverage under the NEA EEL Program and is not a statement of contract. All coverages are subject to the exclusions and conditions in the policy which may vary slightly from state to state, depending upon state laws governing the general provision of insurance.
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The reasons the West Virginia Education Association exists are right in front of you, including your students and colleagues throughout your county. We all want the same thing; the positive teaching and learning conditions essential for building and maintaining schools where educators and students thrive, the resources and opportunities students and educators need to succeed. A strong, active membership is the reason WVEA makes public schools great for every child. Our collective voice affords us the strength to do more together than we can by ourselves.
This Member Benefits Guide outlines just a few of the benefits that are exclusive to WVEA members. One of the most popular benefits is WVEA'sAccess Savings Card. From professional growth, resources and support, to amplifying your voice in public policy debates that affect you and your classroom,WVEA provides resources to help you succeed. WVEA has your future in mind.
We’re on Your Side
You are never alone in the classroom. WVEA is your advocate and your partner, with representatives to support you, answering your questions and offering advice. WVEA provides to you a professional safety net and peace of mind with resources like these:
Legal assistance to address questions about employment rights or benefits from attorneys who are the best in the state in employment-related law.
Attorney Referral Program provides you two free 30-minute consultations and a 30% discount for non-employment related matters, such as real estate, wills, traffic violations and consumer protections.
An attorney and $1 million liability policy that protects you up front, not like those that reimburse you after the fact, should you be sued.
Your Member Benefits
Resources for Career & Life
WVEA provides you the resources and opportunities you, as an educator, need to succeed, both personally and professionally.
WVEA Graduate Courses – Discounted courses (up to 9 credits per year for $250) for degree completion, license renewal and salary advancement.
NEA edCommunities – Resources for online professional practice and learning where educators connect.
School MePodcast – Our podcast empowers educators and experts to use their years of experience and wisdom to help you get the most out of your career in education.
Managing Stress at School – With educators having more students, fewer resources and greater demands, you’re not alone. Keep cool with our step-by-step guide to taming everyday stress.
Life Insurance– Resources to help secure your family's financial future.
NEA® Pet Insurance Program – The NEA Pet Insurance Program is offered and administered by Pets Best Insurance. Pet insurance helps you give your pets the care they need and also gives you the confidence that you can pay for their veterinary bills.
Savings to Stretch Your Budget
NEA Wireless Program – Get exclusive member savings including unlimited talk and text plans that start at just $20/month.
Expect More From Your Wallet – Get a cash rewards bonus offer and earn cash rewards automatically with a Cash Rewards Credit Card.
NEA® Auto Buying Program – Member savings for teachers and educators on new and used cars—all before visiting the dealership.
Finance Large Expenses – Use the personal loans to pay for medical bills, home improvements, weddings and more.
Educator Exclusives – From electronics to clothing to classroom supplies, this huge list can help you find special offers just for you.
NEA Magazine Service – Get the best magazine prices—save up to 85%!—on over 800 magazine titles for yourself or your classroom.
NEA Discount Tickets Program – Find adventure this season! From rides to museums, zoos and more, enjoy member-only deals on theme parks, events, games and attractions.
Get the Most Out of Your Gym Membership – A trip to the gym doesn’t have to be boring. There are offerings at many gyms that can pump up your routine and keep you feeling motivated and energized.
Beat These 8 Common Bad Habits – From snacking to nail-biting, sometimes we don’t deal well with stress. Break the cycle now by adopting these new coping techniques.
Dale Lee (2023-2026)
Mercer County
Learning Disabilities Math Teacher – Princeton High
1558 Quarrier Street
Charleston, WV 25311
Phone: 304-346-5315 ext. 117 or 1-800-642-8261 ext. 117
Email: dlee@wvea.org
“The WVEA stands for quality improvement in education. Working for the future of students, employees and schools. Professional development opportunities for beginning teachers are extremely important. The WVEA provides the best professional development opportunities of any group.”
Vice President
Wayne Spangler (2023-2026)
Monroe County
Teacher – Peterstown Elementary
3461 Pine Grove Bunker Hill Road
Ballard, WV 24918
Phone: 304-753-9253
Email: wspangler@wvva.net
“The WVEA has been, and continues to be the voice for public education in West Virginia. We are outspoken advocates for our members, our schools, and most importantly – the children of West Virginia.”
Treasurer
Amber McCoy (2022–2025)
Wayne County
Teacher – Kellogg Elementary School
115 Lower Gragston Creek Rd.
Prichard, WV 25555
Phone: 304-840-9150
amber_leigh310@yahoo.com
“I am a member of WVEA because we offer educators a powerful, collective voice. I am a member because I believe that public education is the pathway out of poverty for many students across our state, and the WVEA is always leading the fight to provide access to high quality public schooling for all students.”
NEA Director
Lucinda Burns (2021–2027)
Kanawha County
Elementary School Teacher
5112 Ridgecross Drive
Cross Lanes, WV 25313
Phone: 304-549-3023
Email: lucindaburns0809@gmail.com
“As WVEA/NEA Director, I have gained a unique perspective that helps build a foundation of respect. Serving our members means looking at the concerns of the membership as a whole, then working to affect growth and change related to these issues. Improving the education foundation, provides the environment for student success.”
Members-at-Large
Adena Barnette-Miller (2022–2025)
Jackson County
Social Studies Teacher – Ripley High School
334 King Drive
Evans, WV 25241
Phone: 304-531-0598
Email: mrsbarnettemiller@gmail.com
"WVEA is important to educators because working in our public schools is the most rewarding, stressful, fulfilling, and overwhelming profession and none of us could do it without WVEA having our backs. Public schools are our nation’s greatest democratic institution because they are open and readily available to every child. I take this seriously and strive daily to teach my students about our nation’s history and how they can become active and engaged citizens. Being active in WVEA is how I put my classroom civic lessons into practice. I strive to be the living embodiment of what I teach."
Kris Bonnell (2023-2026)
Doddridge County
Teacher – Doddridge County High School
2298 Arnolds Creek Rd.
West Union, WV 26456
Phone: 304-377-2220
Email: krisbonnell@gmail.com
"If you are a professional educator, you should be concerned about those things that impact your profession. WVEA is 'the' advocate for professional educators."
Kim Bonnett (2024–2027)
Lewis CountyTeacher – Leading Creek Elementary School515 Bonnett Road
Coxs Mills, WV 26342
Phone: 304-462-5177
Email: berlyteacher@aol.comElliott Kendle (2022–2025)
Wetzel County
Teacher – Paden City Elementary
410 S. 4th Avenue
Paden City, WV 26159
Phone: 304-771-3917
Email: ekendle337@gmail.com
“WVEA is the professional organization for the education employee. We stand for honesty, integrity, hard work and progress. We bring forth good, meaningful issues to the legislature. WVEA means teachers working together with all employees to create better schools for all of us. This is where you can connect your professional life with a social life. You can meet people from all over the state with issues and causes like yours. You can get great ideas from the young and older members.”
Joy Kinser (2024–2027)
Mercer County
Teacher – Princeton Primary School
231 Chalet Street
Bluefield, WV 24701
Phone: 304-887-0709
Email: jkskinser@hotmail.comGwendolyn Lacy (2022–2025)
McDowell County
Elementary Teacher
P.O. Box 187
Roderfield, WV 24881
Phone: 304-436-3985
Email: glacy54@yahoo.com
"WVEA has been my service organization for over 25 years. I have worked to make it a strong-viable organization. It contains friends and colleagues I’ve known and worked with for those same 25 years. There is no greater wealth of information, help and mentoring available – WVEA provides history, experience and fellowship by those around you doing the same job you are.”
Georgiana Lang (2023–2026)
Berkeley County – Paraprofessional, ECAT, Autism Aide
789 Files Cross Rd
Martinsburg, WV 25404
Phone: 304-283-0995
Email: lang25g@hotmail.com
"I am an Education Support Professional member of WVEA, where everyone has an equal opportunity to be heard. Fighting for public education together, from our bus drivers, cooks, custodians, aides, and teachers to administrators gives us the ability to work together for the betterment of public education."
John Quesenberry (2024–2027)
Raleigh County
History Teacher – Woodrow Wilson High School
208 1st Street
Beaver, WV 25813
Phone: 304-222-0271
Email: coachqparkpride@yahoo.com
"WVEA is the voice for educators in our state. The WVEA is the thread that unites all education employees in all counties. WVEA is our voice!"
Doris Tuckwiller-Wood (WVEA Retired)
397 Snooks Lane
Martinsburg, WV 25405
Email: wvea-retired@wvea.org
Phone: 304-263-5040
Michelle Wolfe (2023-2026)
Hardy County
English Teacher – East Hardy High
175 Heritage Ln.
Fisher, WV 26818-4174
Email: mtaylo07@yahoo.com
Phone: 304-257-0402
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Headquarters
West Virginia Education Association 1558 Quarrier Street Charleston, West Virginia 25311 1-800-642-8261 or (304) 346-5315 (304) 346-4325 fax mail@wvea.org
