“Pregnancy leave is a fundamental right.”

—Natomas Teachers Association President Mara Harvey

More than 600 educators and allies gathered at a CTA virtual Town Hall on Nov. 21 to discuss what’s next in the push for pregnancy leave for public school educators.

The upshot: Keep organizing! Be ready to support the CTA-sponsored Pregnancy Leave for Educators Act, AB 65, introduced by Asm. Cecilia Aguiar-Curry (D-Winters) in December. AB 65 would provide all public school employees with up to 14 weeks of fully paid leave for pregnancy and pregnancy-related health conditions.

“The impact of passing this crucial legislation will be immeasurable,” said CTA Secretary-Treasurer and new mother Erika Jones. “In addition to supporting mothers and their families in one of the largest, predominantly-female led workforces, AB 65 will benefit all of California’s children by helping the state’s public schools recruit and retain teachers.”

Jones facilitated the town hall, telling participants, “[AB 65] is a legislative priority for CTA.” She made reference to the effort to pass a similar bill in the last legislative session. “We’re going to continue the momentum, continue to build and look forward
to winning this.”

Town hall speakers included Aguiar-Curry as well as several CTA members who talked about their experience with the lack of pregnancy leave and its impact on their lives. Aguiar-Curry spoke of the need to “educate” new legislators in particular about the importance of pregnancy leave; she stressed that people need to understand that the lack of it means educators end up leaving the profession and “we can’t replace them.”

The discussion focused on several key points:

• Lack of pregnancy leave in California disproportionately discriminates against women, who make up 73% of the teacher workforce. Because women must deplete their sick time with each pregnancy, they have substantially fewer sick days at retirement, meaning that they need to work longer or earn less in retirement. On average, women receive almost $100,000 less in retirement than their male colleagues. Susan Abt, a member of Redlands Teachers Assn. who has taught since 1990, expected to retire at age 60 and went to CalSTRS to plan for it at 55. She was shocked to find out she was penalized for taking time off to have three children. “My husband [also an educator] has more years of service than me, even though he has taught fewer years,” she said. “I have to work two more years than I’d planned to.”
• The vast majority of teachers are not entitled to paid family medical leave (per the Family and Medical Leave Act) and must exhaust their sick leave to be able to access differential pay (their salary minus the cost of their substitute teacher). This leaves them with the decision to either schedule pregnancies around the school calendar or try to get by with substantially less pay. San Mateo Elementary Teachers Assn. member Tara Dixon was among the many educators who was not aware that teachers have no pregnancy leave. “I heard, ‘Can’t you just plan it over the summer or over a school break?’” said Dixon, a single mother who underwent multiple IVF attempts and could not “time” her pregnancy.
• The current practice forces pregnant educators to deplete their sick leave and then go on unpaid leave and possibly return to work before they are physically and emotionally ready. With no sick leave available new mothers must take unpaid days off when newborns get sick or have medical appointments — or for illnesses or emergencies for themselves and their families.

Pregnancy leave for all educators

Mara Harvey, Natomas Teachers Assn. President, brought up how many people have suggested that pregnancy leave be bargained. She said NTA did bargain for it at one point. But she is adamant that pregnancy leave is a basic right that we should be able to build on in negotiations, and not have to bargain for a basic standard.

“Having to argue for something that is a basic right is a terrible and painful experience. When your district puts up pregnancy leave with what our students need in our classrooms and makes you choose it is really upsetting. Pregnancy leave is a fundamental right,” she said.

Jones agreed and said we should all be prepared to fight for AB 65. “It doesn’t have to be this way. States across the nation from Tennessee to Oklahoma provide pregnancy leave for educators. It’s time for California to do the same.”

Spread the word: Let’s pass AB 65:

It’s imperative to build support for the CTA-sponsored Pregnancy Leave for Educators Act, AB 65, so legislators, educators and communities across the state understand the stakes and are ready to act. Get involved:

• Write to your legislators — especially important for new legislators. Let them know pregnancy leave is a priority for you. Find legislators’ contact information here.
• Meet with legislators, either at their district offices or in Sacramento. You can also meet with legislators’ staff or leave a letter at the office. CTA plans to hold several Lobby Days that you can join; stay tuned.
• Tell your story here! How has the lack of pregnancy leave affected you personally and professionally? Legislators and the public need to hear from you.
• Ask your local to sign on in support of AB 65. Do the same with your school board. Talk to colleagues, friends and community members.