• Almost two-thirds are younger than 27-years old.
• More than one quarter are not fully certified.
• Nearly half - 42 percent - have just finished college and have never taught.
• 34 percent are former teachers who are coming back to the profession.
• The majority are single, in debt and struggling.
• Most have technology skills, and know little about unionism.

• Discipline problems.
• Unending paperwork.
• Unmotivated students.
• Public and student disrespect for teachers and learning.
• Lack of instructional material.
• Late hiring.
• Changes in their teaching assignment.
• Placement in a field outside their certification.
• Lack of familiarity with the types of students they are teaching.
• Low pay.
• Unsafe schools.
• Bureaucratic "red-tape."

• Getting information about the Association.
• Instructional issues.
• Preparation time.
• Unmotivated students.
• Their own evaluations.
• Classroom control, management and discipline.
• Students with special learning challenges.
• Finding resources.
• Involving parents.
• Time management.
• Dealing with physical and emotional stress.

• Administrative support.
• Adequate resources.
• Opportunities for collaboration and cooperative teaching.
• Professional development.
• Peer mentoring.
• Good instructional techniques and management routines.
• Knowledge of what to expect.
• Teacher autonomy.
• Participation in decision making processes.
• Feedback about their performance.
• Emotional support.
• Observing other teachers teach.
• Discussing their teaching with others.
• Handbooks with key information.

• Year 1-3: a probationary employee, which means you serve from year to year
• First day on the job: full rights under state and federal laws 
• Right to participate in union activities and to speak and act with your colleagues on union issues without being discriminated against
• Evaluation procedure is part of your contract: you have the right to be evaluated according to the specifics of that procedure.

• You can be let go without a reason

• Once employed for more than 90 days, you do have to be given written notice of the district's intent to dismiss you before the end of the school year, with an explanation of the reasons for dismissal in sufficient detail to permit you to respond.
• You must also be provided with all documents relating to the stated reasons.
• You must be given a reasonable opportunity -- within 10 school days -- to review the decision with the principal or superintendent, as the case may be.
• You are also entitled to representation when you sit down to discuss the dismissal. (See your local association president for further guidance on this matter.)

• Replaced with a statute saying that teachers who have completed three years of service in a district have "professional teacher status" (PTS) and are entitled to the dismissal rights spelled out in the Education Reform Act.
• A superintendent, or a principal who has the approval of the superintendent, may dismiss a teacher with fewer than three years' service at the end of the school year, and that teacher has no right to appeal.

• Teachers can only be dismissed for "inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination, or failure on the part of the teacher to satisfy teacher performance standards" developed pursuant to the law, "or other just cause."
• The teacher must be given written notice of the intent to dismiss, as well as an explanation of the reasons for the dismissal, with supporting documentation.
• The teacher may request a meeting with the principal and/or superintendent within 10 school days after notice of intent to dismiss. At that meeting, the teacher may be represented and may present information.
• If, after that meeting, the intent to dismiss becomes a decision to dismiss, the teacher may request arbitration of the decision. The burden of proof in the arbitration proceeding is on the school district. The arbitrator can award reinstatement, lost pay, benefits and other relief.