I’m seeking an attorney to sue my job but i can’t seem to get past the receptionist or person on the phone. Are there certain keywords to use to actually get passed them to talk to an attorney about what’s going on?
Anyone know a good employment attorney? Need help with California Labor Code Section 1102.5 whistleblower retaliation following protected union complaints about Education Code Section 45103 temporary misclassification and LAUSD health benefit evasion.
As school starts on August 12, Beyond the Bell leadership is handing out sub-4-hour site schedules (averaging ~3 hours/day). Here is what you need to know about your legal rights and why this is happening:
1️⃣ OUR CONTRACT MANDATES A 4-HOUR MINIMUM: Under our newly ratified SEIU Local 99 Unit G agreement, current BTB staff are guaranteed a 4-HOUR DAILY MINIMUM (which triggers health benefit eligibility). Capping daily shifts below 4 hours violates our contract terms!
2️⃣ THE "TEMPORARY" MISCLASSIFICATION TRICK: Management keeps long-serving staff coded as "Temporary/Relief" in SAP without telling us. By keeping us coded as temporary, LAUSD tries to claim we aren't covered by Article 1.1 contract guarantees.
3️⃣ IT BREAKS STATE LAW: Under California AB 2160 and Ed Code § 45103, out-of-school staff CANNOT be kept on temporary status past 195 working days. Continuous service requires conversion to Restricted Classified (W1) status under Personnel Commission Rule 518.
4️⃣ THE BOTTLENECK: LAUSD Personnel confirmed that submitting PC Form 5004 converts your status, BUT BTB central leadership must first generate an internal RPA Form 9073. BTB central is withholding RPA Form 9073 to keep us trapped in temporary status!
🔥 WHAT YOU CAN DO TODAY:
Submit PC Form 5004: Get your site Assistant Principal or Principal to sign PC Form 5004 verifying your service dates and email it directly to perscomm@lausd.net.
Call SEIU Local 99: Call the Member Resource Center at (213) 387-8393 and demand a District-wide class grievance, a Cease & Desist on hour cuts, and mass status conversions!
I started as a out of school program worker for beyond the bell in May of 2024 and was promoted to supervisor in May of 2025 and have been working continuously at the same school and just found out I’m still a temporary employee so I’m not covered by the new SEIU local 99 unit G contract. My hours are being cut from 21 to 6 since I’m being transferred to a new school. Are they keeping us as temporary employees regardless of how long we been employed let alone at the same school? Feels really shady to prevent us from getting healthcare by doing so.