FWEA: Your Professional Association

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How to Respond to a FWCS Snapshot/Focus Feedback/Evaluation

Go to the FWCS Website 
1. Go to Employees in the upper right hand corner
2. Scroll down to FWCS INTRANET
3. Login to the FWCS Employee Intranet 
4. Click on Departments 
5. Click on the (Dark Blue) strip labeled Human Resources 
6. Scroll down to Teacher Evaluations 
7. Select Teacher Response Form 
8. Read how to respond to teacher evaluations 
9. Be specific in your response with the Domain(s)/Indicator(s) you are addressing 
10. *Be sure to mark READ/Receipt to know when it has been opened 
11. Send one copy to HR.Observation.Response@fwcs.k12.in.us and one to your administrator. You may also send a copy to FWEA at sandrafwea@gmail.com
12. Print and keep paper copies in a folder of all evaluation items, including Snapshots and Focus Feedbacks, in case you need them. 

Be sure to keep your responses current, professional and as short as possible. Try to stick to the facts and avoid the emotion before posting it.

Weingarten Rights

Weingarten rights guarantee an employee the right to Union representation during an investigatory interview. These rights, established by the Supreme Court, in 1975 in the case of J'. Weingarten Inc,, must be claimed by the employee. The supervisor has no obligation to inform an employee that s/he is entitled to Union representation.

For additional information regarding the Weingarten Rights, please visit the University of Massachusetts Weingarten Rights Webpage

Garrity Rule

The Seventh Circuit Court of Appeals refers to the Garrity Rule as an “anti-mouse trapping rule.”   In other words, the employee cannot be fired for insubordination for refusing to answer the employer’s question, unless the employer has first warned him that the information he provides cannot be used in a criminal prosecution.

For additional information regarding the Garrity Rule, please visit the Indiana State Teachers Association Garrity Rule PDF

NEA Educators Employment Liability (EEL) Program

Legal Actions Against Education Support Professionals (ESP)–Who Pays?

The National Education Association (NEA) believes it is the responsibility of your employer to provide you with insurance to protect you from personal financial liability stemming from employment-related lawsuits.

NEA supports state "hold harmless" legislation which requires that the employer pay for your defense or related damages in case you are sued. However, since this not always available -- and because the liability potential can be so serious for individuals employed by schools and other educational units -- NEA provides all eligible association members with professional liability insurance through the NEA Educators Employment Liability (EEL) Program.

Eligible association members include the following membership categories: Active, Life Active, Substitute, Student, and Retired.


The EEL program is a professional liability insurance program which NEA provides as a benefit of membership. The program is totally dues-funded; members pay no separate fee. It is designed to protect association members -- whether classroom teachers or support professionals -- from personal financial liability for most incidents arising out of their educational employment activities or duties.

The EEL Program provides insurance coverage for a variety of situations which result in injury to someone other than members. For example:

  • student injuries
  • charges of educational malpractice
  • corporal punishment

The EEL Program is administered through your NEA state affiliate association. Liability and insurance laws vary in each state. If you want more information on the specific provisions of EEL coverage in your state, contact your local UniServ representative or state affiliate association.


Your coverage is worldwide, includes coverage on and off school grounds, and is in force 24 hours a day, as long as you are performing your educational employment activities.

Also, you should know that NEA's policy is an "occurrence policy." This means that your coverage is linked to when the "occurrence" took place. For example, if you are sued for a 2001 incident, coverage would be available to you if you were a member at the time of the "occurrence," even if such claim or proceeding arises against you in the current year or in the future.

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