The sexual misconduct of school employees has become a more common issue in the United States, and there has been very little empirical research conducted to provide context or understanding of the prevalence of this problem. Therefore, the purpose of this study was to investigate the reasons for license revocation and surrender in North Carolina…

School business administrators and other education leaders do not have the luxury of simply uttering words like "You're fired!" to employees whom they believe should no longer work for the district--especially in states with tenure and collective-bargaining agreements. Rather, administrators must follow appropriate personnel procedures…

This activity is designed to be utilized in a School Law class, but is also appropriate for a class in Human Resources. Holding students and staff accountable for their actions is essential to a well run school. School principals are prepared to deal with student accountability and student discipline issues, but rarely are principals ready to deal…

Under No Child Left Behind, the federal government requires school districts to use 1 percent of Title I money to fund programs that involve parents in the schools and provides another $39 million annually for 62 Parental Information and Resource Centers (PIRCs) that provide training and information for both parents and district personnel to…

State and local educators encountered both opportunities and obstacles in their first year of implementing the School Improvement Grants (SIGs) funded by the American Recovery and Reinvestment Act (ARRA). In 2009, the ARRA, better known as the economic stimulus package, provided $3 billion for SIGs to help reform persistently low-achieving…

Two schools in Idaho received ARRA SIG (American Recovery and Reinvestment Act School Improvement Grants) funds to enable them to implement improvement efforts. This paper describes the outcomes of these two ARRA SIG recipient schools: (1) Jefferson Middle School; and (2) Lakeside Elementary School. The experiences of this non-recipient school is…

Making reference to concepts grounded in the Fourteenth Amendment of the United States Constitution, this document lists substantive and procedural due process requirements regarding employee termination that administrators must take pains to implement. Justifiable reasons for termination are identified. School administrators have the burden of…

Lists the essential criteria for justifiable dismissals of employees, the sources of evidence to support dismissals and the minimum standards for such evidence, the points by which to judge employees, and the questions certain to be asked by an arbitrator or judge. (JW)

Two schools in Maryland received ARRA SIG (American Recovery and Reinvestment Act School Improvement Grants) funds to enable them to implement their turnaround efforts. This paper describes the outcomes of these two ARRA SIG recipient schools: (1) G. James Gholson Middle School; and (2) Commodore John Rodgers Elementary School. The experiences of…

The corrective disciplinary process in a unionized institution must take into account the possibility that an employee has the right to challenge corrective discipline. For this reason, corrective discipline must be administered to withstand challenge. Four steps involved in corrective discipline are identified: verbal warning, written warning,…

The responsibility of a school board in reaching decisions in immorality cases points to the obvious need to understand the scope of recent jurisprudence regarding this issue. This article focuses on the lesser-known areas of immorality and cites recent litigation that further illuminates the total concept. (Author)

The Supreme Court has resolved an issue involving public employees' due process rights. Before dismissing an employee, school administrators must (1) give the employee a clear list of the grounds for the decision, (2) explain the basis for each charge, and (3) give the employee a chance to respond. (MLF)

Generally, support employees can be discharged only for statutorily created reasons, including incompetence, insubordination, immorality, and "good cause." School officials must know employees' rights under due-process and collective-bargaining rules and use objective evaluation criteria to avoid litigation and remedies for wrongful…

This document is one in a series that addresses issues of employment and dismissal matters in the North Carolina Department of Public Instruction. This issue focuses on employment at will, which exists at the will of each party. At-will employees are employed for an indefinite term; either side may end the employment without the others' consent.…

Analyzes judicial response to employees who had been dismissed for sexual misconduct and objected to their school districts' dismissal processes. Issues tend to fall into three categories: elements of proof; relationship to the judicial evidentiary process; and standard for judicial review. Advises administrators to prepare, publish, and enforce…