A study of the effect of a principal's termination on the school was derived from the results of the research of Causal Factors of Termination among Jewish day school principals in the United States during the period 1980-85. The instruments used in the survey were two self-designed questionnaires, one for school principals and the other for board…

The National Coalition for Universities in the Public Interest, an activist group that contends professors are being fired for their criticism of the "academic-industrial complex," has begun to raise money for court litigation. Action in five cases is described. (MLW)

As enrollment management assumes added importance and admissions officers confront increased pressure from diverse constituencies, the challenge will be to strike a balance that safeguards the professional integrity and economic security of the admissions officer and that protects the institution from incompetence. Four suggestions are offered.…

Recounts events that led to the firing of Mary L. Jones, Director of Los Angeles Public Library (1905) and caught in public crossfire such figures as the mayor, city council, library board of directors, Charles Lummis (Jones's replacement), Susan B. Anthony, Anna Shaw, Herbert Putnam, and Melvil Dewey. (29 references) (EJS)

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 employment contract is the key item in superintendent firing, and thus, it should include provisions for termination. Terminations can misfire if the board does not carry out contractual obligations. Eight points of advice are included for boards that are contemplating firing a superintendent. (MD)

In trying to formulate rules governing financial exigency, professors and administrators alike should adhere to the basic ideas of the AAUP guidelines, thus affirming the values of the tenure system yet retaining the flexibility to respond intelligently to deteriorating financial circumstances. (MSE)

The members of an ad hoc investigating committee visited Yeshiva University to interview three faculty members whose appointments were terminated, two former deans, the faculty members' departmental chairmen, and other faculty colleagues. The issues involved in the termination of the three appointments are discussed. (MLW)

Reports the findings of nearly two years of close observation of a superintendent who managed to survive board and community conflict. Draws generalizations about how superintendents can survive. (Author/JM)

Discusses the Supreme Court's interpretation of the time limit provision governing the filing of complaints with the Equal Employment Opportunity Commission. (WD)

The American Association of University Administrators (AAUA), an organization for administrators that offers a mediation service for resolving disputes concerning professional standards, is described. Causes of disputes, mediation procedures, users of AAUA's mediation service, selection of mediators, costs, reactions to the process, and mediation…

School attorney suggests strategies related to personnel selection and dismissal that superintendents can employ to reduce the risk of special-education litigation. (PKP)

Summarizes issues relating to removal of school board members in the areas of grounds, methods, and parties seeking removal. The fewer than 20 successful removal actions since World War II indicate that the vulnerability of board members to litigation does not necessarily mean they are equally vulnerable to removal actions. (MLF)

Examines how chairpersons of physical education departments in North American universities identify and manage their marginal faculty members, in the context of an exploratory model suggested by O'Reilly and Wietz (1980). Up to 15% of faculty members are perceived as being nonproductive or marginal, but very few are ever dismissed. Proposes some…

The school business official's role in the performance of noncertificated employees in a school district requires effective review, evaluation, and prompt disciplinary action when warranted. Proper documentation of all employment practices and of the disciplinary response to a specific employee are necessary to avoid unfavorable court litigation.…