A Teacher’s Termination

Teachers are afforded the right to not simply be dismissed on the basis of a desire by some entity. Such a discharge must be founded on actual fact. The arbitrary termination of our nation’s teachers is protected by federal and state regulations. Such protection is compounded by the support of professional teacher organizations that provide assistance to its members in order that their livelihood is not compromised.

Educators of any discipline are granted the charge of providing instruction to those seeking to matriculate through a planned program. This responsibility is given to teachers through the successful completion of certification and licensure applications. However, for varying reasons, this obligatory directive can develop into less of a responsibility and or subsequently a burden for some teachers. As such, a sense of despondency may set in and reflect a specific scenario.

As with any industry, teacher employment requires a certain degree of dedication in order to become successful. As such, one must assume an amicable amount of decorum throughout his tenure in order to remain employed. However, if this pact is infringed upon by way of indiscretions or the like, a teacher may find himself in a predicament that warrants discipline. More importantly, if the teacher fails to adhere to any disciplinary actions to correct the indecorum, the likelihood of termination may result.

The inability on the part of a superintendent to remove a teacher considered being incapable of performing the duties of his profession with any definitive level of zeal and or accomplishment can be linked to several procedural restraints or adherences to state and federal laws and regulations, influences or applications. Such affiliations also include case law, professional organizations and the school board policy.

Teacher termination can lead to litigation and a subsequent ruling by a judge to determine reinstatement of some sort. An administrator, John Doe, for example, was brought up on charges that he allegedly stole some money from his students. He pled guilty to these charges and received a deferred sentence and community service as a result. However, it was apparent that the school superintendent was not satisfied with this ruling. Consequently, the school board decided to accept the superintendent’s recommendation and terminate the tenured teacher’s position. Mr. John Doe retained his position as a tenured teacher but forfeited his position as an administrator.

Organizations that support teachers who may find themselves in predicaments that initially subject them to the possibility of a discharge from their teaching positions include the American Federation of Teachers and the National Education Association. They provide recommendations as to what its members should do regarding suggested plans of recourse to alleviate the tension surrounding the potentiality of a dismissal or discharge. Further, the teaching profession, as with other industries, has safeguards that protect its members from unlawful termination. This profession has, again, federal and state regulations that monitor and or govern the dismissal of an educator of any institution. Further assistance is granted by other organizations that seek to ensure that the sustenance of our nation’s educators is intact in an effort to circumvent the notion of teacher terminations.

More Terminator Articles

Filed under : Terminator