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My daughter is interviewing for a district in NJ that does not have a current contract. Will they start her at the 2011/2012 rate for first year teachers? We are assuming so, but thought maybe there are exceptions if they need to fill positions. Thank you for any help you can give her in deciding.
Hello -
I'm a school therapist who was nonrenewed after my first year of unemployment. While told by my supervisor off the record it's because I'm "not a good fit", it is clear to me that this "poor fit" refers to two key things: (1) standing my ground in requiring removal of erroneous Medicaid logs booked under my name (for which the dis...See MoreHello -
I'm a school therapist who was nonrenewed after my first year of unemployment. While told by my supervisor off the record it's because I'm "not a good fit", it is clear to me that this "poor fit" refers to two key things: (1) standing my ground in requiring removal of erroneous Medicaid logs booked under my name (for which the district receives cash reimbursement), and (2) attempting to recommend appropriate evidence-based services for special education students which had the potential to cost the district money.
My first two evaluations (performed by administrators other than my supervisor) were essentially perfect (highest possible scores; list of strengths & no weaknesses). (One of these, incidentally, was performed outside contractually- mandated timeframe.) Then I waited and waited for my third and final observation, which was to be performed by my supervisor. On the last possible legal day (April 30), my supervisor showed up and observed me in a team meeting. Several days later, in my post-observation meeting, my supervisor stated I would not be rehired as I was "not a good fit" for the team. I asked my supervisor to indicate any point at which I had been directly advised of a need to improve any aspect of my performance, and my supervisor said, "I probably could have communicated more." I asked my supervisor to indicate ANY time such communication had been provided to me, and my supervisor was unable to do so.
As of May 15, the state-mandated notification date for nonrenewal, I had received no official notice of nonrenewal. I was not inclined to take any related action, as it was made clear to me that I was not wanted and would not be renewed. However, it was brought to my attention via union feedback that this is actually an area of convoluted, and for me, unknown, loophole-like policy.
A nonrenewed employee who does NOT receive appropriate written notice is, under state law, to regard this as an implicit OFFER OF EMPLOYMENT, which, if desired, must be accepted BY JUNE 1. It was suggested to me that the failure to notify me in writing as required automatically made me "eligible" to be renewed if I demanded it, and that if I did not do so, that might be used by my district as grounds to deny any unemployment claim since they might be able to say I had "refused" suitable employment.
When my union president contacted our superintendent to ask why I had not been properly notified of my nonrenewal, the superintendent immediately then provided such notice (two weeks past state-mandated deadline), and my job was immediately posted. The link between simultaneous providing notice and job posting appears to bolster the suggestion that the district was in fact attempting something not straightforward. (If I was officially nonrenewed by May 15, why was the job not posted? Why, when the superintendent was finally required to provide my notice, was my job immediately then posted? My position is one which is not as easy as most to fill, making it prudent and logical that a district would post such position at the earliest opportunity.)
As I understand state law, I now have 15 days from the date of notice (received 5/28/14) to respond. My union states I could force the district to rehire me due to their failure to provide appropriate notice. However, state law would also allow them to then immediately terminate me, and to use the 60-day notice option, potentially barring me from collecting unemployment over the summer. Furthermore, I fully realize that a supervisor who is determined not to have me in my job has many ways of "finding" me deficient in performance, potentially leading to bad evals and termination for cause, a situation I am not willing to trigger.
My dilemma is this. I'm so troubled by what I find to be the devious behavior of a supervisor who is letting me go because I upheld the ethics of my profession, and then compounded the situation by not following proper notice procedure (and possibly deliberately so to prevent an unemployment claim), that I am loathe to just let the entire situation slide away into darkness.
I realize it would not be possible to work safely in my position, so have no wish to call out the improper notice procedure (trick?). However, I want to be sure I will be able to make a successful unemployment claim since I undertook this job with every intent of working here to the best of my ability for the rest of my career.
I'd greatly appreciate any feedback anyone may wish to offer -- on the overall situation, on my ability to file for unemployment, on devious subterfuge to remove district employees who might bring inappropriate district behavior to light, etc.
Thank you in advance for your time and thoughts!
~ Marci
Hello -
I'm a school therapist who was nonrenewed after my first year of unemployment. While told by my supervisor off the record it's because I'm "not a good fit", it is clear to me that this "poor fit" refers to two key things: (1) standing my ground in requiring removal of erroneous Medicaid logs booked under my name (for which the dis...See MoreHello -
I'm a school therapist who was nonrenewed after my first year of unemployment. While told by my supervisor off the record it's because I'm "not a good fit", it is clear to me that this "poor fit" refers to two key things: (1) standing my ground in requiring removal of erroneous Medicaid logs booked under my name (for which the district receives cash reimbursement), and (2) attempting to recommend appropriate evidence-based services for special education students which had the potential to cost the district money.
My first two evaluations (performed by administrators other than my supervisor) were essentially perfect (highest possible scores; list of strengths & no weaknesses). (One of these, incidentally, was performed outside contractually- mandated timeframe.) Then I waited and waited for my third and final observation, which was to be performed by my supervisor. On the last possible legal day (April 30), my supervisor showed up and observed me in a team meeting. Several days later, in my post-observation meeting, my supervisor stated I would not be rehired as I was "not a good fit" for the team. I asked my supervisor to indicate any point at which I had been directly advised of a need to improve any aspect of my performance, and my supervisor said, "I probably could have communicated more." I asked my supervisor to indicate ANY time such communication had been provided to me, and my supervisor was unable to do so.
As of May 15, the state-mandated notification date for nonrenewal, I had received no official notice of nonrenewal. I was not inclined to take any related action, as it was made clear to me that I was not wanted and would not be renewed. However, it was brought to my attention via union feedback that this is actually an area of convoluted, and for me, unknown, loophole-like policy.
A nonrenewed employee who does NOT receive appropriate written notice is, under state law, to regard this as an implicit OFFER OF EMPLOYMENT, which, if desired, must be accepted BY JUNE 1. It was suggested to me that the failure to notify me in writing as required automatically made me "eligible" to be renewed if I demanded it, and that if I did not do so, that might be used by my district as grounds to deny any unemployment claim since they might be able to say I had "refused" suitable employment.
When my union president contacted our superintendent to ask why I had not been properly notified of my nonrenewal, the superintendent immediately then provided such notice (two weeks past state-mandated deadline), and my job was immediately posted. The link between simultaneous providing notice and job posting appears to bolster the suggestion that the district was in fact attempting something not straightforward. (If I was officially nonrenewed by May 15, why was the job not posted? Why, when the superintendent was finally required to provide my notice, was my job immediately then posted? My position is one which is not as easy as most to fill, making it prudent and logical that a district would post such position at the earliest opportunity.)
As I understand state law, I now have 15 days from the date of notice (received 5/28/14) to respond. My union states I could force the district to rehire me due to their failure to provide appropriate notice. However, state law would also allow them to then immediately terminate me, and to use the 60-day notice option, potentially barring me from collecting unemployment over the summer. Furthermore, I fully realize that a supervisor who is determined not to have me in my job has many ways of "finding" me deficient in performance, potentially leading to bad evals and termination for cause, a situation I am not willing to trigger.
My dilemma is this. I'm so troubled by what I find to be the devious behavior of a supervisor who is letting me go because I upheld the ethics of my profession, and then compounded the situation by not following proper notice procedure (and possibly deliberately so to prevent an unemployment claim), that I am loathe to just let the entire situation slide away into darkness.
I realize it would not be possible to work safely in my position, so have no wish to call out the improper notice procedure (trick?). However, I want to be sure I will be able to make a successful unemployment claim since I undertook this job with every intent of working here to the best of my ability for the rest of my career.
I'd greatly appreciate any feedback anyone may wish to offer -- on the overall situation, on my ability to file for unemployment, on devious subterfuge to remove district employees who might bring inappropriate district behavior to light, etc.
Thank you in advance for your time and thoughts!
~ Marci
by Pepsi Refresh Grant $25,000
Jun 7, 2010
lease vote everyday in June for Stafford's School Idea in the Pepsi Refresh Contest!
[link removed]
by Diane Sachtleben
Jun 12, 2010
lease I would appreciate any teachers with the experience of 3, 5, 10 & 15 years of experience to participate in answersing these questions. I only need 4 more teachers, one with 3 yrs exp, 5 yrs, 10 yrs, and 15 yrs. Thank you in advance.
1. As student achievement and a greater understanding of curriculum have become more relevant, wh...See Morelease I would appreciate any teachers with the experience of 3, 5, 10 & 15 years of experience to participate in answersing these questions. I only need 4 more teachers, one with 3 yrs exp, 5 yrs, 10 yrs, and 15 yrs. Thank you in advance.
1. As student achievement and a greater understanding of curriculum have become more relevant, what are some ways you have found to apply curriculum to previous knowledge? 2. Technology seems to be the way in which education is steering itself. Some believe that technology can lead the way and eventually produce better schools, while others believe that there may be long-term consequences that are not being considered in the rush to use technology. What are your thoughts on this issue? 3. NCLB states that the equitable distribution clause requires states to take steps to “ensure that poor and minority children are not taught at higher rates as other children by inexperienced, unqualified, or out-of-field teachers.” What are you beliefs on this subject and why? 4. How do you view the NCLB act? What is your opinion on the matter? 5. In your years of experience do you feel that your teaching philosophy has helped or harmed your classroom? Have you had to change it? 6. How do you talk to a parent who may not agree with you as a teacher? 7. What steps do you take in the classroom to implement NCLB while obtaining Higher Order Thinking levels for those students? 8. How does your overall school mission coincide with your classroom philosophy that addresses a safe learning environment? 9. How do the styles/ methods you use today differ from those that you used when you first begin teaching, what brought about the change? 10. In your opinion what should the desired outcome (socially, economically, and politically) of the teacher be when teaching students?
by A. Reuben
Jun 14, 2010
Is it better to resign in lieu of nonrenewal in your tenure year? How do future employers view resignation in your tenure year? Given the hostile climate for teachers in 2010, should I just have my school nonrenew me?
by Newark Teacher
Jun 17, 2010
Hello All! I am in need of a Summer Teaching Position. I applied through my district, but I and several other teachers have gotten no response so close to the Eleventh Hour. I know any teaching employment is tight right now, but I'm open to any suggestions. Thanks
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