When an educator is faced with dismissal, they can resign voluntarily and HR will treat it as the teacher’s choice to leave, which looks better on their resume. Otherwise they are separated for “cause” which is almost a death sentence for a teacher’s career. RIF’s (reduction in force) usually mean the teacher is separated because of budget issues and not performance. RIF’ed teachers are first to be rehired if and when funds are restored. At least that’s my understanding.
Because public district work independently from each other, there is no such thing as a "do not hire" list between districts. But because enough people know each other the conversation becomes... "off the record" because technically HR and districts cannot say why a person was let go.
"My understanding (I am still researching this) is that more folks were laid off but they were asked to resign first. More to come on this."
That's the go to move for scummy employers to get out of paying unemployment. Which tracks for D65.
When an educator is faced with dismissal, they can resign voluntarily and HR will treat it as the teacher’s choice to leave, which looks better on their resume. Otherwise they are separated for “cause” which is almost a death sentence for a teacher’s career. RIF’s (reduction in force) usually mean the teacher is separated because of budget issues and not performance. RIF’ed teachers are first to be rehired if and when funds are restored. At least that’s my understanding.
They should negotiate to be put on the “do not hire” list. Then you can be a superintendent somewhere !
Because public district work independently from each other, there is no such thing as a "do not hire" list between districts. But because enough people know each other the conversation becomes... "off the record" because technically HR and districts cannot say why a person was let go.
This is definitely the case in the private sector - I'm not totally sure how unemployment works in the public sector.