Teacher representation

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Limited teacher contracts can essentially be non-renewed for any non-discriminatory reason. In other words, as long as a teacher contract is not non-renewed because of their sex, race, disability, religion, et al., the non-renewal is merely subject to certain rules. The rules for non-renewal include specific evaluation changes and deadlines and a written notice requirement by June 1st. Ultimately, failure of a school district to comply with the due process requirements for non-renewal means that a teacher’s limited contract is automatically renewed.

If a teacher receives written notice of non-renewal, it is imperative they retain an attorney immediately, as there is a 10-day requirement from when the notice is received, and a non-renewal can be damaging to future job opportunities. An experienced attorney will consult with the teacher to determine whether or not a demand for a written statement and eventual hearing with the board of education is prudent. Otherwise, an experienced education attorney will explore other options to negotiate potential alternatives to a record of non-renewal.

If a teacher suspects non-renewal may be a possibility in the year their contract expires, the teacher should pay special attention to their interactions with administrators and keep detailed records of the same. This is because it is possible that a non-renewal may constitute evidence of discrimination or retaliation, which could provide the teacher with additional protections.