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德州专业教育者协会
德州专业教育者协会
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教育工作者辞职和合同解除请求

你的权利,如果你选择辞职的话

辞职是指员工自愿决定辞去某份工作或某项职责. 这与解雇相反,解雇是雇主的决定. 正如下面所讨论的,并非所有的辞职都是完全自愿的. A person can feel compelled or forced to submit a resignation; 然而, 当一个员工选择辞职, 即使他们真的觉得自己没有任何选择, 这是一种辞呈. 也, 并不是所有的员工都有同样的辞职权利, 而且辞职的时机可能非常重要——特别是对于有资格证书的教师和其他与某个学区有合同的教育者来说.

  • 提交日期与生效日期: 有两个不同的日期很重要,但在提交辞呈或请求释放时,它们的意义却截然不同. 第一个是实际提交辞职或请求的日期- i.e.,即教育者提交辞职信或申请释放的日期. 第二个是信中说的辞职生效的日期——这可能是遥远的未来. 例如, 教师可以在开学第一天提交辞呈, 声明他们将在学校的最后一天辞职. 在这种情况下, 选区可以接受他的辞呈, 它可以是不可撤销的(换句话说, 学区可以拒绝让教师“改变主意并留下来”). But the teacher’s right to their job and the benefits that go along with it remain the same for the rest of the school year because the resignation is not “effective” until the end of the year.
  • 辞职还是解除合同: 合同有两种工作方式. 它创造了一个法律上可强制执行的承诺,部分地区雇用合同期限的教师, 除非学区证明有正当理由终止教师合同和聘任, 或者老师辞职. It also creates a legally enforceable promise on the teacher’s part to work for the district until the end of the school year unless the teacher can prove that they have good cause to end their employment or the district agrees to release them from the contract. 合同限制了双方单方面终止雇佣关系的能力.
认证的教育工作者

A certified educator’s contract guarantees the district will employ the educator until the district goes through a specific process required by the Texas Education Code to end the employment (termination or nonrenewal). 它还保证教育工作者将为该地区工作,除非他们通过法律要求的程序来结束他们的就业. 这些辞职要求取决于辞职的时间和原因. 最常见的情况是:

  • 在学年内有效的辞职: 因为这份合同是一个法律上可以强制执行的承诺,由教育者为整个学年工作, an educator cannot resign during the school year without the district’s agreement to accept the resignation and release the educator from their remaining contract obligation. Resigning without this acceptance and release can lead to a complaint that the educator “abandoned” their contract and could lead to the certification sanctions described below.

如果地区同意解除教育者的合同,教育者就可以自由离开. 教育工作者应该确保告诉他们可以辞职的人有权力这么做. 大多数学区已授权校长接受辞呈, 许多人已经授权给人力资源主管. 然而,很少有,如果有的话,授权地区负责人接受辞呈. 这意味着,指望校长说你可以辞职是不安全的.

尽管学区不能通过拒绝解除教育工作者的合同来强迫他们继续工作, the district can file a complaint with the Texas Education Agency (TEA) stating that an educator has abandoned their contract without good cause and request that the State Board for Educator Certification (SBEC) sanction the educator’s certificate. Whether an educator is actually sanctioned will depend on the reason the educator left and what actions the educator took to minimize disruption to the district and students.

  • 在学年结束时有效的辞职: 教育者在学年结束时可以随时辞职. 不管理由是什么,也不能拒绝辞职。. 事实上, 下面将详细描述, educators should be very careful not to submit a resignation effective the end of the school year until they are sure they want to resign because once submitted, 它通常是不可能“收回”或撤销的.
  • 在下一学年开始前生效的辞职: Educators often get job offers after accepting a contract for the upcoming school year and may wonder whether they can accept a new offer because they have already signed a contract. The Texas Education Code provides that an educator can freely resign their employment without penalty as long as they submit their resignation at least 45 calendar days before the first instructional day at the district. 在那个日期之后,如果教育者没有被他们的地区释放就离开,他们可能会受到惩罚. A resignation submitted after the 45-calendar-day deadline but at least 30 calendar days before the first instructional day may subject an educator to an inscribed reprimand on their certificate. 在第一个教学日的30个日历日内提交的辞职可能导致SBEC暂停该教师的证书一年. The code states that the resignation should be addressed to the board of trustees or the board’s designee (often the superintendent) and should be mailed via certified mail, 收条交回, 所以教育者有证据证明辞职是在什么时候提交和接受的. 
非持证员工和特许学校员工

《365游戏平台》(Texas Education Code)提供了许多具体的法律规则,规范辞职的“方式和时间”, 但这些规定只适用于认证教育者和正规独立学区之间的合同. 因为教育法规对其他合同基本保持沉默, 一般由学区或特许学校确定合同雇员何时及如何可以辞职. So, 学区如何以及何时聘用非认证合同工, 比如业务经理或运输主管, 或者特许学校的合同工, 包括认证的教师, 辞职能否在很大程度上取决于当地政策. 一般, 在合约期限内有效之辞职,须经地区同意及放行.    

权的员工

It often seems that at-will staff (those employed without contracts or whose contracts allow either party to terminate their employment at any time and for any reason) are always “on the short end of the stick” with fewer rights and protections than contract staff. 但在这个领域,没有合同实际上是一种优势. 随意雇员可以在任何时间以任何理由辞职. 虽然提前两周通知通常被认为是专业的,而且可能是一个好主意,作为未来的参考, 这不是必需的. 类似的, 尽管从专业角度来说,书面辞职通知是合适的, 随意雇员可以在不跟任何人说一句话的情况下,合法地停止上班. 当然, 这一事实说明了为什么它对员工很重要, 特别是权的员工, 让他们的雇主了解旷工情况. 否则,选区可能会认为你辞职了,然后找人接替你. 

Teachers and other educators employed under a contract must usually request a release from their contractual obligations if they wish to resign during the school year. (注意一些合同, 特别是在特许学校和非认证的行政人员, 可能是允许员工在任何时候辞职的随意合同.如果有必要请求释放, the educator who wishes to resign should submit a request for release instead of a simple resignation to avoid the possible sanctions described in the next section.

学区没有法律义务批准释放, though the reason for the request is invariably considered and the district is practically if not technically required to grant a release if the educator clearly has good cause to leave, 例如,严重的医疗状况使教育者无法继续工作. 即使没有批准释放, the educator can still leave—the district cannot compel the educator to continue showing up every morning—but the district can pursue sanctions for “contract abandonment” as described in the next section.

经常, 主管有权批准释放, 虽然很少, 如果有, 一个校长有这样的权力吗, 因此,校长的意见只会在校长和董事会希望的范围内起作用.

一般, 一名教育工作者将被告知,当地区找到合适的替代者时,他们将被释放. 不幸的是, 学区没有义务主动寻找替代人选,可以“挑剔”是否有合适的替代人选.

如果一个教育工作者在不能轻易辞职的时候没有得到释放就离职, 学区不能强迫教育工作者继续为学区工作, but the district board can vote that the educator left without good cause and submit a complaint requesting that SBEC sanction the educator for “abandoning” their contract.

董事会必须在该教育者辞职后30天内批准投诉,以寻求制裁. 如果及时提出投诉, TEA的工作人员将进行调查,以独立确定这位教师是否有正当理由离开. 如果TEA工作人员认定存在正当理由,他们可以简单地驳回投诉. If, 然而, 他们认定正义事业并不存在, 他们可以通过适用于SBEC纪律正当程序的正常听证程序来寻求制裁.

在过去的几年里, 通过以前的情况下, 已经发展出一套法律来界定什么是正当理由,什么是不正当理由. SBEC已经将这些非正式的考虑纳入了正式的指导方针中. SBEC的规则现在规定,有几个特定的情况被认为是放弃合同的良好理由:

  • (三)受教育者及其近亲属有严重疾病或健康状况的.
  • 搬迁到一个新的城市,因为在雇主的变化,教育工作者的配偶或伙伴居住与教育工作者.
  • 教育工作者的家庭需求发生重大变化,这要求教育工作者搬迁或投入比当前工作允许的更多的时间.

The rules now also include mitigating factors that may be considered in determining whether an educator should be sanctioned for abandonment or whether the sanction should be reduced. 这些因素包括是否:

  • The educator gave written notice to the district 30 days or more in advance of the first day of instruction for which the educator will not be present.
  • 那位教育家帮助学区找到一位替代教育者来填补这个职位.
  • 这位教育工作者继续工作,直到学区聘请了一位新的教育工作者.
  • 教育者协助培训替代教育者.
  • 这位教育家在与校区的沟通和谈判中表现出了诚意.
  • 这位教育家在他辞职后为班级提供了教学计划.

The rules finally codified what had been common practice by providing that an educator who abandons their contract without good cause and without mitigating the harm as described will normally have their certification suspended for a year, 从放弃之日或SBEC裁决之日起计算, 视情况而定.

一直都是这样, SBEC不认为升职或提供一个更好的职位是放弃合同的好理由. Although an individual school district might—by local policy or practice—allow an educator to resign without filing an SBEC complaint if the district does, SBEC对这种情况并不同情. SBEC也不考虑就业方面的重大变化, 比如不必要的调职或降职, 放弃合同的好理由.

如果学区同意,有合同的认证教育工作者总是可以撤销或“收回”辞职. 如果地区不同意,教育工作者仍然可以这样做. 最重要的问题是:

  1. 辞职什么时候生效?
  2. 那位教育工作者被告知该区已接受辞呈了吗?

A resignation effective for any date prior to the end of the current school year may usually be rescinded if it is rescinded before the educator has been notified that the resignation has been accepted.  被认为是最终的和不可撤销的, 教育者在年中辞职必须“接受”,接受也必须传达给教育者.  大多数学区董事会的政策都把接受辞职的权力下放给了校长, 但很少, 如果有任何, 将该权力委托给负责人. 如果一个教育工作者在收到接受通知之前通知督学他们要撤销他们的辞呈, 撤销可能会成功.

在学年结束时,由有资格的教育工作者根据合同提交的辞呈将被自动接受, 所以教育者没有这种能力来撤销辞职. 学区必须同意不理会他的辞职,或者重新雇用这位教育工作者.

任意性雇员(没有固定聘用期限的合约)提交的辞呈也会自动被接受. 同样,该地区必须同意不受理该员工的辞职或重新聘用该员工.