Contracts and Your Employment
July 2014 Revision
The district makes three different types of employment contracts with the certified non-administrative staff who are subject to the Negotiated Agreement (teachers, counselors, librarians, school psychologists, speech pathologists, nurses, and so forth):
- continuing employment contracts for staff who have completed two continuous years of service with the district
- temporary one-year employment contracts for staff who have not completed two continuous years of service with the district
- at-will contracts for extra duty increments (pay for extra academic, fine arts, or athletics duties listed in section 2.10 of the Negotiated Agreement)
The district and employee obligations vary with each type of contract.
(for certified non-administrative staff who have completed two continuous years of district service)
To void the continuing contract:
- District must notify employee of non-renewal by the first Monday in June
- Employee must resign position by 15 days after the first Monday in June
If the contract is not terminated by deadlines, both the district and the employee are obligated to continue the contract for the next school year.
If the district does not notify the employee of non-renewal by the first Monday in June, the district must provide the employee with a certified position for which the employee is qualified (but not the same teaching assignment) at the rate of pay in the Negotiated Agreement. [The administration can change a teacher's assignment at a given school site to any for which the teacher is certified; a transfer to a different site is subject to section 1.5 of the Negotiated Agreement.]
If the employee does NOT resign by the 15th day after the first Monday in June, he or she can be forced to work in the district the following school year. If the employee tries to resign after that date, the district can accept the resignation or refuse it. If the district refused to accept the resignation and the employee did not show up to work for the district, that would be a breach of contract and the employee would have to pay for the cost of the contract and any damages awarded by a court, plus their Oklahoma teaching certificate would be suspended for that school year.
Non-Renewal due to a Reduction in Force
If any employees on continuing contracts are to be non-renewed, displaced, or re-assigned not "for cause" but due to a "reduction in force" (layoffs), section 1.6 of the Negotiated Agreement governs that process. The district must still comply with the requirement that any non-renewed employees on continuing contracts are notified by the first Monday in June.
"For Cause" Dismissals
Required Non-Renewals in the TLE Appraisal System
(for certified non-administrative staff in their first or second year of district service)
EXTRA DUTY CONTRACTS
(for extra duty increments in section 2.10 of the Negotiated Agreement)
First Monday in June: deadline for non-renewal by district of continuing contracts
15 days later: deadline for resignation by staff on continuing contracts