FL
Ok, well not exactly sure where to start so here are the circumstances. My wife starting teaching at a Sylvan around where we live roughly a month ago (they have a 90 day probation period), she is also a full time special ed teacher. She was literally rushed through the training process and set up an "observation" to assess where how she was doing. The instructions she recieved prior to the observation were lacking and they had not completed all of the training yet and so she was told afterward "its no big deal". She worked two more days and then was observed again (yesterday). This evening she was CALLED while we ate dinner and told that her check would be mailed to her so that she wouldn't have to come back in and that it was based on the most recent observation, however they have never discussed those observations with her.
What is the best course of action at this point? Several main questions:
1) What happened with the observations?
2) What recourses do we have since the training program was not completed before termination?
3) Do we have a right to at least find out the TRUE reasons for the termination?
4) Based on those possible reasons what types of recourse are possible? (thinking primarily about if they breached their own training policies, or if they are required to provide a better reason then "personality conflict")...
Ok, well not exactly sure where to start so here are the circumstances. My wife starting teaching at a Sylvan around where we live roughly a month ago (they have a 90 day probation period), she is also a full time special ed teacher. She was literally rushed through the training process and set up an "observation" to assess where how she was doing. The instructions she recieved prior to the observation were lacking and they had not completed all of the training yet and so she was told afterward "its no big deal". She worked two more days and then was observed again (yesterday). This evening she was CALLED while we ate dinner and told that her check would be mailed to her so that she wouldn't have to come back in and that it was based on the most recent observation, however they have never discussed those observations with her.
What is the best course of action at this point? Several main questions:
1) What happened with the observations?
2) What recourses do we have since the training program was not completed before termination?
3) Do we have a right to at least find out the TRUE reasons for the termination?
4) Based on those possible reasons what types of recourse are possible? (thinking primarily about if they breached their own training policies, or if they are required to provide a better reason then "personality conflict")...
