wereasking
Junior Member
What is the name of your state? WA
1) My husband, administrator of a small school (no unions involved), had approx. 3 meetings with an employee (a female part-time teacher) who's performance was unacceptably below standards. The meetings took place as a result of other staff complaining about this teachers unprofessional behavior and also due to teaching issues that were unacceptable. The meetings were held with administrator (my husband), a principal, and one also had a 4th party (a woman) as a witness. The meetings were to give her specific direction and areas that needed immediate change for continued employment. The woman made several hostile defensive, out-of-context and inappropriate comments in this meeting
2) Several weeks after the above meetings, two separate female teachers came to administrator (husband) complaining about the mentioned teacher: that they wanted nothing to do with her and that she was trying to pit other teachers against him, and other complaints.
3)After processing all the information, the other principal and my husband decided it was best to terminate this teacher. (Other behaviors not related also involved). As administrator, my husband called the board president and discussed the reasons for his recommendation of firing this teacher. He was informed that this teacher had just (after her disciplinary meetings) accused my husband of sexual harrassment to some board members, some teachers, and a parent. She did not follow policy, but went directly to board. No written grievance has been filed.
3) History: The reason there were others in the above described meetings is that last spring this teacher complained to my husband that she felt he was looking at her inappropriately. On my advice, my husband shared this false allegation with his co-worker (a male elementary principal) and together they spoke with this teacher. My husband made clear that it was false and that from this point on this teacher would be supervised by elementary pricipal ( to get my husband out of the loop). We heard no more complaints from her.
4) the board has done investigative interviews and as far as my husband is aware, he is fully supported by all staff and teachers except of course the woman involved. All (that we are aware of) believe that this woman has mental health issues, and that the allegations are false with no basis in reality. The woman happens to be a minority. No suits have been filed and as far as we know this woman has put nothing in writing.
QUESTIONS:
1) What recourse does my husband have legally due to this woman defaming his charactar to board members, other staff, and a (or more) parent?
1) If the board does believe (as they indicate) that the woman is unstable (school staff witness etc.) and that her allegations are false and retalitory out of fear of losing her job, does she have any legal basis for a law suit?
2) If the board does decide to terminate her, they will of course obtain an attorney that the board president stated would also represent my husband; Does he need his own attorney, even if the board states that theirs will represent the school and my husband?
3) What is the statute of limitations on this type of situation?
4) Would letters from staff and teachers reporting this woman's inappropriate statements and behaviors and supporting my husbands charactar be helpful or uneccesary at this point or in the future?
Any recommendations???? Thank You.
1) My husband, administrator of a small school (no unions involved), had approx. 3 meetings with an employee (a female part-time teacher) who's performance was unacceptably below standards. The meetings took place as a result of other staff complaining about this teachers unprofessional behavior and also due to teaching issues that were unacceptable. The meetings were held with administrator (my husband), a principal, and one also had a 4th party (a woman) as a witness. The meetings were to give her specific direction and areas that needed immediate change for continued employment. The woman made several hostile defensive, out-of-context and inappropriate comments in this meeting
2) Several weeks after the above meetings, two separate female teachers came to administrator (husband) complaining about the mentioned teacher: that they wanted nothing to do with her and that she was trying to pit other teachers against him, and other complaints.
3)After processing all the information, the other principal and my husband decided it was best to terminate this teacher. (Other behaviors not related also involved). As administrator, my husband called the board president and discussed the reasons for his recommendation of firing this teacher. He was informed that this teacher had just (after her disciplinary meetings) accused my husband of sexual harrassment to some board members, some teachers, and a parent. She did not follow policy, but went directly to board. No written grievance has been filed.
3) History: The reason there were others in the above described meetings is that last spring this teacher complained to my husband that she felt he was looking at her inappropriately. On my advice, my husband shared this false allegation with his co-worker (a male elementary principal) and together they spoke with this teacher. My husband made clear that it was false and that from this point on this teacher would be supervised by elementary pricipal ( to get my husband out of the loop). We heard no more complaints from her.
4) the board has done investigative interviews and as far as my husband is aware, he is fully supported by all staff and teachers except of course the woman involved. All (that we are aware of) believe that this woman has mental health issues, and that the allegations are false with no basis in reality. The woman happens to be a minority. No suits have been filed and as far as we know this woman has put nothing in writing.
QUESTIONS:
1) What recourse does my husband have legally due to this woman defaming his charactar to board members, other staff, and a (or more) parent?
1) If the board does believe (as they indicate) that the woman is unstable (school staff witness etc.) and that her allegations are false and retalitory out of fear of losing her job, does she have any legal basis for a law suit?
2) If the board does decide to terminate her, they will of course obtain an attorney that the board president stated would also represent my husband; Does he need his own attorney, even if the board states that theirs will represent the school and my husband?
3) What is the statute of limitations on this type of situation?
4) Would letters from staff and teachers reporting this woman's inappropriate statements and behaviors and supporting my husbands charactar be helpful or uneccesary at this point or in the future?
Any recommendations???? Thank You.
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