Insubordination Case Summary

The student does not have the right to decide his punishment. The school official in

Although the superintendent has the authority to hire and fire teachers, it would be within his best interest to do so based on appropriate legal footing rather than personal bias. The superintendent’s recommendations for Barnhart’s change of employment appears to be grounded in bias. From the beginning he was a dubious supporter of Barnhart as athletic director. He has no proof that she contacted the reporter so is basing his decision on the weak legal footing of assumption. Understandably, he is doing so to balance teacher rights and promoting harmony within the work place which ultimately supports student learning. Several court cases provide guide lines for achieving this balance. The cases of Pickering v. Board of Education (1968) and Connick v. Myers (1983) developed a two pronged test to check the balance. First, does the speech address matters of public concern? Assuming Barnhart did contact the reporter, yes, the information is a matter of public concern since it involves Title IX, a federal civil law that prohibits discrimination based on sex in education activities. It is a federal law that high schools treat boys’ and girls’ sports equally. Also, can Burnhart demonstrate her speech interest outweigh the harmony of the district leadership? Again, yes, the speech is not affecting her immediate supervisor, principal Tara Hills as supported by Fales v. Garst

Much like other employees in varying fields, teachers will do anything within their power to keep their jobs. This is a part of human nature. Since the beginning of time employees try to please their bosses so they can keep their job or get a raise. Departments will give A’s to the students who usually would not deserve it just so that they can continue to keep that course in following semester. A large percentage of college courses are taught by part time teachers. Often students and sometimes even will demand that the grade be raised or otherwise they will complain to an administrator or a dean. These teachers will have to cater to the students demands out of fear of losing their jobs. Nowadays, students feel entitled to an A just because they pay an incredible amount of money for tuition. Teachers also have to listen to the administrators who tell the teachers to bump up grades so their department looks like it is doing better than it really

In the case scenario provided, Jeff Bliss though that the teacher was not teacher as it is expected of her. According to Bliss, students need to be taught on a face to face basis in order for them

1. Watts is absolutely justified in recommending Ann’s dismissal. Ann was speaking on something that was a purely personal concern. She does not have the right to engage in hate speech against her superiors. She is free to disagree with them but she is not free to undermine their authority or disrupt the integrity of the school’s authority. If there are public concerns educators have received the opportunity to speak openly with respect.(U.S. Supreme Court, 1983). Racial slander or hate speech is very disrespectful. The administrators have a responsibility to give Ann due process (Essex, 2012) and recommending her termination affords her such.

The article “No! I will not! Understanding and responding to student defiance” is published by Andrea Smith and Elizabeth Bondy, 4-th grade teacher and a University of Florida College of Education professor respectively, in Childhood education magazine. It contains a thorough analysis of the defiance issue as well as a manual, regulating the conduct of a teacher, who pursues a goal of effective students’ behavior management.

The school’s rules were provided in student handbooks that were given to every student at the beginning of the year, and the rules are also posted in each of the classrooms on campus. The parents and student received detailed oral and written notice of the charges against the student, which provided information about the incident and evidence the administrator discovered. Since this student’s action presented an immediate danger the administrator was able to immediately remove the student from school without advance notice to the parents, however, the parents were told of the incident in a timely

In light of the dearth of the research from the perspectives of administrators in regards to out of school suspension, the purpose of this study is to provide insight into administrator's role in the use of exclusionary discipline practices. The process and use of in school suspension will not be included in this study due to the fact that the student is still part of the ongoing daily working of the school and is not overtly sequestered from the school. In school suspensions although sounding ominous and with a great deal of gravitas is used as a functional time out room as part of a internally operating student management protocol. Assignment of a student to inschool suspension results from minor disruptions in the classroom as refusal to working class to sleeping or other non compliance

Her statement had spread throughout the school; all her co-workers had adverse reactions thinking that her ability of being a teacher would interfere due to her racial comment. Her principal decided that it would be better to have her dismissed.

FACTS: Nine named appellees, each of whom alleged that he or she had been suspended from the public high school in Columbus for up to 10 days without a hearing. Dwight Lopez was one of the nine students who were suspended for 10 days for misconduct at a public school in Ohio. Lopez filed a suit that Principal Goss violated their Due Process rights by not having a hearing for their suspensions. Ohio Law empowers the principal of an Ohio public school to suspend a pupil for misconduct for up to 10 days or to expel him or her. However, the principal must notify the student’s parents within 24 hours

I would not give preferential treatment to a student that does not want to attempt their best. So I would have Kari remain in the group that was put together for her. If she does not want to take the initiative to gain the knowledge that would benefit her I would not attempt to help her. But I might have made an attempt to move her to a different group as soon as I deliberated with the other students to see if anyone else would be inclined to alter their group if she would not have demanded me to rearrange the groups just for her. If she would have been motivated and made an inquiry to be moved as well as would have attended more classes I would have been more inclined to move

School discipline is to ensure that students and the campus staff are safe and peaceful. According to the U.S. Department of Education on Rethinking Discipline (2017), “Teachers and students deserve school environments that are safe, supportive, and conducive to teaching and learning.” The idea is to decrease bad behavior and school violence which will lead to fewer suspensions and expulsions. There are rules and limitations when it comes to student discipline; there are acts in which students can and must be disciplined. For examples, if a student quality’s for special needs some different guidelines protect them under the Individuals with Disabilities Education Act’s (IDEA). Furthermore, the Education Code, Section 48900 was implied to discipline students who committed any wrongful doing such as attempting or threatening to physical harm another person. In the case f any wrongfulness, the student is forced to be disciplined by being suspended or expulsed from school.

First, I would suggest the parent file to a formal complaint about the teachers if they feel the teacher is treating Julia differently than every other student and singling her out. According to Washoe County School District (WCSD) policy, student or parent must fill out the formal student complaint based on allegations of discrimination. The WCSD board policy is specifically connected student issues and parent complaints, not every concern or a complaint is covered under the WCSD policy and procedures. Some complaint have their own policy and procedures to follow.

When implementing a discipline program, it is important that a teacher identify the difference between misbehavior and off task behavior. Misbehavior is a more serious action and should be treated accordingly. Misbehavior includes actions that are pre-meditated, habitual, unsafe, or demeaning. Off-task behavior includes actions like, talking out of turn or with other students, doing activities other than what the teacher has assigned, and lack of following instructions. While both types of behavior cause unwanted classroom distraction and should not be tolerated, there is an important difference between the two that must be identified. In the case of off-task behavior, the strategy to guide the student back on-task may require imposing a consequence as well as making an adjustment to the classroom management plan in order to re-route the student. In the case of misbehavior, imposing a consequence along with the addition of recruiting support from parents or administration may be needed to retrain the behavior.(Ross, 2009)

This is where administrative discretion can go wrong because it can be bias for personal reasons, sexual reasons, anything. My question would be what it the faculty members were having their own personal issues and they could not separate work from home and the allowed there personal issues control the decisions of the students punishments that could probably effect the rest of their lives. Another factor of a disadvantage is the sex-linked method the female faculty member may have been an emotional to her decision with the students if they were crying or had a compelling story of how they would act out oppose to the male faculty member who was demanding as far as being a disciplinarian. Then we also have to take into consideration age and race could have played a factor for the faculty in this case. The female had to deal with she was younger so she may have related to the students as well as being African-American which did honestly play a part back in that time even current statics dated in 2010 showed that African-Americans were only 9% of the teacher population within the whole nation..