Firing a teacher can sometimes be a long and convoluted process. There is a certain process that must be followed so that the termination of the contract can be carried out. If you are a student who wishes to report a teacher's misbehavior, you will need to go through several procedures in order to be heard. Meanwhile, if you are an employee at a school or a member of the School Management Board, there are strict rules that must be obeyed. By law, teachers have the same rights as other people. This means that you must treat them fairly and fairly. Otherwise, the dismissal may be illegal in the eyes of the law and the school may be prosecuted back.
Step
Method 1 of 3: Firing Teacher
Step 1. Discuss your problem with the teacher in question
If you are a student who has a problem with a teacher, the first step is to talk to him or her. Invite the teacher to talk one-on-one after school. Calmly explain what you think and what he thinks is wrong. Give your teacher a chance to defend himself and change his bad behavior.
- Start the conversation with something like "I want to talk about something that's bothering me."
- Stay calm. Practice what you want to say beforehand.
- Simple conversation is not always an option. Sometimes, the teacher's bad behavior may be so severe that you have a hard time approaching him. If you feel uncomfortable or afraid to talk to the teacher, don't do it.
Step 2. Make sure that your complaint against the teacher is valid
Understand that in order to terminate a teacher's contract, you must be able to prove at least one of the following: immorality, incompetence, reluctance to perform duties, violation of unwritten school rules, criminal conduct, insubordination, fraud, or extortion. Teacher behavior should fit into one of these descriptions:
- “Violation of unwritten rules at school” means that the teacher concerned often violates normative school rules. For example, not allowing students to worship and not treating all students equally.
- “Immoral acts” include all forms of sexual contact or violence against students, exposure to indecent things, obscene behavior, possession of weapons and explosive devices in the school environment, drug possession, and/or selling drugs to minors.
- “Incompetence” refers to an extreme inability to teach. “Reluctance to carry out assignments” is a condition in which teachers fail to teach all students. Both have the same end result – students learn nothing.
- If you decide to file a complaint, just report the facts. Do not do anything that could make you vulnerable to being prosecuted for spreading slander or defaming your name.
Step 3. Record all incidents that occur
Begin to list negative incidents and examples of rule violations by the teacher. Be fair during the evaluation. Record the date and time of each event. If there are other witnesses, write down their names. Make sure the teacher doesn't see you doing this. If necessary, make a note with a passcode that only you can understand, then rewrite the incident in full after school.
Write down all events honestly
Step 4. Gather evidence
If there's a safe way to record sound or take pictures/videos of the incident taking place, do so. This will help you prove your complaint to the school. In some states in the United States, it is illegal to record other people without permission. If the teacher did something so bad that it could be criminalized, the evidence you have may not be able to be used in court.
- However, the evidence will definitely get the attention of the school, so they will start monitoring the teacher in question.
- Firing a teacher can sometimes be a lengthy, complicated process. So, the sooner the school starts an investigation, the sooner the teacher stops teaching.
Step 5. Report violations by teachers to the principal
It's a good idea to bring a friend, parent or guardian with you when doing this. Bring a list of incidents and evidence that has been collected, then share everything with the principal. Calmly explain the case from your point of view. If you have tried talking to the teacher in question about the reported problem, make sure you pass this information on to the principal. If there are other witnesses, give their names.
- Make sure you provide a copy of the evidence to the principal, whether in the form of a video, photo, or sound recording. You should keep the original evidence just in case. Keep this proof private.
- Report only facts.
Step 6. Ask what next steps will be taken
After giving all the information you have, ask what you want to do with the teacher. If this is the first time the teacher has received a complaint and the report that comes in is not dangerous, criminal, or immoral, the principal may say that he or she will start monitoring the teacher and/or issue a warning. The School Supervisory Board has to go through a number of processes to fire a teacher, and the two things mentioned above are the first steps.
- If the offending teacher is new (with a tenure of less than 3 years), he or she can be expelled immediately.
- Request that your report remain anonymous.
- When the school conducts an investigation, ask to change classes to be taught by another teacher. You don't have to brace yourself against a troubled teacher.
Method 2 of 3: Warn, Monitor and Documentation
Step 1. Give the teacher a warning
If you're a school employee and a teacher gets a report of incompetence or misconduct, giving him a warning is a common first step. Most schools do this, especially with long-serving teachers. You can give a verbal warning or a written warning, depending on the severity of the report received.
- If the teacher is still on probation (usually for 3 years) and has not obtained a permanent position, he or she can be expelled immediately.
- If the teacher has a position, firing him becomes quite difficult. As long as he does not commit immoral, immoral, or criminal acts, he has the right to be reprimanded and the opportunity to correct bad behavior.
Step 2. Provide learning resources to help teachers improve their performance
Usually, teachers are not only given warnings, but also learning resources to improve their quality. If you want the teacher to understand the problem, provide a written document containing recommended learning resources and steps to correct the error.
- Save a copy of the document in the teacher's archive so you can access it.
- You will most likely be asked by the school about providing specific learning resources and advice.
Step 3. Observe the teacher in the classroom
The teacher needs to be evaluated, especially if the problem is related to incompetence. Your school may have its own evaluation rules. So, understand the rules. For example, in Ohio, United States, school superintendents are required to schedule two 30-minute observations. During the observation, you must gather sufficient evidence to warrant dismissal.
- In addition, teachers should also be provided with a copy of the specific performance improvement plan.
- Check the rules that apply at your school and obey them.
Step 4. Create documentation of each incident that occurred
You must have a troubled teacher file. Document everything – complaints, absences, evaluation results, and anything related to the teacher. If you intend to terminate the employment contract of the teacher in question, you will be asked to provide evidence and information that has been collected. The more data you get, the better.
Method 3 of 3: Submitting a Suggestion for Termination or Termination of the Teacher's Employment Contract
Step 1. Submit the evidence you have to the School Board of Trustees
If a teacher has been given the opportunity to improve his or her performance or behavior, but failed, a termination proposal should be submitted to the school board of directors. The teacher's file must be attached with the proposal.
- Records should contain all relevant information or evidence that has been collected.
- To fire a teacher, you must be able to prove one or more of the following: immorality, incompetence, reluctance to perform duties, violation of unwritten school rules, criminal conduct, insubordination, fraud, or extortion.
Step 2. Inform the dismissal decision to the teacher concerned
The Education Office in Indonesia has ground rules about this. Teachers with permanent positions must receive verbal or written notice of termination of employment. The cause of dismissal must also be explained, along with all the evidence.
The school must also explain any evidence obtained, as well as the reasons why it can be used as a basis for dismissal
Step 3. Give the teacher a chance to defend himself
Teachers are protected with the right to defend themselves. This means that he has the right to explain certain events from his point of view after the issuance of the letter of issuance. He must be clearly informed about this, and given an understanding that he will be heard.
