We See Too Much of This
We receive several emails similar to this one every year.
Dear Kingdom Educator,
I’ve been teaching in the same Christian school for 22 years. During that time, I’ve followed directives from the administration, earned a master’s degree in my subject area, mentored two student teachers, and received several honors. I have never received an evaluation that was less than excellent from the four different administrators who have served as head of school during my tenure. In years when our administration came to us and told us that finances wouldn’t permit a raise for the next year, I’ve graciously accepted that, and helped other teachers to do the same.
Over the past couple of years, with several new Christian schools opening in our community, and the economic downturn, our enrollment has declined. A week ago, the principal came to me and informed me that he did not have a position to offer me for the next school year. I was shocked and surprised, and no reason was given when I asked why. I suspect that money is behind the decision. The other teacher in the department who will be assigned to teach my classes is in her third year of teaching, and only has a bachelor’s degree, which, on the salary scale, represents a difference of more than $20,000. Also, our school pays health insurance premiums on a sliding scale, and after five years of service, they pay 100%. She was hired by our current administrator, while I was hired four administrators ago. When I asked the board chairman to have the opportunity to address the board regarding this issue, I was told that they couldn’t discuss employment matters, and refused an appointment. I do have a job for next year, thanks to one of the other schools in the community, but I will be losing my insurance benefits and taking a large pay cut. I was wondering if you have heard anything like this before, and how other people handled this.
J.A., Texas
Yes, we have heard this before and it is unfortunate that many Christian schools look at the bottom line of expenses and dollars, rather than placing a value on the service and dedication of long term employees. Of course, we do not know all of the circumstances involved here, but if the description of the situation is accurate, this school is making a calculated error in judgment. This is the kind of thing which led to the growth of teacher’s unions and legal requirements keeping schools from laying off senior personnel in favor of those just out of college who get paid much less.
In situations like this it is hard to take the high road and be gracious, but that is the best course of action. It is not likely that the administration or board will relent, and rehire you, but keep that door open anyway. Don’t compromise your character or your principles, even though the school seems to have done exactly that. Put your perspective in writing and send a letter to each individual board member. Avoid criticism of administration, but simply make your case. If your school has a written grievance policy, follow it to the letter in expressing this as a grievance, noting that the board may have violated it by refusing to see you.
Be careful in your conversation with parents, especially those to whom you are close. We have seen situations like this result in families withdrawing their children, and even though those decisions are made independently, you may be blamed for it and you don’t want that to happen. It would be appropriate to set down the facts of your case, without personal speculation, in a letter addressed to any Christian school organizations of which your school might be a member, as a point of information more than anything else.
Rest assured, if your school’s board and administration follows this kind of a policy regarding loyal, long-term employees, it will not be long before it experiences a very negative effect. Attracting and recruiting new staff members will be made much more difficult. Who wants to work at a school where there is no job security, and hiring decisions are made arbitrarily? And while the administration and board may think they’ve saved a few dollars, the parent community is well aware of what has transpired, and there is a negative effect on enrollment.
There are many states where the school, even a private, Christian school, would not be able to take such an action, or at least where the employee has some recourse to appeal. Unfortunately, Texas has some regressive “at will” employment laws that essentially remove any employee protections and render employment contracts worthless. There are hundreds of Christian schools in Texas which have the integrity to issue employment contracts, and which value the work of long time employees who share the school’s Christian values. Unfortunately, there are a few which see themselves as a business, and compromise their principles when money is tight.
