Dismissing a teacher for insubordination is usually acceptable to the courts when the teacher willfully defies reasonable and specific regulations and orders despite repeated and clear directives that such behavior must cease. (PGD)

A four-phase process for dismissing unsatisfactory teachers is described: (1) early diagnosis of unsatisfactory performance; (2) initiating a 12- to 14-week plan for improvement of performance; (3) notification of corrective action (list deficiencies, provide assistance, and set a deadline); and (4) implementing termination hearings when all else…

The annual compilation for 1976 of the few unresolved cases involving serious departures from the standards for notice supported by AAUP is presented. Institutions involved are Hampton Institute in Virginia, Memphis State University, San Francisco Art Institute, and Shelby State Community College in Tennessee. (LBH)

Arbitrary decisionmaking by governing boards effects teacher militancy. (Author/PB)

Discusses the implications of the recent U.S. Supreme Court decision, Pickering vs Board of Education, which reaffirmed teachers' right to freedom of speech in certain circumstances. (JF)

Recounts the case of "Turk v. Franklin Special School District" in Tennessee, in which the board's dismissal of a teacher was reversed by the Tennessee Supreme Court because the board failed to follow its own dismissal procedures and because the particular drunk driving conviction did not warrant dismissal. (RW)

Relying on his experience as an urban principal, the author relates several vignettes to illustrate the importance of a smoothly working school team of administrators, teachers, and counselors. (Author/JM)

The New Jersey Education Association refutes arguments being made by critics of New Jersey's educational tenure law. (SJL)

On June 2, 1978, four faculty members at Florida Memorial College were informed that their appointments were not renewed. The standards for notice of nonreappointment at the college were changed but the action was not reported to the faculty. An investigation by the American Association of University Professors is reported. (MLW)

Discusses barriers to effective teacher supervision that unwittingly protect and tolerate poor performers. Presents a template for writing legally defensible disciplinary memoranda that document efforts to help teachers improve performance and justify termination, if necessary. Discusses accountability tools, including performance indicators…

Using two hypothetical case studies (the arrogant athletic director and the amorous band director), this article explains how superintendents and school boards should deal with problem employee behavior. In both cases, consulting the school attorney and confronting the employee appropriately are essential first steps. (MLH)

Describes a complex court case involving a Massachusetts elementary teacher whose contract was not renewed because she was cohabiting with a suspected (but eventually exonerated) child abuser. School officials should resist the knee-jerk reaction to terminate a teacher's contract on the grounds of narrow, homogeneous community values regarding…

This third edition offers timely solutions for successfully dealing with marginal teachers. Lawrence illustrates the proper actions that principals should integrate into the evaluation processes to successfully gather documentation to help improve or terminate an ineffective teacher. Complete with tools and resources to streamline the evaluation…