Teachers Employment Law

Published on: July 12, 2024

New Jersey Employment Law Decision Examines Suspension and Revocation of Teaching Certificates

New Jersey employment law requires teachers and other public education employees to hold teaching certificates, or other certificates as appropriate to the position, as a prerequisite to holding their job. A New Jersey appeals court recently examined the legal principles involved when the New Jersey State Board of Examiners determines whether to suspend or revoke a teacher’s teaching national-gallery-of-art-1380105-m-300x248 certificates in the case of In the Matter of the Certificates of Rita O’Malley by the State Board of Examiners.

Background

Rita O’Malley was a special education teacher. She held several teaching certificates. She was employed by the Woodbridge Township School District as a Learning Disabilities Teacher Consultant (“LDTC”), for which she was licensed,. She tested students, diagnosed learning disabilities, developed individualized education plans (or “IEPs”), and provided guidance to parents and educators on the best programs for those students.

Published on: July 23, 2023

New Jersey Supreme Court Issues Important Decision on Waiver of a Teacher’s Tenure Rights

by Maurice W. McLaughlin

New Jersey employment law has few more contentious areas than tenure rights for public school teachers. I previously wrote about the Appellate Division decision in Parsells v. Board of Education of the Borough of Somerville. The case was subsequently appealed, and the New

Jersey Supreme Court upheld the Appellate Division’s decision while modifying it and establishing an important rule of law for when a teacher can be found to have waived her New Jersey tenure rights.

Background

Published on: May 24, 2021

Appellate Division Rules that New Jersey Employment Law Ignores Titles When Determining Whether Public School Secretaries Have Acquired Tenure

by Maurice W. McLaughlin

Attaining tenure is a milestone for public school employees. Under New Jersey employment law, tenure carries legal protections against termination or discipline without just cause, and requires formal tenure charges and the right to challenge those charges through a hearing and appeal process. These bully-3233568__340-300x272 protections are extremely valuable.

Much literature has been written about tenure requirements for teachers under New Jersey employment law. However, New Jersey employment law also provides that other public school employees may obtain tenure protection as well. The Appellate Division addressed the acquisition of tenure for school board secretaries and administrative assistants in the case of Saylor v. Board of Education of the Town of West New York.

Background

Published on: January 27, 2021

Appellate Division Issues New Jersey Employment Law Decision on Applicability of Rice Notice to Tenured Teachers

by Maurice W. McLaughlin

The Appellate Division recently issued an important New Jersey employment law decision concerning the due process rights of tenured teachers.

Tenured teachers have significantly more protections than untenured teachers.

An untenured teacher is essentially an “employee-at-will” who may be terminated without cause; however, an untenured teacher has the right to require that her board of education discuss her termination in public session. Thus, the board cannot discuss an untenured teacher’s employment without first giving the untenured teacher formal notice of the intention to discuss her employment and the opportunity to require that it be held in public; this notice is referred to as a “Rice Notice” and derives from the Open Public Meetings Act.

Published on: July 10, 2020

Chancery Division in Bergen County Issues Important New Jersey Employment Law Decision on Appeals of Tenure Arbitration Awards by Teaching Staff Members

by Maurice W. McLaughlin

The Chancery Division of New Jersey’s Superior Court recently issued a public employment law decision in the case of Petrella v. The Hackensack Board of Education which is important for New Jersey teaching staff members because it examined the grounds for overturning an arbitration decision on tenure charges under the TEACHNJ Act. judge-gavel-1461998219JBc-300x200

Under New Jersey employment law, tenure confers many benefits on teaching staff members. A teacher or other teaching staff member, such as an athletic director, who has tenure may not dismissed or have their pay reduced for any reason other than incapacity, inefficiency, conduct unbecoming, “or other just cause.” It also gives teaching staff members appeal rights if tenure charges are filed against them, which includes binding arbitration under the TEACHNJ Act.

In the Petrella case, tenure charges were filed against a tenured athletic director for:

Published on: June 20, 2020

New Jersey Supreme Court Issues Important Decision on Ability of Union to Bargain Away Benefits of Public Employees

by Maurice W. McLaughlin

The New Jersey Supreme Court recently issued an important employment law decision in the case of Barila v. Board of Education of Cliffside Park regarding the ability of unions to bargain away employee benefits enjoyed under prior contracts. teacher-300x224

Benefits, such as time off, are terms and conditions of employment which may be bargained for in collective negotiations. (The term “collective negotiations” is used in the public sector instead of “collective bargaining” because, unlike in the private sector, government employees do not have the right to strike under New Jersey employment law.) The resulting contract (or “collective negotiation agreement”) sets the terms and conditions of employment, provided the parties have bargained in good faith and the employees receive the minimum levels required by statute.

In this case, under prior contracts between the Cliffside Park Board of Education and the teachers union, including the most recent one in effect from 2012 through 2015, longer term employees could carry over and be paid for their unused sick days up to $25,000. Not all employees could do so, however, because the New Jersey Legislature had passed a law limiting payment for unused sick time to $15,000 for employees who commenced work on May 21, 2010 or thereafter. The statutory limit did not apply to employees who started work before May 21, 2010.