School Tenure Case Study

Both teachers and the school board often have trouble finding a compromise during the creation of a new contract. Teachers often ask for an increase in salary, better health care benefits, and a shorter working day. Most school boards usually give a counter offer no where near what the teachers are asking. In most cases these two sides never are able to reach a compromise that will work for both parties. Jeannine French states that she was unable to create a contact for the teachers that was comprised of what they were asking because it was “fiscally irresponsible to our community and the future of this district” (qtd. in Crompton). Ms. French exhibits that she wanted to get the teachers back into the classroom but was unable to do so because
of her loyal obligations to the school board and community. Some teachers need to understand that sometimes settlements cannot be achieved because of the restrictions due to budget, while the school board needs to understand that the teachers deserve to be heard and receive as much as is allowed. Dianne Mongold who is a member of the board stated that the the school district needs to include the fiscal complications under deliberation during times of consultation and compromise (Nelson). This proves that school board members not only have to look at the best interest of the teachers but also the school and community. Although it is difficult decision, schools cannot risk the economic problems of giving raises to the teachers to sacrifice the affects that it might cause. While it is hard to take into account, most contracts cannot reach a settlement mostly because what the teachers are asking is not able due to budget constraints. Although teachers deserve much more that they are receiving, educating the future leaders of tomorrow, it is practically impossible for the school board to create a compromise that is suitable to the requests of the teachers.
Most strikes often occur because of the tenure system in place at schools across the nation.
Tenure was set-up for the teachers to have something to work for and get rewarded for the amount of years spent in the same school district. This was originally good because teachers can work for better pay based on the amount of teaching experience at one school. This system is out-dated. With this system, teachers cannot move to different school districts without losing the years they have been teaching at the first school district. The greater the years of teaching, the more experience the teacher has earned. This experience is not lost just because they switch from one school district to another, therefore this system should be changed. This incapability is the reason for so many school strikes. Just as stated in this article “The more years working in a particular district, the more costly it becomes to leave, simply because pay, responsibilities, and job opportunities are often tied directly to experience within the same school district” (Kain). This proves that teachers cannot move to a different district to better themselves without, most likely, doing more damage short-term. If teachers were given the opportunity to switch districts with the amount of years teaching in any district applying everywhere, this would solve most of the problems that start strikes. This allows teachers to leave when they see fit. This would not only ensure the satisfaction of the teachers but also the students. With teachers being able to leave when it is best for them and their families, this will decrease the amount of strikes
greatly.