Advice regarding unusual job situation?

Question

A private school teacher (no union, no HR rep to talk to) was informed at the end of the school year that enrollment is down at the school, and she may not be needed for the next school year. She was asked to be "flexible", and would be informed of the results of a school board meeting in July. July came and went, and all she was told was that the number of students enrolled hadn't changed. Her contract ends mid-August.

Should she show up for work on the first teacher-prep day like she normally would (this would be after her contract ends), to be properly laid off, or informed of what exactly is going on? Or should she just assume she is already laid off? Communication w/highers-up has always been very vague at this school, often unresponsive.

Answer 1

Usually in a situation like this, the employer informs the contractor in advance if their contract is to be renewed. This should be stated in the current contract about "notice" This doesn't mean though that all employers do this and, often, the employers leaves it to the last minute. Also, contract employers do not fall under labour laws, so the employer is not necessarily required to give notice and can wait until the last possible day. Still, it is considered "professional courtesy" for them to inform her by the end of the contract if her contract is going to be renewed.

Best for her to make routine contact with the school until she gets an answer. Be polite and always state to the principal, "I still have not heard about my contract status for the upcoming year." Although it sounds like nagging, and it is, she's entitled to in this situation. The principal really can't get annoyed as it's well understood that you have to give your contractors an answer. Meanwhile, she should be actively searching for work elsewhere.

Best,

-- Liam

Answer 2

I would try a phone call or e-mail that really presses for a concrete answer.  Showing up and them expecting her to know that shes been laid off would be even more uncomfortable then an awkward call.  But- if shes not laid off and doesnt show up...then that could make the sensitive job situation even worse.  I would def try a call or e-mail...its the least uncomfortable way to go.  Good luck :)