Comments on: Solution to Ed Policy Skirmishes “Bafflingly Obvious” http://blog.coreknowledge.org/2009/01/13/solution-to-ed-policy-skirmishes-bafflingly-obvious/ Closing the Achievement Gap: Teaching Content Sat, 20 Mar 2010 17:44:17 -0500 hourly 1 By: Rachel http://blog.coreknowledge.org/2009/01/13/solution-to-ed-policy-skirmishes-bafflingly-obvious/comment-page-1/#comment-5325 Rachel Wed, 14 Jan 2009 04:15:42 +0000 http://www.coreknowledge.org/blog/?p=1807#comment-5325 I'm not a lawyer, but the way I've seen the distinction made, "at will" employees can be given notice and terminated without cause; whereas most employees who've passed a probationary period can only be terminated because of lack of funds or a series of documented poor evaluations. I’m not a lawyer, but the way I’ve seen the distinction made, “at will” employees can be given notice and terminated without cause; whereas most employees who’ve passed a probationary period can only be terminated because of lack of funds or a series of documented poor evaluations.

]]> By: Robert Pondiscio http://blog.coreknowledge.org/2009/01/13/solution-to-ed-policy-skirmishes-bafflingly-obvious/comment-page-1/#comment-5320 Robert Pondiscio Tue, 13 Jan 2009 16:53:30 +0000 http://www.coreknowledge.org/blog/?p=1807#comment-5320 A labor lawyer will have to define what "at will" employment means and what protections, if any, it affords employees. I will say Rachel, that with the exception of teaching, just about every job I've ever had has been without a negotiated contract or any formal guarantees. Certainly, companies are mindful of potential legal problems if they fire someone capriciously or without cause. Thus in large corporations where I've worked, HR and legal staff tend to get involved in terminations. But that's more about avoiding a wrongful dismissal suit than safeguarding any level of job security. A labor lawyer will have to define what “at will” employment means and what protections, if any, it affords employees. I will say Rachel, that with the exception of teaching, just about every job I’ve ever had has been without a negotiated contract or any formal guarantees. Certainly, companies are mindful of potential legal problems if they fire someone capriciously or without cause. Thus in large corporations where I’ve worked, HR and legal staff tend to get involved in terminations. But that’s more about avoiding a wrongful dismissal suit than safeguarding any level of job security.

]]> By: Anonymous http://blog.coreknowledge.org/2009/01/13/solution-to-ed-policy-skirmishes-bafflingly-obvious/comment-page-1/#comment-5318 Anonymous Tue, 13 Jan 2009 16:01:36 +0000 http://www.coreknowledge.org/blog/?p=1807#comment-5318 On a side issue, these days, conservatives seem to have taken to hunting down heretics with just as much enthusiasm as progressives ever had. On a side issue, these days, conservatives seem to have taken to hunting down heretics with just as much enthusiasm as progressives ever had.

]]> By: Rachel http://blog.coreknowledge.org/2009/01/13/solution-to-ed-policy-skirmishes-bafflingly-obvious/comment-page-1/#comment-5317 Rachel Tue, 13 Jan 2009 15:58:28 +0000 http://www.coreknowledge.org/blog/?p=1807#comment-5317 How many companies/organizations actually have a substantial portion of their workforce as truly "at will" employees? My experiences is that most employer of any size build in some job protections, in terms of a probationary period and then a certain level of job security. Where my husband works, only a small fraction of employees are "at will," and those are fairly high-level administrative positions. It would be easier to take proposals for modifying tenure seriously if they seemed like serious proposals. Suggesting that teachers employment should be "at will" seems like inflammatory rhetoric that ignores most establish HR "best practices" in order to make a point. How many companies/organizations actually have a substantial portion of their workforce as truly “at will” employees?

My experiences is that most employer of any size build in some job protections, in terms of a probationary period and then a certain level of job security. Where my husband works, only a small fraction of employees are “at will,” and those are fairly high-level administrative positions.

It would be easier to take proposals for modifying tenure seriously if they seemed like serious proposals. Suggesting that teachers employment should be “at will” seems like inflammatory rhetoric that ignores most establish HR “best practices” in order to make a point.

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