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In the majority of cases, when judging ‘teacher versus administration’ conflict cases, this point tends to rule favorably in the interest of…
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The teachers should be “aware of how legislation affords them protection and security,” and should ensure that their “many responsibilities are balanced by their proper rights” (Berry 2007).
Consider the scenario of Jonathan Clark, a liberal and open-minded social sciences teacher, teaching in a conservative Catholic High School. Jonathan is a staunch supporter of gay relationships, and is usually at odds with the school management’s traditional and religiously rigid stance on this social issue. One of his gay students expressed the wish to bring a male partner to the yearly prom, which was met with great resistance from the administration, and was ultimately rejected. Jonathan took strong offence at this decision and decided to protest against this discriminating verdict. He proceeded to use social websites, such as Facebook and Twitter, along with the school’s web blog and online discussion board, to rant against the administrative policies. He used profane and vulgar language, ridiculed the management’s religious beliefs and policies, as well as incited the students and parents to revolt against the academic organization. In this case, the school has the right to dismiss Jonathan, and the courts will also not look favorably towards his stance. Although, he did have the right to protest against this decision, he should not have undermined the authority of the school, or come in conflict with the educational interests of the school. The law clearly states that teacher possesses the right to criticize the administrative policies in a peaceful and non-troublesome manner, but under no circumstances, it is allowed to restore to utilizing abusive, or sacrilegious language, or adopting a disrespectful and aggressive attitude (Ryan & Cooper 2010). Therefore, his method of protest was wrong and illegal.
The Marymount High, a local high school in a relatively small Mississippi ... Read More
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