HR Badge #04: Employee Classification and Contracts-HR Badge #4

HR Badge #4 - PowerPoint

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The document explains how school districts classify employees and what contract rights and processes apply to each group, with an emphasis on Washington public school rules and key deadlines.

It defines <strong>certificated employees</strong> (roles requiring a certificate, such as teachers, principals, counselors, psychologists, and some central office roles) versus <strong>classified employees</strong> (all others). It also distinguishes <strong>represented employees</strong> (covered by a collective bargaining agreement) from <strong>unrepresented employees</strong> (not in a bargaining unit). “**Certificated administrators**” are certificated staff in administrative/supervisory positions.

For <strong>certificated employees</strong>, a <strong>written contract is required</strong>, generally <strong>limited to one year</strong>, must be <strong>approved by the school board</strong>, and usually includes <strong>continuing contract rights</strong>—renewal on substantially similar terms unless timely nonrenewal notice is given. Two main multi-year exceptions are highlighted: <strong>superintendents</strong> may have <strong>up to three-year contracts</strong> and do <strong>not</strong> have continuing contract rights (renewal is solely the board’s decision); and certain <strong>principals</strong> may receive <strong>two- or three-year contracts</strong> if they meet experience, evaluation, recommendation, and record-check criteria. Superintendent and certificated administrator contracts must end by <strong>June 30</strong> of the expiration year and cannot be retroactive.

The document outlines how certificated contracts end through <strong>discharge</strong> (early termination for probable cause, hearing rights) or <strong>nonrenewal</strong> (notice that a new contract won’t be offered or won’t be substantially similar). Nonrenewal procedures differ for <strong>provisional</strong> versus <strong>nonprovisional</strong> staff, with a key <strong>May 15</strong> notice deadline and differing hearing/meeting rights.

For <strong>classified employees</strong>, there are <strong>no continuing contract rights</strong>. The <strong>school board must approve hiring and firing</strong>. Most represented classified employees are governed primarily by the <strong>collective bargaining agreement</strong>. <strong>Unrepresented classified employees</strong> may have a written contract (max <strong>one year</strong>) or be governed by district policy (often described as month-to-month), and discharge/nonrenewal procedures differ accordingly. Collective bargaining agreements can add additional termination and employment rights.

Keywords

Washington public school employment rules

certificated employees

classified employees

represented employees

collective bargaining agreement (CBA)

continuing contract rights

certificated administrators

superintendent multi-year contracts

contract nonrenewal May 15 deadline

discharge for probable cause hearing rights