- Jurisdiction
- Wisconsin
Hi,
I am a high school teacher and recently my contract was not renewed.
Some background information:
I am not white and I speak fluent English but with some, not heavy, accent. My English is perfectly comprehensible according to everyone who has communicated with me.
I complained numerous times to my administrators and the HR director that I was racially harassed by some of my students. The students mostly couldn't be identified as they wrote/drew discriminatory message/graffiti such as swastika and 'Deport Mrs. (my last name)' on the classroom textbooks. Some students even said 'You can't speak English'. Some of my students laughed at me at many of my mispronunciation. I reported all of these to the administrators and HR prior to being placed on a Performance Improvement Plan (PIP) and what followed afterward.
I have a question regarding a Performance Improvement Plan and preliminary non renewal notice that eventually led to final non renewal. The whole process was unduly expedited to a point that I was not given any opportunity to improve my performance. When do these become unlawful? Are an unfair PIP and preliminary non renewal notice (eventually resulted in final non renewal) considered adverse employment actions? I am trying to find out if my experience rises to retaliation. Had I not complained of racial harassment, would my contract still be non renewed?
First of all, I have never received any written feedback regarding my performance before being placed on a PIP. Neither was it communicated to me that I was not meeting performance expectations prior to before the PIP. However, I received numerous verbal counseling regarding students' and parents' complaints from the assistant principal who was also my evaluator. In my opinion, some of complaints stemmed from racial bias. The PIP lacked many essential components such as my current performance score, specific tasks or action steps to make improvement, and the expiration of the PIP. Despite my multiple requests, these were never provided.
Secondly, after five (5) working days the PIP was instituted, I was put on a preliminary non renewal notice, fifty five (55) days before the statutory deadline for preliminary notice, with a reason that the administrators have not seen the growth they needed to see. I just had the first observation the day before I received the prelim notice without receiving a written feedback.
Lastly, the School Board voted for a final non renewal one month after the preliminary notice was given, thirty seven (37) days before the statutory deadline for final non renewal notice. The reason for non renewal was performance. However, I was never given an opportunity to complete that poorly written PIP.
In contrast, a white staff in the district school who was placed on a PIP was given three months to complete her PIP. She did not engage in a protected activity. She did not receive preliminary non renewal notice.
Thanks for reading!
I am a high school teacher and recently my contract was not renewed.
Some background information:
I am not white and I speak fluent English but with some, not heavy, accent. My English is perfectly comprehensible according to everyone who has communicated with me.
I complained numerous times to my administrators and the HR director that I was racially harassed by some of my students. The students mostly couldn't be identified as they wrote/drew discriminatory message/graffiti such as swastika and 'Deport Mrs. (my last name)' on the classroom textbooks. Some students even said 'You can't speak English'. Some of my students laughed at me at many of my mispronunciation. I reported all of these to the administrators and HR prior to being placed on a Performance Improvement Plan (PIP) and what followed afterward.
I have a question regarding a Performance Improvement Plan and preliminary non renewal notice that eventually led to final non renewal. The whole process was unduly expedited to a point that I was not given any opportunity to improve my performance. When do these become unlawful? Are an unfair PIP and preliminary non renewal notice (eventually resulted in final non renewal) considered adverse employment actions? I am trying to find out if my experience rises to retaliation. Had I not complained of racial harassment, would my contract still be non renewed?
First of all, I have never received any written feedback regarding my performance before being placed on a PIP. Neither was it communicated to me that I was not meeting performance expectations prior to before the PIP. However, I received numerous verbal counseling regarding students' and parents' complaints from the assistant principal who was also my evaluator. In my opinion, some of complaints stemmed from racial bias. The PIP lacked many essential components such as my current performance score, specific tasks or action steps to make improvement, and the expiration of the PIP. Despite my multiple requests, these were never provided.
Secondly, after five (5) working days the PIP was instituted, I was put on a preliminary non renewal notice, fifty five (55) days before the statutory deadline for preliminary notice, with a reason that the administrators have not seen the growth they needed to see. I just had the first observation the day before I received the prelim notice without receiving a written feedback.
Lastly, the School Board voted for a final non renewal one month after the preliminary notice was given, thirty seven (37) days before the statutory deadline for final non renewal notice. The reason for non renewal was performance. However, I was never given an opportunity to complete that poorly written PIP.
In contrast, a white staff in the district school who was placed on a PIP was given three months to complete her PIP. She did not engage in a protected activity. She did not receive preliminary non renewal notice.
Thanks for reading!
