Would you break a contract and switch mid-year?

Specialties School

Published

I'm in my second year at a HS. It's a tough school, which I knew when I took the job. Nonetheless I like the role and the kids.

My struggle is that at the end of last year, a certified staff member and I both witnessed an incident involving security staff and a student, and we each filed a written report. (Without going into detail - staff's behavior was awful, it was harmful, and I saw the whole thing myself).

There was an investigation and for reasons I don't understand, there were no consequences to the involved staff person. The involved person found out who had reported, and then they filed some kind of counter-accusation against the other reporter, who was subsequently reprimanded and transferred out of our school after 10+ years of service. As for me, this person has made work difficult. For instance, security stopped coming when I call them. Even if I can actually see them and hear my own voice on their radios; they look right at me, and walk away. People associated with the involved person will not make eye contact or speak to me, even when I request information for an injury report or something. It would be ridiculous if it weren't also a little creepy.

The principal who let this person off the hook is not going to help. He likes me but the involved person has been here much longer, is a supervisor, has strong relationships with probably 1/3 of our staff, and is quite intimidating. The principal frequently talks this person up in meetings. Filing complaints does not seem promising.

There's a position open in another district. Would you consider leaving mid-year if the other job seemed better? (The school is definitely higher-performing with a wider mix of students. I don't know the principal or the work culture or why the vacancy, but am discreetly asking around).

I know I did the right thing even though it didn't help. Sadly, our school is a mess overall. I have positive relationships with the teachers, the social workers, and the office so maybe I can gut it out....not sure. My contract says they could charge me a $2,000 fee, and I assume I'd be ineligible for rehire, but it might be worth it.

Up Vote Up Vote ×

I would file for some sort of harassment or something (not really harassment but they are definitely bullying you at the very least), then give your notice. They shouldn't be able to charge you a $2000 fee if you are working in an obviously hostile environment and have no support, but that needs to be documented.

3
Up Vote Up Vote ×

Are you in a union? They have created a hostile work environment and for that they and the district can be held legally and financially responsible.

4
Up Vote Up Vote ×
Specializes in IMC, school nursing.

My resignation letter would include the words " I will seek legal counsel should the $2,000 fee be assessed, as this resignation comes in the midst of a hostile work environment".

15
Up Vote Up Vote ×
Specializes in ICU/community health/school nursing.

Not much to add but hang in there. Hostile work environment stinks. I am sure you have documented the pants off of this because you will be breaking a contract - but doing so because of unresolved issues r/t a hostile work environment.

If you have not already, consider an email trail with the principal (who will be of no help) regarding the security staff who is ignoring you.

2
Up Vote Up Vote ×
Specializes in School Nurse, past Med Surge.

In addition to the hostile work environment, you should see if any whistleblower laws might apply in your case (??). I'd absolutely leave and not look back. Do you have ? I'd call them and use their legal help.

8
Up Vote Up Vote ×
Specializes in Med-surg, school nursing..

I agree with the above posters. I would also document, document, document on the times you've called for security and they haven't responded, this is dangerous.

4
Up Vote Up Vote ×
Specializes in IMC, school nursing.

An aside to the main post, just like nurses have their culture, this is a glimpse into the police/ police wanna be culture. Why there has to be an internal review department in police departments.

4
Up Vote Up Vote ×
Specializes in School Nurse.

Most districts have open transfer time in the spring so being able to change schools within the district would be difficult at this time. Document the times security did not come, times you get creepy vibe, anything that supports your case. Gather your evidence, present to Principal, answers don't satisfy you or climate does not change, then go up your chain of command until you have exhausted all resources - Nurse manager, HR. Does your district have an EAP - Employee Assistance Program? They have free legal help there.

1
Up Vote Up Vote ×

Thanks for the responses and suggestions. A couple follow up notes:

@halohg I am in a union, and I think the union is beneficial in terms of wages/hours/benefits, but I don't think they're as helpful or influential in this kind of situation. Principals have a lot of discretion about work culture/climate issues, I think. I'll inquire a bit.

@MrNurse(x2) I agree with you about the wanna-be police culture. I've worked with wonderful and professional security staff in a lot of environments, but this is the underside of their world. It's a real Mafia vibe....the individual whose behavior I witnessed once told another coworker that "all my guys (the other security staff) will say whatever I tell them to say," indirectly threatening to file a false report against her. One of my worries is that they will do it to me.

@tining yep, transfer within my district is impossible until March, and potentially could be blocked by my principal at that time. If I quit mid-contract I will be ineligible for re-hire in this district. I'd be looking at switching districts - I'm in a big metro area, and there are many districts including some closer to my house. I want to remain a school nurse, but if needed I would be employable in other settings. Our EAP only does short-term counseling and resource referrals (they would refer to an eldercare attorney if I needed to get guardianship of a parent with dementia, but they don't do legal advice directly for work issues)

@ruby_jane I've been considering the email trail idea. It would likely be considered confrontational by my principal, who has explicitly and repeatedly instructed me that any problems with security or personnel should be addressed only in person with him verbally, not in email (wonder why?). He will know what I'm doing, and he won't like it.

When I originally made the written report about this incident (handed him a signed statement), he simply didn't respond. I waited a week, then emailed and said, "I filed a report about a serious incident with you one week ago, and I am following up because I haven't heard from you about it" - he was furious. The reason he got rid of my co-reporter is that she went over his head to District.

I have no illusions about achieving justice or righteousness here; this problem pre-dates me, and the solution is beyond my realm of influence. I want to salvage whatever I can, and get into a better situation sometime between tomorrow and next fall. I just wanted to make sure I wasn't seeming petty or unreasonable, because I do feel terrible about possibly walking out on the kids mid-year. They have already experienced so many losses and separations.....ugh.

1
Up Vote Up Vote ×
Specializes in ICU/community health/school nursing.
13 hours ago, laflaca said:



@ruby_jane I've been considering the email trail idea. It would likely be considered confrontational by my principal, who has explicitly and repeatedly instructed me that any problems with security or personnel should be addressed only in person with him verbally, not in email (wonder why?). He will know what I'm doing, and he won't like it.


HMMM. I am hoping the bluebird of happiness flies up his nose. OK, two thoughts. One is to meet in person, take copious written notes on a legal tablet or "journal" type book where you cannot tear pages out. This is often accepted as nursing documentation and I do it whenever there's something ODD.

Second thought is that every time you speak to him you put all that meeting stuff in writing in an email which he won't read and will make him madder.

But you need the documentation trail to prove hostile workplace to break the contract. I am so sorry this is happening to you and your students (if that security officer is a liability imagine the front page headlines when he does it again....)

2
Up Vote Up Vote ×

First off, your situation stinks and I am sorry that you are going through it. Maybe I am jaded, but I just feel like if you continue to report/make an issue of what you are experiencing, you will grow a larger target on your back. If there is a better opportunity elsewhere, at least apply and interview. They'll be able to guide you too in breaking your contract with your current district if they offer you the job. In the meantime, I would continue to document the heck out of everything that you experience, dates/times/situations/your emotions and gut feelings.

PS-You're not alone. My district is similar. Not as far as coworkers, but student behaviors (physical violence, threats, students telling staff to f-off, etc) and the fact that admin ties our hands to do anything to control it has made a very hostile environment. I'm waiting for a better opportunity to arise and will leave as soon as it does.

3
Up Vote Up Vote ×
+ Add a Comment