How we report on disciplinary action involving a teacher | Eastern North Carolina Now

    We have received several inquires about the reported resignation of a teacher at Washington High School. Specifically we have been asked why we have not reported on it. So we'll explain to anyone whose interested to read further.

    We received all of the information we have on the situation from "third parties." Before we ever print such information we usually seek to corroborate the information with an original source. That is in the typical case. But in a case involving confidential personal information things are a bit different.

    School officials will seldom reveal pertinent information about a personnel matter and that is as it should be. We respect their obligation to protect confidential information. And we do not typically publish the "employee's side" unless two elements are present: 1. the employee contacts us and 2. we believe, based on the evidence we have, that there has been inappropriate administrative action.

    The situation at Washington High School does not present those elements. That is why we have not published what we have heard.

    We will offer some elaboration on such issues in general.

    First, we have serious concerns about the reports that the teacher was told to resign or face consequences. If that is true we see that as inappropriate. We know it has happened before from first hand reports. This should not be happening.

    If a teacher is unfit to teach in Beaufort County they are unfit to teach in another county. But if a school system allows a teacher to resign and then become employed in another school system when they are unfit to teach then somebody has made a serious error in judgment.

    We saw the consequences of such in the case of the Pitt County teacher who was allowed to resign in New Hanover County when evidence showed inappropriate sexual activity with a student. It was then reported to have happened again in Pitt County.

    If the administration has reason to believe a teacher is unfit to teach we think they should be terminated. They should be afforded due process as required by law. That process usually includes a fair and impartial hearing before the school board, or a committee thereof. If the board's decision is to terminate then the teacher should not be allowed to resign. If the severity of the infraction is not sufficient to justify termination then the teacher should be allowed to continue employment, albeit with appropriate disciplinary action. And that action should be a matter of record.

    We used to call this cowardly administration the "Turkey Trot." The consequences of such in concept were seen in the Catholic Church abuse scandals. Moving someone around who is genuinely unfit is not the solution.

    We don't know the facts in the Washington High School case. We don't have access to the facts. But we do feel the School Board has a duty to explain the process they followed in the case and whether it was different from standard operating procedures.

    Delma Blinson writes the "Teacher's Desk" column for our friend in the local publishing business: The Beaufort Observer. His concentration is in the area of his expertise - the education of our youth. He is a former teacher, principal, superintendent and university professor.