Supplemental Contract Case Study

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School districts ask certificated employees to fill roles in addition to direct instruction. Each year, there are countless coaches, advisors, grant writers, and auxiliary positions filled by supplemental contracts. Schools would not function effectively without these vital responsibilities. Each administrator should expect to manage supplemental contracts and can benefit from having key individuals in these roles. Administrators should have a clear understanding of the due process rights and guidelines surrounding supplemental contract employees.
School districts may offer certificated employees supplemental contracts for additional duties above and apart from their teaching responsibilities. No property rights are to be attached to the supplemental contract. If the school board decides to revoke or terminate the supplemental contract, written notice is required.
An employee can challenge the decision to end the supplemental contact and request an informal review in writing. A minimum guideline is set forth in Idaho Statute 33-515A. …show more content…
Administrators are to make the recommendation to hire the supplemental contract employee, but the school board will still confirm the contract. This situation occurred in the case of Gilmore v Bonner, where a group of teachers, who had served as department chairpersons, sued their school district for extra duty pay. The teachers believed they should have been compensated for the additional responsibilities. Their principal selected them for the position and never promised them extra compensation. The school district did have an extra duty compensation schedule, which addressed how department chairs would be paid. The teachers believe because the schedule existed and the principal had selected them for the role, they would receive the compensation. Unfortunately, only the board can approve additional
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