Grok the animationTags: Arts, Grok, Salad, Bryan Eisenberg
Doing more with less: creative ways to use ICT across the curriculum on a tight budget
Event on 2012-03-07 09:45:00
Doing more with less: creative ways to use ICT across the curriculum on a tight budget
A Guardian Teacher Network seminar
Funds for ICT in school are tighter than ever now, but there's no reason to let this stand in the way of using ICT to extend, enhance and enrich teaching and learning across and even beyond the curriculum. By making more effective use of the expertise within your school and some great free and open source tools, you'll be able to do even more with the technology you and your pupils already have.
Who should attend?
This seminar is suitable for primary, middle and secondary-phase practitioners.
You will learn:
Miles Berry spent 18 years teaching and managing ICT in four schools, most recently as a primary head teacher, before taking up his current role as subject leader for ICT Education in Roehampton University's Department of Education. Miles was one of the pioneers of VLEs and blogging in the primary sector, winning Becta's ICT in practice award for primary education in 2006. His current research focus is the role of online communities in teachers' professional formation and development, but he's also interested in independent learning, provision for the gifted and talented and programming in primary education. He is vice chair of Naace, the ICT association, serves on the management board for Computing at School and is a fellow of the BCS and RSA. He blogs occasionally at milesberry.net and tweets as @mberry.
Guardian Teacher Network member discount
Guardian Teacher Network members receive a 20% discount on the standard delegate rate. If you are not already a member, click here to sign up – it's quick, simple and absolutely free of charge.
Please arrive 30 minutes prior to the seminar commencing.
For more information, call 0203 353 4059 or email email@example.com.
at Kings Place
90 York Way
Islington, United Kingdom
Wyckoff, New Jersey (PRWEB) November 15, 2011
Parisi Speed School and TEST Football Academy today announced that they will combine their proven NFL Combine expertise to deliver 2012 NFL Combine training programs. With the top three official 40s times in the 2011 NFL Combine, and a Pro-Bowl lineup of specialized position specific coaches, this partnership is the pathway to the pros for aspiring NFL players. The TEST-Parisi NFL Combine Training Program has collectively 20 years of experience and 192 draft picks yielding an unparalleled training experience. The TEST-Parisi NFL Combine Training will run out of facilities in South Florida, and two Jersey Strong Flagship locations in at Parisi Speed School in Fair Lawn, and TEST Sports Clubs in Martinsville, New Jersey.
The NFL Combine Coaching Teams include specialized position coaches, Strength and conditioning and Speed Coaches, Physicians, Physical Therapy, Chiropractic, Sports Psychologists, and Nutritionists. A stellar lineup of NFL Training Coaches includes names such as: Chad Pennington (QB Coach FL Jets / Dolphins), Scott Brunner (Offensive Coordinator NJ & FL Giants) Ato Boldon (4 X Olympic Sprint Medalist), Skip Fuller (Performance Director Martinsville, NJ – Miami Dolphins), Geir Gudmundsen (Performance Director Fair Lawn, NJ Buffalo Bills OL Coach) Rich Sadiv (World Champion Power Lifter – Fair Lawn, NJ), Jevon Kearse (ProBowl ) Billy Ard (All Century Team & Superbowl champ – Giants), Eric Dorsey (2X Super Bowl Champ DL Coach) and Will Shields (Kansas City Chiefs, 12 time Pro Bowler).
The TEST-Parisi NFL Combine and Pro Training programs, which have a client list of NFL Players such as: Joe Flacco, Chris Long, Patrick Peterson, Cliff Avril, Ray Rice, Lawrence Sidbury, Mark Sanchez and Buster Skrine, train their athletes to increase speed, agility, strength, develop position prowess, accent psychological preparation for the NFL Combine, and work with their agents to position athletes for NFL success.
TEST Sports Clubs has also joined the Parisi Speed School Network by implementing a Parisi franchise inside its 24,000 sq ft state of the art facility in Martinsville, NJ. This will be the 10th location in NJ for the Parisi Speed School franchise with over 70 locations across the country. With the Parisi Speed School offering a laser focus on the youth development market and TEST Sports focus on elite and Pro Sports Academies with specific focus on Football, this partnership brings two incredible brands together to offer the most comprehensive athletic development programs in the country.
Further information on this exciting combination for NFL Combine Training can be obtained by visiting http://www.TESTfootballacademy.com, emailing dwight(at)TESTsportsclubs(dot)com or by calling (732) 271-1000 Ext. 233.
Answer by Austin N is Back
No. They can’t meet the university academic standard like USC
Root for USC
What do you think? Answer below!Tags: university academic, School, LSU, Auburn Tigers, Louisiana State University
Denver, CO (PRWEB) August 30, 2011
Adams County School District 50 has selected Critigen to provide IT managed services to its campuses and all associated users. The contract represents the tenth straight year that the school district has renewed their agreement with Critigen. Under this agreement, Critigen provides onsite tier II and III technical staff to manage a comprehensive list of county assets including servers, networks, security, and end-user desktops. Critigen also supports all of the school district users through Critigen?s 24×7 managed help desk.
Adams County 50 is a K through 12 School District that serves 10,000 students and 1,100 staff and faculty at more than 21 locations. During its 10 year history with Adams County, Critigen has provided a breadth of managed services, including disaster recovery, wide area network management and strategic IT consulting. By outsourcing IT services, the school district saves significant budget dollars on internal staffing and technology costs such as database and help desk software.
?Critigen?s managed services continues to provide quality IT support while reducing the total cost of operations for Adams County 50,? said Brady Mills, Adams County 50 CIO. ?Critigen is an essential partner and advisor for the school district; this partnership continues to achieve high levels of end user support while ever-improving the integrity of our IT systems.?
Critigen was named a top Global 50 IT Outsourcing and Managed Hosting Provider by the Black Book of Outsourcing in 2008, 2009, and 2010, and has been providing IT managed and hosted services for more than 16 years.
Critigen, divested from Colorado-based CH2M HILL in 2009, provides global managed IT services, cloud computing, remote infrastructure monitoring and management (RIMM), disaster recovery services, 24×7 help desk, application management and IT consulting. The company?s services help public and private sector clients reduce operating costs, avoid significant capital expenditures, and improve services by providing end-to-end management of IT operations and network infrastructure.
For more information about Critigen?s managed services, contact Mike Bank at mike.bank(at)critigen(dot)com or (303) 713-3240.
About Critigen Managed Services
Critigen is a global leader in IT Outsourcing and Cloud Services. Critigen?s comprehensive portfolio of infrastructure management services guarantees reliability, 24×7 support, high availability, protection from technology obsolescence, and swift scalability. From management of data center infrastructure to 24×7 support of end user devices and applications, Critigen can take partial or full accountability of IT system management. Furthermore, Critigen?s infrastructure utility delivery model allows clients to scale up or down on demand while paying a fixed monthly fee for only those IT services that they require. Learn more about Critigen?s services and solutions at http://www.critigen.com/services/manage.
Critigen is a global leader in information technology consulting and IT outsourcing. The company leverages spatial intelligence, business analyses, and award-winning managed services to drive positive financial results and enterprise collaboration for public and private clients. Learn more about Critigen?s services and solutions at http://www.critigen.com.
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Whitney High School Gourmet Food Truck Nights
Event on 2011-11-07 17:30:00
Visit Whitney High School in Cerritos every Monday night from 5:30pm-8:30pm to grab dinner and dessert from your favorite LA area gourmet food trucks. Follow @CurbsideBites on Twitter for the weekly schedule of trucks.
Constitution Day School Pencil, Preamble, Amendments of the Constitution, constitution
Question by Christina Cho: When does the whitney high school in cerritos send the acceptance letter?
Hi, I’m a 6th grader from the abc district. and i had recently taken the writing test for whitney and the star test. it is now august, and i was wondering when they usually send the letter? in august? please help me out, i have no idea what to expect.
Answer by KennyXL
They were sent out on Friday, May 5, 2011. If you didn’t receive a letter on Saturday, then it should be in the mailbox either today (Monday) or the middle of the week by the latest, I would think. I know this because I work closely with the school and the administrator mentioned this to me this morning. Best of luck to you. My daughter took the test in 6th grade as an out-of-district student so there were only 3 spots available. She and her best friend took two of them. She’s going to be a Junior in September.
Add your own answer in the comments!Tags: Letter, cerritos, High school, teacher, Christina Cho
Many interviews are also issues of ethics, politics and current affairs. During the interview, be sure to stay updated on all current events, but particularly in health. Health care reform has dominated headlines recently – you know what’s going on? What do you think the current debate on health reform. What do you think the public option or a mandate for health care? You need not be an expert, but you must know the language and be able to think intelligently. Ethical questions on topics such as abortion, euthanasia, assisted suicide and stem cell research has also become popular.
How do you prepare? I suggest reading your local paper, but also consult with national newspapers like the New York Times. Political and business economists in the survey sections at the beginning of each magazine to provide excellent summaries of current events. Subscribe to The Economist magazine is expensive, but you can read these two articles in the library in less than ten minutes.
Whether you are preparing for the first meeting or the tenth medical school, practice is the key to a successful interview experience. In practice, the typical questions of medical school interviews. There are many lists out there on the Internet.
Practice answer questions aloud before a mirror. You’ll be amazed by the habits, you will discover, like playing with a ring, wring your hands or tap your foot. Practice of limiting these movements distracted. Practice by recording your answers. Is not it amazing how many times you say “like” and “um”. Practice not using these words filling non-professional.
Ideally, you should arrange a mock interview with a counselor or a medical school admissions consultant. This interview simulation should be as close to real as possible – all that is doing the interview day, including wearing the costume department setting using, and answer questions to the best of your ability.
The season of the medical school interviews is not the time to experiment with the Mohawk you have always wanted. Keep hair clean and simple. If you are a man with long hair, you do not cut it. Just make sure it is clean and your face (the same rules apply for women).
As for jewelry, earrings, men are still controversial. If your earring is an important part of who you are, leave it in but if it’s just a piece of jewelry, I’ll leave. There are certainly still old school literature out there that will not accept a candidate who works as a Yes, I know it’s incredibly outdated “Punk.” – But your partner is perhaps one of those people. Do you really want to throw all your application on a necklace? If you want to make a statement, make sure you get first medical school.
All interviews will begin the first impression. This means that they must be well dressed and well groomed. When you’re a doctor, do your patients want to look put together. And so the interviewer. It may seem a clichÃ© and shallow, but you look good.
MDadmit provides medical school admissions consulting services to anyone considering applying to medical schools admissions whether you are a freshman in college or a non-traditional applicant heading back to school after years in the work force.
College of Education
Prairie View A&M University
College of Engineering Graduate Affairs and Research
PhD Program in Educational Leadership
Prairie View A&M University
Member of the Texas A&M University System
Oxford Round Table
University of Oxford, Oxford England
Central Washington University
College of Education and Professional
Most of the legal disputes arise out of the employment of public school personnel. Laws that affect the employment relationship, the constitutional concept of due process of law, different employment arrangements available to public schools in Texas, the hiring and firing process, and the legal issues that arise in these contexts are examined.
The United States (U.S.) Constitution applies to the public employment relationship (Walsh, Kemerer & Maniotis, 2005). This fact distinguishes public employment from private employment. The due process of the Fourteenth Amendment is not invoked in the private sector and it is not a guarantee against incorrect or poor advisement. According to the U.S. Constitutional requirement of the due process clause, states must afford certain procedures before depriving individuals of certain interests. Laws and legal proceedings must be fair. When a person is treated unfairly by the government, including the courts, he is said to have been deprived of or denied due process. (The Lectric Law Library’s Lexicon on Due Process, n.d.). The focus is on deprivation of liberty or property. Certain procedures are considered due process and certain interests are life, liberty, or property. The Supreme Court requires individuals to show that the interest in question is either their life, their liberty, or their property. If the interests are not in either of these categories, life, liberty or property, no matter how important it is, it doesn’t qualify for constitutional protection. The U.S. Constitution only restricts governmental action.
Rights can be regulated or taken away altogether if due process of law is provided (Walsh, Kemerer & Maniotis, 2005). The due process clause serves to the use of fair procedures, more accurate results that would prevent the wrongful deprivation of interests. Due process provides individuals the opportunity to be heard from their point of view. This allows the individual to feel that the government has treated them fairly. The due process clause is essentially a guarantee of basic fairness by giving proper notice, providing an opportunity to be heard at a meaningful time in a meaningful way or a decision supported by substantial evidence. The more important the individual right in question is, the more process that must be afforded (Exploring Constitutional Conflicts, 2009).
The purpose of this article is to focus on the constitutional concept of due process of law, different employment arrangements available to public schools in Texas, the hiring and firing process and the legal issues that arise in these areas.
In any personnel decision, the question is whether the employee was deprived of any property or liberty with the constitutional guarantee of due process of law. The 1972 U.S. Supreme Court case of Board of Regents v. Roth, ruled that teachers are protected under the 14th amendment property right of continued employment if the state law gives them a legitimate claim of entitlement to it (Walsh, Kemerer & Maniotis, 2005). Before any process is due, there must be state action and a significant, more sudden and dramatic deprivation of life, liberty or property. For example,
The federal court is not the appropriate forum in which to review the multitude of
personnel decisions that are made daily by public agencies. We must accept the harsh fact that numerous individual mistakes are inevitable in the day to day administration of our affairs. The United States Constitution cannot feasibly be construed to require federal judicial review for every such error. In the absence of any claim that the public employer was motivated by a desire to curtail or to penalize the exercise of an employee’s constitutionally protected rights we presume that official action was regular and, if erroneous, can best be corrected in other ways. The Due Process Clause of the Fourteenth Amendment is not a guarantee against incorrect or ill-advised personnel decisions. (Russell v. El Paso I.S.D., 1976, p. 565.)
When the government deprives an individual of life, liberty or property, the due process clause is invoked. A property right protected by the Fourteenth Amendment may not be taken away without providing a person with due process (Walsh, Kemerer & Maniotis, 2005). Governmental action is restricted by the U.S. Constitution. In the private section, the due process clause is not invoked. Due process is not an absolute. It varies according to the deprivation of property.
When a person accepts a position with a school district on an at-will basis, he or she has no property right in the job (Walsh, Kemerer & Maniotis, 2005). There is an at-will employee contract that incorporates an at-will relationship. If the at-will employee points to the employee’s policies and procedures manual as reasons not to be fired, no process is due. The at-will employee has a contact where the at-will relationship is stated and each party is free to end the employment relationship without notice, hearing or good cause (Walsh, Kemerer & Maniotis, 2005). There is no property right in the job, therefore no process is due. If the employee’s contract is not renewed and the contract has run its full course, there is no process due. If the contract is not renewed and there is another year on the contract, then due process is invoked. The employee who has a contract is entitled to due process.
Due process for a terminated employee includes giving timely notice of why the termination is occurring, a fair hearing so that the employee can defend himself, names and the nature of the testimony of witnesses against the employee must be available, and sufficient evidence to establish a good cause for dismissal must be presented (Walsh, Kemerer & Maniotis, 2005). The employee can be on the job for thirty years or the employee can be a one year probationary teacher. If the contract was terminated before the stated expiration date, the property right of the individual is in question and due process is invoked. Texas employees are allowed an independent hearing. Any decision to terminate a contract comes back to the school Board before it is final. The employee must produce clear evidence if they charge the Board with partiality.
The liberty right of the individual addressed in the Fourteenth Amendment suggests that the parent has a right to select a non-public school, the right to privacy and the right to a good reputation. In the 1972 Supreme Court case Wisconsin v. Constantineau (p.437), the employee stated the government put his name, honor and reputation at state, therefore a notice and an opportunity to be heard was essential. Stigmatizing statements create a right to a name clearing hearing only if they arise in conjunction with termination or non-renewal of employment as in the Siegert v. Gilley, 1991 court case. If the employee publicized the defamatory remarks, due process is not invoked. There is no right to a name clearing hearing. In Burris v. Willis I.S.D., 1983, a teacher claimed that when a board official read a letter about him at an open board meeting and in so doing, it violated his constitutional rights by depriving him of a liberty right to a good reputation. The teacher’s claim was rejected because the file was kept confidential.
There are six types of employees within the public school (Walsh, Kemerer & Maniotis, 2005). They are at-will employees, non-chapter 21 contract employees, probationary contract employees, term contract employees, continuing contract employees and third-party independent contract employees. Legal issues arise within each area when the relationship is ended.
The at-will employee has a contact where the at-will relationship is stated and each party is free to end the employment relationship without notice, hearing or good cause. This employee can be terminated for good reasons, bad reasons, or ‘no reason at all’. ‘No reason at all’ refers to a reason based on a bad reason that violates state or federal law. If the decision is a wrongful discharge and the employer violated state or federal law, the employee can sue (Walsh, Kemerer & Maniotis, 2005). The at-will relationship is the norm in the private sector. For example, an employee in at at-will relationship in the private sector can be described as an employee working for 30 years and quit his or her job tomorrow. Also, an employee can go into work the next day and be fired (Walsh, Kemerer & Maniotis, 2005). The terminated at-will employee can file suit alleging his discharge was due to retaliation for his exercise of his constitutional rights when he or she blew the whistle on wrongdoing. The terminated employee can also file discrimination based on race, sex, religion, age, national origin, or disability if it can be proven.
Teachers certified under chapter 21 of the Education code must have a contract. Chapter 21 employees include the classroom teacher, librarian, nurse or counselor, which means a probationary, term or continuing contract. Section 21:201 describes a teacher under term contract law as a supervisor, classroom teacher, counselor or other full-time professional who must be certified under Subchapter B or a nurse. Non-chapter 21 employees do not need a contract and do not require certification. They are not subject to an independent hearing system or statutory non-renewal process. Positions such as business manager, director of transportation, director of construction and facilities or director of maintenance do not require certification. If there is a written employment contract, and the employee alleges the district violated the contract and meant him monetary harm, the employee can appeal to the commissioner pursuant to TEC § 7.107.
Probationary contracts are for those teachers who have never taught before or who have not been employed for two consecutive years subsequent to August 28, 1967. (TEC § 21.102. The probationary period can be as long as 3 years except for experienced educators with previous employment in public school for 5 of the 8 preceding years. The probationary teacher will serve under a 3 consecutive one-year probationary contracts. Probationary periods can be for a semester when the school year falls in the middle of the year. A probationary teacher can resign without penalty up to forty-five days before the first day of instruction. If school starts in mid-August, the teacher must resign before July 1 or suffer sanctions imposed by the State Board of Educator Certification. A probationary contract can be non-renewed by the board even if the superintendent recommended that it be renewed (Berry v. Kemp I.S.D.).
After the probationary period, the teacher must receive either a continuing or a term contract (Walsh, Kemerer & Maniotis, 2005). The length of the contract and the process for renewal, nonrenewal, or termination determines which contract to offer. A classroom teacher, superintendent, principal, supervisor, counselor or other full-time professional employee who holds a certification or a nurse may be offered a term contract. A term contract has a beginning date and an end date and is any probationary Chapter 21 contract for a fixed term that can be as long as 5 school years. As the end date approaches, some action must be taken. The resignation date for a term employee is 45 days prior to the first day of instruction which is the same for probationary employees (Walsh, Kemerer & Maniotis, 2005). A term teacher contract can be renewed by the school, non-renewed or terminated. Termination refers to the action of the district to end the contract prior to its normal expiration date. The teacher is deprived of property interest and good cause, thus due process is required.
A non-renewal of contract refers to the school district letting the contract expire. The employee is permitted to fulfill the terms of the contract and no new contract is offered. If there is a multi-year contract, the district extends the contract each year or if the contract is not extended in the 2nd year, it is still valid for that year. The contract is non-renewed. A term contract teacher is entitled to a hearing prior to nonrenewal. Once the teacher receives notice, a hearing can be scheduled within 15 days with the board or an independent hearing system that is closed to the public, unless the teacher requests an open hearing. A term contract teacher can be suspended, but not beyond the school year, without pay for good cause as determined by the school board. The teacher is entitled to request an independent hearing or the district can suspend the teacher with pay and non-renew the contract at the end of its term. The district must give notice of a proposed non-renewal to the teacher 45 calendar days before the last day of instruction. If the 45 days are not adhered to, the contract is automatically renewed. Complaints of procedural irregularities in the appraisal process cannot be resurrected at the contract non-renewal process (Walsh, Kemerer & Maniotis, 2005).
When the superintendent contract is up for non-renewal, reasonable notice of the reason for the proposed non-renewal must be given before the 30th day of the last day of the contract term. In contrast, the teacher term contract does not require reasonable notice of the reason for the proposed non-renewal.
A continuing contract is issued to a classroom teacher, superintendent, principal, supervisor, counselor or other full-time professional employee who was eligible for a continuing contract. The contract rolls over form one year to the next year without the necessity of board action. Non-renewal does not apply to continuing contracts. A former administrator, who moves into a teaching position and teaches children, can be issued a continuing contract. There is no specific length of time for continuing contract. The contract remains in effect until the teacher resigns, retires, is terminated, or is returned to probationary status. The continuing contract teacher can be terminated according to the independent hearing system, at any time for good cause (failure to meet the standards of conduct for the profession as generally recognized and applied in similarly situated school districts in the state) as determined by the board of trustees (TEC §21.156). Instead of discharge, a school can suspend a continuing teacher contract with notice, entitlement to an independent hearing, and without pay for a period of time not to exceed the current school year. The continuing teacher contract can return to a probationary status, provided the teacher consents to the move (Walsh, Kemerer & Maniotis, 2005).
Full vested educators in the Texas Teacher Retirement system (TRS) could retire, begin drawing benefits, and them go to work at a salary equivalent to or better than what they had been making. School Boards could begin hiring teachers and not be burdened with having to treat them as employees. The teachers would keep their benefits under TRS (Att’y Gen. Op. GA-0018, 2003). If a school principal was dissatisfied with a teacher, he would call and ask for a different teacher. The school district did not employ the teacher and there was no contract and no legal requirements to end the relationship.
In 1992, the legislature created State Board for Educator Certification (SBEC), a 14 member board, as the key entity to oversee and regulate all aspects of the certification, continuing education, and standards of conduct of public school educators. SBEC has power to adopt rules for out of state educators, certification, requirements for renewal of certificates, and disciplinary procedures for suspension and revoking a certificate as well as approval and continuing accountability of such programs (Walsh, Kemerer & Maniotis, 2005). The board must annually review the accreditation status of each educator preparation program. An advisory committee has to be appointed by SBEC for each class of educator certificates. These rules must be submitted and reviewed by the State Board of Education and can be rejected by SBOE by a 2/3 vote. A public school district can hire certified and licensed employees. Certified employees are teachers, teacher interns, teacher trainees, librarians, educational aids, administrators, and counselors. Licensed employees are audiologists, occupational therapists, physical therapists, physicians, nurses, school psychologists, associate school psychologists, social workers, and speech pathologists (Walsh, Kemerer & Maniotis, 2005).
Texas public school districts are governed by the same laws that prohibit discrimination laws based on race, sex, religion, age, national origin, sexual harassment, and disabilities. Nondiscrimination laws apply to all employees regardless of the contract and have implications for the hiring process. Those involved in the hiring process need specific training (Walsh, Kemerer & Maniotis, 2005).
School districts are not required to advertise or post vacancies in their school. Advertising is a choice the school makes so that they can defend themselves against discrimination. The school board adopts policies regarding the employment and duties of personnel. The superintendent has sole authority to make recommendations to the board regarding the selection of all personnel and must be in the loop in hiring people. The principal does not hire staff, but must approve each teacher, reassignment, or staff appointment to the principal’s campus except for necessary teacher transfers due to enrollment shifts (11.202; Att’y Gen. Op. DM-27, 1991). In this regard, the superintendent has final placement authority for a teacher. SBEC must obtain criminal history on all certified educators. Background checks are not required by each school district except on contracted bus drivers of transportation services. If the bus driver has been convicted of a felony or misdemeanor involving moral turpitude, the bus drive may drive the bus only with the school’s permission. If an applicant lies on an application about the felony or misdemeanor involving moral turpitude, the applicant must be terminated (TEC 22.085). “Moral turpitude is a legal concept in the United States that refers to “conduct that is considered contrary to community standards of justice, honesty or good morals” (Moral turpitude, 2009). If an applicant has a clean record when hired, and is convicted of an offense while working for the district, a report must be made within seven calendar days by the superintendent or chief executive (19 TAC 249.14)
In conclusion, school districts employ many people and must comply with many federal and state mandates. The relationship between employees in the public schools is determined by constitutional restrictions and statutory provisions in the Education Code and other legislation. Regardless of the type of contract used by a school district, contract with teachers must be in writing. Verbal commitments from school administrators may not be legally binding. Terms of the contract must be approved by the school board. According to Walsh, Kemerer & Maniotis (2008), the knowledge of the basics of the law should move from the central office to each campus. The director of personnel for the district should be an expert and have full of the United States constitutional requirements of due process applied to the public employment relationship of school personnel in Texas.
Att’y Gen Op DM-27, 1991
Berry v Kemp I.S.D., Dkt. No. 103-R10-600 Comm’r Educ. 2001): 158-159
Burris v Willis I.S.D., 713 F.2d 1087 (5th Cir. 1983): 131, 236
Linder, D. (2009). Exploring constitutional conflicts. Retrieved November 1, 2009 from
19 TAC 249.14
Russell v El Pas I.S.D., 539 F.2d 563 (5th Cir. 1976): 128
Siegert v Gilley, 500 U.S. 226 (1991): 131
The Letric Law (2009). Moral turpitude. Retrieved November 18, 2009 from
Walsh, J, Kemerer, F., & Maniotis, L. (2008). The educator’s guide to Texas school law.
6th ed. University of Texas Press: Austin, Texas.
Wisconsin v Constantineau, 400 U.S. 433 (1971): 130, 327
Dr. Kritsonis Recognized as Distinguished Alumnus In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”