Watch the first day of trial unfold through the eyes of the Vergara v. California plaintiffs.
Jonathan Raymond Testifies About “Last-In, First-Out” Layoffs
The former Superintendent of Sacramento City Unified gives emotional testimony about the impact of LIFO on his own son's education.
California Kids Go to Court to Demand a Good Education
Read Plaintiffs' attorney Theodore J. Boutrous' op-ed in the Wall Street Journal.
The three dismissal statutes challenged by Vergara v. California are layered on top of the reasonable due process protections already guaranteed to every public employee by the California Constitution. We believe every teacher should have due process, and the Vergara v. California lawsuit does not challenge California employees’ due process rights. The case only challenges the laws, provided exclusively to teachers, that keep ineffective and sometimes abusive teachers in front of students year after year, with devastating lifelong consequences.
The process for dismissing a single ineffective teacher involves a borderline infinite number of steps, requires years of documentation, costs hundreds of thousands of dollars and still, rarely ever works. In the past 10 years in the entire state of California, only 91 teachers have been dismissed, and the vast majority of those dismissals were for egregious conduct. Only 19 dismissals were based, in whole or in part, on unsatisfactory performance.
- In California, the dismissal process for teachers often takes several years and costs already cash-strapped districts millions of dollars. According to the National Council on Teacher Quality, 34 percent of principals surveyed in the Los Angeles Unified School District said that they did not even try to dismiss a poor performing teacher because the process was unlikely to result in dismissal. Read more.
- According to the 2010 LA Weekly report, â€śLAUSDâ€™s Dance of the Lemons,â€ť the Los Angeles Unified School District spent $3.5 million from 2000 to 2010 in efforts to dismiss seven of the districtâ€™s 33,000 employees for inadequate classroom performance. Ultimately, only four were actually let go. In a time of already limited budgets, what principal would choose to spend $500,000 in efforts to dismiss just one ineffective teacher, especially when those efforts are likely to fail? Read more.