|April 26, 2017 | https:www.fisherphillips.com|
In a recent denial of unemployment for a substitute teacher, a Florida court provided guidance to schools hoping to avoid unemployment claims for summer breaks. The case involved an unemployment claim by a substitute teacher following her submission of a renewal application to the school that stated: "I understand that returning the Renewal Application will ensure that I have a reasonable assurance of re-employment as a substitute teacher for the school term applied for."
Schools are beginning to realize that the laws applicable to their operations are much more complicated than the Heads, Boards, and Business Managers thought. From 403(b) issues, to health insurance deviations, to wage-hour classifications, to stipends for coaching activities, each of these decisions has a specific impact on the school that could create large liability.