Certificated employees who for any reason intend to retire or resign at the end of the current school year are encouraged to indicate their plans in writing to the Board as early as possible, but no later than June 1.

Resignations to become effective during the school year require a release by the Board and must be considered on an individual basis. Letters of resignation shall be submitted to the Superintendent/designee and the principal/supervisor. The letter should state reasons and an effective date for the resignation.

The Board recognizes that, in some limited cases, it might be necessary for a certificated staff member to seek release from a contract of employment with the District. The Board is not obligated to release a certificated staff member from a contract of employment and may seek to enforce a contract of employment. The Board will require a certificated staff member wishing to terminate his or her contract to pay
liquidated damages in order to compensate the District for the costs of finding a suitable replacement, training expenses, and other disruptions. Because the actual damages will be difficult to ascertain, the Board has determined that the following damage amounts are a reasonable estimation of the damages, depending on the date the employee’s resignation is received by the superintendent or designee:

Date Resignation Submitted % of Contract Amount
After March 15 (Administration Only) 5%
After May 1 (Probationary Teachers Only) 2.5%
After June 1 through June 30 5%
July 1 through July 31 7.5%
August 1 or later 10%

Resignations must be submitted in writing to the Board of Education accompanied by a certified check or money order for the proper amount of liquidated damages. The check will be returned if
the employee is not released from his or her contract. The District may deduct the damage amounts from the employee’s paycheck or other compensation the District owes the employee. If a payroll deduction is not possible or is insufficient to cover the damage amount owed by the employee, the employee must pay the balance of the damage amount prior to the Board releasing the employee from the contract. If the
employee does not pay the amount as required, the Board reserves the right to pursue all available legal remedies including, but not limited to, filing charges to have a teaching certificate
or professional license revoked or seeking a monetary judgment. In addition, the District may share with potential employers seeking information about the employee the fact that the
employee breached a contract with the District. In the event that a resignation is not approved by the Board and the teacher breaches his or her contract of employment, the Board may pursue any lawful remedies and exercise any lawful rights including, but not limited to, monetary damages and an action to seek revocation of the teacher’s certificate of license to teach. The Board reserves the right to evaluate the assessment of liquidated damages and further reserves the right to waive liquidated damages on a case-by-case basis