I’m sure there are, but if you go public, different story.
I’d argue the opposite. What you do at home is your business, but what you do online becomes your employer’s business.
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Do we know if the teacher was using her real name on Only Fan? (the OP article doesn’t say) I know that wouldn’t matter if her employment contract says she can’t have a second job, or other types of job restrictions. Just curious.
That’s why you tell HR and they determine that BEFORE you start. In the vast majority of the cases, it’s absolutely not a problem no matter how much you make.
We also have new policies about what we can/can’t say about our employer on social media. To my knowledge nobody has been fired yet, but everyone has been warned that the policy exists.
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I worked in public education my whole career. I had second jobs often. I never had to get permission for these.
Our district had a very clear policy on online use outside of school. Very clear. It was easy to read and not a gazzillion pages long. It was part of BOE policy which meant it was also contract included. Staff knew what they could and couldn’t do online, and yes, disciplinary action sometimes needed to be taken. I don’t recall anyone losing a job because most made a choice about what they needed to do.
Delete.
How do teacher unions play into this ?
I don’t know if all public teachers are unionized ?
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No, but she has a teaser account on X/Twitter where she doesn’t hide anything, and claims to be in the top 4% on OF, so I don’t think it took much digging for her to be outed. This is certainly not a case of consenting adults behind closed doors. Very open, shall we say.
I always find the legal issues and arguments frustrating because there is so much intolerance for ambiguity. Her employment should be a local decision, and if the parents don’t want her teaching, get rid of her, regardless of what the contract does or doesn’t say.
They aren’t. Or in some states (like yours) they are not particularly strong as they are right to work states.
Definitely not all public teachers are unionized. In some areas unions are more powerful then others. Ours is very weak, but the best part is you get free legal representation if needed. I know of 2 cases that I can’t comment on specifically but one sure wished they had it when wrongfully terminated. And the other was very lucky they did.
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I should probably look at my contract. lol I know we are allowed to have second jobs. I know that we absolutely cannot do anything for our second job while at school.
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What “Right” is being taken away in this situation?
The teacher was apparently aware that her actions, if found out, would be an issue. Her employer apparently has a stipulation regarding this behavior. If she violated the terms of her employment that’s on her. She is able to work other employment that doesn’t have similar stipulations.
My wife and I work in the same industry but for different employers. There are certain things that she is able to do that her employer could care less about but if I did those same things I could be terminated. These aren’t illegal things either.
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I just don’t see a need to discuss teacher appearance, etc…here. I also feel that it’s going to be hard to stop this thread descending into tastelessness. Let’s stick to the main point of the post please and hopefully keep this conversation going.
Edit: Please, no more graphic words and discussion of “actions.” Some of these posts are too close to adult site reviews.
The challenge here is embodied in the following famous SCOTUS commentary…
In 1964, Justice Potter Stewart tried to explain “hard-core” pornography, or what is obscene, by saying, “I shall not today attempt further to define the kinds of material I understand to be embraced… but I know it when I see it …”
I would not presume to have any greater insight than Justice Potter as it relates to the propriety of this teacher’s suspension.
The correct response to a moderator’s note is no response. I deleted several additional posts where a user incorrectly felt it was appropriate to have the last word. It wasn’t.
Per the Forum Rules which appear at the bottom of this, and every, page, “Please direct questions about these rules or moderation to admin@collegeconfidential.com.”
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What is the point of having laws and contracts if they are not followed and obeyed?
To “follow” or “obey”, there must be indisputable clarity in the contract, and that is never the case. If it were the case, there wouldn’t be so many lawyers making so much money off of this stuff.
The district’s initial reaction was to seek the guidance of legal counsel, and adhere to board policy. They’re terrified of being sued. For what? If they decide that she can keep her job, but then parents object, what does the district do then? They’re stuck, and sadly, the parents/kids are also stuck. That is why the district should have consulted the parents first.
Given the strong, differing opinions by parents lately on a variety of local educational issues (books, curricula, gender-related issues) - I don’t know that it would be fair to teachers to leave resolution of contractual ambiguity to the local parental consensus (if that could even be obtained!)
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When I started this, I totally understood - of course no parent wants their teacher to do this.
But I wonder if others agree and it doesn’t seem as if they do - at what point is the audience at fault (for obsessing over it, for not being able to pay attention), etc. - so in this case the students or even parents.
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Federal employees have all sorts of restrictions - they can’t openly promote a political candidate, and some gray lines around protests I believe (though I don’t know exactly). Marijuana and CBD products illegal on fed property even if legal in state so you’re effectively banned from partaking if subject to drug tests (which I believe all fed employees are). Lots of restrictions that normally would be legal.
Generally, that only pertains to when they are working. Plenty of federal employees campaign for their preferred candidate in their off time…including those in the executive branch. I know there are a few exceptions that apply to a small number of federal employees.