Reviews more than 70 cases written by Minnesota appellate courts since 1982. Six major topics are analyzed: (1) tort liability; (2) compulsory education; (3) open meeting laws and school closings; (4) hiring and firing issues; (5) arbitration; and (6) appeal and damages. Unanswered questions are noted. (MLF)

This paper explores variations in the employment of minority teachers in elementary and secondary public, Catholic, and private (non-Catholic) schools. Based on a survey of schools conducted in the San Francisco Bay area during 1981-82, several determinants of minority employment are analyzed and the variations are explained. (Author/JAZ)

Two teachers, one English, one American, from the International School of Brussels, Belgium, describe the benefits and drawbacks of teaching overseas, discussing the flexibility, the cultural advantages, and the professional drawbacks. (EL)

The evolution, structure, and status of the Tuition Exchange program, a national network of colleges and universities offering tuition scholarships to children of faculty at member institutions, are outlined and discussed. Issues examined include the fee/credit structure and restrictions, exchange imbalances, and taxation of the scholarships. (MSE)

A descriptive study of 29 PhD's whose anticipated academic careers have been disrupted by tenure denial, contract termination, or underemployment is discussed. The subjects' assessments of their situations, their problems, and their coping techniques are described. (Author/MLW)

Discusses 15 job search rules for teachers which emphasize the importance of obtaining appropriate references, following proven interview techniques, and maintaining up-to-date reference files. A survey of recent education graduates (N=300) found those who were successful in their job search used a professional credential file at school. (JAC)

In the proposed Master Teacher Program, training, experience, and performance determine pay. Four career stages are set up for teachers: apprentice, professional, senior, and master. An estimated 87 percent of all Tennessee teachers would be eligible for pay incentives ranging from $1,000 to $7,000 a year. (PB)

Teacher motivation was explored through surveys determining the relationship between higher order needs (such as autonomy, variety) or lower order needs (such as high pay) and job satisfaction. Conclusions are that needs of the teachers studied are predominantly higher order and that job satisfaction is significantly related to teacher needs. (MJL)

Information is provided about the scope of training activities in business and industry, the role of the training specialist, and skills which will facilitate the transition from school-based teaching to corporate training programs. The growth of training programs in the corporate setting provides an optimistic future for the training specialist.…

As a result of staff curtailments and enrollment changes, thousands of veteran teachers are being assigned, voluntarily or involuntarily, to grade levels and subject areas where they have no experience. Advice on how teachers can make the best of job transfers is given. (PP)

A plan for promoting excellence in teaching is proposed, which would designate 10 to 15 percent of a school's staff "distinguished teachers." This group would receive salary increases and would be staggered over the years. Parents, former students, administrators, and other teachers would help select the group. (PP)

A study of Massachusetts teacher contracts and interviews with educators in four districts indicated several factors that can affect the impact of applying seniority agreements when laying off teachers. These factors include the size of the layoff unit, bumping rights, prerequisites for teaching in a second field, and reassignment prerogatives.…

Flex Year, which was designed to provide a variety of work schedules for employees, tailored to the college or university's needs and the individual's preference, is being used within the university system of New Hampshire. This concept provides for year-round employment with voluntary leaves without pay. (MLW)

The turnover rate for private school teachers may rise as young teachers become dissatisfied with low salaries, limited social life, high demands, and teaching. Private schools can retain teachers by offering incentives such as varied responsibilities, time for professional development, adequate guidance and evaluation, and fringe benefits. (SB)

Highlights current trends revealed in a survey of major community and junior college retirement, life insurance, health insurance, sick pay and sick leave, and long-term disability insurance plans. Compares benefit coverage of private and public community colleges. (CAM)