The district encourages employees to notify the superintendent or designee in writing as soon as they decide not to return or not to accept another contract with the district. Resignations become effective at the end of the school year in which they are submitted unless the district is notified otherwise. Resignations will be submitted to the Board for notification or approval at the next regular Board meeting, and the superintendent will make recommendations to the Board in situations where an employee is seeking release from a contract. 

In general, professional staff members including, but not limited to, teachers and principals, have a binding contract with the district once the employee and the Board have executed a contract in accordance with law. A tenured teacher has a binding contract with the district for the next school year. 
Employees may notify the district that they will not accept a future employment contract by submitting a written resignation notice to the superintendent or designee at any time. The resignation is considered accepted once it is approved by the Board.  

The district is entitled to be compensated for the costs of finding a suitable replacement, training expenses and other disruptions. Certified personnel under contract wishing to resign will be required to pay the amount listed below by cashier's check. The cashier's check should be attached to the letter of resignation and will be returned if the resignation is not accepted by the Board. 

Between June 1 – June 30 = $2000.00 

After July 1st = $4000.00 

The district may deduct the percentage amount from the employee’s paycheck. If a payroll deduction is not possible or is insufficient to cover the amount owed by the employee, the employee must pay the balance within one month of submitting his or her resignation to the superintendent or designee to prevent the Board from taking action against the employee for breach of contract. 
If the employee does not pay the percentage of annual salary 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 judgement. In addition, the district may share with potential employers seeking information about the employee the fact that the employee broke a contract with the district.