Martin County board continues suspension of teacher after weeks of public comment
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Summary
After more than two hours of public comment urging reinstatement, the Martin County School Board voted unanimously to continue suspending teacher Matt Theobald without pay pending any termination hearing; speakers cited First Amendment protections and Theobald’s 17-year record.
The Martin County School board voted unanimously on Oct. 7 to continue suspending teacher Matt Theobald without pay pending any termination hearing, after a lengthy public comment period in which dozens of residents urged the board to reinstate him.
Supporters described Theobald as a 17‑year veteran who kept political views out of the classroom and had an otherwise clean record. Kristen Conca Signorelli, a contract therapist for the district, said the board had “infringed on the right to free speech afforded by the First Amendment” by removing him from classroom duties. “By removing Mr. Theobald from the classroom, Martin County School District has infringed on the right to free speech,” she told the board.
The suspension without pay was introduced as Agenda item 3.01. Dr. Moriarty moved to approve the superintendent’s recommendation and Miss Powers seconded; the motion passed with all five board members present voting “aye.” Board counsel explained the vote was a discretionary decision about pay status while any formal disciplinary process proceeds and that if termination does not follow, the employee would be fully paid for the suspension period.
Why it matters: The suspension follows public debate over social‑media comments Theobald made off‑campus that opponents say were inappropriate and supporters say were protected speech. Speakers at the workshop—parents, retired teachers, current students and union and legal advocates—urged the board to weigh free‑speech protections and the district’s record on progressive discipline before terminating a long‑time teacher.
What happened at the meeting: More than two dozen people addressed the board during public comment. Retired teacher Patty Biondi, who taught in the district for 32 years, said Theobald “taught for nearly 17 years with no disciplinary actions on his record” and asked the board to “put him back in the classroom.” Mary Jo Theobald, identified as Theobald’s mother, said he had “never had a disciplinary action on his record” and warned that termination would harm his livelihood.
Several speakers cited legal precedent and labor rules. William Gist, who said he had represented public‑school employees in several states, referenced Connick v. Myers (1983), arguing that speech on matters of public concern by a public employee is protected. Other speakers pressed the board to consider progressive discipline and whether staff had given fair advance notice that such social‑media comments could lead to termination.
Board action and process: The board first allowed public comment, then the superintendent’s suspension without pay (agenda item 3.01) came before the board. After an initial attempt to consider the item failed for lack of a motion, Dr. Moriarty moved and Miss Powers seconded to approve continuing the suspension without pay through any pending termination hearing; the motion passed unanimously. Counsel said a request for a formal termination hearing had not been filed by the employee as of the meeting’s end.
Votes at a glance: • Agenda 3.01 — “Suspension without pay up to and through pending termination hearing.” Mover: Dr. Moriarty. Second: Miss Powers. Vote: 5–0 (Dr. Moriarty, Mrs. Roberts, Mrs. Powers, Mrs. Russell, Mrs. Pritchett — yes). Outcome: approved; employee must request hearing to trigger the termination hearing timeline. • Agenda 3.02 — Purchase order requisitions over $100,000. Motion passed unanimously. Outcome: approved. • Agenda 3.03 — Tentative salary agreement with the Martin County Education Association (MCEA) and teacher salary increase plan. Motion passed unanimously. Outcome: approved (tentative agreement).
Context and next steps: The board’s decision to continue the suspension without pay is limited to pay status while any formal disciplinary procedure moves forward. Board counsel said the employee must request a hearing for a termination‑hearing schedule to follow. Supporters said they will continue to press the board for reinstatement; opponents warned about the optics of keeping someone who praised or commented on violent imagery near students. The district’s contractual and legal obligations, and any subsequent hearing, will determine the ultimate outcome.
