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Board deadlocks on request to release behavioral specialist from 2024–25 contract
Summary
A request by a behavior specialist to be released from a 2024–25 contract and granted a one‑year leave produced a divided board. A motion to release the employee without liquidated damages tied 2–2; no action was taken and administrators said they will follow up with the employee.
The Douglas Unified School District Governing Board debated a request from a district behavior specialist, Andrea Mora, to be released from her 2024–25 certified contract and to receive a one‑year leave of absence.
Superintendent Ana C. Samaniego said the employee had submitted a letter acknowledging she was breaking the contract and that district staff recommended assessing liquidated damages of $1,500 as provided in the meeting materials. The employee’s letter also requested a leave of absence for one year.
Mister Lindeman moved to release the employee from her contract with no liquidated damages and to make her rehireable; Mister Ramos seconded. The motion produced a 2–2 roll call (Smith—No; Lindeman—Yes; Ramos—Yes; Breen—No), resulting in a tie and no action. Board members discussed the circumstances that typically justify a leave of absence and noted leave approvals are reserved for extraordinary situations. Several board members expressed concern that leaves or waiving liquidated damages should be limited and based on clear, extraordinary circumstances.
The board chair said administration would follow up with the employee. Superintendent Samaniego and HR staff confirmed that the behavior specialist position was funded through ESSER in previous years and that that specific role may not be available in the next year because funding sources and positions are under review.
Why it matters: the tie leaves an outstanding personnel and potential financial question for the district. Board members noted liquidated‑damages assessments can be difficult to collect and that waiving them is an exceptional step.
What’s next: administrators said they will contact the employee to discuss options and return to the board if additional action is required. The district also indicated the position may not be rehired in the same form depending on funding.
Sources: superintendent presentation of the employee’s letter, board roll‑call votes and the district’s HR comments during and after the executive session.
