Attorney outlines grievance and termination hearing differences under LEARNS Act; board cautioned about backlog, processes

LRSD legal counsel Chris Heller told the board on March 13 that the LEARNS Act and a subsequent Attorney General opinion make the district’s grievance procedures a likely avenue for employees who learn they will not be renewed — and that the board itself must decide whether a staff member’s complaint is grievable before a hearing can proceed.

Heller summarized key procedural differences: grievance hearings are initiated by the employee and the grievant bears the burden of demonstrating their specific objections, the facts that support them, and the relief requested; termination hearings (for recommended dismissals) begin with written reasons provided by the superintendent and the district then presents its case first. Heller said grievance hearings are statutorily limited to 90 minutes (administration cases are typically afforded comparable time), and board practice should aim for a prompt written decision — the district’s policy references a 10‑day window.

Why this matters: board role and potential volume

The attorne…