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Staff and community members urge Franklin Pierce board to act on alleged racial discrimination, back race‑and‑equity policy
Summary
Multiple staff, union leaders and community members used the board’s public‑comment period to describe alleged racial discrimination and retaliation in district schools, urge adoption of a race and equity policy, and request staffing and accountability changes.
Several community members and district staff used the Dec. 10 public‑comment periods to urge the Franklin Pierce School Board to take specific action on race and equity concerns, including investigations into alleged discrimination at individual schools, changes to collective bargaining provisions that rely solely on seniority for layoffs, and faster implementation of a district race‑and‑equity policy.
TJ Johnson, president of the Franklin Pierce Education Association, said the district’s affirmative action plan is a “step in the right direction” but urged deeper work on hiring, training and accountability, including protections against workplace ‘‘mobbing’’ and retaliation. He said the plan should reflect remedies rather than cosmetic changes.
Community speakers described staff and student experiences they called indicative of systemic problems. Alton, who identified himself as president of New Century Justice Network, alleged racial mistreatment of Black educators at Midland Elementary and asked the board and superintendent to investigate. Tanya Stevens, an MLL teacher at Harvard Elementary, presented staffing data and asked the district to hire an additional MLL certified teacher, arguing MLL students at her school are not receiving equitable service because one certificated teacher and limited paras cannot meet the need.
Multiple speakers also offered personal testimony in support of Nyla McClear, a Middleton staff member whose supporters said she was humiliated and traumatized by district practices and school leadership actions. Public commenters asked the board to believe staff of color and to implement a formal race and equity policy as a first step toward reconciliation and improved staff safety.
Staff presenters and board members acknowledged the concerns. The board received a first reading of a proposed race and equity policy (0-series) later in the meeting and directed staff to refine procedures, communications and training. No formal investigation outcome was recorded in the meeting minutes; speakers asked that the board and administration follow up.
The public comment portion of the meeting was the most sustained and contentious segment, with several speakers urging changes to bargaining‑unit language (seniority bypass provisions), stronger hiring and retention strategies for underrepresented staff, and explicit protections against retaliation.
