For your own sake, realize that:

1. We have no collective bargaining rights in this state,

2. We're an at-will employment state,

3. My scenario described someone on a probationary contract, who can be non-renewed for any reason including no reason at all,

and

4. They can and will manufacture a reason with folks on term contracts, but you KNOW what the real reason is.

The whole "they can't fire you for extracurricular performance" isn't at all why football coaches are non-renewed all over the state every November, and why basketball coaches choose to "move on" in February, absolutely not. And if you believe this, I have some beachfront property to sell you outside Tempe while the Rangers take spring training.

It isn't at all why people are put on a growth plan and non-renewed come UIL season and a band gets a 2. And yes, this happens.

Whether we like it or not, until 1 is fixed, nothing else matters. On paper, we have rights. In reality, we have nothing.

In my community, there isn't an expectation of a band at the July 4 parade, because the town knows that it's summer vacation for the kids. So for me, it's a moot point.

However, it's plenty common enough elsewhere - and no judge in this state will find in your favor, nor will any panel at TEA reinstate your job if you file a state-level grievance.

And even if they do, then said director would have precisely one year before they were nonrenewed as described in point 4 above.

These are the questions you ask in an interview and decide if it's worth it to you. If you apply for a job in a community that has a July 4 parade, know to ask. Period.