You’re really standing firm, needlessly, on this hill.


For your own sake, realize that:

1. We have no collective bargaining rights in this state,
—-I realize that. However, contracts issued through ISDs are very much standardized across the state providing an equal playing field on what the terms are. Those terms are non-negotiable in either direction.

2. We're an at-will employment state,
—-49 states, plus D.C. employ “at-will” employment, we’re not special! This, however, does not mean you can be fired on a whim. There are also protections going both ways in “at-will” employment.

3. My scenario described someone on a probationary contract, who can be non-renewed for any reason including no reason at all,
—-You moved the goalpost here. This is the first mention of “probationary contract.” Again, however, unless the July 4th parade, per your example, is included in the contact dates, there is no requirement to perform in such parade.
Also, by the time summer rolls around, the contract for the upcoming year has been offered and signed. There is not an administrator worth their salt that would rescind that contract or non-renew the next year for an event that happens off of contract.

and

4. They can and will manufacture a reason with folks on term contracts, but you KNOW what the real reason is.
—-My resignation would be in before they had a chance. Again, not an admin worth working with.

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.
—-Head FB coaches are, usually, on an admin contract and serve as a campus/district AD. That’s an entirely different can of worms.
Assistant coaches have stipends tied to a classroom position. Their teacher contact has the same protections as any other. That said, if they are told they will no longer be an assistant coach, they usually move on to a job where they can be.
Depending on the district, basketball coaches follow the same pattern. They may be Assistant Campus AD or Girls AD.

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.
—-Again, NR or growth plan for getting AN EXCELLENT rating at UIL?! Here’s my resignation. Your campus/district culture is toxic!

Whether we like it or not, until 1 is fixed, nothing else matters. On paper, we have rights. In reality, we have nothing.
—-You have what you are willing to stand up for or what you’re willing to accept.

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.
—-It’s a moot point, yet here you are…

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.
—-It’s not as common as you paint it to be and, yes, someone absolutely would win a case such as you mention.

And even if they do, then said director would have precisely one year before they were nonrenewed as described in point 4 above.
—-Again, not an admin I’d want to be around.

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.
—-I absolutely agree with this! I took a few interviews this summer and asked that very question about “community events.” I was either told there weren’t any to worry about or that it wasn’t something that was an expectation of the program.

Keep on keeping on!