A California court has ruled that Melissa Washington, a teacher at Stork Elementary School, was wrongfully classified as a temporary employee for three consecutive years. This decision affects not only Washington but also sets a precedent for how school districts classify teachers in similar employment situations. The ruling emphasizes that public school districts must adhere strictly to the classifications defined in the California Education Code.
The case, Washington v. Alta Loma School District (Docket No. D088028), was filed in the California Court of Appeal on October 2, 2026. The court's decision to reverse a previous ruling by the Superior Court of San Bernardino County is significant because it clarifies the definition of “leave” under the Education Code and its implications for teacher employment classifications.
Background
Melissa Washington began her employment with the Alta Loma School District on August 2, 2019, hired to teach a first-grade class at Stork Elementary. During her hiring process, Washington was informed that she would be filling a new position created due to an increase in student enrollment. However, she was presented with a contract that classified her as a temporary employee, a status she was told would change to probationary in the future.
Throughout her first year, Washington repeatedly inquired about her temporary classification and was assured by Principal Phillip Suttner that she would be reclassified as probationary the following year. However, due to the COVID-19 pandemic, Washington continued to receive temporary contracts for the next two school years, despite assurances that she would eventually be classified as a permanent employee.
In March 2022, just weeks before the end of her third year, Washington was informed that she would not be offered a contract for the 2022-2023 school year. Following this, she filed a verified petition for writ of mandate in February 2023, seeking reinstatement as a permanent employee and compensation for lost wages.
The Ruling
The California Court of Appeal ruled in favor of Washington, stating that the Alta Loma School District improperly classified her as a temporary employee. The court emphasized that the term “leave” under Education Code section 44920 refers specifically to a “leave of absence” and does not include part-time work arrangements such as job-sharing.
The court ruled, “We hold the term ‘leave’ under section 44920 means ‘leave of absence.’ Part-time work such as a teacher’s reduction in workload due to a voluntary job-sharing arrangement does not constitute a leave of absence under section 44920.”
The court also found that Washington should have been classified as a probationary employee for her first two years, and subsequently as a permanent employee in her third year. The ruling stated that the District was not permitted to dismiss Washington without following the proper procedures required for terminating a permanent employee.
Impact
This ruling has significant implications for teachers and school districts across California. It reinforces the principle that school districts must strictly adhere to the classifications outlined in the Education Code when hiring and classifying teachers. The decision clarifies that temporary classifications cannot be used to circumvent the rights and protections afforded to permanent and probationary employees.
Washington's case highlights the importance of proper employment classification in the education sector. It underscores the need for transparency and adherence to statutory definitions, which are designed to protect educators from arbitrary dismissal and ensure job security. The ruling may encourage other teachers who feel misclassified to seek legal recourse, potentially leading to further scrutiny of employment practices within school districts.
What's Next
The Alta Loma School District may consider appealing the court's decision, but details on any potential appeal were not specified in the court filing. There are no related cases pending that were mentioned in the opinion.