We don't require officers to participate, although we have enough discussions about planning our events that we usually get people to help out.
I agree with the person who said she probably didn't realize how huge the commitment to the PTO was going to be in terms of time. That's a big factor, in my opinion. When you become an officer, unless someone has been very open/honest/thorough with you upfront, you really don't know how much time it's going to take. And really, my family is a million times more important to me than the parent organization and if they truly needed me for whatever reason, I'd drop the PTO in a flash. Anyone who choses the PTO over their own flesh and blood has their priorities mixed up, IMHO.
I think you should beg her to come back. Tell her you were wrong and sorry for backing her into a corner (come or you're out--that doesn't give her too many good options). And then next year before any officers agree to run for office, make sure it's spelled out in black and white what the requirements of the job are. An ounce of prevention is worth a pound of cure.
I don't think it matters if you accept her resignation or not. She didn't do any work beforehand, she isn't working that night, it doesn't matter what your by-laws say, if she resigns, you don't have a lot of say in the matter. She obviously doesn't have much interest in PTO, for whatever reason. Our rules say we have to give two weeks notice and resign in writing, but if I want to walk out of a meeting and never come back, no one is going to stop me.
Honestly, if she didn't do any work, it doesn't sound like you have a big problem on your hands. Your by-laws should tell you how to handle getting someone else in the VP position, and if not, you've gotten some good advice here. Good luck, it sounds like you are well rid of her.
I am sorry that you guys are having such a difficult time. Our board is planning for our annual fall festival next weekend and i realize how much time and effort it takes from EVERYONE. We have a VP who is considering resigning and it does create a sticky situation. I believe our bylaws allow for the current board to elect a replacement until the next PTO meeting. One thing we have realized is that communication is very important even at the smallest level. Even though one member of the board has a clear idea of what is expected of them, never assume that all others do as well. Some people, however, make situations very difficult to handle no matter how good communication may be. Good luck!
Sometimes people take a position without a clear understanding of the commitment involved. Hopefully they are able to get the hang of it but sometimes it is better to cut losses.
What you do is dependent on a number of factors. The first question you need to answer is whether you accept the resignation or not. Did she have a religious obligation? Did she have a family emergency or some other situation she was embarrased to discuss? Did her baby sitter fall through? Was there some other legitibte reason for her absense? Did you try to find out what it might be or did you push for her attendance? If there is truly no legitimate reason for her lack of participation, then you are probably better off accepting her resignation (without bitterness) and moving on.
As mum24kids said, each organization has it's own by-laws or charter for handling a vacancy on the board. If they aren't writtem down, them the board should meet with teh Principal and other key members and decide how to handle it. At the next PTO meeting you can announce a vacancy (do not specify the reasons, they are probably no one else's business and rancor and gossip does no one any good). Explain the process you have decided on to fill the vacancy. In our PTO, the Board votes to appoint a temporary replacement until the next Regular PTO meeting where an election is held.
The other thing you need to consider is what is the required participation. Yes, it is a very good idea for all board members to attend the big events, but sometimes that is not possible. If she had told you much earlier that she wouldn;t be able to attend, would you have been able to get along without her? Some people are not comfortable in public positions (in which case they may not be suitable for the board anyway), but they can contribute in other ways.
We don't make such things mandatory, so I'm not the best person to answer this. But in order for anyone else to, we probably need more info.
Did you make the person aware ahead of time that volunteering at certain events was mandatory?
Today the principal informs us she has received a letter from the Vice-P. Now what do we do?
What did the letter say? Did the principal ask for help in responding?
What do we need to do according to our bylaws?
We don't have your bylaws, and everyone's are different. But what part of this are you looking for your bylaws to address? Are you wondering if she is allowed to resign, or if there are certain procedures for resigning?
My vice-president up and resigned on us Friday.
30 minutes into our fall festival. She had not helped us at all in preparing for the festival. When we told her on Wednesday it was required for PTO to work the festival 5:30-8:30. She said, she couldn't. Because, she wanted to be with her family. So we asked could she work 2 of the hours? She said, no again. We told if she wanted to be part of PTO she needed to work the shift. She replied I resign.
And thats how it ended that night.
Today the principal informs us she has received a letter from the Vice-P. Now what do we do?
I was wondering if this has happenend to anyone else?
What do we need to do according to our bylaws?
