Do you have anything written for what the job responsibility of being the chair is?
When we reorganized and rewrote bylaws, we also wrote out the general procedure and job duties for being a chair. (IE, we set how many days to take care of money, both financial & event summary reports, who to go to, how/when copies, etc.)
We are now Inc. & pending 501C3 - it is a job to be a chair of an event. There are no wages attached, but it's still a job.
If it's School Board standards not being followed, IMO, it's even a stronger case of telling them they may be removed from the position. While they may not agree with them, it does not mean they don't need to follow them. I'm not sure what these standards are, but in the case of our BOE, standards and policies are usually based and formed on Law and/or Liability issues.
At our school all volunteerism is looked at as a job. If we're sick & not going to be there, we call in just as you would for a paying job. Our PTO bylaws even state what results in the removal of a board member. If you don't follow thru with the commitment (which means following the policy as well), you can (and will) be removed.
All that said, I guess to answer your question, I would say that
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- Do you have a written policy?</font>
- If so, follow that policy.</font>
- If not, I would continue with the steps you have started.</font>
- Talk to chair about expectations of what is to be done</font>
- Let them know the consequences if they don't follow</font>
- Be prepared to follow thru with what you have stated & put it in writing as soon as possible.</font>
[ 11-23-2006, 07:51 AM: Message edited by: PerusingwithCoffee ]
