Teacher Duties Outside of Job Description​

The teaching profession is notoriously demanding during a normal school day. But teachers may also face sensitive issues they never expected.

Typically, employment contracts specify what you must do in a job. Extra duties at work may be necessary at times. Yet, some tasks beyond your teacher's contract might be unreasonable. Extra work can take time, risk, and skills outside your job description — usually without extra pay.

Understanding contract terms and legal requirements can help you check fairness. In this article, learn the difference between reasonable and unreasonable duties while teaching.

Teaching Duties Depend on Your Role

Children often have different educational needs based on grade level and other factors. Who you teach or supervise during a school year may impact your job expectations.

It can be confusing for teachers to understand the "gray areas" when defining:

• What you are asked to do for students versus what you were hired to do

• A caregiver role versus a teacher role

• A school versus a daycare environment

The training of special education teachers, special education paraprofessionals, school nurses, school employees, and regular classroom teachers differ significantly. Knowing your job duties and rights as a teacher is essential.​

Educators’ Standard Responsibilities

Full-time teachers are responsible for core tasks, such as in-class instruction and lesson planning. Most teaching job descriptions outline these regular duties. Grading and preparation after school hours are typical.

Under state laws, teachers usually also have a legal responsibility to:

• Educate students by following the state curriculum

• Notify staff and management of disciplinary issues

• Notify parents and staff if a child needs special education programs

• Use EpiPens in an emergency (if trained)

• Not leave the classroom unattended during the day when students are present

Educators must also follow school board policy, including social media and general conduct rules. Failure to carry out your mandatory work can lead to a breach of contract and dismissal.

Other Duties in the Job Description

Sometimes, job descriptions mention additional duties. They often involve student-related services or professional development. Schools should be transparent about routine tasks outside of standard teaching work.

Your specific job description should explain if you need to:​

• Help a child with going to the bathroom*

• Potty train a child (many states have strict laws on potty-training requirements before children can attend school)

• Change diapers or pull-ups*

• Support a child's individualized health care plan

• Complete tasks that a nurse or paraprofessional would typically do

• Lift a child or lift above 50 lbs

• Physically restrain a child during a tantrum or fight

• Clean injuries or wounds

• Change feeding tubes, catheters, colostomy bags, etc.

• Handle diabetic equipment

*This does not apply to schools that are also licensed daycares.

If an employer hires you for specific job duties and clearly explains them, you must perform those duties or risk repercussions. But if they did not specify these extra activities, it may be unreasonable to require them.

Can Schools Require Extra Hours of Work?

Yes — within reason. Grading, department meetings, and school events may occur outside of typical school hours.

Most teachers and professors are exempt under the Fair Labor Standards Act (FLSA). A teacher whose primary role is educating students, despite any secondary duties, would be an exempt employee.

If you are an exempt employee, you do not have the same federal protections for work hours and overtime pay. State laws and your unique job description may affect how much work outside school hours is reasonable. There may be cases in which the workload exceeds fair expectations.

Other school employees may be nonexempt depending on their primary job function. Many noncontract workers at educational facilities, such as cafeteria and maintenance staff, have federal wage and hour law protections. Yet, they might not have the same job duty protections.

Can Schools Change or Add New Job Duties?

Yes, administrators may assign or reassign certain responsibilities. Many job descriptions include a stipulation to complete “other duties as assigned.” This vague statement can cause confusion over whether the job has strayed too far from your original role.

Common teaching reassignments typically concern the following:

• Grade levels

• Class sizes

• Students with special needs, including English as a second language

• Subject matters, depending on the necessary level of knowledge

• Campus locations, classrooms, or schools

Some reassignments affect job duties. If your responsibilities will change, your employer must notify you in advance. They must also take any disability or medical needs you have into account when making the changes.

If you aren’t sure whether a reassignment is fair, legal advice may help. A new or supplemental contract with additional compensation and benefits may be appropriate. Or, it may be possible to push back against the reassignment.

Reassignments May Breach a Teacher’s Contract

Dramatic changes to your role may violate your teaching contract. These changes might happen without due process.

For example, you may be a math teacher facing a new full-time librarian role. These positions involve very different skills and duties. New roles may also introduce workplace safety risks.

Teaching Reassignments May Be Discriminatory

Alternatively, changes in your teaching duties may reflect discrimination. For example, the school may change your duties as you approach retirement age or after you announce a pregnancy without a specific medical cause to do so.

What To Do When Duties Exceed Your Teaching Role

Review your job description and employee handbook carefully to look for specifics on your role.

Also, read your state's laws for teachers and caregivers. These laws are generally listed in the state code under "education" and the level of education you teach. An education attorney can also find relevant laws for you.

Respectfully explain to your team that you are not the primary provider or backup provider for childcare duties if they are not in your job description. You may need to respond to urgent situations for a student’s safety, but persistent duties may warrant more support from the school.

Contact Your District, Association, or Union

If a district employs you, you can email your district representative. Raising your concerns can be intimidating when your job and teaching license could be at stake. Yet, it may be the next best step to ask for relief.

If you belong to a teacher’s union, you can also contact your local branch to inform them of the situation. Unions may use collective bargaining agreements to prevent excessive work from becoming widespread. Some school education associations are trade associations, which do not have the same legal power to help you against your employer.

Speak to Your Human Resources Department

Finally, talk to your district or employer's HR contact about whether a request is outside your job description. You have a right to do only the job you were hired for.

Your employer must consider certain medical conditions (such as being unable to lift a child). Protection under the Americans with Disabilities Act could apply.

Protect Your Rights with an Attorney

While teaching is known as a selfless profession, teachers should not sacrifice their rights. As an educator, your legal rights may be different and complex. However, they exist for your protection.

An education law attorney in your state can answer questions about your circumstances. Whether you work in a public school district or a private school, a lawyer can help you understand your rights.

Getting legal services is especially wise if school administrators ask you to do medical functions that may best suit a trained nurse. Your safety — and the safety of the children in your care — are vital to protect. Your employer should agree.