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SB 2933

AN ACT RELATING TO EDUCATION -- TEACHERS’ TENURE

2026 Regular Session Introduced by Alana DiMario and 8 co-sponsors

Strengthens tenured teachers’ protections by tying dismissal to “good and just cause,” with clearer gross misconduct grounds and defined notice timelines.

05/13/2026 Committee recommended measure be held for further study
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Bill Summary · SB 2933

Bill Summary: SB 2933 (Rhode Island, 2026)

Purpose and intent

  • Proposes changes to Rhode Island’s Teachers’ Tenure framework.
  • Aims to modify the probationary period and dismissal processes for tenured teachers.
  • Specifically addresses timelines for notice in dismissals and expands a specified gross misconduct exception to dismissal timing.

Key provisions and changes

  1. Probationary period and tenure standards (16-13-3(a))

    • Maintains that three annual contracts within five consecutive school years constitute a probationary period.
    • After completing the probationary period, teachers with tenure are in continuous service and are not subject to annual contract renewal/nonrenewal.
    • Tenured teachers may only be dismissed for “good and just cause.”
    • Notices for dismissal of a tenured teacher are to be given in writing:
      • For general dismissal based on fiscal exigency or program reorganization: notice on or before June 1 of the preceding school year.
      • If dismissal is for gross misconduct involving a student: no deadline; no calendar-date constraint.
    • Defines “gross misconduct” to include: 1) Sexual or romantic relationship with a student or related solicitations or requests for details. 2) Intentional physical violence against a student (e.g., hitting, slapping, pushing, choking). 3) Crossing professional boundaries (inappropriate touching, secretive or excessive one-on-one time, grooming concerns). 4) Use of discriminatory language, severe bullying, or threats of physical injury. 5) Involving students in illegal acts, providing drugs/alcohol to students, or theft from students.
    • Requires the teacher to receive a complete statement of the causes and guarantees a hearing and appeal under the procedure in § 16-13-4.

  2. Arbitration and collective bargaining (16-13-3(b))

    • Maintains that nothing prevents a school committee from agreeing to arbitration of dismissal disputes arising under subsection (a) through a collective bargaining agreement.

  3. Leave of absence for administrative service (16-13-3(c))

    • Allows teachers who have tenure and take on non-teaching administrative roles (e.g., principal, superintendent, director, or similar central office positions) to take an unpaid leave of absence for up to three years to serve in those roles.
    • Upon completion of administrative service, the teacher may return to their former tenured teaching status in the original district.
    • Leaves of absence do not interrupt service for purposes of seniority or teacher retirement.

Who is affected

  • Tenured teachers in Rhode Island public schools.
  • School committees (school districts/rothers) responsible for dismissal decisions and notice timelines.
  • Teachers transitioning to administrative positions, who may take up to a three-year unpaid leave and return to tenure afterward.
  • Administrative personnel governing bodies and the Rhode Island Department of Education in implementing procedures for hearings and appeals.

Procedural and timeline aspects

  • Dismissal notice deadlines:
    • General dismissal (fiscal exigency/program reorganization): notice by June 1 of the preceding year.
    • Gross misconduct: no deadline or calendar constraint; immediate or as determined.
  • Hearing and appeal rights remain as outlined in § 16-13-4.
  • Effective date: changes take effect upon passage of the act.

Potential impacts and considerations

  • Strengthens protections for students and clarifies grounds for dismissal linked to gross misconduct.
  • Expands interpretation of dismissal timelines in cases of gross misconduct, potentially allowing earlier or more flexible action.
  • Maintains due process for tenured teachers via written notice and established hearing rights.
  • Provides career flexibility for tenured teachers through unpaid leave for administrative service, with a clear reversion and preservation of seniority/retirement status.
  • Could influence union negotiations regarding dismissal procedures and arbitration options.

Effective date

  • Takes effect upon passage.

Compiled from official sources — confirm details with the bill’s official record.

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