Employment at M-WCSD
Monroe-Woodbury is located in the beautiful lake region of Orange County, just 55 miles north of New York City. The district is an Equal Opportunity Employer, engaged in the pursuit of excellence in education.
Open positions are posted in every school building as well as on the website and OLAS, when appropriate. Please submit a letter of interest, either by regular mail or by hand-delivering to the Human Resources office at the Education Center in Central Valley. Please note that letters of interest must be received by the close of business on the job closing date.
Administrative and Teaching Positions
All administrative level and teaching positions, including teaching assistants, require an application submitted through the Online Application System for Educators (OLAS) website. To participate in the OLAS system, an online account must be created and an online application completed.
Civil Service Positions
Many positions in the district require civil service qualification. These include: clerical positions, school monitors, food service workers, custodial workers and maintenance workers. To investigate these positions, please visit:
This site lists ongoing civil service exams being offered by Orange County plus detailed information about any jobs listed in Monroe-Woodbury.
Current/Anticipated Job Openings
- Summer School Teachers 6-12 All Subjects
- Summer School ESL Teacher
- Summer School Special Education Teacher
- Summer School Teaching Assistant
- Summer School Library/Media Specialist
- Summer School Reading Specialist
- Summer School Registered Nurse
- Summer School Library Clerk
- Summer School Clerk Typist
- Principal – Elementary – North Main
- Principal – Elementary – Central Valley
- Assistant Principal – Summer School
- Assistant Principal – High School
- Bus Dispatcher
- Special Education Teacher
- Elementary Teacher – Bilingual Extension
- Biology Teacher
- Custodial Worker
- French Teacher
Equal Employment Opportunity
It is the policy of this District to provide, through a positive and effective program, equal opportunities for employment, retention and advancement of all people regardless of race, color, creed, religion, national origin, political affiliation, sex, sexual orientation, age, marital status, military status, veteran status, disability, predisposing genetic characteristics, use of a recognized guide dog, hearing dog or service dog, or domestic violence victim status.
Sexual orientation is defined as heterosexuality, homosexuality, bisexuality or asexuality, whether actual or perceived.
The term “military status” means a person’s participation in the military service of the United States or the military service of the state, including but not limited to, the armed forces of the United States, the army national guard, the air national guard, the New York naval militia, the New York guard, and such additional forces as may be created by the federal or state government as authorized by law.
Provisions will be provided for the publication and dissemination, internally and externally of this policy to ensure its availability to interested citizens and groups.
Additionally, administration shall establish grievance procedures that provide for the prompt and equitable resolution of complaints alleging discrimination. Those intending to file a grievance due to alleged discrimination must follow the grievance procedure as established by the District.
Prohibition of Retaliatory Behavior (Commonly Known as “Whistle-Blower” Protection)
The Board prohibits any retaliatory behavior directed against complainants, victims, witnesses, and/or any other individuals who participated in the investigation of a complaint of discrimination. Follow-up inquiries shall be made to ensure that discrimination has not resumed and that all those involved in the investigation of the discrimination complaint have not suffered retaliation.
Civil Penalties in Employment Discrimination Matters
New York State Human Rights Law imposes civil fines and penalties, payable to the State, of up to $50,000 for unlawful acts of employment discrimination, and up to $100,000 for willful, wanton, or malicious discrimination. In accordance with law, these penalties may be assessed in all cases of employment discrimination (e.g., whether such a claim is pursued in a more formal court action or through an administrative proceeding before the New York State Division of Human Rights). Under the legislation, an employer with fewer than fifty (50) employees may be allowed to pay the civil fines and penalties in installments.
The new civil fines do not replace or limit other relief under New York State Human Rights Law that may be awarded to a prevailing complainant in an administrative proceeding which includes, but is not limited to, affirmative relief from the employer (e.g., an order that the individual be hired, promoted or reinstated by the employer), backpay and other compensatory damages (e.g., emotional distress damages). The New York State Division of Human Rights cannot award punitive damages or attorney’s fees to a prevailing complainant in an administrative proceeding. However, a New York State Court may award a prevailing plaintiff in a court action various relief, including, but not limited to, punitive damages and attorney’s fees. (An administrative proceeding before the New York State Division of Human Rights and an action commenced in a New York State Court represent two (2) different ways to seek redress for acts of alleged employment discrimination.)
Board of Education Policy Number 6120