* No guarantee: There's no legal guarantee that an employer won't terminate an employee for pursuing further education. While it would likely be illegal to fire someone *solely* for furthering their education (depending on the jurisdiction and anti-discrimination laws), an employer might cite other reasons if the employee's performance suffers or if they violate company policies.
* Company policies: The preschool's policies regarding employee education are crucial. Some companies offer tuition reimbursement programs or encourage professional development. Others may have strict attendance requirements or rules about scheduling classes that could conflict with work. Review the employee handbook carefully.
* Job performance: The key factor is the impact on job performance. If taking classes significantly impacts the teacher's ability to fulfill their duties (e.g., frequent absences, arriving late, decreased work quality), the employer might have grounds for disciplinary action, up to and including termination.
* Communication: Open and honest communication with the employer is essential. Discussing educational plans and how they will be managed to avoid impacting work is crucial. Proactively addressing potential scheduling conflicts and ensuring adequate coverage during absences can significantly reduce the risk of negative consequences.
* Legal protections: While not a guarantee of job security, some jurisdictions have laws protecting employees who pursue educational opportunities, particularly if it's related to their job. However, these laws often have limitations.
In short, while it's *possible* to pursue further education without job loss, it's not guaranteed. Careful planning, open communication with the employer, and maintaining excellent job performance are crucial for minimizing risk. If there are concerns, seeking advice from an employment lawyer or HR professional could be beneficial.