Thank you for your reply.
Under OH law, unless her employment contract states otherwise, she is an at will employee. If the contract provides for sick days and says nothing about finding someone to cover, then the employer cannot force her to find a replacement while she is out sick. If the employer tries to terminate her for not doing so when the contract does provide for sick days but no provision to find someone to cover, then the employer's action would be a breach of contract and a basis for your daughter to sue for that breach and to also stop the employer from denying her unemployment since they terminated her contrary to the terms of the contract.
Now, as far as reporting, this is based on state laws regarding reporting child abuse and also enforcing an anti-bullying policy. The employer cannot stop your daughter from doing either and if the employer retaliates against your daughter for doing so, then this would be a retaliatory discharge and again basis to sue the employer for the retaliation and damages.
If your daughter has a child hurting other children or engaging in bullying, then one way to stop the behavior is to let parents know so they can work on modifying that behavior at home and also support the teacher in the teacher's plan to stop the behavior in class. Evidently, the administrator does not believe in taking responsibility for her child's behavior and working to fix it, she likely believes it is everyone else's problem but her problem.
So, if your daughter has children hurting another child, she can report it and should. If the administrator does not want to hear it, then your daughter can notify Child Protection
, since they handle claims of suspected abuse and they will step in and deal with the parents. Your daughter can also report the school to the state licensing agency and they will come in and inspect the school policies, specifically the anti-bullying policy to determine if it is being enforced.
These are your daughter's recourses.