He can also give direct names and phone numbers of any higher ups that he has a good relationship with, along with co-workers that can speak to what the current situation is....so if a call is put in to this jerk principal, the new employer will have all his/her info to make an educated decision.

I too, believe there is a perfect spot for him. Whereever that may be, they will be more than LUCKY to have him!

btw, in the U.S. (or maybe its a state-by-state thing, but I'm almost 100% certain its a country-wide law) employers can legally only ask a few, vague questions, such as:
'How long did he/she work for you?'
'Is he/she rehirable?'
'Did he/she have a problem with attendance?'
Vague, but will be able to give a picture.

They cannot ask: 'Can you tell me about this former employee?' or any questions that lead to personal information, such as 'Why is this employee leaving your company?', 'Where there any disciplinary problems with this employee?', 'Has this person been arrested? Did he/she steal from you?' etc, etc...

Some times, if your former employer is extremely rigid or overly conservative, wont even answer the "would you hire this person again?" question! When I left State Farm, my former boss, with whom I had a fabulous relationship with, told me that State Farm's position on those types of questions was that they could NOT answer them. All they could answer were, "Did he/she work for you?" and "How long did he/she work for you?" that's it! <---this kinda worked for me in the "attendance" area, even though my absences were approved and my management and co-workers were amazing with me.

By law and former employers are only allowed to answer in "yes", "no", or "not applicable" -type answers so as to avoid any lawsuits.