Talking Points

Inappropriate Employee-Student Relationship

There are state and federal laws that protect information regarding our students and staff. The district will not elaborate on specific personnel situations, but we will answer any procedural questions you might have about our standard operating procedures or Board-approved policies.

Procedural Statements

  • The district takes allegations of inappropriate behavior between an employee and student seriously.
  • When a complaint or allegation is brought to our attention, we investigate thoroughly, taking the appropriate action based on all the facts we can confirm.
  • As required by law, the district contacts Child Protective Services within 48 hours of receipt of a complaint or allegation.
  • The district also notifies the appropriate law enforcement agency and the State Board for Educator Certification (SBEC).
  • The district’s top priority is to ensure a safe learning environment for students.
  • If the facts of the case warrant, the accused employee is put on paid administrative leave pending the outcome of the investigation. This action is taken to protect both the student and the employee until the situation is fully resolved. It should not be construed as an assumption or statement of guilt.
  • The district can verify employment, as well as the resignation and/or termination of an employee. The district will also provide an employee’s teaching or extra-duty assignment and salary upon request.
  • The district will only share documents and details of an individual employee’s personnel file as required by the Texas Public Information Act.
  • The district will not share information that reveals the identity of the student involved nor will the district specifically address details of an ongoing investigation.
  • Questions about details of the alleged incident will be referred to the appropriate law enforcement agency.
  • The district conducts annual sexual harassment training. Employees are also held to the Educator’s Code of Ethics, as well as Board-approved policies in the district’s handbook regarding inappropriate relations with students. (See policies . . . . .)

NOTE: if the identity of an accused employee becomes public knowledge through press reports and/or police reports, the district may choose to address the situation directly with parents via a letter or written correspondence (E-mail or web posting), but details of the case should not be disclosed.