Complete the Investigation - Even When the Accused Employee is Gone
In our recent blog post, Behind the Headlines: 99 K-12 Staff Arrests in Three Months, we couldn’t help but notice that many alleged offenders had already resigned or been fired by the time the arrests became public. In practice, the Campus Integrity Group co-founders have seen a range of responses: some districts defer entirely to police without internal work, some check a few boxes and close the case, and some complete a full investigation.
Establish facts, support students, notify authorities, and prevent repeat harm.
While a swift exit of an alleged offender can bring relief to a school community, the district still has obligations to its own community and others regardless of employment status. Whatever the allegation, districts should:
Investigate and document the facts with clear, well-supported findings.
Support affected students and communicate transparently with the community.
Identify and address additional staff misconduct, including failures to report and other related policy violations.
Report to law enforcement, child protection, and state licensing bodies when required, and to future employers when lawful.
Prevent future harm by closing loopholes, improving policies, and expanding training.
Why separation does not equal resolution
Safety, facts, and reporting still matter.
Students may still be at risk. Additional victims or witnesses may not have come forward yet, so ending the process early can discourage them from speaking up. Moreover, support for known student victims should be based on what happened, not what the school thinks may have happened.
Trust is on the line. Closing the file when the alleged offender quits can be seen as taking the easy way out, and signals district’s indifference to both staff misconduct and student harm. Eroded trust extends beyond a single situation, with future victims and witnesses being less likely to come forward if they believe nothing will be done.
Prevention is built on lessons learned the hard way. A resignation does not answer what happened, who knew what, when they knew it, or where safeguards failed. You need facts and findings to drive prevention and training.
Protect the next community. Offenders often reappear in other K–12 districts or youth-involved jobs. An empty investigative file or finding of “unsubstantiated due to resignation” significantly limits a state licensing body’s ability to suspend/revoke a license when a criminal charge/conviction is absent. In states that permit or require disclosure of employee misconduct findings between school districts, failing to complete the investigation can lead to “passing the trash” and allowing an offender to cause harm elsewhere.
No shortcuts under Title IX. The investigation and grievance process has to be complete before disciplinary action is taken. If safety is an issue, rely on emergency removal while you conduct a timely, well-documented investigation.
From Relief to Resolution
Removal of an alleged offender can bring relief. Accountability builds trust. No matter the employee’s status, establish the facts, document the findings, report to the proper authorities, and put durable safeguards in place to prevent a repeat.
Need help? Campus Integrity Group can investigate quickly, identify policy gaps and fixes, and ensure compliance at every step.
Want to learn more? Check out our Learning Hub video discussing why (and how) schools should complete an investigation even after the accused is no longer an employee.
