There is a Crisis of Sexual Abuse in Texas Schools — Learn How to Fight Back

From our own reporting, we’ve identified a staggering 141 sexual misconduct incidents in 2025 alone—each resulting in an arrest—and numbers in 2026 on pace to eclipse 2025. This is unacceptable. Who hired these individuals? Were proper vetting procedures followed? School districts have a duty to protect students—and they must be held accountable. Whether you’re a parent or a concerned citizen, this section of TCK will guide you through 4 clear steps toward transparency and justice.

What this page is: A structured, legally grounded guide for enforcing transparency and compliance in Texas school districts.

What this page is not: Not legal advice. Not a substitute for law enforcement. Not an emergency reporting tool.

What Texas Law Requires When they Hire (Non Negotiable)

Fingerprint-based criminal history checks
TEA Do Not Hire Registry review
Certification and ethics compliance
Annual Superintendent certification to TEA

Legal Consequences

Criminal Liability (Individuals):

Failure to report abuse: Class A misdemeanor
Intent to conceal: State jail felony
Mandatory 24–48 hour reporting deadlines

Civil Liability (Districts):

Gross negligence exposure up to $500,000 per claimant
Governmental immunity waived under 2024 legislation

Educator Certification:

Suspension or revocation—no criminal conviction required

Step 1: Demand Written Answers & Lock the Record

(Email the Principal, Superintendent, and HR Department)

Parents should begin by demanding written confirmation— not verbal assurances—of legal compliance. Written records create accountability and preserve a paper trail.

Initial Written Questions

Was a DPS/FBI fingerprint background check completed before student access? (Date: ___)
Was the TEA Do Not Hire Registry checked? (☐ Yes ☐ No)
Was SBEC certification verified? (Any sanctions or investigations? ☐ Yes ☐ No)
Did the Superintendent certify compliance to TEA? (School year: ___)
Did the district provide written responses? (If no, document refusal)

Also request:

A copy of the district’s Electronic Media / Acceptable Use policy in effect

If responses are incomplete, evasive, delayed, or refused, parents should immediately formalize the request using an Open Records Request.

Using an Open Records Request (ORR)

An Open Records Request (ORR)—formally a Texas Public Information Act (TPIA) request—legally requires a school district to produce existing public records.

Why ORRs matter:

They force answers into written, reviewable records
They trigger statutory response deadlines
The district must either produce records or cite a specific legal exemption
They create a defensible paper trail

How to File an ORR

Be intentional and specific (employee, campus, or entire district)
Send to the Public Information Officer (PIO) or Records Custodian
If none is listed, send to the Superintendent’s office
Email submission is strongly recommended

Legal note: Under Texas law, a governmental body must process an ORR once received—even if sent to the wrong department.

ORR Checklist

☐ Request is in writing
☐ Subject references the Texas Public Information Act
☐ Scope is specific
☐ Sent to PIO / Records Custodian / Superintendent
☐ Copies and timestamps saved

Sample Texas Public Information Act Request

ORR Timeline: What to Expect

Day 0: ORR submitted (email recommended)
Within 10 business days: District must respond, produce records, or request an Attorney General ruling
If records are withheld: A specific statutory exemption must be cited
No response or missed deadlines: Document immediately—this is a compliance issue

Step 2: Contact Elected Officials (Privately First)

⚠️ Do not skip Step 1. Skipping documentation weakens every step that follows.

After documentation is secured, notify elected officials in writing, editing these templates to your specific situation.

Contact each individually:

School Board Trustees
State Representative
State Senator
State Board of Education Member

Ask officials to:

Demand district documentation
Confirm TEA compliance
Require corrective action if violations are found — (PRIVATELY FIRST)

Parent-to-Offical Email template

Subject: Request for Oversight Action – [District Name] Incident

Hello [Title] [Last Name],

I am writing to bring to your attention a serious incident involving [brief description of incident] within [School District Name]. This situation raises significant concerns regarding the district’s hiring practices, vetting procedures, and overall compliance with student safety requirements.

Given your role, this matter warrants immediate oversight and inquiry.
To assist, a formal request letter is attached that your office may use to obtain documentation from the district and confirm compliance with Texas Education Agency requirements. This letter outlines specific areas of concern, including background checks, certification verification, and adherence to state-mandated hiring protocols.

At a minimum, the public deserves clear answers:
Who was hired, and how were they vetted?
Were all required background checks and registry verifications completed?
Did the district follow all applicable state laws and TEA guidance?

Accountability in these matters is critical to maintaining trust and ensuring the safety of students.
Please let me know if you need any additional information or context. I appreciate your attention to this issue and your willingness to take appropriate action.

Respectfully,
[Your Name / Organization, if applicable]
[Contact Information]

Sample Letter for Elected Officials

Step 3: File Formal Complaints

(If answers are evasive, incomplete, or alarming)

At this stage, parents should file formal, written complaints with the appropriate authority. Use the agency that matches the issue. Parents may file with more than one agency simultaneously when appropriate. Always save confirmation receipts and case numbers.

Agencies to File With

Texas Education Agency (TEA)

Use for: District hiring failures, compliance violations, supervision failures, or violations of state education law.

Online complaint portal: https://www.complaints.tea.texas.gov/
Complaints Management Email: complaintsmanagement@tea.texas.gov
Phone (questions only): (512) 463-3544
Guidance on complaints & grievance process: https://tea.texas.gov/about-tea/contact-us/complaints/information-about-complaints-and-local-grievance

TEA complaints must be submitted in writing. Parents are often required to send a copy to the school district.

Educator Misconduct & Certification (TEA / SBEC)

Use for: Educator misconduct, certification violations, inappropriate conduct, or failure to report.

Educator Misconduct & Investigations: https://tea.texas.gov/texas-educators/investigations/educator-misconduct-investigations

SBEC discipline is administered through TEA’s Investigations Division.

Child Protective Services (DFPS)

Use for: Suspected abuse or neglect of a child.

Texas Abuse Hotline (24/7): 1-800-252-5400
Online reporting: https://www.dfps.texas.gov/contact_us/report_abuse.asp
General DFPS contact: https://www.dfps.texas.gov/contact_us/

If a child is in immediate danger, call 911.

Law Enforcement

Use for: Suspected criminal conduct (sexual abuse, assault, trafficking, exploitation, or other crimes).

Emergency: Call 911
Non-emergency: Contact your local police department, sheriff, or constable

Law enforcement reports are separate from administrative complaints and may be filed simultaneously.

Documentation Checklist

Complaint confirmations saved
Case numbers recorded
Copies of submissions retained

Step 4: Go Public Only After Documentation

Public pressure is effective only after the facts are locked in.

Proceed publicly only if all of the following are true:

Written demands were sent
ORRs were submitted and responded to (or deadlines missed)
Elected officials were notified and given time to act
Formal complaints were filed or ignored

Then—and only then—consider:

Speaking at a school board meeting
Issuing a public statement
Contacting media outlets

This sequencing protects parents and ensures credibility.

Tracking Cases of Educator Misconduct in Schools

Source: Erin Anderson, Texas Scorecard

Duty of Care

In Texas, a teacher’s “duty of care” is not defined in a single statute but arises from case law and statutes such as Texas Education Code § 22.0511, which addresses liability for negligence. Courts in Barr v. Bernhard and Hopkins v. Spring Independent School District make clear that educators must act as reasonably prudent professionals by supervising students, maintaining a safe environment, and preventing foreseeable harm.

Texas law also imposes a mandatory “duty to report” under Texas Family Code § 261.101, requiring suspected abuse or neglect to be reported within 48 hours — a duty reinforced by the Texas Education Agency.

These protections exist to safeguard children. When schools ignore warning signs, fail to report abuse, or hire individuals with known histories of misconduct, they are not just failing policy — they are violating the very safeguards meant to protect students. They are violating their duty of care.

Such failures result in preventable harm and represent a serious breakdown in accountability that demands attention and action from parents and advocates.