This blog will delve into a particularly troubling cover-up in early 2020's that put hundreds of students at risk, not from an unknown outsider, but from someone within their own schools. Because this person has not be charged with a crime at this time and we are trying to bring light to a school districts misconduct we have removed the name and gender of the individual we will discuss. This former administrator and teacher was intoxicated on the job for over 10 years at two elementary schools within the Fort Zumwalt School District. Shockingly, there were no interventions from district leadership during this period and no reports to police or the Department of Education. When the drinking got to much our sources tell us that the district allowed this educator to step down from being an administrator and go back to being a teacher. Our investigation began when an anonymous administrator from the Fort Zumwalt School District bravely came forward, sharing insider information that brought this alarming situation to light. What follows is a detailed account of how silence, denial, and misplaced priorities can endanger students and undermine the integrity of the entire educational community. Through our investigation we discovered several other instances in districts like Hazelwood, Wentzville and St. Charles School Districts of schools quietly covering up drunk teachers on the job through the guise of "personnel issues." But why did the district just cover it up and not help this employee get treatment or at the least remove them from their from duties while he sought treatment. When talking to current and former employees of the district, we have discovered a unsettling number of times administration was aware of staff misconduct but handled it as a "personnel" issue and didn't follow mandated reporting procedures.
Throughout history, countless districts have fallen short of their most fundamental obligation: ensuring the safety and well-being of students. In recent years in Missouri we have seen districts like Carl Junction School District, Ferguson-Florissant School District, Francis Howell School District, Riverview Gardens School District and the Seymour R-II School District hit the media over failure to report or covering up misconduct.
Sadly, the failure often goes beyond simple negligence. There are disturbing instances where institutions deliberately conceal abuse, prioritizing the preservation of their own reputations over the protection of children. These cover-ups not only allow abusive behavior to persist unchecked, but also deepen the trauma for survivors and significantly erode the public’s trust in educational systems. In recent news a Riverside County teacher arrested for allegedly showing up to school drunk, in Fulton NY a teaching assistant faces DWI charges, marking second recent school district employee arrest, Waukesha physical education teacher was sentenced for showing up to work drunk, a Fort Myers Middle School substitute teacher accused of being intoxicated in school pickup line the list of educational staff under the influence in recent years goes on and on.
Too often, the public only becomes aware of teacher misconduct when shocking headlines break, usually involving the most egregious cases of physical or sexual abuse by educators and is exposed by students or civil lawsuits. Yet while society rightly focuses on these horrific cases, another pressing danger often slips under the radar: teachers and administrators under the influence while on the job. Substance abuse within the education profession is a hidden epidemic. Recent studies reveal that approximately 5% to 7% of education professionals struggle with substance use disorders, and teachers rank among the top ten professions for alcohol abuse. Being intoxicated at work severely impairs an educator’s judgment and ability to uphold safety protocols. For school leaders, this impairment can mean the difference between a swift, life-saving response in a campus emergency and a catastrophic failure. It undermines their ability to manage staff, care for children, and maintain a safe environment. The consequences extend beyond the classroom, creating serious liability issues for the district and putting everyone on campus at risk. How many students and staff were endangered, how many decisions compromised, by teachers and administrators who showed up to work intoxicated?
Consider the risks in physical education classes alone. The American Academy of Pediatrics reports that between 37,000 and 60,000 children and adolescents are treated for PE-related injuries each year. The National Electronic Injury Surveillance System, reports that nearly 2.4 million incidents required students to be taken from school to emergency rooms over a multi-year period, averaging roughly half a million ER visits annually. So how many of those injuries could have been avoided or minimized if this teachers had been fully sober and attentive? How many injuries would have been avoided if districts took steps to help teachers or staff with addiction problems?
Mandated Reporting: The Front Line of Student Protection
In Missouri, the cornerstone of student safety is mandated reporting, a legal and ethical duty that every school employee must uphold. From day one, teachers and staff are taught the vital importance of reporting any situation, behavior, or suspicion that could endanger a child’s well-being. Most districts, including Fort Zumwalt, utilize robust platforms like Vector Solutions for annual training, equipping staff to spot the earliest signs of risk.
These mandated reporting courses are not mere check-the-box exercises; they walk educators through real-world scenarios, from recognizing subtle indicators of physical, emotional, or sexual abuse to identifying signs of neglect or distress at home. Teachers learn how to escalate credible rumors, such as threats that a student will bring a weapon to campus, or to report any behavior, no matter how minor, that might signal a student is in danger. The message is clear: every concern matters, and every report could make a life-changing difference. To illustrate how this works in practice, we spoke with Pete Johnson, principal of Lewis and Clark Elementary School. While he was unable to comment on the specific case involving the former employees, we asked if teachers or administrators are required to report seeing a coworker drunk on the job or any other misconduct that puts student safety at risk as mandated reporters. Mr. Johnson was unequivocal: “Yes, we are required to report that not only to the district, but also to the hotline.” So why was this teacher/administrator not reported?
It is important to note there’s a glaring gap in these trainings. While teachers learn to report abuse and misconduct by colleagues toward students, there is rarely specific guidance on how to handle situations where a fellow staff member is using illicit drugs or alcohol while on duty. This omission is not trivial; substance-impaired educators can endanger students just as gravely as abusers, yet the culture of silence often persists. When we questioned multiple districts about this oversight, their responses echoed a common refrain: “Personnel matters are confidential, and all employees are provided with mandated reporter training.” According to Laura Wagner, Communications Director for the Fort Zumwalt School District: “Fort Zumwalt School District does not comment on personnel matters, and the district requires all employees to undergo annual training regarding mandated reporter status and complies with all statutes regarding protections for individuals registering concerns about their workplace environment.” Well I am glad that they can quote the right answers, however the district training, DESE and the the Dept of Social Services tells staff they are required to report staff behavior such as “drunk on the job” to DCFS regardless if the district says its a personnel issue. It stops being a personnel issue when the staff member is putting children directly in harm's way. So if the staff and district are trained on mandated reporting, why do we not see more hotline reports or police reports on these teachers with substance abuse problems, but are let to resign with no consequences?
Legally, Missouri requires the immediate reporting of any suspected child abuse or neglect, including cases where a teacher is intoxicated while on the job. Under Missouri law and Department of Elementary and Secondary Education (DESE) Standards of Conduct, intoxication while on duty is explicitly prohibited and if a teacher is intoxicated while on duty or under the influence in the workplace, it is a teachers legal responsibility to report it as it is a severe violation of professional conduct and child safety. Failing to report such incidents is not a minor oversight; it is a misdemeanor offense. The process is meant to be straightforward: if you have reasonable cause to suspect misconduct, you must promptly notify the building principal or district administration, as outlined in RSMo Section 210.115. Crucially, the law protects mandated reporters from retaliation, fostering a culture of transparency and accountability.
Despite these clear legal obligations, troubling questions remain. When we asked Laura Wagner why this teacher and others were allowed to resign instead of being reported to authorities and the hotline as required by law, we received no response. Yet, conversations with several current and former employees, who requested anonymity out of fear of retaliation, painted a disturbing picture. "Everyone knew about this teachers drinking problem," one staff member shared. "The teacher smelled of Jack Daniels or beer most of the time, slurred their speech, and other staff would sometimes have to carry the teacher to his their car at the end of the day." Their stories reveal not just a failure to act, but a culture of silence that ultimately put students at risk.
It is essential for the public to understand that mandated reporters are not held to a “beyond a reasonable doubt” standard. Instead, teachers and staff only need “reasonable cause to suspect” that a child is at risk. This lower burden of proof is designed to protect children, not shield adults. So why, if the law is clear and the standard is accessible, are we still witnessing an alarming rise in unreported illegal behavior among teachers? The answer, as this blog explores, lies in a combination of cultural reluctance, institutional barriers, and personal fears, factors that must be addressed if we are to truly safeguard our schools.
Why are teachers and administrators not being reported
Studies indicate that as many as 33% of professionals aware of an impaired colleague choose not to report them. This troubling trend is echoed in Fort Zumwalt School District. Even more alarming, three teachers revealed that this colleague kept liquor in their desk, which could have been accessible to students throughout the school day. When this employee held an administrative role, staff admitted they were too afraid to report them because the individual was their their supervisor. To better understand the dynamics at play, we spoke with over 100 teachers across St. Charles and St. Louis County schools. Their insights revealed common reasons why educators hesitate to report their colleagues:
- Fear of Retaliation: Concern over workplace hostility or being targeted for reporting a colleague.
- Belief that Action is Happening: The assumption that someone else is already addressing the issue. (The bystander effect)
- Doubt in Outcomes: The belief that reporting will not lead to any meaningful administrative action. In this case and in many others, this is the issue; districts sweep it under the rug.
- Fear of Severe Punishment: Worry that the colleague will face penalties that are too harsh.
Administrators were reportedly aware of this teachers behavior, yet was permitted to continue supervising students, putting countless children at risk. One colleague even shared that the teacher was fully conscious of their legal and ethical violations, admitting, "I know I broke the law, but I was given the option to resign and took it." This raises a crucial question: Why wasn't this employee reported to the police or the Department of Education as required by Missouri law? Why were families not informed that their children had been placed in harm’s way? Why did the district not do anything to protect students or get this employee help? Was the district more concerned with protecting its reputation than protecting its students? Sweeping such misconduct under the rug only perpetuates a dangerous culture of silence.
Other districts have faced similar situations, and responded very differently. At Broward Elementary in Florida, for example, Lynn Singleton (46) a teacher was fired and charged with disorderly intoxication, child neglect, and disturbing the peace for being drunk on the job. In Independence, Missouri (2008), Kathy Moegle (55) a fifth-grade teacher at Blackburn Elementary was suspended and faced termination after being arrested for suspicion of drunken driving and allegedly bringing alcohol into the school. In Oklahoma (2023), Kimberly Coates, (53) a third-grade teacher at Perkins-Tryon Intermediate School was arrested on the first day of school after administrators found her with a cup of wine. Other recent incidents highlight the importance of decisive action. At Tabb High School, Virginia (June 2026), a 46-year-old NJROTC instructor, Jeremy Venske, was arrested and charged with public intoxication on campus after staff promptly reported their concerns. At Evendale Elementary School, Virginia (February 2025), a female employee was arrested and charged with being drunk on school grounds after police observed her unsteady and smelling of alcohol. At Mountain View Elementary-Middle School, West Virginia (September 2025), an assistant principal was arrested for being under the influence and possessing alcohol on campus.
What sets these cases apart from the Fort Zumwalt situation is that those districts followed the law, immediately contacting law enforcement and reporting the staff member to the hotline. When personnel issues cross into criminal offenses, responsible districts act quickly to protect student safety: they notify authorities, place the educator on administrative leave, and move to revoke or suspend their teaching license. Anything less is an unacceptable failure of duty.
Background Checks
Another critical issue that demands attention is the effectiveness of background checks in our schools. While teachers are required to undergo a background check prior to being hired, these screenings typically only consider convictions, not prior arrests or concerning patterns of behavior. A simple background check online for this former administrator revealed a troubling history: A decade of DUIs and repeated police calls related to intoxication, and refusal of a breathalyzer test. Shockingly, this former employee was cited for DUI three times (reduced to lower violations) during the tenure with the Fort Zumwalt School District.
In a recent letter we obtained sent to families and staff of the district on another matter district Superintendent Henry St. Pierre addressed their process for background checks stating “We remain committed to the highest safety standards. Both the state of Missouri and Fort Zumwalt require comprehensive screenings for all staff, including FBI fingerprinting and Family Care Safety Registry clearance before any individual can begin work with the district.”
These glaring red flags were overlooked, raising urgent questions about how individuals with such histories manage to remain in positions of trust and authority over children. It’s clear that the current system for background checks is fundamentally flawed. Schools must move beyond the bare minimum simply checking for convictions, and instead adopt a more comprehensive approach that considers patterns of concerning behavior, prior arrests, and employment history. According to the National School Safety and Security Services, many schools conduct only a basic, one-time criminal history check for teachers and staff as required by state law. This limited approach allows warning signs in an applicant’s background to go unnoticed, while offenses committed during employment can slip through the cracks entirely. To truly safeguard students, schools need to implement ongoing monitoring, more thorough vetting of new hires, and proactive measures to detect and address misconduct as soon as it arises.
Ultimately, it is our collective responsibility to demand accountability from school districts and to ensure that those entrusted with our children’s safety are held to the highest standards. The silence and lack of transparency from leadership only deepen public concern. In pursuit of answers, we reached out directly to Superintendent Henry St. Pierre and the Fort Zumwalt School Board, posing a series of crucial questions. Disappointingly, these inquiries went unanswered.
Here are the questions that remain unresolved:
- Why was this administrator and teacher allowed to quietly resign instead of being reported to authorities, as mandated by law?
- What immediate actions were taken to safeguard students and staff after these incidents came to light?
- Were parents and guardians notified about the potential risks their children faced? If not, what justified withholding this information?
- What support systems or resources were provided for students and staff affected by this employee’s actions?
- Has the district conducted a thorough review of other personnel files to ensure similar cases have not been overlooked?
- What steps will the district take to promote greater transparency and accountability moving forward?
- What concrete protections are in place for teachers, parents, or students who come forward to report this type of criminal misconduct?
The urgency of these unanswered questions cannot be overstated. True leadership means facing uncomfortable truths head-on, communicating openly with the community, and prioritizing student safety over reputational concerns. Only through transparency and steadfast accountability can we restore trust and make our schools safer for everyone.
Olivia Johnson
Beyond the Classroom Freelance Writer
beyondtheclassroomstl@gmail.com
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