ADVERSE EMPLOYMENT ACTIONS AND PUBLIC SCHOOL ...

school computer during school hours nonetheless. On November 19, Reed met with Zalis and
Superintendent Adams where she was directed to cease contacting the aforementioned parties
and to stop interfering with Zalis’ investigation. Reed’s cell phone usage and email history were
questioned--specifically a sexually explicit message she had sent to Cook. Finally relenting,
Reed confessed to having a sexual relationship with Cook.
Adams and Zalis emphasized to Reed that she had to desist from contacting Cook. The
following day, November 20, Reed once again interrupted Zalis’ investigation of the matter to
inform him of the people that he should speak with that would vouch that she was in no way
sexually harassing Cook. On November 21, Cook resigned. On November 22, Reed was placed
on paid administrative leave for the following stated reasons: inappropriate and unprofessional
conduct, immoral conduct, possible retaliatory practices, insubordination, and possible sexual
harassment.
Shortly after Reed was placed on leave, Michael Barnes, a school HVAC technician,
reported that Reed had groped his buttocks while he was bent over working at the school during
the summer months. He explained that he only reported it now because he felt that Reed could
not retaliate against him based on her being placed on leave. Adams requested Reed’s
resignation, but she refused. Reed was brought up on charges before the school board and
termination proceedings began. A termination hearing was set for February 2003. However, at
some point in January, the board somewhat reversed field and chose to simply non-renew Reed’s
contract for the upcoming year. Adams explained that this decision was made for cost
effectiveness. The cost of allowing Reed to remain on paid administrative leave was less than the
“pre-hearing discovery proceedings and termination hearing.” Reed was offered the opportunity
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