The Visalia Unified School District has been in the news a lot this year. Much of it was not good. My own blogging has been this, this, this, and this, regarding not recording ‘Special Meetings’. Then the real mess began, for me, with an incident at Redwood High School on February 12, 2026, when graduating Seniors at class pictures decided to us their lettered tshirts, originally organized to spell out “ALWAYS LEGIT CLASS OF 2026” into a homophobic slur. My blogging on that can be found here, here, and here. Another item, buried in the next School District Board of Trustees consent calendar agenda is here.
That’s only the stuff I’ve been following. Layoffs, cutbacks, and new administration-level hirings have been roiling Board of Trustee meetings for some time now.
I was contacted recently by a person who wanted to remain anonymous, about problems at El Diamante High School. The District, Board of Trustees, the Superintendent, and teachers were sent an email, from another anonymous person (not the same one that contacted me), about the issues at El D. Concerns about favoritism, nepotism, and retaliation are discussed.
Click on “MORE”, for the entire email as sent to the District, educators, the Board of Trustees, and the Superintendent.
To Members of the Board of Trustees, Superintendent, and District Leadership:
This letter is being submitted anonymously because many individuals within the school community do not feel comfortable raising concerns openly. The purpose of this letter is not to attack any individual but to request an independent review of concerns that many believe are affecting student safety, school climate, staff morale, accountability, and public confidence at El Diamante High School.
The concerns outlined in this letter are not being raised as isolated complaints or speculation. Many of these matters are capable of being reviewed through witness interviews, hiring records, employee testimony, disciplinary records, communications, and other district documentation. For that reason, they deserve objective review.
One of the most significant concerns involves the current disciplinary climate on campus. Students are frequently observed outside of class during instructional time, roaming campus, refusing directives from staff, and missing instructional time without meaningful accountability. Staff members often direct students to return to class only to have students walk away with little apparent consequence.
This places teachers, campus supervisors, and other employees in a difficult position. Staff are expected to maintain a safe and orderly campus while many feel they lack the support necessary to enforce expectations consistently. Students quickly learn what behavior is tolerated, and when accountability appears inconsistent, respect for school rules and staff authority declines.
Many teachers work extremely hard to maintain positive learning environments. However, a recurring concern is that repeated behavioral issues are often addressed in ways that do not provide meaningful accountability. Teachers understand that students may face difficult circumstances outside of school. However, support and accountability must exist together. Students can be supported while still being held responsible for their actions.
Another serious concern involves threats and intimidation directed toward school staff. Employees should not be expected to tolerate threats, harassment, or conduct that causes them to fear for their safety. Concerns have been raised that threats against staff are not always addressed with the seriousness they deserve. When threatening behavior toward employees is perceived as being minimized or inadequately addressed, it damages staff morale and creates concerns regarding campus safety.
Schools are unique environments that should focus on education, intervention, and student growth. However, threatening behavior should not be normalized simply because it occurs on a school campus.
In many situations outside of a school setting, threats directed toward employees, public servants, or members of the public would result in immediate intervention, investigation, and potentially serious legal consequences. School employees deserve the same level of concern and protection.
The impact of these concerns extends beyond students who engage in misconduct. Students who come to school ready to learn are also affected. Parents expect a safe, structured environment where learning is the priority. When students repeatedly observe disruptions, campus roaming, threats, and inconsistent accountability, school culture begins to erode. Students who are not behavior problems may begin to believe that expectations are optional because they see others violating rules without meaningful consequences.
A particularly concerning incident involved student altercations, smoking, threats on staff, gambling, and continuous defiance from students.
Multiple individuals possess firsthand knowledge regarding discussions that occurred about how the matter should be handled. Those individuals would be willing to cooperate with a confidential investigation if one were conducted.
The concern is not whether criminal charges or expulsion should occur. The concern is whether school administration attempted to influence decisions that properly belong to law enforcement. A principal is responsible for leading a school, supporting students, and maintaining a safe educational environment. A principal is not above the law, nor should any administrator be perceived as having authority over decisions that fall within the responsibility of law enforcement.
Students, staff, and parents must have confidence that school rules are applied fairly and that misconduct is addressed appropriately. When there is a perception that administrative influence is being used to discourage accountability, public confidence is damaged and the message received by students is that consequences are negotiable.
Because multiple individuals have firsthand knowledge of this incident, the facts should be readily ascertainable through confidential interviews and review of available reports and documentation.
Concerns have also been raised regarding hiring practices and transparency. Particular concern exists regarding the sequence of events surrounding a Campus Supervisor position and the staffing decisions that preceded the opening.
Many individuals within the school community believe that personnel movements occurred in a manner that ultimately created an opportunity for a specific individual to obtain the position. Whether this perception is accurate or not, it has significantly damaged confidence in the fairness and transparency of the hiring process.
Questions regarding the position reportedly existed before interviews were completed. Applicants raised concerns regarding whether the outcome had effectively already been determined. These concerns did not arise after a hiring decision was made; they existed beforehand and continue to be discussed afterward.
The concern is not simply who was hired. The concern is the sequence of events that occurred before the position became available, the timing of staffing decisions, the opening and reopening of the position, and whether all applicants were genuinely provided equal consideration throughout the process.
For that reason, investigators should review the timeline of personnel movements, position postings, reopening of the position, applicant pools, interview records, scoring documentation, communications, and hiring decisions associated with the position.
Additional concerns have been raised regarding positions that were publicly posted but later described as intended for internal candidates. Applicants invested significant time pursuing opportunities they believed were open and competitive. These concerns deserve review to ensure transparency and consistency throughout the hiring process.
Another concern that deserves review is the impact that perceived conflicts of interest can have on public confidence.
The principal is married to the district’s Human Resources Director. While this relationship alone does not establish wrongdoing, it creates an increased need for transparency, accountability, and independent oversight whenever concerns arise regarding hiring practices, personnel decisions, employee treatment, workplace culture, or complaints involving school leadership.
Many employees, applicants, and community members do not believe complaints involving leadership decisions, hiring practices, or personnel matters will receive a truly independent review because of this relationship. Whether this perception is accurate or not, the fact that it exists has contributed to declining confidence in the process.
The issue is not the marriage itself. The issue is whether sufficient safeguards, transparency, and independent oversight exist to ensure that all employment decisions, investigations, and employee concerns are handled fairly, objectively, and without the appearance of favoritism.
Public confidence requires not only fairness, but the appearance of fairness. Employees, applicants, parents, students, and taxpayers deserve confidence that concerns will be reviewed objectively regardless of who is involved.
For that reason, any investigation into the concerns outlined in this letter should be conducted independently and outside of any reporting structure that could create either an actual conflict of interest or the appearance of one. An independent review would help restore confidence if no problems exist and identify corrective action if concerns are substantiated.
There is also concern regarding employee morale and workplace culture. Many individuals believe employees do not feel comfortable raising concerns regarding discipline practices, leadership decisions, hiring processes, or employee treatment. Whether this perception is accurate or not, the fact that it exists should be concerning. Employees should feel confident that concerns can be raised without fear of retaliation or adverse treatment.
Parents, staff, and taxpayers also expect confidence that concerns raised to school leadership will be taken seriously, investigated appropriately, and addressed in a timely manner. Families entrust schools with the safety, education, and well-being of their children each day. When parents report concerns involving safety, discipline, threats, bullying, or school climate, they deserve confidence that those concerns will receive meaningful attention and follow-through.
At a time when school districts across the state continue to face increasing scrutiny, complaints, and costly litigation, it is more important than ever that concerns be addressed proactively rather than reactively. Public confidence is strengthened when parents see that complaints are heard, investigated, and resolved fairly. Accountability and consequences, when appropriate, are not contrary to student success—they are often necessary components of maintaining a safe, respectful, and productive learning environment.
Ultimately, parents want assurance that school leaders will take concerns seriously, apply expectations consistently, and make decisions that place student safety, staff support, and educational success above all else. Addressing concerns early is far less costly—both financially and educationally—than allowing problems to grow until they become larger issues affecting students, employees, and the community.
Public confidence is critical to the success of any school. Visalia Unified cannot afford further litigation, and scrutiny.
We hope that you will take these concerns with all seriousness, we expect positive change for the future, as these concerns can no longer be mishandled as it not only affects students, staff but the public tax payers.
Thank you.
Even with their history of resisting meaningful changes, I hope the District sees the morale issues of not dealing with these problems in any satisfactory way. You can’t have an excellent educational system if the people “in the trenches” don’t trust the District to properly address the issues they encounter in their day-to-day work environment.
Random thoughts, occasional rants, illuminating commentary, and an odd story now and then from the world of 9-1-1 dispatching. All this and more from a gay liberal atheist living in California’s Bible belt. I recently married, so MAGA beware! I’m your worst nightmare! Some names have been omitted to protect the innocent, but the guilty will be hung out to dry!
JimmieJoe / KC6YRU 
VUSD – favoritism, retaliation, and nepotism?
June 8, 2026
Jim Reeves commentary, News education, El D, El Diamante High School, News, teaching, visalia, Visalia Unified School District, VUSD Leave a comment
The Visalia Unified School District has been in the news a lot this year. Much of it was not good. My own blogging has been this, this, this, and this, regarding not recording ‘Special Meetings’. Then the real mess began, for me, with an incident at Redwood High School on February 12, 2026, when graduating Seniors at class pictures decided to us their lettered tshirts, originally organized to spell out “ALWAYS LEGIT CLASS OF 2026” into a homophobic slur. My blogging on that can be found here, here, and here. Another item, buried in the next School District Board of Trustees consent calendar agenda is here.
That’s only the stuff I’ve been following. Layoffs, cutbacks, and new administration-level hirings have been roiling Board of Trustee meetings for some time now.
I was contacted recently by a person who wanted to remain anonymous, about problems at El Diamante High School. The District, Board of Trustees, the Superintendent, and teachers were sent an email, from another anonymous person (not the same one that contacted me), about the issues at El D. Concerns about favoritism, nepotism, and retaliation are discussed.
Click on “MORE”, for the entire email as sent to the District, educators, the Board of Trustees, and the Superintendent.
To Members of the Board of Trustees, Superintendent, and District Leadership:
This letter is being submitted anonymously because many individuals within the school community do not feel comfortable raising concerns openly. The purpose of this letter is not to attack any individual but to request an independent review of concerns that many believe are affecting student safety, school climate, staff morale, accountability, and public confidence at El Diamante High School.
The concerns outlined in this letter are not being raised as isolated complaints or speculation. Many of these matters are capable of being reviewed through witness interviews, hiring records, employee testimony, disciplinary records, communications, and other district documentation. For that reason, they deserve objective review.
One of the most significant concerns involves the current disciplinary climate on campus. Students are frequently observed outside of class during instructional time, roaming campus, refusing directives from staff, and missing instructional time without meaningful accountability. Staff members often direct students to return to class only to have students walk away with little apparent consequence.
This places teachers, campus supervisors, and other employees in a difficult position. Staff are expected to maintain a safe and orderly campus while many feel they lack the support necessary to enforce expectations consistently. Students quickly learn what behavior is tolerated, and when accountability appears inconsistent, respect for school rules and staff authority declines.
Many teachers work extremely hard to maintain positive learning environments. However, a recurring concern is that repeated behavioral issues are often addressed in ways that do not provide meaningful accountability. Teachers understand that students may face difficult circumstances outside of school. However, support and accountability must exist together. Students can be supported while still being held responsible for their actions.
Another serious concern involves threats and intimidation directed toward school staff. Employees should not be expected to tolerate threats, harassment, or conduct that causes them to fear for their safety. Concerns have been raised that threats against staff are not always addressed with the seriousness they deserve. When threatening behavior toward employees is perceived as being minimized or inadequately addressed, it damages staff morale and creates concerns regarding campus safety.
Schools are unique environments that should focus on education, intervention, and student growth. However, threatening behavior should not be normalized simply because it occurs on a school campus.
In many situations outside of a school setting, threats directed toward employees, public servants, or members of the public would result in immediate intervention, investigation, and potentially serious legal consequences. School employees deserve the same level of concern and protection.
The impact of these concerns extends beyond students who engage in misconduct. Students who come to school ready to learn are also affected. Parents expect a safe, structured environment where learning is the priority. When students repeatedly observe disruptions, campus roaming, threats, and inconsistent accountability, school culture begins to erode. Students who are not behavior problems may begin to believe that expectations are optional because they see others violating rules without meaningful consequences.
A particularly concerning incident involved student altercations, smoking, threats on staff, gambling, and continuous defiance from students.
Multiple individuals possess firsthand knowledge regarding discussions that occurred about how the matter should be handled. Those individuals would be willing to cooperate with a confidential investigation if one were conducted.
The concern is not whether criminal charges or expulsion should occur. The concern is whether school administration attempted to influence decisions that properly belong to law enforcement. A principal is responsible for leading a school, supporting students, and maintaining a safe educational environment. A principal is not above the law, nor should any administrator be perceived as having authority over decisions that fall within the responsibility of law enforcement.
Students, staff, and parents must have confidence that school rules are applied fairly and that misconduct is addressed appropriately. When there is a perception that administrative influence is being used to discourage accountability, public confidence is damaged and the message received by students is that consequences are negotiable.
Because multiple individuals have firsthand knowledge of this incident, the facts should be readily ascertainable through confidential interviews and review of available reports and documentation.
Concerns have also been raised regarding hiring practices and transparency. Particular concern exists regarding the sequence of events surrounding a Campus Supervisor position and the staffing decisions that preceded the opening.
Many individuals within the school community believe that personnel movements occurred in a manner that ultimately created an opportunity for a specific individual to obtain the position. Whether this perception is accurate or not, it has significantly damaged confidence in the fairness and transparency of the hiring process.
Questions regarding the position reportedly existed before interviews were completed. Applicants raised concerns regarding whether the outcome had effectively already been determined. These concerns did not arise after a hiring decision was made; they existed beforehand and continue to be discussed afterward.
The concern is not simply who was hired. The concern is the sequence of events that occurred before the position became available, the timing of staffing decisions, the opening and reopening of the position, and whether all applicants were genuinely provided equal consideration throughout the process.
For that reason, investigators should review the timeline of personnel movements, position postings, reopening of the position, applicant pools, interview records, scoring documentation, communications, and hiring decisions associated with the position.
Additional concerns have been raised regarding positions that were publicly posted but later described as intended for internal candidates. Applicants invested significant time pursuing opportunities they believed were open and competitive. These concerns deserve review to ensure transparency and consistency throughout the hiring process.
Another concern that deserves review is the impact that perceived conflicts of interest can have on public confidence.
The principal is married to the district’s Human Resources Director. While this relationship alone does not establish wrongdoing, it creates an increased need for transparency, accountability, and independent oversight whenever concerns arise regarding hiring practices, personnel decisions, employee treatment, workplace culture, or complaints involving school leadership.
Many employees, applicants, and community members do not believe complaints involving leadership decisions, hiring practices, or personnel matters will receive a truly independent review because of this relationship. Whether this perception is accurate or not, the fact that it exists has contributed to declining confidence in the process.
The issue is not the marriage itself. The issue is whether sufficient safeguards, transparency, and independent oversight exist to ensure that all employment decisions, investigations, and employee concerns are handled fairly, objectively, and without the appearance of favoritism.
Public confidence requires not only fairness, but the appearance of fairness. Employees, applicants, parents, students, and taxpayers deserve confidence that concerns will be reviewed objectively regardless of who is involved.
For that reason, any investigation into the concerns outlined in this letter should be conducted independently and outside of any reporting structure that could create either an actual conflict of interest or the appearance of one. An independent review would help restore confidence if no problems exist and identify corrective action if concerns are substantiated.
There is also concern regarding employee morale and workplace culture. Many individuals believe employees do not feel comfortable raising concerns regarding discipline practices, leadership decisions, hiring processes, or employee treatment. Whether this perception is accurate or not, the fact that it exists should be concerning. Employees should feel confident that concerns can be raised without fear of retaliation or adverse treatment.
Parents, staff, and taxpayers also expect confidence that concerns raised to school leadership will be taken seriously, investigated appropriately, and addressed in a timely manner. Families entrust schools with the safety, education, and well-being of their children each day. When parents report concerns involving safety, discipline, threats, bullying, or school climate, they deserve confidence that those concerns will receive meaningful attention and follow-through.
At a time when school districts across the state continue to face increasing scrutiny, complaints, and costly litigation, it is more important than ever that concerns be addressed proactively rather than reactively. Public confidence is strengthened when parents see that complaints are heard, investigated, and resolved fairly. Accountability and consequences, when appropriate, are not contrary to student success—they are often necessary components of maintaining a safe, respectful, and productive learning environment.
Ultimately, parents want assurance that school leaders will take concerns seriously, apply expectations consistently, and make decisions that place student safety, staff support, and educational success above all else. Addressing concerns early is far less costly—both financially and educationally—than allowing problems to grow until they become larger issues affecting students, employees, and the community.
Public confidence is critical to the success of any school. Visalia Unified cannot afford further litigation, and scrutiny.
We hope that you will take these concerns with all seriousness, we expect positive change for the future, as these concerns can no longer be mishandled as it not only affects students, staff but the public tax payers.
Thank you.
Even with their history of resisting meaningful changes, I hope the District sees the morale issues of not dealing with these problems in any satisfactory way. You can’t have an excellent educational system if the people “in the trenches” don’t trust the District to properly address the issues they encounter in their day-to-day work environment.
Another “DO BETTER!” from me.
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