I serve as an Expert Witness in court cases where students and or their families sue school districts and or their employees. I have served as an expert in 35 cases since 2015 when a lawyer contacted me after finding this very website, and read a bunch of the stuff that I had written. He did some more research on me, and found that I was well qualified to give my opinion about a football injury case. One of the cases I’ve been working on for just over a year recently settled. I wanted to share some of the lessons that I learned through this case, in hopes of helping to protect some minors, AND help Administrators, Employees, Coaches, Athletic Directors and more stay out of trouble!
In 2019, COACH NAME WITHHELD, a coach and campus supervisor on a high school campus (to remain confidential) in California, sexually assaulted a 14-year-old freshman male cheerleader (referred to as John Doe) on school grounds. The assault occurred in the coach’s classroom during preparations for a CIF football playoff game. The coach, then in his early 30s, had initiated contact with the boy via the Grindr app using the profile “NAME WITHHELD,” engaged in explicit sexual conversations after the minor disclosed his age, solicited nude images, and arranged the meeting. The encounter involved kissing, groping, and oral copulation, after which the coach gave the boy candy before he returned to his cheer squad. Surveillance video later corroborated the timeline, showing the student entering and exiting the dark classroom.
This was not an isolated incident. COACH NAME WITHHELD had preyed on students for years using fake Instagram accounts (“A female name withheld” since around 2012 and “A male name withheld” from about 2018) to catfish dozens of minor boys—mostly high school students aged 13–17, all from the same high school, where he worked, engaging them in sexual conversations and soliciting over 6,000 explicit photos and videos from more than 77 victims. He was arrested in December 2019, charged with 36 felonies, and ultimately convicted of 32, including oral copulation with a minor under 16. Multiple former football players described additional red flags: COACH NAME WITHHELD routinely sat in the boys’ locker room watching nude students change clothes, gave unsolicited massages, made frequent “gay jokes,” smacked buttocks excessively, and acted more like a friend than a coach. Some noted he left students unsupervised in his classroom, which contained couches, a fridge, and snacks, while he focused intensely on his phone or computer.
The subsequent civil lawsuit against COACH NAME WITHHELD and the School District alleged failures in hiring, supervision, training, reporting, and overall negligence. Depositions revealed gaps in oversight: cheer coaches did not always closely monitor a male student’s whereabouts during changing or prep times; football coaches received training on boundaries but the coach’s behaviors went unaddressed; performance evaluations for COACH NAME WITHHELD were largely positive despite some attendance issues; and district policies on online interactions and specific boundary violations (like non-therapeutic massages) were limited or inconsistently applied at the time.
This tragic case offers critical, hard-earned lessons for administrators, coaches, and school leaders everywhere. Sexual abuse by trusted adults in educational settings exploits power imbalances, grooming tactics, and institutional blind spots. Here are five essential lessons drawn from the facts of this matter.
Lesson 1: Grooming Often Begins with Digital Catfishing and Boundary Erosion—Monitor and Prohibit Inappropriate Online Contact
COACH NAME WITHHELD’s predation relied heavily on technology. He created fake profiles to target male students, starting with “Female name withheld” around the time he began working at the school in 2012. He sent sexual messages, solicited nudes, and transitioned to real-world contact via Grindr and Snapchat. The victim disclosed his age on Grindr; the coach’s response—“I know. Don’t remind me.”—revealed his awareness and disregard. Other students received similar overtures from the “Female name withheld” account, with some exchanging nudes over weeks or months while others grew suspicious because the same messages reached multiple football players.
Many districts in 2014–2019 lacked specific policies governing staff-student online or cell phone interactions beyond general prohibitions on obscene content. Staff cell phone use was limited to educational purposes, yet enforcement was challenging. Today, this underscores the need for clear, enforceable policies banning personal social media or app contact with students, requiring transparent communication through official channels, and training everyone on grooming signs—such as excessive private messaging, requests for images, or feigned shared interests (e.g., commenting on a student’s clothing seen at school).
Administrators must implement monitoring tools where appropriate, educate students on safe app use, and treat any staff use of dating or anonymous apps near students as a major red flag. Proactive digital literacy training for staff and students can disrupt catfishing before it escalates to physical abuse. Ignoring digital boundaries creates invisible pipelines for predators.
Lesson 2: Locker Rooms, Classrooms, and Private Spaces Demand Strict Supervision—Never Normalize Adults Watching or Being Alone with Minors
COACH NAME WITHHELD sat on a stool in the JV/freshman boys’ locker room, watching nude and semi nude students change—an unusual practice noted by multiple players as something only he did, no other coach did this, consistently. His direct supervisor allegedly observed this and the unwarranted massages but apparently did not intervene effectively. COACH NAME WITHHELD also met the victim alone in his darkened classroom during a school event, with the door presumably closed and lights off. Cheer supervision allowed the male student to leave the group without immediate accountability for his prolonged absence (roughly 20 minutes).
Football coach testimony from a coach on that staff described training against closed-door one-on-one meetings with minors (to avoid false accusations and actual misconduct), against viewing students changing, and for making supervisory presence known at locker room entrances without intruding. Yet implementation varied. District policy required supervision in all student areas, including locker rooms, but did not always prevent isolated or intrusive behavior.
The lesson is clear: Policies must be specific and enforced. Coaches should supervise locker rooms from doorways or designated spots without staring or lingering; no adult should be alone with a minor behind closed doors, even for “film study” or casual talks. Use windows, open doors, and rotating adult presence. Ban non-therapeutic massages or unnecessary physical contact (butt smacks, shoulder rubs) outside clear athletic training protocols. Treat any adult spending excessive time in changing areas or private offices with students as a reportable concern. Visibility and accountability protect both students and staff.
Lesson 3: Red Flags in Behavior and Performance Must Trigger Investigation—Do Not Rely Solely on Positive Evaluations or Lack of Prior Complaints
COACH NAME WITHHELD’s personnel file showed mostly glowing evaluations (“Meets Work Performance Standards”) with only minor notes about attendance after his reclassification to campus supervisor. He advanced from volunteer frosh coach (2012) to head JV football and lacrosse coach while holding yard supervisor duties.
Yet in hindsight, patterns abounded: acting overly friendly (giving rides, letting students leave campus for lunch against rules, leaving kids unsupervised in his room), making gay jokes, focusing obsessively on his phone/computer, blocking access to his desk, and the locker room conduct. Multiple players sensed something “weird” or “off” but normalized it as sports culture or did not report it formally. The victim told no one about the communications beforehand; rumors spread only after the arrest.
Administrators must train staff to recognize and report boundary violations without waiting for a direct victim complaint or criminal charges. “Reasonable suspicion” for mandated reporting does not require certainty—brushing it off as “kids being kids” or “he’s a great coach” enables harm. Conduct regular, anonymous climate surveys; investigate clusters of similar observations (e.g., multiple students noting the same adult’s locker room presence); and apply consistent discipline. Positive evaluations should not override observed misconduct. Background checks and reference follow-ups are baseline; ongoing vigilance is essential, especially for employees with access to vulnerable settings.
Lesson 4: Supervision of All Students, Especially During Transitions and Events, Requires Vigilance—Gaps in Oversight Enable Opportunity
On game day, the cheer team met in a portable classroom. Female students changed there; the male victim was directed to change elsewhere (locker room or restroom) with no dedicated adult escort or check-in. Cheer coaches (including the head coach) were not trained to maintain continuous supervision from team dinner through game prep, and no one apparently noticed or investigated his absence during the critical window when he was assaulted. The assault happened on campus during a school-related activity, with the victim returning to the group afterward.
This highlights how fragmented supervision—optional events, gender-separated changing without follow-up, multiple adults sharing responsibility—creates windows for abuse. Schools must assign clear, continuous supervisory accountability during all practices, games, and transitions. For mixed-gender or small teams, ensure every student has oversight. Protocols for accounting for absences (e.g., quick headcounts, buddy systems, or runner checks) are non-negotiable. Train all adults, including assistants and volunteers, on these duties. During high-energy events like games, complacency can be dangerous.
Lesson 5: Robust, Ongoing Training, Clear Policies, and a Culture of Reporting Are Non-Negotiable—Prevention Requires Systemic Commitment
The district provided annual mandated reporter training using a reasonable-person standard and some boundary guidance (e.g., against full-frontal hugs or bottom-touching), but specifics on massages, online contact, or locker room protocols appear to have been unevenly applied or insufficiently emphasized for non-teaching staff like coaches. No dedicated policy fully addressed staff-student social media or app interactions at the time. While coaches received pre-season meetings on responsibilities, the system failed to catch COACH NAME WITHHELD’s patterns.
Effective prevention demands comprehensive, role-specific training (e.g., on grooming, power dynamics, and trauma-informed response) for all employees—teachers, coaches, supervisors, administrators—delivered annually and upon hiring. Policies must explicitly prohibit sexualized contact, non-essential physical touch, private digital communications, and unsupervised alone time. Foster a culture where reporting is safe and expected, without fear of retaliation or dismissal as overreaction. Engage students and parents through age-appropriate education on consent, boundaries, and safe reporting. Regularly review and update policies based on incidents, legal developments, and best practices from organizations focused on educator misconduct prevention. Leadership must model accountability: investigate thoroughly, support victims, and cooperate with law enforcement.
This case is a painful reminder that sexual assault on campus often involves grooming, opportunity, and overlooked warning signs rather than a single dramatic event. Predators can be charismatic, long-term employees with no prior formal complaints. Administrators and coaches bear the responsibility to close gaps in policy, supervision, training, and culture. By treating every boundary violation seriously, maintaining vigilant oversight, and prioritizing student safety over convenience or tradition, schools can better protect the young people entrusted to their care. Ignoring these lessons risks repeating preventable tragedies. The cost—to victims, families, and institutions—is far too high.
Chris Fore is a veteran Administrator, Athletic Director, and Head Football Coach from Southern California; he currently serves as a Principal. He has written four books and produced coaching manuals, available at EightLaces.org. Both schools where he served as Athletic Director set school records for championships won in a single school year, and were recognized for both sportsmanship and academic excellence. Fore holds a Master’s in Coaching and Athletic Administration and multiple education credentials. A Certified Athletic Administrator, he served as President of the California Coaches Association (2018–2021) and has held various other leadership roles in several different organizations. A sought-after speaker, Fore has contributed to national sports publications and appeared on radio and podcasts. He also serves as an expert witness in athletic lawsuits. Follow him on X!
