SPOKANE, Wash -- When you send your kids off to school, you trust they will be in safe, responsible hands until they come home.
Some 4th-grade parents at a Spokane elementary school began to question that trust when they learned their child's teacher was arrested, tested positive for illegal drugs, and let back in the classroom.
So, they came to 4 News Now with concerns, wondering how this is allowed.
Cassey Miller has been with Spokane Public Schools for 13 years. She is currently a 4th-grade teacher at Browne Elementary but was placed on paid leave days before the 2023-2024 school year.
On August 30, 2023, Miller was arrested in Airway Heights for an alleged assault during a fight with her boyfriend.
The next day, she was arrested a second time for violating a no-contact order put in place by her boyfriend following the alleged assault.
This was when concerns started for the parents of students slated to be in Miller's class.
They heard Miller was arrested and then confirmed it for themselves.
"She's been my son's teacher for the past two school years, for the most part," said one mother who wished to remain anonymous. "Through looking at jail rosters and the grapevine of the world, she was in jail when we looked at the roster."
At this point, Spokane Public Schools was already investigating Miller.
We received a copy of that investigation report through a public records request.
According to the report, on the morning of her first arrest, Miller was placed on paid administrative leave by the school district after testing positive for cocaine.
"I 100% thought she wasn't going to come back," said the parent.
It was Miller's adult daughter who warned the school, saying in an email:
"I don't know what else to do to help her, and I am very concerned that she gets to teach children daily."
When the district confronted Miller about drug use, she denied it, but a positive drug test showed cocaine was in her system.
Miller eventually admitted to using cocaine the weekend before at a concert, claiming it was her first and only time.
The report shows interviews with Miller's colleagues, who say they have noticed a change in her behavior over the last 2-3 years. Things like jittery movements, excessive tardiness, fighting, asking colleagues for large amounts of money, and even telling them about drug use.
On October 16, Miller did a lengthy interview with the district, addressing allegations.
Throughout this interview, she denied having a substance use problem.
When the district asked why she should stay employed, Miller said:
"I have had a couple of hard years. I have started reflecting and making positive changes. I am doing the right things."
The district kept her on paid leave while they finished the investigation.
On November 7, two months after the district put Miller on leave, she took another drug test.
Miller once again tested positive for cocaine, but she was not fired.
After a conversation between the district and Miller's union representative, she was given a Last Chance Agreement.
It says she can be randomly tested for drugs at school for the next five years.
If she tests positive or refuses the test, the district would have "just and sufficient cause" to fire her.
That ultimatum seemed to work.
Miller completed two negative tests and was brought back to the classroom at the end of January.
Her return surprised parents.
"I don't understand how this wasn't a breaking point for the district," said one mother.
"As a parent, I feel like I should know if someone who is using illegal drugs is with my student," said another mother.
These moms asked to remain anonymous.
They are frustrated with what they call a lack of transparency from the district and concern for their children's safety and quality of education with Miller back in the classroom.
"I thought that the district backed us as parents and students and would keep our kids safe."
"My student hates school. He begs me to stay home every day. He is just so unhappy, and it is really hard to see as a parent."
Every parent we spoke with asked why she was allowed back.
"I would like to see her removed from the school because of that safety concern and moving forward as well as setting that precedent so that people know that this is not acceptable and if they do this, they will not be allowed in the school, teaching children."
According to the Spokane Public School's 'Drug-free Schools, Community, and Workplace Policy,' using illegal drugs in or out of the workplace is "not tolerated," and an employee could be disciplined or terminated for it.
We asked for clarification from the district on what would be a fireable offense when it comes to drug use by their staff; despite already releasing the full investigative report to us, Spokane Public Schools responded in a statement:
"SPS is not able to discuss employee matters."
In the investigation, Miller repeatedly denied ever doing drugs at school or coming to school under the influence, and the investigation says there is no evidence to prove that she did.
Right now, Miller is back in the classroom teaching.
We have contacted her via phone and email to see if she would be willing to address these concerns and share her story. We have yet to hear back.
According to court documents, Miller has to complete one year of substance use treatment for her 4th-degree assault and protection order violation charges to be dismissed.
However, she did not complete treatment for March and is ordered to return to court at the end of May.
KXLY contacted SPS several weeks before this story aired, asking general policy questions regarding teacher conduct; the district said at the time it would not discuss employee matters. We began airing promotions about this story, and hours before it aired on KXLY, SPS offered the following statement:
"Whenever concerns about an employee's conduct are brought to our attention, SPS investigates the concerns in accordance with employment law and collectively bargained due process.
Before a staff member can return to work following an investigation, SPS HR works alongside the employee to ensure they meet all employment expectations. In this case, the employee has met all the required expectations under their agreement to return to work. SPS will continue to ensure this employee complies with the terms of the agreement, and the district will continue to meet with families who want to share their concerns.
In this instance, a district administrator met multiple times with a group of parents and met individually with parents who shared concerns about the employee's anticipated return to the classroom from leave."
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