Jeremy Pike, who was a Grade 5 teacher at Glen Street Public School when he was arrested in July 2005, recently pleaded guilty to 10 charges relating to sexual assaults on six boys. None of the victims were Mr. Pike's students, according to his lawyer, Eric Lewis. Sentencing is expected later in May.

"No action is necessary (by the Durham District School Board) at this time because he is not an employee of the board," said Lou Vavougios, superintendent of employee relations.

Although Mr. Vavougios can't comment on specifics regarding Mr. Pike's situation or when he ceased to be an employee of board, Mr. Vavougios discussed the procedures surrounding such incidents.

"We do take the necessary steps to ensure student safety," he said. "Student safety is the priority for us."

When an employee is charged with sexual assault, it must be reported to the Ontario College of Teachers, which also conducts an investigation, said Mr. Vavougios.

If the board can't assess the situation because, for example, it happened outside the school, the employee can be suspended, generally with pay.

But, if the alleged offense occurred on school premises, the board can assess it and suspend or fire the accused. The employee can also be terminated or suspended upon a conviction, or if they fail to respond to the board's letter and phone call within a given time frame.

"In other words, for not being accountable," said Mr. Vavougios.

If the court's decision was appealed by the accused, it wouldn't change the board's decision, said Mr. Vavougios. The terminated employee would have to appeal the school board's decision through the grievance arbitration process.

Even if an accused employee is acquitted, depending on facts in the case, they can still be suspended or fired, said Mr. Vavougios.