CCSU's own lawyer swore he wasn't an employee at the time of the alleged assault. His payroll record says otherwise. And the Attorney General's office is defending all of it.

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Let me give you the ending first, because the ending is the scandal.

In 2011, a Central Connecticut State University staff member was accused of sexually assaulting a student. According to the whistleblower who later raised the case, the man admitted the conduct. Here’s what happened to him.

He was never arrested.

He was never charged.

He never stood trial.

He never spent a day in jail.

The university kept him on. Later it promoted him. Then it gave him continuing appointment -- that’s tenure, folks, about as close to a job for life as you’ll find in this state. And today, right now, he’s still on the CCSU payroll.

The victim? No criminal case. No day in court. Nothing.

So how do you get from an alleged assault to tenure? It doesn’t happen by accident. It happens on paper.

In April 2018, the university’s Director of Student Rights and Responsibilities went to President Zulma Toro and told her two verified cases of employee-on-student sexual misconduct from 2011 had been run through the Office of Student Conduct. One was a quid-pro-quo sexual harassment case involving an adjunct. The other was the alleged sexual assault by the staff member. Both men worked for the university.

Why does the channel matter? Because of where the paper ends up.

The way the whistleblower tells it, running those cases through student conduct put the files inside records protected by FERPA, the federal student privacy law. That meant no timely campus warning went out. And it meant that when a Freedom of Information request later went looking for findings of employee sexual misconduct, these two cases weren’t in the pile. In 2019, the student newspaper asked for those records. The two cases were left out of what the public got.

Now here’s where it gets interesting.

The whistleblower sued. And in that lawsuit, University Counsel Carolyn Magnan put her name on a sworn affidavit. In it, she says that when the alleged assault was reported in 2013, the man “had since graduated and was enrolled as a graduate student and employed with CCSU.” Then she says Human Resources “had no authority or grounds to discipline [him] as an employee because, at the time of the alleged misconduct in 2011, he was an undergraduate student, not an employee.”

Not an employee. In 2011. Sworn.

That’s the whole ballgame for the university. If he wasn’t an employee, then student conduct was the right channel, HR had nothing to do, and the case had no business showing up in a search for employee misconduct.

One problem. An employment record shows he was a paid CCSU staff member starting September 26, 2008 -- and he was still on staff in 2011. He was an employee the year it happened.

Let that sit for a second. The university’s own lawyer put a statement under oath that the university’s own payroll history contradicts. And the Attorney General’s office filed that affidavit in court, and it’s still defending the student-conduct routing that kept this case out of the public records.

So what happened to the man who brought it all up?

Magnan herself confirms he raised the same concerns with her on April 16, 2018. He took it to the president four days later, on April 20. Toro’s own affidavit confirms that meeting, and confirms he raised the two Student Conduct cases. Five days after that -- five days -- he was on paid administrative leave. In December 2018, he was fired.

And the Chief Human Resources Officer who recommended firing him? She swore she had no knowledge of the April 20 meeting.

He fought it. An arbitrator ruled the firing lacked just cause. In 2024, the Connecticut Supreme Court upheld that ruling. CCSU paid roughly $760,000, and he went back to work. He says the university has kept coming at him since, with more employment actions he calls retaliation.

So let’s line it up. The man accused of sexual assault: kept, promoted, tenured. The man who reported how it was handled: fired within months, and in court for years.

And who’s paying the lawyers? You are.

The university’s lawyer in this fight is the Connecticut Attorney General’s office. For years it’s defended the position that the routing was proper and that the firing had nothing to do with the disclosure. That litigation is still active, and the AG’s office is still representing the university.

Now look -- I’m going to be fair, because that’s what separates this show from the people I criticize. The Attorney General has every right to represent a state agency. That’s his job. And when the whistleblower says leadership was worried about what these cases would do to the school, that motive is his claim, and I’m telling you it’s his claim.

But you don’t need the motive. You’ve got the record. The routing. The outcomes. The tenure. The cases missing from the public release. A sworn affidavit saying he wasn’t an employee in 2011, and a payroll record showing he’d been one since 2008, straight through 2011.

This is Connecticut, the state that never stops telling you how much it cares about survivors, about transparency, about believing victims. We hold the press conferences. We pass the bills.

And then, when it’s our own institution and our own employee, the file goes in the student-privacy drawer, the newspaper gets a records release without it, the whistleblower gets fired, the accused gets tenure -- and the university’s lawyer swears he wasn’t even on staff.

The question isn’t whether the Attorney General can represent CCSU. The question is why the state’s top law-enforcement office is spending your money defending an outcome where a sexual assault that a university employee admitted to, according to the whistleblower, produced no charges, no public disclosure and a job for life, while the man who brought it forward got fired, and while university counsel swore under oath that the man wasn’t an employee in the year it happened.

Monday, on the air, I’m laying out the whole thing. The full timeline. Who did what, and when. What’s in the court record. You’re going to want to hear it.

That’s the documented chain. And I’m going to keep pulling on it.

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