The California Court of Appeal has upheld a workplace violence restraining order (WVRO) against Michael Krause, a former superintendent of the Adelanto Elementary School District. The court's decision, filed on July 6, 2026, affects Krause and three former employees who reported a pattern of harassment and intimidation by him. This ruling is significant as it reinforces the rights of employees to seek protection from workplace violence.
Krause, who is also an elected member of the district's Board of Trustees, appealed the restraining order, arguing that the district had waived its right to seek such an order as part of a separation agreement made upon his termination. The court found that the district's right to pursue a WVRO is unwaivable under California law, emphasizing the importance of workplace safety.
The case began when the Adelanto Elementary School District filed for a WVRO against Krause on behalf of three employees: S.A., X.L., and I.P. These women reported a series of alarming incidents involving Krause, including aggressive outbursts, inappropriate text messages, and behavior that made them feel unsafe. The trial court initially issued a temporary restraining order in October 2024, which led to a full hearing on the matter.
Krause's tenure as superintendent was marked by troubling interactions with his staff. Witnesses testified that he often shouted at employees, threatened them with termination, and made them feel uncomfortable with personal messages. For instance, Krause sent unsolicited photos and text messages that raised concerns about his behavior and intentions. The women expressed fear for their safety, especially after Krause was seen parked outside a coffee shop where two of them were present after he had been placed on administrative leave.
The district terminated Krause in June 2024, following a series of complaints about his conduct. A separation agreement was signed, which included a clause that required Krause to avoid contact with district employees. However, Krause argued that this agreement waived the district's right to seek a restraining order. The court ruled that an employer's right to seek a WVRO on behalf of its employees is a public interest that cannot be waived.
The court's ruling stated, "Even assuming the release would apply to a WVRO proceeding, an employer's right to prosecute a WVRO on behalf of its employees is unwaivable under Civil Code section 3513." The court also found sufficient evidence of a future threat of harassment, rejecting Krause's claims that the restraining order violated his parental rights and was overly broad.
While the court affirmed the restraining order, it modified one aspect that prohibited Krause from commenting on the order during Board meetings, citing a violation of his First Amendment rights. The court also reduced the duration of the restraining order from four years to three years, in accordance with statutory limits.
This ruling has broader implications for workplace safety and employee rights. It reinforces the idea that employers have a duty to protect their employees from harassment and violence and that such protections cannot be waived through private agreements. The decision is a reminder of the importance of creating a safe work environment, especially in educational settings.
Moving forward, Krause has the option to appeal the ruling, but it is unclear whether he will pursue further legal action. The case highlights ongoing concerns about workplace harassment and the legal protections available to employees in California.