A New Braunfels Police Department sergeant received a 20-hour suspension following a months-long internal investigation into sexual harassment allegations involving a probationary officer. While the core allegation of sexual harassment was ultimately deemed not sustained, investigators concluded the sergeant violated departmental and city policy by failing to properly report the complaint once he became aware of it.
According to internal records received by The Hawk’s Eye on June 25,2025, the investigation began on February 7, 2024, when Assistant Chief Joe Vargas ordered Sergeant Tom Scheuermann to initiate a formal personnel complaint. The action was based on a report made by Lieutenant James Bell just two days earlier, after he was notified of troubling allegations by a fellow officer.
Allegations Surface Through Multiple Channels
The complaint centered around Sergeant Michael Burton, a supervisor in the NBPD Training Division. The alleged victim was a female probationary officer under his supervision.
According to a written statement submitted to Lt. Bell, another city employee claimed that the probationary officer disclosed she had been sexually harassed by Sgt. Burton — including an alleged comment where Burton told her, “I’m going to turn you straight.” The remark was reportedly made in reference to the officer’s sexual orientation. Additional allegations included Burton asking her out for drinks during her field training period and making comments that made her feel uncomfortable.
Multiple officers came forward during the investigation, relaying second-hand information and concerns. Some described a pattern of inappropriate familiarity by Burton, including invitations for drinks, personal text messages, and commentary on the officer’s appearance.
Despite the seriousness of the original allegations, another female officer never filed a formal grievance herself. In fact, when interviewed, she described Sgt. Burton as a supportive figure during her injury and rehabilitation and expressed appreciation for his mentorship. She acknowledged the “drinks” invitation but said she never felt threatened and interpreted much of his behavior as joking.
Internal Affairs Findings
After interviews with officers, supervisors, and the sergeant himself, the NBPD Professional Standards Office concluded that the primary sexual harassment allegation was “Not Sustained.” Investigators cited contradictory recollections, and hearsay reporting.
However, the investigation found that Sgt. Burton failed to follow mandatory reporting procedures after being made aware that his conduct might have been perceived as inappropriate.
Under both city and NBPD policy, any supervisor who becomes aware of a potential sexual harassment allegation — even informally — must report the matter to their chain of command or to Human Resources. Investigators concluded that Burton should have immediately notified his lieutenant or the Chief of Police when he learned about the complaint.
“There is a preponderance of evidence that would lead a reasonable person to conclude that [Burton] should have reported the incident,” the report states. “He knew that [the officer] possibly felt uncomfortable, and he was the one that caused her uncomfortableness.”
Disciplinary Action
Police Chief Keith Lane reviewed the investigative findings and issued a 20-hour suspension without pay on June 5, 2024, for violation of supervisory responsibilities under both city and department policy.
In addition to the suspension, Sgt. Burton is required to complete an EEOC course titled “Leading for Respect” within three months.
The disciplinary order notes that Burton has the right to appeal the decision to either the Civil Service Commission or an independent hearing examiner, per the Texas Local Government Code.
Broader Context
The case raises important questions about internal reporting practices, the blurred lines between mentorship and professionalism in law enforcement training programs, and the importance of timely intervention even in cases where the alleged victim does not wish to pursue formal action.
While Burton’s conduct fell short of a sustained sexual harassment finding, the department made clear that supervisors must err on the side of caution when potential complaints arise.
“Supervisors have a responsibility to promptly consult the Human Resources Department,” the city’s Harassment Free Workplace policy states. “Any supervisor who condones or fails to take appropriate actions may be found in violation… and subject to discipline, up to and including termination.”
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