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[Sick Naban @SickNaban05]

@Mourning_starz @MattWallace888 @SandsTexas You stupid piece of shit!

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[Buddy Falcon @buddy_falcon]

PAPER TRAIL TO PFLUGERVILLE: The Nazario Timeline Raises Questions About Hidden Employee History and Repeated Reports

This post is directed to Pflugerville ISD, district Human Resources, TEA, and the public-records process. It is about documented reporting channels, employee-history transparency, and student-safety accountability — not personal contact with any individual.

The Ramon Nazario story keeps coming back to the same central question: who at Weiss High School and Pflugerville ISD received warning signs, when did they have them, and what did they do next?

The public deserves a clear timeline. This issue reaches far beyond one employee. It raises questions for campus leadership, district executives, Human Resources, and the very systems designed to protect students when concerns first surface.

In public education, critics often use the term “passing the trash” to describe a dangerous transparency problem: employees with alleged or documented concerning histories moving from district to district while parents and future school communities receive only part of the picture. Buddy Falcon Media is asking whether the Nazario paper trail shows how that kind of transparency failure can happen.

The paper trail reviewed by Buddy Falcon Media indicates a serious timeline. It suggests this was more than a sudden, isolated incident. It appears to be a sequence of reports and warning signs that PfISD needs to explain.

The Manor Connection: The Shared History

According to employment records, Ramon Nazario began working in Manor ISD in August 2006. Two years later, in August 2008, Willie Watson Jr. became a senior Human Resources administrator in Manor ISD. During the 2008–2009 school year, Watson and Nazario were inside the same district system at the same time.

This overlap is significant. It places Watson in senior HR authority during Nazario’s final year in Manor. It raises the question: what evaluations, concerns, or separation records existed during that time, and what would HR leadership have had access to?

Former Student Accounts: A Pattern the Public Cannot Ignore

Following recent reporting, former students and community members have publicly described concerns they say go back years, including comments tied to the Manor years. Several accounts reference the recurring “braid my hair” issue, students allegedly being allowed to skip class or spend time alone with Nazario, and concerns about girls being placed in uncomfortable situations. Several former students and commenters allege that young Black girls were especially affected by the conduct they describe.

Those public comments are allegations, not official findings. But they matter because they point directly to the records that should exist if students reported concerns when they say they did. If students spoke up, the public deserves to know whether those reports were documented in counselor notes, administrator records, employee-relations files, Title IX records, or personnel files.

The Austin ISD File: A Documented HR Trail

After Manor, Nazario moved to Austin ISD. Records show his position, duty-day changes, and salary impacts were documented. A 2022 Austin ISD separation record reportedly includes a red instruction stating: “STOP - Do not respond to information requests. Refer inquiries to Executive Director of Human Resources.”

That instruction does not prove misconduct. It does show that employment inquiries were being routed through Human Resources. Buddy Falcon Media is not claiming the Austin ISD routing instruction proves misconduct; it shows why prior-employment transparency matters. Future hiring districts rely on prior employers to disclose what they legally can. PfISD should be able to answer what it requested from Austin ISD, what Austin ISD disclosed, and who inside PfISD reviewed the file before Nazario was placed around students.

The Weiss Timeline: Repeated Reports and Warning Signs

After the Manor overlap and the Austin ISD HR-routing record, Nazario was hired into Pflugerville ISD. And once he arrived at Weiss High School, the records indicate additional concerns surfaced. The timeline shows multiple adults had opportunities to document, escalate, and respond appropriately.

December 2023: According to text-message evidence, information regarding student-boundary concerns was reportedly shared with Special Education Coordinator Samantha Welch by December 12–13. The concerns specifically highlighted that Nazario was allegedly giving female students full-frontal hugs, flashing cash, tracking students’ work schedules, and making them uncomfortable. Buddy Falcon Media is not identifying students or private complainants in this post.

January 2024: On January 16, a Weiss staff member reportedly submitted a written memorandum documenting concerns about Nazario’s behavior and student discomfort. A written report gives campus administrators and district officials something concrete to review, escalate, preserve, and investigate.

June 2024: By June, Willie Watson Jr. was already directly involved with Weiss High School staff concerns. In a recorded meeting involving Watson and Dr. Laila Olivarez, staff raised serious concerns about the campus climate, retaliation, and academic integrity issues. District HR had already received direct Weiss-related concerns.

September 18, 2024: Months after those earlier concerns were reportedly raised, records prepared for submission to TEA describe a new student-related outcry that surfaced at Weiss when a minor disclosed that Nazario hugged her so tightly his beard scratched her face. This indicates Weiss was handling a current student outcry while Nazario remained in a position with student access.

Why the Digital Report Matters

Records indicate a formal digital report of the September 18 incident was submitted to a campus administrator, and that Assistant Principal Uyen Tran subsequently became involved. Serious concerns then arose about how the report was handled—specifically, whether the reporting process was shifted away from preserving a clean, trackable digital record.

A digital report creates a timestamp and a trail. It is easier to audit and harder to quietly misplace. A handwritten statement can be separated from the original timeline or placed in a local file. If a digital report was made and staff were then redirected into handwritten statements, the public deserves to know why.

The District Level: What Did District Leadership Know?

By September, the record raises a larger question: how many layers of notice existed inside Weiss and PfISD?

PfISD Human Resources, led by Chief HR Officer Willie Watson Jr., holds central responsibility for employee-history review. When allegations involve boundary concerns or sex-based misconduct, the Title IX process should function as a safeguard. But PfISD’s organizational structure places Title IX within Human Resources.

That creates a serious public-trust issue. Parents should never have to wonder whether the office responsible for investigating an employee is also protecting the district from questions about its own hiring process.

If campus concerns were raised in December 2023, reduced to a formal memo in January 2024, followed by Weiss-related complaints to HR in June 2024, and followed again by a student-related outcry in September 2024 — what did district leadership know, when did they know it, and how did those reports affect PfISD’s response?

The fact that these issues have been submitted for TEA review should concern every parent. State-level review is one way to address unanswered questions about student safety, documentation, and whether reports were properly handled.

A school district should act decisively when student-safety concerns surface. Once multiple reports exist, the public deserves a complete accounting of who knew, when they knew it, and who documented, escalated, investigated, or failed to act.

Buddy Falcon Media is reporting from records, communications, public comments, and materials submitted for agency review. Where allegations remain unproven, they are identified as allegations, reports, or questions requiring official answers.

Part 3 will examine what happened after staff pushed concerns toward the district level. Did Human Resources investigate the employee conduct with the urgency student safety required, or did the process begin scrutinizing the staff who reported concerns? The audio recordings, EEOC filings, and internal timeline are next.

Buddy Falcon Media invites anyone with firsthand information or records related to Nazario’s employment history, complaints, or reporting channels to contact us privately.

— Buddy Falcon Media, LLC 🦅
Keeping Watch. Always. 🪶
@PfISDHR @pfisd_police @pfisd @JenniL_KVUE @BryanM_KVUE @suphannahrucker @QuitaC_KVUE @KVUE @tplohetski @KXAN_News @fox7austin @AlecOnFOX7 @statesman

[Sick Naban @SickNaban05]

@OfficialJoel4_ What a dumb motherfucker!

[Buddy Falcon @buddy_falcon]

🚨“Splitting the 3 of Us Up”: HR Records Detail Claims Nazario's Reporter Targeted Tran Because She Is Asian🚨

PfISD HR records raise a serious question about AP Uyen Tran’s handling of a student-safety report involving Ramon Nazario.

A student reported unwanted physical contact. Because a prior report had allegedly gone nowhere, the reporting educator first addressed the concern directly with Nazario, then put it in writing and emailed administration.

Then Tran’s handling became the issue.

Contemporaneous documentation indicates Tran questioned the student with three adults in the room, had her write a statement, then told her:

“I need you to show me how he gave you a hug.”

The student was reportedly required to physically demonstrate the hug on Tran’s own body.

Tran also reportedly questioned why the student went to a teacher instead of administration:

“I don’t know why you wouldn’t come tell us instead of Mrs. [redacted].”

And:

“You shouldn’t be talking to teachers.”

Then the HR record takes an even stranger turn.

That same day, Tran reportedly went to HR and claimed anonymous alerts were being made to accomplish:

“splitting the 3 of us up”

and because Tran is:

“Asian”

Who were “the 3 of us”?

Why would an assistant principal describe herself, Nazario, and another unnamed person as a group someone was trying to “split up”?

And why would a student-safety report about alleged unwanted physical contact be reframed as an attack on that group?

HR records also show Tran wanted corrective action against the reporting educator “for speaking to the teacher that allegedly made a student feel uncomfortable (safety concern).”

So the issue was documented as a safety concern — but the corrective action was aimed at the reporter.

HR later recorded:

“Tran’s investigation outcome: Claims not corroborated.”

Why did a student-safety report become an HR issue against the reporter and why was race used to discredit her?
@PfISDHR @pfisd_police @pfisd @teainfo @KXAN_News @suphannahrucker @BryanM_KVUE @QuitaC_KVUE @fox7austin @GregAbbott_TX @GovAbbottPress

— Buddy Falcon Media, LLC - Keeping Watch Always 🪶

[Sick Naban @SickNaban05]

@buddyfalcon2 @PfISD_AD @ConsolFootball @ChudTheBuilder We know who they are!!