Justia Education Law Opinion Summaries

After a year of bullying and intimidation by a small group of students, Yahenacy Smith was beaten and severely injured while riding the school bus home. Smith sued the Leake County School District, alleging negligence and negligence per se. The circuit court found that the school district was entitled to discretionary-function immunity and granted the school district’s motion for summary judgment. Smith appealed. Finding that the broad governmental function of the school district here was ministerial, the Mississippi Supreme Court reversed the circuit court’s grant of summary judgment and remanded the case to the circuit court for Smith to proceed with her claims. View "Smith v. Leake County School District" on Justia Law

Defendant, National Heritage Academies, Inc., was a company that owned and operated a number of public, independently operated schools, including Linden Charter Academy (LCA) located in Flint, Michigan. Plaintiff, Craig Hecht, was a white teacher who had been employed by defendant at LCA for approximately eight years, most recently serving as a third-grade teacher. The student body at LCA was predominantly black. This race discrimination case came about over the color of a computer table: an aide returned a brown table to plaintiff's classroom. Upon noticing her mistake, the aide asked plaintiff whether he'd prefer to have the brown table she brought, or the white table that had previously been in the room. Whether or not plaintiff's next statement in response to the computer table question was a "tasteless joke" with no racial animas ultimately lead to plaintiff's termination with defendant. Plaintiff sued under Michigan's Civil Rights Act (CRA), claiming that the employer's reason for firing him was racially motivated. The issue this case presented for the Supreme Court's review was whether the trial court erred by denying defendant’s motion for judgment notwithstanding the verdict (JNOV). After review, the Supreme Court held that the Court of Appeals did not err by affirming the trial court’s denial of defendant’s motion for JNOV on plaintiff’s claim of discrimination under the Civil Rights Act (CRA), "[t]his case turned on circumstantial evidence, on the credibility of plaintiff’s proofs that suggested there were racial reasons for his treatment and on the credibility of defendant’s nonracial justifications for firing him." The Court concluded based on the evidence presented and all the inferences that could be reasonably drawn from that evidence in favor of the jury’s liability verdict, that a reasonable jury could have concluded that defendant violated the CRA. The Court found error in the calculation of future damages and reversed the trial court on that ground. The Court remanded the case for further proceedings. View "Hecht v. National Heritage Academies, Inc." on Justia Law

Byrne & Jones Enterprises, Inc. filed an action against Monroe City R-1 School District alleging that it was denied a fair and equal opportunity to compete in the bidding process for a public works contract to build an athletics stadium. The trial court dismissed the petition, concluding that Byrne & Jones, as an unsuccessful bidder, lacked standing to challenge the school district’s award of the contract to another bidder because it did not bring the action in the interest of the public or as a taxpayer. The Supreme Court affirmed, holding (1) Byrne & Jones had standing to challenge the award of the contract to another bidder; but (2) the trial court did not err in dismissing the petition because Byrne & Jones was not entitled to the relief requested in the petition. View "Byrne & Jones Enters., Inc. v. Monroe City R-1 Sch. Dist." on Justia Law

Plaintiff-Appellant A.M. filed this action under 42 U.S.C. 1983 on behalf of her minor child, F.M., against two employees of the Albuquerque Public Schools: Cleveland Middle School (“CMS”) Principal Susan LaBarge and Assistant Principal Ann Holmes. A.M. also filed suit against Officer Arthur Acosta of the Albuquerque Police Department (“APD”). A.M. brought several claims stemming from two school-related events: (1) the May 2011 arrest of F.M. for allegedly disrupting his physical-education class, and (2) the November 2011 search of F.M. for contraband. Holmes and LaBarge sought summary judgment on the basis of qualified immunity, and the district court granted their respective motions. The court also denied A.M.’s motion for summary judgment on her claims pertaining to Officer Acosta after determining that Officer Acosta was entitled to prevail on qualified-immunity grounds too. On appeal, A.M. argued that the district court erred in awarding qualified immunity to all of the defendants. The Tenth Circuit consolidated these matters for review, and found o reversible error in the district court's grant of qualified immunity. View "A.M. v. Holmes" on Justia Law

Pursuant to 2011 amendments to statutes addressing collective bargaining for teachers and their employees, when parties failed to reach a collective bargaining agreement (CBA) regarding salaries and wages, the Indiana Education Employment Relations Board (IEERB) appoints a mediator. If the mediation fails, the parties must exchange their last best offers (LBOs). A factfinder appointed by the IEERB then selects which side’s LBO to adopt as the CBA. In this case, a teachers association appealed a factfinder’s decision to adopt a school’s LBO. The IEERB affirmed the factfinder’s decision. The Supreme Court affirmed, holding that the adopted LBO was collectively bargained and lawful. View "Jay Classroom Teachers Ass’n v. Jay School Corp." on Justia Law

School Choice Ohio, Inc., a private nonprofit corporation that informs parents about educational opportunities for their children, sent a public-records request to Springfield City School District seeking information regarding students enrolled in the school in the district during the 2013-2014 academic year. Springfield denied the request based on a student-information policy it had adopted that required parental written consent before Springfield would release certain student information. School Choice filed a complaint seeking a writ of mandamus compelling Springfield to produce the requested information and to amend Springfield’s student-information policy. The Supreme Court granted in part and denied in part the complaint and ordered Springfield to provide the requested records that pertain to students whose parents had signed Springfield’s consent form and that fell within the categories of personally identifiable information identified in Springfield’s consent form, holding (1) School Choice had a clear legal right to access the personally identifiable information of Springfield’s students whose parents had consented to the release of the information; and (2) School Choice failed to establish a clear legal right to compel Springfield to amend its student-information policy. View "State ex rel. Sch. Choice Ohio, Inc. v. Cincinnati Pub. Sch. Dist." on Justia Law

In 2010 and 2012, the Commission issued charges against William Boyd, a charter school employee, for alleged violations of Haw. Rev. Stat. 84-14 that occurred in 2006 and 2007. Boyd filed a motion to dismiss, arguing that the Commission lacked jurisdiction to adjudicate proceedings against him because he was not an employee of the State subject to the code of ethics contained in Haw. Rev. Stat. Chapter 84. The Commission denied Boyd’s motion and concluded that Boyd was an “employee” as defined in Haw. Rev. Stat. 84-3. The Commission then concluded that Boyd committed several violations of Chapter 84 and imposed a total administrative fine of $10,000. The circuit court affirmed the Commission’s determination that Boyd as an “employee” under section 84-3 and was thus subject to the code of ethics in Chapter 84. The Intermediate Court of Appeals (ICA) affirmed the determination. The Supreme Court vacated the lower courts’ judgments and the Commission’s decision and order, holding (1) in accordance with Haw. Rev. Stat. 302B-9(a), charter school employees were exempt from Haw. Rev. Stat. 84-14 at the relevant time period in this case; and (2) therefore, the Commission did not have the authority to adjudicate the proceedings against Boyd. View "Boyd v. Haw. State Ethics Comm’n" on Justia Law

Ms. S. filed a request for a due process hearing with the Maine Department of Education (MDOE) concerning alleged Individuals with Disabilities Education Act (IDEA) violations in the case of her son, B.S., during his ninth, tenth, eleventh, and twelfth grade years. A hearing officer with the Maine Department of Education (MDOE) dismissed Ms. S.’s ninth and tenth grade claims as time barred by a two-year filing limitation. Ms. S. sought judicial review, arguing that the two-year filing limitation was void because it was not promulgated in compliance with the Maine Administrative Procedure Act (MAPA). The district court upheld the hearing officer’s decision, concluding (1) the two-year filing limitation was valid; and (2) B.S. received a free appropriate public education (FAPE) in the eleventh and twelfth grades. The First Circuit vacated and remanded in part and affirmed in part, holding (1) the district court erred in its analysis of the validity of the two-year filing limitation, and the record is insufficient to determine whether the MDOE adequately complied with MAPA procedures when adopting the filing limitation; and (2) B.S. received a FAPE in the eleventh and twelfth grades. View "Ms. S. v. Regional School Unit 72" on Justia Law

In 2006, Southern Illinois University (SIU) hired Dr. Hatcher as an assistant professor of political science. In 2010 Hatcher assisted a graduate student in making a sexual harassment complaint about a faculty member. Hatcher was up for tenure and promotion to associate professor in 2011. Hatcher had received positive annual evaluations. Her external reviewers all recommended tenure.The political science department voted in favor of promotion and tenure. The College of Liberal Arts committee voted 5‐4 in favor of tenure and 5‐4 against promotion, noting Hatcher’s success in teaching and service, but expressing concern about her lack of academic publications in prestigious journals. The dean recommended that she receive neither tenure nor promotion. The provost agreed. Hatcher was denied tenure and, later, fired. Two male professors in Hatcher’s department were promoted and awarded tenure. The Review Board found that the provost did not sufficiently explain his decision; the Chancellor agreed, but declined to reverse the denial. Hatcher filed a charge of discrimination with the EEOC. Her subsequent suit was dismissed. The Seventh Circuit affirmed in part. Hatcher did not produce evidence from which a jury could conclude that SIU was lying about its reason for denying her tenure; she was not engaging in speech protected under Title VII or by the First Amendment when she assisted the student with the sexual harassment report. The court reversed dismissal of her claim of retaliation for filing a charge with the EEOC. View "Hatcher v. Bd. of Trs. of S. Ill. Univ." on Justia Law

In 2013, the State Board of Nursing invoked N.J.A.C. 13:37-1.3(c)(2) to deny accreditation to the Licensed Practical Nurse to Registered Nurse Bridge Program (Bridge Program), a nursing program instituted by Eastwick College (Eastwick). Interpreting the term graduating class in N.J.A.C. 13:37-1.3(c)(2) to include all graduates of the program who took the licensing examination during a given calendar year, regardless of the year a particular student graduated from the program, the Board found that Eastwick's Bridge Program's first and second graduating classes failed to achieve the 75% pass rate mandated by the regulation. Eastwick appealed the Board's determination, challenging the methodology used by the Board to calculate the pass rate of the Bridge Program's graduates on the licensing examination. Eastwick contended that only students who graduated during a specific calendar year and took the licensing examination in that year should be included in that year's graduating class. Using that methodology, Eastwick argued that its second graduating class had a pass rate in excess of 75%, and that the Board improperly declined to accredit its nursing program. An Appellate Division panel affirmed the Board's determination denying accreditation. Based on the plain language of N.J.A.C. 13:37-1.3(c)(2), the New Jersey Supreme Court concluded that the Board's construction of its regulation was plainly unreasonable, and accordingly held that the Board improperly denied accreditation to Eastwick's Bridge Program. The Court therefore reversed the Appellate Division's judgment affirming the Board's action, and remanded this matter for further proceedings. View "In the Matter of the Revocation or the Suspension of the Provisional Accreditation of and/or the Imposition of Probation on Eastwick College LPN-to-RN Bridge Program" on Justia Law