Justia Education Law Opinion Summaries

Plaintiff filed suit against the Board of Regents of the University of Minnesota alleging retaliation and sex discrimination under Title IX. Specifically, plaintiff alleged that the University violated Title IX by (1) retaliating against her for supporting a former coach in a sexual harassment investigation by not allowing her to redshirt; and (2) discriminating against her on the basis of sex.The Eighth Circuit affirmed the University's motion to dismiss because plaintiff did not have an actionable claim for retaliation under Title IX and she failed to show that she was treated differently because of her sex. In this case, plaintiff failed to allege that she engaged in a protected activity, and no part of Title IX designates participation in a sexual harassment investigation on the side of the accused as protected activity. In regard to plaintiff's claim that she was discriminated against on the basis of her sex when she was denied the right to redshirt, the court concluded that plaintiff failed to plead sufficient facts to support a claim of sex discrimination in violation of Title IX. View "Du Bois v. The Board of Regents of the University of Minnesota" on Justia Law

Saddleback College and Juan Avalos, vice-president of Saddleback’s student services and its Title IX officer, appealed the granting of a writ of mandamus in favor of a Saddleback student, Marcus Knight. Knight petitioned for relief after he was disciplined when two female students complained that he was following them, taking photos of one of them on his phone, and touching them. Knight had multiple disabilities, including cerebral palsy and autism, which have complicated his experience at Saddleback. In March 2018, Knight received a letter from Avalos stating that he was “suspended” – barred from classes and campus activities. It appeared, however, that he was allowed to attend classes anyway, while he contested the suspension. Eventually the potential suspension was dropped, and a written disciplinary reprimand was placed in his student record instead. At trial, Knight based his petition on the ground that the college did not afford him a hearing during which he or his counsel could confront and cross-examine witnesses. The trial court granted the writ petition on that basis. The Court of Appeal determined Knight was not entitled to that level of due process: requiring a trial-like hearing before Saddleback could issue a written reprimand placed too great a burden on the college when compared to the minor detriment to Knight. "He received notice of the charges against him, and he had an opportunity to respond – several opportunities, in fact. Had the suspension gone forward, he would have had the hearing he feels he was entitled to. But it did not go forward, and he received a much lower level of discipline." Accordingly, the Court reversed the judgment for Knight and directed the trial court to enter judgment for appellants. View "Knight v. South Orange Community College Dist." on Justia Law

The Supreme Court held that the City of Peoria violated Ariz. Const. art. IX, section 7, the Gift Clause, by spending public funds to induce a private university to open a branch campus in Peoria.In 2015, Huntington University, Inc. (HU), an accredited private institution based in Indiana, and the City entered into an agreement for HU to open a campus in Peoria. In return, the City promised to pay HU almost $2 million for developing the campus and programs. Plaintiffs, Peoria taxpayers, brought this lawsuit asserting that the City's payments to HU violated the Gift Clause. The trial court granted summary judgment for the City, and the court of appeals affirmed. The Supreme Court reversed and remanded with directions to enter summary judgment in favor of Plaintiffs, holding that the City's payments to HU violated the Gift Clause. View "Schires v. Carlat" on Justia Law

Rehfield sued the Diocese, alleging retaliatory discharge and violation of the Whistleblower Act (740 ILCS 174/1). Rehfield was an educator for more than 43 years. In 2012, Rehfield was hired as the principal of St. Raphael Catholic School in Naperville. In 2016, Rehfield alerted teachers about an out-of-state parent, MacKinnon, whom Rehfield believed to present a threat based on his emails concerning his daughter. Eventually, the police issued an arrest warrant for MacKinnon. Against the advice of the police and the supervising priest, Rehfield distributed a photograph of MacKinnon and informed her staff to call 911 if they saw MacKinnon. In May 2017, the Naperville Sun published an inaccurate story about the situation: “Man vowed to ‘terrorize’ Naperville school: authorities.” Days after a meeting with angry parents, the Diocese terminated RehfieldThe trial court dismissed, reasoning that Rehfield was employed pursuant to a contract and “[c]ommon law retaliatory discharge claims may only be asserted by employees terminable at will.” The trial court also cited the doctrine of ecclesiastic abstention. The appellate court affirmed, stating that Rehfield was not a secular employee but a “member of the clergy.” The Illinois Supreme Court affirmed. Rehfield’s formal title (lay principal) does not necessarily indicate a religious role but her job duties entailed numerous religious functions in furtherance of the school’s Catholic mission. There is sufficient evidence to conclude that she was a minister and that the ministerial exception bars her whistleblower claim. View "Rehfield v. Diocese of Joliet" on Justia Law

On September 28, 2018, Cheli, a computer system administrative assistant for the District, since 2014, was taken into a meeting with about 25 minutes’ notice. The District’s superintendent and Director of Computer Services terminated Cheli because a female student had alleged that Cheli had sexually harassed her three weeks prior. Cheli denied the allegations. The Board retroactively memorialized Cheli’s termination on October 9, 2018. Cheli never received notice of the Board meeting and did not receive written notice of the charges or the evidence against him but received a notice of termination via certified mail stating that “[t]he basis or grounds for discharge include incompetence.” That notice informed Cheli that he could request the written report. The District did not provide the report upon Cheli’s request.A collective bargaining agreement governed Cheli’s employment and provides for discipline for reasonable cause. An employee is entitled to a conference, attended by a representative of his choice, and a written explanation for the discipline. The District’s Policy Manual, however, contains a provision titled “Employment At-Will.”Cheli sued under 42 U.S.C. 1983, alleging the defendants violated his procedural due process rights. The Seventh Circuit reversed the dismissal of the suit. The collective bargaining agreement established that Cheli could not be terminated except “for reasonable cause,” which created a protected property interest for which he was entitled to due process View "Cheli v. Taylorville Community School District" on Justia Law

In this case alleging that Minnesota State Colleges and Universities (MnSCU) failed to maintain and produce certain government data the Supreme Court reversed the decision of the court of appeals holding that Plaintiff's complaint under the Minnesota Government Data Practices Act was insufficiently pleaded and affirmed the court's holding that the Minnesota Official Records Act did not authorize a private cause of action, holding that the allegations of Plaintiff's complaint were sufficient.In his complaint, Appellant alleged that the actions of MnSCU violated both the Data Practices Act and the Official Records Act. The district court dismissed both claims, concluding that Appellant could not pursue judicial remedies under the Data Practices Act after obtaining an administrative remedy under the that and that the Official Records Act does not authorize a private cause of action. The court of appeals affirmed but decided the Data Practices Act issue on the alternate ground that the complaint was insufficiently pleaded. The Supreme Court reversed in part, holding (1) Appellant's complaint was sufficiently pleaded; and (2) the Official Records Act does not authorize a private cause of action. View "Halva v. Minnesota State Colleges & Universities" on Justia Law

Moore, a tenured teacher since 1994, was advised by her students that another student had ingested some pills. Other school personnel immediately became involved in responding to the incident. Chicago Public Schools later approved dismissal charges against Moore, (105 ILCS 5/34-85), alleging failure to appropriately respond, failure to supervise, failure to perform certain duties, and failure to comply with Board policies and the state ethical and professional standards. Moore was suspended without pay pending the outcome of the dismissal hearing.On September 7, 2018, the hearing officer issued findings that Moore had alerted the administration to the student’s overdose and that she had not lied during the investigation and concluded that the Board’s evidence failed to establish cause for Moore’s dismissal. The Board found that Moore failed to act in a prudent and responsible manner, failed to check on the well-being of the student, and failed to notify her colleagues in a timely fashion. The Board determined that Moore’s negligent behavior did not warrant her dismissal but issued a warning resolution, required her to attend training, and imposed a 90-day reduction in her back pay.The Illinois Supreme Court reinstated the Board’s decision. The appellate court erred when it held that section 34-85 precluded the Board from suspending a teacher without pay following a dismissal hearing; a 2011 amendment did not diminish the Board’s implied authority to issue a suspension once a determination is made that the conduct does not warrant dismissal. Sections 34- 18 and 34-85 govern different disciplinary sanctions (dismissals and suspensions) and are not in conflict. The Board articulated its findings and analysis supporting the sanctions. View "Board of Education of the City of Chicago v. Moore" on Justia Law

Benjamin was hired as headmaster at the k-12, non-denominational, faith-based Epiphany School. Epiphany community members “evaluated Benjamin on various criteria[,] including ‘Christian Tradition.’” Benjamin, who describes himself as a Quaker of Jewish ethnicity, alleges that he was told by a board member that Epiphany community members did not see him as a “true Christian.” Benjamin’s time at Epiphany was marked by conflicts with students, parents, faculty, and staff. According to Defendants, Benjamin was hostile, inattentive to deadlines, and frequently absent from school events. According to Benjamin, the conflicts were driven by hostility toward his Jewish background, Quaker faith, and efforts to promote diversity. The Board held a forum at which Benjamin gave a speech explaining his religious beliefs. The parties disagree as to whether this speech was voluntary and as to whether Benjamin resigned or was terminated.Benjamin sued, alleging retaliation; discrimination based on race, national origin, religion, and disability; breach of contract, defamation, tortious interference with prospective economic relations; false imprisonment; assault; and violation of the North Carolina School Violence Prevention Act. The district court rejected some claims on summary judgment; a jury rejected the others. The Fourth Circuit affirmed, upholding rulings preventing Benjamin from introducing certain deposition testimony, implementing time limits for each side’s presentation of its case, admitting evidence about Benjamin’s misrepresentations regarding his prior employment, and declining to adopt Benjamin’s proposed jury instructions and verdict form for the breach of contract and defamation claims. View "Benjamin v. Sparks" on Justia Law

Defendant Milton Town School District and plaintiff, a high-school football player who sued the District after being assaulted by team members during an off-campus team dinner at the residence of one of the players, both appealed various trial court rulings and the jury’s verdict in favor of plaintiff following a five-day trial. Plaintiff sued the District in 2017 claiming negligent supervision and a violation of the Vermont Public Accommodations Act (VPAA) in connection with his assault at the hands of fellow football team members at an on off-campus dinner in the fall of 2012. At that time, Plaintiff was a freshman, and the District was aware that members of the football team had a history of harassment, including sexual assaults and hazing, against underclassmen team members. In October 2012, nine or ten members of the team, including plaintiff, attended a team dinner at one of the player’s parents’ home. At some point that evening, plaintiff was dragged down to the basement and thrown onto a couch, where one player held plaintiff down while another player forcibly inserted a pool cue into plaintiff’s rectum. The school principal spoke to plaintiff and another football player after learning that some incoming freshman did not want to play football because they had heard rumors of team members using broomsticks to initiate new team members. When the principal told plaintiff that she would shut down the football program if the rumors proved to be true, plaintiff denied the rumors because he feared retaliation from other students for causing the football program to be shut down. The principal then directed plaintiff to speak to the incoming freshman and tell him he had lied about the use of broomsticks during the initiation of new team members. When the principal informed the district superintendent about the rumors, the superintendent declined to do anything further. In April 2014, the Department for Children and Families (DCF) opened an investigation into allegations concerning the Milton High School football team. The Chittenden County State’s Attorney later filed criminal charges against five Milton High School football players, including plaintiff’s attackers, all of whom pled guilty to criminal offenses related to harassment, hazing, and assault. After review of the trial court record, the Vermont Supreme Court affirmed the judgment. View "Blondin v. Milton Town School District et al." on Justia Law

The Second Circuit held that the district court abused its discretion by denying plaintiffs' motion for a preliminary injunction, holding that plaintiffs will likely succeed in showing that, as applied, the Dual Enrollment Program's "publicly funded" requirement violated their rights under the Free Exercise Clause of the First Amendment. In this case, A.H., her parents, and the Diocese filed suit against the Agency of Education after A.H.'s application for public funding to the program was denied solely because of her school's religious status.The court concluded that, in these circumstances, the State's reliance on the "publicly funded" requirement as a condition for program eligibility imposes a penalty on the free exercise of religion, because it forced Rice Memorial High School, a ministry of the Roman Catholic Diocese of Burlington, to chose whether to participate in an otherwise available benefit program or remain a religious institution. At the same time, the requirement puts A.H.'s family to a choice between sending their child to a religious school or receiving benefits. In light of Trinity Lutheran Church of Columbia, Inc. v. Comer, 137 S. Ct. 2012, 2021 (2017), the court explained that the denial of a generally available benefit solely on account of religious identity can be justified only by a state interest of the highest order. In this case, the Agency has not identified any compelling interest that could survive strict scrutiny. The court also concluded that the remaining preliminary injunction factors favor a preliminary injunction. Accordingly, the court reversed the district court's judgment and granted the motion for a preliminary injunction. View "A.H. v. French" on Justia Law