Justia Education Law Opinion Summaries

Speech First challenged University of Illinois policies that allegedly impermissibly chill the speech of its student members. The Bias Assessment and Response Team (BART) responds to reports of bias-motivated incidents. Most students contacted by BART either do not respond or decline to meet; they suffer no consequences. If a student agrees to meet, BART staff explains that the student's conduct drew attention and gives the student an opportunity to reflect upon her behavior. BART’s reports are not referred to the University Police. The University Housing Bias Incident Protocol addresses bias-motivated incidents committed within University housing. There are no sanctions or discipline associated with a reported incident. When a student breaches his housing contract or violates University policy, there is a separate disciplinary process. Expression of the views described in the complaint would not contravene housing contracts nor violate any University policies. Individuals subject to student discipline may be subject to “No Contact Directives” (NCDs) and prohibited from communication with identified parties. NCDs do not constitute disciplinary findings and are not part of the students’ official disciplinary records. An NCD does not prohibit the student from talking or writing about the other. The University has not investigated or punished any members of Speech First under any of the challenged policies.The Seventh Circuit affirmed the denial of a preliminary injunction. Speech First failed to demonstrate that its members face a credible fear that they will face discipline on the basis of their speech as a result of the policies. View "Speech First, Inc. v. Killeen" on Justia Law

Navient sells student loans to borrowers and services and collects on student loans. Its “subprime loans,” which had high variable interest rates and origination fees, benefited schools by maximizing enrollment. Student borrowers were not informed that the loans had a high likelihood of default. In 2000-2007, 68-87% of Navient’s high-risk loans defaulted. Navient allegedly steered borrowers into consecutive forbearances after they had demonstrated a long-term inability to repay their loans. Navient would sometimes place borrowers in forbearance even though they would have qualified for $0 per month payments in an Income-Driven Repayment (IDR) plan. In 2011-2015, more than 60% of Navient’s borrowers who enrolled in IDR plans failed timely to renew their enrollment, allegedly because of deficient notifications. Navient also allegedly made misrepresentations concerning releases for cosigners and misapplied payments, resulting in borrowers and cosigners being improperly charged late fees and increased interest.Pennsylvania sued Navient under the Consumer Financial Protection Act, 12 U.S.C. 5552, and the state’s Unfair Trade Practices and Consumer Protection Law. Nine months earlier, the Consumer Financial Protection Bureau and the states of Illinois and Washington had filed similar lawsuits. The Third Circuit affirmed the denial of a motion to dismiss. The federal Act permits concurrent action. The Higher Education Act, 20 U.S.C. 1001, preempts state law claims based on failures to disclose required information but does not preempt claims based on affirmative misrepresentations. View "Commonwealth of Pennsylvania v. Navient Corp" on Justia Law

Decker developed the patented inventions while employed at the University of Texas and assigned the patents to UT. Gensetix obtained an exclusive license in the patents. The license agreement provides that, Gensetix must enforce the patents. The parties agreed to cooperate in any infringement suit and that nothing in the agreement would waive UT's sovereign immunity. Gensetix sued Baylor, alleging infringement and requested that UT join as a co-plaintiff. UT declined. Gensetix named UT as an involuntary plaintiff under FRCP 19(a). The district court dismissed, finding that UT is a sovereign state entity, so that the Eleventh Amendment barred joinder of UT, and that the suit could not proceed without UT.The Federal Circuit affirmed in part. UT did not voluntarily invoke federal jurisdiction; the Eleventh Amendment prevents “the indignity of subjecting a State to the coercive process of judicial tribunals” against its will. It is irrelevant that the license agreement requires the initiation of an infringement suit by Gensetix or cooperation by UT. The court erred in dismissing the suit without adequate analysis of Rule 19(b)'s factors: the extent to which a judgment might prejudice the missing required party or the existing parties; the extent to which any prejudice could be lessened; whether a judgment rendered in the required party’s absence would be adequate; and whether the plaintiff would have an adequate remedy if the action were dismissed. View "Gensetix, Inc. v. Baylor College of Medicine" on Justia Law

Kesterson, a Kent State student-athlete, told her coach, Linder, that Linder’s son had raped her. Linder, a mandatory reporter under Kent State’s Title IX policy, never notified anyone. Linder stopped calling Kesterson by her nickname; chastised her in front of another coach for becoming emotional; removed Kesterson from her starting shortstop position and limited her playing time; and required Kesterson to attend events at the Linder home, where her accused rapist lived. Kenderson subsequently told other Kent State employees about the alleged rape, but none reported it. The university learned about the assault two years later when Kesterson made a complaint to the school’s Title IX office. An investigation led to Linder’s resignation. Kesterson sued Kent State, Linder, and another coach citing the free-speech retaliation protections of the First Amendment, her equal-protection rights, and Title IX. The district court granted the defendants summary judgment.The Sixth Circuit reversed in part. A reasonable coach would have known at the time Linder acted that she could not retaliate against a student-athlete for reporting a sexual assault. Rejecting the Title IX claim, the court stated that Kent State’s employees’ failure to follow policy did not amount to deliberate indifference by the school. View "Kesterson v. Kent State University" on Justia Law

The Ninth Circuit affirmed the district court's dismissal of plaintiff's 42 U.S.C. 1983 action alleging violations of the Fourteenth Amendment and of state law arising from the suspension and termination of his employment. In this case, plaintiff was terminated from his position as an economics professor after the university concluded that plaintiff had sexually harassed his former student.The panel held that SCU, as a private university, does not become a state actor merely by virtue of being required by generally applicable civil rights laws to ameliorate sex (or any other form of) discrimination in educational activities as a condition of receiving state funding. Furthermore, the receipt of federal and state funds conditioned on compliance with anti-discrimination laws is insufficient to convert private conduct into state action. View "Heineke v. Santa Clara University" on Justia Law

In 2008, after being denied tenure, George filed a discrimination lawsuit against Youngstown State University and was reinstated as part of a settlement agreement. As soon as the university’s obligations under the agreement expired, it declined to renew George’s contract and terminated his employment as a professor. George applied to several other positions within the university but was rejected. He then filed employment discrimination and retaliation claims under Title VII of the Civil Rights Act and the Age Discrimination in Employment Act.Following discovery, the district court granted YSU summary judgment, finding that George either failed to show causation, failed to show he was qualified for the job, or failed to show that YSU’s claimed reasons for firing (or not hiring) him were pretextual. The court also dismissed one of George’s failure-to-hire claims— which arose after this lawsuit was filed—based on an administrative exhaustion requirement. The Sixth Circuit reversed. Viewing the evidence in the light most favorable to George reveals a genuine dispute of material fact as to each of the claims and the district court further erred in enforcing the administrative exhaustion requirement because the defendants expressly waived it below. View "George v. Youngstown State University" on Justia Law

The Supreme Court reversed the order of the district court dismissing Plaintiff's complaint against Defendant, his student loan servicer, as expressly preempted by the Higher Education Act (HEA), 20 U.S.C. 1098g, holding that Plaintiff's state law claims were not expressly or implicitly preempted by the HEA.Plaintiff raised claims that Defendant violated the Consumer Protection Act, was negligent in its accounting of his payments, breached the implied covenant of good faith and fair dealing, and engaged in deceit, negligent misrepresentation, or constructive fraud. The district court dismissed the complaint, determining that the HEA expressly preempted Plaintiff's claims. The Supreme Court reversed, holding that Plaintiff's state law claims as pleaded were neither expressly preempted by 20 U.S.C. 1098g, nor were they preempted under conflict preemption, and thus the claims survived dismissal. View "Reavis v. Pennsylvania Higher Education Assistance Agency" on Justia Law

Plaintiffs, a number of independent school districts, school boards, parents, students, and citizens, challenged the implementation of Act 46, as amended by Act 49, regarding the involuntary merger of school districts. The Vermont Legislature enacted those laws in 2015 and 2017, respectively, to improve educational outcomes and equity by designing more efficient school governance structures in response to long-term declining student enrollment and balkanized educational governance and delivery systems. In separate decisions, the civil division dismissed several counts of plaintiffs’ amended complaint and then later granted defendants’ motion for summary judgment on the remaining counts. In two consolidated appeals, plaintiffs argued that: (1) the State Board of Education and the Agency of Education failed to carry out the plain-language mandate of Act 46; and (2) the Board’s implementation of the law, as manifested in its final order, violated other statutes in Title 16 and several provisions of the Vermont Constitution. The Vermont Supreme Court concluded that the Agency’s and Board’s implementation of the law was consistent with the challenged Acts and other statutes in Title 16, did not result from an unlawful delegation of legislative authority, and did not violate any other constitutional provisions. Accordingly, the civil division’s decisions were affirmed. View "Athens School District et al. v. Vermont State Board of Education et al." on Justia Law

Plaintiff Huntington School District appealed the civil division’s order dismissing its complaint on motion of the two state defendants and granting defendant Mount Mansfield Modified Unified Union School District's motion for judgment on the pleadings. This case was one of several lawsuits challenging the implementation of Act 46 (as amended by Act 49) regarding the involuntary merger of school districts. Plaintiff raised four issues on appeal; three of those were resolved by the Vermont Supreme Court in a contemporaneously issued opinion concerning another challenge to the implementation of Acts 46 and 49, Athens Sch. Dist. et al. v. State Board of Education, 2020 VT 52. In this opinion, the Supreme Court set forth only the law and procedural history relevant to plaintiff’s single claim of error not decided in Athens School District: that the State Board of Education exceeded its delegated authority under Act 46 “by designating Huntington as a member of Mount Mansfield and purporting to subdelegate to Mount Mansfield the power to merge Huntington.” In relevant part, plaintiff alleged in its complaint that because Mount Mansfield was a union school district receiving incentives under Acts 153 and 156, the Board could not order Huntington to merge or otherwise alter its governance structure pursuant to Act 46, section 10(b). Plaintiff also alleged that the Board acted beyond its authority by calling for Mount Mansfield to vote on merger pursuant to 16 V.S.A. 721, while at the same time not allowing plaintiff to veto the merger by its own vote under the same statute. The state defendants moved to dismiss plaintiff’s complaint for failure to state a viable claim for relief, and Mount Mansfield moved for judgment on the pleadings. The Supreme Court found "unavailing" plaintiff's argument that Act 46 as amended did not authorize the Board to order Huntington to merge with Mount Mansfield, conditioned upon the consent of coters in Mount Mansfield's member districts. Nor did the Court found any merit to plaintiff's argument that the Board's authority was unlawfully subdelegated. As we stated with respect to the plaintiffs in Athens School District, plaintiff in this case did not demonstrate the Board failed to apply any Title 16 provisions in circumstances in which they were applicable. View "Huntington School District v. Vermont State Board of Education et al." on Justia Law

Two teachers at Roman Catholic elementary schools were employed under agreements that set out the schools’ mission to develop and promote a Catholic School faith community; imposed commitments regarding religious instruction, worship, and personal modeling of the faith; and explained that teachers’ performance would be reviewed on those bases. Each taught religion and worshipped with her students, prayed with her students. Each teacher sued after her employment was terminated. One claimed violation of the Age Discrimination in Employment Act; the other claimed she was discharged because she requested a leave of absence to obtain breast cancer treatment. The Ninth Circuit declined to apply the Supreme Court's 2012 Hosanna-Tabor “ministerial exception” to laws governing the employment relationship between a religious institution and certain key employees.The Supreme Court reversed. The First Amendment’s Religion Clauses foreclose the adjudication of employment disputes involving those holding certain important positions with churches and other religious institutions. Several factors may be important in determining whether a particular position falls within the ministerial exception. What matters is what an employee does. Educating young people in their faith, inculcating its teachings, and training them to live their faith lie are the core of a private religious school’s mission. The plaintiff-teachers qualify for the exception; both performed vital religious duties, educating their students in the Catholic faith, and guiding their students to live their lives in accordance with that faith. Their titles did not include the term “minister” but their schools expressly saw them as playing a vital role in carrying out the church’s mission. A religious institution’s explanation of the role of its employees in the life of the religion is important. The Ninth Circuit mistakenly treated the Hosanna-Tabor decision as a checklist; that court invested undue significance in the facts that these teachers did not have clerical titles and that they had less formal religious schooling than the Hosanna-Tabor teacher. The Court rejected a suggestion that an employee can never come within the Hosanna-Tabor exception unless the employee is a “practicing” member of the religion with which the employer is associated. View "Our Lady of Guadalupe School v. Morrissey-Berru" on Justia Law