Justia Education Law Opinion Summaries

A high school social studies teacher with a history of disciplinary issues was terminated after posting inflammatory messages on her Facebook account, which was followed primarily by former students. The posts, made during nationwide protests following the killing of George Floyd, included comments and memes that were perceived as racially insensitive and vulgar. Although the teacher had set her account to private and did not accept friend requests from current students, the posts quickly circulated within the school community, prompting complaints from students, parents, staff, and widespread media attention. The school district cited her prior suspensions for similar conduct, the disruption caused by her posts, and her failure to appreciate the impact of her comments as reasons for her dismissal.After her termination, the teacher requested a review hearing before the Illinois State Board of Education, where she argued that her Facebook posts were protected by the First Amendment. The hearing officer applied the Pickering balancing test and found that her dismissal did not violate her constitutional rights. Subsequently, the teacher filed suit in the United States District Court for the Northern District of Illinois, Eastern Division, against the school district and associated individuals under 42 U.S.C. § 1983, alleging a First Amendment violation. The district court granted summary judgment for the defendants, finding that she was collaterally estopped from bringing her claim and, alternatively, that her claim failed on the merits.On appeal, the United States Court of Appeals for the Seventh Circuit affirmed the district court’s judgment. The Seventh Circuit held that the teacher failed to present sufficient evidence for a reasonable juror to find in her favor on her First Amendment claim. Applying the Pickering balancing test, the court concluded that the school district’s interest in addressing actual and potential disruption outweighed the teacher’s interest in free expression, and her posts were not entitled to First Amendment protection. View "Hedgepeth v Britton" on Justia Law

A high school student sought to establish a pro-life student club at her public high school. The school promptly approved the club after she followed the required procedures, including securing a faculty sponsor and submitting a club questionnaire. The student actively promoted the club at the school’s activities fair, wearing pro-life apparel and displaying related signs. The dispute arose when the student submitted flyers containing political slogans and images for posting on school walls. Administrators instructed her to revise the flyers to comply with the school’s neutral content policy, which limited flyers to the club’s name and meeting details and excluded political content. Instead of revising the flyers, the student and her mother approached another administrator to seek approval, which led the principal to suspend the club’s status for the semester, citing concerns that the club was no longer student-led and that established procedures had been violated. The student was allowed to reapply, and the club was later reinstated.The student and her parents filed suit in the United States District Court for the Southern District of Indiana, alleging violations of the First Amendment and the Equal Access Act, claiming that the rejection of the flyers and the club’s suspension were motivated by hostility to her pro-life views. The district court granted summary judgment to the school district and officials, finding no constitutional or statutory violations.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court’s judgment. The Seventh Circuit held that the school’s restriction on political content in student club flyers was a reasonable, viewpoint-neutral policy related to legitimate pedagogical concerns under Hazelwood School District v. Kuhlmeier. The court also found that the temporary suspension of the club was based on neutral, conduct-related reasons and not on the student’s viewpoint. The court further held that there was no violation of the Equal Access Act and that the plaintiffs had not preserved a separate claim regarding the flyers under that statute. View "E.D. v Noblesville School District" on Justia Law

Ayla Royan, a student in Chicago State University's (CSU) Doctor of Pharmacy program, was dismissed after failing two clinical rotations. Royan, who has clinical depression and an eating disorder, claimed her dismissal was due to her disabilities. CSU had accommodated her conditions by granting exam and assignment extensions and a yearlong medical leave. Despite these accommodations, Royan failed her first clinical rotation under Dr. Patel and her second under Dr. Kerner, leading to her dismissal.The United States District Court for the Northern District of Illinois granted summary judgment in favor of CSU, finding that Royan failed to present sufficient evidence that her dismissal was solely based on her disability. The court held that CSU had accommodated her disabilities and applied its academic standards without discrimination.The United States Court of Appeals for the Seventh Circuit affirmed the district court's decision. The appellate court held that Royan was not "otherwise qualified" for the program as she failed to meet the academic requirements, specifically passing the clinical rotations. The court also found no evidence of pretext in CSU's stated reasons for her dismissal. Additionally, the court concluded that no reasonable jury could find that CSU dismissed Royan solely because of her disabilities, as required under Section 504 of the Rehabilitation Act. The court emphasized that academic institutions have broad discretion in setting and enforcing academic standards, and CSU's actions were consistent with its policies and procedures. View "Royan v. Chicago State University" on Justia Law

A transgender girl, D.P., and her mother challenged a new policy by the Mukwonago Area School District that required D.P. to use the boys’ bathroom or a gender-neutral alternative. They argued that the policy violated Title IX of the Education Amendments of 1972 and the Fourteenth Amendment’s Equal Protection Clause. They filed an emergency motion for a temporary restraining order and a preliminary injunction to prevent the policy's enforcement during litigation, citing the precedent set by Whitaker v. Kenosha Unified School District No. 1 Board of Education.The United States District Court for the Eastern District of Wisconsin granted the temporary restraining order and, shortly after, converted it to a preliminary injunction without holding a hearing. The judge found that the case was controlled by the Whitaker precedent and concluded that D.P. was likely to succeed on the merits of her claims. The school district appealed, arguing that the judge erred by not holding an evidentiary hearing and urging the court to overrule Whitaker and a related case, A.C. v. Metropolitan School District of Martinsville.The United States Court of Appeals for the Seventh Circuit affirmed the district court’s decision. The appellate court held that an evidentiary hearing is not always required before issuing a preliminary injunction, especially when the opponent does not request one or identify material factual disputes. The court also declined to revisit or overrule Whitaker and Martinsville, reaffirming that the district judge did not abuse his discretion in granting the preliminary injunction based on binding circuit precedent. The court concluded that the slight differences in D.P.'s case did not warrant a different outcome. View "Doe v Mukwonago Area School District" on Justia Law

A tenured professor at the University of Illinois Chicago School of Law, Jason Kilborn, included an expurgated racial slur in a law school exam question. This led to an investigation by university officials, who found that Kilborn had created a racially hostile environment and violated the university's nondiscrimination policy. Consequently, Kilborn was suspended from teaching until he completed a diversity training program and was denied a two percent raise. Kilborn sued several university officials, alleging violations of his constitutional rights to free speech and due process.The United States District Court for the Northern District of Illinois dismissed Kilborn's federal claims with prejudice, finding that his speech was not constitutionally protected. The court also declined to exercise supplemental jurisdiction over his state law claims, dismissing them without prejudice. Kilborn appealed the decision.The United States Court of Appeals for the Seventh Circuit reviewed the case and reversed the dismissal of Kilborn's First Amendment retaliation claim, concluding that his speech was constitutionally protected under the Supreme Court's decisions in Connick v. Myers and Pickering v. Board of Education. The court found that Kilborn's speech addressed matters of public concern and that the university's actions could be seen as pretextual. However, the court affirmed the dismissal of Kilborn's remaining federal claims, including his compelled speech and procedural due process claims. The court also vacated the dismissal of Kilborn's state law claims for further consideration by the district court. View "Kilborn v. Amiridis" on Justia Law

Ashton, a transgender high school senior, requested to use the boys’ restroom while at school. The Kenosha School District denied the request, indicating that Ashton’s mere presence would invade the privacy rights of his male classmates. In his suit under Title IX of the Education Amendments Act and the Equal Protection Clause, Ashton sought preliminary injunctive relief, asserting that his attempts to avoid using the bathroom exacerbated his vasovagal syncope, which renders Ashton susceptible to fainting or seizures if dehydrated, and that the situation caused him educational and emotional harm, including suicidal ideations. The district court denied a motion to dismiss and granted a preliminary injunction. The Seventh Circuit upheld the injunction. Ashton sufficiently demonstrated a likelihood of success on his Title IX claim under a sex‐stereotyping theory. Because the policy’s classification is based upon sex, he also demonstrated that heightened scrutiny, and not rational basis, should apply to his Equal Protection Claim. The District has not provided a genuine and exceedingly persuasive justification for the classification nor any evidence of how the preliminary injunction will harm it, or any students or parents. Harms identified by the District are all speculative, whereas the harms to Ashton are well‐documented. View "Whitaker v. Kenosha Unified School District" on Justia Law

School district was not required to accommodate an administrator, whose disability precluded being “in the vicinity of potentially unruly students.” Brown was an assistant principal for Milwaukee Public Schools until she badly injured her knee while restraining a student. When she returned to work following surgery, she and her doctor stated that she could not be “in the vicinity of potentially unruly students.” Since virtually all students are “potentially” unruly, Milwaukee Schools understood that limit to bar virtually all student contact. It repeatedly communicated that understanding to Brown as it tried to find her a new position. When Brown’s three-year leave of absence expired before a suitable position was found, she was fired. Brown sued under the Americans with Disabilities Act, 42 U.S.C. 12101, claiming that her disability had never prevented interaction with students and that Milwaukee Schools failed to accommodate her disability. The Seventh Circuit affirmed summary judgment for Milwaukee Schools. All but one of the other jobs Brown identified as reasonable accommodations would have required proximity to students. The lone exception would have been a promotion for which Brown was not the most qualified candidate. The Act did not require Milwaukee Schools to promote her as an accommodation. View "Brown v. Milwaukee Board of School Directors" on Justia Law

Marian Catholic High School subjects its students to random drug tests. Although it is run by the Archdiocese of Chicago, it receives federal funds for this program. Students who test positive for illegal drugs are subject to sanctions, ranging from counseling to expulsion. Plaintiffs are Marian students who received false positive results in the tests. Six are African-American; one is white. Their suit, alleging that the drug-testing program is run in a way that discriminates on the basis of race in violation of the Constitution and federal statutes, was dismissed. The Seventh Circuit affirmed. The complaint did not allege that hair testing had a racially disproportionate impact, either because of anything identifiable about different hair types, or because of differences in technology used or sample processing. It did not allege that the laboratory knew the race of the person whose hair it was testing. With respect to the 42 U.S.C. 1983 count against the guidance counselor who ran the program, the court found nothing indicating that she was a state actor. The fact that the school receives federal funds did not transform the school or its employees into state actors. The claims under 42 U.S.C. 1981 and Title VI of the Civil Rights Act of 1964 failed for lack of allegations of intentional discrimination by the guidance counselor. View "L.P. v. Marian Catholic High School" on Justia Law

In 2009, Dr. Burton was hired as a professor at the University of Wisconsin‐Platteville. She was promoted to associate professor. Burton subsequently received a complaint from a student who claimed that another professor had sexually harassed her. Burton contacted Dean Throop, and her department chair, Caywood. The offending professor claimed the incident was designed to display to the class social norms by violating them. Days later, Caywood circulated a memo, stating professors were to bring students’ complaints directly to Caywood, rather than going outside of the department. Caywood believed Burton had overreacted. Throop and Caywood then began to withdraw support for a curriculum that Burton was developing. Burton was unanimously granted tenure. Caywood stepped down as department chair. Burton filed a charge of discrimination with the Wisconsin Department of Workforce Development, alleging discrimination based on her sex and retaliation for reporting the student incident and deliberate indifference to her grievances. Administrators pressured her to drop her case. Burton filed suit and contacted the EEOC. Days later, Throop sent Burton a letter identifying seven examples of inappropriate behavior by Burton. After Throop accused Burton of canceling class without permission, Burton sent an email asking all of her students for their help in proving that she had held class that day. The Seventh Circuit affirmed rejection of Burton's claims on summary judgment. "Burton’s frustrations may be significant," but do not amount to actionable retaliation under Title VII or Title IX. View "Burton v. Board of Regents of the University of Wisconsin" on Justia Law

Jacob has Attention Deficit Hyperactivity Disorder and Disruptive Mood Dysregulation Disorder and requires an Individualized Education Plan. He repeated kindergarten in a general education classroom with additional support. Jacob’s second year of kindergarten included several behavioral disturbances. His parents disagreed with recommendations to change his placement and services and filed a due process complaint, 20 U.S.C. 1415(b). After additional testing, the parents and their psychologist with the District. Some of Jacob’s services were discontinued and a Behavioral Intervention Plan was adopted. The District recommended that Jacob be placed in the Social Emotional Learning Foundations program (SELF). Jacob’s parents objected and SELF-placement was not adopted. Jacob struggled with the new Plan, The District sought to place Jacob in SELF, in a different district, over his parents’ objections. Jacob’s parents believed that SELF was more restrictive than necessary and that he should remain in general education in his home district. The Act maintains the placement status quo until the complaint is resolved, so Jacob was never moved to SELF. The district court affirmed an administrative decision, concluding that the District met the Act’s substantive requirement of providing Jacob with a free appropriate public education. The Seventh Circuit vacated, reasoning that the matter is moot because Jacob is in third grade and the parties have reached agreement regarding his third-grade placement. View "Ostby v. Manhattan School District Number 114" on Justia Law