Justia Education Law Opinion Summaries

In this appeal, the Supreme Court reviewed a court of appeals' opinion in "Churchill v. Univ. of Colo. at Boulder," whereby the underlying civil action involved claims brought by Professor Ward Churchill pursuant to 42 U.S.C. 1983 after his tenured employment was terminated by the Board of Regents of the University of Colorado. Churchill alleged that the Regents violated his constitutionally protected free speech rights by initiating an investigation into his academic integrity and by terminating his tenured employment in retaliation for his publication of a controversial essay. Churchill sought both compensatory and equitable relief. The court of appeals affirmed the trial court's dismissal of Churchill's termination claim on grounds that the Regents' quasi-judicial actions were entitled to absolute immunity. It also affirmed the trial court's dismissal of Churchill's claim for equitable remedies because it concluded that such remedies were not available in a Section 1983 action against quasi-judicial officials. Lastly, based on its determination that allegedly retaliatory employment investigations are not actionable under Section 1983, the court of appeals affirmed the trial court's directed verdict in favor of the University on Churchill's bad faith investigation claim. Upon review, the Supreme Court affirmed, but on different grounds: (1) the Court held that the Regents' decision to terminate Churchill's employment was a quasi-judicial action functionally comparable to a judicial process, and that the Regents were entitled to absolute immunity concerning their decision; (2) the trial court did not abuse its discretion when it ruled that Churchill was not entitled to the equitable remedies of reinstatement and front pay; and (3) Churchill’s bad faith investigation claim was barred by qualified immunity because the Regents' investigation into Churchill's academic record does not implicate a clearly established statutory or constitutional right or law.View "Churchill v. University of Colorado at Boulder" on Justia Law

Plaintiffs were sexually abused by their teacher, White, at an Urbana school. Before working in Urbana, White was a teacher in the McLean County school district. Plaintiffs filed suit against White, Urbana, individual administrators, the McLean County district, and individual McLean administrators. Plaintiffs alleged that between 2002 and 2005, McLean administrators acquired actual knowledge of White’s teacher-on-student sexual harassment, sexual abuse, or sexual “grooming” of minor female students, but never recorded these incidents in White’s personnel file or employment record, failed to make timely mandated reports of abuse by White, and failed to investigate parental complaints. According to the complaint McLean disciplined White for “sexual harassment, sexual grooming, and/or sexual abuse” of minor female students, then entered into a severance agreement with White which concealed his sexual abuse of students and created a falsely positive letter of reference for White. The trial court dismissed with respect to the McLean defendants, finding they owed no duty. The appellate and supreme courts ruled in favor of plaintiffs. The state sovereign immunity law does not extend to conduct that is willful or wanton, 745 ILCS 10/2-202; the alleged fact are sufficient to establish that, having undertaken the affirmative act of filling out White’s employment verification form,defendants had a duty to use reasonable care in ensuring that the information was accurate.View "Jane Doe-3 v. McLean Cnty. Unit Dist. No. 5 Bd. of Dirs." on Justia Law

The Bridgewater State University Foundation owns three buildings and three undeveloped parcels. One building is occupied by foundation offices and the university's alumni office; another houses the university's political science department; and the third is used by the university and the foundation for receptions and fundraising. The undeveloped parcels are used by students for recreation. None of the properties is used exclusively by the foundation. The foundation permits the university to use all the properties free of charge. The Appellate Tax Board decided that the foundation was entitled to the charitable exemption from local property taxes, G.L. c. 59, Sect. 5; the Appeals Court reversed. The Massachusetts Supreme Court concluded that the foundation is entitled to the exemption. The foundation is a public charitable trust, and it is "organized and operate[s] exclusively for the benefit of" Bridgewater State University under G.L. c. 15A, sect. 37. The foundation has qualified as a tax-exempt organization under section 501(c)(3) of the Internal Revenue Code. The university is an institution of public higher education and certifies that the foundation is operating "in a manner consistent with" the university's goals and policies and uses its money and assets solely for the benefit of the university.View "Bridgewater State Univ. Found. v. Bd. of Assessors of Bridgewater" on Justia Law

After the Supreme Court decided that the University of Michigan’s undergraduate admissions plan’s use of race-based preferences violated the Equal Protection Clause, but that its law school admission plan’s limited use did not, Michigan voters adopted a new section of the state constitution (Proposal 2), prohibiting use of race-based preferences in the admissions process for state universities. The district court upheld Proposal 2, but the Sixth Circuit reversed, concluding that it violated Supreme Court precedent. The Supreme Court reversed. Justice Kennedy, with Chief Justice Roberts and Justice Alito, reasoned that the principle that consideration of race in admissions is permissible when certain conditions are met was not challenged; the issue was whether, and how, state voters may choose to prohibit consideration of such racial preferences. The decision by Michigan voters reflects an ongoing national dialogue; there was no infliction of a specific injury of the type at issue in cases cited by the Sixth Circuit. Individual liberty has constitutional protection, but the Constitution also embraces the right of citizens to act through a lawful electoral process, as Michigan voters did. Justices Scalia and Thomas stated that the question here, as in every case in which neutral state action is said to deny equal protection on account of race, is whether the challenged action reflects a racially discriminatory purpose. Stating that it did not, the Justices stated that the proposition that a facially neutral law may deny equal protection solely because it has a disparate racial impact “has been squarely and soundly rejected.” Justice Breyer agreed that the amendment is consistent with the Equal Protection Clause, but reasoned that the amendment only applies to, and forbids, race-conscious admissions programs that consider race solely in order to obtain the educational benefits of a diverse student body; the Constitution permits, but does not require, the use of that kind of race-conscious program. The ballot box, not the courts, is the instrument for resolving debates about such programs. This case does not involve a diminution of the minority’s ability to participate in the political process. View "Schuette v. Coal. Defend Affirmative Action, Integration & Immigration Rights" on Justia Law

Since the Court’s 2003 decision, Grutter v. Bollinger, the University of Texas at Austin has considered race as a factor in undergraduate admissions. A Caucasian, rejected for admission, sued, alleging that consideration of race in admissions violated the Equal Protection Clause. The district court granted summary judgment to the University. The Fifth Circuit affirmed. The Supreme Court vacated and remanded, reasoning that the Fifth Circuit did not hold the University to the demanding burden of strict scrutiny articulated in Supreme Court precedent. A university must clearly demonstrate that its purpose or interest is constitutionally permissible and substantial, and that its use of the classification is necessary to the accomplishment of its purpose, and “that the reasons for any [racial] classification [are] clearly identified and unquestionably legitimate.” A court may give some deference to a university’s judgment that diversity is essential to its educational mission, if diversity is not defined as mere racial balancing and there is a reasoned, principled explanation for the academic decision. The University must prove that the means it chose to attain diversity are narrowly tailored to its goal and that admissions processes “ensure that each applicant is evaluated as an individual and not in a way that makes an applicant’s race or ethnicity the defining feature of his or her application.” A reviewing court must ultimately be satisfied that no workable race-neutral alternative would produce the educational benefits of diversity. The Fifth Circuit simply presumed that the school acted in good faith and gave the plaintiff the burden of rebutting that presumption. Strict scrutiny does not permit a court to accept a school’s assertion that its admissions process uses race in a permissible way without closely examining how the process works in practice. On remand, the Fifth Circuit must assess whether the University has offered sufficient evidence to prove that its admissions program is narrowly tailored to obtain the educational benefits of diversity. View "Fisher v. Univ. of TX at Austin" on Justia Law

Hosanna-Tabor, a member congregation of the Lutheran Church-Missouri Synod, operated a small school in Michigan offering a "Christian-centered education" to students in kindergarten through eighth grade. The Synod classified its school teachers into two categories: "called" and "lay." "Called" teachers, among other things, were regarded as having been called to their vocation by God. To be eligible to be called from a congregation, a teacher must satisfy certain academic requirements. "Lay" or "contract" teachers, by contrast, were not required to be trained by the Synod or even to be Lutheran. "Called" teacher, Cheryl Perich filed a charge with the EEOC, claiming that her employment had been terminated in violation of the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq. The EEOC brought suit against Hosanna-Tabor, alleging that Perich had been fired in retaliation for threatening to file an ADA lawsuit. Perich intervened. Invoking what was known as the "ministerial exception," Hosanna-Tabor argued that the suit was barred by the First Amendment because the claims concerned the employment relationship between a religious institution and one of its ministers. The Court held that the Establishment and Free Exercise Clauses of the First Amendment barred suits brought on behalf of ministers against their churches, claiming termination in violation of employment discrimination laws. Because Perich was a minister within the meaning of the ministerial exception, the First Amendment required dismissal of this employment discrimination suit against her religious employer. View "Hosanna-Tabor Evangelical Lutheran Church and School v. EEOC" on Justia Law

Nearly a decade ago, petitioners, a state child protective services worker and a county deputy sheriff, interviewed then 9-year-old S.G. at her Oregon elementary school about allegations that her father had sexually abused her. Her father stood trial for that abuse but the jury failed to reach a verdict and the charges were later dismissed. S.G.'s mother subsequently sued petitioners on S.G.'s behalf for damages under 42 U.S.C. 1983, alleging that the in-school interview breached the Fourth Amendment's proscription on unreasonable seizures. The Ninth Circuit held that petitioners' conduct violated the Fourth Amendment but that they were entitled to qualified immunity from damages liability because no clearly established law had warned them of the illegality of the conduct. Although judgment was entered in petitioners' favor, they petitioned the Court to review the Ninth Circuit's ruling that their conduct violated the Fourth Amendment. At issue was whether government officials who prevailed on grounds of qualified immunity could obtain the Court's review of a court of appeals' decision that their conduct violated the Constitution. Also at issue was, if the Court could consider cases in this procedural posture, did the Ninth Circuit correctly determine that this interview breached the Fourth Amendment. The Court held that it could generally review a lower court's constitutional ruling at the behest of a government official granted immunity but could not do so in this case for reasons peculiar to it. The case had become moot because the child had grown up and moved across the country and so would never again be subject to the Oregon in-school interviewing practices whose constitutionality was at issue. Therefore, the Court did not reach the Fourth Amendment question in this case and vacated the part of the Ninth Circuit's opinion that decided the Fourth Amendment issue. View "Camreta v. Greene, et al.; Alford v. Greene, et al." on Justia Law

After the Supreme Court decided that the University of Michigan’s undergraduate admissions plan’s use of race-based preferences violated the Equal Protection Clause, but that its law school admission plan’s limited use did not, Michigan voters adopted a new section of the state constitution (Proposal 2), prohibiting use of race-based preferences in the admissions process for state universities. The district court upheld Proposal 2, but the Sixth Circuit reversed, concluding that it violated Supreme Court precedent. The Supreme Court reversed. Justice Kennedy, with Chief Justice Roberts and Justice Alito, reasoned that the principle that consideration of race in admissions is permissible when certain conditions are met was not challenged; the issue was whether, and how, state voters may choose to prohibit consideration of such racial preferences. The decision by Michigan voters reflects an ongoing national dialogue; there was no infliction of a specific injury of the type at issue in cases cited by the Sixth Circuit. Individual liberty has constitutional protection, but the Constitution also embraces the right of citizens to act through a lawful electoral process, as Michigan voters did. Justices Scalia and Thomas stated that the question here, as in every case in which neutral state action is said to deny equal protection on account of race, is whether the challenged action reflects a racially discriminatory purpose. Stating that it did not, the Justices stated that the proposition that a facially neutral law may deny equal protection solely because it has a disparate racial impact “has been squarely and soundly rejected.” Justice Breyer agreed that the amendment is consistent with the Equal Protection Clause, but reasoned that the amendment only applies to, and forbids, race-conscious admissions programs that consider race solely in order to obtain the educational benefits of a diverse student body; the Constitution permits, but does not require, the use of that kind of race-conscious program. The ballot box, not the courts, is the instrument for resolving debates about such programs. This case does not involve a diminution of the minority’s ability to participate in the political process. View "Schuette v. Coal. Defend Affirmative Action, Integration & Immigration Rights" on Justia Law

Craig self-published a book of adult relationship advice, “It’s Her Fault,” in which he discussed sexually provocative themes and used sexually explicit terms. Craig’s employer, a school district, learned of the book and terminated his employment because of it. Craig sued under 42 U.S.C. 1983, alleging retaliation for engaging in speech protected by the First Amendment. The district court dismissed, reasoning that “It’s Her Fault” did not address a matter of public concern and was not entitled to First Amendment protection. The Seventh Circuit affirmed on an alternative basis. The book deals with adult relationship dynamics, an issue with which many members of the public are concerned, but the school district’s interest in ensuring the effective delivery of counseling services outweighed Craig’s speech interest. The district reasonably predicted that “It’s Her Fault” would disrupt the learning environment at Craig’s school because some students, learning of the book’s hypersexualized content would be reluctant to seek Craig’s advice. View "Craig v. Rich Twp. High Sch. Dist." on Justia Law

In 2007, Professor Ortony of Northwestern University, asked Dean Peterson, for a year’s leave to visit another university. Peterson proposed to authorize paid leave during calendar year 2008 and the 2011–12 academic year, if Ortony would teach during the intervening time and then retire. Peterson’s letter stated: “At your request, I will accept your resignation ... effective with your retirement on August 31, 2012” and specified when Ortony would be on paid leave and when he would carry a full teaching load. Ortony signed the letter in June, 2007. In 2011 Ortony did not want to retire and insisted that he had not agreed to do so. He filed an EEOC charge under the Age Discrimination in Employment Act, 29 U.S.C. 626, and subsequently filed suit. The district court granted the University judgment on the pleadings. The Seventh Circuit affirmed. Northwestern did not terminate Ortony: it bought out his tenure by promising him five years’ pay for three years’ work. That he changed his mind does not make the 2007 contract less binding. The court rejected Ortony’s argument that he “construed the [contract] to set out a tentative plan under which he could leave the University, if he chose to do so, in five years.” View "Ortony v. Northwestern Univ." on Justia Law