Justia Education Law Opinion Summaries

ITT is a for-profit corporation that runs “ITT Technical Institutes” throughout the country, including Lathrop, California. Halasa was the Lathrop Campus’s College Director for six months in 2009. ITT says that Halasa was fired for poor management skills and delivering inadequate results; Halasa alleges that he was fired in violation of the False Claims Act, 31 U.S.C. 3730(h), after identifying and reporting several irregularities in the way ITT was handling its federally subsidized loans and grants for students. The district court granted ITT summary judgment and costs. Even if Halasa did engage in protected conduct under the Act, he did not establish that he was fired because of this conduct. There was no evidence that decision-makers were made aware of his reporting. View "Halasa v. ITT Educational Servs., Inc" on Justia Law

In 1999, Bucalo, then 42 years old, applied for a position as a school librarian and was not hired; the position went to a 35-year-old man. Bucalo filed a charge of age and sex discrimination with the EEOC, which granted a right-to-sue letter, but she did not file. In 2003, the position re-opened and Bucalo, then 46, reapplied. Lanier, a new superintendent, selected interviewees; Bucalo was not among them. A committee hired a 32-year-old woman. Bucalo sued, alleging violation of the Age Discrimination in Employment Act, 29 U.S.C. 621, and retaliation for her 1999 EEOC complaint, violating the ADEA and the Civil Rights Act, 42 U.S.C. 2000e. Lanier, then suffering from a debilitating disease, executed an affidavit asserting that he had not selected Bucalo because she had worked in numerous short-term positions, evidencing “instability,” and denying that he had considered Bucalo’s age or 1999 EEOC charge. Lanier died before trial. The district court ruled in favor of the District. The Second Circuit affirmed, rejecting an argument that because of the death of the sole District employee with direct knowledge of the reasons she was not hired, Bucalo was entitled to judgment under the burden-shifting framework set forth in McDonnell Douglas. View "Bucalo v. Shelter Island Union Free Sch. Dist." on Justia Law

The District hired Donnelly as a teacher under a three-year probationary contract. During his first year he received the highest rating and had perfect attendance. The District transferred him. His performance included episodes that required admonition. He told a student she was “acting retarded” and wrote the word “retard” on the board and told another to “go back to Mexico.” In the final year of his probation, Donnelly required gallbladder surgery, which occurred on November 27. He took leave through December 5. Under the collective bargaining agreement, Donnelly worked at least 1,247 hours (7.25 per day for 172 days) during the 12-month period prior to his leave: three hours short of Family Medical Leave Act eligibility, 29 U.S.C. 2611(2)(A)(ii). When he returned, he received unsatisfactory evaluations and was denied tenure. The district court held that he was not eligible for FMLA leave and that he had not shown that he was qualified for tenure. The Second Circuit reversed. Donnelly presented a genuine issue of material fact on whether he qualifies for FMLA leave; the standard applied by the court does not apply outside of the college tenure context; and Donnelly presented sufficient evidence to permit a reasonable jury to find unlawful retaliation. View "Donnelly v. Greenburgh Central Sch. Dist." on Justia Law

Southeast Technical Institute (STI) in South Dakota is a public post-secondary technical school funded by the State through Sioux Falls School District No. 49-5 and governed by the Sioux Falls School Board. STI terminated Registrar Matt Onnen for awarding degrees to students who had not earned them, not awarding degrees when students had earned them, and failing to verify students for graduation. Meanwhile, Onnen filed a qui tam complaint against the school district, its superintendent, and the school board members, alleging that Defendants violated the False Claims Act (FCA) by knowingly submitting false or fraudulent claims to the federal government for student grants and guaranteed loans. Onnen did not sue STI or any STI employee. The district court granted summary judgment for Defendants. The Eighth Circuit Court of Appeals affirmed, holding the district court did not err in concluding Onnen's affidavit was insufficient to prove that any defendant committed a knowing violation of the FCA. Therefore, summary judgment was appropriate. View "United States ex rel. Onnen v. Sioux Falls Indep. Sch. Dist." on Justia Law

Rosebrough was born without a left hand. After she expressed interest in a job as a school bus driver, the supervisor informed her that a waiver is required from the Ohio Department of Education before an individual who is missing a limb is allowed to operate a school bus and told her to come to the office to pick up the waiver forms. Rosebrough received approval of the waiver. After having conflicts with her assigned trainer, Rosebrough stopped short of obtained her commercial driver’s license and filed suit asserting violations of the Americans with Disabilities Act, 42 U.S.C. 12101 and the Ohio Revised Code, 4112.02, and intentional infliction of emotional distress. Finding that Rosebrough was not qualified to be a bus driver because she did not have a CDL, the district court granted summary judgment to the school. The Sixth Circuit reversed and remanded. Rosebrough’s ADA-covered position as a trainee was at issue, and she could not be required to have a CDL to be “otherwise qualified” for the position of training to obtain a CDL. Having a CDL was not necessary for Rosebrough to perform the essential functions of her training position View "Rosebrough v. Buckeye Valley High Sch." on Justia Law

Per Hovem (Per), a former student of Klein Independent School District (KISD), along with his parents, filed a claim under the Individuals with Disabilities Education Act (IDEA) for reimbursement of private school expenses incurred because KISD allegedly failed to provide Per with a free appropriate public education (FAPE) while Per was a KISD student. The special hearing officer and the district court found in favor of the Hovems. The Fifth Circuit Court reversed, holding (1) the provision of FAPE to a student qualified for special education must be judged by the overall educational benefits received, and not solely by the remediation of the student's disability; and (2) because this student's individualized education program enabled him to excel, with accommodations for his disability, in a mainstream high school curriculum, KISD complied procedurally and substantively with IDEA. View "Klein Independent Sch. Dist. v. Hovem" on Justia Law

In 2009 the university announced that in the 2009–10 academic year, it would eliminate its varsity sports teams for women’s volleyball, men’s golf, and men’s outdoor track and field, while creating a new varsity sports team for women’s competitive cheerleading. Plaintiffs, five women’s volleyball players and their coach, charged violation of Title IX of the Education Amendments of 1972, 20 U.S.C. 1681(a). The district court enjoined the school from withdrawing support from its volleyball team, finding that it systematically and artificially increased women’s teams’ rosters and decreased men’s teams’ rosters to achieve the appearance of Title IX compliance. The court then certified a class of present and future female students and ultimately granted permanent injunctive relief. The Second Circuit affirmed, rejecting challenges to the court’s counting of participation opportunities in varsity sports afforded female students. The district court correctly concluded that the disparity revealed by that calculation demonstrated a failure to provide substantially proportionate athletic participation opportunities as required by Title IX. View "Biediger v. Quinnipiac Univ." on Justia Law

Branham began teaching in 1983 and was a tenured law professor. She sometimes suffered from seizures. She had a 12-month teaching contract for 2006. For the spring semester she was assigned to teach constitutional law and torts. Branham indicated that she did not want to teach the classes, citing health reasons and her greater experience with criminal law. She nonetheless taught the courses. In summer Branham sold her house, moved to Illinois, and was granted a leave of absence. Assigned to teach constitutional law after returning from leave, she refused to do so. The dean terminated her employment in December. Her contract required that dismissal be voted upon by faculty. That process was not initially followed. Branham sought damages for violations of the Americans with Disabilities Act and the Michigan Persons with Disabilities Civil Rights Act, intentional infliction of emotional distress, and breach of contract. The district court dismissed all but the contract claim, granted a motion to limit the remedy on the contract-breach claim to equitable relief, held that the school had breached the contract, and ordered compliance. Faculty and the board of directors concurred in the dismissal. The district court entered judgment against Branham. The Sixth Circuit affirmed. View "Branham v. Thomas M. Cooley Law Sch." on Justia Law

The American Civil Liberties Union of Iowa Foundation submitted an open records request to the Atlantic Community School District records custodian requesting information pursuant to Iowa's Open Records Act concerning the discipline of two school district employees after the school district disciplined them for performing a strip search of five students. The district court entered summary judgment in favor of the school district. The Supreme Court affirmed, holding that the district court did not err in finding that the disciplinary information sought was exempt from disclosure under Iowa Code 22.7(11), which exempts from disclosure "personal information in confidential personnel records of public bodies including...cities, boards of supervisors, and school districts." View "ACLU of Iowa vs. Atlantic Cmty. Sch. Dist." on Justia Law

Plaintiff-Appellant Victoria Johnson appealed the district court's grant of summary judgment in favor of North Idaho College (NIC) on her claim of discrimination under the Idaho Human Rights Act (IHRA). Plaintiff alleged one of her instructors sexually harassed her, and that NIC was vicariously liable for that harassment. The district court held that NIC's affirmative defense was factually support, and that she failed to establish a genuine issue of material fact. Upon review of the facts of this case, the Supreme Court concluded that the district court did not err in finding that no genuine issue of material fact existed in regard to Plaintiff's claims. Accordingly the Court affirmed the opinion of the district court. View "Johnson v. North Idaho College" on Justia Law