Justia Civil Rights Opinion Summaries

John Doe was expelled from the Michigan State University College of Human Medicine (CHM) for allegedly sexually assaulting two women, Roe 1 and Roe 2, on the night of the school’s formal dance. An outside consultant had determined that the evidence supported a finding that Doe had sexually assaulted the women. CHM convened a panel, which affirmed those findings without an in-person hearing. While this process was ongoing, the Sixth Circuit held that universities must offer an in-person hearing with cross-examination in cases where the fact-finder’s determination depends on witness credibility.CHM then gave Doe an in-person hearing, conducted over the course of three days before a Resolution Officer selected by the university. Doe was permitted to testify and, through his attorney, to cross-examine Roe 1 and Roe 2. The Resolution Officer did not require Roe 1 to answer every question that Doe’s attorney posed. Both Doe and his attorney were present throughout the entire hearing. After considering the credibility of the witnesses, the Resolution Officer again found that the evidence supported a finding that Doe had sexually assaulted the women.The Sixth Circuit affirmed the dismissal of Doe’s suit alleging violations of the Due Process Clause, the Equal Protection Clause, and Title IX. Doe received ample due process throughout the course of his three-day hearing. View "Doe v. Michigan State University" on Justia Law

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

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

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

After the University terminated her employment as the head coach of the women's basketball team, plaintiff filed suit alleging violations of Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972, as well as state-law claims for breach of contract, breach of the implied covenant of good faith and fair dealing, and invasion of privacy.The Fifth Circuit affirmed the district court's judgment as to the breach of contract and Title IX claims. The court concluded that judgment in favor of plaintiff on the breach of contract claim was proper where a reasonable jury could have concluded that plaintiff's management of funds did not give the University cause to terminate her employment. Furthermore, the University was not entitled to a new trial on plaintiff's breach of contract claim. In this case, the district court did not abuse its discretion in refusing to provide the requested jury instruction and any error on the district court's part was harmless. In regard to the Title IX claim, the court concluded that denial of plaintiff's jury instruction was not an abuse of discretion or grounds for a new trial. However, the court reversed the district court's judgment as to the privacy claim and concluded that it failed as a matter of law. The court explained that the facts disclosed by the University were of legitimate concern to the public and the district court clearly erred in concluding otherwise. View "Taylor-Travis v. Jackson State University" on Justia Law

The Rockland County, New York school district is 65.7% white, 19.1% black, 10.7% Latino, and 3.3% Asian. In 2017-2018, 8,843 students attended public schools, while 29,279 students attended private schools, primarily Jewish yeshivas; 92% of public school students are black or Latino, while 98% of private-school students are white. School board candidates run for a specific seat in at-large elections; all eligible district voters vote in each race. Influential members of the private-school community have an informal slating process by which Board candidates are selected and promoted. An Orthodox Rabbi controls a slating organization that has secured victory for the white community’s preferred candidate in each contested election. Although the Organization has slated some successful minority candidates, minority voters did not prefer these candidates. Only those with connections to the Organization have been selected. When vetted, candidates were not asked about their policy views.The Second Circuit affirmed that the election system resulted in dilution of black and Latino votes, violating the Voting Rights Act, 52 U.S.C. 10301. The Act does not require a finding that racial motivations caused election results. The court properly relied on expert findings, that used data derived through Bayesian Improved Surname Geocoding rather than the traditional Citizen Voting Age Population data. The totality of the circumstances supports a finding of impermissible vote dilution, given the near-perfect correlation between race and school-type; the scant evidence that policy preferences caused election results; the blatant neglect of minority needs; the lack of minority-preferred election success; the white-dominated slating organization; and the District's bad faith throughout the litigation. View "Clerveaux v. East Ramapo Central School District" on Justia Law

Kellogg testified that when the Indiana Academy hired her as a teacher in 2006, its director, Dr. Williams, told her that she “didn’t need any more [starting salary, $32,000], because he knew [her] husband worked.” In 2017, Kellogg complained to the Dean of Ball State’s Teacher’s College, which oversees the Academy, that she received less pay than her similarly-situated male colleagues. The Dean responded that “[t]he issue [wa]s salary compression, which means those who [we]re hired after [Kellogg] began at a higher salary.” The Dean also noted that Kellogg’s salary increased by 36.45% during her time at the Academy while her colleagues’ salaries increased by less. In Kellogg’s 2018 lawsuit, the district court granted the Academy summary judgment, reasoning that there were undisputed gender-neutral explanations for Kellogg’s pay.The Seventh Circuit reversed. Williams’s statement contradicts the Academy’s explanations for Kellogg’s pay and puts them in dispute. It does not matter that Williams uttered the statement long ago, outside the statute of limitations period. Under the paycheck accrual rule, Williams’s statement can establish liability because it affected paychecks that Kellogg received within the limitations window. Kellogg can rely on Williams’s statement to put the Academy’s explanations in dispute. View "Kellogg v. Ball State University" on Justia Law

The Health Department issued a resolution closing every school in the county—public, private, and parochial—for grades 7-12, effective December 4, to slow the spread of COVID-19. In the same county, gyms, tanning salons, office buildings, and a large casino remained open. Christian schools filed suit, arguing that the closure of their schools amounts to a prohibition of religious exercise in violation of the First Amendment.The Sixth Circuit, applying strict scrutiny, enjoined enforcement pending appeal, concluding that the closure burdens the plaintiffs' religious practices. The court noted that the schools employed “strict social distancing and hygiene standards” and that “little in-school transmission has been documented.” The court acknowledged that the resolution allowed schools to open for religious education classes or religious ceremonies and that the Department has not targeted the plaintiffs or acted with animus toward religion. The plaintiffs argued that the exercise of their faith is not compartmentalized and pervades each day of in-person schooling so that “a communal in-person environment” is critical to the exercise of their faith. The resolution treats the schools less favorably than it does “comparable secular facilities.” The court rejected an argument that it could consider only the secular actors (other schools) regulated by the resolution. The relevant inquiry is whether the “government, in pursuit of legitimate interests,” has imposed greater burdens on religious conduct than on analogous secular conduct, including gyms, salons, offices, and the Hollywood Casino, which remain open. View "Monclova Christian Academy v. Toledo-Lucas County. Health Department" on Justia Law

Plaintiff, an elementary school student who has attention deficit hyperactivity disorder (ADHD) and severe, disability-related behavioral issues, filed suit under the Americans with Disabilities Act (ADA) alleging that the school district denied him equal access to a public education because of his disability. The district court dismissed the complaint, concluding that plaintiff failed to exhaust his claim through the administrative procedures prescribed by the Individuals with Disabilities Education Act (IDEA), as required when a plaintiff seeks relief under other federal statutes for the denial of a free appropriate public education (FAPE).The Ninth Circuit vacated the district court's dismissal and held that a close review of plaintiff's allegations reveals that the gravamen of his ADA claim is discrimination separate from his right to a FAPE. Therefore, the panel concluded that plaintiff's ADA claim is not subject to IDEA exhaustion. Finally, the panel concluded that there is nothing untoward—or inconsistent with Fry v. Napoleon Cmty. Sch., 137 S. Ct. 743 (2017)—in plaintiff's having followed resolution of his IDEA claims with a lawsuit alleging non-FAPE-based violations of another statute. View "D. D. v. Los Angeles Unified School District" on Justia Law

After the school districts sought modification of existing desegregation consent decrees to allow their exemption from Arkansas's Public School Choice Act, Ark. Code. Ann. 6–18–1906, the district court granted the motions and modified the consent decrees to explicitly limit the transfer of students between school districts. The Department appealed, alleging that the modification imposed an impermissible interdistrict remedy.The Eighth Circuit affirmed, holding that there was a substantial change in Arkansas law after the consent decrees were enacted and the district court's modification was not an impermissible interdistrict remedy. The court explained that the district court did not abuse its discretion in considering and crediting evidence of white flight when it determined that a substantial change in circumstances had occurred warranting modification of the consent decrees. Furthermore, based on the court's review of the record and the large degree of deference given to the district court, the court could not find that the district court abused its discretion in modifying the consent decrees. View "United States v. Arkansas Department of Education" on Justia Law