FILTERS
- Age Discrimination
- Disability Discrimination
- Diversity in Employment
- Diversity in the General Counsel’s Office
- Enforcement of Non-Discrimination Laws
- Family and Medical Leave Act (FMLA)
- Gender Identity & Sexual Orientation Discrimination
- Genetic Information Nondiscrimination Act (GINA)
- Race and National Origin Discrimination
- Religious Discrimination & Accommodation
- Retaliation
- Sex Discrimination
- Veterans Discrimination
- Academic Freedom & Employee Speech
- Background Checks & Employee Verification
- Collective Bargaining
- Diversity in Employment
- Employee Benefits
- Employee Discipline & Due Process
- Employee Sexual Misconduct
- Employment of Foreign Nationals
- Employment Separation, RIFs, ERIPs & Retrenchment
- Fair Labor Standards Act (FLSA) & Categorization of Employees
- Family and Medical Leave Act (FMLA)
- Intellectual Property
- Reproductive Health Issues
- Research
- Retaliation
- Tenure
- Veterans & Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Diversity in the General Counsel’s Office
- Ethical Obligations of Higher Education Lawyers
- Evaluation of Operations & Staff in the General Counsel’s Office
- External Counsel
- Law Office Management
- Law Office Technology
- Law Office Training
- Roles & Responsibilities of the General Counsel
- Wellness & Stress Management
- Academic Performance and Misconduct
- Admissions
- Distressed & Suicidal Students
- Financial Aid, Scholarships, & Student Loans
- Hazing
- Internships, Externships, & Clinical Work
- Student Athlete Issues
- Student Conduct
- Student Housing
- Student Organizations
- Student Speech & Campus Unrest
- Title IX & Student Sexual Misconduct
- Uncategorized
Latest Cases & Developments
Date:
Oross v. Kutztown Univ. (E.D. Pa. July 25, 2023)
Memorandum granting-in-part and denying-in-part Plaintiff’s and Defendants’ Motions for Summary Judgment. Plaintiff, a tenured associate professor at Kutztown University who had recently undergone a heart transplant, brought discrimination and retaliation claims against the University and multiple officials after they denied his request to teach remotely for Fall 2021. The court granted summary judgment to plaintiff on his intentional discrimination and failure to accommodate claims. In this, it rejected the University’s assertion that plaintiff’s request to teach remotely was a fundamental alteration and an undue burden, noting that the University regularly offered at least some courses online and had successfully offered all of its courses online during the COVID-19 closure. Citing deposition testimony suggesting that the University adopted its stance that rescheduling in-person courses for online delivery would pose an undue hardship only after receiving several individual requests, the court also found that this policy was more likely than not pretextual. Turning to plaintiff’s retaliation claims, the court found a triable issue of fact as to the denial of requests made after he began to publicize his complaints, but it awarded summary judgment to the University as to his requests made prior to this protected activity. The court also ordered a trial on damages in plaintiff’s discrimination and failure to accommodate claims.
Topics:
Campus Police, Safety, & Crisis Management | Coronavirus | Disability Discrimination | Discrimination, Accommodation, & Diversity | RetaliationDate:
Hogan v. S. Methodist Univ. (5th Cir. July 20, 2023)
Opinion reversing dismissal and certifying question to the Texas Supreme Court. Plaintiff, a student at Southern Methodist University during Spring 2020, on behalf of himself and a putative class, brought contract, conversion, and unjust enrichment claims against the University after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. The district court dismissed his claims, finding, as relevant here, his contract claim “long on words but short of actionable detail” and recovery barred by the Texas Pandemic Liability Protection Act, which was passed in June 2021. Applying its own subsequent precedent, the Fifth Circuit reversed dismissal of plaintiff’s contract claim, finding that the district court failed to consider whether plaintiff’s interpretation of “educational purposes” in the University’s Student Rights and Responsibilities Agreement to include in-person services was reasonable and, if so, whether that term is ambiguous. Then, noting that two federal district courts have split on the question, the court certified to the Texas Supreme Court the question, “Does the application of the Pandemic Liability Protection Act to Hogan’s breach-of-contract claim violate the retroactivity clause in article I, section 16 of the Texas Constitution?”
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Martin v. Ohio Univ. (Ohio App. July 19, 2023)
Opinion affirming-in-part and reversing-in-part dismissal. Plaintiffs, several students and one employee of Ohio University who had received vaccine exemptions, challenged the University’s COVID-19 “Community Health Directives,” which included a mask mandate and a requirement that unvaccinated persons submit to weekly asymptomatic testing. The trial court dismissed plaintiffs’ claims for lack of standing. The Court of Appeals of Ohio reversed on plaintiffs’ claim that the Directives violated an October 2021 state statute prohibiting institutions of higher education from (1) requiring individuals to receive a vaccine without full FDA approval or (2) discriminating against individuals who had not received such a vaccine. The court found that plaintiffs had sufficiently alleged they were treated differently from those who had received vaccines that only had FDA emergency use authorization. The court, however, affirmed dismissal of their challenge of the University’s mask requirement, noting that none of the plaintiffs had applied for an exemption to that requirement.
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Bishop v. Univ. of Scranton (M.D. Pa. July 17, 2023)
Memorandum granting Defendants’ Motions to Dismiss. Plaintiff, a former tenured professor at the University of Scranton, brought constitutional, contract, and defamation claims against the University and its Provost after he was terminated in May 2022 for refusing to disclose his COVID-19 vaccination status. The court dismissed his First Amendment compelled political speech, Fourteenth Amendment privacy and bodily autonomy, and selective enforcement claims under §1983, finding that the University is not a state actor. It dismissed his claim that he was denied the procedural requirements for dismissal outlined in the Faculty Handbook, noting that it was plaintiff’s decision not to attend his termination hearing because he would be required to mask and provide a negative COVID-19 test result. It dismissed his defamation claim against the University and Provost, holding that he had insufficiently alleged that statements made during his termination hearing were published.
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Norris, et al. v. Stanley (6th Cir. July 13, 2023)
Opinion affirming dismissal. Plaintiffs, three employees of Michigan State University, brought substantive due process, unconstitutional conditions, and preemption challenges to the MSU’s COVID-19 vaccination policy after they were denied exemptions to the policy based on their natural immunity from prior infection. One plaintiff was terminated, one was placed on unpaid leave, and one received a religious exemption. In affirming dismissal of their substantive due process challenge, the Sixth Circuit held that plaintiffs failed to show that there was no rational relation between the MSU’s legitimate public health interest and the vaccine policy, even if the vaccine was of lesser benefit to those who are naturally immune. The court further held that because plaintiffs failed to show the policy violated a fundamental right, plaintiffs’ unconstitutional conditions claim failed. Finally, the court rejected plaintiffs’ claim that MSU’s policy was preempted by the federal Emergency Use Authorization statute, finding the statute’s consent provisions do not apply to interactions between an employer and an employee.
Topics:
Campus Police, Safety, & Crisis Management | Constitutional Issues | CoronavirusDate:
Alderman v. Bd. of Governors of the Colo. State Univ. (Colo. App. June 29, 2023)
Opinion affirming-in-part and reversing-in-part dismissal and remanding. Plaintiff, a student at Colorado State University during spring 2020, on behalf of herself and a putative class, brought contract and unjust enrichment claims against CSU after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. In affirming dismissal of plaintiff’s contract claim, the Court of Appeals of Colorado held that the closures were fairly within the meaning of a state statute, included by operation of law in any contract between plaintiff and CSU, providing that the board may “temporarily suspend a university in case of fire, the prevalence of fatal diseases, or other unforeseen calamity.” It reversed dismissal of plaintiff’s unjust enrichment claim, however, holding that because plaintiff’s remedy under her implied-in-fact contract with CSU is unavailable due to the operation of state statute, equity requires that she be permitted to pursue her claim in the alternative for unjust enrichment.
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Delisle v. McKendree Univ. (7th Cir. July 12, 2023)
Opinion reversing dismissal and remanding. Plaintiff, a student at McKendree University during spring 2020, on behalf of herself and a putative class, brought contract and unjust enrichment claims against the University after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. In reversing dismissal, the Seventh Circuit applied its holdings in similar recent cases to find that plaintiff had sufficiently alleged an implied contract under Illinois law through reference to various website and catalogue statements and a pre-pandemic course of practice. It also held that plaintiff should be permitted the opportunity to amend her complaint with respect to her unjust enrichment claim to cure the error of incorporating contract allegations.
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Beck v. Manhattan Coll. (S.D. N.Y. June 29, 2023)
Opinion & Order granting Defendant’s Motion for Summary Judgment. Plaintiff, a student at Manhattan College during the Spring 2020 semester, on behalf of herself and a putative class, brought contract and unjust enrichment claims against the College after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. Previously, the court dismissed plaintiff’s contract claim, but it permitted her to proceed to discovery on her unjust enrichment claim regarding the College’s decision not to provide a tuition refund. In granting summary judgment in favor of the College, the court held, first, that retention of tuition payments was not unjust, noting (1) the declared pandemic and state-mandated shutdown of non-essential businesses and (2) the continuity not only of plaintiff’s coursework, but also of extra-curricular activities and student services at the College. It further held that the College was not enriched by retention of the payments, noting that it lost over $2 million for the fiscal year.
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Univ. of Ky. v. Regard, et al. (K.Y. June 15, 2023)
Opinion affirming denial of governmental immunity. Plaintiffs, students at the University of Kentucky during the spring 2020 semester, brought contract claims against the University after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. The University Bulletin detailed different mandatory fees for students with at least one on-campus course and those studying entirely online, but the Bulletin was not referenced in the Student Financial Obligation, to which students agreed in order to register. Affirming denial of the University’s assertion governmental immunity defense, the Supreme Court of Kentucky held that the University’s Student Financial Obligation incorporated the University Bulletin because the “two documents were delivered together, share mutuality of subject matter, and the overwhelming implication and surrounding circumstances leave no doubt that they were meant to be read together, thereby forming on binding contract.”
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
Rolovich v. Wash. State Univ. (E.D. Wash. May 30, 2023)
Order granting-in-part and denying-in-part Defendants’ Motion to Dismiss. Plaintiff, a former head football coach at Washington State University, brought discrimination and contract claims against the University and its Athletics Director after he was terminated following denial of his COVID-19 vaccine religious exemption request. Plaintiff’s contract provided for liquidated damages of 60% of his base salary for the term of the agreement in the event of termination without just cause. In permitting plaintiff’s failure to accommodate claim to proceed against the University, the court held that (1) he sufficiently pleaded that his Catholic faith informed his decision not to receive the vaccine and (2) the University’s assertions that his decision resulted in lost donations and negative press were insufficient at this stage to support an undue hardship finding. It permitted his contract claim to proceed, finding that whether the University had just cause for his termination similarly depended upon its evidence of undue hardship. It dismissed his religious discrimination claim against the Athletics Director under §1983, however, finding that the Director participated in the exemption review process as outlined in University policy and that this policy permitted a supervisor to question the sincerity of an employee’s asserted religious beliefs.
Topics:
Campus Police, Safety, & Crisis Management | Coronavirus | Discrimination, Accommodation, & Diversity | Religious Discrimination & Accommodation
NACUA Annual Conference
Join us in the Music City June 29 – July 2 to connect, learn, and lead alongside higher education attorneys shaping policy, practice, and impact nationwide together.