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  • Date:

    Oklahoma v. Cardona (W.D. Okla. July 31, 2024)

    Order granting Plaintiff’s Motion for Preliminary Injunction. Plaintiff, the State of Oklahoma, sued the U.S. Department of Education and sought preliminary injunction with respect to the Department’s 2024 Title IX Final Rule. In granting the preliminary injunction, the court found that plaintiff was likely to succeed in its claim that the Final Rule’s expanded definition of sex discrimination to include discrimination based on gender identity exceeded the Department’s statutory authority, violated the major questions doctrine and the Spending Clause’s clear notice requirement, and was arbitrary and capricious. It also found that the Final Rule’s departure from the “clear and pervasive” standard for actionable harassment in Davis v. Monroe County Board of Education (U.S. 1999) is likely contrary to the First Amendment because “[w]hether conduct or speech is considered harassment under the Final Rule is dependent on broad statements and vague terminology that the Department has elected not to define.” The injunction is limited to the State of Oklahoma and applies to the Final Rule in its entirety. 

    Topics:

    Discrimination, Accommodation, & Diversity | Gender Identity & Sexual Orientation Discrimination | Students | Title IX & Student Sexual Misconduct

  • Date:

    Alabama v. Cardona (N.D. Ala. July 30, 2024)

    Memorandum Opinion and Order denying Plaintiffs’ Motion for Preliminary Injunction. Plaintiffs, the States of Alabama, Florida, Georgia, and South Carolina and four membership associations, sued the Department of Education and sought preliminary injunction related to the Department’s 2024 Title IX Final Rule, alleging that (1) inclusion of discrimination based on gender identity within the definition of sex discrimination is contrary to law, the major questions doctrine and the Spending Clause’s clear statement requirement, and arbitrary and capricious; (2) expansion of the definition of sexual harassment beyond the standard adopted in Davis v. Monroe County Board of Education (U.S. 1999) to include conduct that is “so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the … educational program or activity” is contrary to law, likely to chill speech in violation of the First Amendment, and arbitrary and capricious; and (3) changes to the procedures schools are required to follow in response to complaints of sexual harassment are arbitrary and capricious with respect to requirements of due process. In its 122-page opinion denying preliminary injunction, the court found that plaintiffs failed to sustain their burden of establishing a substantial likelihood of success on each of these claims. 

    Topics:

    Discrimination, Accommodation, & Diversity | Gender Identity & Sexual Orientation Discrimination | Students | Title IX & Student Sexual Misconduct

  • Date:

    OCR Title IX Overview Page (updated July 31, 2024)

    U.S. Department of Education, Office for Civil Rights Title IX Overview Page. The overview page provides links to the 2024 Title IX regulations, the Department’s guidance documents related to the regulation, and links to earlier versions of the regulations. The page also notes in red type the current state of federal court orders enjoying the Department from enforcing the 2024 Final Rule, as well as the Department’s position that for states and schools subject to those injunctions the 2020 Title IX Final Rule remains in effect. The page is available via the shortcut ED.gov/TitleIX

    Topics:

    Discrimination, Accommodation, & Diversity | Gender Identity & Sexual Orientation Discrimination | Students | Title IX & Student Sexual Misconduct

  • Date:

    StandWithUs Ctr. For Legal Justice v. Mass. Inst. of Tech. (D. Mass. July 30, 2024)

    Memorandum and Order granting Defendant’s Motion to Dismiss. Plaintiffs, an association with members at the Massachusetts Institute of Technology (MIT) and two individual MIT students, brought Title VI deliberate indifference, 42 U.S.C. §1986 failure to prevent a conspiracy, and contract and negligence claims against the University, alleging that it responded inadequately to protests in the wake of the October 7, 2023, Hamas attack on Israel. In granting the University’s motion to dismiss the deliberate indifference claim, the court found that although the operative complaint “compellingly depicts a campus embroiled in an internecine conflict that caused Jewish and Israeli students great anguish,” the facts alleged were inconsistent with the assertion that the University’s response was “largely … one of inaction.” In dismissing the §1986 claim, the court found that although the complaint sufficiently alleged that the protesting groups had acted in concert, it failed to raise “a plausible inference that the groups agreed to plan the events ‘at least in part for the purpose of’ depriving plaintiffs of their civil rights.” The court declined to retain jurisdiction over the state-law claims.

    Topics:

    Discrimination, Accommodation, & Diversity | Race and National Origin Discrimination

  • Date:

    Foley v. Drexel Univ. (E.D. Pa. July 25, 2024)

    Opinion granting-in-part and denying-in-part Defendants’ Motion for Summary Judgment. Plaintiff, a tenured professor in the Department of English and Philosophy at Drexel University, brought discrimination and retaliation claims against the University and her department chair, alleging a pattern of “academic bullying” that “she contends is commonly perpetrated against productive female scholars.” In granting summary judgment in favor of the University on plaintiff’s hostile work environment claim, the court found that her assertions of class cancellations, questions about her promotion to full professor, delayed computer upgrades, and various academic slights were insufficient to raise a question of severe or pervasive harassment. It similarly found that her retaliation claims failed because she was unable to show that any of the allegedly retaliatory actions were either materially adverse or causally connected to her discrimination complaints. It permitted her to proceed on her Equal Pay Act claim, finding a dispute of fact as to whether the salary of a male colleague with a lower academic rank was due to his past service in administrative roles.

    Topics:

    Discrimination, Accommodation, & Diversity | Employee Sexual Misconduct | Retaliation | Sex Discrimination

  • Date:

    ACE Issue Brief on Preparing for a Potentially Tumultuous Fall on Campus (July 31, 2024)

    American Council on Education (ACE) Issue Brief on “Preparing for a Potentially Tumultuous Fall on Campus: A Conversation with a Former President, a General Counsel, and a Campus Police Chief Who Have Been There Before.” In the Brief, ACE’s Peter McDonough facilitates a discussion amongst Frederick M. “Fred” Lawrence, Stephen S. “Steve” Dunham, and Steven J. Healy, who offer strategies to prepare for and respond to possible campus unrest during a Fall semester that will include the anniversary of the October 7th attack in Israel and a contentious U.S. presidential election. The Brief covers concerns surrounding safety, anti-harassment, and free speech and academic freedom and recommends campuses prioritize institutional mission, civil discourse, and building trust through campus engagement to simultaneously support the community and navigate heightened political criticism.   

    Topics:

    Campus Police, Safety, & Crisis Management | Constitutional Issues | Discrimination, Accommodation, & Diversity | First Amendment & Free Speech | Student Speech & Campus Unrest | Students

  • Date:

    Kestenbaum v. President & Fellows of Harvard Coll. (D. Mass. Aug. 6, 2024)

    Memorandum and Order granting-in-part and denying-in-part Defendant’s Motion to Dismiss.  Plaintiffs, a recent Harvard graduate and Students Against Antisemitism, Inc., an association “founded to defend the rights of individuals ‘to be free from antisemitism in higher education,’” brought Title VI and contract claims against Harvard University, alleging that it responded inadequately to protests and other incidents in the wake of the October 7, 2023, Hamas attack on Israel. In permitting their Title VI deliberate indifference claim to proceed, the court found plaintiffs had sufficiently alleged multiple incidents in which the University’s response was “indecisive, vacillating, and at times internally contradictory,” as well as other incidents to which it did not respond. It held that the record was insufficient at this stage to rule on the University’s assertion that it had acted to avoid infringing on protected First Amendment activity. It dismissed plaintiffs’ direct discrimination claim for lack of an adequate comparator. Turning to their contract claims, the court ruled that two instances in which the University did not notify complainants of a decision to close or accept a complaint were sufficient to allege breach of a contract entailed in its complaint-handling procedures. It also held that assertion of “several instances in which students were penalized for violating various Harvard policies, but the students allegedly engaged in antisemitic conduct have not faced discipline,” though “insufficient to state a Title VI claim,” were sufficient to “sketch a claim that Harvard breached the implied covenant by failing to evenhandedly administer its policies.” 

    Topics:

    Contracts | Discrimination, Accommodation, & Diversity | Race and National Origin Discrimination | Religious Discrimination & Accommodation

  • Date:

    Update: Texas v. Cardona (N.D. Tex. Aug. 5, 2024)

    Memorandum Opinion and Order granting Plaintiff’s Motion for Summary Judgment. Plaintiff, the State of Texas, sued seeking vacatur and permanent injunction on implementation or enforcement of the U.S. Department of Education’s 2021 Notice of Interpretation, Dear Educator Letter, and Fact Sheet (the “Guidance Documents”), which cited the Supreme Court’s decision in Bostock v. Clayton County to interpret the nondiscrimination protections of Title IX to prohibit discrimination on the basis of gender identity and sexual orientation. In granting summary judgment in favor of the State and awarding the requested relief, the court first held that the Guidance Documents are contrary to law and exceed the Department’s authority, finding that (1) the statutory text uses “sex” to mean biological sex and “identifies many situations in which differential treatment and separation is permissible;” (2) the Guidance Documents conflict with or undermine provisions of Title IX; and (3) the Department exceeded the clear-statement requirement of the Spending Clause to give the States congressional notice of their obligations and attempted to decide a major question properly left to Congress. It rejected the Department’s application of the underlying reasoning of Bostock to Title IX, noting that “Bostock stated without equivocation that it’s holding only applies to Title VII.” It further held that the Guidance Documents “constitute a substantive rule—rather than interpretive statements—subject to the APA’s notice and comment rulemaking process.”  The court enjoined the Department from implementing or enforcing the interpretation “against Plaintiff and its respective schools, school boards, and other public, educationally based institutions.” Update: On August 5, 2024, the court updated its order to provide, “This scope of this relief SHALL NOT extend to pending cases involving Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance, 89 Fed. Reg. 33,474 (Apr. 29, 2024) (to be codified at 34 C.F.R. § 106 on August 1, 2024).” 

    Topics:

    Discrimination, Accommodation, & Diversity | Gender Identity & Sexual Orientation Discrimination | Students | Title IX & Student Sexual Misconduct

  • Date:

    Doe v. Syracuse Univ. (N.D. N.Y. Aug. 2, 2024)

    Decision and Order granting-in-part and denying-in-part Defendant’s Partial Motion to Dismiss. Plaintiff, a former student and lacrosse player at Syracuse University, brought Title IX retaliation, contract, and negligence claims against the University, alleging inadequate responses to violence in her “on-again-off-again relationship” with a male lacrosse player, particularly following an incident in April 2021 for which the male lacrosse player was eventually arrested. In dismissing her negligent hiring, retention, and supervision claims, the court found plaintiff failed to allege either that (1) the University did not “maintain or keep its student housing safe from intruders” or that her assailant, whom she let into her room, was an intruder, or (2) that the University was aware of any ongoing criminal conduct against her or other students that it failed to curb. In permitting her contract claim to proceed, the court found plaintiff had sufficiently alleged that the University breached (1) provisions of its student handbook regarding No Contact Orders (NCOs) when it removed the NCO between plaintiff and her assailant even though she had reported a past incident of domestic violence, and (2) the terms of its MOU between its Public Safety Department (Safety) and the Syracuse Police Department (Police) when Safety reported an alleged on-campus incident between plaintiff and her assailant to Police a week later rather than immediately as provided in the MOU.   

    Topics:

    Discrimination, Accommodation, & Diversity | Litigation, Mediation & Arbitration | Retaliation | Students | Title IX & Student Sexual Misconduct | Tort Litigation

  • Date:

    Jorjani v. N.J. Inst. of Tech. (D. N.J. July 29, 2024)

    Opinion granting Defendants’ Motion for Summary Judgment. Plaintiff, a former full-time philosophy lecturer at New Jersy Institute of Technology (NJIT), brought a First Amendment retaliation claim against the Institute when his contract was not renewed following revelations that he had founded an organization called the “AltRight Corporation” and published views advocating white supremacy. An investigation conducted while he was on paid administrative leave found that he had violated the New Jersey ethics code by not disclosing “that he was a founder, director, and shareholder of the AltRight Corporation,” he had inaccurately asserted that a New York Times video of him discussing his views had been misleadingly edited, and he had cancelled 13 classes in Spring 2017 without informing his department while “exhibit[ing] a clear pattern of non-responsiveness” to communications throughout his employment. In granting summary judgment in favor of NJIT, the court held under the Pickering balancing test that plaintiff’s speech “does not merit protection under the First Amendment,” noting particularly that “Plaintiff’s speech did not merely cause offense—it disrupted (and was likely to further disrupt) NJIT’s administration, interfered with NJIT’s mission to effectively provide a hostile-free learning environment for its students, and impeded Plaintiff’s ability to effectively perform his teaching duties.” 

    Topics:

    Constitutional Issues | Discrimination, Accommodation, & Diversity | First Amendment & Free Speech | Retaliation