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  • Date:

    Department of Education Issues Denial of Access Letter to Harvard University for Alleged Failure to Provide Admissions Data (Sep. 19, 2025)

    The Department of Education Office for Civil Rights (the Department) issued a Denial of Access letter to Harvard University, alleging the university has failed to provide documents and information requested as part of the Department’s compliance review into whether Harvard is illegally considering race in its undergraduate admissions process. The Department argued that by refusing to respond adequately to their interrogatories and document requests, Harvard is violating its legal obligation Under Title VI, 34 C.F.R. § 100.6(b) and (c). The Department has given Harvard twenty calendar days to provide additional information. 

    Topics:

    Admissions | Discrimination, Accommodation, & Diversity | Enforcement of Non-Discrimination Laws | External Investigations | Investigations | Students

  • Date:

    Barot v. St. John’s Univ. (E.D. N.Y. Sep. 18, 2025)

    Opinion Granting Defendant’s Motion for Summary Judgment. Plaintiff, a former graduate assistant at St. John’s University, brought claims against the university for breach of contract, arguing he was required to work longer hours than was specified in his graduate assistant contract, and discrimination based on national origin, arguing the university required more work of graduate assistants on F1 visas, than other citizen graduate assistants. The court granted summary judgment for the university on plaintiffs’ breach of contract claim finding (1) plaintiff had waived his breach of contract claim by “repeatedly renew[ing]” the contract over multiple years and continuing to reap its benefits and (2) while a reasonable jury could conclude plaintiff “expressed unhappiness” with his working conditions, he provided no evidence that he believed the university was in breach of the contract. The court also rejected plaintiff’s discrimination claims, reasoning “[w]hile it may be that [the university] was in a position to exploit foreign graduate assistants . . . because of their status, the claim that it did exploit foreign [graduate assistants] or otherwise treated citizen [graduate assistants] preferentially is unsupported by any evidence beyond [plaintiff’s] own conclusory statements.”   

    Topics:

    Discrimination, Accommodation, & Diversity | Employee Benefits | Faculty & Staff | Race and National Origin Discrimination

  • Date:

    ACE and 18 Other Higher Education Associations File Amicus Brief Supporting a Request to Stay a New Department of Veterans Affairs (VA) Policy (Sep. 12, 2025)

    The American Council on Education (ACE), along with 18 other higher education associations, filed an amicus brief supporting a request to stay August 27, 2025 policy guidance from the VA significantly limiting veterans’ education benefits. Specifically, the policy limits the education benefits of otherwise-qualified veterans and their dependents under the Post-9/11 and Montgomery GI bills to 36 months, despite the U.S. Supreme Court’s ruling in Rudisill v McDonough that veterans eligible under both programs are entitled to receive up to 48 months of combined benefits. Petitioners in the underlying case have asked the court to vacate or set aside the rules as arbitrary, capricious, in excess of statutory authority, and contrary to law.

    Topics:

    Discrimination, Accommodation, & Diversity | Veterans Discrimination

  • Date:

    Patterson v. Kent State Univ. (6th Cir. Sep. 12, 2025)

    Opinion Affirming Summary Judgment. Plaintiff, a transgender professor at Kent State, sued the university alleging Title VII sex discrimination and retaliation, First Amendment retaliation, and disability discrimination under the Rehab Act following the university’s response to plaintiff’s “weeks-long, profanity-laden Twitter tirade insulting colleagues and the university.” The Sixth Circuit concluded that, while the district court erred in finding the university had not taken any adverse employment action, plaintiff’s Title VII claims failed nonetheless because plaintiff failed to show that the university’s justification for taking the action was pretextual. The Sixth Circuit also rejected plaintiff’s First Amendment retaliation claim, holding that “speech about internal personal disputes or management” which included “run-of-the mill ‘employee beef’” does not constitute speech on a matter of public concern. Moreover, the court reasoned, even if the tweets had involved a matter of public concern, they still wouldn’t receive protection because the university’s interest in effective administration of its services “[outweigh[ed] [plaintiff’s] interest in this kind of trash talk.” 

    Topics:

    Constitutional Issues | Disability Discrimination | Discrimination, Accommodation, & Diversity | First Amendment & Free Speech | Gender Identity & Sexual Orientation Discrimination | Retaliation

  • Date:

    Department of Education Ends Funding to Racially Discriminatory Discretionary Grant Programs at Minority-Serving Institutions (Sep. 10, 2025)

    The Department of Education (the Department) announced that it will end discretionary funding to several Minority-Serving Institutions (MSI) grant programs arguing that the programs impermissibly rely on racial quotas in distributing funding. The programs that the Department will cease to fund will include both 2025 new awards and non-competing continuations, and the Department will reprogram funding for approximately $350 million in discretionary funds. Programs for MSI that receive mandatory funding will continue to receive funding for 2025. 

    Topics:

    Discrimination, Accommodation, & Diversity | Enforcement of Non-Discrimination Laws | Race and National Origin Discrimination

  • Date:

    Department of Energy Withdrawal of DFR on Regulations Related to Nondiscrimination on the Basis of Sex in Sports Programs (Sep. 10, 2025)

    The Department of Energy (the Department) withdrew its May 16, 2025 direct final rule (DFR) that rescinded a provision requiring recipients that sponsor sports teams for members of one sex to allow members of the opposite sex to try out. In deciding to withdraw the DFR, which had received more than 21,000 comments, the Department cited its decision to focus its limited resources on advancing other priorities. Additionally, the Department is extending the effective date of the DFR “Rescinding Regulations to Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance” until December 9, 2025.

    Topics:

    Athletics & Sports | Discrimination, Accommodation, & Diversity | Enforcement of Non-Discrimination Laws | Gender Equity in Athletics | Gender Identity & Sexual Orientation Discrimination | Sex Discrimination

  • Date:

    Jorjani v. New Jersey Institute of Technology (3rd Cir. Sep. 8, 2025)

    Opinion Vacating and Remanding. Plaintiff, a philosophy lecturer at the New Jersey Institute of Technology, brought claims of retaliation in violation of the First Amendment against the university after it declined to renew his contract based on the disruption caused by inflammatory statements made by plaintiff in his private capacity that were included in a New York Times article. The District Court granted summary judgement for the university holding that plaintiff’s speech was not protected by the First Amendment because the university’s interest in “mitigating the disruption caused by [p]laintiff’s speech . . . outweighs [p]laintiff’s interest in its expression.” On appeal, the Third Circuit disagreed, finding the “minimal evidence of disruption” cited by the university “differ[ed] little from the ordinary operation of a public university” and therefore could not outweigh interest in plaintiff’s speech. The court found the university provided insufficient evidence that student disapproval of plaintiff’s speech resulted in a disruption, noting the university “never identified the exact number of calls or complaints . . . nor any details about the students’ concerns” nor “any evidence of specific student protests, upheaval, or unwillingness to abide by university policies.” The court also rejected the university’s claim that letters in the school paper from faculty members denouncing plaintiff were evidence of a disruption, instead finding they reflected “precisely the sort of reasoned debate that distinguishes speech from distraction.” As to the university’s claimed interest in “providing a non-denigrating environment” and concern that plaintiff’s views could “undermine the pedagogical relationship between teacher and student,” the court found that the university failed to point to anything in the record supporting its determination. In conclusion, the court held that “[on] balance, the disruption the university described does not outweigh even minimal interest in [plaintiff’s] speech” and therefore, the district court erred in finding that the plaintiff’s speech was not protected by the First Amendment.

    Topics:

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

  • Date:

    Bowei Xi v. The Trs. of Purdue Univ. (N.D. Ind. Sep. 8, 2025)

    Opinion Granting Summary Judgment. Plaintiff, a tenured professor at Purdue University, brought claims of discrimination and retaliation based on sex, race, and national origin after she was denied a promotion from associate to full professor. The university reasoned that plaintiff’s research record was not sufficient for a promotion and that plaintiff failed to provide any evidence of inconsistent treatment throughout the promotion application process. While plaintiff satisfied the first, third, and fourth prongs of the McDonnell Douglas test, the court agreed with the university that plaintiff was unable to satisfy the second prong of the test – i.e., that she was qualified for the promotion. Further, plaintiff failed to demonstrate that she was engaged in Title VII protected activity with regard to her retaliation claim, as her appeal of her application for promotion did not mention any form of discrimination. Finally, the court found that plaintiff did not show any evidence of an adverse action or causation.  

    Topics:

    Discrimination, Accommodation, & Diversity | Faculty & Staff | Race and National Origin Discrimination | Retaliation | Sex Discrimination | Tenure

  • Date:

    Health and Human Services Department Terminates Health Minority Biomedical Research Support Program (Aug. 26, 2025)

    The Health and Human Services Department (HHS) announced the termination of the Minority Biomedical Research Support Program (MBRS), which provided institutions with grants to increase the number of minority faculty, students, and investigators conducting biomedical research. The rescission is made to maintain compliance with Executive Order 14172 (Ending Illegal Discrimination and Restoring Merit-Based Opportunity) and 14151 (Ending Radical and Wasteful Government DEI Programs and Preferencing) and abide by Supreme Court precedent. The final rule becomes effective September 25, 2025. HHS wrote that MBRS must be repealed because it is contrary to the Supreme Court’s decision in Students for Fair Admissions v. President and Fellows of Harvard College as it prioritizes racial classifications in awarding federal funding.  

    Topics:

    Discrimination, Accommodation, & Diversity | Enforcement of Non-Discrimination Laws

  • Date:

    Department of Labor Comment Request on Registration and Equal Employment Opportunity in Apprenticeship Programs (Aug. 25, 2025)

    The Department of Labor (the Department) is collecting comments on a proposed revision of the information collection request, “Registration and Equal Employment Opportunity in Apprenticeship Programs” associated with the Department’s proposed rule, ‘‘Prohibiting Illegal Discrimination in Registered Apprenticeship Programs,’’ which has been assigned the Regulation Identifier Number (RIN) 1205–AC21 and was published in the Federal Register on July 2, 2025 (90 FR 28947). The Department’s proposed rule is intended to streamline the regulation and proposes rescission of several requirements for registered apprenticeship program sponsors, including those mandating the development and implementation of affirmative action plans and initiatives that impose “substantial administrative burdens and tend to promote illegal and divisive group-based preferences.” If finalized, the rule would also rescind the Employment and Training Administration (ETA) Form 9039, which enables an apprentice to file a complaint alleging violations of part 30 requirements, as well as Form 671 Section IIA, which allows an apprentice to voluntarily self-report their disability status. Comments are due by October 24, 2025.  

    Topics:

    Discrimination, Accommodation, & Diversity | Enforcement of Non-Discrimination Laws