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Latest Cases & Developments
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 DiscriminationDate:
Doe v. Regents of the Univ. of Cal. (Cal. App. Sep. 17, 2025) (unpub.)
Opinion Affirming Denial of Plaintiff’s Petition for Writ of Mandate. Appellant, a tenured professor at the University of California, Santa Barbara, filed a petition for writ of mandate asking the court to require the university to set aside sanctions against him after he was terminated following a disciplinary hearing for abuse of power and violations of intellectual honesty. Appellant alleged that the decision to terminate him was arbitrary and capricious, not supported by substantial evidence, and that the university breached confidentiality by relying on a former settlement agreement that was allegedly time-barred. The appellate court affirmed the trial court’s denial of the writ, noting that a university has “broad discretion” in determining disciplinary decisions and is “entitled to deference,” and reasoning that because “[t]he sanction imposed on appellant was well within those permitted by [u]niversity policy,” there was no abuse of discretion.
Topics:
Employee Discipline & Due Process | Faculty & StaffDate:
Washington State Association of Head Start and Early Childhood Assistance and Education Program, et al. v. Robert F. Kennedy, Jr., et al. (W.D. Wash. Sep. 11, 2025)
Opinion and Order Granting Plaintiffs’ Motion for Preliminary Injunction. A collection of nonprofit organizations challenged the July 14, 2025 Directive from the Department of Health and Human Services (HHS) on the Personal Responsibility and Work Opportunity Act (PRWORA), alleging the Directive violates the Administrative Procedure Act (APA) because it is (1) procedurally deficient (2) contrary to law and in excess of statutory authority, and (3) arbitrary and capricious. The court granted plaintiffs’ request for a preliminary injunction holding that they were likely to succeed on their claims, provided ample evidence of irreparable harm, and a balance of equities and the public interest weighed in their favor. In concluding that plaintiffs are likely to prevail on their claims that the Directive is procedurally deficient, the court held that the Directive is a “legislative” rather than “interpretive” rule because it “creates legal obligations for Head Start agencies that did not exist for the last 30 years and alters the legal rights of Parent Plaintiff Members by removing their access to Head Start programs altogether.” The court granted plaintiffs’ request to immediately stay the Directive and, in order to prevent “piecemeal, confusing or incomplete relief,” enjoined defendants from enforcing or implementing the Directive against “any Head Start agencies, program providers, student or family participants, or other similar persons or entities.”
Topics:
Admissions | Deferred Action for Childhood Arrivals (DACA) and Temporary Protected Status (TPS) | Employment of Foreign Nationals | Faculty & Staff | Financial Aid, Scholarships, & Student Loans | Immigration | International Students | StudentsDate:
State of New York, et al. v. Department of Justice, et al. (D.R.I. Sep. 10, 2025)
Opinion and Order Granting Plaintiffs’ Motion for Preliminary Injunction. Plaintiffs, a group of 22 states, sued the government seeking to enjoin the implementation and enforcement of four agency Notices on the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA), arguing these Notices violate the Administrative Procedure Act (APA) and the Spending Clause. The court granted plaintiffs request for a preliminary injunction finding that plaintiffs are likely to succeed on the merits of their claims and satisfy the remaining prongs for obtaining an injunction. The court determined that because the Notices were a legislative, rather than an interpretative, rule and had not been subject to notice and comment, plaintiffs are likely to succeed in showing that the Notices are procedurally deficient under the APA. The court also found that plaintiffs are likely to succeed on their claims that the Notices are arbitrary and capricious, contrary to law, and violate the Spending Clause by impermissibly imposing retroactive conditions on funding. The court enjoined defendants from enforcing or implementing the four Notices with respect to any plaintiff States who are parties to the lawsuit pending further court order.
Topics:
Admissions | Deferred Action for Childhood Arrivals (DACA) and Temporary Protected Status (TPS) | Employment of Foreign Nationals | Faculty & Staff | Financial Aid, Scholarships, & Student Loans | Immigration | International Students | StudentsDate:
ACE Letter Requesting Exemption for Nonimmigration Visas (Sep. 8, 2025)
The American Council on Education (ACE) sent a letter to the U.S. Department of State asking that the administration exempt nonimmigrant visas, including F, J, and M student visas, for the countries included under the June 4, 2025 Presidential Proclamation “Restricting the Entry of Foreign Nationals to Protect the United States from Foreign Terrorists and other National Security and Public Safety Threats” and any future travel bans offered by the administration. Noting similarities between the 2025 Proclamation and the 2017 executive action that allowed nonimmigrants with visas to be exempt, the letter requests that a similar exemption be applied to the current executive action. The letter also notes that international students and employees provide a substantial and beneficial impact on the economy and, given the extensive vetting process required to obtain international student visas, do not pose a threat to national security and public safety.
Topics:
Employment of Foreign Nationals | Faculty & Staff | Immigration | International StudentsDate:
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 | TenureDate:
Department of Homeland Security Fixed Time Period of Admission and Extension of Stay Procedure for Nonimmigrant Academic Students (Aug. 28, 2025)
The Department of Homeland Security (DHS) along with Immigration and Customs Enforcement (ICE) issued a notice of proposed rulemaking that would establish a fixed period of admission and an extension of stay procedure for nonimmigrant academic students, exchange visitors, and representatives of foreign information media. Specifically, DHS proposes to amend its regulations by changing the admission period in the F, J, and I classifications from duration of status to an admission for a fixed time period. The proposed rule would further create a fixed period of admission for students on an F visa for a duration not to exceed a 4-year period. Finally, the proposed rule would decrease the allowed period of F-1 nonimmigrants to prepare to depart from the United States after completion of a course of study or authorized period of post-completion practical training from 60 to 30 days. Comments are due by September 29, 2025.
Topics:
Employment of Foreign Nationals | Faculty & Staff | Immigration | International Activities | International Students | Study Abroad ProgramsDate:
American Federation of Teachers v. Department of Education (D. Md. Aug. 14, 2025)
Memorandum Opinion Granting in Part and Denying in Part Plaintiffs’ Motion for Summary Judgment. Plaintiffs, the American Federation of Teachers (AFT), AFT Maryland Chapter, the American Sociological Association (ASA), and the Eugene, Oregon School District 4J brought suit against the federal government in February 2025 alleging that the Department of Education’s (the Department) February 14 Dear Colleague Letter (DCL) on Diversity, Equity, and Inclusion (DEI) principles and the associated certification requirement are procedurally and substantively improper under the Administrative Procedure Act (APA), First Amendment, and Fifth Amendment. Upon seeking leave to amend their complaint, plaintiffs now allege that the DCL and the certification requirement encompass limitations that are “unclear and highly suggestive”, forcing plaintiffs to “choose between chilling their constitutionally protected speech and association or risk losing federal funds and being subject to prosecution.” The court found that the government did not follow notice and comment procedures in issuing the DCL and did not comply with the Paperwork Reduction Act. The court reasoned that because both the DCL and the certification requirement “fail[ed] to account for facts, law, baseline conditions, or reliance interests” they acted in an arbitrary and capricious manner in violation of the APA. The Department maintains that the DCL was a reminder for schools that discrimination is illegal, however, the court disagreed, finding instead that the guidance “initiated a sea change in how the Department of Education regulates educational practices and classroom conduct, causing millions of educators to reasonably fear that their lawful, and even beneficial, speech might cause them or their schools to be punished.” Regarding the certification requirement, the court agreed with plaintiffs that it violated the Fifth Amendment’s Due Process protections against unreasonably vague laws because the requirement “attach[ed] serious consequences to compliance with standardless terms.” Finally, the court denied plaintiffs’ motion in part related to their claim that the certification requirement is facially overbroad, finding that it does not unambiguously punish protected speech, because it has limiting factors, though the court noted that the factors were not clear. As such, the court held that the DCL and the certification requirement are both unlawful and vacated, pursuant to the APA.
Topics:
Admissions | Constitutional Issues | Discrimination, Accommodation, & Diversity | Diversity in Employment | Due Process | Faculty & Staff | Financial Aid, Scholarships, & Student Loans | First Amendment & Free Speech | Race and National Origin Discrimination | StudentsDate:
EducationCounsel Executive Summary and Analysis on DOJ Civil Rights Guidance (Aug. 13, 2025)
Executive summary of EducationCounsel analysis of the Department of Justice (DOJ) non-binding guidance issued on July 29th, 2025. The summary states EducationCounsel’s conclusion that “while some portions of DOJ’s guidance reflect current law, others misstate or overreach, creating a real risk of chilling lawful practices designed to ensure equal opportunity for all.” Specifically, the analysis centers on the following contended outcomes of the guidance: (i) delegitimizing efforts to address discrimination; (ii) delegitimizing federal court-endorsed diversity, equity & inclusion interests; (iii) delegitimizing lawful race-neutral means that advance diversity, equity & inclusion goals; and (iv) misguiding the field through misleading examples.
Topics:
Admissions | Athletics & Sports | Compliance & Risk Management | Compliance Programs, Policies & Procedures | Discrimination, Accommodation, & Diversity | Diversity in Employment | Faculty & Staff | Gender Equity in Athletics | Gender Identity & Sexual Orientation Discrimination | Race and National Origin Discrimination | Sex Discrimination | StudentsDate:
Democratizing Access to Alternative Assets for 401(K) Investors – White House (Aug. 7, 2025)
Executive Order: Democratizing Access to Alternative Assets for 401(K) investors. This order requires the Secretary of Labor to reexamine the Department of Labor’s (DOL) guidance on a fiduciary’s duties regarding alternative asset investments in ERISA-governed 401(K) and other defined-contribution plans. Current ERISA-governed plan fiduciaries are limited from including alternative assets in their investment offerings. The purpose of the order is to promote retirement security through diversified investments, specifically, access to alternative assets such as private equity, real estate, and digital assets, and to clarify the DOL’s position on alternative assets and the appropriate fiduciary process for asset allocation funds. The White House also issued a Fact Sheet with the order.
Topics:
Employee Benefits | Employee Retirement Income Security Act (ERISA) | Faculty & Staff
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.