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  • 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:

    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

  • Date:

    Beny v. Univ. of Mich. Bd. of Regents (E.D. Mich. Jul. 17, 2024)

    Opinion and Order granting Defendants’ Motion for Summary Judgment. Plaintiff, a tenured professor of law at the University of Michigan who is African American and has been a critic of what she perceived as inequitable practices, brought discrimination and retaliation claims against the University and a law school Dean after she was disciplined for repeated allegedly threatening, unprofessional, and disruptive communications to faculty and staff, suspended from teaching, and made ineligible for various benefits after she was found to have abandoned her duties and retaliated against students in response to anonymous student complaints related to her teaching. In granting summary judgment in favor of the University, the court found plaintiff’s claims all failed at the pretext stage because she did not dispute the nature of her communications, for which she had been the subject of multiple threat assessments, and failed to show that the University’s explanation for her suspension, which relied primarily on her abandonment of her class, was the result of an inappropriate attention to her actions.   

    Topics:

    Discrimination, Accommodation, & Diversity | Race and National Origin Discrimination | Retaliation | Sex Discrimination | Sex Discrimination in Employment

  • Date:

    Whipper v. Green (D. Conn. July 1, 2024)

    Order denying Defendants’ Motions to Dismiss. Plaintiff, an inmate and student in the Wesleyan University Center for Prison Education (CPE) Program at Cheshire Correctional Institution, represented by court-appointed pro bono counsel, brought First Amendment retaliation claims against Department of Correction (DOC) officials and conspiracy to commit First Amendment retaliation claims against DOC officials and the University’s administrator for the CPE Program after he was removed from the program for refusing to sign a form related to rules of conduct for inmates. He alleged that the form was a way to implement “punitive practices against inmates in response to restrictions placed on DOC personnel by the passage of the Connecticut Protect Act” and that University volunteers disapproved of the requirement. Plaintiff also alleged that his transfer to a different facility for security concerns was pretextual to avoid a possible injunction. In permitting the First Amendment retaliation claim to proceed against the DOC defendants, the court found that (1) refusal to sign the form may be protected expressive activity and (2) plaintiff had also sufficiently alleged adverse actions and causal connection. In permitting the conspiracy claim to proceed against the University’s program administrator, it held that allegations that the administrator was aware of the plan to pressure inmates to sign the form and subsequently participated in removing plaintiff from the program were sufficient to allege that he had agreed to act in concert with the DOC Defendants, notwithstanding the University’s MOU granting the DOC unilateral authority to remove inmates from the program.

    Topics:

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

  • Date:

    Wynn v. Univ. of Toledo (N.D. Ohio June 7, 2024)

    Memorandum Opinion and Order granting Defendant’s Motion for Summary Judgment. Plaintiff, a former Director of Labor/Employee Relations and HR Compliance at the University of Toledo who is African American, brought discrimination and retaliation claims against the University after he was denied promotion, terminated for performance issues, and arrested when he ignored multiple demands that he return his University-owned laptop. In granting summary judgment in favor of the University on his failure to promote claim, it held that plaintiff’s assertion that he had more “progressive experience” was insufficient to overcome the University’s stated preference for a candidate with a law degree and broader experience at a higher level of responsibility. Regarding his claims related to his termination, the court held that conclusory allegations of a “purge” and factual allegations of protected activity raised only in opposition to the Motion were insufficient to overcome his undisputed performance deficiencies. Turning to his retaliatory arrest claim, the court found that (1) he failed to show that the University ever requested that his proposed comparator, who was terminated but kept her work laptop, actually return the device and (2) his assertion that the University ensured a felony warrant by choosing not to depreciate the value of his older laptop was insufficient to overcome the fact that “the investigation and subsequent arrest were conducted by the [University’s] Police Department and based on documented policy and investigative procedures.”   

    Topics:

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

  • Date:

    Nat’l Rifle Ass’n of Am. v. Vullo (U.S. May 30, 2024)

    Opinion vacating the judgment of the Second Circuit and remanding. In 2017, New York Department of Financial Services superintendent Maria Vullo began investigating affinity insurance programs offered by the National Rifle Association (NRA), finding that the “Carry Guard” program insured, among other things, intentional criminal acts and that the NRA offered the program without an insurance producer license. In addition to criticism of the NRA in press releases and contemporaneous statements from then-Governor Cuomo, Vullo entered into consent decrees with the companies administering and underwriting the program, issued guidance encouraging insurance and financial companies to reevaluate their business “with the NRA or similar gun promotions organizations,” and told one company in a meeting that it could avoid further enforcement action if it “would scale back its NRA-related business.” The NRA brought First Amendment censorship and retaliation claims against Vullo, alleging that she targeted the NRA for its pro-gun advocacy. The district court denied Vullo’s motion to dismiss, but the Second Circuit reversed, finding neither the guidance nor the meeting with the company were individually unconstitutional. The Supreme Court unanimously vacated the judgment of the Second Circuit, finding that the allegations, if true, were sufficient to state a First Amendment claim and that “[t]he Second Circuit could only reach [its] conclusion by taking the allegations in isolation and failing to draw reasonable inferences in the NRA’s favor.”  

    Topics:

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

  • Date:

    Reges v. Cauce (W.D. Wash. May 8, 2024)

    Order granting-in-part Defendants’ Motion to Dismiss and granting Defendants’ Motion for Summary Judgment. Plaintiff, an economics professor at the University of Washington, included in his syllabus and emails and posted on his office door a statement touting the “labor theory of property” that he “intended to make fun of land acknowledgements” and that he knew doing so would be upsetting to others. In response to multiple complaints, the University investigated, warned him against including the statement in his syllabus again, and told him he was otherwise free to express his political views. He then brought First Amendment retaliation, viewpoint discrimination, overbreadth, and vagueness claims against multiple University officials. The court dismissed his overbreadth and vagueness challenges, finding that the words “unacceptable” and “inappropriate” in the University’s Nondiscrimination and Affirmative Action policy are focused only on conduct that resembles discrimination, harassment, or retaliation and penalizes only a limited range of expressive conduct that is not impossible for members of the University community to predict. On cross motions for summary judgment, the court ruled in favor of the University on plaintiff’s retaliation and viewpoint discrimination claims, finding that although his statement was on a matter of public concern relating to his scholarship or teaching, under the Pickering balancing test the University had a legitimate administrative interest in limiting disruptions to staff and students caused by inclusion of the statement in his syllabus.  

     

    Topics:

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

  • Date:

    United States ex rel. Ruggeri v. Magee-Women’s Research Inst. & Found. (W.D. Pa. Apr. 24, 2024)

    Opinion granting-in-part and denying-in-part Defendants’ Motions to Dismiss. Plaintiff, a former Director of Grants and Contracts at the Magee-Women’s Research Institute and Foundation (Foundation), brought this qui tam action against the Foundation, the University of Pittsburgh, the University of Pittsburgh Medical Center (UPMC), and the UPMC Magee-Women’s Hospital, alleging accounting practices that were falsely certified as compliant with National Institutes of Health grants requirements. She further alleged that her termination was in retaliation for her negative assessment of the grants compliance. The court dismissed the claims against UPMC and the Hospital, finding that although they leased employees and provided space and administrative services to the Foundation, plaintiff failed to allege with specificity any action beyond association taken in the alleged false claim scheme. In permitting her fraud claims to proceed, the court found plaintiff had alleged with sufficient particularity (1) that the Foundation knew that its accounting systems were inadequate to meet NIH requirements and (2) that Foundation and University officials, including Principal Investigators from the University, improperly transferred other costs to the grants in order to spend them down. The court further found that plaintiff’s assertion that NIH investigated her allegations and altered how it interacted with the Foundation sufficient to allege materiality. In permitting her retaliation claim to proceed, the court noted the close temporal proximity of her termination to her delivery of her compliance assessment to a member of the Foundation’s Board. 

    Topics:

    Discrimination, Accommodation, & Diversity | False Claims Act (FCA) | Research | Retaliation

  • Date:

    Adebiyi v. S. Suburban Coll. (7th Cir. Apr. 17, 2024)

    Opinion affirming summary judgment in favor of the College. Plaintiff, a former Vice President of Student Services at South Suburban College who is African American, brought discrimination and retaliation claims against the College after a new president declined to renew her contract, citing in her nonrenewal recommendation to the board numerous managerial lapses and leadership concerns. After performance concerns began to emerge, plaintiff filed a charge of harassment with the EEOC and the Illinois Department of Human Rights (IDHR), and she was terminated three days before a scheduled meeting with the IDHR and the College. The district court granted summary judgment in favor of the College, and plaintiff appealed with respect to her retaliation claim. In affirming summary judgment on that claim, the Seventh Circuit first held that plaintiff failed to present a theory or evidence as to why the timing of her termination prior to the IDHR meeting was suspicious. It further held that plaintiff failed to raise a question of pretext, noting that (1) her overall rating of “satisfactory” on her most recent annual evaluations did not outweigh the specific performance concerns and (2) the director, two managers, and faculty member plaintiff proposed as comparators were not similarly situated. 

    Topics:

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