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  • Date:

    NACUBO On Your Side (June 30, 2024)

    Summary from the National Association of College & University Business Officers on legislative and regulatory actions that occurred from June 25-July1, 2024. This summary highlights an announcement from the IRS that representatives will be available to answer questions for institutions seeking to make an elective payment for clean energy tax credits; the Biden Administration’s announcement that it will appeal injunctions on its Saving on Valuable Education (SAVE) plan and Title IX rules; a letter from the Secretaries of Education and State highlighting efforts of higher education leaders to support displaced students, scholars, and families on the occasion of World Refugee Day; the U.S. Supreme Court’s decision overturning the Chevron Doctrine; an injunction from a federal court blocking the Department of Labor’s overtime rule for Texas state employees, including those at public universities; research from the Federal Reserve Board System identifying financial benefits of higher education for economic well-being of U.S. households; NACUBO’s advocacy in favor of tax-free assistance employers can offer employees under Section 127 to assist with education and training expenses; and new resources from the National Association of Student Financial Aid Administrators (NASFAA) to encourage lawmakers to delay the reporting requirements under the new gainful employment and financial value transparency regulations until July 2025.   

    Topics:

    Accreditation, Authorizations, & Higher Education Act

  • Date:

    ACE Issue Brief on Student Voting and College Political Campaign-Related Activities (June 24, 2024)

    Issue Brief from the American Council on Education (ACE) on Student Voting and College Political Campaign-Related Activities in 2024. The Issue Brief notes the obligation under the Higher Education Act (HEA) to make good faith efforts to help students to register to vote in federal and gubernatorial election cycles and discusses resources related to voter registration, as well as barriers to student voting. It also considers challenges associated with the Internal Revenue Code’s prohibition on 501(c)(3) organizations from participating in political campaign-related activity. Finally, it presents illustrative examples of permissible and prohibited political activities on campus.

    Topics:

    Accreditation, Authorizations, & Higher Education Act | Higher Education Act (HEA) | Tax Implication of Campus Political Activity | Taxes & Finances

  • Date:

    NACUBO On Your Side (June 24, 2024)

    Summary from the National Association of College & University Business Officers on legislative and regulatory actions that occurred from June 18-24, 2024. This summary highlights publication by the IRS of regulations on prevailing wage and apprenticeship
    requirements to qualify for increased clean energy tax credits; implementation guidance from the Department of Education related to gainful employment programs under the new administrative capability and financial responsibility regulations; new injunctions
    from federal courts on enforcement of the Department of Education’s new Title IX final rule; and an Inside Higher Ed study that found high levels of favorable ratings by students of their higher education institutions.   

    Topics:

    Accreditation, Authorizations, & Higher Education Act

  • Date:

    United States v. Rahimi (U.S. June 21, 2024)

    Opinion reversing the judgment of the Fifth Circuit. Zackey Rahimi was “indicted on one count of possessing a firearm while subject to a domestic violence restraining order, in violation of 18 U.S.C. §922(g)(8).” He pleaded guilty and challenged the law as facially inconsistent with the Second Amendment. After the Supreme Court decided New York State Rifle & Pistol Assn., Inc. v. Bruen, the Fifth Circuit agreed with Rahimi, finding that Section 922(g)(8) violates Bruen’s requirement that such a law must fit within “the Nation’s historical tradition of firearm regulation.” The Supreme Court granted certiorari and reversed. In an opinion by Chief Justice Roberts, the Court found that (1) the surety laws, long entrenched in common law, “could be invoked to prevent all forms of violence, including spousal abuse” at least on a temporary basis; and (2) a subset of common law known as “going armed” laws “provided a mechanism for punishing those who had menaced others with firearms.” The Court had “no trouble concluding that Section 922(g)(8) survives Rahimi’s facial challenge,” concluding “an individual found by a court to pose a credible threat to the physical safety of another may be temporarily disarmed consistent with the Second Amendment.” 

    Topics:

    Campus Police, Safety, & Crisis Management | Constitutional Issues | Second Amendment & Guns on Campus

  • Date:

    Tennessee v. Cardona (E.D. Ky. June 17, 2024)

    Memorandum Opinion and Order granting Plaintiffs’ Motion for Preliminary Injunction. Tennessee, Kentucky, Ohio, Indiana, Virginia, and West Virginia sought to enjoin the new Title IX Final Rule, asserting that because it extends nondiscrimination protections to prohibit discrimination on the basis of gender identity it contravenes Title IX, violates government employees’ First Amendment rights, and is arbitrary and capricious under the Administrative Procedure Act (APA). The Christian Educators Association International and a fifteen-year-old girl, A.C., were permitted to join the States as intervenors. In granting the injunction, the court found plaintiffs and intervenors were likely to succeed on the merits of their claims, among others, that (1) the Final Rule’s requirements regarding gender identity are inconsistent with the unambiguous meaning of “sex” in Title IX and its expectation that students should receive separate treatment based on biological sex; (2) given “the ‘pervasive’ nature of pronoun usage in everyday life, educators likely would be required to use students’ preferred pronouns regardless of whether doing so conflicts with the educator’s religious or moral beliefs;” and (3) the Department did not “provide a reasoned explanation for departing from its longstanding interpretations regarding the meaning of sex and provided virtually no answers to many of the difficult questions that arose during the public comment phase.” The court found that it lacks jurisdiction to review the proposed Title IX athletics rule because it is not yet final agency action. The injunction is limited to the plaintiff States and intervenors. (N.B.: A.C., a track and field athlete from West Virginia, complains that she was asked to use the same locker room in middle school with B.P.J, the plaintiff in B.P.J. v. Bd. of Educ. (4th Cir. Apr. 16, 2024), and expects to face the same situation next year when B.P.J. starts high school.)   

    Topics:

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

  • Date:

    Louisiana v. Equal Emp’t Opportunity Comm’n (W.D. La. June 17, 2024)

    Memorandum Order granting-in-part and denying-in-part Plaintiffs’ Motions for Preliminary Injunction. Plaintiffs, Louisiana, Mississippi, and four Catholic organizations, sued the EEOC and sought to enjoin the EEOC’s Pregnant Workers Fairness Act (PWFA) Final Rule, alleging that it violated the Administrative Procedure Act and Constitution when it included abortion as a “pregnancy related condition” requiring workplace accommodations and objecting, in particular, to accommodations for purely elective abortions. The court found that the States had standing based on “harm in the form of regulatory burden, increased costs to implement the abortion accommodation mandate, and damage to their sovereignty” and that Catholic organizations had standing based on the conflict with their religious beliefs. It then found the EEOC likely exceeded its statutory authority, noting (1) it categorized “abortion” as a “condition” rather than a “procedure” and (2) the Supreme Court in Dobbs permitted states to regulate abortion. It also found the mandatory accommodation likely interferes with state sovereignty to enforce abortion laws and violates the States’ First Amendment right to control their own messaging on abortion. Similarly, the Catholic organizations were likely to succeed in their assertion that the Final Rule’s narrow religious exemption will unconstitutionally burden them with protracted investigations on a case-by-case basis. The injunction applies to the plaintiff States, all employees of covered entities whose primary duty station is in Louisiana or Mississippi, and the Catholic organization plaintiffs.

    Topics:

    Discrimination, Accommodation, & Diversity | Pregnancy Discrimination | Sex Discrimination

  • Date:

    Tennessee v. Dep’t of Education (6th Cir. June 14, 2024)

    Opinion affirming preliminary injunction. In June 2021, the Department of Education issued a Notice of Interpretation, Dear Educator Letter, and Fact Sheet (the “Documents”), citing the Supreme Court’s decision in Bostock v. Clayton County and extending the nondiscrimination protections of Title IX to prohibit discrimination on the basis of gender identity and sexual orientation. Plaintiffs, twenty states with policies treating students differently based on biological sex, sued and sought preliminary injunction, alleging that the Documents are unlawful under the Administrative Procedure Act (APA), Title IX, and the U.S. Constitution. The district court granted the injunction as to the plaintiff States. In affirming, the Sixth Circuit first found that the States were likely to establish standing by showing injury to their (1) proprietary interest as operators of educational institutions that must now address new forms of discrimination or risk loss of federal funds if they continue to enforce current policies; (2) sovereign interest in enforcement of their own laws that will not be preempted; and (3) procedural rights to attempt to influence the Department through notice and comment rulemaking. In holding that the States are likely to succeed on the merits on their claim that the Documents are legislative rules requiring notice and comment rulemaking, the court found that the Documents carry out an express delegation of authority of Congress, impose new duties on the States, and the Fact Sheet indicates a change in the Department’s position about providing different facilities for students based on their biological sex.   

    Topics:

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

  • Date:

    Tennessee v. Equal Emp’t Opportunity Comm’n (E.D. Ark. June 14, 2024)

    Memorandum Opinion and Order denying Plaintiffs’ Motion for Preliminary Injunction as moot and dismissing for lack of standing. Plaintiffs, seventeen states where almost all abortions are illegal, sued the EEOC and sought a nationwide injunction to stay the new Final Rule implementing the Pregnant Workers Fairness Act (PWFA) of 2022 while the case proceeds. The PWFA provides, among other things, that covered employers must provide reasonable accommodations for “known limitations” related to pregnancy or “related medical conditions.” The Final Rule and Interpretive Guidance include abortion among the “related medical conditions.” The States challenge that inclusion as it might require accommodations for elective abortion and claim that (1) the EEOC exceeded the statutory authority, (2) the inclusion offends the Constitution, and (3) it violated the Administrative Procedure Act. In dismissing the complaint, the court found the States lacked standing. It found that their assertion of sovereign harm failed because (1) the threat of an enforcement action is not imminent and (2) the injury is not redressable, as an aggrieved employee could still sue under the PWFA even if the Final Rule were enjoined. Their economic harm theory failed because (1) the alleged compliance costs related specifically to illegal, elective abortions are neither concrete nor particularized and (2) the alleged compliance costs are not fairly traceable to a threat of enforcement. The court also noted that the States, as a threshold matter, failed to show that any alleged injury was irreparable. It did not decide the likelihood of success on the merits.

    Topics:

    Discrimination, Accommodation, & Diversity | Pregnancy Discrimination | Sex Discrimination

  • Date:

    OCR Resolution Agreement with Lafayette College re: Title VI Compliance (June 20, 2024)

    Resolution Agreement between the U.S. Department of Education, Office for Civil Rights (OCR) and Lafayette College resolving a complaint that the College discriminated against students on the basis of national origin (shared Jewish ancestry) by not responding adequately to incidents of alleged harassment in October 2023. Through the Agreement, the University agreed to review its policies related to assessing when alleged discrimination or harassment creates a hostile environment; provide annual training to all staff responsible for investigating complaints and to all staff and students on discrimination based on race, color, and national origin, including harassment based on shared ancestry and ethnic characteristics; and review its response to past complaints to ensure that a determination regarding hostile environment was made regarding every complaint of discrimination or harassment. A related Resolution Letter summarized the findings of OCR’s investigation.   

    Topics:

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

  • Date:

    OCR Resolution Agreement with Univ. of Michigan re: Title VI Compliance (June 14, 2024)

    Resolution Agreement between the U.S. Department of Education, Office for Civil Rights (OCR) and the University of Michigan resolving complaints that on multiple occasions during the 2023-2024 school year the University discriminated against students on the basis of national origin (shared Jewish ancestry/Israeli) by not responding adequately to incidents of discrimination or harassment. Through the Agreement, the University agreed to review its policies and procedures to ensure they adequately address Title VI’s prohibitions on discrimination, including to ensure that they require the University to assess whether reported discrimination or harassment has created a hostile environment; to develop and conduct annual training for students and employees, which may be web-based; to develop and administer a climate assessment on the extent to which students and employees have experienced or witnessed discrimination prohibited by Title VI; and, based on a review of its files and to the extent that it has not already, to offer services and support to those affected by a hostile environment resulting from such incidents. It also agreed to extensive reporting requirements related to each of these items. A related Resolution Letter summarized the findings of OCR’s investigation.     

    Topics:

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