Justia U.S. 6th Circuit Court of Appeals Opinion Summaries

Lawyers brought claims against schools under the Individuals with Disabilities Education Act (IDEA), 20 U.S.C. 1400. After the claims failed, the schools sought their attorney’s fees from the lawyers under the IDEA’s fee-shifting provision. The School Districts alleged that, during the administrative process, the attorneys presented sloppy pleadings, asserted factually inaccurate or legally irrelevant allegations, and needlessly prolonged the proceedings. The lawyers asked their insurer, Wesco, to pay the fees. Wesco refused on the ground that the requested attorney’s fees fell within the insurance policy’s exclusion for “sanctions.”The Sixth Circuit affirmed summary judgment in favor of Wesco. The IDEA makes attorney misconduct a prerequisite to a fee award against a party’s lawyer, so the policy exclusion applied. The court noted that the legal community routinely describes an attorney’s fees award as a “sanction” when a court grants it because of abusive litigation tactics. View "Wesco Insurance Co. v. Roderick Linton Belfance, LLP" on Justia Law

Charlton-Perkins, a male research scientist, applied for a professorship at the University of Cincinnati (UC) in late 2017. He alleges that UC determined him the most qualified candidate for the position but refused to hire him on account of his gender, then canceled the job search itself, ensuring that Charlton-Perkins could never fill the position.The district court dismissed his complaint under Title IX, 20 U.S.C. 1681 and 42 U.S.C. 1983, for lack of subject-matter jurisdiction. Because nobody ever filled the canceled position, it reasoned, Charlton-Perkins’s claims never ripened into an adverse employment action, and thus he suffered no concrete injury cognizable in federal court. The Sixth Circuit reversed. Charlton-Perkins plausibly alleged a ripe employment discrimination claim, so his suit may proceed. No matter whether somebody else ever got the spot, it has always been the case that Charlton-Perkins was denied the spot. He has always had that de facto injury, no matter whether someone else got the position instead. Charlton-Perkins claims that the defendants not only failed to hire him because of his gender, but they then canceled the search itself as a pretext to conceal the discriminatory reason for the failure to hire. View "Charlton-Perkins v. University of Cincinnati" on Justia Law

Head Start is a federal program that funds early childhood education for low-income children and provides other resources and education to the children’s families. Michigan Head Start grantees challenged the COVID-19 vaccine mandate for Head Start program staff, contractors, and volunteers imposed by an interim final rule of the Department of Health and Human Services. The district court denied a preliminary injunction.The Sixth Circuit denied an injunction pending appeal. The plaintiffs have not shown that they will likely prevail on the merits. HHS likely did not violate the Administrative Procedure Act when it promulgated the vaccine requirement through an interim final rule instead of notice-and-comment rulemaking, 5 U.S.C. 553(b)(B). That rule contains ample discussion of the evidence in support of a vaccine requirement and the justifications for the requirement, 86 Fed. Reg. 68,055-059. HHS likely has the statutory authority to issue a vaccine requirement for Head Start program staff, contractors, and volunteers under 42 U.S.C. 9836a(a)(1)(A), (E). The risk that unvaccinated staff members could transmit a deadly disease to Head Start children—who are ineligible for the COVID-19 vaccine due to their young age—is “a threat to the health” of the children. The court noted HHS’s history of regulating the health of Head Start children and staff. View "Livingston Educational Service Agency v. Becerra" on Justia Law

Two female students at Metropolitan Nashville Public Schools (MNPS), were videoed by other students engaging in sexual activity with male students at school. One student told school officials that the incident was forcible rape; afraid to remain at the school, she enrolled in a new school. When the other girl’s mother asked that something be done about the circulation of the video, school officials stated that it was a criminal matter and to contact Metro Police; the girl was called names in the hallway and threatened. She finished the school year at home.In a suit alleging violations of Title IX, 20 U.S.C. 1681(a), and constitutional violations under 42 U.S.C. 1983, the district court granted MNPS summary judgment. The Sixth Circuit vacated and remanded. Disciplinary records established that MNPS was aware of issues with sexual harassment in the school system before the two students reported their incidents. Many of these incidents involved photos or videos. To hold MNPS is immune from liability as long as no student is assaulted twice, would defeat Title IX’s purpose. With respect to one girl’s treatment after notifying the school of her harassment, a reasonable jury could conclude that, rather than take steps to remedy the violation, MNPS opted to avoid the problem, resulting in her having to homeschool or endure further misconduct. View "Doe v. Metropolitan Government of Nashville & Davidson County" on Justia Law

Hasanaj, a teacher certified in Michigan, was employed by the Detroit Public Schools as a teacher for 10 years under a series of contracts. After about seven years, the District stopped sending him contract renewal notices. Hasanaj received “ineffective” ratings in the three years that followed. The District dismissed him as required by Mich. Comp. Laws 380.1249(2)(j).Hasanaj sued, alleging procedural due process violations because he and defendants “acted with the understanding that he had tenure,” the evaluation ratings violated Michigan’s statutory evaluation system, and now he cannot use his certificate to teach in Michigan. The Sixth Circuit affirmed the dismissal of the lawsuit. Hasanaj has not satisfied Michigan’s Teachers’ Tenure Act, Mich. Comp. Laws 38.71-.191, and has no protected property interest in continued employment. Hasanaj has not alleged that he satisfied the statutory probation requirements to acquire tenure. A contract or a tacit understanding cannot override the statutory requirements. It is irrelevant that Hasanaj stopped receiving contract renewal notices, that the three-strikes provision was invoked for firing him, that he was notified that he could appeal to the Tenure Commission, and that the parties stipulated before the Tenure Commission that Hasanaj obtained tenure. Nor was he deprived of his liberty to pursue his profession because he still holds a valid certificate to teach. View "Hasanaj v. Detroit Public Schools Community District" on Justia Law

UT instructor Tyger subjected Wamer, a UT student, to inappropriate touching, comments, and text messages and made inappropriate comments in class. Wamer contacted a UT faculty member; each submitted a complaint to UT’s Title IX Office. Wamer alleges that she was afraid of seeing Tyger on campus and of retribution and that UT stated it would pursue the investigation even if she did not come in for an interview. Three weeks later, UT closed its investigation, taking no action. About five months after the harassment began, a more senior faculty member reported Wamer’s allegations. UT then placed Tyger on paid leave and banned him from campus. Wamer alleges that Tyger then attempted to smear Wamer’s reputation. UT investigators found that Tyger had engaged in sexual misconduct.Wamer sued under Title IX, claiming that UT was deliberately indifferent to the initial reports of sexual harassment, which “unreasonably interfered with Wamer’s participation in and enjoyment of the benefits of UT’s educational programs and activities.” The district court dismissed, applying the elements of a deliberate-indifference claim used in cases of student-on-student harassment and finding Wamer did not allege that UT’s actions post-notice resulted in harassment or made her more vulnerable to further harassment.The Sixth Circuit reversed. A plaintiff can satisfy the causation requirement by showing that following the school’s unreasonable response, the plaintiff experienced an additional instance of harassment or that objectively reasonable fear of further harassment caused the plaintiff to take specific reasonable actions to avoid harassment, which deprived the plaintiff of educational opportunities available to other students. View "Wamer v. University of Toledo" on Justia Law

Before the end of the 2019–20 academic year, MSU had several Division I sports teams: men’s baseball, basketball, cross country, football, golf, ice hockey, soccer, swimming and diving, tennis, track and field, and wrestling; and women’s basketball, cross country, field hockey, golf, gymnastics, rowing, soccer, softball, swimming and diving, tennis, track and field, and volleyball. In October 2020, MSU announced it would no longer sponsor the men’s and women’s swimming-and-diving teams after the 2020–21 school year. During the 2019–20 school year, the teams had 29 men and 33 women. Women student-athletes sought a preliminary injunction to prevent MSU from eliminating the women’s swimming-and-diving team, arguing that MSU failed to provide women with substantially proportionate athletic opportunities, as required by Title IX. In the 2018–19 school year, 48.8% of undergraduate students were male and 51.2% were female; and, in the 2019–20 school year, 49.1% were male and 50.9% were female.The district court denied a preliminary injunction, finding that the plaintiffs were not likely to succeed on the merits of their Title IX claim. The Sixth Circuit vacated, first finding that MSU did not inflate its number of women athletes. The correct inquiry focuses on the number of participation opportunities, not the gap as a percentage of the athletic program. . A school may fail to achieve substantial proportionality even if its participation gap is only a small percentage of the size of its athletic program View "Balow v. Michigan State University" on Justia Law

To control the spread of COVID-19, the Michigan Department of Health and Human Services (MDHHS) required that all persons five years of age and older wear a mask in indoor public settings, including while attending public and private K–12 schools. A Lansing Catholic elementary school and parents with children enrolled at the school, challenged the mask requirement as a violation of their free exercise of religion, equal protection, and substantive due process rights. Since they filed suit, MDHHS has rescinded almost all COVID-19 pandemic emergency orders, including the challenged mask requirement.The Sixth Circuit held that the challenge to the mask requirement is not moot, and affirmed the denial of the Plaintiffs’ motion for a preliminary injunction on the merits. Given the very real possibility that MDHHS may be faced again with escalating COVID-19 cases, hospitalizations, and deaths, Defendants have not met their “heavy burden” of showing that it is “absolutely clear” that they will not reimpose impose a mask requirement, including for children in grades K–5 receiving in-person instruction. Because the requirement to wear a facial covering applied to students in grades K–5 at both religious and non-religious schools, it was neutral and of general applicability. The MDHHS Orders satisfy rational-basis review. View "Resurrection School v. Hertel" on Justia Law

In October 2018, the University of Louisville notified Dr. Kaplan, a tenured professor and the Chair of the Department of Ophthalmology and Visual Sciences (DOVS), that it was reviewing some of his actions as Chair and considering removing him from that position. These included his signing an unauthorized lease on behalf of DOVS and meeting with private equity firms interested in buying or financing DOVS. One month into the investigation, with no more warning, the University placed him on paid administrative leave and prohibited him from coming to university grounds and communicating with his colleagues. The university also advised Kaplan that he could lose his tenured position.When the investigation ended, Kaplan lost his Chair, and the dean of the medical school recommended termination of his tenure, identifying six grounds for dismissal. On appeal, a faculty committee gave Kaplan a two-day hearing, at which he introduced documents and witnesses supporting his defense. The committee upheld four grounds for dismissal, including Kaplan’s unauthorized lease and his perceived attempt to sell DOVS’s clinical practice to private investors. The University’s Board of Trustees terminated Kaplan’s tenure. The Sixth Circuit affirmed the dismissal of a suit in which Kaplan claimed that the University terminated him from both positions without due process, violated his Fourteenth Amendment liberty interests in his reputation, and violated his First Amendment right to academic freedom. View "Kaplan v. University of Louisville" on Justia Law

In 2016, a Madison student fired a gun and injured four students. Approximately two years later, the School Board enacted a resolution allowing staff to carry concealed weapons. Around the same time, Madison students walked out of class during the school day to protest gun violence; school administration disciplined those students. The plaintiffs began attending Board meetings. At one meeting, three were not allowed to speak for failure to complete a “public participation form,” in person, at least two business days before the meeting. Another plaintiff finished his (under three-minute) speech while a security officer escorted him from the room.The plaintiffs sued under 42 U.S.C. 1983, challenging the Board Policy’s “use of vague and undefined terms” and “the imposition of content-based restrictions on speech.” The district court granted the Board summary judgment. The Sixth Circuit reversed in part. The Policy’s restrictions on “abusive,” “personally directed,” and “antagonist” statements discriminate based on viewpoint and were unconstitutionally applied to silence the plaintiff. The antagonistic restriction, by definition, prohibits speech opposing the Board. The plaintiff spoke calmly and refrained from personal attacks or vitriol, focusing on his stringent opposition to the Board’s policy and his belief that the Board was not being honest about its motives. The preregistration requirement is a content-neutral time, place, manner restriction that narrowly serves a significant government interest and leaves ample alternative channels. View "Ison v. Madison Local School District Board of Education" on Justia Law