Federal District Court Allows Public Employee’s First Amendment Claim to Proceed to Trial
Recently, the Federal District Court for the Northern District of Illinois (District Court) issued an opinion allowing a public employee’s First Amendment retaliation claim to proceed to trial. Caparelli-Ruff v. Bd. of Educ. of East Aurora Sch. Dist. 131.
The Executive Director of Student Services (Director) of a school district (School District) was employed by the School District under a one-year contract for the 2021-2022 school year. In the spring of 2022, the Director began her campaign for County Regional Superintendent of Schools—a position unrelated to her employment with the School District.
To raise campaign contributions, the Director held a gun raffle, which she advertised on her personal Facebook page. Within weeks of posting the advertisement, the Director was placed on paid administrative leave for the remaining term of her employment contract with the School District. The Director filed a lawsuit against the School District, claiming she was terminated (and her contract was not renewed) in retaliation for her post about the gun raffle. The Director argued that the School District’s actions violated her First Amendment right to free speech and constituted a breach of her employment contract. The School District defended its decision to place the Director on leave and not rehire her for the following school year because of her poor performance (and not her speech activity).
The District Court ruled in favor of the School District on the breach of contract claims, finding that the Director’s contract did not entitle her to automatic renewal of her employment for the following school year. Because the Director could not establish that her employment contract was breached, or that the School District had agreed to retain her for the following school year, her contract claims were dismissed.
On the Director’s First Amendment retaliation claim, however, the District Court denied the School District's motion for summary judgment and allowed that claim to move forward to trial. The Court undertook a balancing test to evaluate whether the Director’s interest in speaking as a private citizen outweighed the School District’s interest in maintaining orderly operations.
First, the Court found that the raffle advertisement was clearly posted in the Director’s personal capacity, since it related to her campaign for public office that was separate from her employment.
Second, in evaluating whether the Director’s post interfered with the School District’s operations, the District Court considered the actual impact of her post on the school community based on several factors, including (1) whether the post disrupted harmony among co-workers, (2) whether the post interfered with the Director’s job duties, and (3) the context of the post, among others.
The School District argued that the advertisement was very disruptive, since it was posted around the same time of the school shooting in Uvalde, Texas, in May 2022 and staff had raised concerns about the Director’s judgment in advertising a gun raffle at that time. The Director argued that the School District had taken the post out of context: the post was made to her personal Facebook page, and she had not discussed the raffle while at work. Furthermore, her campaign did not impact her ability to do her job as Director. Taking all of these factors into consideration, the District Court found that the School District was unable to demonstrate that the post unduly interfered with its operations or the Director’s performance of her duties. Because the School District had not shown that its interests outweighed those of the Director in speaking freely, it did not meet its burden for summary judgment.
For these reasons, the District Court determined that the Director’s First Amendment retaliation claim could move forward to trial.
Post Authored by Erin Monforti & Julie Tappendorf, Ancel Glink
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