LAWYERS FOR EDUCATORS, FACULTY + SCHOOL EMPLOYEES

OHIO: (614) 745-2001

MICH: (248) 487-1645

PENN: (215) 234-1732

MEET THE EDUCATOR AND EMPLOYMENT TEAM:

Liz Abdnour, Attorney (MI, OH)

Nicole Cote, Attorney (MI, OH)

Ashley Dylenski, Attorney (MI)

Jacquelyn Kmetz, Attorney (MI)

Kathleen Mahoney, Attorney (PA)

Megan Mitchell, Attorney (MI)

Mitch Sickon, Attorney (MI)

Mark Weiker, Attorney (OH, MI, PA)

Recent Representative Educator Cases*

• Assisted client with successful application for reinstatement of teaching certification following a DUI and subsequent probation violation for marijuana use.

• Achieved the outcome of "No Action" (the equivalent of a dismissal by the Ohio State Board of Education) for a Principal following a licensure investigation regarding a sealed criminal record.

• Successfully negotiated a temporary certification suspension for educator caught livestreaming on Tik Tok and promoting her OnlyFans page during special education class time.

• Filed a Title IX complaint on behalf of an employee of a local university who experienced gender discrimination at work.

• Successfully negotiated a resolution exonerating a public school employee from allegations of assault against a student which had been falsely brought by a parent. Resolved with no impact on the employee's record or position.

• Successfully negotiated separation agreement for public school employee which enabled employee to avoid termination and secured removal of disciplinary proceedings from personnel file.

• Negotiated severance package for a tenured teacher, including frontpay, helping the teacher transition to a new career. 

• Secured significant severance payment for university faculty whistleblower after she was retaliated against for reporting compliance violations in her professional program.

• Assisted a teacher-client litigate a whistleblower claim against a local school district after the teacher was retaliated against for reporting frequent violations of the IDEA and Section 504 by school staff.

• Assisted an educator who was recently diagnosed with early onset dementia - through the process of resigning in anticipation of retirement, ensuring a seamless transition from active employment to retirement with his medical benefits and pension intact.

• Represented a university administrator through an employment matter that resulted in six months of severance pay and an agreed-upon civil separation from her department.

• Advised a college dean through dismissal of a university Title IX investigation following a colleague's false complaint of discrimination.

• Negotiated severance equal to 1-year salary, plus benefits for faculty member voluntarily departing public university.

• Achieved the outcome of a "warning letter" (the equivalent of no formal discipline by the State Board of Education) for an educator/coach following a licensure investigation initiated when the educator was falsely accused of favoritism and of bullying student-athletes

• Intervened in a teacher's disciplinary investigation to prevent immediate termination after insufficient and faulty investigatory process.

• Following claims filed in the Ohio Court of Claims, achieved reinstatement, full backpay and reimbursement of attorney fees for a professor improperly dismissed by a state community college.

• Obtained unsubstantiation finding in Title IX investigation against professor falsely accused of making inappropriate comments and discrimination.

• Drafted and delivered demand letter for wrongfully terminated college employee resulting in the recovery of compensation for breach of contract and reimbursement of attorney fees.

• Recovered backpay and reimbursement of attorney fees for assistant college football coach after dismissal in retaliation for protected activity.

• Obtained reinstatement and backpay for a school principal after representation in a termination hearing.

• Advised supervising public employee through Title IX investigation, securing finding of non-responsibility where she was falsely accused of discrimination.

• Assisted educator in understanding and modifying an improvement plan proposed by the school in order to make the plan more effective and achievable.

• Negotiated retirement and a full year of severance for a county administrator facing discipline as a result of making a whistleblower complaint.

• Successfully negotiated resignation with two months severance pay and no misconduct report to ODE for educator accused of educator misconduct.

• Successfully advised coach through Title IX investigation, wherein he was falsely accused of inappropriate behavior with female students, resulting in a just finding of non-responsibility.

• Obtained reinstatement and no professional licensure action for an educator improperly accused of changing a student’s course grade.

• Resolved Ohio Department of Education disciplinary investigation with non-public warning letter for client who failed to disclose previous theft convictions on licensure application in violation of Licensure Code of Professional Conduct.

• Secured non-public warning letter and avoided further discipline for teacher facing suspension for accusations of misconduct.

• Provided advice and representation to K-12 administrator in school board investigation.

• Recent Representative Litigation: HERE

*The results shown are not necessarily indicative of the results that could be expected in any other matter, as the circumstances of each case are unique and involve multiple factors to consider along with possible outcomes.

K-12 Teacher, administrator, and staff representation includes: 

• School personnel issues (hiring, terminations, suspensions, discipline, etc.);

• Teacher and principal licensure proceedings;

• Substitute teaching licensure proceedings;

• Civil Rights Commissions and Equal Employment Opportunity Commission (EEOC) Charges;

• Federal and state court litigation;

• First Amendment and social media-related discipline;

• Off-campus or non-employment-related conduct;

• Non-renewal of employment contracts;

• Administrative transfers;

• Reductions-in-force (RIFs);

• Layoffs for financial reasons;

• Teacher Evaluation System issues;

• Principal Evaluation System issues;

• Drug testing of school employees;

• Workplace investigations;

• Employees with disabilities (ADA, Section 504, state law and reasonable accommodations);

• Family Medical Leave Act (FMLA) issues; and

• FOIA and Sunshine Laws (Public Records Act and Open Meetings Act).

Higher education Faculty, administrator, and staff representation includeS:

• Tenure-related issues;

• Termination and suspension;

• Civil Rights Commissions and Equal Employment Opportunity Commission (EEOC) Charges;

• Federal and state court litigation;

• First Amendment and social media-related discipline;

• Off-campus or non-employment-related conduct;

• Non-renewal of employment contracts;

• Reductions-in-force (RIFs);

• Layoffs for financial reasons;

• Workplace investigations;

• Title VII, Title IX and Civil Rights Law - Employment discrimination Issues.

• Employees with disabilities (ADA, Section 504, state law and reasonable accommodations);

• Family Medical Leave Act (FMLA) issues; and

• FOIA and Sunshine Laws (Public Records Act and Open Meetings Act).

CLICK TO CALL