Tag: Unlawful

  • Education Department outsourcing is unlawful, amended lawsuit claims

    Education Department outsourcing is unlawful, amended lawsuit claims

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    The U.S. Department of Education’s plans to move core programming to other agencies is illegal and harmful to K-12 and higher education students, educators and families, according to an amended lawsuit filed Tuesday.

    Brought forth by a broad coalition of school districts, employee unions and a disability rights organization, the amended complaint seeks to halt the outsourcing of Education Department programs. 

    “Taking away the services and supports students rely on will irreparably hurt children, families, educators, schools, and communities, in states across the nation,” said a Tuesday statement by Democracy Forward, which is representing the plaintiffs in the case. “The Department of Education offers important support to educators and communities throughout the nation and the unlawful attempts to shut down the Department are nothing less than an abandonment of the future of our country.”

    In a statement emailed to K-12 Dive on Wednesday, Madi Biedermann, deputy assistant secretary for communications at the Education Department, said, “It’s no surprise that blue states and unions care more about preserving the DC bureaucracy than about giving parents, students, and teachers more control over education and improving the efficient delivery of funds and services.”

    On Nov. 18, the Education Department announced it was developing interagency agreements with other federal agencies to support six programs, including with the U.S. Department of Labor to handle the management of about $28 billion in K-12 funding for low-income school districts, homeless youth, migrant students, academic support, afterschool programs, districts receiving Impact Aid and other activities.

    Another interagency agreement places about $3.1 billion in institution-based grants for postsecondary education programming at the Labor Department.

    The moves add to a partnership the Education Department created with the Labor Department earlier this year to take over the management of federal career and technical assistance programs. Democratic lawmakers, during a Nov. 19 House Education and Workforce subcommittee hearing, said several state CTE programs ran into funding delays due to a new grant management process at the Labor Department.

    While the Education Department does not yet have formal plans to move the management of special education, civil rights enforcement and federal student aid out of the agency, those options are still being explored, a senior department official said during a press call on Nov. 18.

    Even when programming shifts under the interagency agreements, the Education Department would still be the agency responsible for these programs, with the partner agencies taking on much of the daily operations.

    The Trump administration has said the continual downsizing of the Education Department is meant to reduce federal bureaucracy and give states more autonomy over spending allocations.

    During a White House press conference Nov. 20, U.S. Education Secretary Linda McMahon said there’s been a “hard reset” of the country’s educational system. “That reset was a campaign promise from President Trump to send education back to the states and end Washington’s micromanagement of education once and for all,” McMahon said. 

    Critics, however, say the disruptions from shifting agency responsibilities, along with Education Department staff reductions and delays in grant funding, is causing havoc for K-12 and higher education systems. 

    The updated complaint in Somerville v. Trump, which was consolidated with New York v. McMahon, was brought against the Education Department by groups of states, school districts and teacher unions. The Arc of the United States is now an additional plaintiff in the case.

    The cases were heard earlier this year before district and appeals courts, which issued and upheld injunctions blocking the administration’s actions. In July, the U.S. Supreme Court granted the Trump administration’s request for a stay allowing the changes at the Education Department to take place for now.

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  • US Chamber sues White House to block ‘plainly unlawful’ H-1B visa fee

    US Chamber sues White House to block ‘plainly unlawful’ H-1B visa fee

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    Dive Brief:

    • President Donald Trump’s proclamation placing a $100,000 fee on new H-1B visas is a “plainly unlawful” expansion of executive authority that violates the Administrative Procedure Act and federal immigration laws, the U.S. Chamber of Commerce alleged in a lawsuit Thursday.
    • Chamber of Commerce v. U.S. Dept. of Homeland Security, et. al. is at least the second such lawsuit against the fee proclamation, following a separate filing earlier this month by plaintiffs in California. The Chamber claimed the fee would “inflict significant harm on American businesses” and render the H-1B program economically unviable for many.
    • The Chamber asked the U.S. District Court of Appeals for the District of Columbia to enjoin the fee requirement and vacate any agency actions taken to implement it. A White House spokesperson did not respond to a request for comment.

    Dive Insight:

    The lawsuit is an immediate follow-up to the Chamber’s statement last month calling on the Trump administration to withdraw its fee proclamation. In that statement, the organization said Trump’s move could impede economic growth as well as domestic job creation by incentivizing employers to move some business functions overseas.

    A Chamber press release Thursday reiterated those concerns. Neil Bradley, the organization’s executive vice president and chief policy officer, credited the administration with “securing our nation’s border” while warning of the need for H-1B visas to support growth and attract global talent.

    The fee caught employers by surprise when it was announced in September, particularly so for those in the technology sector, where H-1B visas are routinely sought to staff highly-skilled positions in mathematics, computer science and similar fields. But the fee’s effects could be felt in other fields, including higher and K-12 education, plaintiffs in the California lawsuit alleged.

    New guidance from U.S. Citizenship and Immigration Services issued Monday appeared to give the higher education sector some relief, however. It said that the new fee wouldn’t apply to those who are inside the U.S. and “requesting an amendment, change of status, or extension of stay.” That means international students who recently graduated and have H-1B sponsorship wouldn’t be subject to it, Bloomberg Law reported

    Trump has touted the fee — which applies prospectively only to H-1B visa petitions filed on or after Sept. 21, 2025, — as a necessary measure to combat “systemic abuse” of the program by employers in an effort to artificially suppress wages while reducing job opportunities for U.S. citizens.

    The Chamber directly addressed this point in its lawsuit, conceding that while abuse of the H-1B program is a serious issue, Congress considered this problem when creating the program and authorized the executive to take certain measures to prevent and remediate such abuse.

    For example, the Chamber noted that Congress twice imposed a temporary $4,000 surcharge fee on certain employers with a high proportion of H-1B visa holders. It also implemented a regulatory framework, the Labor Condition Application, requiring employers seeking H-1B employees to certify that the positions offered to such candidates meet criteria outlined by Congress. The legislature gave the president the authority to enforce such requirements by issuing fines as well as bans on filing future H-1B petitions.

    “What Congress did not authorize is disincentivizing the use of the program by imposing a fee many times the amount of fees set by Congress,” the Chamber said.

    Separately, the organization echoed an argument used by the California plaintiffs in alleging that the fee is arbitrary and capricious and was not submitted to notice-and-comment rulemaking as required under the APA.

    The lawsuits against the fee add to employers’ confusion in the aftermath of the proclamation. Sources previously told HR Dive that businesses have since been left to parse just how to pay the fee or how it will apply to visa petitioners who are already physically present in the U.S.

    Editor’s note: Natalie Schwartz, senior editor at Higher Ed Dive, contributed to this story. 

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  • Judge Rules Campaign Against Noncitizen Protesters Unlawful

    Judge Rules Campaign Against Noncitizen Protesters Unlawful

    In a scathing decision published Tuesday, a federal judge ruled that two federal agencies led a campaign to detain and deport international students and faculty for pro-Palestinian speech with the goal of chilling further protests, violating the First Amendment.

    “There was no ideological deportation policy,” wrote senior U.S. District Judge William G. Young, a Reagan appointee, in the 161-page ruling. “It was never the Secretaries’ [Marco Rubio, of the Department of State, and Kristi Noem, of the Department of Homeland Security] immediate intention to deport all pro-Palestinian non-citizens for that obvious First Amendment violation, that could have raised a major outcry. Rather, the intent of the Secretaries was more invidious—to target a few for speaking out and then use the full rigor of the Immigration and Nationality Act (in ways it had never been used before) to have them publicly deported with the goal of tamping down pro-Palestinian student protests and terrorizing similarly situated non-citizen (and other) pro-Palestinians into silence because their views were unwelcome.”

    He also stated unequivocally that noncitizens in the U.S. have the same First Amendment rights as citizens—despite the Trump administration’s argument to the contrary during the trial.

    The decision, which Young said may be the most important ever to fall within his district, comes about two months after the conclusion of a two-week trial in the case of American Association of University Professors v. Rubio, during which State Department and DHS employees explained that they had been tasked with identifying noncitizen pro-Palestinian activists to investigate and deport. Young wrote in his decision that the departments’ actions make it clear that they were working together to conduct targeted deportations with the goal of chilling speech—the repercussions of which are still being felt now.

    The plaintiffs, which include the AAUP, three of its chapters—at Rutgers University, Harvard University and New York University—and the Middle East Studies Association, celebrated the win in a remote press conference Tuesday afternoon.

    “That’s a really important victory and a really historic ruling that should have immediate implications for the Trump administration’s policies,” said Ramya Krishnan, the lead litigator on the case and a senior staff attorney at the Knight First Amendment Institute. “If the First Amendment means anything, it’s that the government cannot imprison you because it doesn’t like the speech that you have engaged in, and this decision is really welcome because it reaffirms that basic idea, which is foundational to our democracy.”

    Still, despite the victory, several of the plaintiffs emphasized just how worrying the federal government’s crusade against pro-Palestinian noncitizen students and faculty is. Todd Wolfson, the president of the AAUP, said he believes those actions, as well as the federal government’s other attacks against academic freedom, are an even greater threat to higher education than McCarthyism was.

    “The only equivalents might be the Red Scare and McCarthyism, but this is even worse, right? Because it’s not only attacking individual speech, it’s also attacking institutional independence and speech, right?” he said. “The Trump administration’s attacks on higher ed are the greatest assault on this sector that we have ever seen in the history of this country.”

    So, What Comes Next?

    Young previously separated this case into two phases, one focused on the government’s liability and the other on relief for the plaintiffs. According to Krishnan, the judge will schedule a later hearing to determine that relief. The plaintiffs hope Young will forbid the government from continuing to target noncitizens based on their political views, making permanent an injunction that the judge granted in March.

    But Young noted in his ruling Tuesday that he is unsure what a remedy for the plaintiffs might look like in an era when the president consistently seems able to avoid recourse for unconstitutional acts.

    “I fear President Trump believes the American people are so divided that today they will not stand up, fight for, and defend our most precious constitutional values so long as they are lulled into thinking their own personal interests are not affected,” he wrote, concluding the decision.

    “Is he correct?”

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  • FIRE statement on ruling that Trump’s funding freeze for Harvard was unlawful

    FIRE statement on ruling that Trump’s funding freeze for Harvard was unlawful

    Today, a federal court echoed what FIRE has said all along: The Trump administration trampled Harvard University’s First Amendment rights and broke civil rights law when it yanked billions in federal grants and contracts over alleged Title VI violations.

    The worthy goal of combating unlawful anti-Semitic discrimination on campus cannot justify the flatly unlawful and unconstitutional means used by the Trump administration in this attempted hostile takeover, including demanding that Harvard impose ideological litmus tests and restrictive speech codes. Our government may not use civil rights laws as a pretext to violate the First Amendment. 

    Read FIRE’s amicus brief here.

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  • Justice Department targets ‘unlawful’ DEI in hiring, training

    Justice Department targets ‘unlawful’ DEI in hiring, training

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    The U.S. Department of Justice on Wednesday released a sweeping guidance document that could impact school district hiring and training practices, as well as the programming available to students. 

    In some situations, districts could be exposed to legal liability by asking job applicants how their “cultural background informs their teaching,” using recruitment strategies targeting candidates from specific geographic areas or racial backgrounds, and asking job candidates to describe how they overcame obstacles, according to the memo from U.S. Attorney General Pamela Bondi. 

    Such diversity, equity and inclusion practices could amount to “illegal discrimination,” said Bondi in a statement on Wednesday. “This guidance will ensure we are serving the American people and not ideological agendas.” 

    The DOJ memo contains examples of practices it lists as “unlawful” and says could lead to federal funding being revoked, as well as a list of recommendations, which it says are not mandatory, to avoid “legal pitfalls.”

    The guidance issued to all federal agencies also says the following actions could expose federally funded institutions, including school districts,to legal liability based on race, ethnicity or sex-based discrimination: 

    • Providing teacher training that “all white people are inherently privileged” or training on “toxic masculinity.” 
    • Providing areas, such as lounges, that are primarily meant to provide “safe spaces” for traditionally underserved groups. 
    • Using demographically driven criteria “to increase participation by specific racial or sex-based groups” in programs and opportunities. 
    • Asking employees, including teachers, during training sessions to “confess” to personal biases or privileges based on a protected characteristic.

    Instead, school districts and other federally funded institutions should provide opportunities to all races and sex-based groups without regard to their protected characteristics or demographic goals, instead focusing on “universally applicable criteria” such as academic merit or financial hardship, the Justice Department memo said. 

    The guidance could impact districts’ efforts to make education more equitable, such as by diversifying the teacher pool through Black educator pipelines, training teachers on implicit and explicit biases, and creating academic or enrichment programs to increase engagement from minority student groups. 

    The directive is in line with the Trump administration’s push to pare back diversity, equity and inclusion efforts, including through the U.S. Department of Education. In recent months, the Education Department has increasingly collaborated with the Department of Justice to enforce civil rights laws, often seeking to protect Asian and White students. 

    The guidance from the Justice Department illustrates the major shift in how both agencies under President Donald Trump approach enforcement of civil rights laws, with officials now targeting programs that were often launched to fight systemic discrimination.

    In April, the Education Department announced a Title VI investigation into Chicago Public Schools over allegations from the conservative group Defending Education that the district’s “Black Students Success Plan” implemented in 2023-24 discriminated against students based on race. 

    In May, the department announced another Title VI investigation into Fairfax County Public Schools over a 2020 revision to the admissions policy at Thomas Jefferson High School for Science and Technology. That policy dropped standardized testing requirements and instead used a holistic review process, which the Education Department said harms Asian American students. 

    In 2024-25, the highly selective magnet school was 61% Asian and 21% White, with Black and Hispanic students making up less than 10% of the student population each.

    The guidance from the Trump administration and the Education Department investigations come after concerns from civil rights groups that recent federal policy changes, along with the U.S. Supreme Court’s 2023 decision in Students for Fair Admissions v. Harvard, would set back educational equity efforts even outside of race-conscious admissions. 

    Scholarship availability, teacher pipelines and student affinity groups were among the top areas beyond college access that advocates were concerned could be impacted in the wake of that ruling.

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  • DOJ Declares Slew of DEI Practices Unlawful in Memo

    DOJ Declares Slew of DEI Practices Unlawful in Memo

    Photo by Yasin Ozturk/Anadolu via Getty Images

    More than three months after a federal court struck down an Education Department directive that barred any practices that consider race at colleges across the country, the Department of Justice declared Wednesday that diversity, equity and inclusion practices are unlawful and “discriminatory.”

    But the agency’s memo goes even further than ED’s guidance, suggesting that programs that rely on what they describe as stand-ins for race, like recruitment efforts that focus on majority-minority geographic areas, could violate federal civil rights laws. The directive applies to any organization that receives federal funds, and DOJ officials warned that engaging in potentially unlawful practices could lead to a loss in grant funding.

    Other examples of “potentially unlawful proxies” include requirements that job applicants “demonstrate ‘cultural competence,’ ‘lived experience,’ or ‘cross-cultural skills’” or narratives about how the applicant has overcome obstacles, Attorney General Pamela Bondi wrote.

    This interpretation of federal law could present new challenges for colleges that have relied on tactics like place-based recruitment to create diverse student bodies since the Supreme Court banned affirmative action in 2023. For instance, some colleges have guaranteed admission to students who graduate in the top 10 percent of their high schools.

    “This highlights that every practice of colleges is under scrutiny, even ones that have been viewed as politically safe for years (such as top ten percent plans or even TRIO programs). The only truly safe ways to admit students right now are to admit everyone or only use standardized test scores,” Robert Kelchen, a professor in the University of Tennessee at Knoxville’s Department of Educational Leadership and Policy Studies, wrote in an email to Inside Higher Ed. “Being an enrollment management leader has always been tough, but now it’s even more challenging to meet revenue targets and satisfy stakeholders who have politically incompatible goals.”

    The document offers clearer guidance about what the Justice Department considers off-limits as it investigates DEI at colleges and universities. The DOJ is playing a greater role in investigating colleges as it enforces its position that DEI programs as well as efforts to boost diversity among faculty and staff violate federal antidiscrimination laws.

    Since President Trump took office in January, he’s targeted DEI programs, practices and personnel via executive orders and other efforts. However, higher ed experts have repeatedly said that the orders don’t change the underlying laws, so colleges that complied with the law before Jan. 20 remain in compliance. In response to the federal edicts, colleges have rolled back a number of their programs and closed centers that catered to specific student groups.

    Many of the practices declared unlawful in the nine-page memo echo those referenced in the Education Department’s February Dear Colleague letter, such as race-based scholarships. But it also explicitly states that “BIPOC-only study lounges” and similar facilities are unlawful. The Education Department’s guidance mentioned race-based facilities generally but not specifically study lounges.

    DEI advocates have long argued that these centers or lounges are open to all students. Some have persisted even after state DEI bans, but multiple colleges have in recent months closed centers that catered to specific student groups. Bondi argued that such spaces violate Title VI of the Civil Rights Act of 1964, which bars discrimination based on race and national origin.

    “Even if access is technically open to all, the identity-based focus creates a perception of segregation and may foster a hostile environment. This extends to any resource allocation—such as study spaces, computer labs, or event venues—that segregates access based on protected characteristics, even if intended to create ‘safe spaces,’” the order reads.

    Lynn Pasquerella, president of the American Association of Colleges and Universities, said that the memo is “another example of governmental overreach into academic freedom, institutional autonomy and shared governance that conditions federal funding on ideological alignment with the administration’s viewpoints.”

    She added that the guidelines in the document violate existing constitutional protections and erode federal civil rights law.

    “What is missing from the DOJ narrative on DEI is that treating people differently is not always unjust, especially when doing so corrects a broader pattern of systemic injustice. Considering race and gender in the context of historic unjust discrimination to inform policies and practices at colleges and universities doesn’t in and of itself constitute illegal discrimination, though the letter suggests otherwise.”

    Beyond race-based practices, the letter also addresses transgender student athletes, building on the Trump administration’s previous actions that advocates say deny the existence of trans individuals and roll back their rights. The memo states that it would “typically be unlawful” for someone assigned male at birth to compete on women’s sports teams or for an institution to “compel” individuals to share an intimate space, like a locker room, with someone of another sex.

    Pasquerella noted that the letter offers guidance, not legal mandates.

    “Nevertheless,” she said, “what are described as ‘best practices and nonbinding suggestions’ will likely cause another wave of anticipatory compliance and overcorrection given the climate of fear and intimidation created by the weaponization of research funds.”

    Katherine Knott contributed to this report.

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  • Detaining Öztürk over an op-ed is unlawful and un-American

    Detaining Öztürk over an op-ed is unlawful and un-American

    FIRE has filed a “friend of the court” brief in support of Rümeysa Öztürk in her lawsuit against the Trump administration. FIRE argues that the U.S. government is unlawfully detaining Öztürk for protected speech and reviving the authoritarian spirit of the Alien and Sedition Acts in the process. The brief’s summary of argument follows.


    It is unthinkable that a person in a free society could be snatched from the street, imprisoned, and threatened with deportation for expressing an opinion the government dislikes. Certainly not in the country envisioned by our nation’s framers. America’s founding principle, core to who and what we are as a nation, is that liberty comes not from the benevolent hand of a king, but is an inherent right of every man, woman, and child. That includes “the opportunity for free political discussion” as “a basic tenet of our constitutional democracy.” Cox v. Louisiana, 379 U.S. 536, 552 (1965). And “a function of free speech under our system of government is to invite dispute. It may indeed best serve its high purpose when it induces a condition of unrest, creates dissatisfaction with conditions as they are, or even stirs people to anger.” Terminiello v. City of Chicago, 337 U.S. 1, 4 (1949). For these reasons, along with all citizens, “freedom of speech and of press is accorded aliens residing in this country.” Bridges v. Wixon, 326 U.S. 135, 148 (1945).

    Secretary of State Marco Rubio, however, is arresting and detaining a PhD student, Rümeysa Öztürk, not because the government claims she committed a crime or other deportable offense, but for the seemingly sole reason that her expression — an op-ed in a student newspaper — stirred the Trump administration to anger. ICE made a discretionary decision to detain Ms. Öztürk under 8 U.S.C. § 1226(e). See Order, ECF No. 104, at 38. This Court explained that “her detention did not flow naturally as a consequence of her removal proceedings.” Id. The Secretary argues his discretionary power over lawfully present international students includes the authority to order their arrest, detention, and deportation for even protected speech. It does not.

    The First Amendment’s protection for free speech trumps a federal statute. United States v. Robel, 389 U.S. 258, 268 n.20 (1967). Accepting Secretary Rubio’s position would irreparably damage free expression in the United States, particularly on college campuses. Foreign students would (with good reason) fear criticizing the current American government during classroom debates, in term papers, and on social media, lest they risk arrest, detention, and eventually deportation. That result is utterly incompatible with the longstanding recognition that “[t]he essentiality of freedom in the community of American universities is almost self-evident,” and that “students must always remain free to inquire, to study and to evaluate, to gain new maturity and understanding.” Sweezy v. New Hampshire, 354 U.S. 234, 250 (1957).

    Secretary Rubio claims (as do all censors) that this time is different, that university students’ pro-Palestine (and, as administration officials allege, anti-Israel) views cannot be tolerated. But “if there is a bedrock principle underlying the First Amendment, it is that the government may not prohibit the expression of an idea simply because society finds the idea itself offensive.” Texas v. Johnson, 491 U.S. 397, 414 (1989) (holding the First Amendment protects burning the American flag in protest); see also Snyder v. Phelps, 562 U.S. 443, 454 (2011) (holding the First Amendment protects displaying “God Hates Fags” and “Thank God for Dead Soldiers” posters outside a military funeral).

    The government’s actions against Ms. Öztürk harken back to the infamous Alien Friends Act of 1798, which allowed President John Adams to deport any alien deemed a danger to “public safety.” An Act Concerning Aliens § 2, 1 Stat. 571 (1798). It was “one of the most notorious laws in our country’s history,” “widely condemned as unconstitutional,” and “may have cost the Federalist Party its existence.” Sessions v. Dimaya, 584 U.S. 148, 185 (2018) (Gorsuch, J., concurring). Yet today, Secretary Rubio allows a stain of history to repeat itself. This Court must act.

    The “First Amendment does not speak equivocally. It prohibits any law ‘abridging the freedom of speech, or of the press.’ It must be taken as a command of the broadest scope that explicit language, read in the context of a liberty-loving society, will allow.” Bridges v. California, 314 U.S. 252, 263 (1941) (invalidating criminal convictions, including of a non-citizen, based on protected speech). Our “liberty-loving society” does not permit arrest, detention, and deportation as a punishment solely based on an opinion voiced in a newspaper. The Court should grant Ms. Öztürk’s petition.

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  • Presidents’ Alliance challenges “unlawful” SEVIS terminations

    Presidents’ Alliance challenges “unlawful” SEVIS terminations

    Their suit argues that the thousands of terminations, which to date have left more than 1,800 students without valid status, are “unlawful” and came “without warning, individualised explanation and an opportunity to respond”.

    The Presidents’ Alliance on Higher Education and Immigration, which advocates for immigrant and international student rights, and several impacted students from institutions such as MIT and Boston University filed the suit in the District Court for the district of Massachusetts yesterday.

    Not only have students been forced out of housing, jobs or their chosen institution mere weeks away from graduation, but the Trump administration’s crackdown on international students has “undermined’ institutions’ being able to “attract, retain, and effectively serve” students from overseas, the group warned.

    The court is asked to find that the policy is unlawful and unconstitutional, reactivate the SEVIS records of affected students, halt the policy while the case is being fought and “vacate all improper SEVIS terminations”.

    President and CEO of the Presidents’ Alliance, Miriam Feldblum, warned that students would be put off from studying in the US because of the “fear and uncertainty diminishing our global competitiveness and reputation”.

    “The unlawful termination of student records without due process strikes at the heart of higher education’s mission. Colleges and universities drive innovation, research, and workforce growth by fostering global talent – but they can’t do that when students’ futures are derailed without explanation,” she said.

    “These actions deter future students from studying here in the US, and hinder campus administrators from carrying out their work by the arbitrary upending of established regulations and processes.” 

    Meanwhile, Sirine Shebaya, executive Director at the National Immigration Project – which is representing the Presidents’ Alliance – blasted the policy vas “not only lawless… [but] cruel” – marking “yet another manifestation of policies that fly in the face of both legal standards and common decency”.

    These actions deter future students from studying here in the US, and hinder campus administrators from carrying out their work by the arbitrary upending of established regulations and processes
    Miriam Feldblum, Presidents’ Alliance

    While the surge in visa revocations was at first thought to mainly affect students who had expressed pro-Palestinian sympathies, international education stakeholders have been left baffled at a growing number being issued at institutions where no such protests had taken place.

    Some students – including one unnamed Boston University graduate represented in the legal case – are reporting that their visas had been taken away due to minor traffic infractions. Others have been left confused after their visas were revoked despite having no criminal history.

    Yet the State Department continues to back the policy.

    “The Trump administration is focused on protecting our nation and our citizens by upholding the highest standards of national security and public safety through our visa process,” a State Department spokesperson told The PIE News this week.  

    “The Department of State will continue to work closely with the Department of Homeland Security to enforce zero tolerance for aliens in the United States who violate US laws, threaten public safety, or in other situations where warranted.” 

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  • Trump administration’s coercion at Columbia is unlawful and unconstitutional

    Trump administration’s coercion at Columbia is unlawful and unconstitutional

    FIRE today filed a “friend of the court” brief in support of the American Association of University Professors and the American Federation of Teachers in their lawsuit against the Department of Justice and other federal agencies. FIRE argues that the Trump administration’s actions against Columbia University are unlawful and unconstitutional attacks on freedom of expression, freedom of association, and academic freedom. The brief’s summary of argument follows.


    The federal government characterizes its abrupt revocation of $400 million in federal grants to Columbia University — and the government’s threat to revoke billions more if its demands are not met — as necessary to address anti-Semitism on campus in the wake of pro-Palestinian protests that sometimes veered into unlawful activity. Addressing discrimination is a worthy end. But it cannot justify the government’s flatly unconstitutional means here. While Columbia’s response to campus misconduct may raise questions about the university’s obligations under federal anti-discrimination law, there is no question about the government’s failure to meet its obligations under the First Amendment. The administration’s coercion is a blatant end-run around statutory safeguards and a flagrant attempt to jawbone the university into surrendering its institutional autonomy to federal officials. For the sake of Columbia’s students, faculty, and our free society, this government intimidation cannot stand unanswered.

    The same federal statute that governs institutional responses to allegations of anti-Semitism — Title VI — requires funding recipients like Columbia to receive notice, a hearing, and an opportunity to come into compliance voluntarily before the government can terminate funding. These provisions protect students, faculty, and institutions from precisely the kind of repressive, capricious government overreach that now harms Plaintiffs. Yet despite its professed interest in addressing campus anti-Semitism, the administration chose to ignore entirely the lawful statutory means by which it may do so. Instead, it has instituted rule by fiat: arbitrarily declaring Columbia subject to punishment, cancelling hundreds of millions of dollars in grants and threatening worse to come, and leaving Columbia faculty and students at the mercy of unchecked federal authority under the specter of a hostile takeover.

    This is unlawful. Just last year, the Supreme Court reaffirmed that the government cannot jawbone private actors into punishing speech that the First Amendment protects from state intrusion. Nat’l Rifle Ass’n of Am. v. Vullo, 2024). But jawboning is exactly what the administration is doing to Columbia — except here, the government’s bullying is so extreme it might more accurately be called extortion. Wielding the threat of crippling financial consequences like a mobster gripping a baseball bat, the government forced Columbia to adopt a restrictive speech code that punishes disfavored or dissenting viewpoints. Not only would it be unconstitutional at a public university, the speech code also violates Columbia’s free speech promises and its right as a private entity to set its own rules regarding speech. The government further forced Columbia to surrender control of an entire academic department and to relinquish its right to make independent decisions about discipline and admissions — all of which violate longstanding precepts of academic freedom, institutional independence, and university self-governance.

    These demands are unconstitutional. Again, just last year, the Supreme Court reemphasized the limits the Constitution places on the government in its interactions with private institutions. “On the spectrum of dangers to free expression,” the Court wrote, “there are few greater than allowing the government to change the speech of private actors in order to achieve its own conception of speech nirvana.” (Moody v. NetChoice, LLC, 2024). As Defendants trample constitutional barriers in seeking to effectively outlaw certain political views on campus, this grave danger that the Court identified is fully realized.

    The government’s gambit is not permissible simply because federal funding is involved. The Supreme Court long ago established that “even in the provision of subsidies, the Government may not ‘ai[m] at the suppression of dangerous ideas’” — and that the First Amendment demands judicial intervention if funding is “‘manipulated’ to have a ‘coercive effect.’” (Nat’l Endowment for the Arts v. Finley, 1998) (quoting Regan v. Tax’n With Representation of Wash., 1983). Few things could be more manipulative or coercive than revoking grants in an explicit attempt to override the expressive and associational rights of a private institution of higher education, its students, and its faculty.

    This case illustrates the grave threat to core First Amendment freedoms posed by expansive — and here, extralegal and unbounded — conceptions of governmental power to address discrimination. For more than a quarter century, amicus FIRE has advocated against overly broad and impossibly vague campus speech codes promulgated under federal anti-discrimination law. To that end, FIRE successfully led the charge against the Obama administration’s attempt to pressure institutions to adopt a federal definition of “sexual harassment” — advanced as a national “blueprint” — that subjected wide swaths of protected speech to investigation and punishment. And yet as misguided as that initiative was, those pressure tactics pale in comparison to the scope and intensity of the unlawful shakedown Defendants mount here.

    The government’s aggression against Columbia is alarming not just because it is unlawful and unconstitutional, but because its plain aim is “suppression of free speech and creative inquiry in one of the vital centers for the Nation’s intellectual life, its college and university campuses.” Rosenberger v. Rector & Visitors of the Univ. of Va., 1995). While Columbia was the first institution targeted by the administration, it has not been the last — the list of colleges facing coercive funding cuts and chilling demands is growing.

    Addressing anti-Semitism does not and cannot require violating the First Amendment. Left unchecked, the administration will continue to deploy its distorted conception of federal anti-discrimination law as a battering ram against institutional autonomy and to seize for itself power to control permissible speech and instruction on our campuses. The stakes are high: “Teachers and students must always remain free to inquire, to study and to evaluate, to gain new maturity and understanding; otherwise our civilization will stagnate and die.” Sweezy v. New Hampshire, 1957). This Court must act now to protect freedom of expression, academic freedom, and our institutions of higher education from a hostile federal takeover.

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  • EEOC and DOJ Issue Technical Assistance Documents on Unlawful DEI-Related Discrimination

    EEOC and DOJ Issue Technical Assistance Documents on Unlawful DEI-Related Discrimination

    by CUPA-HR | March 20, 2025

    On March 19, the Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) released two technical assistance documents intended to educate “the public about unlawful discrimination related to ‘diversity, equity, and inclusion’ (DEI) in the workplace.” The two documents aim to inform the public about how civil rights rules and laws like Title VII of the Civil Rights Act of 1964 apply to employment policies, programs and practices, including those labeled or framed as “DEI.”

    Title VII prohibits employment discrimination based on protected characteristics, including race, color, religion, sex or national origin. As the agencies note in both documents, DEI is a broad term that is not defined under statute. The technical assistance explains that DEI practices may be unlawful if they involve an employer or other covered entity taking an employment action motivated in whole or in part by an employee’s race, sex, or other protected characteristic. The agencies emphasize that Title VII’s protections apply equally to all racial, ethnic, and national origin groups, as well as both sexes, and that unlawful discrimination may exist no matter which employees are harmed.

    Technical Assistance Document #1: The EEOC describes what DEI-related discrimination looks like.

    The first document, “What To Do If You Experience Discrimination Related to DEI at Work,” explains how DEI-related practices may manifest as discrimination under Title VII.

    • Title VII bars disparate treatment: Any employment action motivated in whole or in part by race, sex, or another protected characteristic that is taken in the context of the terms, conditions, or privileges of employment may be unlawful.*
    • Title VII prohibits limiting, segregating, and classifying: Any action taken that limits, segregates, or classifies employees based on race, sex, or other protected characteristics in a manner affecting their status or depriving them of employment opportunities may be unlawful. Examples of these practices include the establishment of workplace groups (employee resource groups or employee affinity groups) that limit membership to a protected group or groups, as well as the separation of employees into groups based on a protected characteristic when administering trainings or other privileges of employment. The document makes clear that the latter may still violate Title VII even if the separate groups receive the same training or programming content.
    • Title VII prohibits workplace harassment: Workplace harassment is illegal when it results in an adverse change to a term, condition, or privilege of employment, or it is so frequent or severe to reasonably be considered intimidating, hostile, or abusive. The document explains that DEI training may give rise to a hostile work environment claim and that harassment may occur when an employee is subject to unwelcome remarks or conduct based on protected characteristics.
    • Title VII prohibits employer retaliation: The agencies explain that reasonable opposition to a DEI training may constitute protected activity if the employee provides a fact-specific basis for their belief that the training violated Title VII, and that an employer may not retaliate if an employee participates in an EEOC investigation or files an EEOC charge.

    The document reaffirms that Title VII protects employees, potential and actual applicants, interns, and training program participants. It directs individuals who suspect to have experienced DEI-related discrimination to contact the EEOC “promptly” as claimants have 180 to 300 days to file a claim depending on whether a state or local agency enforces a law that prohibits employment discrimination on the same basis.

    Technical Assistance Document #2: The EEOC answers additional questions about DEI-related discrimination in the workplace.

    The second technical assistance document, titled “What You Should Know About DEI-Related Discrimination At Work,” expands upon the information provided in the technical assistance document discussed above and answers a number of additional questions on how Title VII intersects with DEI-related practices in the workplace.

    Notably, the document addresses questions surrounding employers’ DEI-related considerations of race, sex, and other protected characteristics when the protected characteristic wasn’t the “sole or deciding factor” for the employers’ action. The document states that “race or sex (or any other protected characteristic under Title VII) does not have to be the exclusive (sole) reason for an employment action or the ‘but-for’ (deciding) factor for the action” for there to be unlawful discrimination. Additionally, the agencies explain that workers only need to show “some injury” or “some harm” affecting their terms, conditions or privileges of employment to allege a colorable claim of discrimination under Title VII.

    The document also makes clear that an employer may not justify an employment action simply on the basis that they have a business necessity or interest in “diversity” as Title VII prohibits employers from using business necessity as a defense against intentional discrimination claims. Likewise, the agencies explain that “client or customer preference is not a defense to race or color discrimination” and that “basing employment decisions on the racial preferences of clients, customers, or coworkers constitutes intentional race discrimination.”

    CUPA-HR will continue to monitor for updates related to Title VII enforcement from the EEOC.


    *The terms and conditions of employment include: hiring; firing; promotion; demotion; compensation; fringe benefits; exclusion from training; exclusion from mentoring or sponsorship programs; exclusion from fellowships; selection for interviews (including placement on candidate slates).



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