TX Education Agency v. EDUC

992 F.3d 350
CourtCourt of Appeals for the Fifth Circuit
DecidedMarch 23, 2021
Docket20-60051
StatusPublished
Cited by9 cases

This text of 992 F.3d 350 (TX Education Agency v. EDUC) is published on Counsel Stack Legal Research, covering Court of Appeals for the Fifth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
TX Education Agency v. EDUC, 992 F.3d 350 (5th Cir. 2021).

Opinion

Case: 20-60051 Document: 00515791713 Page: 1 Date Filed: 03/23/2021

United States Court of Appeals for the Fifth Circuit United States Court of Appeals Fifth Circuit

FILED No. 20-60051 March 23, 2021 Lyle W. Cayce Clerk Texas Education Agency,

Petitioner,

versus

United States Department of Education,

Respondent.

Petition for Review of an Order of the United States Department of Education No. 19-73-CP

Before Higginbotham, Smith, and Dennis, Circuit Judges. Jerry E. Smith, Circuit Judge: The National Defense Authorization Act of 2013 (“NDAA”) pro- hibits any recipient of federal dollars from retaliating against whistleblowers who report an abuse of that money. Laurel Kash filed a complaint with the U.S. Department of Education (“DOE”), alleging that the Texas Education Agency (“TEA”) had discharged her in retaliation for whistleblowing; the TEA maintains it did so for legitimate reasons. The DOE investigated Kash’s complaint, credited it, and awarded her damages. The TEA contends that violated Texas’s sovereign immunity. Case: 20-60051 Document: 00515791713 Page: 2 Date Filed: 03/23/2021

No. 20-60051

Agreeing with the TEA, we grant the petition for review, vacate the offending order, and remand for prompt entry of dismissal.

I. Congress enacted a broad-based whistleblower protection program as part of the NDAA. 1 The operative provision reads as follows: An employee of a contractor, subcontractor, grantee, or sub- grantee or personal services contractor may not be discharged, demoted, or otherwise discriminated against as a reprisal for disclosing to a person or body described in paragraph (2) infor- mation that the employee reasonably believes is evidence of gross mismanagement of a Federal contract or grant, a gross waste of Federal funds, an abuse of authority relating to a Fed- eral contract or grant, a substantial and specific danger to pub- lic health or safety, or a violation of law, rule, or regulation related to a Federal contract (including the competition for or negotiation of a contract) or grant. 41 U.S.C. § 4712(a)(1). The NDAA, by its terms, applies to any federal con- tract or grant and is not limited to a particular appropriation or class of grant.2 If an employee believes he was subject to unlawful retaliation, he sub- mits a complaint to the Inspector General of the agency responsible for the relevant federal money, at which point that agency investigates the complaint and determines whether the employer unlawfully retaliated. See id. § 4712(b)(1)–(2)(A). Depending on its findings, the agency then issues an

1 See Pub. L. No. 112-239, 126 Stat. 1632, 1837–40 (2013) (codified at 41 U.S.C. § 4712); see also Pub. L. No. 114-261, 130 Stat. 1362, 1362 (2016) (making the program permanent). 2 Compare id., with American Recovery and Reinvestment Act of 2009, Pub L. No. 111–5, § 1553, 123 Stat. 115, 297 (2009) (limiting its application to stimulus funds appropriated under the act), and 10 U.S.C. § 2409(a)(1)(A)–(B) (limiting its application to Department of Defense and NASA contracts and grants).

2 Case: 20-60051 Document: 00515791713 Page: 3 Date Filed: 03/23/2021

order denying or granting relief, which can include reinstating the whistle- blower, otherwise abating the adverse employment action, and paying dam- ages that can cover backpay and attorney’s fees. See id. § 4712(c)(1)(A)–(C). Any person aggrieved by that order (i.e., a complainant denied relief or an employer ordered to give relief) may petition the appropriate U.S. Court of Appeals for review, which conforms with the provisions for judicial review in the Administrative Procedure Act (“APA”). Id. § 4712(c)(5). Kash was hired as the TEA’s Director of Special Education in the summer of 2017. During the hiring process, the TEA conducted a back- ground check in which it discovered allegations that Kash had kissed a high school student at her previous job in Oregon. Kash explained that the allega- tions were false, had been made by a disgruntled and discredited colleague, and had been rejected by Oregon state officials. The TEA hired Kash despite the allegations because she had been exonerated. Kash’s employment at the TEA got off to a rocky start. She reported directly to Justin Porter, who observed and received reports of Kash’s alleg- edly unprofessional behavior throughout the early parts of her tenure. He held multiple counseling sessions with her in her first few months. In October, Kash voiced her concerns about the TEA’s data analysis contract with an entity called SPEDx, funded with money granted under the Individuals with Disabilities Education Act (“IDEA”). Kash told Porter she believed the contract was unnecessary and that it was awarded because the SPEDx contractor and a sub-contractor were friends of Penny Schwinn, Porter’s direct supervisor. Schwinn caught wind of those allegations and discussed them with Kash and Porter. The same day as that conversation, Kash reported her concerns about the SPEDx contract to Bill Wilson, the TEA’s Director of Internal Audit. She repeated her belief that the contract was awarded because the contractor and sub-contractor had a personal rela-

3 Case: 20-60051 Document: 00515791713 Page: 4 Date Filed: 03/23/2021

tionship with Schwinn, and she added a concern that the contract was inappropriately awarded on a sole-source basis. The following month, Porter issued Kash a formal letter of reprimand that alleged instances of Kash’s purported unprofessionalism and in- appropriate communications with external stakeholders. The letter also dis- cussed Kash’s complaints about the SPEDx contract, saying that, although Kash could report the allegations through appropriate channels, it was inappropriate to voice her complaints in the way that the letter asserted she had. The letter said that voicing those concerns to external stakeholders in particular could undermine Schwinn’s reputation and negatively impact the TEA. Shortly thereafter, Kash followed up with Wilson about her concerns with the SPEDx contract and expressed her fear that she would be fired. 3 A few weeks later, an allegation became public that Kash had “tried to cover up the physical and sexual abuse of a six-year-old special education student and retaliated against the teaching assistants who reported it.” The teaching assistants had filed a lawsuit in Oregon detailing those allegations. And the TEA received emails from members of the public concerned about the allegations. Upon learning of the lawsuit, Porter texted Kash that he was going to direct questions about the allegations to the TEA’s communications director; Kash responded that she was not liable for anything and that the lawsuit was brought by “that crazy employee I told you about this summer.” 4

3 Wilson opened a formal investigation into the SPEDx contract, in part at Schwinn’s request. That investigation concluded that the contract was not improperly awarded. The DOE investigator, however, determined that the internal audit was not credible, because Wilson was not adequately independent. That finding was not a signifi- cant factor in the decision of the administrative law judge (“ALJ”). 4 The parties dispute whether the TEA knew of those allegations when it hired Kash. The TEA avers that the emails from the public were the first it learned of them. Kash, however, asserts that she informed the TEA of those allegations at the same time she

4 Case: 20-60051 Document: 00515791713 Page: 5 Date Filed: 03/23/2021

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Bluebook (online)
992 F.3d 350, Counsel Stack Legal Research, https://law.counselstack.com/opinion/tx-education-agency-v-educ-ca5-2021.