Vlaming v. West Point School Board

CourtDistrict Court, E.D. Virginia
DecidedAugust 19, 2020
Docket3:19-cv-00773
StatusUnknown

This text of Vlaming v. West Point School Board (Vlaming v. West Point School Board) is published on Counsel Stack Legal Research, covering District Court, E.D. Virginia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Vlaming v. West Point School Board, (E.D. Va. 2020).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF VIRGINIA Richmond Division PETER VLAMING, Plaintiff, v. Civil Action No. 3:19-cv-773 WEST POINT SCHOOL BOARD, et al., Defendants. OPINION From 2012 to 2018, Peter Viaming taught French at West Point Public Schools. During a class exercise in 2018, Vlaming referred to John Doe,' a transgender male student, by female pronouns. Shortly thereafter, the West Point School Board (“the School Board”) suspended Viaming and ordered him to refer to Doe by male pronouns. When Vlaming refused, the School Board fired him. Vlaming sued the School Board and three School Board members in their official capacities” in the King William County Circuit Court, alleging that the School Board violated the

' Doe, a minor, has moved to proceed as “John Doe” because of the significant privacy concerns this case implicates. Vlaming asks the Court to require Doe to proceed as “Student Doe.” Essentially, Vlaming argues that, if the Court were to allow Doe to proceed as “John,” the Court would be agreeing with the defendants’ theory of the case. That argument lacks merit and makes little sense. Because the Court will remand the case, it will not reach the substance of the motion to intervene. Thus, Vlaming will suffer no prejudice if the Court grants Doe’s motion. Further, Vlaming’s position suggests that the Court cannot refer to Doe using pronouns at all without making a final decision about the case. It is more efficient to allow Doe to proceed under one name and by his preferred pronouns. Moreover, common sense dictates that a court’s decision on a procedural motion neither suggests how it will rule on a dispositive motion nor prohibits a court from revisiting that decision should the parties proceed to trial. Finally, whether Doe has a right to identify as a male is not before the Court. Because Doe is a minor and this case raises significant privacy concerns associated with revealing Doe’s name and initials to the general public, the Court will grant the motion for leave to proceed under a pseudonym in this Court. 2 Laura Abel, Division Superintendent; Jonathan Hochman, West Point High School Principal; and Suzanne Aunspach, West Point High School Assistant Principal.

Virginia Constitution and other state laws by firing him. The defendants removed the case to this Court pursuant to 28 U.S.C. §§ 1331, 1441, 1443, and 1446. Vlaming has moved to remand, arguing that the Court lacks jurisdiction because he has only asserted state law claims. Because the Court lacks subject matter jurisdiction over this case, it will remand this case to the King William County Circuit Court.’ I. BACKGROUND‘ In 2012, Vlaming began working as a French teacher at West Point High School. In May, 2018, the School Board appointed Vlaming as a salaried teacher for the 2018-2019 school year. Viaming’s contract guaranteed him at least 200 days of employment and monthly salary payments from September, 2018, to August, 2019, Early in the 2018 school year, Viaming met with Doe—a student who had recently transitioned from female to male—Doe’s parents, and the school guidance counselor regarding Doe’s transition. Because Doe wished to go by a traditionally male name and pronouns, Vlaming let his students pick a new name for his French class that semester. During class, Vlaming referred to Doe by his chosen name but avoided using pronouns. Outside of Doe’s presence, however, Viaming referred to Doe using pronouns that aligned with Doe’s biological sex. In late October, 2018, Doe, his parents, and school administrators spoke with Vlaming about using pronouns matching Doe’s gender identity. Assistant Principal Suzanne Aunspach also gave Vlaming written guidance regarding the rights of transgender students. She warned Vlaming that he was potentially violating federal law and School Board policy by using pronouns that did

3 Because the Court lacks subject matter jurisdiction over this case, it cannot rule on the motion to intervene. The Court, however, views this as a routine case of insubordination in which the student has no legitimate role. 4 The Court recites the relevant facts as alleged in the complaint.

not match Doe’s gender identity. Aunspach told Vlaming “that he should use male pronouns or his job could be at risk.” (Compl. 78.) Vlaming explained that his conscience and religious beliefs prohibited him from using pronouns that do not match a person’s biological sex. Aunspach warned Vlaming that failure to comply could lead to termination. Principal Jonathan Hochman told Vlaming that he would receive a formal letter of reprimand because he did not use pronouns matching Doe’s gender identity. During a class exercise on October 31, 2018, Vlaming used female pronouns to refer to Doe. After the incident, Doe withdrew from the class. On Hochman’s recommendation, Superintendent Laura Abel placed Vlaming on administrative leave pending an investigation. On November 6, 2018, Vlaming received a reprimand and final warning letter, which treated his refusal to use male pronouns to refer to Doe as harassment or retaliation based on gender identity. On November 7, 2018, Abel ordered Vlaming to refer to Doe using pronouns matching his gender identity in all contexts or face termination, and prohibited Vlaming from avoiding the use of pronouns at all. Vlaming told Abel he could not comply with the order due to his religious beliefs. Abel recommended that the School Board fire him. At a public hearing on December 6, 2018, the School Board fired Viaming and immediately stopped paying him. On January 2, 2019, the School Board sent Vlaming a letter explaining that it fired him for violating its policies against discrimination and harassment and for failing to comply with Abel’s, Hochman’s, and Aunspach’s orders. Vlaming contends that the School Board did not adequately develop its policies and investigation and reporting processes. He also alleges that it did not comply with its formal complaint, investigation, and appeals process before firing him. Viaming filed this suit in state court, asserting that the School Board’s decision violated numerous rights guaranteed to him by the Virginia Constitution and the Virginia Code: (1) freedom

of speech (Counts I to III); (2) free exercise of religion (Counts IV to V); (3) due process (Count VI); and (4) freedom from governmental discrimination (Count VII). Vlaming also alleges that the School Board violated the Dillon Rule and the Virginia Code when it enacted non- discrimination policies that were more stringent than Virginia laws (Count VIII). Vlaming further contends that the defendants breached their employment contract with him (Count IX). The defendants removed the case to this Court pursuant to 28 U.S.C. §§ 1331, 1441, 1443, and 1446, asserting that the case involves federal questions related to Title IX and the U.S. Constitution. They also argue that the School Board’s decision to fire Vlaming amounts to either an “act under color of authority derived from any [IJaw providing for equal rights” or a “refus[al] to do any act on the ground that it would be inconsistent with such law.” (Dk. No.

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Bluebook (online)
Vlaming v. West Point School Board, Counsel Stack Legal Research, https://law.counselstack.com/opinion/vlaming-v-west-point-school-board-vaed-2020.