Is this a legitimate Title IX investigation or is this an abuse of power by the Title IX coordinator? I used to be a student at a certain NYC public college, I graduated, and after graduation, I still had access to the school because I was a "research assistant". However I never was paid, nor did I ever sign a contract. My ex is a student (and was a student at the beginning of the investigation) in a masters program at the same school. He filed a complaint against me saying I'm stalking him (I was/am not). The Title IX coordinator said that I'm not an employee nor a student at the school, yet she solely decided to treat me as an employee. She was incredibly biased in favor of my ex, and she kept accusing me of doing things, without any evidence or proof. So I thought it would be best to "quit" and just do research with my professor off-campus. I told the coordinator that I was quitting, and she said because of that the university no longer has jurisdiction over the case. However, two weeks later, she emailed me saying that she realized I had alumni privileges (including access to the school with an alumni ID card). She took away my access until December 2017 without explanation, and said she has to resume the investigation to see if I am permanently going to be barred from the school. How can she remove my access without any proof or without giving me ANY reason whatsoever? There was NO outcome of the stalking allegations because I quit the school, so how can she take away my access? Also, she stated that she would be treating me as an employee for the entire duration of the case (no one from HR could see me in the system because I wasn't an employee and no one from HR contacted me) nor was I told any of my rights. Also, if she said my status was employee, how can she resume the case when I am no longer affiliated with the school nor am I seeking employment at the school again? How can she resume the case with my status being an alumni and is there such a thing?
The basic authority of university staff is summarized here. What seems to be at issue here is whether you have a property right to "access" to the university, as an alumnus. Legal protection of alumnus rights is pretty minimal, contrasted with student or employee rights. There could be a line in the sand pertaining to whether you've paid for something, or are the privileges that you've enjoyed simple part of a PR stunt? If you pay the university for access to university facilities (borrower privileges, for example) then it would be harder to revoke that privilege. Most universities grant a certain level of added privilege, such as an alumnus email account, without any requirement to pay. (They hope to create some good will which translates into donations). So it would really depend on what the basis is for claiming access to university resources, as an alumnus. There is no general obligation of a university to grant alumni various privileges, but they may have created a reasonable expectation and legal right to such privileges, as part of their advertising: that can only be judged by looking at all of the facts. There might be rules within the university which address alumni, so obviously reading the university rules is important. That is really how you would determine whether the coordinator is overstepping her authority. If the university admits that it no longer has jurisdiction over you, then that might be the end of the case, unless that was an error based on less than the totality of the facts. If an accused completely and irrevocably severs relations with a university, the university would have no power over the accused. If there is still a relationship, or if the severance is revocable (i.e. you can become a student again), the university retains some power over an accused. If a student violates the federal regulations pertaining to sex discrimination, the university could be in trouble if they do not address the situation. If the accused leaves the university for a quarter, that does not erase past acts, so the university could be in trouble if they don't address the situation in case of an intervening term off. Thus a legally-viable option would be for a university to permanently remove (unprotected) relations with an accused – not access to transcripts, because of FERPA, but certainly the right to re-enroll or the right to use the library as an alumnus. Again, though, it would depend on what the university rules say. It is highly unlikely that the coordinator has the authority to find facts and mete out punishment (determine that an accused did the act), and this is usually determined by a committee, subject to approval by higher administration. However, an administrator does have the right to limit an individual's relationship to the university in a manner that protects the university's interest. For example, in the event that a person is accused of sexual harassment, the university can temporarily relieve a person of teaching and advising duties, until the case is resolved and there has been a final finding of fact. In general, universities are very protective of their interests and will absolutely squash anything that they think will get them into legal trouble. All that is necessary is that there be a credible basis for the claim – often, that means simply "an accusation". If a complainant vigorously pursues a case, the university could be in trouble because the law allows punishment (loss of funds) in case of a single past violation of the regulations. Their interest therefore is being sure that they have remediated the situation (the stronger course of action), or the complainant has given up (risky since the complainant can change their mind).
Can I sue someone for publicly calling me a sex offender if I'm not one? Yes. However, in this particular case you need to take a preliminary step regardless of your jurisdiction, which I assume is somewhere in the U.S. Prior to filing any complaint (and I will repeat this below), it is in your best interest that you demand a retraction and removal of the defamatory falsehood. Be sure to show the prospective defendant(s) some proof that supports your pre-suit demand. You need to secure your ability to prove in court that you made that demand. For that reason, your requests should be in writing (email, and certified mail if practicable). If it is not by email, you should have the addressee at least sign a receipt copy of your demand letter. A demand of retraction is prerequisite in jurisdictions such as Texas and Florida. If you [or your lawyer] omit that step, the court will easily dismiss your complaint altogether. In other jurisdictions, such as Michigan, the request of retraction is a requirement only if you intend to pursue exemplary and punitive damages. See MCL 600.2911(2)(b). Regardless of the jurisdiction, your request or demand to each prospective defendant needs to be made prior to filing the corresponding complaint/pleadings in court. Even if your jurisdiction does not have that prerequisite, failing to request a retraction and removal of the defamatory falsehoods would allow the defendant to justify itself and/or obtain leniency on the basis that it was not aware that the registry information turned out to be disproved/inaccurate. In your complaint(s), you will pursue injunctive relief that consists of ordering the removal [from each website or post] of the defamatory falsehoods. It is also reasonable for you to also ask for monetary relief. You certainly have a claim of defamation per se, but a ruling granting you an award of substantive damages is doubtful unless the defendant refuses --or neglects-- to remove the inaccurate records. If the website owners/authors promptly remove the false records, it is going to be difficult or impossible to prove actual malice: that is, that they published the falsehoods (1) despite knowing them to be false, or (2) with reckless disregard of their truth. Without the ability to prove actual malice or that you suffered special damages (whether it is a loss of employment or other economic damages), the court would only grant you nominal damages, which is the negligible amount of one dollar. Lastly, beware that even the granting of injunctive relief might be ineffective. I [vaguely] recall a case where federal court ordered a removal from sex offender registry, but apparently the defendant ignored the order. I have no idea how much the plaintiff's lawyer charged him for the futile representation, but the last time I checked neither the problem was fixed nor did it appear that the attorney pushed any further to ensure compliance with the order. I will not disclose the name of the lawyer, since that would facilitate the unintended consequence of identifying the defamed plaintiff.
It’s important to bear in mind that there is a difference between expert witnesses and witnesses of fact: expert witnesses must consent to testify (with or without payment), witnesses of fact can be compelled to testify. It would be 100% illegal for an employer or anyone else to attempt to prevent a witness of fact from testifying under a subpoena. For an expert witness, the person must agree to be an expert and an employer might lawfully and reasonably prohibit them doing so. They might prohibit expert witness work in general as distracting from their core business or they might prohibit it in certain cases where they feel association might damage their brand. Such a prohibition might reasonably extend to the employee moonlighting as an expert witness on their own time. However, such a restriction can’t be applied post-hoc. Once a person has agreed to be an expert they are now an officer of the court and can be compelled to testify. What is a reasonable restriction on an employee’s activities depends on the employment contract, the nature of the employer’s business and the employee’s role. University professors are usually guaranteed academic freedom - the ability to write and say whatever they like within their field irrespective of if it is controversial or offensive. This is often a part of a collective bargaining agreement and/or written into individual contracts. Expert testimony within their field (and they couldn’t be experts outside their field) would fall within this. Further, when the employer is a State actor, such a prohibition might infringe the employee’s first amendment rights. Now, these rights are not unfettered - the FBI can prohibit their agents from discussing cases and the Department of State can prohibit its employees from disclosing diplomatic negotiations. However, such restrictions are subject to strict scrutiny, the government must prove that the law or policy is necessary to achieve a &quot;compelling state interest&quot; and is “narrowly tailored”. Restricting opinion on the Constitutionality or otherwise of a particular law doesn’t seem to have either a &quot;compelling state interest&quot; or be “narrowly tailored.” Personally, I think the University is on a hiding to nothing.
That’s legal The New York Human Rights Law prohibits discrimination on the basis of “age, race, creed, color, national origin, sexual orientation, military status, sex, marital status or disability”. Federal law prevents employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history). What law school you went to is on neither list. If Harvard’s policies break the rules, that’s not the firm’s issue. However, AFAIK, Harvard is scrupulously fair in their admissions program - so long as you have the grades and the money, they’ll let you in. It’s not Harvard’s fault that most of the people who get the best secondary education and have the most money are predominantly white, Christian, and US born - that’s do to politico-social-historical-economic factors beyond Harvard’s control.
No. Absent some collective bargaining agreement to the contrary, you have no recourse because you have not been legally wronged. You have no right to privacy in this regard. You have no right to be free of humiliation based upon truthful statements. If the email is truthful and you were indeed suspended, then the manager is entirely appropriate in sharing that information, and indeed has a need to do so. You would have no recourse in Tennessee, even if your manager gave a national television interview on your suspension and truthfully stated all reasons for the suspension and threw in statements of opinion disparaging you. Humiliation is only actionable if it amounts to "outrageous conduct" beyond mere truthful speech (e.g. throwing your clothes in the toilet or secretly putting some self-disparaging statement on the back of your uniform) and was calculated with a specific intent to cause you extraordinary emotional harm that was not necessary for some legitimate purpose.
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).
Asking as such is hardly ever illegal. Any stranger can ask you to pick up their kids from school, like you always can tell them where to go. What I guess you are actually asking is whether the PI can require you to do it. No they probably cannot: it would have nothing to do with the matter of your contract or nature of your professional relationship with them. However, if they are in the position of power, they will have discretion in making decisions that will affect you. Whereas you legally can tell them where to get off, it might be good idea to attempt some interpersonal workplace tactics first.
This sucks. It is also legal. It's a private school, they can admit who they like (provided they don't discriminate on the grounds of protected characteristics like "religion" or "caste").