Federal Jury Decides That Prince George’s County Public Schools Can Be Held Liable Under Title VI For Race Discrimination and Retaliation.


Jon Everhart will have his day in court.

On February 28, 2014, a federal jury, at the Greenbelt, MD federal courthouse, issued a verdict that means Prince George’s County Public Schools can be found liable under Title VI for race discrimination and retaliation.  Specifically, the jury decided that Prince George’s County Public School received federal assistance, starting in 2009, which had the primary objective of providing employment.  In 2009, PGCPS, which has a annual budget of approximately $1.7 billion, received $140 million in federal stimulus funds which it used to avert laying off hundreds of teachers and other school workers.

The verdict allows Jon Everhart’s $5 million race discrimination/retaliation lawsuit to advance to trial.  The trial is scheduled to begin on July 15, 2014.  Mr. Everhart, a white English teacher, alleges that he was racially harassed by Principal Angelique Simpson-Marcus of Largo High School, who is African American.  The standard of prove under Title VI is the same as under Title VII,  except Title VII has a cap on damages of $300,000 while Title VI has no cap on damages.

Mr. Everhart was hired by PGCPS and assigned to Largo High School in 2003.  From 2003 until 2009, Mr. Everhart was a popular teacher who taught English literature and received perfect job performance evaluations from several Largo High School principals.  In the fall of 2007, Principal Simpson-Marcus became the principal of Largo High School.  In 2009 and 2010, Principal Simpson-Marcus gave Mr. Everhart unsatisfactory job performance evaluations which resulted in his termination in June 2010.

In 2003, students informed Mr. Everhart that Ms. Simpson-Marcus, then a physical education teacher, told her gym class: “The only reason a white man teaches in PG County is that they can’t get a job elsewhere.”  Mr. Everhart filed a union grievance against Ms. Simpson-Marcus alleging racial harassment.  Shortly thereafter, Ms. Simpson-Marcus told Mr. Everhart that if she ever became principal, he would be the first person she would fire.

In the summer of 2007, Ms. Simpson-Marcus became the principal of Largo High School.  Beginning in the fall of 2007, Principal Simpson-Marcus told Mr. Everhart that she would fire him and take away his teaching certificate as “payback” for a time when white principals mistreated black teachers.  Principal Simpson-Marcus called Mr. Everhart “poor white trash” and “white bitch” to his face and made similar comments about Mr. Everhart in the presence of  his students.  Principal Simpson-Marcus told Mr. Everhart that he needed to transfer to a white suburban school, which she referred to as “Whiteville”.  Mr. Everhart observed Principal Simpson-Marcus harassing other white teachers as well.

PGCPS would not allow Mr. Everhart to transfer to another school.  In 2009, Mr. Everhart became depressed and his blood pressure rose to dangerous levels.  Mr. Everhart complained about Principal Simpson-Marcus to anyone who would listen.  Principal Simpson-Marcus retaliates against African American teachers and staff who speak up on Mr. Everhart’s behalf with threats and racial and sexual name-calling, such as, “black bitch” and “black ass”.  The jury verdict also allowed two of these African American plaintiffs to go forward with their race discrimination lawsuits against Principal Simpson-Marcus.

Mr. Everhart, and other working on his behalf, complained verbally and in writing about Principal Simpson-Marcus’s racial harassment to school board officials, including former Superintendent William Hite.  Despite these complaints, PGCPS never conducted an investigation and never took corrective action against Principal Simpson-Marcus.  During his final two years, Principal Simpson-Marcus repeatedly wrote up Mr. Everhart and gave him negative job performance evaluations which lead to his termination in June 2010.

Title VI allows relief for employment discrimination when “providing employment is a primary objective of the federal aid”.  Venkatraman v. REI Systems, Inc., 417 F.3d 418, 421 (4th Cir. 2005); Trageser v. Libbie Rehabilitation Ctr., Inc., 590 F2d 87 (4th Cir. 1978) (“…employment is a primary objective of the federal aid”).  Title VI applies even if the plaintiff is not the ultimate beneficiary of federal financial assistance, such as, a student.

34 C.F.R. § 100.3(c) Employment practices states:

§ 100.3 Discrimination prohibited. (c) Employment practices. (1) Where a primary objective of the Federal financial assistance to a program to which this regulation applies is to provide employment, a recipient may not (directly or through contractual or other arrangements) subject an individual to discrimination on the ground of race, color, or national origin in its employment practices under such program (including recruitment or recruitment advertising, employment, layoff or termination, upgrading, demotion, or transfer, rates of pay or other forms of compensation, and use of facilities)…

The American Recovery and Reinvestment Act, Public Law III-5, states in Section 3(a)(1) that the purpose of the Act  includes “To preserve and create jobs and promote economic recovery.”  The Act states the following:

SEC. 3. PURPOSES AND PRINCIPLES. (a) STATEMENT OF PURPOSES.

The purpose of this Act includes the following:

(1) To preserve and create jobs and promote economic recovery.

Bryan A. Chapman, Esquire

www.baclaw.com

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