Teacher client, a relatively new gym teacher, who lacked training in student restraint, was employed by a school with an undisputed record of failing to support staff in student behavior issues, where the school had a large population of students with emotional disturbance identifications. After client was terminated by the school, the school made a report of conduct unbecoming to the State Board of Education, alleging he had an inappropriate physical interaction with a student. In reality, client separated two students who were fighting in gym class, and while he was checking on the well-being of the injured female student, he held his hand up for the male student to stop attempting to continue punching the female student; in doing so, the male student ran into his hand, and fell to the floor with no significant or lasting injury. Client did not retain an attorney, and represented himself in a Chapter 119 hearing against SBOE. The hearing officer entered a finding that client engaged in conduct unbecoming, and recommended he serve a three-year license suspension and complete numerous trainings. However, the SBOE rejected the hearing officer’s recommendation, and issued a permanent revocation of the client’s credentials. I entered as client’s attorney, and filed an appeal of the permanent revocation in the common pleas court. After considering our brief and that of SBOE, the court found my client’s permanent revocation to be unsupported by reliable, probative, and substantial evidence, and therefore unlawful, reversing the SBOE’s revocation, and ordering reinstatement of client’s credentials.

Teacher and administrator clients falsely accused of neglect of non-verbal special needs student by fellow educators retaliating against clients for making protected complaints. Defended teacher and administrators on Child Endangering following a nine month-long incompetent  investigation. Strategically counseled clients through several months of discovery and declining plea offers to lesser included offenses, and moved for dismissal on the day of trial before opening statements began. Argued the absence of evidence of any crime ever occurring, and a complete lack of probable cause to believe clients did anything other than provide attentive, appropriate, and lawful. Judge agreed and dismissed false criminal charges.

Teacher client was recently divorced from her vengeful and jealous husband who hacked her personal email.  Upon realizing her email had been hacked by him, and that he was catfishing her, she played along hoping to finally gain documented evidence of his invasion of privacy. In doing so, teacher client sent emails to catfishing husband indicating she would engage in prostitution, which ex-husband turned over to SBOE in an effort to sabotage her career. Client declined to participate in SBOE investigation and interview, which contributed to SBOE recommending permanent revocation of her credentials. Upon client retaining our office, I entered as her attorney, secured agreement from SBOE to permit interview post-declination thereof, and secured the complete opposite outcome of case closure with no disciplinary or public action taken.

Won a Not Guilty jury verdict for a coach wrongly accused of Domestic Violence, Assault, and Child Endangering. Client turned down a plea to lesser included offenses in favor of a jury trial. Successfully mounted a parental discipline defense, prevailing with Not Guilty findings on all counts, enabling client to continue coaching, and terminating the pending Ohio Department of Education investigation without discipline.

Teacher and administrator clients were falsely accused of neglect of a non-verbal, special needs student by fellow educators retaliating against clients for making protected complaints. Despite clients’ school district employer’s decision that they did not violate board policy or otherwise neglect the student, the State Board of Education commenced its own investigation. Advised clients through the investigation, and persuasively submitted evidence to the investigator. Following a cumulative three-year saga of false allegations, successfully secured closure of clients’ SBOE disciplinary investigation with no discipline or public record.

Represented a tenured female professor at a private university in her discrimination claim alleging a discriminatory pay disparity between male and female comparators. Filed administrative claim and negotiated favorable severance pay and benefits with resignation.

Won dismissal of false Domestic Violence and Assault charges against teacher who was the victim of an obsessive and vengeful ex-partner. Advised client not to plead to the minor misdemeanor offense offered by prosecutor, pushed case to day of trial, and secured dismissal of charges on day trial was set to begin. Sealed dismissal for client so it would not unfairly taint future employment opportunities.

After ending a several year-long toxic romantic relationship, teacher client was harassed and stalked by ex-partner, but never reported the harassment or stalking to law enforcement. When his ex-partner realized she couldn’t have him back, she began blackmailing him with a five second video clip she surreptitiously recorded in the privacy of his home that, without the available video of before and after the clip, made it appear that he harmed her. Although, the short video clip was very damaging on its face, advised client through delicate interview, and successfully negotiated case closure with no discipline or public record thereof.

Successfully advised teacher through false allegation of rape which led to no criminal charge being filed. Spoke with law enforcement and district counsel on numerous occasions, advised client not to speak with law enforcement, and ultimately convinced law enforcement there was no probable cause to believe teacher raped or assaulted student. Closure of the criminal investigation rightfully enabled client to continue teaching.

Faculty member of large, public university was accused of sexual harassment multiple graduate students. Although, the allegations did not involve quid pro quo harassment or any allegations of unwelcome physical touching or sexual advances, the university investigated allegations that the client statements on several occasions that female students found offensive. Advised professor client through Title IX investigatory process, prepared him for and advised him in investigative interviews, and drafted persuasive responses to investigative interview notes and report. Successfully persuaded the university to close the investigation before a hearing, without a finding of responsibility, and without any discipline to the client. Client was able to continue his work without demotion or termination.

Coach client who graduated from the school district the previous year, was engaged in a consensual romantic relationship with a junior student of the same district, whom he did not coach, as they had previously had a consensual romantic relationship when they were both students. Although, they were only two years apart in age, due to client’s new coaching role, their relationship was prohibited by district board policy, and violated the Licensure Code of Professional Conduct for Educators Principle Two. Advised client through SBOE investigation and presented persuasive argument against public discipline. Successfully secured agreement from SBOE to issue a non-public, non-disciplinary warning letter to client in exchange for client completing nominal online training hours.

Tenured professor at large, public university was accused of gross misconduct, alleged to have failed to meet research and fundraising expectations. Briefed client’s defense to discipline, and demanding hearing. Represented client in termination hearing. Presented opening statement, cross-examined university witnesses, and presented persuasive closing argument arguing violations of academic freedom to yield a ruling against termination and de-tenure. 

Tenure-track professor at a private university was denied tenure without any prior indication of not meeting teaching, research, and service expectations. Drafted brief for appeal and represented client in appeal meeting wherein client had very little due process rights. Despite university’s unfettered discretion to deny appeal, and despite clear and unambiguous policy of a terminal one-year contract following tenure denial, successfully negotiated substantial severance payment for client.

Case results vary by facts, school districts, courts, and client goals. No representations regarding specific outcomes are implied or guaranteed by this page.

More representative cases than listed: just ask!