Meriwether Complaint

Case: 1:18-cv-00753-SJD-KLL Doc #: 34 Filed: 02/05/19 Page: 1 of 52 PAGEID #: 1457
IN THE UNITED STATES DISTRICT COURT

FOR THE SOUTHERN DISTRICT OF OHIO
NICHOLAS K. MERIWETHER,
Plaintiff,
v.
THE TRUSTEES OF SHAWNEE STATE
UNIVERSITY—Francesca Hartop,
Joseph Watson, Scott Williams, David
Furbee, Sondra Hash, Robert Howarth,
George White, and Wallace Edwards—
in their official capacities; JEFFREY A.
BAUER, Interim President, Provost, and
Vice President of Academic Affairs at
Shawnee State University, in his official
capacities; ROBERTA MILLIKEN, Acting Case No: 1:18-cv-00753-SJD
Dean of the College of Arts & Sciences at
Shawnee State University, in her official THE HONORABLE SUSAN J. DLOTT
capacities; JENNIFER PAULEY, Chair of
the Department of English and JURY TRIAL DEMANDED
Humanities at Shawnee State
University, in her official capacities;
TENA PIERCE, Title IX Coordinator at
Shawnee State University, in her official
capacities; DOUGLAS SHOEMAKER,
Deputy Title IX Coordinator at Shawnee
State University, in his official
capacities; and MALONDA JOHNSON,
Director of Human Resources and
Deputy Title IX Coordinator at Shawnee
State University, in her official
capacities,
Defendants.
PLAINTIFF’S FIRST AMENDED VERIFIED COMPLAINT (REDACTED)

Plaintiff Nicholas K. Meriwether, by and through counsel, and for his Verified
Complaint against Defendants, hereby states as follows:

INTRODUCTION
1. The cornerstone of higher education is the ability of professors to participate
freely in the “marketplace of ideas,” where all viewpoints can be heard and debated
on their merits. That marketplace depends on free and vigorous debate among
professors and students, a debate that is often reflected in an individual speaker’s
choice of rhetoric. But at campuses throughout the country, this marketplace of ideas
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is under attack. All too often, university officials—including those at Shawnee State
University (“University”)—use a myriad of different policies to silence, censor, and
restrict those who express ideas to which they or others object.
2. Seeking to participate in this marketplace, Dr. Nicholas Meriwether became
a philosophy professor at the University. As such, he desires to help students seek
knowledge, wisdom, and truth; to challenge them to think deeply and critically about
the issues of the day; and to gain a more accurate and thoughtful perspective on
human nature, how we should live, and how we should govern ourselves. In the
process, he presents his own views on these issues and communicates consistently
with them.
3. In January 2018, a male student demanded that Dr. Meriwether address him
as a woman because he identified as such and threatened to have Dr. Meriwether
fired if he declined. To accede to these demands would have required Dr. Meriwether
to communicate views regarding human nature and gender identity that he does not
hold, that he does not wish to communicate, and that would contradict (and force him
to violate) his sincerely held Christian beliefs. Thus, he declined but offered to use
whatever proper name the student preferred to accommodate this student and to
make him feel as comfortable as possible without violating his own deeply-held beliefs
and convictions.
4. Unsatisfied, the student complained to the University. Rather than allowing
the student and Dr. Meriwether to communicate their views as they each chose, the
University sought to silence Dr. Meriwether and punished him for expressing views
that differ from its own orthodoxy and for declining to express its mandated
ideological message. Continuing in their role as the self-appointed grammar police,

Defendants threaten to punish him again if he continues to express his views. Under
their policies, all professors must refer to each student—both in and out of class—
using whatever pronouns the student claims reflect his gender identity. They demand
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this even though the concept of gender identity is entirely subjective and fluid, even
though the number of potential gender identities is infinite (with over one hundred
different options currently available), and even though the number of potential
pronouns has likewise multiplied in recent years—all for the purpose of lending
credence to cultural ideas Dr. Meriwether does not share or wish to advance.
5. Defendants have retaliated against Dr. Meriwether for exercising his First
Amendment rights, have violated his First Amendment rights to free speech and free
exercise of religion, have violated the unconstitutional conditions doctrine, have
deprived him of due process and equal protection of law, have denied him his right to
exercise his religion under the Ohio constitution, and have breached their contract
with him. Thus, this action concerns the denial of Dr. Meriwether’s fundamental and
clearly established rights under the Free Speech and Free Exercise Clauses of the
First Amendment, the unconstitutional conditions doctrine, the Due Process and
Equal Protection Clauses of the Fourteenth Amendment, and Article I § 7 of the Ohio
Constitution.
JURISDICTION & VENUE
6. This civil rights action raises federal questions under the United States
Constitution, particularly the First and Fourteenth Amendments, and the Civil
Rights Act of 1871, 42 U.S.C. § 1983.
7. This Court has original jurisdiction over these federal claims pursuant to 28
U.S.C. §§ 1331 and 1343.
8. This Court has authority to award the requested damages pursuant to 28
U.S.C. § 1343; the requested declaratory relief pursuant to 28 U.S.C. §§ 2201–02; the
requested injunctive relief pursuant to 28 U.S.C. § 1343 and FED. R. CIV. P. 65; and
costs and attorneys’ fees under 42 U.S.C. § 1988.
9. This Court has supplemental jurisdiction over the state law claims made
herein pursuant to 28 U.S.C. § 1367.
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10. Venue is proper in this district and division pursuant to 28 U.S.C. § 1391(b)
and S.D. Ohio Civ. R. 82.1 because Defendants reside in this district and division
and/or all of the acts described in this Complaint occurred in this district and division.
PLAINTIFF
11. Dr. Nicholas Meriwether is a resident of Ohio and a professor at the
University.
DEFENDANTS
12. Defendants Francesca Hartop, Joseph Watson, Scott Williams, David
Furbee, Sondra Hash, Robert Howarth, George White, and Wallace Edwards are, and
were at all times relevant to this Complaint, members of the Board of Trustees of
Shawnee State University (hereinafter collectively, “Trustee Defendants”), a public
university organized and existing under the laws of Ohio, and are responsible for,
among other things, the adoption and authorization of policies that govern faculty
expression at the University, including the policies challenged herein.
13. As members of the Board of Trustees, the Trustee Defendants have the
responsibility for final policymaking authority for rules and regulations that govern
the University, including the policies governing faculty members.
14. Each of the Trustee Defendants is responsible for the enactment,
amendment, and repeal of Board of Trustee policies, including those challenged
herein.
15. As members of the Board of Trustees, the Trustee Defendants possess the
authority to change and enforce the policies challenged herein.
16. The Trustee Defendants have not modified the policies challenged herein
governing faculty to comply with constitutional mandates.
17. Each of the Trustee Defendants acquiesces in, sanctions, approves, and
supports the actions of the other Defendants in enforcing the policies and procedures
governing faculty members, including the policies challenged herein, against Dr.
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Meriwether.
18. None of the Trustee Defendants have instructed University personnel,
including the other Defendants, to change or alter the policies and practices
challenged herein to comply with constitutional mandates or to change the way those
policies are applied to faculty members, including Dr. Meriwether.
19. Defendant Jeffrey A. Bauer is the Interim President of the University, having
assumed that position on September 14, 2018.
20. Before September 14, 2018, Defendant Bauer was at all other times relevant
to this Complaint the Provost and Vice President of Academic Affairs at the
University.
21. As interim president, Defendant Bauer is the chief executive, educational,
and administrative officer of the University.
22. Defendant Bauer’s authority and powers include oversight and control of the
University.
23. Defendant Bauer’s duties include, among others, authorizing, executing,
enforcing, and implementing the policies governing faculty members at the
University and overseeing the operation and management of the University.
24. As interim president, Defendant Bauer directly oversees Defendant Pierce.
25. Both as interim president and as provost, Defendant Bauer directly oversees
Defendant Milliken.
26. As interim president, Defendant Bauer has the responsibility for final
policymaking authority concerning faculty members at the University.
27. As interim president, Defendant Bauer possesses the authority and
responsibility for governing, overseeing, and disciplining faculty members at the

University.
28. As interim president and as provost, Defendant Bauer is and was aware of
the retaliatory and unconstitutional actions authorized by and occurring under the
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challenged policies and has not instructed University personnel, including the other
Defendants, to change or alter either the policies or the actions taken pursuant to
those policies to comply with constitutional mandates.
29. As interim president, Defendant Bauer has the authority to review, approve,
or reject the decisions of other University officials, including the other Defendants,
regarding the policies challenged herein.
30. Defendant Bauer has authorized, approved, and implemented the policies
that are challenged herein and that are being used to restrict Dr. Meriwether’s
expression.
31. Defendant Bauer has confirmed, sanctioned, approved, and ratified
University officials’ application of the policies challenged herein to Dr. Meriwether in
a discriminatory and retaliatory fashion.
32. Defendant Roberta Milliken is, and was at all times relevant to this
Complaint, the Acting Dean of the College of Arts and Sciences at the University.
33. Defendant Milliken possesses the authority and responsibility for governing
and regulating faculty in the College of Arts and Sciences at the University.
34. Defendant Milliken’s duties include overseeing the various departments that
comprise the College of Arts and Sciences at the University, including the Depart-
ment of English and Humanities.
35. Defendant Milliken’s duties include overseeing Defendant Pauley and Dr.
Meriwether.
36. Defendant Jennifer Pauley is, and was at all times relevant to this
Complaint, the Chair of the Department of English and Humanities at the
University.
37. Defendant Pauley possesses the authority and responsibility for governing
and regulating faculty in the Department of English and Humanities at the
University.
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38. Defendant Pauley’s duties include overseeing Dr. Meriwether.
39. Defendants Milliken and Pauley each possesses the authority to interpret
and enforce the University policies challenged herein.
40. Defendant Tena Pierce is, and was at all times relevant to this Complaint,
the Title IX Coordinator at the University.
41. Defendant Pierce’s duties include overseeing the University’s Title IX office
and compliance efforts.
42. Defendant Pierce’s duties include overseeing Defendants Shoemaker and
Johnson.
43. Defendant Douglas Shoemaker is, and was at all times relevant to this
Complaint, a Deputy Title IX Coordinator at the University.
44. Defendant Malonda Johnson is, and was at all times relevant to this
Complaint, a Deputy Title IX Coordinator at the University.
45. Defendants Pierce, Shoemaker, and Johnson each possesses the authority to
enforce the University policies challenged herein and to recommend changes to them.
46. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson,
independently and in consultation with each other, enforced the policies challenged
herein against Dr. Meriwether.
47. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson each
has the authority under the policies challenged herein to investigate, recommend
disciplinary actions, and impose disciplinary actions on faculty at the University.
48. In executing their respective responsibilities, Defendants Bauer, Milliken,
Pauley, Pierce, Shoemaker, and Johnson each implements the policies challenged
herein.
49. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson,
independently and in consultation with each other, are responsible for enforcing the
policies challenged herein and applying them to Dr. Meriwether.
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50. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson have
failed to recommend any changes to the policies challenged herein or to how those
policies are enforced to comply with constitutional mandates.
51. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson have
failed to stop University officials, including each other and the other Defendants,
from applying the policies challenged herein to faculty, including Dr. Meriwether.
52. Each and every Defendant is sued in his or her official capacity.
FACTUAL BACKGROUND
I. Defendants’ Unconstitutional Nondiscrimination Policies
53. Shawnee State University is a public four-year college in the University
System of Ohio and receives funding from the State of Ohio in order to operate.
54. University officials are bound by the policies adopted by the Trustee
Defendants and the University president.
55. Defendants have adopted and enforced a series of policies that govern faculty
expression, including the following (hereinafter collectively, “Defendants’
Nondiscrimination Policies”), portions of which Dr. Meriwether challenges:
a. Defendants’ Non-Discrimination and Sexual Harassment Policy, a true,
accurate, and correct copy of which is attached to this Complaint as Exhibit
1; and
b. Defendants’ policy entitled Reporting & Investigating Sexual Assault,
Sexual Misconduct & Other Forms of Discrimination, a true, accurate, and
complete copy of which is attached to this Complaint as Exhibit 2.
56. Dr. Meriwether challenges as-applied the provisions of Defendants’
Nondiscrimination Policies that prohibit and define “gender identity” discrimination.
See infra ¶¶ 61–85.
57. Dr. Meriwether challenges as-applied the disciplinary actions taken against
him pursuant to Defendants’ Nondiscrimination Policies.
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58. Dr. Meriwether challenges facially the inclusion of “gender identity” in
Defendants’ Nondiscrimination Policies because this results in vague and overbroad
restrictions upon his protected expression and grants Defendants unbridled
discretion to restrict (or punish him for) his protected expression, among other
constitutional flaws.
59. The Trustee Defendants approved and adopted the University’s Non-
Discrimination and Sexual Harassment Policy. See Ex. 1 at 1.
60. Defendants’ policy entitled Reporting & Investigating Sexual Assault, Sexual
Misconduct & Other Forms of Discrimination was approved by the University
president. See Ex. 2 at 1.
61. Defendants’ Nondiscrimination Policies “serve[] to ensure that there are
University structures and processes in place that prohibit discrimination against any
individual because of . . . gender identity. . . .” Ex. 1 at 1; accord Ex. 2 at 1 (noting
that Defendants’ policy entitled Reporting & Investigating Sexual Assault, Sexual
Misconduct & Other Forms of Discrimination “serves to implement the . . . provisions
of Policy 5.01 [i.e., Ex. 1]).
62. If Defendants’ Nondiscrimination Policies are violated, the University “will
take steps, whether individual or systemic, to stop the alleged . . . discrimination,
prevent its recurrence, eliminate any hostile environment, and remedy the
discriminatory effects on the complainant and others.” Ex. 2 at 11 ¶ 17.0.
63. Defendants’ Nondiscrimination Policies define “sex and gender based
discrimination” to include “[n]egative or adverse treatment based on . . . gender
identity . . . and the treatment denies or limits the individual’s ability to obtain the
benefits of Shawnee State’s programs or activities.” Ex. 2 at 12 ¶ 18.3.

64. Defendants’ Nondiscrimination Policies define “gender identity” as a
“person’s innermost concept of self as male or female or both or neither—how
individuals perceive themselves and what they call themselves.” Ex. 2 at 12 ¶ 18.4.
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65. Defendants’ Nondiscrimination Policies note that “[o]ne’s gender identity can
be the same or different than the sex assigned at birth.” Ex. 2 at 12 ¶ 18.4.
66. Under Defendants’ Nondiscrimination Policies, students may select any
gender identity they choose because the selection is based entirely on an individual
student’s subjective feelings.
67. Defendants claim that “[t]here are a wide range of gender identities,
including man, woman, transgender, genderqueer, etc.” A true, accurate, and
complete copy of the LGBTQIA webpage from Defendants’ Campus Counseling
Services Office is attached to this Complaint as Exhibit 3.
68. By using the term “genderqueer,” Defendants claim that there are an infinite
variety of gender identities because they define this term to mean a person “whose
gender identity is neither woman or man, both woman and man, somewhere in
between, or is some combination of genders.” Ex. 3 at 4.
69. Defendants note that gender identity is completely subjective, saying that
“[s]ince gender identity is internal, one’s gender identity is not necessarily visible to
others.” Ex. 3 at 4.
70. Currently, some sources say that there are over one hundred different options
for one’s gender identity, including ones that “refuse[] to be categorized,” that are
“affected by mood swings,” or that “change[] depending on which friend you’re with.”1
71. Those sources say that this “is an on-going list of gender identities” and that
each individual can customize his gender identity by “mix[ing] and match[ing] your
own prefixes and suffixes to create the identity that best describes you.”2
72. Other sources note that the number of possible gender identities is infinite.3

1 See, e.g., Genderfluid Support, available at http://genderfluidsupport.tumblr.com/
gender (last visited Jan. 28, 2019).
2 Id.
3 See, e.g., Marco A. Hildalgo, Diane Ehrensaft, et al., The Gender Affirmative
Model: What We Know and What We Aim to Learn, 56 HUM. DEV. 285, 288 (2013)
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73. Under Defendants’ Nondiscrimination Policies, students may demand that
professors refer to them by any pronoun they choose, from the standard English
pronouns (e.g., “he” or “she”), to the standard pronouns applied in a nonstandard way
(e.g., “they” used to refer to one person), to those invented within the last few years
(e.g., “ze,” “zie,” “sie,” “hir,” “hirs,” “zie,” “xe,” “xem,” “xyr,” “xyrs,” “per,” “ve,” “ver,”
“vis,” “fae,” “faer,” “ae,” “aer,” “e,” “ey,” “em,” “eir,” “eirs,” “tey,” “ter,” “tem,” “ters”),4
to any others a student idiosyncratically requests.
74. According to some sources, the number of possible pronouns is infinite
because “[a]ny combination is possible.”5

75. Under Defendants’ Nondiscrimination Policies, professors have two choices
when referring to students: (1) eliminate all sex-based titles and all pronouns when
speaking to all students, which is impossible, impractical, and unreasonable given
the way professors speak, particularly in classes that feature significant and frequent
class discussion; or (2) use pronouns that refer to each student’s gender identity, even
though that gender identity may change from day to day, may change based on which
friends the student is with, or may change based on the student’s mood, among other
possibilities.
76. Defendants’ Nondiscrimination Policies specify that “[s]exual harassment
can take two forms—quid pro quo or hostile environment.” Ex. 2 at 12 ¶18.6.2.
77. Defendants’ Nondiscrimination Policies define “hostile environment in the
educational context” to include “any situation in which there is harassing conduct
that limits, interferes with or denies educational benefits or opportunities, from both

(advocating for “self-acceptance within an infinite variety of authentic gender
selves”).
4 See, e.g., Univ. of Wis., Milwaukee, Lesbian, Gay, Bisexual, Transgender Res. Ctr.,
Gender Pronouns, available at https://uwm.edu/lgbtrc/support/gender-pronouns/ (last
visited Jan. 28, 2019).
5 See, e.g., Univ. of Cal., Davis, LGBTQIA Res. Ctr., Pronouns, available at
https://lgbtqia.ucdavis.edu/educated/pronouns (last visited Jan. 28, 2019).
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a subjective (the complainant’s) and an objective (reasonable person’s) viewpoint.” Ex.
2 at 12–13 ¶ 18.6.2.2.
78. Defendants use the definition of “hostile environment” from this sexual
harassment provision when assessing claims of gender identity discrimination.
79. Defendants’ Nondiscrimination Policies specify that the “determination of
whether an environment is ‘hostile’ is based on the totality of the circumstances.” Ex.
2 at 13 ¶ 18.6.2.2.
80. Defendants’ Nondiscrimination Policies define “gender identity” using such
elusive and subjective terminology that they give professors no notice as to what
constitutes gender identity, what constitutes gender identity discrimination, and how
to avoid charges of such discrimination.
81. Defendants’ Nondiscrimination Policies provide no objective guidelines,
standards, or criteria for University officials to use when deciding what constitutes
gender identity or gender identity discrimination, thereby granting those officials
unbridled discretion to restrict expression.
82. Defendants, by policy and practice, apply their Nondiscrimination Policies to
regulate the expression of individual faculty members.
83. Defendants, by policy and practice, apply their Nondiscrimination Policies to
regulate all interactions professors have with students, whether in the classroom or
outside of it.
84. If a full-time faculty member violates Defendants’ Nondiscrimination
Policies, he is subject to discipline under the policies outlined in “the article titled
‘Complaint Resolution and Disciplinary Process’ in the collective bargaining
agreement between the University and the Shawnee Education Association

[hereinafter, ‘Union’].” Ex. 2 at 10 ¶ 16.2.1.1. A true, accurate, and complete copy of
this Collective Bargaining Agreement is attached to this Complaint as Exhibit 4.
85. Under the Collective Bargaining Agreement, a faculty member who violates
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Defendants’ Nondiscrimination Policies is subject to a range of disciplinary actions,
from a “written warning” to immediate “[t]ermination.” Ex. 4 at 110.

II. Defendants’ Enforcement of Their Unconstitutional Policies
A. Dr. Meriwether’s Theological Beliefs
86. Dr. Meriwether is a professing evangelical Christian and a member of the
Presbyterian Church of America, who strives to live out his faith on a daily basis.
87. Dr. Meriwether’s Christian faith governs the way he thinks about human
nature, marriage, gender, sexuality, morality, politics, and social issues, and it causes
him to hold sincerely-held religious beliefs in these areas.
88. Dr. Meriwether’s convictions concerning human nature, the purpose and
meaning of life, and ethical standards that are to govern human conduct are drawn
from the Bible.
89. Dr. Meriwether believes that God created human beings as either male or
female, that this sex is fixed in each person from the moment of conception, and that
it cannot be changed, regardless of an individual’s feelings or desires.
90. Dr. Meriwether also believes he cannot affirm as true ideas and concepts that
are not true, as this would violate Biblical injunctions against dishonesty and lying.
91. Dr. Meriwether also believes that he is required to treat each person with
dignity, love, and care, as each is an individual created in the image of God.
92. Because of his sincerely held religious beliefs, Dr. Meriwether objects to
communicating a University-mandated ideological message regarding gender
identity that he does not believe, that he does not wish to communicate, and that
contradicts (and would force him to violate) his sincerely held religious beliefs.
B. Dr. Meriwether’s Distinguished Career at Shawnee State University
93. In the fall of 1996, Dr. Meriwether joined the University faculty as an
assistant professor in the Department of English and Humanities.
94. In 1999, Dr. Meriwether was promoted to associate professor at the
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University and received a continuing contract, which at the time was the same as
obtaining tenure.
95. In 2011, Dr. Meriwether was promoted to full professor at the University.
96. On three separate occasions between 2010 to the present, Dr. Meriwether has
also taught philosophy classes in German as a Gastdozent (i.e., guest lecturer) at the
Pädagogische Hochschule in Ludwigsburg, Germany.
97. In 2017, Dr. Meriwether taught two courses in Berlin, Germany with
Western Kentucky University’s Kentucky Institute for International Studies.
98. At the University, Dr. Meriwether has focused his scholarship and teaching
on the intersection of philosophy, ethics, religion, and political theory.
99. As a graduate student, Dr. Meriwether specialized in the areas of ethics,
social and political philosophy, and the history of philosophy.
100. At the University, Dr. Meriwether teaches or has taught a variety of
philosophy courses, including the following:
a. Ethics: focusing on human flourishing, natural law, and the split between
pre-modern and modern approaches to ethics;
b. Political Philosophy: surveying the great political ideas from Plato to
Rawls, including a survey of Reformation political thought.
c. Judaism, Christianity, and Islam: examining the historical engagement
of the three religions, the question of religious militancy, and apologetical
issues.
d. Ethics and Technology in the 21st Century: focusing on issues of bioethics
and biotechnology.
e. History of Christian Thought: examining the development of Christian

doctrine from the early church to the modern period.
f. Introduction to Philosophy: covering the major ideas of Western
philosophy chronologically from Plato to Nietzche, with a special
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emphasis on the development of modern philosophy from Descartes and
Hume to Kant.
101. During his career at the University, Dr. Meriwether has also published at
least four scholarly articles and a review essay and presented at a minimum of eleven
scholarly conferences.
102. For the past several years, Dr. Meriwether has been researching and writing
a multi-volume work that examines the intersection of philosophy, ethics, religion,
and political theory from the standpoint of historic Reformed theology. One volume
is currently under review for publication as a stand-alone work.
103. At the University, Dr. Meriwether has served on the Faculty Senate
(including serving as its vice president at one time); led multiple study-abroad trips;
designed a baccalaureate degree program in Philosophy and Religion; introduced a
minor in Philosophy program; served on various committees; and hosted, moderated,
and spoken at numerous panels and colloquia.
104. Over the course of his career, Dr. Meriwether has belonged to the American
Philosophical Association, the Society of Christian Philosophers, and the Evangelical
Philosophy Society.
105. Before the spring of 2018, Dr. Meriwether was never the subject of any
University disciplinary actions.

C. Dr. Meriwether’s Unsuccessful Efforts in 2016 to Persuade
Defendants to Respect First Amendment Rights
106. In August 2016, Dr. Meriwether received an e-mail from Union president
Chip Poirot, regarding the U.S. Department of Education’s recent “Dear Colleague”
letter and how it addressed issues related to transgenderism. A true, accurate, and
complete copy of this e-mail string is attached to this Complaint as Exhibit 5. (In
February 2017, the U.S. Department of Justice and U.S. Department of Education
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“decided to withdraw and rescind” this “Dear Colleague” letter.6)
107. In these e-mails, Dr. Poirot informed faculty members that they could face
disciplinary action from the University if they “refused to use a [student’s] requested
name or pronoun.” Ex. 5 at 6–7.
108. Dr. Poirot also indicated that these restrictions on how professors speak could
apply outside the classroom. Ex. 5 at 7.
109. During a presentation on this issue, Dr. Poirot told faculty members that if
they did not heed these restrictions, they could be suspended or dismissed.
110. Shortly before October 27, 2016, Dr. Meriwether wrote Defendant Milliken,
asking what University policies required of faculty on issues related to gender
identity.
111. On October 27, 2016, Defendant Milliken visited Dr. Meriwether’s office to
answer his questions.
112. Defendant Milliken stated that Dr. Meriwether must utilize a student’s
preferred pronoun, regardless of what pronoun the student requested he use and
regardless of the professor’s convictions or views on the subject.
113. Defendant Milliken stated that a professor’s academic freedom and free
speech rights has no bearing on whether he must use a pronoun that reflects a
student’s self-asserted gender identity.
114. Defendant Milliken stated that a professor would be subject to
administrative disciplinary procedures if he refused to use a pronoun that reflects a
student’s self-asserted gender identity.
115. Dr. Meriwether asked whether the University had any policies that outlined
how professors must respond to a student’s demand to use a pronoun that reflects

6 U.S. Dep’t of Justice & U.S. Dep’t of Educ., “Dear Colleage” Letter, Feb. 22, 2017,
available at https://www.hlregulation.com/files/2017/02/colleague-201702-title-ix1-
1.pdf (last visited Jan. 28, 2019).
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that student’s self-asserted gender identity.
116. Defendant Milliken stated that the University does not need to have policies
on this subject because students have a right to be referred to by their self-asserted
gender identity and faculty must comply or be disciplined.
117. Sometime around November 3, 2016, Defendant Pauley discussed issues
related to transgenderism and gender identity with Dr. Meriwether.
118. During this meeting, Defendant Pauley claimed that adherents to the
Christian religion are primarily motivated out of fear.
119. Defendant Pauley also claimed that the Christian doctrines regarding hell
are harmful and should not be taught and that anyone who believes hell exists should
not be allowed to teach these doctrines.
120. Defendant Pauley also stated that faculty members who adhere to a certain
religion should be banned from teaching courses regarding that religion.
121. Defendant Pauley stated that the purpose of higher education is to liberate
students, that religion oppresses students, and thus, the presence of religion in higher
education is counterproductive.
122. In saying these things, Defendant Pauley exhibited hostility toward Dr.
Meriwether and his religious beliefs.
123. On November 7, 2016, Dr. Meriwether sent Defendant Milliken an e-mail,
asking to see the University’s written policies on this subject. A true, accurate, and
complete copy of this e-mail is attached to this Complaint as Exhibit 6.
124. That same day, Defendant Milliken e-mailed Dr. Meriwether to say “there is
no formal policy specific to transgender students, faculty, or staff at the [U]niversity.
However, the [U]niversity does have a non-discrimination policy that includes ‘gender
identity.’ (See policy 5.01 and its reporting procedure 5.01:02 [i.e., Defendants’
Nondiscrimination Policies].)” Ex. 6 at 1.
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D. Dr. Meriwether’s Ill-Fated Efforts to Exercise His First Amendment

Rights in 2018 and Defendants’ Initial Reactions
125. In January 2018, Dr. Meriwether returned from a semester-long sabbatical
and began teaching a new set of classes, including Political Philosophy.
126. In his classes, Dr. Meriwether regularly calls on students to answer questions
about the assigned readings and to participate in class discussions. In any given class
period, Dr. Meriwether may call upon five to ten students, and he calls on all students
several times over the course of a semester. To him, using the Socratic method of
instruction is fundamental to teaching philosophy because it helps students learn to
defend their positions, allows flawed reasoning to be identified, and increases the
level of engagement with the concepts being taught.
127. However, a student’s grade does not depend on how frequently he or she
speaks in class. Rather, a student satisfies the participation component of the course
simply by being prepared to give his or her answers to the assigned study questions
when called upon to do so.
128. On January 9, 2018, during the first class of Political Philosophy, Dr.
Meriwether responded to a question from a student, Doe, by saying, “Yes, sir.”
129. This class was the first time Dr. Meriwether interacted with Doe.
130. Dr. Meriwether responded in this fashion because Doe is male.
131. Dr. Meriwether responded in this fashion also because Doe appeared male to
the point that, in Dr. Meriwether’s opinion, no one upon seeing Doe would have
assumed that he was female (i.e., that he was biologically female).
132. Before this interaction, Dr. Meriwether had received no information from the
University indicating Doe’s sex or gender identity.
133. Since the early 1990s, Dr. Meriwether has referred to all students in his
classes by their last names and a title (i.e., “Mr.,” “Ms.,” “Mrs.,” “Miss”) and as “sir”
or “ma’am.”
134. Dr. Meriwether has always used the titles and pronouns that refer to a
18

student’s biological sex.
135. Dr. Meriwether has never knowingly used feminine titles and pronouns to
refer to men or masculine titles and pronouns to refer to women.
136. Dr. Meriwether refers to students in this fashion to foster an atmosphere of
seriousness and mutual respect that is befitting the college classroom.
137. Dr. Meriwether believes that this formal manner of addressing students
helps them view the academic enterprise as a serious, weighty endeavor.
138. Dr. Meriwether has also found that addressing students in this fashion helps
them learn how to accept and discuss in a respectful fashion the different (and often
opposing) views many of their fellow students hold on controversial issues.
139. Dr. Meriwether has found that addressing students in this fashion is an
important pedagogical tool in all of his classes, but especially in Political Philosophy
where he and students discuss many of the most controversial issues of public
concern.
140. After class on January 9, 2018, Doe approached Dr. Meriwether, stated that
he was transgender (i.e., that he identified as female), and demanded that Dr.
Meriwether refer to him as a woman (i.e., with feminine titles and pronouns).
141. After a brief hesitation, Dr. Meriwether responded by saying that he was not
sure he could comply with Doe’s demand and that he was not sure students can
dictate how professors must refer to them.
142. At this point, Doe became belligerent, circling around Dr. Meriwether and
getting in his face in a threatening fashion.
143. While doing this, Doe told Dr. Meriwether, “Then I guess this means I can
call you a cunt.”

144. Before walking away, Doe promised to see to it that Dr. Meriwether would be
fired if he did not accede to Doe’s demands.
145. That afternoon, Dr. Meriwether reported Doe’s conduct to Defendant Pauley,
19

who found it and his use of profanity appalling.
146. Defendant Pauley then relayed her conversation with Dr. Meriwether to Dr.
Marc Scott, a professor at the University and president of the faculty senate.
147. The next day, fearing that Doe would behave belligerently or even violently
in class, Dr. Meriwether asked a security guard if security personnel could be in the
vicinity when his Political Philosophy class met again on January 11, 2018.
148. After hearing how Doe had misbehaved, the security officer recommended
that Dr. Meriwether report the misbehavior to the Dean of Students.
149. On January 10, 2018, Dr. Scott e-mailed Defendant Shoemaker, informing
him of the Doe matter and noting that a Title IX complaint was possible. A true,
accurate, and complete copy of this e-mail is attached to this Complaint as Exhibit 7.
150. Early on the morning of January 11, 2018, Dr. Meriwether reported the
incident to the Dean of Students via e-mail, copying Defendant Pauley. A true,
accurate, and complete copy of this e-mail is attached to this Complaint as Exhibit 8.
151. Later that morning, the Dean of Students e-mailed Defendant Shoemaker,
informing him of the e-mail she had received from Dr. Meriwether.
152. That same morning, Defendant Shoemaker met with Doe, apprised
Defendant Milliken of Doe’s complaint, and advised her on how to proceed.
153. Just before noon on January 11, 2018, Defendant Milliken visited Dr.
Meriwether’s office to discuss this situation.
154. Defendant Milliken advised Dr. Meriwether to begin referring to all students
by their last names only and to eliminate all sex-based references from his expression.
155. Dr. Meriwether explained that referring to students by last names alone
would undermine the serious pedagogical environment he seeks to create because

that is the way people refer to one another in junior high or on an athletic team. It is
not the way scholars, engaged in a serious, respectful enterprise, refer to one another.
156. In addition, it is unreasonable, impractical, and impossible either to remove
20

all pronouns from one’s speech when leading class discussions or to keep track of
which pronouns to use for each student, especially when the possible pronoun options
are so numerous and a student’s preference could change at any time.
157. Dr. Meriwether proposed instead that he would continue referring to all of
his students as he had for years, but he would accommodate Doe by referring to him
by his last name.
158. At the time, Defendant Milliken indicated that she approved this
arrangement, though she later changed her mind.
159. Meanwhile, Doe continued to attend Dr. Meriwether’s Political Philosophy
class without incident and frequently contributed to class discussions, often one to
three times or more per class period.
160. On January 25, 2018, Defendant Milliken again visited Dr. Meriwether’s
office to discuss the Doe matter.
161. Defendant Milliken announced that Doe was not satisfied with the
accommodation that Dr. Meriwether had proposed on January 11, 2018 and had
threatened to file a Title IX grievance over Dr. Meriwether’s expression.
162. Defendant Milliken then explicitly rejected the accommodation Dr.
Meriwether proposed on January 11, 2018 (i.e., referring to Doe by his last name only
and referring to all other students the same way Dr. Meriwether had done for years).
163. Defendant Milliken threatened Dr. Meriwether, stating that if he did not
comply with Doe’s (and now her own) demands, he would be violating Defendants’
Nondiscrimination Policies.
164. In late January or early February 2018, Dr. Eugene Burns, an official with
the Union and a faculty member at the University, told Dr. Meriwether that he could
be suspended or dismissed if he continued to refuse to refer to students using titles
and pronouns that reflect each students’ self-asserted gender identity.
165. During his February 1, 2018, Political Philosophy class, Dr. Meriwether
21

inadvertently referred to Doe using the title “Mr.” before immediately correcting
himself (i.e., saying something like “Mr. Doe—I mean, Doe”).
166. In early February 2018, Doe also spoke with Defendant Pierce, indicating
that his complaint had not been resolved and threatened to contact a lawyer if it was
not resolved quickly to his satisfaction.
167. Defendant Pierce then contacted Defendant Shoemaker so that further action
could be taken, and ultimately Defendants agreed that Defendant Milliken should
take the next steps.
168. On February 12, 2018, Defendant Milliken again visited Dr. Meriwether’s
office to see if he had decided how he would proceed in light of their January 25th
conversation.
169. During this conversation, Dr. Meriwether asked Defendant Milliken to
clarify what would be allowed under Defendants’ Nondiscrimination Policies.
170. Specifically, he asked whether he would be complying with those policies if
he (1) referred to all students by their self-asserted gender identity and (2) placed a
disclaimer in his syllabus, noting that he was doing so under compulsion and setting
forth his personal and religious beliefs about gender identity.
171. Defendant Milliken informed Dr. Meriwether that this disclaimer approach
would still violate Defendants’ Nondiscrimination Policies.
172. Dr. Meriwether explained that he was willing to refer to Doe by whatever
legal name he preferred (i.e., first or last) without using any titles but that he was
not willing to refer to Doe as a woman (i.e., with feminine titles or pronouns).
173. Dr. Meriwether also explained that he was not willing to stop referring to all
other students by their last names and sex-based titles.

174. Defendant Milliken responded by saying, “Well, you know what this means.”
175. In saying this, Defendant Milliken threatened Dr. Meriwether with
disciplinary action under Defendants’ Nondiscrimination Policies.
22

176. During the rest of the semester, Doe remained in Dr. Meriwether’s Political
Philosophy class.
177. During the rest of the semester, Dr. Meriwether called on Doe regularly,
allowing him to participate in class discussions on the same basis as any other
student.
178. During the rest of the semester, Doe participated frequently in class
discussions in Dr. Meriwether’s Political Philosophy class, expressing freely his views
on whatever topic the class was discussing at each given time.
179. During the rest of the semester, Doe volunteered to speak in class and
express his views, even when it was not his turn to answer the assigned study
questions.
180. During the rest of the semester, Doe participated in class discussions more
often than was required and as much as (of not more than) any other student.
181. During the rest of the semester, Doe displayed no anxiety, fear, or
intimidation when attending class or participating in class discussions.
182. At the end of the semester, Dr. Meriwether awarded Doe a high grade for the
Political Philosophy class, reflecting his very good work in the class and his frequent
participation in class discussions.
183. Throughout the spring 2018 semester, Doe was never denied any of the
benefits of Dr. Meriwether’s Political Philosophy class.

E. Defendants’ Unconstitutional Disciplinary Actions & Speech Code
1. Defendants Investigate Dr. Meriwether
184. In short order, Defendant Milliken followed through on her threats, threats
that were as old as 2016 and as new as February 12, 2018.
185. On February 13, 2018, Defendant Milliken sent Dr. Meriwether a letter
outlining again her position on this matter. A true, accurate, and complete copy of
this letter is attached to this Complaint as Exhibit 9.
23

186. Defendant Milliken stated that her letter was “a formal notification that you
are expected to comply with [Defendants’ Nondiscrimination Policies] by treating all
students the same, irrespective of their gender identity. Ex. 9 at 1.
187. Defendant Milliken stated that if Dr. Meriwether continued to refuse to
accede to Doe’s demands, “the University may conduct an investigation” and he “could
be subject to informal or formal disciplinary action.” Ex. 9 at 1.
188. On February 16, 2018, before Dr. Meriwether even had a chance to respond
to this letter, Defendant Milliken informed him via e-mail that she had launched a
formal investigation against him. A true, accurate, and complete copy of this e-mail
is attached to this Complaint as Exhibit 10.
189. Defendant Milliken explained that she was launching this formal
investigation because she had received “another complaint from a student in your
Political Philosophy class.” Ex. 10 at 1.
190. The student Defendant Milliken referenced was Doe.
191. Defendant Milliken explained that she was launching this formal
investigation due to “a potential violation of University Policy 5.01 REV [i.e.,
Defendants’ Nondiscrimination Policies] that addresses unlawful discrimination and
harassment.” Ex. 10 at 1.
192. Defendant Milliken referred the investigation to Defendants Johnson and
Shoemaker. Ex. 10 at 1.
193. Defendant Milliken then explained that the “potential violation” came in two
forms. Ex. 10 at 1.
194. First, Defendant Milliken noted that Dr. Meriwether “continue[d] to address
this student differently than others within the class by calling her by her surname
while other students are addressed as Ms. ___ or Mr. ___.” Ex. 10 at 1.
195. Second, Defendant Milliken noted that Dr. Meriwether continued to use
masculine pronouns when referring to Doe. Ex. 10 at 1.
24

196. In launching this formal investigation, Defendant Milliken violated several
provisions of the Collective Bargaining Agreement.
197. The Collective Bargaining Agreement specifies that “[f]ormal actions shall be
imposed only for just cause.” Ex. 4 at 110.
198. The Collective Bargaining Agreement then outlines nine instances that
qualify as “just cause” for formal disciplinary action. Ex. 4 at 110–11.
199. None of these nine instances applied to Dr. Meriwether’s expression, and yet
Defendant Milliken commenced formal disciplinary proceedings anyway.
200. The Collective Bargaining Agreement outlines professors’ academic freedom
rights. Ex. 4 at 24.
201. Under the Collective Bargaining Agreement, professors’ academic freedom
includes “[f]reedom in their classroom when discussing subject matter that is
reasonably related to the relevant course material and established curriculum.” Ex.
4 at 24.
202. Many of Dr. Meriwether’s classes, including his Political Philosophy class,
naturally touch on controversial issues, such as questions of ethics and human
nature. His comments about gender identity are thus reasonably related to his
teaching and scholarship and also address matters of public concern.
includes the freedom to “[c]hoose . . . pedagogical techniques.” Ex. 4 at 24.
204. Dr. Meriwether’s manner of addressing students is a pedagogical technique
designed to foster an atmosphere of seriousness and respect that is vital when
discussing such controversial and hotly debated issues as gender identity. It also
communicates his own views on these subjects.

includes the “[f]reedom to . . . speak freely . . . on educational and curricular matters
and on matters of public concern.” Ex. 4 at 24. The issue in question is clearly a matter
25

of public concern.
206. On February 23, 2018, Dr. Meriwether responded via e-mail to Defendant
Milliken’s February 13th letter and February 16th e-mail. A true, accurate, and
complete copy of this response is attached to this Complaint as Exhibit 11.
207. In his response, Dr. Meriwether noted that he was still evaluating how to
respond to the investigation and that he could “ultimately conclude that [he] could
not comply with [Defendant Milliken’s] directives due to [his] conscience, ethical or
religious convictions, or [his] views on free speech.” Ex. 11 at 3–4.
208. In addition, Dr. Meriwether reminded Defendant Milliken of his sincerely
held religious beliefs as a Christian and explained how those beliefs impacted issues
related to gender identity. Ex. 11 at 4.
209. Dr. Meriwether also summarized the accommodation he had proposed and
how Defendant Milliken had rejected it. Ex. 11 at 4.
210. Dr. Meriwether then inquired whether he would be allowed to refer to all
students by their last names alone and continue to use sex-based pronouns, rather
than pronouns reflecting a student’s self-asserted gender identity. Ex. 11 at 4.
211. Dr. Meriwether explained that he was not sure this accommodation would be
acceptable to him, as it would undermine the educational environment he strived to
achieve in his classroom, but he asked if it would comply with University policy. Ex.
11 at 4.
212. On February 26, 2018, Defendant Milliken replied, explaining that under
Defendants’ Nondiscrimination Policies, Dr. Meriwether had two choices: “calling
every student in your classes by his/her last name or by his/her first name.” Ex. 11 at
2.
213. As Defendant Milliken did not address the use of pronouns, Dr. Meriwether
reiterated this question on March 1, 2018. Ex. 11 at 1–2.
214. Specifically, Dr. Meriwether asked: “Would the policy prevent me from using
26

biologically correct pronouns when referencing other students, as long as I addressed
the student in question using first or last name and refrained from using pronouns?”
Ex. 11 at 2.
215. On March 12, 2018, Defendant Milliken replied: “Every student needs to be
treated the same in all of your classes. In other words, the policy seeks to ensure that
what is done for one student is done for all to avoid issues of discrimination. This
regards names, pronoun usage, and most any other matter.” Ex. 11 at 1.
216. In sum, Defendant Milliken indicated that Dr. Meriwether would violate
Defendants’ Nondiscrimination Policy (1) if he referred to Doe using masculine
pronouns; or (2) if he stopped using pronouns in reference to Doe but continued to use
sex-based pronouns for all other students; or (3) if he referred to transgender students
by their name of choice but continued to refer to all other students by their last names
and titles (i.e., “Mr.,” “Ms.,” “Miss,” or “Mrs.”).
217. Thus, with respect to names, Defendant Milliken indicated that Dr.
Meriwether had only two choices if he wanted to comply with Defendants’
Nondiscrimination Policies: (1) stop referring to students by their last names and
titles, thereby altering the pedagogical environment in his classroom; or (2) use titles
that refer to each student’s self-asserted gender identity, which would require him to
violate his conscience and sincerely held religious beliefs.
218. Thus, with respect to pronouns, Defendant Milliken indicated that Dr.
Meriwether had only two choices if he wanted to comply with Defendants’
Nondiscrimination Policies: (1) stop using pronouns altogether, which is
unreasonable and impossible, especially given the Socratic teaching style that he
uses; or (2) use pronouns that refer to each student’s self-asserted gender identity,
which would require him to violate his conscience and sincerely held religious beliefs.
219. On the same day, Dr. Meriwether sent a letter to the University’s president
and Defendant Bauer, asking them to suspend the investigation. A true, accurate,
27

and complete copy of this letter is attached to this Complaint as Exhibit 12.
220. In this letter, Dr. Meriwether recounted Doe’s demands and threatening
behavior, his efforts to reach an accommodation with Defendant Milliken, and her
refusal to agree to any arrangement that would allow Dr. Meriwether to follow his
religious convictions. Ex. 12 at 2–3.
221. Dr. Meriwether also explained how launching this investigation violated the
Collective Bargaining Agreement, as there was no sufficient basis for the
investigation. Ex. 12 at 3.
222. Later that day, Defendant Bauer responded, refusing to suspend the
investigation. Ex. 12 at 1.
223. Upon information and belief, Defendant Bauer consulted with the
University’s president before responding to Dr. Meriwether.
224. Upon information and belief, Defendant Bauer acted at the instruction or
with the approval of the University’s president when he responded to Dr. Meriwether.
225. On April 12, 2018, Defendant Johnson submitted the results of her
investigation to Defendant Milliken. A true, accurate, and complete copy of her
investigation report, as updated on May 9, 2018, is attached to this Complaint as
Exhibit 13.
226. Defendant Johnson’s investigation involved interviewing just four witnesses,
including Doe and Dr. Meriwether. Ex. 13 at 1–2.
227. Defendants Johnson and Shoemaker and their staff never interviewed any
non-transgender students from Dr. Meriwether’s class as part of the investigation so
as to get a more disinterested perspective on the environment in that class.
228. Upon information and belief, Defendants Johnson and Shoemaker and their
staff interviewed only students that Doe recommended.
229. Defendants Johnson and Shoemaker and their staff never asked Dr.
Meriwether to recommend any potential witnesses they could interview.
28

230. Defendant Johnson concluded that Dr. Meriwether’s “disparate treatment
has created a hostile environment” for Doe, thereby violating both of Defendants’
Nondiscrimination Policies. Ex. 13 at 1, 4.
231. Upon information and belief, Defendants Johnson and Shoemaker consulted
with Defendant Pierce in conducting their investigation and in preparing Defendant
Johnson’s investigation report.
232. Upon information and belief, Defendants Johnson and Shoemaker acted at
the instruction or with the approval of Defendant Pierce in conducting their
investigation and in preparing Defendant Johnson’s investigation report.

2. Defendants Formally Charge Dr. Meriwether
233. On April 18, 2018, Defendant Milliken notified Dr. Meriwether that she was
pursuing a “formal charge” against him. A true, accurate, and complete copy of
Defendant Milliken’s charge notice is attached to this Complaint as Exhibit 14.
234. In this charge notice, Defendant Milliken explained to Dr. Meriwether that,
according to the investigation, “your disparate treatment of the complainant in your
class has caused a hostile environment.” Ex. 14 at 1.
235. On April 21, 2018, Dr. Meriwether e-mailed Defendants Shoemaker,
Johnson, and Milliken, requesting additional documentation and correcting factual
inaccuracies in Defendant Johnson’s investigation report. A true, accurate, and
complete copy of this e-mail is attached to this Complaint as Exhibit 15.
236. On May 8, 2018, Dr. Meriwether sent Defendant Milliken an e-mail
responding to a timeline of events included in Defendant Johnson’s investigation
report, which he had not received until April 27, 2018. A true, accurate, and complete
copy of this e-mail is attached to this Complaint as Exhibit 16.
237. In this e-mail, Dr. Meriwether elaborated further on his beliefs regarding
gender identity, reiterated his objection to being forced to communicate a message he
does not believe and that conflicts with his religious beliefs, and responded to some
29

misleading statements in Defendant Milliken’s timeline. Ex. 16 at 1.
238. On May 29, 2018, Defendant Milliken issued a report, setting forth her
findings after the formal investigation of Dr. Meriwether. A true, accurate, and
complete copy of her report is attached to this Complaint as Exhibit 17.
239. In her report, Defendant Milliken concluded that because Dr. Meriwether
refused to refer to Doe as a woman, he had violated Defendants’ Nondiscrimination
Policies. See Ex. 17 at 2 (“Because Dr. Meriwether repeatedly refused to change the
way he addressed Ms. [Doe] in his class due to his views on transgender people, and
because the way he treated Ms. [Doe] was deliberately different than the way he
treated others in his class, I found that he effectively created a hostile environment
for Ms. [Doe]. This is a direct violation of Policy No. 5.01REV.”).
240. Defendant Milliken recommended punishing Dr. Meriwether by issuing a
written warning. See Ex. 17 at 2 (“[I]n order to ensure a safe educational experience
for all students, I propose the formal action of a written warning being placed in Dr.
Meriwether’s personnel file.”).
241. On June 1, 2018, Dr. Meriwether sent Defendant Bauer an e-mail correcting
Defendant Milliken’s mischaracterizations of his actions towards Doe. A true,
accurate, and complete copy of this e-mail is attached to this Complaint as Exhibit
18.
242. Dr. Meriwether explained to Defendant Bauer that “this whole controversy
arose because I was treating [Doe] precisely the same as I treat all other students.
Regardless of his gender identity, [Doe] is biologically male, and I referred to him the
same way as I refer to all other biologically male students.” Ex. 18 at 1.
243. Dr. Meriwether went on to note that he only started to refer to Doe differently
in an effort to accommodate Doe’s request, that he never treated Doe differently in
any other way, and that Doe’s “access to educational benefits and opportunities was
never jeopardized.” Ex. 18 at 1.
30

244. On June 14, 2018, Defendant Bauer agreed with Defendant Milliken that Dr.
Meriwether had violated Defendants’ Nondiscrimination Policies. A true, accurate,
and complete copy of his decision is attached to this Complaint as Exhibit 19.
245. In agreeing with Defendant Milliken, Defendant Bauer approved her
recommended disciplinary action and asked her to “provide [him] with a letter of
warning that will be placed in [Dr. Meriwether’s] personnel file.” Ex. 19 at 2.

3. Defendants Sanction Dr. Meriwether & Impose a Speech Code
246. On June 22, 2018, Defendant Milliken issued the written warning to Dr.
Meriwether. A true, accurate, and complete copy of her warning is attached to this
Complaint as Exhibit 20.
247. Defendant Milliken’s warning reiterated that Dr. Meriwether had violated
Defendants’ Nondiscrimination Policies. Ex. 20 at 1.
248. Defendant Milliken warned Dr. Meriwether to change the way he addresses
transgender individuals “to avoid further corrective actions.” Ex. 20 at 1.
249. On June 25, 2018, Defendant Bauer formally notified Dr. Meriwether of
Defendant Milliken’s warning via e-mail. A true, accurate, and complete copy of this
e-mail is attached to this Complaint as Exhibit 21.

4. Defendants Affirm Their Disciplinary Actions & Speech Code
250. On July 2, 2018, Dr. Meriwether submitted a grievance request to the Union,
outlining provisions of the Collective Bargaining Agreement that Defendants violated
in disciplining him for his expression. A true, accurate, and complete copy of Dr.
Meriwether’s grievance request is attached to this Complaint as Exhibit 22.
251. During an August 1, 2018, conversation with Dr. Meriwether, Dr. Poirot
warned that if additional students filed complaints with the administration, Dr.
Meriwether would likely be fired or suspended without pay.

252. On August 16, 2018, the Union submitted a formal grievance on Dr.
Meriwether’s behalf. A true, accurate, and complete copy of this formal grievance is
31

attached to this Complaint as Exhibit 23.
253. In this grievance, Dr. Meriwether asked the University to vacate the
disciplinary action taken against him and to allow him to continue speaking
consistent with his religious beliefs. Ex. 23 at 4.
254. On August 22, 2018, Dr. Poirot and Dr. Meriwether met with Defendant
Bauer to discuss the grievance.
255. Defendant Bauer, as provost, was the first official who would review Dr.
Meriwether’s grievance.
256. At the meeting, Dr. Poirot attempted to explain how Defendants’ disciplinary
action against Dr. Meriwether imperiled his ability to live consistent with his
sincerely held religious convictions, his academic freedom, and his free speech rights.
A true, accurate, and complete copy of Dr. Poirot’s account of this meeting is attached
to this Complaint as Exhibit 24.
257. Defendant Bauer repeatedly interrupted Dr. Poirot, clearly indicating that
he had no interest hearing Dr. Meriwether’s grievance.
258. When Dr. Poirot outlined the religious beliefs that Dr. Meriwether and his
church hold and how Defendants’ disciplinary actions would force Dr. Meriwether to
violate those teachings, Dr. Poirot noted that Defendant Bauer “openly laughed.” Ex.
24 at 1.
259. By laughing, Defendant Bauer displayed open hostility towards Dr.
Meriwether and his religious beliefs.
260. During the meeting, Dr. Poirot again inquired as to whether Dr. Meriwether
would be complying with Defendants’ Nondiscrimination Policies if he (1) referred to
all students by their self-asserted gender identity and (2) placed a disclaimer in his
syllabus, noting that he was doing so under compulsion and setting forth his personal
and religious beliefs about gender identity.
261. Defendant Bauer dismissed this approach, indicating that even this would
32

violate Defendants’ Nondiscrimination Policies.
262. Defendant Bauer’s conduct throughout the meeting was so uncooperative
that Dr. Poirot “was not able to present the grievance.” Ex. 24 at 2.
263. Sometime after this meeting, Dr. Poirot again warned Dr. Meriwether that
he could be fired if he continued to refuse to refer to Doe as female. Thus, he cautioned
Dr. Meriwether to change his expression while the grievance process unfolded, saying
that otherwise Dr. Meriwether was running an unnecessary financial risk.
264. On September 5, 2018, Defendant Bauer e-mailed Dr. Meriwether stating, “I
am denying your grievance.” A true, accurate, and complete copy of this e-mail,
including the attached decision and rationale, is attached to this Complaint as
Exhibit 25.
265. On September 6, 2018, Dr. Meriwether appealed Defendant Bauer’s decision
to the University’s president.
266. Shortly thereafter, the University’s president resigned and Defendant Bauer
was appointed interim president.
267. As a result, Defendant Bauer would be reviewing as interim president his
own decision made as provost.
268. On September 14, 2018, Dr. Poirot and Dr. Meriwether met with Mr. David
Zender and Mr. Michael McPhillips, Defendant Bauer’s representatives, to discuss
the grievance. A true, accurate, and complete copy of Dr. Poirot’s notes from this
meeting are attached to this Complaint as Exhibit 26.
269. On October 4, 2018, Defendant Bauer issued his decision on Dr. Meriwether’s
grievance in his role as interim president. A true, accurate, and complete copy of his
decision as interim president is attached to this Complaint as Exhibit 27.

270. Defendant Bauer denied Dr. Meriwether’s grievance and adopted Mr.
Zender’s recommended decision. Ex. 27 at 11.
271. Defendant Bauer erroneously claimed that “this is not a hostile environment
33

claim.” Ex. 27 at 13.
272. In saying this, Defendant Bauer contradicted Defendant Johnson’s
investigation report, Ex. 13 at 1, 4; Defendant Milliken’s charge notice, Ex. 14 at 1;
and Defendant Milliken’s report outlining her findings after the investigation, Ex. 17
at 2.
273. Defendant Bauer erroneously claimed that Dr. Meriwether “refused to stop
singling out [Doe] because of her gender identity.” Ex. 27 at 13.
274. In reality, Dr. Meriwether offered to accommodate Doe by referring to him by
whatever name Doe preferred.
275. Dr. Meriwether never singled out Doe for any reason, including his self-
asserted gender identity.
276. Defendant Bauer concluded that Dr. Meriwether discriminated against Doe
based on gender identity. Ex. 27 at 13.
277. However, Defendant Bauer never explained how Dr. Meriwether’s expression
“denie[d] or limit[ed] [Doe’s] ability to obtain the benefits of Shawnee State’s
programs or activities.” Ex. 27 at 13.
278. Defendant Bauer concluded again that Dr. Meriwether had violated
Defendants’ Nondiscrimination Policies. Ex. 27 at 13.
279. Defendant Bauer concluded that he could not grant Dr. Meriwether’s
requested religious accommodation because “it is conceivable that SSU employs or
may in the future employ faculty members with sincerely held religious beliefs that,
e.g., one national origin is superior to another national origin, or one sex is inferior to
the other sex.” Ex. 27 at 13.
280. That is, Defendant Bauer dismissed Dr. Meriwether’s request for
accommodation of his religious beliefs by equating them with those of hypothetical
racists and sexists. Ex. 27 at 13.
281. In so doing, Defendant Bauer displayed open hostility to Defendant
34

Meriwether’s religious beliefs.
282. Defendant Bauer also concluded that Dr. Meriwether would still violate
Defendants’ Nondiscrimination Policies if he were to refer to students by their self-
asserted gender identity and include a disclaimer in his syllabus setting forth his
personal and religious beliefs on the subject. Ex. 27 at 13.
283. With respect to names, Defendant Milliken had given Dr. Meriwether only
two choices if he wanted to comply with Defendants’ Nondiscrimination Policies, and
Defendant Bauer now gave him the same two choices: (1) stop referring to students
by their last names and titles, thereby altering the pedagogical environment in his
classroom; or (2) use titles that refer to each student’s self-asserted gender identity,
which would require him to violate his conscience and sincerely held religious beliefs.
284. With respect to pronouns, Defendant Milliken had given Dr. Meriwether only
two choices if he wanted to comply with Defendants’ Nondiscrimination Policies, and
Defendant Bauer now gave him the same two choices: (1) stop using pronouns
altogether, which is unreasonable and impossible, especially given the Socratic
teaching style that he uses; or (2) use pronouns that refer to each student’s self-
asserted gender identity, which would require him to violate his conscience and
sincerely held religious beliefs.

F. Effect of Defendants’ Unconstitutional Actions on Dr. Meriwether
285. Defendants’ Nondiscrimination Policies and their enforcement of those
policies burden Dr. Meriwether’s constitutional rights for multiple reasons.
286. The warning letter in his personnel file constitutes a formal disciplinary
action that has been taken against him. Ex. 4 at 109–10.
287. Multiple individuals familiar with the disciplinary process for faculty at the
University have repeatedly warned Dr. Meriwether that he could be fired or

suspended without pay if he does not comply with Defendants’ Nondiscrimination
Policies.
35

288. For example, Dr. Burns told Dr. Meriwether that a warning letter is the first
step in the Defendants’ disciplinary process, but after that, Defendants do not have
to use all other disciplinary actions.
289. Instead, Dr. Burns told Dr. Meriwether that, after issuing a warning letter,
Defendants could immediately fire Dr. Meriwether for any subsequent violations.
290. Now that Defendants have placed a warning letter in Dr. Meriwether’s
personnel file, any further complaint regarding how he communicates on issues
related to gender identity could result in his immediate suspension without pay or
his termination.
291. Because of this threat, Dr. Meriwether has not discussed issues related to
gender identity or transgenderism when he otherwise would have done so.
292. For example, Dr. Meriwether has in the past included a presentation
regarding transgenderism and gender identity in his Ethics class.
293. In addition, issues related to gender identity and transgenderism often arise
in the class discussion in his Political Philosophy classes.
294. In addition, issues related to gender identity and transgenderism are serious
matters of public concern that interest many students. They also lie at the heart of
the distinction between modern and premodern modes of thoughts and our deepest
political divisions. Thus, they would naturally arise in class discussions in many (if
not all) of Dr. Meriwether’s classes.
295. In all of these settings, Dr. Meriwether has declined to discuss substantively
issues related to gender identity and transgenderism, has steered class discussions
to avoid them, and has refused to address these issues when students have raised
them.
296. Dr. Meriwether has assiduously avoided these issues because, now that he
has a warning letter in his personnel file, discussing these issues could result in his
immediate suspension without pay or termination.
36

297. As a result, Dr. Meriwether cannot address a high profile issue of public
concern that has significant philosophical implications (e.g., illustrating how modern
society no longer treats the physical body and its purposes and functions as normative
for human behavior and examining whether this philosophical shift is well-grounded
or beneficial for the individual and society).
298. Last, having a letter of warning in his file will make it difficult, if not
impossible, for Dr. Meriwether to obtain a position as an adjunct, professor,
instructor, consultant, or administrator at another institution once he retires from
the University.
STATEMENTS OF LAW
299. At all times relevant to this Complaint, each and all of the acts and policies
alleged herein were attributed to Defendants who acted under color of a statute,
regulation, or custom of the State of Ohio (i.e., under color of state law and authority).
300. Defendants knew or should have known that they were violating Dr.
Meriwether’s constitutional and contractual rights by:
a. Subjecting Dr. Meriwether to disciplinary action because he spoke in a
way that communicated his beliefs regarding gender identity;
b. Disciplining Dr. Meriwether by placing a warning letter in his personnel
file that threatens further disciplinary action if he engages in “any such
behaviors” in the future;
c. Compelling Dr. Meriwether to speak in a way that affirms and recognizes
as true the idea that a person can change his or her gender or identify
differently than his or her sex;
d. Prohibiting Dr. Meriwether from living and speaking in a way that is
consistent with his religious beliefs and punishing him when he tried to
do so;
e. Refusing to grant Dr. Meriwether a religious accommodation;
37

f. Disciplining Dr. Meriwether in violation of the Collective Bargaining
Agreement.
301. The policies and practices that led to the violation of Dr. Meriwether’s
constitutional and contractual rights remain in full force and effect.
302. Dr. Meriwether is suffering irreparable harm from Defendants’
Nondiscrimination Policies and the way those policies have been enforced.
303. Dr. Meriwether has no adequate or speedy remedy at law to correct the
deprivation of his rights by Defendants.
304. Defendants’ actions and policies, as set forth above, do not serve any
legitimate or compelling state interest and are not narrowly tailored to serve any
such interests.
305. Defendants’ Nondiscrimination Policies and related practices are not
narrowly tailored as applied to Dr. Meriwether because Dr. Meriwether’s expression
does not implicate any of the legitimate interests Defendants might have.
306. Unless the policies and conduct of Defendants are enjoined, Dr. Meriwether
will continue to suffer irreparable injury.
307. Under 42 U.S.C. §§ 1983 and 1988, Dr. Meriwether is entitled to appropriate
relief invalidating Defendants’ challenged policies and related conduct.

FIRST CAUSE OF ACTION
Violation of Plaintiff’s First Amendment Right to Freedom of Speech
Retaliation
(42 U.S.C. § 1983)
308. Plaintiff repeats and realleges each of the allegations contained in
paragraphs 1–307 of this Complaint.
309. By punishing and threatening to punish Dr. Meriwether for expressing his
views regarding gender identity both in and out of the classroom, Defendants have
retaliated and are retaliating against Dr. Meriwether for exercising his First
Amendment rights.
38

310. When Dr. Meriwether communicated his views regarding transgenderism
through his choice of titles and pronouns in his interactions with students and in his
classroom, he was speaking on a matter of public concern, engaging in speech related
to teaching and scholarship, and engaging in expression the First Amendment protects.
311. Dr. Meriwether’s interest, as a professor at a public university, in discussing
matters of public concern in the context of teaching and scholarship outweighs
Defendants’ interest in the efficient provision of services.
312. Dr. Meriwether’s speech on matters of public concern in the context of
teaching and scholarship never prevented Defendants from efficiently providing
services to the public (or even threatened to do so).
313. Defendants’ Nondiscrimination Policies, their enforcement of those policies,
and their threatened future enforcement of those policies would deter a person of
ordinary firmness from exercising his right to free speech in the future.
314. Defendants have enforced their Nondiscrimination Policies against Dr.
Meriwether and threaten to do so in the future at least in part because of the views
he has expressed on matters of public concern in the context of teaching and
scholarship, expression that the First Amendment protects.
315. Defendants subjected Dr. Meriwether to discipline and threaten to do so
again in the future due to the content and viewpoint of Dr. Meriwether’s speech.
policies violate Dr. Meriwether’s right to free speech as guaranteed by the First
Amendment to the United States Constitution.

SECOND CAUSE OF ACTION
Content & Viewpoint Discrimination
(42 U.S.C. § 1983)
39

views regarding gender identity both in and out of the classroom, Defendants have
engaged in content and/or viewpoint discrimination in violation of the First
Amendment.
319. Defendants’ Nondiscrimination Policies require officials to evaluate the
content and viewpoint of faculty expression to determine whether it constitutes
discrimination or harassment and whether it creates a hostile environment.
320. Defendants considered the content and viewpoint of Dr. Meriwether’s
expression when they decided to enforce their Nondiscrimination Policies against him
and they threaten to do so again if he continues to express his views.
321. Defendants’ Nondiscrimination Policies confer unbridled discretion upon
University officials to discriminate based on content or viewpoint.
322. Defendants exercised this unbridled discretion when they punished Dr.
Meriwether for expressing his views regarding gender identity.
policies are unconstitutionally overbroad because they restrict a significant amount
of constitutionally protected speech.
324. The overbreadth of Defendants’ Nondiscrimination Policies chills the speech
of Dr. Meriwether, who seeks to engage in protected expression in his interactions
with students on campus and in the classroom.
325. Dr. Meriwether’s expression regarding gender identity is protected by the
First Amendment.
326. By placing a written warning in his personnel file for allegedly violating their
Nondiscrimination Policies, Defendants have punished Dr. Meriwether for engaging

in expression the First Amendment protects.
40


THIRD CAUSE OF ACTION
Compelled Speech
(42 U.S.C. § 1983)
329. By punishing and threatening to punish Dr. Meriwether for refusing to
communicate a University-mandated ideological message regarding gender identity
both in and out of the classroom, Defendants have attempted and are attempting to
compel Dr. Meriwether’s speech, in violation of his rights under the First
Amendment.
policies compel Dr. Meriwether to communicate messages about gender identity that
he does not hold, that he does not wish to communicate, and that conflict with (and
for him to violate) his religious beliefs.

FOURTH CAUSE OF ACTION
Violation of Plaintiff’s First Amendment Right to Free Exercise of Religion
(42 U.S.C. § 1983)
333. By punishing and threatening to punish Dr. Meriwether for exercising his
sincerely held religious beliefs in the way he discusses issues regarding gender
identity both in and out of the classroom, Defendants have violated and are violating
his right to free exercise of religion under the First Amendment.
334. Dr. Meriwether’s views and expression related to gender identity are
motivated by his sincerely held religious beliefs, are avenues through which he
41

exercises his religious faith, and constitute a central component of his sincerely held
religious beliefs.
335. Expressing the University’s mandated message regarding gender identity
would require Dr. Meriwether to violate his sincerely held religious beliefs.
336. Defendants’ Nondiscrimination Policies and related practices are neither
neutral nor generally applicable but allow Defendants to target religious expression
and activities specifically and to express hostility to such expression.
337. Defendants’ Nondiscrimination Policies and related practices are neither
neutral nor generally applicable because they represent a system of individualized
assessments.
338. Defendants’ Nondiscrimination Policies and related practices are
underinclusive, prohibiting some expression while leaving other expression equally
harmful to the University’s asserted interests unprohibited.
339. Defendants’ Nondiscrimination Policies and related practices burden several
of Dr. Meriwether’s constitutional rights, including his rights under the First
Amendment (e.g., freedom of speech, freedom from retaliation, free exercise of
religion), the unconstitutional conditions doctrine, and the Fourteenth Amendment
(e.g., due process and equal protection).
340. Defendants violated Dr. Meriwether’s right to free exercise of religion when
they applied their Nondiscrimination Policies to discipline Dr. Meriwether for
communicating his views on issues related to gender identity and to compel him to
communicate views on those same subjects that violate his religious beliefs, and they
continue to do so by threatening to punish him if he continues to communicate his
beliefs or if he continues to refuse to communicate views on those same subjects that

violate his religious beliefs.
policies violate Dr. Meriwether’s right to free exercise of religion as guaranteed by
42

the First Amendment to the United States Constitution.

FIFTH CAUSE OF ACTION
Violation of Plaintiffs’ Right to be Free from Unconstitutional Conditions
(42 U.S.C. § 1983)
343. By conditioning Dr. Meriwether’s status as a professor in good standing at
the University (and ultimately his employment at the University) on his willingness
to surrender various constitutional rights, Defendants have imposed and are
imposing an unconstitutional condition on him in violation of his First Amendment
rights.
policies impose an unconstitutional condition upon faculty members’ right to free
speech and their receipt of state benefits (e.g., avoiding disciplinary actions up to and
including termination, remaining a professor at a public university).
policies require faculty members to surrender their constitutionally protected rights
to freedom of speech, free exercise of religion, due process, and equal protection to
avoid disciplinary actions up to and including termination.
346. Defendants enforced their Nondiscrimination Policies against Dr.
Meriwether, making it clear that he can only avoid further disciplinary action if he
surrenders his constitutionally protected rights to freedom of speech, free exercise of
religion, due process, and equal protection.

policies violate Dr. Meriwether’s right to be free from unconstitutional conditions.
SIXTH CAUSE OF ACTION
Violation of Plaintiff’s Fourteenth Amendment Right to
Due Process of Law
(42 U.S.C. § 1983)
43

349. By punishing and threatening to punish Dr. Meriwether under vague and
overbroad policies for his expression in and out of the classroom, Defendants have
violated and are violating Dr. Meriwether’s right to due process of law under the
Fourteenth Amendment.
350. Defendants’ Nondiscrimination Policies and related practices are overbroad
because they encompass a substantial amount of constitutionally protected speech.
351. Dr. Meriwether’s expression regarding gender identity is protected by the
First Amendment.
352. By placing a written warning in his personnel file for allegedly violating their
Nondiscrimination Policies, Defendants have punished Dr. Meriwether for engaging
in expression the First Amendment protects.
353. Defendants’ written warning to Dr. Meriwether, issued under the authority
of their Nondiscrimination Policies, threatens to punish him if he engages in a wide
variety of constitutionally protected expression in the future in violation of Dr.
Meriwether’s right to due process of law under the Fourteenth Amendment.
unconstitutionally vague because they grant University officials unbridled discretion
in deciding what constitutes “gender identity” and “gender identity discrimination,”
because they utilize terms that are inherently subjective and elude any precise or
objective definition that would be consistent from one official, professor, or student to
another, because they are incapable of providing meaningful guidance to Defendants
and other University officials, and because they force professors to guess whether
expression that the First Amendment protects is in fact allowed on campus.

355. The lack of objective criteria, factors, or standards in Defendants’
Nondiscrimination Policies and related practices renders these policies and practices
unconstitutionally vague and in violation of Dr. Meriwether’s right to due process of
44

law under the Fourteenth Amendment.

SEVENTH CAUSE OF ACTION
Violation of Plaintiff’s Fourteenth Amendment Right to
Equal Protection of the Law
(42 U.S.C. § 1983)
views regarding gender identity both in and out of the classroom when they would
not punish professors who express opposite views on those same subjects, Defendants
have violated and are violating Dr. Meriwether’s right to equal protection of the law
under the Fourteenth Amendment.
358. Dr. Meriwether is similarly situated to other professors at the University.
359. Defendants take no disciplinary action against professors who support and
endorse the concepts of gender identity, but they take disciplinary action against
professors, like Dr. Meriwether, who refuse to endorse those concepts.
360. Defendants’ Nondiscrimination Policies have also been applied to
discriminate intentionally against Dr. Meriwether’s rights to freedom of speech, right
to be free from compelled speech, free exercise of religion, right to be free from
unconstitutional conditions, and right to due process of law. Thus, discriminatory
intent is presumed.
361. Defendants’ Nondiscrimination Policies and related practices burden Dr.
Meriwether’s fundamental rights, target a suspect class (i.e., religion), and have no
rational basis.
underinclusive, prohibiting some expression while leaving other expression equally
harmful to the University’s asserted interests unprohibited.
363. Defendants applied their Nondiscrimination Policies and related practices to
45

Dr. Meriwether in a discriminatory and unequal manner, granting other professors
the right to express their views on issues related to gender identity while denying
that right to Dr. Meriwether, in violation of Dr. Meriwether’s right to equal protection
of the law under the Fourteenth Amendment.

EIGHTH CAUSE OF ACTION
Violation of Plaintiff’s Rights of Conscience and Free Exercise of Religion
(Ohio Const. Art. I § 7)
365. By punishing and threatening to punish Dr. Meriwether for exercising his
sincerely held religious beliefs according to the dictates of his own conscience in the
way he discusses issues regarding gender identity both in and out of the classroom,
Defendants have violated and are violating his right to free exercise of religion under
the Article I § 7 of the Ohio Constitution.
366. The religious convictions Dr. Meriwether expressed and with which he
sought to live in accordance are sincerely held religious beliefs.
367. Defendants have infringed on Dr. Meriwether’s right to engage freely in his
religious practices by enforcing their Nondiscrimination Policies to force him to
express views on gender identity that conflict with his religious beliefs and that force
him to violate his conscience and religious convictions by expressing their preferred
views on gender identity.
368. Defendants’ Nondiscrimination Policies and related practices do not serve
any government interests of sufficient magnitude to override Dr. Meriwether’s right
to live out the dictates of his faith according to his own conscience.
policies violate Dr. Meriwether’s right to free exercise of religion as guaranteed by
Article I § 7 of the Ohio Constitution.
46

NINTH CAUSE OF ACTION

Breach of Contract
371. Under Ohio law, the Collective Bargaining Agreement between the Shawnee
Education Association and the University represents an enforceable contract between
the University and Dr. Meriwether.
372. Throughout his career at the University, Dr. Meriwether had substantially
performed his duties under the Collective Bargaining Agreement and had not
materially breached that Agreement.
373. By subjecting Dr. Meriwether to a formal investigation even though none of
the contractual conditions were met and then subjecting him to disciplinary actions
under their Nondiscrimination Policies, Defendants breached the Collective
Bargaining Agreement.
374. By subjecting Dr. Meriwether to disciplinary action under their
Nondiscrimination Policies for expression that is protected by academic freedom (as
contractually defined) and the First Amendment, Defendants breached the Collective
375. Defendants have no legal excuse for these breaches of the Collective
PRAYER FOR RELIEF
WHEREFORE, Plaintiff respectfully requests that this Court enter judgment
against Defendants and provide Plaintiff with the following relief:
A. A declaratory judgment that Defendants’ Nondiscrimination Policies and
related practices violate Dr. Meriwether’s rights under the First and/or
Fourteenth Amendments as applied;
B. A declaratory judgment that Defendants’ Nondiscrimination Policies and
related practices, by including “gender identity” as a protected characteristic,
47

violate Dr. Meriwether’s rights under the First and/or Fourteenth Amendment
facially;
C. A preliminary and permanent injunction prohibiting Defendants, their agents,
officials, servants, employees, and any other persons acting on their behalf
from enforcing Defendants’ Nondiscrimination Policies to prohibit Dr.
Meriwether from expressing his views regarding gender identity or to punish
him for expressing those views, including addressing and referring to students
based on their biological sex;
D. A preliminary and permanent injunction ordering Defendants, their agents,
officials, servants, employees, and any other persons acting on their behalf to
purge Dr. Meriwether’s personnel file of any reference to the punishment they
imposed on him for expressing his views regarding gender identity, including
the June 22, 2018, written warning;
E. Plaintiff’s reasonable attorneys’ fees, costs, and other costs and disbursements
in this action pursuant to 42 U.S.C. § 1988; and
F. All other further relief to which Plaintiff may be entitled.
48

Respectfully submitted this 5th day of February, 2019.7
/s/ Travis C. Barham

DAVID A. CORTMAN* THOMAS W. KIDD, JR.
Georgia Bar No. 188810 Ohio Bar No. 0066359
TRAVIS C. BARHAM* KIDD & URLING, LLC
Arizona Bar No. 024867 8913 Cincinnati-Dayton Road
Georgia Bar No. 753251 West Chester, Ohio 45069
ALLIANCE DEFENDING FREEDOM Telephone: (513) 733–3080
1000 Hurricane Shoals Rd. NE, Ste. D-1100 Facsimile: (513) 577–7393
Lawrenceville, Georgia 30043 [email protected]
Telephone: (770) 339–0774
Facsimile: (770) 339–6744 TYSON C. LANGHOFER*
[email protected] Arizona Bar No. 032589
[email protected] JONATHAN M. LARCOMB*
Virginia Bar No. 47274
ALLIANCE DEFENDING FREEDOM
440 1st Street, NW, Ste. 600
Washington, D.C. 20001
Telephone: (202) 393–8690
Facsimile: (202) 347–3622
[email protected]
* Admitted pro hac vice. [email protected]
Attorneys for Plaintiffs
DEMAND FOR TRIAL BY JURY
Plaintiff demands a trial by jury for all issues so triable herein.

TRAVIS C. BARHAM
Attorney for Plaintiffs

7 The original version of this document was filed on January 28, 2019.
49

CERTIFICATE OF SERVICE
I hereby certify that on the 5th day of February, 2019, I filed a true and accurate
copy of the foregoing document with the Clerk of Court using the CM/ECF system,
which automatically sends an electronic notification to the following attorneys of
record:
RORY P. CALLAHAN
Principal Assistant Attorney General
Employment Law Section
ANNA M. SEIDENSTICKER
Principal Assistant Attorney General
Employment Law Section
30 East Broad Street, 23rd Floor
Columbus, Ohio 43215
Telephone: (614) 644–7257
Facsimile: (614) 752–4677
[email protected]
[email protected]
[email protected]
HANNAH STONEBURNER
Associate Assistant Attorney General
Education Section
30 East Broad Street, 16th Floor
Columbus, Ohio 43215
Telephone: (614) 644–7250
Facsimile: (614) 644–7634
[email protected]
Attorneys for Defendants
ADAM G. UNIKOWSKY
JENNER & BLOCK LLP
1099 New York Avenue, NW
Suite 900
Washington, DC 20001
Telephone: (202) 639–6000
Facsimile: (202) 639–6066
[email protected]
SHANNON P. MINTER
ASAF ORR
CHRISTOPHER F. STOLL
NATIONAL CENTER FOR LESBIAN RIGHTS
870 Market Street Suite 370
San Francisco, California 94102
Telephone: (415) 392–6257
Facsimile: (415) 392–8442
[email protected]
[email protected]
51

[email protected]
Attorneys for Proposed Defendant-Intervenors

Respectfully submitted on this the 5th day of February, 2019.

Travis C. Barham
Attorney for Plaintiffs
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Case: 1:18-cv-00753-SJD-KLL Doc #: 34 Filed: 02/05/19 Page: 1 of 52 PAGEID #: 1457

IN THE UNITED STATES DISTRICT COURT

PLAINTIFF’S FIRST AMENDED VERIFIED COMPLAINT (REDACTED)

Complaint against Defendants, hereby states as follows:

professors and students, a debate that is often reflected in an individual speaker’s

University (“University”)—use a myriad of different policies to silence, censor, and

restrict those who express ideas to which they or others object.

2. Seeking to participate in this marketplace, Dr. Nicholas Meriwether became

a philosophy professor at the University. As such, he desires to help students seek

as a woman because he identified as such and threatened to have Dr. Meriwether

4. Unsatisfied, the student complained to the University. Rather than allowing

ideological message. Continuing in their role as the self-appointed grammar police,

exercise of religion, have violated the unconstitutional conditions doctrine, have

Rights Act of 1871, 42 U.S.C. § 1983.

U.S.C. §§ 1331 and 1343.

8. This Court has authority to award the requested damages pursuant to 28

costs and attorneys’ fees under 42 U.S.C. § 1988.

herein pursuant to 28 U.S.C. § 1367.

Shawnee State University (hereinafter collectively, “Trustee Defendants”), a public

expression at the University, including the policies challenged herein.

the University, including the policies governing faculty members.

14. Each of the Trustee Defendants is responsible for the enactment,

amendment, and repeal of Board of Trustee policies, including those challenged

authority to change and enforce the policies challenged herein.

governing faculty to comply with constitutional mandates.

18. None of the Trustee Defendants have instructed University personnel,

policies are applied to faculty members, including Dr. Meriwether.

assumed that position on September 14, 2018.

21. As interim president, Defendant Bauer is the chief executive, educational,

and administrative officer of the University.

23. Defendant Bauer’s duties include, among others, authorizing, executing,

enforcing, and implementing the policies governing faculty members at the

University and overseeing the operation and management of the University.

24. As interim president, Defendant Bauer directly oversees Defendant Pierce.

policymaking authority concerning faculty members at the University.

27. As interim president, Defendant Bauer possesses the authority and

responsibility for governing, overseeing, and disciplining faculty members at the

those policies to comply with constitutional mandates.

regarding the policies challenged herein.

31. Defendant Bauer has confirmed, sanctioned, approved, and ratified

University officials’ application of the policies challenged herein to Dr. Meriwether in

a discriminatory and retaliatory fashion.

ment of English and Humanities.

Complaint, the Chair of the Department of English and Humanities at the

and regulating faculty in the Department of English and Humanities at the

38. Defendant Pauley’s duties include overseeing Dr. Meriwether.

and enforce the University policies challenged herein.

the Title IX Coordinator at the University.

and compliance efforts.

42. Defendant Pierce’s duties include overseeing Defendants Shoemaker and

Complaint, a Deputy Title IX Coordinator at the University.

Complaint, a Deputy Title IX Coordinator at the University.

46. Defendants Bauer, Milliken, Pauley, Pierce, Shoemaker, and Johnson,

herein against Dr. Meriwether.

disciplinary actions, and impose disciplinary actions on faculty at the University.

48. In executing their respective responsibilities, Defendants Bauer, Milliken,

policies challenged herein and applying them to Dr. Meriwether.

policies are enforced to comply with constitutional mandates.

Defendants and the University president.

expression, including the following (hereinafter collectively, “Defendants’

Nondiscrimination Policies”), portions of which Dr. Meriwether challenges:

a. Defendants’ Non-Discrimination and Sexual Harassment Policy, a true,

accurate, and correct copy of which is attached to this Complaint as Exhibit

b. Defendants’ policy entitled Reporting & Investigating Sexual Assault,