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In Cleveland Board of Education v. Loudermill (1985), the Supreme Court specified the right of educational employees to some kind of pretermination notice as part of due process that must be given as part of educational performance assessment. In addition to notice of the intended action and the rationale for that action, board officials must also afford school employees a chance to present their side of the issue. This entry discusses Loudermill, the Court's opinion, and its impact.

Facts of the Case

Loudermill involves a security guard named James Loudermill, who was hired by the Cleveland Board of Education in 1979 after completing an application form on which he indicated that he had never been convicted of a felony. When board officials learned that Loudermill had, in ...

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