Twentysomething years ago, a few months after completing my PhD, I got a phone call from my mentor in Asian theatre, who, upon learning my job search wasn’t going as well as I might have hoped, asked if I wanted to teach a couple sections of the university’s Eastern Civilizations course. I asked if I was really qualified to teach such a course. His response: “You know something, and you can read.”
Based largely on his recommendation, I got an interview for the position. I made no attempt to conceal my ignorance of a lot of what I’d be teaching. But the department had struggled with grad students who had lost control of their classrooms, and I’d taught full-time for ten years before entering the doctoral program; I got the job. The head of the Eastern Civ program closed the interview with “There are some books in my office you’ll want to read before you start.” I knew something, and I could read.
That’s relevant to my consideration of the recent ruling of the Fourth Circuit Court of Appeals in Porter v. Board of Trustees of North Carolina State University, in which a tenured faculty member claimed to have been punished for arguing against certain initiatives undertaken by his department. I’m no lawyer, so there’s some legalese I’m not so sure about, and I have no interest in chasing down all the precedents cited by either the majority or the dissent to see if they really say what these judges say they say. But I know something and I can read.
More to the point, one of the texts I taught in that Eastern Civ course was Confucius’s Analects, which I had to get to know a lot better than I did previously in order to teach it to someone else. One of the central tenets of Confucian thought was his argument against having too many laws, as no one could possibly predict all the various special circumstances surrounding every dispute. Context matters; timing matters; motives matter. Confucius’s solution was to turn everything over to a wise counselor (like him) who would weigh all the relevant elements on a case by case basis. That’s not the way our justice system works, nor would it be practical, but it’s easy to see its appeal… in theory, at least.
Significantly, Confucius’s reservations about laws’ inability to anticipate all the possible combinations of circumstances are the first cousin if not the sibling of what Jack Marshall of Ethics Alarms calls the “ethics incompleteness principle,” which asserts that there “are always anomalies on the periphery of every normative system, no matter how sound or well articulated.”
An extension of this is that what is lawful and what is just are related but inevitably not identical concepts. The problem is magnified when it’s not just the law, but previous court decisions, that are ambiguous. Where, for example, does the First Amendment’s guarantee of free expression leave off and an employer’s desire for a congenial and (generally speaking) united workplace begin? Does it matter if the employer is a government agency? If it’s a university? If the alleged miscreant has tenure? If the place is just a little awkward as opposed to a war zone? Is academic freedom a relevant concern? The answer to the first question appears to be “well, it depends”; all of the seemingly disjunctive questions would appear to be best answered by “sort of.”
The basic facts are these: Stephen Porter teaches statistics in the Department of Leadership, Policy and Adult & Higher Education at North Carolina State University. He claims to have been punished—not fired, exactly, but ostracized and placed in a situation which could likely result in his position being retrenched—for being outspoken about what he perceived to be an abandonment of “rigorous methodological analysis in favor of results-driven work aimed at furthering a highly dogmatic view of ‘diversity,’ ‘equity,’ and ‘inclusion.’”
Porter says that three moments between 2016 and 2018 are at the center of his claim. The first came in the spring of 2016, when he objected to the addition of a question about diversity on student evaluation forms because he believed the question to be insufficiently researched.
The second occasion was two years later, when he sent an email to departmental colleagues linking to an article in Inside Higher Ed which criticized a departmental search led by Alyssa Rockenbach. Porter appended the comment, “Did you all see this? … This kind of publicity will make sure we rocket to number 1 in the rankings. Keep up the good work, Alyssa!”
In a subsequent meeting with Penny Pasque, then the department chair, Porter argued that Rockenbach had “cut corners” in vetting a candidate “out of a desire to hire a Black scholar whose work focused on racial issues.” (That candidate, by the way, had been fired from his previous position for financial misconduct.)
That fall, Porter published a brief blog piece entitled “ASHE Has Become a Woke Joke.” His commentary concluded, “I prefer conferences where 1) the attendees and presenters are smarter than me and 2) I constantly learn new things. That’s why I stopped attending ASHE several years ago and switched to AEFP.” [ASHE is the Association for the Study of Higher Education; AEFP is the Association for Education Finance and Policy.]
Finally, that fall, the department considered hiring a new faculty member. Pasque changed what was originally scheduled as a meeting of the HEPA (the Higher Education Program Area) faculty to discuss the candidate, and, with only a small number of faculty present in a virtual meeting, proposed that Porter leave HEPA.
Feeling ambushed, Porter responded, “Give me a fucking break, folks. I was the one who said [the potential hire] should come. And now I’m the bad guy because I don’t want to leave Higher Ed for a non-existent program area.” This, of course, led to further tensions, including a reprimand for his language. Things escalated from there, and Porter was involuntarily removed from HEPA and de facto prevented from having advisees because of “lack of collegiality” and complaints from graduate students (that would be a grand total of two of the sixty grad students, by the way).
Porter claimed his comments were protected speech, and that the university violated his First Amendment rights; he sued the university and several individuals. The university saw things otherwise. The Fourth Circuit, by a vote of 2-1, agreed with the university. Unsurprisingly, for different and predictable reasons, both FIRE (who had filed an amicus brief on Porter’s behalf) and Jonathan Turley disagreed.
Here’s where my “knowing something” becomes relevant. Curmie has no opinion about whether the relevant precedent is Pickering v. Board of Education or Garcetti v. Ceballos, but he does know how universities operate. Let’s start with a couple of points that clearly work against Porter.
First, the chances that he’s an asshole as opposed to merely someone whose political stances the administration doesn’t like is quite high. He says his response to that student evaluation question was “was amicable in tone, although perhaps embarrassing” to the person presenting the proposal. That’s clearly a subjective, self-serving, and retrospective view (not discounting the possibility that it’s also accurate).
And sending a taunting email to a colleague who has been embarrassed in a national publication, especially when the anonymous source for the article is quite likely to be Porter himself, is more than a little unprofessional. Copying the rest of the department only aggravates the situation.
Secondly, Porter’s blog post did indeed damage the reputation of the university, even if he has a point, since it led to a rebuttal from the president of an important professional organization in the field in her keynote address. The old adage of “don’t shit where you eat” is advice Porter does not seem to have taken to heart.
And it’s pretty clear that Porter did little to mend the fences with his departmental colleagues when warned that failure to do so would have repercussions.
But there are considerations in the other direction, too. (If there are lawyers reading this and Curmie is screwing up the legal arguments, please correct him.) First off, being a curmudgeon is (I trust, given my sobriquet) not illegal, and comments remain protected speech except in specific instances—sedition, incitement, slander, etc. (There’s another exception we’ll come to in a moment.)
The fact that Porter is a tenured faculty member at a state university carries three (count ‘em, three!) protections. 1). Whereas most businesses have the authority to sanction employee speech (“you can say what you want, you just can’t do so and work for us”), there’s a specific exemption for university faculty, at least in certain circumstances. 2). Private enterprises, including universities, have at least some authority to maintain their own rules, provided they are clearly stated and equitably enforced, but state universities do not have this freendom. 3). Tenure brings with it the full degree of academic freedom, which has come to include the ability to criticize the decisions of their administration.
The majority decision rests, apparently, on two foundations. One is that the presumed lack of chronological propinquity between the blog post and the department chair’s response, and between Porter’s outburst in the meeting and his removal from HEPA indicates that the latter is not a direct result of the former. Here’s where quoting Dr. Porter directly (from a different context) seems the appropriate rejoinder: “Give me a fucking break, folks!” Of course it was retaliation. The court’s argument that the time lapse means anything suggests an ignorance of both the way universities operate and, indeed, of human nature. (It also doesn’t speak well for Porter’s legal team.)
The other argument is that Porter was speaking as an employee, and is therefore not entitled to the First Amendment protections he would have as a private citizen. (This is why Elon Musk had the legal right to fire that engineer who told him the truth instead of what he wanted to hear.) Indeed, Porter supposedly said he was “just doing [his] job” in questioning the student evaluation proposal. If nothing else, this comment elicited one of my all-time favorite lines in judicial decisions: in his dissent, Judge Julius N. Richardson writes, “Superman deflects praise by saying that he’s ‘just doing his job,’ even though the citizens of Metropolis never cut him a paycheck.”
In fact, that episode could be interpreted either way. Yes, Porter was acting as an employee in one sense, but as a statistician with a particular interest in this kind of survey, he was employing his particular skills. Does this qualify as his “research,” which would make his speech protected? I’m gonna call this one a wash.
The blog post would seem to meet the requirements of protected speech: it’s written as a private citizen, expressing an opinion on an area of public interest. (I’m interested, and I have no connections, positive or negative, to the organization in question.) Still, the blog does identify Porter as a faculty member at North Carolina State… or at least it does now; I presume it did when the essay was posted. Does that mean he was functioning as an employee? I don’t think so, but one could make the case.
Finally, there’s the business about the new hire and the ensuing brouhaha. Here, there’s no question that Porter was uncivil, but he was certainly provoked. Curmie is pretty certain he never told colleagues to “give me a fucking break,” but substituting “damned” for “fucking” would increase the likelihood he’s uttered that sentence fairly significantly.
Yes, Porter was “uncollegial” at that moment, but Curmie offers the following in response. We’re talking about a one instance (or perhaps two or three, if we include the other incidents) over the period of several years. This does not a pattern make. (Yes, there may have been other incidents that didn’t make it to the court case.)
Collegiality is, of course, a good thing in general terms, and it is essential to some degree in some disciplines: in my field, theatre, for instance, if the director and designers can’t get along, it will indeed affect the work product of the institution. But even here, there’s no need to like each other, just to work collaboratively. I don’t know enough about what people in a Leadership, Policy and Adult & Higher Education department do, but from an outsider’s perspective, it doesn’t seem like any high degree of collegiality would be a sine qua non. Moreover, whereas collegiality is sometimes, probably too often, a consideration as to whether someone gets a promotion, Curmie has never seen it used in what amounts to a demotion.
Finally, and most importantly, there’s an increasingly ominous trend to use “uncollegial” to mean “insufficiently obeisant.” Disagreements are at the center of the academic project. Similarly, the most valuable comments on, for example, Ethics Alarms, aren’t the ones that say “You’re absolutely right, Jack”; they’re the variations on “yeah, but…” or even “I disagree because…” There are some issues on which we’ll never agree, but hearing an articulate rationale for an opinion with which we disagree is how we learn, and that, Gentle Reader, is a good thing.
When Curmie started his career, the concept of “shared governance” was alive and well. It’s now on life support, in danger of flat-lining in the very near future. Administrators are increasingly overpaid relative to faculty, increasingly autocratic, increasingly dismissive of anyone who questions their latest harebrained scheme. And Trustees/Regents/whatever at state universities listen only to the governor who appointed them or, occasionally, to high-ranking administrators; students, faculty, staff, and alumni are ignored… unless, of course, they happen to be rich.
So, where does this leave us in this case? It ought to be self-evident that legal decisions ought to be based on the law, but here the law doesn’t really clarify things very much, as so much depends on definitions that are neither clear nor fixed. But now is when we listen to Confucius and search out the most just solution.
It’s possible that stronger legal case is that of the university. But it’s clear to me, at least, that Dr. Porter is the more aggrieved party. I wouldn’t necessarily relish having him as a colleague, but from my perspective the Fourth Circuit got this one wrong. Of course, Curmie was an opinionated professor who occasionally had the audacity to say out loud that not all decisions emanating from administrators’ offices were divinely inspired, so perhaps he’s not the most unbiased source.
This piece was written as the third installment of “Curmie’s Conjectures” on the Ethics Alarms blog. I have made a couple of minor stylistic changes and corrected a typo or two here, but the argument remains the same. As with earlier such posts, there is much more likely to be discussion there than here; you are welcome to head there... or not.
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