Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Employment Law & Compliance
  3. Cussing Cheerleader Wins Supreme Court Free Speech Case
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

Cussing Cheerleader Wins Supreme Court Free Speech Case

Ruling creates headaches for public schools dealing with social media messages

June 24, 2021 | Lisa A. McGlynn, Matthew W. Burris and Sarah J. Moore © Fisher Phillips

Cheerleaders holding pom poms during a football game.


By an 8-to-1 vote, the U.S. Supreme Court affirmed that public schools might have an interest in regulating student speech, but the leeway the First Amendment grants to schools is diminished in the off-campus context. 

Accordingly, given the specific facts presented in Mahanoy Area School District v. B.L., the court held that the school district violated a student's rights when it suspended her from its junior varsity cheerleading squad based on a crude Snapchat post. This decision is especially important in today's environment where social media and digital communications blur what is and is not considered on-campus speech.  

Years of Litigation

In 2017, the student, a then 14-year-old high school honor student and cheerleader at Mahanoy Area School District, posted a message—or "snap"—to Snapchat. For context, Snapchat is a mobile application that allows users to send messages to specific individuals that are accessible for short periods of time (generally under 10 seconds) and that self-delete after 24 hours.

Frustrated that she had been relegated to another year on the junior varsity squad, the student posted a photo of her and a friend's upraised middle fingers with the text "f-ck school f-ck softball f-ck cheer f-ck everything" superimposed on the image. She posted the snap on a Saturday, while at a local convenience store, and not while she was participating in a school activity. She posted a follow-up snap just afterwards that read: "Love how me and [my friend] get told we need a year of jv before we make varsity but that doesn't matter to anyone else?"—bemoaning the fact that a rising freshman had made the varsity squad and would skip junior varsity entirely.  

These snaps were available to the student's "friends" on her social media account but not the general public. However, some of the student's Snapchat "friends" were fellow cheerleaders. One of those cheerleaders, the daughter of a squad coach, came across the student's snaps, took screen shots of them, and brought them to the cheerleading coaches' attention. The following week, students (cheerleaders and non-cheerleaders) commented to the cheerleading coaches that they believed the snaps were inappropriate. The coaches then suspended the student from the cheerleading squad for one year for violating team rules—rules she agreed to abide by—that prohibited foul language and inappropriate gestures "at games, fundraisers, and other events" as well as "any negative information regarding cheerleading, cheerleaders or coaches placed on the internet."

The student's parents appealed to the school board, which declined to get involved. So, the student—through her parents since she was a minor—filed suit for declaratory and injunctive relief in the U.S. District Court for the Middle District of Pennsylvania claiming the school's actions violated her rights to free speech under the First Amendment. The trial court entered a preliminary injunction against the school in 2017, immediately reinstating the student to the JV cheerleading squad. She would later make the varsity squad her junior and senior years. The trial court ultimately entered summary judgment in favor of the student, finding that the school district had violated her First Amendment Rights. 

Lower Court's Decision

The school district appealed the decision, arguing that online speech should be considered on-campus speech regardless of where it physically occurred so long as it mentioned the school, teachers or administrators; was shared with or accessible by students; or otherwise reached the school environment. These factors should be enough, it argued, to find the speech occurred "within the school context."

But the 3rd U.S. Circuit Court of Appeals agreed with the student and the lower court, ruling that public-school students have the same rights to free speech as everyone else. While public schools perform important, delicate and highly discretionary functions, it said, there are none that they may perform outside the limits of the Bill of Rights. As a result, while public schools have heightened authority to regulate student speech, they are also expected to scrupulously protect the speech rights of its students, lest the free mind be "strangled at its source" or students be taught to discount important governmental principles as "mere platitudes."

The 3rd Circuit acknowledged that discerning and enforcing the line separating "on-campus" from "off-campus" speech "has been tricky from the beginning" and made more difficult by student use of social media and other forms of online communications. Still, relying on circuit court precedent analyzing online speech, the 3rd Circuit "easily concluded" that the student's speech fell outside of the school context. For example, it was not made in a "school sponsored" forum, did not "bear the imprimatur" of the school, and did not involve a school owned or operated online platform. Rather, the speech was made off-campus, on the weekend, and shared on a social media platform unaffiliated with the school district. While it mentioned the school and reached school district students and officials, the 3rd Circuit held that those "few points of contact" were not enough to render the speech "on-campus."

Noting that the school district testified from the very beginning that the student's suspension was based on her "profanely referencing cheerleading, not because of any possibility of disruption," the appeals court found that the school district had not established a reasonable expectation of a substantial disruption and could not justify her suspension under the groundbreaking Tinker v. Des Moines Independent Community School District Supreme Court case from 1969 (examining the issue of student protests during the Vietnam War). Given the facts of the case, the foregoing analysis arguably should have ended the matter. However, the 3rd Circuit went further and held that Tinker was inapplicable to student speech occurring outside school-owned, school-operated, or school-supervised channels and that was not reasonably described as bearing the school's imprimatur. 

Supreme Court Disagrees but Affirms

On appeal, the Supreme Court affirmed the 3rd Circuit's judgment but disagreed with its reasoning, stating that "the special characteristics that give schools additional license to regulate student speech do not always disappear when a school regulates speech that takes place off-campus." The court provided several examples of "off-campus behavior" that "may" call for school regulation, such as "serious or severe bullying or harassment targeting particular individuals; threats aimed at teachers or other students; the failure to follow rules concerning lessons, the writing of papers, the use of computers, or participation in other online school activities; and breaches of school security devices, including material maintained within school computers." Accordingly, it rejected the 3rd Circuit's reasoning that Tinker was never applicable in the off-campus context. 

Noting that the line between on-campus and off-campus speech did not lend itself to a list of exceptions or "carveouts" to the 3rd Circuit's holding as to Tinker's applicability, the court described three features that often distinguish school efforts to regulate student speech: (1) a school "will rarely stand in loco parentis when a student speaks off campus;" (2) from the student speaker context, school regulation of off-campus speech, coupled with regulation of on-campus speech, includes all the speech a student utters in a day, meaning "courts must be more skeptical of a school's efforts to regulate off-campus speech; and (3) while the school may have an interest in regulating disruptive, obscene, or speech bearing its imprimatur (like a school newspaper), it also "has in interest in protecting a student's unpopular expression" because schools are "nurseries of democracy." Taken together, these features "mean that the leeway the First Amendment grants to schools" is diminished when it comes to student off-campus speech. 

With that foundation, the court quickly resolved the matter on its particular facts.

First, it found that the student's snaps deserved First Amendment protection because, while crude and perhaps vulgar, they did not amount to fighting words or obscenity.

Further, her snaps appeared outside of school hours, from a location outside the school, did not identify the school or target any member of the school community with vulgar or abusive language, and were transmitted through her personal cellphone to an audience consisting of her private circle of Snapchat friends. As a result, there was no reason to believe her parents had delegated to the school the right to control her behavior at an off-campus location or on a Saturday.

Finally, the court found "no evidence in the record of the sort of 'substantial disruption' of a school activity or a threatened harm to the rights of others" that might have justified the school's action under Tinker.

Accordingly, it affirmed the 3rd Circuit's judgment that the school district violated the student's First Amendment rights.

What Does this Mean for K-12 Schools?

Today's ruling applies only to public schools. Going forward, public schools should be cautious in its regulation of student speech. Today's decision requires that school officials understand the line between on-campus and off-campus student speech. This will not be an easy task, as this line is and has always been difficult to determine. However, the court's opinion provides new guidance for this analysis.

In addition, public schools should look to their policies and procedures as to student speech, which may require revision following today's decision. Schools should also be mindful that restrictions or punishments for speech deemed too harsh—particularly those related to student protests—are likely to attract substantial negative media attention, even if they may be constitutionally permissible. Accordingly, the fact that any such actions could result in unwanted attention for your school and faculty should be taken into consideration when determining a best course of action.

Lisa A. McGlynn is an attorney with Fisher Phillips in Tampa, Fla. Matthew W. Burris is an attorney with Fisher Phillips in Irvine, Calif. Sarah J. Moore is an attorney with Fisher Phillips in Cleveland, Ohio. © 2021 Fisher Phillips. All rights reserved. Reposted with permission.  

Employee Relations
Employment Law & Compliance
Policies and Practices

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

Workplace Compliance Newsletter

Summaries of legal decisions, legislative news and regulatory news, delivered Friday afternoons.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM India
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Contact Us

SHRM India Corporate Information
Email: shrmindia@shrm.org
Phone: (1)800.103.2198
WhatsApp: +919810503727

Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now