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In Cleveland Board ofEducation v. Loudermill,t the United States Supreme Court sought to put to rest a troublesome issue in its due process jurisprudence. Loudermill was a security guard for the Cleveland Board of Education. He was fired from his job because he lied on his job application. Although previously convicted of grand larceny, Loudermill stated on his application that he had never been convicted of a felony. The Cleveland Board of Education subsequently gave Loudermill an opportunity to explain his conduct in an appeal before the Cleveland Civil Service Commission. The Commission upheld the dismissal.

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