A former school employee claims she was fired shortly after reporting concerns about a student’s health and welfare, raising questions about workplace retaliation and employee rights in the public education system. The complaint was filed by Dakota Murphy in the United States District Court for the Middle District of North Carolina on March 31, 2026, naming Moore County Schools as the defendant.
According to the filing, Murphy worked as an Exceptional Children Teacher Assistant at Crain’s Creek Middle School within Moore County Schools from August 2024 until her termination in October 2025. She alleges that after she reported issues regarding a student’s hygiene and hunger—such as arriving at school smelling strongly of urine and feces, appearing extremely hungry, and possessing a mold-covered water bottle—she faced adverse employment actions including being reported to Child Protective Services (CPS), removal from campus, and eventual termination.
Murphy states that she initially raised her concerns with the classroom teacher before contacting the school social worker when no action was taken. She later sent an email to both parties and administration requesting guidance on how to assist the student. In response, EC Teacher Sean Finkbeiner instructed her in writing that “both must stay in their lane.”
The complaint details that on or about October 8, 2025, Murphy attended a meeting with Interim Principal Shuris Campbell where she was informed of an impending CPS report. CPS conducted an investigation on October 15, 2025, but determined that allegations against Murphy were unfounded.
The document also describes an incident involving Murphy and her daughter inside the classroom which school administration characterized as corporal punishment of a student. Murphy maintains that the child involved was her own daughter and not another student under her professional care.
On October 8, 2025—the same day as the meeting regarding CPS—Murphy says she was told to surrender her badge and keys and was escorted from campus. She reports being informed for the first time during this meeting that she was “on probation,” despite never having received written documentation or prior notice of such status.
Murphy references a performance evaluation dated June 8, 2025, in which she received ratings of “Meets Standard” in most categories with only three areas marked as “Needs Improvement.” The evaluation did not recommend dismissal; instead it suggested another evaluation should be conducted within sixty working days if improvement was needed—a step Murphy says did not occur before her removal from campus.
After being removed from campus but before official termination on October 21, 2025, Murphy received conflicting information about her employment status. Andrea Burton from Moore County Schools’ central office reportedly told Murphy she had not been terminated and could return to work at any time. However, coworkers began contacting Murphy asking if she had been fired—a situation Murphy says caused reputational harm.
The complaint further outlines loss of employment benefits resulting from termination including health insurance coverage, retirement contributions, accrued leave, and an employer-provided $10,000 life-insurance policy. Additionally, Murphy claims Moore County Schools paid out her annual leave balance without receiving a required written request from her—a move she argues deprived her of using or retaining that leave.
Murphy asserts three main legal claims: retaliation for engaging in protected activity by reporting student welfare concerns; First Amendment retaliation for speaking on matters of public concern; and violation of due process under the Fourteenth Amendment for being placed on probation and terminated without meaningful opportunity to respond or prior notice despite having recently received a satisfactory evaluation.
In communications with Human Resources Director Dr. Pamela Patterson following these events, Murphy requested time to seek legal counsel before further meetings but says she faced pressure to make immediate decisions regarding resignation versus termination. According to the complaint, Dr. Patterson gave Murphy until specific deadlines to either resign—with certain conditions—or face formal dismissal proceedings.
Ultimately unable to secure confirmation regarding how her record would be classified or what references would be provided if she resigned voluntarily—and given short response deadlines—Murphy did not submit a resignation before receiving notice of dismissal on October 21.
As relief from the court, Murphy seeks back pay and lost wages; compensatory damages; restoration of improperly paid-out leave; compensation for loss of life insurance coverage; front pay or reinstatement; attorney’s fees; costs; and any further relief deemed appropriate by the court.
Attorneys referenced in related documents include Brian K Leonard Esq., representing Dakota Murphy as Charging Party Representative during EEOC proceedings. The case is identified as Civil Action No. VAGCNA2945 (Case 1:26-cv-00295).
Source: 126cv00295_Murphy_v_Moore_County_Schools_Complaint_Middle_District_North_Carolina.pdf
