Kathy McCord worked in Indiana schools for 37 years, the final 25 of those years spent as a counselor at Pendleton Heights High School, which is a part of the South Madison Community School Corporation. By all standards, she was the ideal teacher for a district to retain—experienced, committed, and deeply ingrained in the community. Then, in September 2021, McCord’s relationship with her employers started to deteriorate after the district implemented a Gender Support Plan through mandatory staff training.

According to court documents, the policy included procedures for hiding a student’s desired name change from parents if the student requested it, and it permitted students to ask staff for different names and pronouns. The plan’s terms listed expressing religious objections to the policy as a form of discrimination, and employees were expected to comply. McCord expressed her worries to herself. She identifies as a Christian who holds that there is a God-made difference between male and female. According to reports, her supervisors informed her that she would have to compromise her religious convictions in order to maintain her employment.

An interview was requested in November 2022 by a journalist from The Daily Signal, a publication affiliated with the Heritage Foundation, who was looking into the school’s gender policies. Speaking with the reporter, McCord verified the accuracy of the data he had previously gathered regarding the policy. She also admitted that parents were not being informed about the district’s policies. When the journalist published his piece, the community responded quickly and significantly. A few days later, parents flocked to a school board meeting to voice their worries about the specifics of the policy. Three months later, on March 9, 2023, McCord’s contract was terminated by a 7-0 vote of the school board.

The board’s justification was that McCord had given the publication access to internal documents and made false claims that harmed the district’s reputation. According to McCord’s legal team at Alliance Defending Freedom, she was punished for exercising her right as a public employee to speak on a topic of community concern on her own time.

In May 2023, she filed a lawsuit alleging violations of the First Amendment, the Fourteenth Amendment, and Indiana’s Religious Freedom Restoration Act. Judge Richard Young of the U.S. District Court partially sided with the district in August 2025, finding that McCord’s speech had been made in her capacity as a school employee rather than as a private citizen—a crucial legal distinction under First Amendment law. Her claims to free speech were essentially dismissed by that decision. However, when the parties reached their settlement on April 14, 2026, her arguments regarding religious freedom remained valid.

The way the South Madison district presents the results has been carefully considered. Officials stated in a public statement that they were certain they would have won the remaining claims at trial and that they decided to settle in order to save time and avoid the inconvenience that would have resulted from continuing the lawsuit. They haven’t acknowledged any wrongdoing. Writing a $195,000 check is a statement in and of itself about how confident someone truly wants to be in a courtroom, even though that framing is standard legal language and the district may sincerely believe it.

Observing the number of cases like this gives one the impression that something important is changing in the way school employment disputes involving parental and religious concerns are settled. A different lawsuit was settled last month by the Brownsburg Community School Corporation in Indiana, which paid $650,000 to a former music teacher who quit rather than use the preferred pronouns of transgender students. Despite school districts’ public claims to the contrary, Alliance Defending Freedom handled both cases, which resulted in sizable settlements. The ADF is prevailing. The districts are making the payment. Furthermore, it is becoming more difficult to write off the pattern as a coincidence.

In a statement, McCord said that she is more satisfied with the way the law has changed as a result of the settlement than she is with the money. A state law requiring schools to notify parents when students request name or pronoun changes was passed by Indiana lawmakers in the years following her dismissal, directly addressing the type of confidential policy the district had been enforcing. Regardless of the final ruling of any employment court, South Madison can no longer function as it did in 2021. That is, in a sense, a more lasting result than any verdict.

Almost three years passed during the lawsuit. The district lost $195,000 in public funds and possibly much more in terms of community trust. McCord’s years of service are lost. During those last years at Pendleton, she served as a counselor to students who went on without her. The human cost of decisions like the one the school board made in 2023 usually falls on everyone involved, regardless of the legal merits of each side’s position. These decisions rarely end as amicably as a joint stipulation of dismissal might suggest.

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