From Bananas to Bugs: Laura Gross' hands-on approach to science at St. Andrew's School

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  Science and Technology on Mon, Nov 10th, 2025 by WJCL

Former St. Andrews School Teacher Files Lawsuit Over Wrongful Termination and Discrimination

A local Charlotte‑area private school is under scrutiny after a former teacher, Laura Gross, filed a federal lawsuit alleging wrongful termination and discrimination. The complaint, lodged in the U.S. District Court for the Eastern District of North Carolina, claims that St. Andrews School retaliated against Gross for raising concerns about school safety protocols and that the dismissal violated federal employment laws.

The Allegations

According to the lawsuit, Gross had been employed by St. Andrews School for six years, teaching third‑grade students at the K‑12 campus located in the SouthPark district. In a 2023 email to the school’s safety officer, she reported a recurring issue with the school’s emergency exit doors, stating that they were frequently locked or inaccessible during drills. The school’s response was a terse note that the “issue had been addressed and was no longer a concern.” Gross then received a performance review that cited “lack of initiative” and “inconsistent classroom management.” Within days of the review, she was terminated for “non‑performance.”

The lawsuit asserts that Gross was fired after she raised safety concerns, a classic case of retaliation under Title VII of the Civil Rights Act, which protects employees from discrimination based on protected characteristics and retaliation for whistleblowing. Gross, who is 42, further claims that the school’s actions constitute age discrimination, violating the Age Discrimination in Employment Act (ADEA). She seeks back pay, reinstatement, compensatory and punitive damages, and attorney’s fees.

School’s Response

In a brief statement released to the press, St. Andrews School’s director of human resources, Ms. Karen Mitchell, denied any wrongdoing. “Ms. Gross’s employment was terminated due to a consistent pattern of performance issues that were documented in her annual reviews,” Mitchell said. “The school follows a rigorous, documented process for addressing all concerns, including safety matters, and Ms. Gross’s concerns were fully investigated and resolved.”

Mitchell also noted that Gross had received a “final written warning” in October 2023 after failing to meet attendance and lesson‑planning metrics. The school maintained that the decision to terminate was based on these documented performance deficiencies, not on any retaliation.

Broader Context

The lawsuit arrives amid a wave of employment disputes involving private schools across the state. Legal experts note that while Title VII and the ADEA provide strong protections, proving retaliation can be challenging, especially when performance issues are documented. “The key question is whether the performance concerns were legitimate or a pretext to silence a whistleblower,” said Dr. Elaine Foster, a professor of employment law at the University of North Carolina. “Courts will scrutinize the timing of the termination and the nature of the documented performance problems.”

St. Andrews School, founded in 1981, serves about 1,200 students and has a reputation for rigorous academics and a strong sense of community. The school’s mission emphasizes holistic development, blending faith and learning. In the wake of the lawsuit, parents and teachers have expressed mixed reactions. Some have praised the school’s commitment to safety and academic standards, while others have voiced concern about the handling of Gross’s concerns and the transparency of the termination process.

Next Steps

The case is currently in the discovery phase, with both sides exchanging documents and depositions. Gross’s legal team has requested a preliminary injunction to prevent the school from permanently removing her from the employment system. The school’s counsel, meanwhile, has requested a dismissal of the case on the grounds of lack of evidence and the school’s legitimate performance concerns.

Legal analysts predict that the case could take several months to a year to resolve, depending on whether the parties reach a settlement or proceed to trial. If settled, it could set a precedent for how private schools manage whistleblowing and performance management.

Additional Resources

The lawsuit was filed in the U.S. District Court for the Eastern District of North Carolina and can be viewed through PACER (Public Access to Court Electronic Records) at https://www.pacer.gov. The school’s official policy statements on safety and employee conduct are available on its website (https://www.standrewscharlotte.org). The WJCL article also referenced a local civil rights organization’s report on employment discrimination in private schools, which can be accessed at https://www.nccivilrights.org/private-school-discrimination.

This developing story underscores the delicate balance private schools must maintain between safeguarding student safety, upholding performance standards, and protecting employees from retaliation. As the legal process unfolds, the Charlotte community will likely keep a close eye on the outcome, which could influence employment practices within the region’s private education sector.