Applying Pressure to Obscure the Truth: A Cautionary Case Study—Elton Gallegly v. California Lutheran University

Introduction

A version of this blog post was also submitted to The Chronicle of Higher Education in response to the article, The 774 Words That Helped Sink a Presidency in the May 7, 2025 issue of The Chronicle.

Full disclosure: I’ve known the former President of Cal Lutheran University (CLU), Lori Varlotta, for most of my professional life in higher education. I worked with her at my Alma Mater, California State University, Sacramento, where she was VP of Student Affairs; consulted on two short-term projects for Hiram College when she was President there; and kept in touch with her since. In a phone conversation in the last 18 months or so she mentioned she was facing challenges in her then-current Presidency at CLU. She didn’t go into detail—we had plenty else to catch up on—and I thought little of it: senior administrators face challenges constantly.

Very recently, Dr. Varlotta’s challenges at CLU were the subject of a highly substantive article published in the Chronicle of Higher Education. The article, peppered with quotes and passages from primary sources, prompted me to learn more: not only because of my connection to and respect for Dr. Varlotta, but because of my interest in campus governance and politics. I’m an English professor who has served in department- and campus-wide leadership roles. Though I am no expert in the aforementioned issues, I try to stay informed.

After reading the attachments linked to the Chronicle article, accessing some of the court documents, and perusing the articles and letters published by the local press, I thought of my students. Immediately, conversations I’ve had with them when campus controversies are covered in the student newspaper came to the forefront of my mind. When something is happening on campus and part of the story seems missing, I ask my students: “Where is the pressure coming from?”

Asking that question myself is how I got curious with the situation involving Dr. Varlotta stepping down from the CLU presidency: where did the pressure come from? As you’ll read here—as you can deduce for yourself from many publicly available materials, as I did—the answer to “whence the pressure?” is clear, and to me, disturbing. When I heard Dr. Varlotta was facing challenges at CLU, I expected them to be run-of-the-mill: budgetary, perhaps based on enrollment or tuition or fees, perhaps focused on where to make cuts, perhaps ideological related to all that, but certainly with students at the center.

Not so.

In “unpacking” this saga for interested readers, I draw heavily from (and attach) two resources: the PowerPoint used by CLU’s attorneys in their closing argument (Varlotta is one of three named “defendants”) and an Exhibit containing emails, letters, and other communication obtained via the court discovery process. I found these and other court “data” fascinating.

Summary of the Gallegly Case

Dr. Varlotta became the central target of a multimillion-dollar legal case that former Congressman Elton Gallegly and his wife, Janice, waged for four years against the small, private institution in Thousand Oaks, CA. At the heart of the lawsuit is the claim that CLU is contractually obligated to display a replica of Galleglys Washington, D.C. office and to digitize his congressional papers, neither of which are required by the underlying agreements (see slides #3, 7, 39, and 40 in the Defendants’ Closing Argument Presentation, or DCAP).

Testimony and court documents provide evidence that the Galleglys worked to turn the court of public opinion specifically against Dr. Varlotta. For more than three years, the Galleglys and their associates maintained a smear campaign to pressure the university into meeting their demands and to discredit its leaders for refusing to do so (see DCAP slides #91–98 and Exhibits 1–18 in the Combined Exhibits file).

The Gallegly Center and Its Programs

In 2018, CLU constructed a 1,500-square-foot annex to the University Library to house the Elton and Janice Gallegly Center for Public Service and Civic Engagement. The facility, built at a cost of approximately $600,000, was largely funded by one-time gifts. For the first few years, it included a replica of Galleglys Washington, D.C. office on display (DCAP slide #57).

From the start of the relationship with CLU in 2013—which long predated Dr. Varlotta’s tenure at the University, which is obvious but worth noting—the Galleglys had pledged to help raise at least $3 million to offer and endow the Center’s programs. The proposed programs included a speaker series to foster public discourse and a fellowship program to attract high-caliber students to CLU’s Master of Public Administration program. The endowment was intended to cover the speakers’ series and fund tuition for the fellows (slides #71, 74, and 76). No endowment funds were ever raised.

Office Comes out; Archives Go In

With no funding in place and Gallegly Center programs paused, university leaders jointly (slides #58-60)—not Varlotta unilaterally—decided, in 2021, to remove the replica office. The space that formerly held the furniture was repurposed to safely house the 450-box archival collection donated by the Galleglys (DCAP slide #53). This decision was made to comply with the two contracts signed by university and the Galleglys in 2013 and 2017. While the contracts explicitly mentioned preserving and cataloging archive materials, neither included a single mention of a displaying any replica office.

During the first phase of the trial, witnesses for both parties testified that the moves the university made were directly in line with its contractual obligation to preserve, catalog, and maintain the collection for scholarly use (DCAP slides #25, 37–47). But the Galleglys own archival expert goes one step further. Under oath, he states that the former “office space” is the most appropriate location for the collection (slide #61).

Since its installation, the archive has been made fully accessible to students, faculty, and researchers, although few, if any students have accessed it for research (slide #53).

The Push to Digitize

Despite the physical archive being preserved and accessible, the Galleglys insisted that the university digitize the entire collection—yet another demand that was never promised or contractually required (slides #42–44). Although lack of contractual stipulation is one reason for not having digitized the collection, equally important is a more straightforward factor: cost. Digitizing such archives is expensive. As an example, during the court proceedings, a presidential library expert testified that after 36 years, only 1% of Ronald Reagan’s papers have been digitized, underscoring how unreasonable it would be to expect a small private university to digitize a congressional archive of this size (DCAP slide #48).

A Misinformation Campaign to Influence Public Opinion

Because of their dissatisfaction with the university’s moves, the Galleglys engaged two heavy-hitting PR firms and a group of volunteers in a three-year letter-writing and media campaign. The Galleglys and their associates convinced dozens of supporters to sign their names to and submit letters containing misinformation and unfounded accusations to local newspapers. In addition, unsubstantiated complaints were filed with the California Attorney General’s office, alleging that CLU had committed not only a breach of contract, but a “breach of trust” with the Galleglys. This notion of a “trust” is a complicated legal issue, but the court has sided with the defendants and found that there is no trust, and hence, no breach of trust in this case. After reading the tome of court documents, it would be difficult to argue against this conclusion: the campaign was meant not only to influence but to mislead the public by providing partial information and making unfounded accusations against the university and its president (see Exhibits 1–18). What the Galleglys asked solicited letter writers to sign their names to differed from what the Galleglys stated under oath.

The court documents reveal, in no uncertain terms, that the criticisms by the Galleglys and their supporters’ were directed mostly at Dr. Varlotta—the first female president of CLU. She assumed office in 2020, years after the contracts associated with this case were signed. Nonetheless, she was the focal point for their attacks. Testimony and emails show that Janice Gallegly, along with a group of volunteers—James Lacey, David Shechter, and Kevin McNamee—worked to undermine her leadership from the start. Attached emails confirm that this group worked tirelessly to create such a negative community buzz that the Board of Regents would fail to inaugurate their first woman president (Exhibits 14–17).

A President Steps Aside

After enduring years of an intentional and sustained campaign to damage her credibility—with the collateral effect of making most of the other parts of her job all but impossible—Dr. Varlotta stepped down as president in May 2024. Her decision was made in the interest of the university following a period during which the campaign’s impact on her reputation became too great to ignore. She continues to serve the university as its Distinguished Professor of Higher Education Leadership.

Institutional Damage

The damage extended beyond Dr. Varlotta. Even Elton Gallegly himself acknowledged that the public campaign negatively affected CLU’s fundraising efforts (DCAP slides #91–92). Records from public relations firms estimate that just one phase of the negative campaign against Dr. Varlotta and the University reached over 14 million people. The prolonged legal battle has cost the university and its insurance providers millions in legal fees and administrative expenses. The cost of the reputational damage is impossible to calculate. And so far, no one has made any attempt to address those damages.

A Cautionary Tale for University Fundraisers

The consequences of this case offer a cautionary tale for advancement professionals in higher education. As private colleges and public universities across the country increasingly look to donors to offset shrinking revenues, it seems necessary for them to weigh the benefits and risks of all potential gifts. It also seems prudent for advancement staff to be wary of donors who want a lot of strings attached to the gift or repeatedly change their mind about what a successful partnership looks like. Universities might even consider “out clauses” in case a donor’s expectations evolve into demands that are neither grounded in legal agreements nor feasible to meet. When legacy-building becomes a driving force, as it appears to have been the case with Elton Gallelgy, the result can be conflict that diverts attention and resources away from students and a university’s mission.

I would not be writing this article if the reputation of a friend and colleague wasn’t damaged so unjustly by all of this: all of this, which is ridiculously ancillary to any University’s mission, especially at this moment in higher education in America. Yes, there are lessons to be learned. University and donor expectations must be aligned and codified; any changes in expectations must be officially captured, recorded, and agreed upon so that newcomers to the university are not left in the dark. There appears to have been major mistakes made in these areas that predate Dr. Varlotta’s presidency. She was the one, however, who paid the price for them. Hence, this story illustrates something much more concrete than contracts and donors: the personal damage and institutional fallout that can result when individuals bring power to bear. “Pressure” equals “power” in this story. It seems likely this pressure won’t resurrect a replica of a 1987-2013 Washington D.C. office, nor send a score of PDFs to a cobwebbed corner of a library server.

Beyond Fundraising—Life Lessons

I have contemplated using this situation as a real-life case study in one of my first-year composition classes. I would ask students to comb through the publicly available evidence before arriving to or articulating any conclusions. Then, I would expect at least a couple observant, grounded students to ask questions about the materials, especially the many letters to the editor published in the local newspapers. They might ask: “Why did so many people buy into this? How come no one asked, at least publicly, what is the truth in this case?”

Surely, educators would agree that those are good questions. The entire media campaign—and much regarding the allegations of the plaintiffs—telegraph an agenda rather than a pursuit of truth. The court materials show that the agenda was “supported,” repeatedly by opinions, misinformation, and incomplete understanding of the issues. At least, I hope they were those things, and not conscious lies.

Rumor mills fueled by political supporters helped produce these poorly-founded opinions and arguments, gave them currency, and spread them. But what is even more troubling is that members of a university community seemingly allowed the disregard for the truth (or even curiosity) to proliferate. It is disheartening that in this CLU case, not even members of academia and those close to it sought to pursue, publish, and prioritize “truth” over accusation, opinion, and personal ego.

We live in a world where garnering e-story “hits” and social media “likes” draws readers in. But such responses are not the measures of effective University operations and governance work. University faculty, staff, administrators, and board members should hold ourselves to a higher standard of engagement; we must model ways to inquire about and investigate complex situations so that we are informed agents not reactive pawns.

Legal Outcomes and Lasting Impact

In December 2024, after reviewing extensive evidence, the trial judge in Ventura County reversed an earlier position and delivered a significant win for CLU in the first phase of the trial. Around that same time, Dr. Varlotta requested a public apology from the Galleglys, James Lacey, David Shechter, and Kevin McNamee for the reputational harm they collectively inflicted via their media campaign. None of them agreed to that request.

The next phase of the case is scheduled for jury trial in Ventura County Superior Court in the summer of 2025. Even if another court “win” is delivered to Varlotta and CLU the damage of the pressure applied by the Galleglys and allies is not easily undone.

Alan Haslam

Faculty -English

Diablo Valley College

University Presidents Need to Be Strong Fundraisers

Why Fundraising Matters Now More Than Ever

Being a university president is not just about overseeing campus operations. With declining state support in most parts of the country, federal grants in question, and ever-increasing personnel costs, presidents need to bring in extramural money to support their college’s mission. All of this makes fundraising one of the most important parts of most university presidencies.

Given the above, presidents today are expected to raise millions each year. If they don’t, the college risks falling behind. Programs, services, scholarships, and even daily operations depend on this work.

I’ve worked in fundraising for 25 years as a development officer, an associate vice president for advancement, and the senior advancement officer. As I reflect on those roles, I can see how much they prepared me for the Lake Erie College presidency that I now hold.

A Look Back: Hiram College

For sixteen years, I worked in Hiram College’s advancement area. For six of those years, I served as the Vice President of Advancement under President Lori Varlotta. During that time, the two of us partnered closely to bolster the College’s fundraising totals —and keep them growing.

When I arrived, the college brought in less than $4-5 million a year. Together with President Varlotta and a small advancement team, we raised that number to $10-14 million annually. We hit those goals five years in a row, setting records each of those years. One of the many meaningful projects I worked on was raising funds to enhance the college’s central lawn and name it “Varlotta Green” in the president’s honor. It wasn’t just about the money—it was about recognizing the positive changes President Varlotta made to the College that both of us loved so much.

Comprehensive Donor Engagement Strategy by Lori Varlotta

What Made Our Fundraising Work

In terms of our fundraising programs, President Varlotta and I did many things right. Of key importance was the authentic relationships we built and maintained with our donors. We spent time getting to know each one of them on a deeply personal basis. We listened to their life stories, learned what they cared about, connected their interests to college needs, presented them with highly-personalized proposals, showed genuine gratitude for the gifts they made, and stayed in touch long after the contribution came through.

There was nothing transactional about our approach. Each time we made an official request, it was presented to the donors via a highly customized proposal that directly captured interests they had shared with us in previous conversations. The custom proposals tied every dollar to a college priority or the strategic plan so that donors felt connected to a broader initiative. This helped donors see and support the bigger picture.

Most of our asks were for student-facing gifts. These included scholarships, academic support, and services that made college better for students. Donors were thrilled to see their contributions directly impact the most important members of the college community: the students.

After the Gift: Keeping the Relationship Strong

When a donor gave, we followed up. We didn’t just send a thank-you note. We called them regularly, visited them on holidays, and provided routine reports on where the money went and what it accomplished.

This kind of follow-up builds trust. It also makes donors want to give again. It shows you respect them as co-creators of the culture, are grateful for the gift, and feel a responsibility for the outcome.

We stewarded our relationships because we genuinely valued our donors. We knew these donors were essential not only to Hiram’s ongoing financial sustainability but for the sustainability of the College mission and ethos. Our donors were deeply touched to be a part of it all, and we loved helping them get and stay involved.

A Smart Pivot at California Lutheran University

Sometimes, fundraising kicks a president’s people skills and critical thinking skills into high gear. Such was the case at California Lutheran University when President Varlotta faced a major test in her first weeks at the university. There, a donor had pledged a large gift to build a School of Business. But after delays and pandemic-related setbacks, the original plan couldn’t move forward.

Instead of letting the gift fall through, President Varlotta proposed a philanthropic pivot: reallocate the gift to a new project in creation of the Steven Dorfman Center for Innovation and Entrepreneurship.

That shift kept the donor engaged and led to something powerful. The new center now supports students, faculty, and the local community through training, mentorship, and business incubation.

What This Means for College Leaders

If you’re leading a college, you need to lead its fundraising efforts as well. You can’t pass it off or treat it like a peripheral responsibility. Your role matters in every part of the process.

This means building trust with donors and working closely with your advancement team. It also means understanding what people want their hard-earned money to do—and helping them see that impact clearly.

Fundraising isn’t just a responsibility. It’s a relationship. When you show up, follow through, and stay connected, your college benefits—and so do the people who support it.

Jennifer Schuller
President, Lake Erie College

President Varlotta’s Leadership: Success, Transition, and Next Steps

Steering Cal Lutheran Towards Long-Term Success

Within the first 18 months of her presidency, Dr. Varlotta addressed several pressing issues. She navigated Cal Lutheran through its immediate financial crisis; got the University off the WSCUC Notice of Concern; and led the creation of the university’s inaugural DEIJ Division and Strategic Plan.

How Lori Varlotta Drove Cal Lutheran Towards Long term Success-edits

With early challenges addressed, she began to position the institution for long-term stability, starting with an inclusive strategic planning process that emphasized measurable goals and sustainable growth. She also served as the catalyst for ensuring that California Lutheran’s graduate and adult programs were offered in contemporary modalities at an affordable tuition. It was under President Varlotta’s tenure that quick and substantial progress was made in this area. In less than one year, the university transitioned eleven adult and graduate programs to online and hybrid formats, increasing accessibility for students seeking flexible learning modalities and schedules.

Strengthening Governance and Inclusion

Dr. Varlotta achieved none of the above in isolation. These accomplishments came to fruition via an updated and bolstered shared governance system. For well over a year, she worked with a task force of faculty, staff, administrators, and regents to expand and restructure shared governance at Cal Lutheran. As had been the case in her first presidency, she was determined to have a shared governance system that not only included faculty but staff and students as well. Hence, Dr. Varlotta catalyzed the creation of a new staff senate and assembly and explicitly charged the existing student government to operate as the official student input group. Together, representatives from all three senates— faculty, staff, and student—contributed to the design of the ADRI decision-making matrix. This emerging framework institutionalized a highly collaborative approach to decision-making. Dr. Varlotta’s passion for shared governance was not the only accelerant in paving a path forward for California Lutheran University. Her commitment to the university’s dual identity as both a faith-based and Hispanic-Serving Institution helped her envision and implement a unique structure—the Division of Talent, Culture, and Diversity (TCD). TCD brought DEIJ center stage by explicitly connecting it to the Office of Mission and Identity and to the Office of Human Resources which oversees employee recruitment and retention efforts. These strategic moves reinforced the university’s commitment to inclusivity and equity as documented on pages 5-9 of the WSCUC team’s 2022 Special Visit Report.

A Courageous Leadership Approach: University Success over Personal Popularity

Varlotta’s leadership was marked by bold and sometimes difficult, unpopular decisions. All the while, her focus remained on securing the university’s long-term viability. As such, she was reluctant to “kick the can down the road” or make short-term decisions that felt good in the present but were unsustainable in the long term. 

In Spring of 2024, with the institution stabilized and major crises averted, she made the decision to step down. Her tenure saw the resolution of pandemic-era disruptions, the dismissal of a major internal lawsuit, the amelioration of racial tensions, and the removal of the WSCUC Notice of Concern, positioning her to pass the torch to a new leader who would not be forced to remedy such significant issues.

The Journey Continues - Lori Varlotta

The Journey Continues 

Though stepping down as president, Varlotta’s journey with Cal Lutheran is not entirely over. She has been invited to return in August 2025 as the university’s first Distinguished Professor of Higher Education Leadership. Beyond Cal Lutheran, she is advising university presidents and governing boards across the country who are repositioning their own institutions. 

As she travels the next leg of her journey, she is grateful for the academic credentials she has earned. These include a bachelor’s degree in philosophy from the University of Notre Dame, a master’s degree in cultural foundations of education from Syracuse University, and an interdisciplinary PhD in educational leadership and feminist philosophy from Miami University (OH).

Dr. Varlotta is the first to credit her college degrees with opening many career doors. But she is quick to add that it was her blue-collar upbringing in Pittsburgh, PA—and the experiences it delivered day in and day out—that taught her life’s most valuable lessons. As a first-generation college student, she is grateful to her family, especially her late parents, for instilling in her the ethics, grit, and sense of purpose that molded her not only into a capable leader, but a principled one.

The 2019-2020 Presidential Search at California Lutheran University

Lori Varlotta California Lutheran University

A Leadership Search Amid a Global Pandemic

In late fall 2019, California Lutheran University (CLU) began its search for a new university president, partnering with Academic Search, a highly regarded executive search firm specializing in higher education leadership. Jay Lemons, the firm’s president, played a key role in guiding the process.

As the search continued into the spring of 2020, the COVID-19 pandemic emerged as a major disruption, reshaping the entire search process. Despite the challenges, CLU remained committed to moving the process forward and finding a qualified and visionary leader to guide the university into the future.

Challenges in the Presidential Search

One of the biggest obstacles that surfaced during the search process was scheduling in-person interviews for semifinalists. Candidates in this group were asked to select interview dates in mid-March 2020, just as the pandemic was escalating.

A particularly pivotal moment occurred on March 19, 2020—the scheduled interview date for Lori Varlotta, a semifinalist in the selection process. Varlotta, then sitting president of Hiram College in Ohio, had flown across the country to participate in the California interview. On the day of her interview, California’s governor announced a statewide stay-at-home order, initiating what would become a ten-month lockdown. As a result, Varlotta was unable to return to the Midwest as originally scheduled. 

Shifting to Virtual Recruitment

Just as one of the semi-finalists was working through these major disruptions, so was the hiring institution, California Lutheran University. All the while the university remained dedicated to a thorough and strategic hiring process. As such, California Lutheran quickly transitioned to virtual interviews, using Zoom panel discussions to evaluate semifinalists. Meanwhile, Academic Search conducted extensive background checks, candidate evaluations, and due diligence to ensure the best choice for CLU’s leadership.

During this same time, Varlotta continued leading Hiram College remotely, demonstrating her ability to manage crises and drive institutional progress from a distance. Her tenure at Hiram was widely recognized, culminating in a prestigious honor—the university’s academic quad was named after her.

Key Takeaways from the CLU Presidential Search

The 2019-2020 presidential search at CLU highlights several important lessons in higher education leadership:

Adapting to Uncertainty—Universities must be flexible and prepared for unexpected disruptions.

The Power of Virtual Hiring—The pandemic reinforced the importance of remote recruitment, digital interviews, and online decision-making.

Effective Crisis Management in Leadership—Strong leaders can navigate unforeseen challenges, ensuring continuity and stability.

Conclusion

Despite the difficulties posed by COVID-19, California Lutheran University successfully navigated its search process and leadership transition, showcasing institutional resilience, adaptability, and commitment to excellence. The process serves as a model for modern executive searches in academia, demonstrating that even the most challenging situations can be overcome with the right strategy.