01976643
11-12-1998
Alberta M. Butler v. Office of Personnel Management
01976643
November 12, 1998
Alberta M. Butler, )
Appellant, )
)
v. ) Appeal No. 01976643
) Agency No. 97-15
Janice R. Lachance, )
Director, )
Office of Personnel Management, )
Agency. )
)
DECISION
The appellant timely filed an appeal with this Commission from a final
decision, dated August 7, 1997, which the agency issued pursuant to EEOC
Regulation 29 C.F.R. �1614.107(a). The Commission accepts the appellant's
appeal in accordance with EEOC Order No. 960, as amended.
The agency dismissed the appellant's complaint for failure to state
a claim. The decision indicated that the appellant failed to assert in
her complaint and the supporting documentation that she had been unfairly
treated because of her race (black).
On appeal, the agency contends that a complainant must do more than check
a box on the complaint form to state a claim of racial discrimination.
The Commission finds that the appellant's complaint satisfies the
requirements of EEOC Regulation 29 C.F.R. �1614.106(c). It identifies the
appellant, the agency, and the actions or practices that form the basis
of the appellant's complaint. It also identifies a prohibited basis
for the alleged discrimination, in this case, race. A complainant is
not required by EEOC Regulation �1614.106(c), in addition, to alleged
facts that would be sufficient to prove a complaint of discrimination
in order to state a claim under 29 C.F.R. Part 1614.<1>
Moreover, to the extent that the agency's dismissal was based on its view
that the appellant's discrimination claims lack merit, the Commission
repeatedly has reversed agencies' dismissals for failure to state a
claim where the agency based the dismissal on its view of the ultimate
merit of the complaint allegations. See, e.g., Franz v. Treasury,
EEOC Request No. 05950734 (April 29, 1996) (agency's argument that the
complainant was not disparately treated went to the merit of his claim);
Ernst v. Treasury, EEOC Request No. 05950131 (March 7, 1996) (the agency's
argument that the denied detail was to a lower-grade position with fewer
responsibilities and less opportunities for promotion went to the merits
of the complaint); Hagan v. Department of Veterans Affairs, EEOC Request
No. 05920709 (January 7, 1993) (agency wrongfully dismissed allegation
of disparate treatment in the payment of licensing fees based on the
ground that the agency could not pay an employee's licensing fees); Cann
v. United States Postal Service, EEOC Request No. 05920861 (December 31,
1992) (agency wrongfully dismissed allegation that the agency failed
to upgrade an employee to full-time regular status on the ground that
there were no full time positions available to him under the terms of
the collective bargaining agreement); Ferns v. Department of the Army,
EEOC Request No. 05920597 (September 10, 1992) (agency's argument that
the complainant was ineligible for position goes to the merits of the
complaint).
CONCLUSION
For the reasons stated above, the Commission REVERSES the agency's
dismissal of the appellant's April 21, 1997 complaint and REMANDS the
complaint for processing as ORDERED below.
ORDER (E1092)
The agency is ORDERED to process the remanded allegations in accordance
with 29 C.F.R. �1614.108. The agency shall acknowledge to the appellant
that it has received the remanded allegations within thirty (30) calendar
days of the date this decision becomes final. The agency shall issue to
appellant a copy of the investigative file and also shall notify appellant
of the appropriate rights within one hundred fifty (150) calendar days
of the date this decision becomes final, unless the matter is otherwise
resolved prior to that time. If the appellant requests a final decision
without a hearing, the agency shall issue a final decision within sixty
(60) days of receipt of appellant's request.
A copy of the agency's letter of acknowledgment to appellant and a copy
of the notice that transmits the investigative file and notice of rights
must be sent to the Compliance Officer as referenced below.
IMPLEMENTATION OF THE COMMISSION'S DECISION (K0595)
Compliance with the Commission's corrective action is mandatory.
The agency shall submit its compliance report within thirty (30)
calendar days of the completion of all ordered corrective action. The
report shall be submitted to the Compliance Officer, Office of Federal
Operations, Equal Employment Opportunity Commission, P.O. Box 19848,
Washington, D.C. 20036. The agency's report must contain supporting
documentation, and the agency must send a copy of all submissions to
the appellant. If the agency does not comply with the Commission's
order, the appellant may petition the Commission for enforcement of
the order. 29 C.F.R. �1614.503 (a). The appellant also has the right
to file a civil action to enforce compliance with the Commission's
order prior to or following an administrative petition for enforcement.
See 29 C.F.R. �� 1614.408, 1614.409, and 1614.503 (g). Alternatively,
the appellant has the right to file a civil action on the underlying
complaint in accordance with the paragraph below entitled "Right to File
A Civil Action." 29 C.F.R. �� 1614.408 and 1614.409. A civil action for
enforcement or a civil action on the underlying complaint is subject to
the deadline stated in 42 U.S.C. �2000e-16(c) (Supp. V 1993). If the
appellant files a civil action, the administrative processing of the
complaint, including any petition for enforcement, will be terminated.
See 29 C.F.R. �1614.410.
STATEMENT OF RIGHTS - ON APPEAL
RECONSIDERATION (M0795)
The Commission may, in its discretion, reconsider the decision in this
case if the appellant or the agency submits a written request containing
arguments or evidence which tend to establish that:
1. New and material evidence is available that was not readily available
when the previous decision was issued; or
2. The previous decision involved an erroneous interpretation of law,
regulation or material fact, or misapplication of established policy; or
3. The decision is of such exceptional nature as to have substantial
precedential implications.
Requests to reconsider, with supporting arguments or evidence, MUST
BE FILED WITHIN THIRTY (30) CALENDAR DAYS of the date you receive this
decision, or WITHIN TWENTY (20) CALENDAR DAYS of the date you receive
a timely request to reconsider filed by another party. Any argument in
opposition to the request to reconsider or cross request to reconsider
MUST be submitted to the Commission and to the requesting party
WITHIN TWENTY (20) CALENDAR DAYS of the date you receive the request
to reconsider. See 29 C.F.R. �1614.407. All requests and arguments
must bear proof of postmark and be submitted to the Director, Office of
Federal Operations, Equal Employment Opportunity Commission, P.O. Box
19848, Washington, D.C. 20036. In the absence of a legible postmark,
the request to reconsider shall be deemed filed on the date it is received
by the Commission.
Failure to file within the time period will result in dismissal of your
request for reconsideration as untimely. If extenuating circumstances
have prevented the timely filing of a request for reconsideration,
a written statement setting forth the circumstances which caused the
delay and any supporting documentation must be submitted with your
request for reconsideration. The Commission will consider requests
for reconsideration filed after the deadline only in very limited
circumstances. See 29 C.F.R. �1614.604(c).
RIGHT TO FILE A CIVIL ACTION (R0993)
This is a decision requiring the agency to continue its administrative
processing of your complaint. However, if you wish to file a civil
action, you have the right to file such action in an appropriate United
States District Court. It is the position of the Commission that you
have the right to file a civil action in an appropriate United States
District Court WITHIN NINETY (90) CALENDAR DAYS from the date that you
receive this decision. You should be aware, however, that courts in some
jurisdictions have interpreted the Civil Rights Act of 1991 in a manner
suggesting that a civil action must be filed WITHIN THIRTY (30) CALENDAR
DAYS from the date that you receive this decision. To ensure that your
civil action is considered timely, you are advised to file it WITHIN
THIRTY (30) CALENDAR DAYS from the date that you receive this decision
or to consult an attorney concerning the applicable time period in the
jurisdiction in which your action would be filed. In the alternative,
you may file a civil action AFTER ONE HUNDRED AND EIGHTY (180) CALENDAR
DAYS of the date you filed your complaint with the agency, or filed your
appeal with the Commission. If you file a civil action, YOU MUST NAME
AS THE DEFENDANT IN THE COMPLAINT THE PERSON WHO IS THE OFFICIAL AGENCY
HEAD OR DEPARTMENT HEAD, IDENTIFYING THAT PERSON BY HIS OR HER FULL NAME
AND OFFICIAL TITLE. Failure to do so may result in the dismissal of your
case in court. "Agency" or "department" means the national organization,
and not the local office, facility or department in which you work.
Filing a civil action will terminate the administrative processing of
your complaint.
RIGHT TO REQUEST COUNSEL (Z1092)
If you decide to file a civil action, and if you do not have or cannot
afford the services of an attorney, you may request that the Court appoint
an attorney to represent you and that the Court permit you to file the
action without payment of fees, costs, or other security. See Title VII
of the Civil Rights Act of 1964, as amended, 42 U.S.C. �2000e et seq.;
the Rehabilitation Act of 1973, as amended, 29 U.S.C. ��791, 794(c).
The grant or denial of the request is within the sole discretion of
the Court. Filing a request for an attorney does not extend your time
in which to file a civil action. Both the request and the civil action
must be filed within the time limits as stated in the paragraph above
("Right to File A Civil Action").
FOR THE COMMISSION:
November 12, 1998
______________
Date Ronnie Blumenthal, Director
Office of Federal Operations
1Contrary to the agency's appeal representation, the appellant described
to the EEO counselor ways in which the agency allegedly treated her less
favorably than it treated a white employee for whom she had been required
to provide assistance.