Barbara A. Reisinger, Complainant,v.William J. Henderson, Postmaster General, United States Postal Service, Agency.

Equal Employment Opportunity CommissionNov 16, 1999
01994325 (E.E.O.C. Nov. 16, 1999)

01994325

11-16-1999

Barbara A. Reisinger, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.


Barbara A. Reisinger v. United States Postal Service

01994325

November 16, 1999

Barbara A. Reisinger, )

Complainant, )

) Appeal No. 01994325

v. ) Agency No. 4-B-140-0029-98

) Hearing No. 160-99-8041X

William J. Henderson, )

Postmaster General, )

United States Postal Service, )

Agency. )

)

)

DECISION

Complainant timely initiated an appeal from an agency's final action

concerning her equal employment opportunity (EEO) complaint of unlawful

employment discrimination on the basis of reprisal (prior EEO activity)

in violation of Title VII of the Civil Rights Act of 1964, as amended, 42

U.S.C. �2000e et seq.<1> Complainant alleges that she was discriminated

against when she was subjected to hostile work environment harassment

that included the following factual allegations:

On November 6, 1997, a co-worker commented to complainant about the

weather;

On November 22, 1997:

A co-worker's radio was played loudly;

Complainant's supervisor made loud comments about complainant's

productivity, and her radio complaints; the supervisor suggested that

complainant bid for a position out of the zone; and

On November 22 and 24, 1997, complainant was denied volume overtime.

The appeal is accepted in accordance with EEOC Order No. 960.001.

For the following reasons, the agency's final action is AFFIRMED.

The record reveals that complainant, a PS-6 Carrier Technician at Zone

18 of the agency's Post Office in Rochester, New York, filed a formal

EEO complaint with the agency on February 10, 1998, alleging that

the agency had discriminated against her as referenced above. At the

conclusion of the investigation, complainant requested a hearing before

an Equal Employment Opportunity Commission (EEOC) Administrative Judge

(AJ). Pursuant to 64 Fed. Reg. 37,644, 37,657 (1999) (to be codified

at 29 C.F.R. �1614.109(g)), the AJ issued a decision without a hearing,

finding no discrimination.

The AJ concluded that complainant failed to establish a prima facie case

of discrimination concerning each issue alleged because she failed to

establish any causal connection between her prior EEO activity and the

harassment alleged. The AJ also discussed whether complainant abused

the EEO process by filing numerous, frivolous complaints, and noted

that another case, presently on appeal to the Commission (EEOC Appeal

No. 01986276), found, inter alia, that complainant had established

a pattern of abuse. The agency's final action implemented the AJ's

decision.

On appeal, complainant contends that the AJ erred when he failed to

accept her sworn statement as true. Further, complainant argues that her

witnesses were not interviewed during the investigation. In response,

the agency requests that the Commission affirm its final action, or

dismiss the complaint for abuse of process.

After a careful review of the record, the Commission finds that the AJ's

decision summarized the relevant facts and referenced the appropriate

regulations, policies, and laws.

The Commission finds that complainant failed to establish a

prima facie case of retaliation. To establish a prima facie case,

complainant must present evidence which, if not rebutted, would support

an inference that the agency's actions resulted in discrimination.

Furnco Constr. Co. v. Waters, 438 U.S. 567, 576 (1978). Where reprisal

is at issue, complainant may establish a prima facie case by showing

that she engaged in protected EEO activity, that the official identified

in her complaint was aware of that activity, and that complainant was

subjected to an adverse connection between the two events. See Fodale

v. Department of Health and Human Services, EEOC Request No. 05960344

(Oct. 16, 1998); Frye v. Department of Labor, EEOC Request No. 05940764

(Dec. 15, 1994); Hochstadt v. Worcester Found. for Experimental Biology,

425 F. Supp. 318 (D. Mass. 1976), aff'd, 545 F.2d 222 (1st Cir. 1976).

In the present case, the responsible agency official (supervisor) admits

that complainant informed her about complainant's EEO history prior

to the occurrence of the allegations. However, the supervisor denies

knowledge of complainant's EEO history through any other source. Further,

the Commission finds no causal connection between the incidents alleged

and the supervisor's knowledge of complainant's prior EEO activity.

Even assuming that complainant's established an inference

of discrimination, the agency has established a legitimate,

non-discriminatory reason for its actions. See Texas Dep't of Community

Affairs v. Burdine, 450 U.S. 248 (1981) (the burden shifts to the

defendant to articulate a legitimate, non-discriminatory reason for

its actions); McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973).

Regarding allegation (2), the supervisor explained that she instructed

complainant's co-worker to turn-off his radio after complainant

complained, and instructed complainant that since she had been bumped to

a walking route by a more senior employee, she should consider bidding

to a different zone if she wanted a driving/mounted route. Regarding

allegation (3), the record reveals that complainant received .97 units

(57 minutes) of overtime on November 22, 1998, and .62 units of overtime

on November 24, 1998. The supervisor, in her affidavit, explained that

complainant complained that her feet hurt and that she could not move

fast enough. Also, the supervisor stated that complainant was working

slow - she only took out fourteen (14) feet of mail on November 22, 1998,

and curtailed ten (10) feet of mail.<2> The Commission finds that the

agency articulated legitimate, nondiscriminatory reasons for the actions

in question.

After the agency presents a legitimate, nondiscriminatory reason for

its actions, the burden of production returns to complainant, to prove

that the agency's articulated reason was a pretext to mask unlawful

discrimination. See Texas Dep't of Community Affairs v. Burdine,

450 U.S. 248 (1981); McDonnell Douglas Corp. v. Green, 411 U.S. 792

(1973). Complainant has presented no credible evidence to suggest that

the agency's articulated nondiscriminatory reasons were pretextual.

Therefore, after a careful review of the record, including complainant's

contentions on appeal, the agency's response, and arguments and evidence

not specifically addressed in this decision, we AFFIRM the agency.

STATEMENT OF RIGHTS - ON APPEAL

RECONSIDERATION (M1199)

The Commission may, in its discretion, reconsider the decision in this

case if the complainant or the agency submits a written request containing

arguments or evidence which tend to establish that:

1. The appellate decision involved a clearly erroneous interpretation

of material fact or law; or

2. The appellate decision will have a substantial impact on the policies,

practices, or operations of the agency.

Requests to reconsider, with supporting statement or brief, MUST BE FILED

WITH THE OFFICE OF FEDERAL OPERATIONS (OFO) WITHIN THIRTY (30) CALENDAR

DAYS of receipt of this decision or WITHIN TWENTY (20) CALENDAR DAYS

OF RECEIPT OF ANOTHER PARTY'S TIMELY REQUEST FOR RECONSIDERATION. See

64 Fed. Reg. 37,644, 37,659 (1999) (to be codified and hereinafter

referred to as 29 C.F.R. �1614.405). All requests and arguments must 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

timely filed if it is received by mail within five days of the expiration

of the applicable filing period. See 64 Fed. Reg. 37,644, 37,661 (1999)

(to be codified and hereinafter referred to as 29 C.F.R. �1614.604).

The request or opposition must also include proof of service on the

other party.

Failure to file within the time period will result in dismissal of your

request for reconsideration as untimely, unless extenuating circumstances

prevented the timely filing of the request. 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 (S0993)

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 the 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 the 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 the decision or to consult an attorney

concerning the applicable time period in the jurisdiction in which your

action would be filed. 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. If you

file a request to reconsider and also file a civil action, 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 16, 1999

DATE Carlton M. Hadden, Acting Director

Office of Federal Operations

CERTIFICATE OF MAILING

For timeliness purposes, the Commission will presume that this decision

was received within five (5) calendar days of mailing. I certify that

the decision was mailed to complainant, complainant's representative

(if applicable), and the agency on:

_________________________

date

__________________________

clerk

1On November 9, 1999, revised regulations governing the EEOC's federal

sector complaint process went into effect. These regulations apply to all

Federal sector EEO complaints pending at any stage in the administrative

process. Consequently, the Commission will apply the revised regulations

found at 64 Fed. Reg. 37,644 (1999), where applicable, in deciding the

present appeal. The regulations, as amended, may also be found at the

Commission's website at WWW.EEOC.GOV.

2Curtailed mail is mail that was assigned but not processed on the same

day.