Donna Brackman, Complainant,v.William J. Henderson, Postmaster General, United States Postal Service, Agency.

Equal Employment Opportunity CommissionNov 28, 2000
01984319 (E.E.O.C. Nov. 28, 2000)

01984319

11-28-2000

Donna Brackman, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.


Donna Brackman v. United States Postal Service

01984319

November 28, 2000

.

Donna Brackman,

Complainant,

v.

William J. Henderson,

Postmaster General,

United States Postal Service,

Agency.

Appeal No. 01984319

Agency No. 1C-451-0029-98

DECISION

Complainant filed a timely appeal with this Commission from an agency

decision dated April 15, 1998, dismissing her complaint of unlawful

employment discrimination in violation of Title VII of the Civil

Rights Act of 1964 (Title VII), as amended, 42 U.S.C. � 2000e et seq.

The agency characterized her complaint as alleging that she was subjected

to discrimination on the bases of race (Caucasian), color (white), sex

(female), and in retaliation for prior EEO activity when:

On a continuing basis, complainant was subjected to sexual harassment

and the agency failed to take prompt and effective remedial action;

In September 1997, complainant was threatened with bodily harm; and

False information was placed in [Manager A's] September 23, 1997 letter

[to a congressman].

The agency's decision dismissed complainant's claims for failure to state

a claim. Specifically, the agency determined that complainant failed

to provide evidence that she suffered a personal loss with respect

to a term, condition or privilege of employment as a result of the

claimed actions of management. In response to complainant's claims,

the agency stated that it took prompt and effective action in that an

internal investigation was conducted in May 1997, and that complainant's

dissatisfaction with the investigation does not mean the agency did not

promptly respond. With regard to her second and third claims, the agency

stated that an interview was conducted and no harm came to complainant,

and that Manager A's letter merely explained the findings of an internal

investigation in response to a congressional inquiry.

The record indicates that complainant has claimed, inter alia, that she

was sexually harassed by a supervisor when he wrapped his arms around

her in an elevator in a sexual way, and, after complainant showed no

interest in him, when the supervisor repeatedly yelled at her on the

workroom floor and threatened her with suspension. Complainant further

claimed that after she reported the harassment to management and the

union, other members of management also harassed her. As a result,

complainant claimed that she was yelled at, lied about, threatened

again with suspension and being escorted out of the building, and taken

off her break. Complainant also asserted that, in September 1997,

she was threatened with physical violence from the original harassing

supervisor and another employee in retaliation for her reporting the

sexual harassment, and that the agency further retaliated against her

for her harassment claim by putting false information in Manager A's

September 23, 1997 letter to complainant's congressman.

The regulation set forth at 29 C.F.R. � 1614.107(a)(1) provides, in

relevant part, that an agency shall dismiss a complaint that fails to

state a claim. An agency shall accept a complaint from any aggrieved

employee or applicant for employment who believes that he or she has been

discriminated against by that agency because of race, color, religion,

sex, national origin, age or disabling condition. 29 C.F.R. �� 1614.103,

.106(a). The Commission's federal sector precedent has defined an

"aggrieved employee" as one who suffers a present harm or loss with

respect to a term, condition, or privilege of employment for which

there is a remedy. Diaz v. Department of the Air Force, EEOC Request

No. 05931049 (April 21, 1994).

Upon review of the record, we find that the agency has improperly

dismissed complainant's claims. As an initial matter, the Commission

finds that the agency has addressed the merits of complainant's claims

without a proper investigation as required by the regulations. We find

that by asserting that she has been subjected to sexual harassment

and retaliation and that the agency has failed to take prompt and

effective remedial action, complainant has clearly claimed a harm or

loss with respect to a term, condition, or privilege of employment, and

has therefore stated a claim. The record additionally makes clear that

claims (2) and (3), as identified by the agency, are not separate claims

apart from complainant's harassment and retaliation claims, but instead

were intended to illustrate the ongoing nature of the harassment and

retaliation claimed by complainant. Consequently, we find that claims (2)

and (3) should be considered as a part of complainant's stated claims of

harassment and retaliation, and, as such, were improperly dismissed.

Accordingly, the agency's decision dismissing complainant's complaint

is REVERSED. The complaint, as defined and described by the Commission

herein, is REMANDED to the agency for further processing in accordance

with this decision and the Order below.

ORDER (E0900)

The agency is ordered to process the remanded claims, as defined and

described by the Commission herein, in accordance with 29 C.F.R. �

1614.108. The agency shall acknowledge to the complainant that it has

received the remanded claims within thirty (30) calendar days of the date

this decision becomes final. The agency shall issue to complainant a

copy of the investigative file and also shall notify complainant 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 complainant requests a final decision without

a hearing, the agency shall issue a final decision within sixty (60)

days of receipt of complainant's request.

A copy of the agency's letter of acknowledgment to complainant 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 (K0900)

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 complainant. If the agency does not comply with the Commission's

order, the complainant may petition the Commission for enforcement of

the order. 29 C.F.R. � 1614.503(a). The complainant 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. �� 1614.407, 1614.408, and 29 C.F.R. � 1614.503(g). Alternatively,

the complainant 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. �� 1614.407 and 1614.408. 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

complainant files a civil action, the administrative processing of the

complaint, including any petition for enforcement, will be terminated.

See 29 C.F.R. � 1614.409.

STATEMENT OF RIGHTS - ON APPEAL

RECONSIDERATION (M0900)

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 29

C.F.R. � 1614.405; Equal Employment Opportunity Management Directive for

29 C.F.R. Part 1614 (EEO MD-110), 9-18 (November 9, 1999). 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 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).

COMPLAINANT'S RIGHT TO FILE A CIVIL ACTION

(R0900)

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 within ninety (90) calendar days from the date

that you receive this decision. 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 (Z1199)

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:

______________________________

Carlton M. Hadden, Director

Office of Federal Operations

November 28, 2000

__________________

Date