Jimmy W. Glenn, Complainant,v.Lawrence H. Summers, Secretary, Department of the Treasury, Agency.

Equal Employment Opportunity CommissionApr 14, 2000
02970016 (E.E.O.C. Apr. 14, 2000)

02970016

04-14-2000

Jimmy W. Glenn, Complainant, v. Lawrence H. Summers, Secretary, Department of the Treasury, Agency.


Jimmy W. Glenn v. Department of the Treasury

02970016

April 14, 2000

Jimmy W. Glenn, )

Complainant, )

)

v. ) Appeal No. 02970016

)

Lawrence H. Summers, )

Secretary, )

Department of the Treasury, )

Agency. )

______________________________)

DISMISSAL OF APPEAL

EEOC Regulation 29 C.F.R. �1614.401(d) provides that a grievant may

appeal the final decision of the agency, the arbitrator or the Federal

Labor Relations Authority on a grievance when an issue of employment

discrimination was raised in a negotiated grievance procedure that permits

such issues to be raised.<1> EEOC Regulation 29 C.F.R. �1614.401(a)

provides that a complainant may appeal an agency's final action or the

agency's dismissal of a complaint.

The record contains Article 41 of the collective bargaining agreement

which provides in Section 2D that an employee has the right to raise

allegations of discrimination in a grievance. Section 6 of Article 41

outlines the process for resolving grievances. Section 10 provides

that failure on the part of the grievant or the union to prosecute

the grievance at any step of the grievance process had the effect of

nullifying the grievance.

In a February 2, 1996 grievance, the complainant alleged that the

selection criteria used to promote employees listed on certificate

number SC-S19195 was biased and that he was not selected because of

his participation in the union as a steward. The record also contain

an undated statement from the complainant wherein he alleged that he

was discriminated against on the bases of race, color, sex, and age in

connection with the grievance.

In a May 1, 1996 Memorandum to the agency, the complainant requested that

the agency place this grievance, i.e., roster selection, in abeyance.

In a July 24, 1996 Memorandum from the union to the agency's Labor

Relations Specialist, the chief steward confirmed that roster grievances

were closed. In a December 1996 Memorandum to the complainant, the

chief steward again stated that the roster selection grievance was closed.

In a February 13, 1997 Memorandum from the agency to the union, the agency

noted that the complainant requested that this grievance be placed in

abeyance and that the agency then requested that the union provide the

agency with the name of a representative who could handle the present

and other grievances. The February 13, 1997 Memorandum also noted that

on May 31, 1996, the union was notified that the grievance was nullified

because of a failure to prosecute.

Upon review, it appears that the grievance was nullified by the agency.

Accordingly, the Commission finds that it does not have jurisdiction to

review a procedural determination by the agency solely related to the

grievance process and the collective bargaining agreement. See Johnson

v. Equal Employment Opportunity Commission, EEOC Request No. 05910188

(March 20, 1991); Mines v. Department of Health and Human Services, EEOC

Request No. 05940663 (May 30, 1995) (outside of Commission's jurisdiction

to determine whether a grievance could be amended to add discrimination

claim because such a question involves interpretation of the collective

bargaining agreement); Thompson-Wesley v. Department of the Army, EEOC

Appeal No. 02970012 (August 24, 1999).

Consistent with the foregoing, the Commission DISMISSES the complainant's

appeal.

STATEMENT OF RIGHTS - ON APPEAL

RECONSIDERATION (M0300)

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); 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 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).

COMPLAINANT'S RIGHT TO FILE A CIVIL ACTION (S1199)

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. 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 (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:

April 14, 2000

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 Equal Employment Assistant

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.