John Brodit, Complainant,v.William J. Henderson, Postmaster General, United States Postal Service (Pacific Area), Agency.

Equal Employment Opportunity CommissionNov 15, 2000
01a05780 (E.E.O.C. Nov. 15, 2000)

01a05780

11-15-2000

John Brodit, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service (Pacific Area), Agency.


John Brodit v. United States Postal Service

01A05780

November 15, 2000

.

John Brodit,

Complainant,

v.

William J. Henderson,

Postmaster General,

United States Postal Service

(Pacific Area),

Agency.

Appeal No. 01A05780

Agency No. 4F-945-0115-98

Hearing No. 370-98-X2700

DECISION

Complainant timely initiated an appeal from the agency's final order

concerning his equal employment opportunity (EEO) 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., and

Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as

amended, 29 U.S.C. � 791 et seq.<1> The appeal is accepted pursuant

to 29 C.F.R. � 1614.405. Complainant alleges he was discriminated

against on the bases of race (Asian-Fillipino), and physical disability

(ruptured/herniated disc, lower back), when, on February 5, 1998, he was

issued a Notice of Removal. For the following reasons, the Commission

AFFIRMS the agency's final order.

The record reveals that complainant, then a City Carrier, at the agency's

Antioch, California facility, filed a formal EEO complaint with the

agency on March 19, 1998, alleging that the agency had discriminated

against him as referenced above. At the conclusion of the investigation,

complainant received a copy of the investigative report and requested

a hearing before an EEOC Administrative Judge (AJ). 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 on either bases. Specifically, the AJ found that

complainant failed to demonstrate that similarly situated employees not in

his protected classes were treated differently under similar circumstances

when they were involved in physical altercations. Although complainant

cited other comparators who he argued were not issued a Notice of Removal

after being involved in a physical altercation with a co-worker, the

AJ found that comparators were not proper because they did not have the

same supervisor as complainant.

The AJ further concluded that the agency articulated legitimate, non

discriminatory reasons for its actions. The AJ found that complainant was

issued the Notice of Removal for being involved in a physical altercation

with a co-worker.

The AJ also found that complainant did not establish that more likely

than not, the agency's articulated reasons were a pretext to mask

unlawful discrimination. In reaching this conclusion, the AJ found that

complainant failed to establish that a genuine issue of material facts

existed regarding the reasons for his termination.

The agency's final order implemented the AJ's decision. On appeal,

complainant contends that others have been involved in similar

activity and have not been terminated from the agency. In response to

complainant's appeal, the agency asks that we affirm its final order.

The Commission's regulations allow an AJ to issue a decision without a

hearing when he or she finds that there is no genuine issue of material

fact. This regulation is patterned after the summary judgment procedures

set forth in Rule 56 of the Federal Rules of Civil Procedure. Summary

Judgment is proper when "material facts are not in genuine dispute."

29 C.F.R. � 1614.109(g). Only a dispute over facts that are truly

material to the outcome of the case should preclude summary judgment.

Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248 (1986) (only disputes

over facts that might affect the outcome of the suit under the governing

law, and not irrelevant or unnecessary disputes, will preclude the entry

of summary judgment). For example, when a complainant is unable to

set forth facts necessary to establish one essential element of a prima

facie case, a dispute over facts necessary to prove another element of

the case would not be material to the outcome. Celotex v. Catrett, 477

U.S. 317, 322-23 (1986). EEOC Management Directive 110 (MD-110), at 7-15

( November 9, 1999). The Commission will apply a de novo standard of

review when it reviews an AJ's decision to issue a decision without a

hearing pursuant to 29 C.F.R. � 1614.109(g). See EEOC MD-110, at 9-16.

After a careful review of the record, the Commission finds that the

AJ's decision properly summarized the relevant facts and referenced the

appropriate regulations, policies, and laws. We note that complainant

does not deny his involvement in the physical altercation. We also note

that complainant failed to present evidence that any of the agency's

actions were motivated by discriminatory animus toward complainant's

race and/or disability. Both management officials averred they were

unaware that complainant suffered from a disability. We discern no

basis to disturb the AJ's decision. 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's final order.

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 (S0900)

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:

______________________________

Carlton M. Hadden, Director

Office of Federal Operations

November 15, 2000

__________________

Date

1 On 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 29 C.F.R. Part 1614 in deciding the

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

Commission's website at www.eeoc.gov.