Mark J. Fraser, Appellant,v.William J. Henderson, Postmaster General, United States Postal Service, Agency.

Equal Employment Opportunity CommissionOct 12, 1999
01986554_r (E.E.O.C. Oct. 12, 1999)

01986554_r

10-12-1999

Mark J. Fraser, Appellant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.


Mark J. Fraser, )

Appellant, )

)

v. ) Appeal No. 01986554

) Agency No. 1E-842-0011-97

)

William J. Henderson, )

Postmaster General, )

United States Postal Service, )

Agency. )

______________________________)

DECISION

On August 21, 1998, appellant filed a timely appeal of a final agency

decision, which was dated August 6, 1998, dismissing his complaint,

pursuant to 29 C.F.R. �1614.107(c), for filing a civil action.

In his May 30, 1997 formal complaint, appellant alleged that he was

discriminated against when on April 29, 1997, an agency managerial

official contacted appellant's military supervisors and made a

false/libelous statement that appellant was under investigation.

In its final decision, the agency stated that appellant filed a civil

action in the United States District Court for the District of Vermont

on June 8, 1998, alleging the same issues which were addressed in the

present complaint.

Upon review, we find that the agency's dismissal is not supported by

any evidence since it failed to submit any documentation evidencing

appellant's filing of the June 8, 1998 civil action. Thus, we find

that the agency's dismissal of the complaint for filing a civil action

was improper.

Upon review, we, nevertheless, find that the agency's dismissal was

proper on the grounds that the complaint failed to state a claim; thus,

we will review the matter accordingly.

EEOC Regulation 29 C.F.R. �1614.107(a) provides that an agency may dismiss

a complaint which fails to state a claim pursuant to 29 C.F.R. �1614.103.

In order to establish standing initially under 29 C.F.R. �1614.103, a

complainant must be either an employee or an applicant for employment of

the agency against which the allegations of discrimination are raised.

In addition, the allegations must concern an employment policy or

practice which affects the individual in his/her capacity as an employee

or applicant for employment. The agency shall accept a complaint from any

aggrieved employee or applicant for employment who believes that he/she

has been discriminated against by that agency because of race, color,

religion, sex, national origin, age, or disability. 29 C.F.R. ��1614.103

and .106(a). The Commission's Federal sector case precedent has long

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, we find that the complaint involves a statement made by

an agency managerial official. The EEO Counselor's Report indicates

that the responsible official contacted appellant's military supervisors

and inquired about appellant's military leave because appellant did not

give advance notice thereof. There is no evidence in the record that

appellant was disciplined in connection with the responsible official's

allegedly false/libelous statement. The Commission has held that a

remark or comment, unaccompanied by concrete action, is not a direct

and personal deprivation sufficient to render an individual aggrieved.

See Henry v. United States Postal Service, EEOC Request No. 05940695

(February 9, 1995).

Accordingly, the agency's final decision is hereby AFFIRMED.

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 (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 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. 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:

October 12, 1999

DATE Carlton M. Hadden, Acting Director

Office of Federal Operations