) Request No. 05980251

Equal Employment Opportunity CommissionMar 15, 2000
04980038 (E.E.O.C. Mar. 15, 2000)

04980038

03-15-2000

) Request No. 05980251


Hunter Timmons, Jr. v. Department of the Army

04980038

March 15, 2000

Hunter Timmons, Jr., )

Petitioner, )

)

v. ) Petition No. 04980038

) Request No. 05980251

Louis Caldera, ) Appeal No. 01961926

Secretary, ) Agency No. 94-07-0073

Department of the Army,)

Agency. )

)

DECISION ON PETITION FOR ENFORCEMENT

The Equal Employment Opportunity Commission (EEOC or Commission) docketed

a Petition for Enforcement from Hunter Timmons, Jr., (petitioner),

requesting enforcement of the Commission's order in Hunter Timmons, Jr.,

v. Department of the Army, EEOC Request No. 05980251 (April 30, 1998).

The Petition for Enforcement was properly filed in accordance with 29

C.F.R. �1614.503(a). For the reasons set forth herein, the petition

is GRANTED.

ISSUE PRESENTED

The issue presented in this petition is whether the agency has fully

complied with the Order of the Commission set forth in EEOC Request

No. 05980251.

BACKGROUND

In a decision on an appeal filed by petitioner, the Commission found that

the Department of the Army (agency) had discriminated against petitioner

based on physical disability in violation of the Rehabilitation Act

of 1973, as amended, 29 U.S.C. �791 et seq. As relief, the Commission

ordered, in relevant part, that the agency "correct [petitioner's] records

to show that his temporary Materials Handler, WG-4, position was extended

for the same period as that of the Comparative [employee]," and that

the agency provide petitioner with appropriate back pay and benefits.

Hunter Timmons, Jr., v. Dept. of the Army, EEOC Appeal No. 01961926

(December 12, 1997). The agency subsequently filed a request for

reconsideration, which was denied. Hunter Timmons, Jr., v. Dept. of

the Army, EEOC Request No. 05980251 (April 30, 1998).

The record reveals that the agency corrected petitioner's records to

reflect that his position was extended through mid-September 1994, as the

comparative employee's position had been, and that the agency tendered

to petitioner a lump-sum amount representing the value of petitioner's

back pay and benefits for the period of the extension (mid-September

1993 through mid-September 1994), plus interest.

Petitioner filed the instant petition, in which he argued that the

agency had not properly calculated the amount owing to him, specifically

with regard to payment for unused annual leave and lost overtime;

that the agency was required to appoint him to a term position, as

it had done for the comparative employee; and that the agency had

not provided him with a copy of its compliance report. In its reply,

the agency acknowledged that it had erred in its initial calculations,

and that it had since determined that petitioner was entitled to payment

for 160 hours of unused annual leave and 47 hours of lost overtime (the

amount of overtime worked by the comparative prior to his resignation),

plus interest. The agency indicated that payment would be mailed to

petitioner at the end of the current pay period (about one week later).

However, the record reflects that petitioner did not receive the promised

check, and was told that it was "hung up" somewhere because his file was

closed. The agency noted that the Commission had not ordered the agency

to appoint petitioner to a term position. The agency did not address

its failure to provide petitioner with a copy of its compliance report.

ANALYSIS and FINDINGS

The Commission notes at the outset that the agency has acknowledged that

it was not in compliance with the Commission's order in EEOC Request

No. 05980251, in that it had not properly calculated the amount owing

to petitioner for unused annual leave and lost overtime. Although the

agency made certain corrections to its calculations in this regard,

the Commission finds that the agency still has not fully complied with

its Order.

The first area in which the agency is not in compliance is in the

calculation of lost overtime. The agency stated that it would tender

payment for 47 hours of overtime, basing this amount on the number of

hours of overtime worked by the comparative employee during the year

that his position was extended. The record reflects, however, that the

comparative employee resigned his position about two and one-half months

after receiving his extension. The Commission has already made clear that

petitioner's remedy is not limited because of the comparative employee's

resignation. Timmons, EEOC Request No. 05980251, n.2. The agency is

therefore obliged to estimate the amount of overtime petitioner would

have worked during the full year of his extension rather than rely on

the number of hours actually worked by the comparative employee prior

to his resignation.

The second area in which the agency is not in compliance is in its failure

to actually tender payment for the supplemental amount of back pay and

benefits due. Correspondence of record from petitioner reflects that the

agency did not issue his check as scheduled, did not offer any explanation

beyond the check being "hung up" somewhere, and addressed the situation

by referring petitioner from one employee to another until he ended up

back with the first employee he contacted, who had no answer for him.

There is no indication that petitioner has ever received the payment

owing to him.

Regarding petitioner's contention that the agency failed to provide a

copy of its compliance report, the Commission notes that, although it may

not have been labeled as such, the agency has provided petitioner with

copies of the documentation showing what actions it has taken thus far

and how it calculated the amounts previously paid. petitioner submitted

copies of this documentation along with his petition.

Regarding petitioner's argument that he is entitled to promotion to a

term position, the Commission notes that no such remedy was ordered in

its previous decisions in this case. Petitioner may not now seek to

expand his remedy beyond that which was already ordered by the Commission.

CONCLUSION

Based upon the foregoing, the Commission finds that the agency is not in

compliance with the Order of the Commission in EEOC Request No. 05980251.

Accordingly, the petition for enforcement is GRANTED.

ORDER

The agency is ORDERED to take the following action:

(1) Within thirty (30) days of its receipt of this decision, if it has

not already done so the agency shall tender to petitioner a check in

payment of the 160 hours annual leave and 47 hours overtime the agency

has already acknowledged that it owes to petitioner, plus interest.

(2) Within sixty (60) days of its receipt of this decision, the agency

shall calculate the amount of overtime petitioner would have worked

during the one-year extension of his position, and shall tender to

petitioner a check in that amount, plus interest.

(3) The agency shall submit a report of compliance to the Compliance

Officer, as set forth below, and shall provide a copy of the compliance

report to petitioner.

IMPLEMENTATION OF THE COMMISSION'S DECISION (K1199)

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 64

Fed. Reg. 37,644, 37,659-60 (1999) (to be codified and hereinafter

referred to as 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 64 Fed. Reg. 37,644, 37,659 (1999)

(to be codified and hereinafter referred to as 29 C.F.R. � 1614.409).

STATEMENT OF RIGHTS - PETITION FOR ENFORCEMENT

COMPLAINANT'S RIGHT TO FILE A CIVIL ACTION (R1199)

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:

March 15, 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 after it was mailed. I certify

that this decision was mailed to complainant, complainant's representative

(if applicable), and the agency on:

Date Equal Employment Assistant