Sharon D. Forde, Complainant,v.William J. Henderson, Postmaster General, United States Postal Service, Agency.

Equal Employment Opportunity CommissionFeb 8, 2000
01994181 (E.E.O.C. Feb. 8, 2000)

01994181

02-08-2000

Sharon D. Forde, Complainant, v. William J. Henderson, Postmaster General, United States Postal Service, Agency.


Sharon D. Forde, )

Complainant, )

)

)

v. ) Appeal No. 01994181

) Agency No. 1E-801-0013-99<1>

)

William J. Henderson, )

Postmaster General, )

United States Postal Service, )

Agency. )

______________________________)

DECISION

On April 25, 1999, complainant filed a timely appeal of a March 11,

1999 final agency decision, which was received by her on March 31,

1999, dismissing two claims of her complaint and accepting one claim for

further processing.<2> Volume 64 Fed. Reg. 37, 644, 37, 656 (1999)(to

be codified and hereinafter referred to as 29 C.F.R. � 1614.107(b))

provides that where an agency decides that some but not all of the

claims in a complaint should be dismissed, the agency shall notify

the complainant of its determination; however this determination is not

appealable until final action is taken on the remainder of the complaint.

The Commission previously inquired of the parties the status of the

remainder of the complaint at issue. Based on the responses, it appears

that the remainder was the subject of a final agency decision on July 9,

1999, rendering those claims pending herein the only remaining viable

matters and ripe for review on appeal.

In its final decision, the agency identified the claims of complainant's

complaint as whether complainant, a Central Forwarding System (CFS) clerk,

was discriminated against based on race (Black American), national origin

(African American), age (45), and in reprisal for prior EEO activity when:

(1) on October 5, 1998, the Manager of CFS and her subordinates selected

another white person to be a supervisor and trained that person as a

supervisor within CFS; (2) on August 4, 1998, the Manager of CFS and

her subordinates chose white males and females to be utilized as an

On-the-Job Instructor (OJI); and (3) on November 11, 1998, she became

aware that an employee whose statements were used against her in a prior

EEO was illegally hired into the CFS unit. The agency dismissed claim (2)

due to untimely EEO Counselor contact since the alleged incident occurred

on August 4, 1998, and complainant did not contact an EEO Counselor until

October 6, 1998; dismissed claim (3) for failure to state a claim since

complainant failed to show that she was harmed by the alleged incident;

and accepted claim (1) for investigation.

EEOC Regulation 29 C.F.R. � 1614.105(a)(1) requires that complaints of

discrimination be brought to the attention of the EEO Counselor within

45 days of the alleged discriminatory event, or the effective date of

an alleged discriminatory personnel action.

The Commission has adopted a �reasonable suspicion� standard (as opposed

to a �supportive facts� standard) to determine when the limitation period

is triggered under the EEOC Regulations. See 29 C.F.R. � 1614.105(a)(2);

Ball v. United States Postal Service, EEOC Request No. 05880247 (July 6,

1988). Thus, the limitations period is not triggered until a complainant

should reasonably suspect discrimination, but before all the facts that

would support a charge of discrimination have become apparent.

Claim (2) concerned the denial of an OJI which allegedly occurred on

August 4, 1998. Complainant contacted an EEO Counselor concerning the

matter on October 6, 1998, which was beyond the 45-day time limit set

by the regulations. On appeal, complainant fails to present adequate

justification to warrant an extension of the applicable time limit for

contacting an EEO Counselor.

Volume 64 Fed. Reg. 37,644, 37,656 (1999) (to be codified and

hereinafter referred to as 29 C.F.R. � 1614.107(a)(1)) provides that

prior to a request for a hearing in a case, the agency shall dismiss a

complaint that 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 claims of discrimination are raised.

In addition, the claims 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).

Claim (3) concerned the agency's allegedly discriminatory hiring practices

when it hired a white individual into CFS, and not two black individuals.

Complainant did not present any evidence as to how she was personally

harmed or injured as a result of the alleged incident. Since the

incident involved a third party action, not personal to complainant,

we find that it failed to state a claim.

Based on the foregoing, we find that the agency's final decision was

proper and it is hereby AFFIRMED.

STATEMENT OF RIGHTS - ON APPEAL

RECONSIDERATION (M1199)

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). 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:

February 8, 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 Assistant1The record indicates that the agency

consolidated two of complainant's complaints, i.e., a complaint filed

December 21, 1998 (Agency No. 1E-801-0013-99), and a complaint filed

February 4, 1999 (Agency No. 4E-800-0098-99), for joint processing and,

thereafter, referred to complainant's case as Agency No. 1E-801-0013-99.

2On 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.