Shirlee A. Browning, Complainant,v.F. Whitten Peters, Secretary, Department of the Air Force, Agency.

Equal Employment Opportunity CommissionJul 6, 2000
01993158 (E.E.O.C. Jul. 6, 2000)

01993158

07-06-2000

Shirlee A. Browning, Complainant, v. F. Whitten Peters, Secretary, Department of the Air Force, Agency.


Shirlee A. Browning, )

Complainant, )

)

)

v. ) Appeal No. 01993158

) Agency No. 5BOM98005

)

F. Whitten Peters, )

Secretary, )

Department of the Air Force, )

Agency. )

______________________________)

DECISION

Complainant timely appealed the agency's decision not to reinstate

her complaint of unlawful employment discrimination that the parties

had settled.<1> See 64 Fed. Reg. 37,644, 37,659-37,660 (1999) (to

be codified and hereinafter referred to as 29 C.F.R. � 1614.402(a),

� 1614.405, and � 1614.504).

The record indicates that complainant, an Operation's Clerk in the

agency's Grissom Club, filed her complaint on October 16, 1998, alleging

that her work hours were reduced to 3 days a week, Monday, Tuesday,

and Wednesday. Complainant also alleged that she was subjected to a

hostile work environment by her supervisor and the supervisor changed

her work schedule to suit the supervisor's needs without consulting her.

Thereafter, on December 15, 1998, the parties entered into a settlement

agreement, which provided, in part, that:

2.b. Complainant will be scheduled for her three (3) workdays on Monday

through Friday, usually on Monday, Tuesday, and Wednesday. Complainant

will also work the alternative UTA each month in addition to these 3

days each week. If the club becomes financially unstable or there is

not a need for her services as scheduled above, and the need to cut

employees hours arises, complainant will be apprized of the situation

and be promptly advised of any decisions that affect her schedule.

Both parties recognize that this schedule may not always be the case,

particularly if the end of month closeout falls at end of a week or if

the parties are trying to accommodate the workload or schedule changes

for each other. Complainant's supervisor will continue to post the

schedule 30 days in advance, and will let complainant look at any changes

prior to posting it on the wall.

2.c. The supervisor and complainant will make every effort to meet for

a minimum of 30 minutes each week on the first day of each week they

work together. The supervisor will share changes that she has become

aware of or other pertinent information to complainant. Complainant will

ask questions about the changes and participate actively in the exchange

of information. If a meeting is not held as planned, complainant may

request a meeting be scheduled.

On January 30, 1999, complainant alleged that the agency breached

paragraphs 2.b and 2.c of the settlement agreement. Specifically,

complainant indicated that she was denied her 3-day workweek and her

supervisor failed to apprize of her schedule change. Complainant also

indicated that the supervisor failed to make any efforts to meet with

her for a minimum of 30 minutes each week. In her letter dated February

17, 1999, complainant stated that she was denied 3 days of work for the

weeks of January 19 - 23, 1999, and February 16 - 20, 1999.

By letter dated February 19, 1999, the agency stated that on December 14,

1998, complainant was given the January 1999 schedule. At that time,

employees were erroneously scheduled to work on January 18, 1999,

which was a holiday. The mistake was discovered on January 8, 1999,

when the schedule was transferred to a computer system. This change

was not discussed during the meeting between complainant and her

supervisor during the week of January 4 - 8, 1999. With regard to 2.c

of the settlement agreement, the agency indicated that the supervisor,

informally, met with complainant on a weekly basis, and did not keep a

record of the specific amount of time.

On appeal, complainant states that her supervisor changed her work

schedule of Tuesday, March 30, 1999, to Friday, April 2, 1999, to

support the Grissom Club with a special supper, which indicates that

the supervisor only allows her to work when it would be a benefit to

the agency, regardless of the agreement. Complainant also indicates

that Monday meetings, described in 2.c of the settlement agreement,

are becoming a series of disciplinary sessions.

In response to complainant's appeal, the agency does not raise any new

contentions.

EEOC Regulation 29 C.F.R. � 1614.504 provides that if the complainant

believes that the agency failed to comply with the terms of a settlement

agreement, the complainant should notify the Director of Equal Employment

Opportunity, in writing, of the alleged noncompliance with the settlement

agreement, within thirty (30) days of when the complainant knew or should

have known of the alleged noncompliance. The complainant may request that

the terms of the settlement agreement be specifically implemented or,

alternatively, that the complaint be reinstated for further processing

from the point processing ceased.

The agency shall resolve the matter and respond to the complainant,

in writing. If the agency has not responded to the complainant, in

writing, or if the complainant is not satisfied with the agency's attempt

to resolve the matter, the complainant may appeal to the Commission for

a determination as to whether the agency has complied with the terms of

the settlement agreement or final decision.

The Commission has held that settlement agreements are contracts between

the complainant and the agency and it is the intent of the parties

as expressed in the contract, and not some unexpressed intention, that

controls the contract's construction. Eggleston v. Department of Veterans

Affairs, EEOC Request No. 05900795 (August 23, 1990). In addition, the

Commission generally follows the rule that if a writing appears to be

plain and unambiguous on its face, its meaning must be determined from

the four corners of the instrument without resort to extrinsic evidence

of any nature. See Montgomery Elevator v. Building Engineering Services,

730 F.2d 377 (5th Cir. 1984). The Commission has followed this rule

when interpreting settlement agreements. The Commission's policy in

this regard is based on the premise that the face of the agreement best

reflects the understanding of the parties.

Upon review, the Commission finds that the agency failed to comply with

the terms of the settlement agreement at issue. The settlement agreement,

specifically, provides that if there is no need for complainant's

services as scheduled, complainant will be promptly advised of any

decisions that affect her schedule. However, the agency clearly indicated

that complainant was not advised of her January 1999 schedule change.

The settlement agreement also provides that complainant and her supervisor

will make every effort to meet for a minimum of 30 minutes each week

on the first day of each week. Complainant alleged that her supervisor

failed to comply with this provision, and the agency failed to provide

any evidence to prove the matter otherwise. Accordingly, the agency's

decision finding no breach of the settlement agreement is REVERSED.

The agency is Ordered, as stated below, to resume the processing of

complainant's complaint.

ORDER

The agency, within thirty (30) calendar days of the date this decision

becomes final, is ORDERED to reinstate complainant's complaint and to

resume processing such from the point processing ceased. The agency

shall notify complainant that it has resumed processing her complaint.

A copy of the agency's letter to complainant indicating reinstatement

of her complaint for further processing must be sent to the Compliance

Officer as referenced below.

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 - 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).

COMPLAINANTS' RIGHT TO FILE A CIVIL ACTION

(R0400)

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:

July 6, 2000

DATE

Carlton

M.

Hadden,

Acting

Director

Office of Federal Operations

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.