01a62830
09-21-2006
Regina J. Ingraham, Complainant, v. Dr. Francis J. Harvey, Secretary, Department of the Army, Agency.
Regina J. Ingraham,
Complainant,
v.
Dr. Francis J. Harvey,
Secretary,
Department of the Army,
Agency.
Appeal No. 01A62830
Agency No. ARFTCAMP05JAN06272
Hearing No. 240-2006-00015X
DECISION
Complainant filed an appeal with this Commission concerning her complaint
of unlawful employment discrimination. In her complaint, complainant
alleged discrimination on the bases of race (African-American) and in
reprisal for prior protected EEO Activity when on December 28, 2004, she
was denied promotion to a GS-0318-06 Secretarial position. Complainant
also alleged discrimination on the basis of religion (non-denominational)
when between 2003 and 2004, she was directed to forward electronic mail
messages with motivational quotes.
On February 28, 2006, an EEOC Administrative Judge (AJ) issued a decision
without a hearing finding that there was no genuine issue of material
fact in dispute, and concluded that complainant had not been discriminated
against. Specifically, the AJ found that the agency presented legitimate,
nondiscriminatory reasons for its actions, which complainant failed
to rebut. On March 20, 2006, the agency, fully implementing the AJ's
decision, issued a decision finding no discrimination. Complainant filed
the instant appeal.
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. 29 C.F.R. � 1614.109(g). This regulation is patterned after the
summary judgment procedure set forth in Rule 56 of the Federal Rules of
Civil Procedure. The U.S. Supreme Court has held that summary judgment
is appropriate where a court determines that, given the substantive
legal and evidentiary standards that apply to the case, there exists
no genuine issue of material fact. Anderson v. Liberty Lobby, Inc.,
477 U.S. 242, 255 (1986). In ruling on a motion for summary judgment,
a court's function is not to weigh the evidence but rather to determine
whether there are genuine issues for trial. Id. at 249. The evidence of
the non-moving party must be believed at the summary judgment stage and
all justifiable inferences must be drawn in the non-moving party's favor.
Id. at 255. An issue of fact is "genuine" if the evidence is such that
a reasonable fact finder could find in favor of the non-moving party.
Celotex v. Catrett, 477 U.S. 317, 322-23 (1986); Oliver v. Digital
Equip. Corp., 846 F.2D 103, 105 (1st Cir. 1988). A fact is "material"
if it has the potential to affect the outcome of the case. If a case
can only be resolved by weighing conflicting evidence, summary judgment
is not appropriate. In the context of an administrative proceeding,
an AJ may properly consider summary judgment only upon a determination
that the record has been adequately developed for summary disposition.
Upon review, we find that the agency has articulated legitimate,
nondiscriminatory reasons for its actions. Regarding claim 1, the agency
stated that the secretarial position was not filled competitively.
The agency asserted that the position was filled by the lateral
transfer of an employee already serving as a GS-0318-06, Secretary,
in order to guarantee that the employee remained a permanent member of
the work force. Additionally, the agency claimed that complainant was
not eligible for consideration even if the Secretarial position had been
filled competitively because complainant could not be promoted two grades
above her present level.
As to claim 2, complainant claimed that she was required to forward a
thought of the day by electronic message. The chief of the department
composed the thoughts of the day and complainant was expected to forward
one of the thoughts of the day to department members at the beginning of
the her work day. The agency asserted that the purpose of the thought
of the day message was to improve moral and motivate people within
the department. The agency stated that complainant's forwarding the
alleged message was not intended to harass her.
After a review of the record, we find that complainant has failed to show
that the agency's reasons were pretext for discrimination. We also find
that complainant has failed to show, by a preponderance of the evidence,
that she was discriminated against on the bases of race, religion or
reprisal or that she was subjected to discriminatory harassment.
The agency's decision finding no discrimination is AFFIRMED.
STATEMENT OF RIGHTS - ON APPEAL
RECONSIDERATION (M0701)
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
September 21, 2006
__________________
Date
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01A62830
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Office of Federal Operations
P. O. Box 19848
Washington, D.C. 20036
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01A62830