__________________, Complainant,v.John M. McHugh, Secretary, Department of the Army, Agency.

Equal Employment Opportunity CommissionDec 9, 2011
0120111275 (E.E.O.C. Dec. 9, 2011)

0120111275

12-09-2011

__________________, Complainant, v. John M. McHugh, Secretary, Department of the Army, Agency.




__________________,

Complainant,

v.

John M. McHugh,

Secretary,

Department of the Army,

Agency.

Appeal No. 0120111275

Agency No. ARFTLWOOD10SEP04382

DECISION

Complainant filed a timely appeal with this Commission from the Agency's

decision dated November 10, 2010, dismissing his complaint of unlawful

employment discrimination in violation of Title VII of the Civil

Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq.

Upon review, the Commission finds that Complainant's complaint was

improperly dismissed pursuant to 29 C.F.R. § 1614.107(a)(1) for failure

to state a claim.

BACKGROUND

At the time of events giving rise to this complaint, Complainant worked

as a Security Officer at the Agency’s Department of Emergency Services

in Fort Leonard Wood, Missouri.

On October 28, 2010, Complainant filed a formal complaint alleging that

the Agency subjected him to discrimination on the basis of reprisal for

prior protected EEO activity under Title VII of the Civil Rights Act

of 1964 when he was only assigned to the East Gate twice for the month

of September 2010. In his pleadings, Complainant maintains that having

been assigned to the other gates (North, South and West) more often in

the month of September caused him to experience not only foot and back

pain, but more of a workload than other employees. Complainant further

maintains that although he spoke to his supervisor about the matter,

the roster was never changed. Complainant maintains that he works in a

hostile work environment. The record reflects that Complainant also

raised an additional claim in his complaint regarding the filling of

a position at Vehicle Inspection, characterized by Complainant as a

desirable position. Complainant alleges he was not told about this

vacancy and so was deprived of the opportunity to apply for it.

In its final decision, the Agency dismissed Complainant's claim concerning

gate assignments, for failure to state a claim. In doing so, the Agency

determined that Complainant was not aggrieved because his official

duties at the various gates did not change, only the volume of traffic,

and numbers of entry lanes manned by security guards. The Agency noted

that Complainant failed to demonstrate any harm or that management's

actions as alleged would reasonably likely deter the charging party or

others from engaging in protected activity. The Agency did not address

Complainant’s second claim concerning the Vehicle Inspection position.

The instant appeal followed.1

ANALYSIS AND FINDINGS

The anti-retaliation provisions of the employment discrimination statutes

seek to prevent an employer from interfering with an employee’s efforts

to secure or advance enforcement of the statutes’ basic guarantees,

and are not limited to actions affecting employment terms and conditions.

Burlington Northern & Santa Fe Railroad. Co. v. White, 548 U. S. ____,

126 S. Ct. 2405 (2006). To state a viable claim of retaliation,

complainant must allege that: 1) he was subjected to an action which

a reasonable employee would have found materially adverse, and 2) the

action could dissuade a reasonable employee from making or supporting a

charge of discrimination. Id. While trivial harms would not satisfy the

initial prong of this inquiry, the significance of the act of alleged

retaliation will often depend upon the particular circumstances. See

also EEOC Compliance Manual, No. 915.003 (May 20, 1998) (any adverse

treatment that is based upon a retaliatory motive and is reasonably

likely to deter the charging party or others from engaging in protected

activity states a claim).

In this case, Complainant has established a viable retaliation claim by

alleging that because of his prior protected activity he was assigned

a heavier workload than other employee, causing Complainant physical

distress. He alleges that when he brought the matter to their attention,

management provided no immediate relief for Complainant. In addition,

Complainant alleges that he was not considered for or even provided the

opportunity to apply for a more desirable position (Vehicle Inspection),

while another employee was given the position. Examining these

allegations together and in the light most favorable to Complainant,

we find that his claims are sufficiently adverse and would dissuade a

reasonable security officer, under the same circumstances, from making

or supporting a charge of discrimination.

Accordingly, the Agency's final decision dismissing Complainant's

complaint is REVERSED. The complaint is hereby REMANDED to the Agency for

further processing in accordance with this decision and the Order below.

ORDER (E0610)

The Agency is ordered to process the remanded complaint (gate assignments

and non-selection for Vehicle Inspection position) in accordance with

29 C.F.R. § 1614.108 et seq. The Agency shall acknowledge to the

Complainant that it has received the remanded claim within thirty (30)

calendar days of the date this decision becomes final. The Agency shall

issue to Complainant a copy of the investigative file and also shall

notify Complainant of the appropriate rights within one hundred fifty

(150) calendar days of the date this decision becomes final, unless the

matter is otherwise resolved prior to that time. If the Complainant

requests a final decision without a hearing, the Agency shall issue

a final decision within sixty (60) days of receipt of Complainant’s

request.

A copy of the Agency’s letter of acknowledgment to Complainant and a

copy of the notice that transmits the investigative file and notice of

rights must be sent to the Compliance Officer as referenced below.

IMPLEMENTATION OF THE COMMISSION’S DECISION (K0610)

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 77960, Washington, DC

20013. 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 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) (1994 & Supp. IV 1999).

If the Complainant files a civil action, the administrative processing of

the complaint, including any petition for enforcement, will be terminated.

See 29 C.F.R. § 1614.409.

STATEMENT OF RIGHTS - ON APPEAL

RECONSIDERATION (M0610)

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), at 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

77960, Washington, DC 20013. 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 (R0610)

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 (Z0610)

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 from the Court that

the Court appoint an attorney to represent you and that the Court also

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 with

the Court 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

December 9, 2011

__________________

Date

1 On appeal, Complainant presented additional claims concerning his annual

performance rating. However, because this matter is raised for the first

time on appeal and is not like or related to the claims discussed herein,

we will not address this matter, and advise Complainant to consult the

Agency’s EEO office for further guidance.

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0120111275

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

Office of Federal Operations

P.O. Box 77960

Washington, DC 20013

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0120111275