01A21033_r
04-25-2002
Frankie H. Duong, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.
Frankie H. Duong v. United States Postal Service
01A21033
April 25, 2002
.
Frankie H. Duong,
Complainant,
v.
John E. Potter,
Postmaster General,
United States Postal Service,
Agency.
Appeal No. 01A21033
Agency Nos. 4F-913-0013-01; 4F-913-0063-01
DECISION
Complainant timely appealed the agency's November 13, 2001 decision,
which concluded that the agency had not breached two settlement agreements
between the parties. The parties resolved complainant's EEO matters by
entering into two separate settlement agreements. Complainant alleges
breach of both agreements. On November 16, 2000, the parties entered
into a settlement agreement (re: 4F-913-0013-01) which provided, in
pertinent part, that complainant would receive the following:
The Complainant will be treated with mutual respect in a professional
manner.
Every effort will be made to improve communication between the parties
involved.
It is understood that management has the responsibility to monitor work
performance for all employees in a fair and equitable manner.
On May 16, 2001, the parties entered into a settlement agreement (re:
4F-913-0063-01) which provided, in pertinent part, that complainant
would receive the following:
With the understanding of managements role, counselee expects to be
treated with respect and fairness as it pertains to no accusations
without any foundation.
By letter to the agency dated August 27, 2001<1>, complainant alleged
that the agency breached both settlement agreements.
EEOC Regulation 29 C.F.R. � 1614.504(a) provides that any settlement
agreement knowingly and voluntarily agreed to by the parties, reached at
any stage of the complaint process, shall be binding on both parties.
The Commission has held that a settlement agreement constitutes a
contract between the employee and the agency, to which ordinary rules
of contract construction apply. See Herrington v. Department of Defense,
EEOC Request No. 05960032 (December 9, 1996). The Commission has further
held that it is the intent of the parties as expressed in the contract,
not some unexpressed intention, that controls the contract's construction.
Eggleston v. Department of Veterans Affairs, EEOC Request No. 05900795
(August 23, 1990). In ascertaining the intent of the parties with regard
to the terms of a settlement agreement, the Commission has generally
relied on the plain meaning rule. See Hyon v. United States Postal
Service, EEOC Request No. 05910787 (December 2, 1991). This rule states
that if the 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 Co. v. Building Eng'g Servs. Co., 730 F.2d 377 (5th Cir. 1984).
Consideration from both parties is necessary to establish a valid
contract. Generally, the adequacy or fairness of consideration is not
addressed, so long as some legal detriment is incurred in exchange for
the bargain. Terracina v. Department of Heath and Human Services,
EEOC Request No. 05910888 (March 11, 1992). If one party incurs no
legal detriment, the Commission may render the agreement void for lack
of consideration. Here, the agency incurred no detriment in exchange
for complainant's withdrawal of his complaints. The terms of the
agreements are too vague and generalized too enforce. Therefore, the
Commission finds that the agreements are void for lack of consideration.
The agency must process complainant's underlying EEO claims from the
point processing ceased.
The agency's decision is REVERSED and we REMAND the matter for further
processing in accordance with this decision and applicable regulations.
ORDER
The agency is ordered to resume the processing of the settled EEO claims
from the point processing ceased pursuant to 29 C.F.R. � 1614.108 et seq.
Within 30 calendar days of the date this decision become final, the agency
must notify complainant of reinstatement of the settled EEO claims.
The agency must provide the Compliance Officer with a copy of this letter,
as referenced below.
IMPLEMENTATION OF THE COMMISSION'S DECISION (K0501)
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 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 (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 (R0900)
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:
______________________________
Carlton M. Hadden, Director
Office of Federal Operations
April 25, 2002
__________________
Date
1Although the allegations of breach of the
settlement agreements are on an Information for Pre-Complaint Counseling
form, it is clear that complainant is alleging breach of the settlement
agreements.