0720070069
11-08-2007
Janice Jones, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.
Janice Jones,
Complainant,
v.
John E. Potter,
Postmaster General,
United States Postal Service,
Agency.
Appeal No. 0720070069
Hearing No. 340200500717X
Agency No. 1F901005905
DECISION
Simultaneously with its July 12, 2007 final order, the agency filed
a timely appeal which the Commission accepts pursuant to 29 C.F.R. �
1614.405(a). On appeal, the agency requests that the Commission
affirm its rejection of an EEOC Administrative Judge's (AJ) finding of
discrimination in violation of Title VII of the Civil Rights Act of 1964
(Title VII), as amended, 42 U.S.C. � 2000e et seq. For the following
reasons, the Commission reverses the agency's final order.
On April 27, 2005, complainant filed an EEO complaint alleging that
she was discriminated against on the bases of race (African-American),
sex (female), and disability (cervical strain/sprain) when she was not
accommodated with a high back chair from December 20, 2004 to January 27,
2005.
Briefly, complainant was a mail processing clerk at the agency's Worldway
Air Mail Center. Around January 2002, she was placed in a limited duty
position and required a high back chair that supported her neck. On
December 11, 2004, complainant, along with approximately 100 other
employees, was transferred from Worldway to the Los Angeles Processing
Center which was a few miles away. Upon reporting to work, complainant
asked for a high back chair. Although a manager and complainant looked
for one, those that would suit her needs were either locked up, in a room
from which they could not be removed, had someone else's name on them,
or had wheels - reasons which the agency provided for not giving her
one. Further, the agency asserted that a chair could not be obtained
from Worldway. Complainant was sent home by a manager. She did not
return to work until January 27, 2005, when the agency provided her with
a suitable chair.
At the conclusion of the investigation, complainant was provided with a
copy of the report of investigation and notice of her right to request
a hearing before an EEOC Administrative Judge (AJ). Complainant timely
requested a hearing and the AJ held a hearing on April 30, 2007 and
issued a decision on May 29, 2007. The AJ found that complainant was not
disabled, but concluded that she was discriminated against based on her
race and sex. The agency subsequently issued a final order rejecting the
AJ's, concluding that complainant failed to prove that she was subjected
to sex and race discrimination as alleged, and adopting the finding of
no discrimination based on disability.
In his decision, the AJ noted that the agency was able to find a suitable
chair for a male Asian employee. The AJ noted that the agency was able
to provide a chair to the male employee within hours of his arrival, and
when he requested the chair he had used with Worldwide, he was quickly
provided with the chair. The AJ noted that the agency failed to provide
an explanation as to why it could not provide complainant a suitable
chair as expeditiously instead of waiting 46 days. As such, the AJ found
that complainant was treated differently than the male Asian employee.
Pursuant to 29 C.F.R. � 1614.405(a), all post-hearing factual findings by
an AJ will be upheld if supported by substantial evidence in the record.
Substantial evidence is defined as "such relevant evidence as a reasonable
mind might accept as adequate to support a conclusion." Universal
Camera Corp. v. National Labor Relations Board, 340 U.S. 474, 477 (1951)
(citation omitted). A finding regarding whether or not discriminatory
intent existed is a factual finding. See Pullman-Standard Co. v. Swint,
456 U.S. 273, 293 (1982). An AJ's conclusions of law are subject to a
de novo standard of review, whether or not a hearing was held.
An AJ's credibility determination based on the demeanor of a witness or
on the tone of voice of a witness will be accepted unless documents or
other objective evidence so contradicts the testimony or the testimony so
lacks in credibility that a reasonable fact finder would not credit it.
See EEOC Management Directive 110, Chapter 9, � VI.B. (November 9, 1999).
In the absence of direct evidence of discrimination, the allocation of
burdens and order of presentation of proof in a Title VII case alleging
discrimination is a three-step process. McDonnell Douglas Corp. v. Green,
411 U.S. 792, 802-803 (1973); see Hochstadt v. Worcestor Foundation
for Experimental Biology, Inc., 425 F. Supp. 318 (D. Mass. 1976),
aff'd 545 F.2d 222 (1st Cir. 1976) (applying McDonnell Douglas to
retaliation cases). First, complainant must establish a prima facie
case of discrimination by presenting facts that, if unexplained,
reasonably give rise to an inference of discrimination; i.e., that a
prohibited consideration was a factor in the adverse employment action.
McDonnell Douglas, 411 U.S. at 802. Next, the agency must articulate a
legitimate, nondiscriminatory reason(s) for its actions. Texas Department
of Community Affairs v. Burdine, 450 U.S. 248, 253 (1981). If the agency
is successful, then the complainant must prove, by a preponderance of
the evidence, that the legitimate reason(s) proffered by the agency was
a pretext for discrimination. Id. at 256.
Based on a thorough review of the record and the contentions on appeal,
including those not specifically addressed herein, we agree with the
AJ's finding that complainant was discriminated against based on her
race and sex. Because we find discrimination on these bases, it is not
necessary for the Commission to address complainant's disability claims.
ORDER (C0900)
The agency is ordered to take the following remedial action:
I. The agency shall pay to complainant all pay and benefits complainant
would have received had she worked the period December 20, 2004 through
January 25, 2005; and
II. The agency shall pay to complainant $2,250.00 in non-pecuniary
compensatory damages;1
The agency is further directed to submit a report of compliance, as
provided in the statement entitled "Implementation of the Commission's
Decision." The report shall include supporting documentation verifying
that the corrective action has been implemented.
POSTING ORDER (G0900)
The agency is ordered to post at its Los Angeles Processing and
Distribution Center facility copies of the attached notice. Copies of the
notice, after being signed by the agency's duly authorized representative,
shall be posted by the agency within thirty (30) calendar days of the
date this decision becomes final, and shall remain posted for sixty (60)
consecutive days, in conspicuous places, including all places where
notices to employees are customarily posted. The agency shall take
reasonable steps to ensure that said notices are not altered, defaced,
or covered by any other material. The original signed notice is to be
submitted to the Compliance Officer at the address cited in the paragraph
entitled "Implementation of the Commission's Decision," within ten (10)
calendar days of the expiration of the posting period.
ATTORNEY'S FEES (H0900)
If complainant has been represented by an attorney (as defined by
29 C.F.R. � 1614.501(e)(1)(iii)), he/she is entitled to an award of
reasonable attorney's fees incurred in the processing of the complaint.
29 C.F.R. � 1614.501(e). The award of attorney's fees shall be paid
by the agency. The attorney shall submit a verified statement of fees
to the agency -- not to the Equal Employment Opportunity Commission,
Office of Federal Operations -- within thirty (30) calendar days of this
decision becoming final. The agency shall then process the claim for
attorney's fees in accordance with 29 C.F.R. � 1614.501.
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.
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
November 8, 2007
__________________
Date
1 Neither the agency nor complainant objected to the amount of
compensatory damages on appeal.
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0720070069
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Office of Federal Operations
P. O. Box 19848
Washington, D.C. 20036
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0720070069