Kilja Hahn, Complainant,v.John E. Potter, Postmaster General, United States Postal Service (Pacific Area), Agency.

Equal Employment Opportunity CommissionFeb 28, 2007
0720050032 (E.E.O.C. Feb. 28, 2007)

0720050032

02-28-2007

Kilja Hahn, Complainant, v. John E. Potter, Postmaster General, United States Postal Service (Pacific Area), Agency.


Kilja Hahn,

Complainant,

v.

John E. Potter,

Postmaster General,

United States Postal Service

(Pacific Area),

Agency.

Appeal No. 07200500321

Hearing No. 340-2002-03003x

Agency Nos. 4F-907-0098-01 & 4F-907-0168-00

DECISION

Following its November 23, 2004 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 finding of retaliation in violation

of Title VII of the Civil Rights Act of 1964 (Title VII), as amended,

42 U.S.C. � 2000e et seq. The agency also requests that the Commission

affirm its rejection of the relief ordered by the AJ. For the following

reasons, the Commission REVERSES the agency's final order.

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

as a Distribution Clerk, PS-5, at the agency's Downey Post Office

facility in Downey, California. On August 25, 2000, complainant filed

an EEO complaint, amended on February 7, 2001, alleging that she was

discriminated against in violation of Title VII, Section 501 of the

Rehabilitation Act of 1973, as amended, 29 U.S.C. � 791 et seq., and the

Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. �

621 et seq. on the bases of race (Asian), national origin (Korean), sex

(female), disability, age (D.O.B. December 14, 1944) and in reprisal

for prior protected activity (arising under Title VII) when:

1. on a continuing basis for a three year period, the Acting Supervisor

treated the complainant differently and subjected her to a hostile work

environment, culminating in an incident on May 17, 2000 in which he

yelled at her and followed by additional incidents in June 2000; and

2. on January 2, 2001, the complainant was cleared for work by her doctor,

but was told to go home, see the agency doctor and subsequently told

she could not return to work.

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. The AJ issued a Notice and Order on August 23, 2004,

in which she defined the scope of the hearing and specified that the claim

was one of harassment based on race/national origin and retaliation and,

in effect, dismissed the bases of sex, age and disability.2 The AJ held a

hearing on August 25, 2004 and subsequently issued a decision finding that

complainant had not been discriminated against on the bases of race and

national origin, but finding that she had been subject to retaliation.

The AJ ordered the agency to: 1) conduct EEO training consisting of a

minimum of two hours for all managers and supervisors at the facility;

2) take appropriate preventative steps to ensure that appropriate action

is taken when notified of claims of retaliation; 3) notify the agency

human resources and labor relations departments, EEO counselors and

contract investigators that alleged responsible management officials

should not solicit witness statements directly from subordinates nor

comment directly to subordinates concerning evidence they have provided;

4) pay complainant compensatory damages in the amount of $500.00; and 5)

post a notice at the facility.

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).

After a review of the record in its entirety, including consideration

of all statements submitted on appeal, it is the decision of the Equal

Employment Opportunity Commission to reverse the agency's final order

because the AJ's factual findings are supported by substantial evidence,

and the agency's arguments on appeal do not persuade us that the AJ's

conclusions of law should be disturbed. The agency is directed to comply

with the Order below.

ORDER

The agency is ordered to carry out the following within sixty (60)

days of the date this decision becomes final :

1. Conduct EEO training consisting of a minimum of two (2) hours for all

managers and supervisors at the facility, encompassing the employees'

responsibilities with respect to prohibiting and refraining from

retaliation in the workplace, including conduct during EEO counseling

and investigations;

2. Consider taking appropriate disciplinary action against the responsible

management officials. The Commission does not consider training to

be disciplinary action. The agency shall report its decision to the

compliance officer. If the agency decides to take disciplinary action,

it shall identify the action taken. If the agency decides not to take

disciplinary action, it shall set forth the reason(s) for its decision

not to impose discipline. If any of the responsible management officials

have left the agency's employ, the agency shall furnish documentation

of their departure date(s); and

3. Pay complainant compensatory damages in the amount of $500.00.

POSTING ORDER (G0900)

The agency is ordered to post at its Downey Post Office facility in

Downey, California 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.

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

2-28-07

__________________

Date

NOTICE TO EMPLOYEES

POSTED BY ORDER OF THE

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

An Agency of the United States Government

This Notice is posted pursuant to an order by the United States Equal

Employment Opportunity Commission dated ___________________ which

found that a violation of Title VII of the Civil Rights Act of 1964,

as amended, 42 U.S.C. � 2000e et seq. has occurred at the United States

Postal Service's Downey Post Office in Downey, California (hereinafter

this "facility").

Federal law requires that there be no discrimination against any employee

or applicant for employment because of the person's RACE, COLOR, RELIGION,

SEX, NATIONAL ORIGIN, AGE, or DISABILITY with respect to hiring, firing,

promotion, compensation, or other terms, conditions or privileges of

employment.

A manager at this facility was found to have engaged in conduct likely

to deter employees from pursuing their rights under the EEO process.

The facility was ordered to provide training to all managers and

supervisors regarding their obligations to protect the integrity of the

EEO process, and to pay the complainant proven compensatory damages.

This facility will ensure that officials responsible for personnel

decisions and terms and conditions of employment will abide by the

requirements of all federal equal employment opportunity laws and will

not retaliate against employees who file EEO complaints.

This facility will comply with federal law and will not in any manner

restrain, interfere, coerce, or retaliate against any individual who

exercises his or her right to oppose practices made unlawful by, or

who participates in proceedings pursuant to, federal equal employment

opportunity law.

_________________________________

Date Posted: _____________________

Posting Expires: _________________

29 C.F.R. Part 1614

1 Due to a new Commission data system, this case has been redesignated

with the above-referenced appeal number.

2 As neither party has contested the AJ's ruling dismissing the bases

of sex, age and disability prior to the hearing, we decline to review

this aspect of the decision.

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0720050032

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

Office of Federal Operations

P. O. Box 19848

Washington, D.C. 20036

5

0720050032