Natalie Perry, Complainant,v.Eric K. Shinseki, Secretary, Department of Veterans Affairs, Agency.

Equal Employment Opportunity CommissionDec 2, 2011
0120103431 (E.E.O.C. Dec. 2, 2011)

0120103431

12-02-2011

Natalie Perry, Complainant, v. Eric K. Shinseki, Secretary, Department of Veterans Affairs, Agency.




Natalie Perry,

Complainant,

v.

Eric K. Shinseki,

Secretary,

Department of Veterans Affairs,

Agency.

Appeal No. 0120103431

Agency No. 200P-0691-2010102533

DECISION

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

decision dated June 7, 2010, dismissing her 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.

BACKGROUND

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

a Licensed Vocational Nurse at the Agency’s Outpatient Clinic facility

in Santa Maria, California.

On May 19, 2010, Complainant filed a formal complaint alleging

that the Agency subjected her to discrimination on the basis of race

(African-American) when she was subjected to harassment from January 2009

through March 2010. Specifically, in support of her claim of harassment,

Complainant indicated that the supervising physician (Physician) had

been degrading and humiliating her on a continuous basis since she began

working for him in January 2009. She claimed that the Physician would

challenge her abilities in front of patients. She also noted that he

would ask her questions about the computer operating program and when

she did not know the answer, the Physician would get angry and get

her to find the answer for him. The Physician would yell, “think,

think” at her. She also indicated that the Physician challenged her,

banged his finger on the table, and began yelling at Complainant over

blank spaces on documents. Complainant claimed that the Physician

expressed concern that Complainant was the reason for the office being

behind schedule and accused her of being “bi-polar.” She claimed

that the Physician’s constant badgering and negative attitude left her

questioning her own competency, judgment, qualifications, training and

her professional self-worth. Complainant indicated that the continued

harsh treatment created an environment of trepidation and harassment.

The Agency dismissed claim the complaint pursuant to 29 C.F.R. §

1614.107(a)(1) for failure to state a claim. The Agency found that

Complainant’s complaint consisted of verbal interactions and work

discussions which Complainant believed to be rude. However, the

Agency found that Complainant had not shown that she was subjected

to verbal remarks which were particularly derogatory or demonstrated

a racial animus. Further, the Agency found that the conduct was not

severe enough to state a claim of harassment.

Complainant appealed asserting that she has been subjected to a hostile

work environment based on her race. She argued that the harassment

has taken its toll on her. As such, Complainant requested that the

Commission reverse the Agency’s decision dismissing the complaint.

ANALYSIS AND FINDINGS

Under the regulations set forth at 29 C.F.R. Part 1614, an agency

shall accept a complaint from an aggrieved employee or applicant for

employment who believes that he or she has been discriminated against by

that agency because of race, color, religion, sex, national origin, age or

disabling condition. 29 C.F.R. §§ 1614.103, .106(a). The Commission's

federal sector case precedent has long defined an "aggrieved employee"

as one who suffers a present harm or loss with respect to a term,

condition, or privilege of employment for which there is a remedy.

Diaz v. Dep’t of the Air Force, EEOC Request No. 05931049 (April

21, 1994). If Complainant cannot establish that s/he is aggrieved,

the Agency shall dismiss a complaint for failure to state a claim.

29 C.F.R. § 1614.107(a)(1).

The Commission has held that where, as here, a complaint does not

challenge an agency action or inaction regarding a specific term,

condition, or privilege of employment, the claim of harassment may

survive if it alleges conduct that is sufficiently severe or pervasive

to alter the conditions of the complainant’s employment. See Harris

v. Forklift Systems, Inc., 510 U.S. 17, 23 (1993).

Upon review, we find that the Agency’s dismissal was inappropriate.

In her complaint, Complainant asserted that the Physician’s constant

badgering, remarks, and criticism has created a hostile work environment.

The Commission finds that Complainant’s allegations, especially

concerning a supervisor, are sufficiently pervasive to state a claim of

a hostile work environment.

CONCLUSION

Based on a thorough review of the record and the contentions on appeal,

including those not specifically addressed herein, we REVERSE the

Agency’s final decision and REMAND the matter for further processing

in accordance with the ORDER below.

ORDER (E0610)

The Agency is ordered to process the remanded claims in accordance with

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

that it has received the remanded claims 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 2, 2011

__________________

Date

2

0120103431

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

Office of Federal Operations

P.O. Box 77960

Washington, DC 20013

2

0120103431